Australian Mining September 2012

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VOLUME 104/9 – SEPTEMBER 2012

SERVING THE MINING INDUSTRY SINCE 1908

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The Pilbara: Australia’s iron ore centre Driving the nation’s economy

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COMMENT

Mining From highs to lows Australian

Copyright Reed Business Information Published 12 issues a year by Reed Business Information (ABN 80 132 719 861) Tower 2, 475 Victoria Avenue, Chatswood, NSW 2067 Australia Tel: (02) 9422 2999 Fax: (02) 9422 2966

Associate Publisher – Martin Sinclair Email: martin.sinclair@reedbusiness.com.au Editor – Cole Latimer Tel: (02) 9422 2352 Email: ozmining@reedbusiness.com.au Journalist – Andrew Duffy Tel: (02) 9422 2884 Email: ozmining@reedbusiness.com.au Key Account Manager – Tim Richards Tel: (02) 9422 2818 Mob: 0420 550 770 Email: tim.richards@reedbusiness.com.au QLD and SA Sales Manager – Sharon Amos Tel: (07) 3261 8857 Fax: (07) 3261 8347 Mob: 0417 072 625 Email: sharon.amos@reedbusiness.com.au WA Representative – Jamie Wade Mob: 0435 945 868 Email: jamie@wadebusiness.com.au RBI Manufacturing & Electronics Group: Production Co-ordinator – Tracy Engle Tel: (02) 9422 2707 Fax: (02) 9422 2966 Graphic Designer – Dave Ashley South Africa – Bob Stephen Stephen Marketing PO Box 75, Tarlton, Gauteng 1749, South Africa Tel: 27(011) 952 1721 Fax: 27(011) 952 1607 USA – Jonathan Sismey RBI 24th Floor, 125 Park Avenue, New York, NY 10017 Tel: (1) 212 370 7445 Fax: (1) 212 370 7441 Email: jsismey@ix.netcom.com Larry Arthur RBI Suite 203, 3700 Campus Drive, Newport Beach, CA 92660 Tel: (1) 949 756 1057 Fax: (1) 949 756 2514 Email: lharthur@ix.netcom.com Printed by GEON 20 Baker Street, Banksmeadow, NSW 2019 Tel: (02) 8333 6555

It is amazing the diference only six months can have on the industry.

W

hat has happened to the mining industry?

This time last year the industry was tracking upwards and there was no ceiling ahead.

What a difference a few months make.

Only a few months ago Rio Tinto was on the hunt for 6000 new employees in what was Australia’s largest ever recruitment drive, BHP Billiton was on the hunt for more miners, Fortescue was expanding operations, and Xstrata had launched its careers centre at major mining events.

Everyone wanted a mining job, and the major miners could pick and choose the best of the bunch.

Six months later and the drop in thermal coal prices are forcing these majors to

Comment Cole Latimer ozmining@reedbusiness.com.au cut back operations severely.

Now is not a good time to be in thermal coal.

But we can’t lump in the iron ore operations with coal, even if iron ore is slumping itself.

This slump has actually seen BHP considering the future of its massive outer harbour expansion.

And both Rio and BHP are expecting much lower grades as they develop their current tenements.

Certain sectors are even predicting that we are seeing the end of the mighty boom.

From such powerhouses as Deloitte and Ernst & Young we’ve heard predictions that the industry is already dying down, and the boom will be done and dusted within the next two years.

But is it not all dire news.

Xstrata is predicting that this is merely a speed hump in the continued boom.

Xstrata believes that thermal coal has stopped falling, and will soon stage a recovery.

Speaking at the miner’s half year earnings presentation in London, Xstrata Coal CEO Peter Freyberg stated

that “the market probably bottomed about a month ago and there’s been steady improvement over the last four or five weeks, where we’ve seen thermal prices increasing by $US5 or $US6 in the spot market”.

And there are also predictions that iron ore will rebound from the drop it is currently seeing as Chinese demand slows. So is this really the end of the great mining boom? Are we watching the end of an era, and will the industry go out with a whimper and not a bang?

I doubt it.

The industry is still going strong and while the mining industry will probably not be Australia’s economic saviour again, but it will remain an integral part of the nation’s fabric.

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ON the front cover of this edition we’ve featured a stacker at BHP Billiton’s iron ore operations in the Pilbara. Despite predications that the sector will soon slow down, iron ore has been, and still is, the driving force behind the mining boom. China’s almost insatiable demand for the ore for its steelworks drove the price up astronomically last year, although since then it has settled in price. The region itself has seen some of the greatest development across the mining industry outside of Queensland’s Bowen Basin. However, it is not just the two majors that are getting in on the act. Gina Rinehart’s Roy Hill iron ore mine is progressing swiftly, and will soon be one of the largest operations in the region. Fellow mining magnate Clive Palmer is also planning to develop his iron ore prospects in the Pilbara. Although the region is remote, and the majority of workers are fly in fly out, the Pilbara is being heavily invested in by Rio and BHP, which are planning to expand current communities and essentially build cities in the desert. This issue also looks at the ever important safety issues on site; how to 8 : 5 7train,Aand M retain personnel; and what’s keeping your operations running. attract,

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Contents Features

September 2012 issue

Armed and ready

PERSONNEL

Cut to the bone Cost cutting measures, job cutting measures ......................................................... p12 Making mining safer Raising awareness of more than just mine safety ............................................................... p14 The mining salary survey Australian Mining and Hays highlight the state of pay ......................................... p16-23 The cash question How do miners choose a job ....................... p25 How to attract quality candidates How do you get the right people ................. p26 How to retain skilled personnel Once you’ve got them, how do you keep them ................................................................ p28

ILLEGAL MINING

Inside mining’s dark side Examining the industry’s underbelly ...... p30-31

PILBARA SPOTLIGHT

Finding iron ore’s floor Iron ore is set to stabilise ............................... p32 Ready for remote control Moving towards remote operations ....... p34-36 Pain in the Pilbara Difficulties in Australia’s mining hotspot ..... p38 Helping the Pilbara grow Reforms are helping to keep the Pilbara moving ............................................................ p40

Mine site tough Tough clothes for a tough job ....................... p56 A hand up Hand protection ............................................. p57 Building safer sites Automation is removing some of the danger from mining ................................................... p60 Having an impact Making scaffolding safer ............................... p63

DRILL, BLAST & GEOMECHANICS The world’s safest skid steers….p58-59

Mining a new vein A new mining event is set to hit Indonesia’s shores .............................................................. p49

QME WRAP

What happened at Queensland’s largest mining event ................................................... p50

SAFETY

Refuge chambers: World, yes. Australian coal, no?

Is Australia living up to its reputation as the world’s safety mining industry? .............. p52-54

Pump it

How to turn miners green Adopting new, greener initiatives ................. p42

INDONESIA/PNG SPOTLIGHT

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POWER GENERATION & ELECTRICAL EQUIPMENT

A model system Energy management ...................................... p74 Power direct Ultrahigh voltage convertors ................... p76-77 Power for the dream Free energy on site .................................. p78-79 Power your way Customised substations ................................. p80 Compact power Space saving enclosures ................................. p82

Regulars

SUSTAINABILITY

Clearing the air of uncertainty Australian miners tackling reform head on .. p44 Not so_futuristic AD A MK R C J A N _ 1 0 . p d f Pa ge The growth of PNG’s seabed mining sector .. p46

Gearing up our geos The future for geoscientists is not looking bright .............................................................. p64 Are our drillers going offshore Demand for drilling is waning in Australia .. p66 Cutting time, not safety Making rockbolting easier and faster ........... p68 The days of drill and blast are over Is traditional drilling and blasting dead? ...... p72

1 1 2 / 1 1 / 0 9 , 9 : 5 4 Moving AN emulsions….p70

AM

INDUSTRY COMMENT .................................. p6 NEWS ............................................................... p8 MINING FAMILY MATTERS ........................ p10 PRODUCT FOCUS: Cranes & Lifting .... p84-88 PRODUCT SHOWCASE .......................... p90-92 PROSPECT AWARDS .................................. p94 JOBS .............................................................. p96 EVENTS ......................................................... p98

www.miningaustralia.com.au

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INDUSTRY COMMENT

A hint of HYPOCRISY Last month the Greens proved their stance on the gas industry can’t be maintained, writes The Dirt.

T

here’s no doubt the coal seam gas industry is the most hotly debated part of the resources

sector.

Most commonly the scrutiny is aimed at developers and more often than not it’s the Greens that are leading the battle.

But last month the balance turned and it was the Greens that faced the scrutiny.

Whilst joining with their Queensland and New South Wales counterparts in strongly opposing the CSG industry, Australian Mining broke the news that the ACT Greens were accepting donations from the sector.

According to Australian Electoral Commission data Origin Energy donated $1,320 to the ACT Greens in 2010-11.

ActewAGL, a joint venture between AGL and the ACT Government, also donated $2,000 in 2009-10.

Both AGL and Origin are pursuingAsignificant D _ A M J CSG A C Sdevelopments E P _ 1 2 . pind QLD and NSW and the Greens in

Coal seam gas faces strong opposition in NSW and QLD. Image: Kate Ausburn

each state have been their staunchAnd it highlights a key part of est rivals. the CSG debate the Greens look to Whilst not in CSG heartland be grappling with. themselves the ACT Greens have also As the North West Shelf in Westbacked their New South Wales and ern Australia has proved to the rest of Queensland counterparts and called the country, rich reserves of natural gas for a moratorium. are an incredibly valuable resource.

That the Greens would embark They drive projects that generate on such a campaign while receiving immense wealth, wealth which peof donations P a g e from 1 the 1 6 industry / 0 8 / 1seems 2 , 1 ple, 0 : businesses, 5 5 A M and political parties the height of hypocrisy. can benefit from. In accepting funds

from the CSG industry the Greens are attempting to benefit from the sector whilst simultaneously opposing its development. But you can’t have your cake and eat it too, and if the ACT Greens want to accept that funding they ought tone down their stance on the sector. The Greens initially argued Origin and AGL’s funds weren’t donations because they came in the form of tickets for a fundraising dinner. But the cash was used for their election campaign, and it was marked a donation by the Electoral Commission.

They also argued Origin and AGL worked on renewable energy too, which is true, but when queried on which part of the companies provided the donations they were unable to answer. Whilst only modest donations, Origin and AGL’s contributions highlight the Greens’ unsettling approach to the resources industry. And they highlight that while complete opposition might draw attention in the short term, it’s hard to sustain the approach meaningfully.

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HEADLINES

Latest mining news Australian Mining presents the latest news affecting you from the boardroom to the mine and everywhere in between. Visit www.miningaustralia.com to keep up to date with what’s happening BMA, Rio Tinto, Xstrata cut coal jobs Rio Tinto, BMA, and Xstrata have announced job cuts to the contractor workforce on their Queensland coal mines.

Central Queensland News reports 100 workers were cut from BMA’s Gregory Crinum mine and 70 were cut from Rio’s Kestrel-KME operation.

Repeating a now familiar company line, BHP Billiton said rising costs and difficult economic conditions had forced the “tough decisions”.

Central Queensland News reports Rio said its move to cut contractors at Kestrel were intended to adapt to the mine’s “transition phase”.

Rio last month cut jobs at its Clermont coal mine and also brought forward the closure of the Blair Athol operation.

Last week Xstrata also announced it would be cutting contractor numbers on its coal mines but refused to detail how many workers would go or which sites would be impacted.

Investigation launched into coal mine accident

dominated mining communities, however for some time now the issue has created problems between those working offering the services and local accommodation venues, which were turning the sex workers away.

The win means that motels and hotels that refuse sex workers may now be in breach of antidiscrimination laws.

FIFO hardships have miners turning to less experienced workers An increasing amount of fly-in fly-out workers are having trouble coping with the lifestyle pressure of mining, and companies are now turning to less experienced staff to fill the gap.

Recruitment firm Hays said it was receiving more feedback that FIFO mining workers weren’t coping with living away from home.

Hays also said workers were finding it difficult to live with the limited services and amenities provided at remote camps.

Australian Mining gets the latest news every day, providing up to the minute information on safety, news and technology for the Australian mining and resources industry.

and services world wide, with Tom Albanese stating that it would cut costs by around 10%.

It stated that these cutbacks will be focused on administrative and office roles rather than on the mines themselves.

FIFO sex workers win To date Rio has already cut motel battle Rio Tinto closes office, administrative and office jobs at its A fly in fly out sex worker has won slashes jobs Clermont coal mine in Queensland, her appeal against motels refusing Rio Tinto has closed its Sydney and now it has closed the Sydney rooms to sex workers in Queensland office and cut jobs in Melbourne as it office, cut jobs in Melbourne, and mining regions. carries out its plans to cut costs. will be transferring some workers The sex industry has long been Last month the global miner A D _ A MA B L S E P _ 1 2 . p d f Pa ge 5 1 3 / 0 8 / 1 2 , 6 : 0 1 PM to Perth. a lucrative market in the male announced that it would cut support

An investigation is underway into an accident at Ashton Coal’s mine that saw a contractor critically injured.

A 26 year old worker was yesterday carrying out gas drainage drilling at Ashton Coal’s controversial Camberwell mine when the incident occurred, the ABC reports.

During flushing a steel pipe disconnected under pressure, slamming into the contractor.

The man, who works for Silver City Drilling, reportedly sustained critical injuries.

Striking FIFO workers will be refused accommodation Fly-in fly-out workers that go on strike will lose their mine accommodation for that period, the Federal Court has ruled.

In its judgement the court said employers were prohibited under the Fair Work act from making payment to striking workers.

The court also ruled accommodation for FIFO workers was included under the definition of “payment,” which meant companies had the right to ask striking workers to vacate their dongas.

While the CFMEU complained the decision would make it

impossible for FIFO workers to go on strike, the AMMA said providing accommodation was an expense companies could not afford if workers weren’t providing labour.

Child dies in NZ mine incident A ten year old boy has died and his eight year old sister was hospitalised after a tragic incident on a private gold mine in New Zealand.

The brother and sister were visiting the mine with their father, who worked at the operation, when their four wheel drive rolled and became semi-submerged in a slurry pond at the Ruatapu gold mine, Fairfax NZ reports.

According to police the man took the children to the mine to show them his workplace, and refuel the pumps used to dewater the mine’s open pit.

While driving his Toyota Hilux rolled into a slurry pond, becoming trapped upside down, with only part of the car’s back above water.

The man managed to escape from the submerged car, however the children were still trapped.

The boy quickly drowned but the girl managed to find an air pocket at the back of the vehicle.

The girl was rescued two hours later and taken to the base hospital in Greymouth, suffering from hypothermia.

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AM.SEP12.PG010.pdf

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AustralianMining

How to stay

CONNECTED FIFO miners face unique challenges in staying in touch with their children.

M

ining parents who work away often worry about their relationship with the kids.

There’s a very simple answer, though, and that’s to stay interested in your children’s lives.

I know it can be hard to stay in the loop when you’re often hundred or thousands of kilometres away. But make a pact with yourself not to use FIFO/DIDO as an excuse. Parents who work away need to make a special effort to keep up-to-date.

The best way to do this is to keep a detailed diary, with all sorts of information such as school terms, exams, weekly tests, appointments and social events. If possible, use an electronic diary and show your partner and kids how to add events too.

Keeping (and using) a detailed diary will help with more relevant questions while you’re away, so those good old “yes/no” phone conversations flow more easily. Remember, vague questions like ‘how was your day’ are likely to prompt maddening comebacks like ‘good’ or ‘okay’. By asking specific questions, you’re likely to get a more passionate response. Examples are: “What sorts of questions were in your biology test?” or “Where did you end up going on Friday night?” Think ‘who’, ‘when’, ‘why’ and ‘what’ for open-ended questions.

Maintaining interest and a real connection with your kids will also

help with discipline. You can’t just expect your kids to do as you say if you’re disconnected and uninvolved in their lives.

Finally, here are a few key suggestions: • If you have children at school, it can work well to organise your roster so you arrive home during the week.

You can spend your first day back resting and unwinding, rather than being swamped by their demands.

• Keep a detailed diary of your children’s activities, and a calendar at home.

• Ask specific, interested and open questions.

• Text teenage kids while you’re away.

A thoughtful ‘good morning’ goes a long way in nurturing a relationship.

• Don’t just indulge your kids when you’re home – send the occasional card, toy or gift while you’re away too. I know one FIFO dad who sent flowers to his daughter’s school on her 10th birthday. (Obviously, check with the school before going ahead this sort of plan!)

And remember, real interest leads to real connection which leads to strong relationships, whether you work 10 minutes or 10 hours away.

For further information and heaps of simple strategies to keep your relationship healthy and your family happy, visit www.miningfm.com.au. www.miningaustralia.com.au

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AM.SEP12.PG012.pdf

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PERSONNEL

Cut to THE BONE Rio Tinto is leading a strict cost cutting movement, and other companies are starting to follow its lead.

A

fter a few years of startling growth the mining industry is starting to encounter something it’s not used to.

Job cuts, project delays, and site closures.

BHP Billiton has copped its fair share of negative speculation but from the top tier the miner making the most cuts is Rio Tinto.

Coal has been the commodity hit hardest this year, particularly in the last few months, and Rio’s operations in the Bowen Basin have bore the brunt of this downturn.

Clermont collapse

The flurry of recent cuts started in late July when Rio announced job cuts at its Clermont coal mine in central Queensland.

The move was aimed at the now familiar ‘cost cutting’ strategy spreading to most parts of the industry.

For Rio these cuts have been aimed primarily at the support and services parts of its business, where it wants to reduce costs by around ten per cent across its global operations.

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September 2012

For the 900 staff at the Clermont mine almost half, or 400, fit into the support category.

Just how many are set to go is still up in the air but so far production and maintenance workers look set to avoid the chopping block.

Nevertheless the cutbacks aren’t just focused on the Clermont site, with Rio also bringing forward the closure of its Blair Athol mine by nearly a year.

Clermont was designed as a replacement to Blair Athol, but unions have expressed concern about the potential spread of cuts to other sites in Queensland.

More trouble for Rio

With Rio’s job cuts not confined to one site it so far seems the Union’s concerns are well founded.

Just a week after the cuts at Clermont around 100 workers lost their jobs at the Ensham coal mine.

The cuts were again blamed on spiraling prices, and the CFMEU questioned whether other companies would be following suit.

AustralianMining

BMA already closed the Norwich Park mine this year due to rising costs, and attention has turned to Xstrata, the last of QLD’s big three coal producers.

So far Xstrata has made no move to cut jobs or close projects, but the company has long joined the chorus arguing about costs in Australia.

Outside coal, copper and gold focused Ivanhoe Australia, of which Rio is a primary shareholder, also announced plans to cut jobs earlier this year.

The company said it was looking at axing 50 jobs to save around $10 million, the first part of a two point plan to help reduce costs.

“These are difficult, but necessary first steps to improve the performance of the company and begin to create a sustainable platform for future growth,” Ivanhoe Australia managing director Inés Scotland said at the time.

Flow on effects

While Rio’s significant cuts are of most concern to mining pundits, weakness in the

industry already seems to be flowing on to the services sector.

Amid the cuts at Clermont and Ensham, Caltex carried out a major restructuring that saw the axing of more than 300 workers at its Kurnell refinery in Sydney.

“Despite exhaustive examination of a wide range of alternatives, we have been unable to develop a compelling case to maintain the Kurnell refining operation,” the company said.

While the shakeup will take around two years to complete, it represents a major cutback for the company, with the site’s workforce diminishing from around 430 to less than 100.

Following the restructure Caltex said it expects its overall employment in New South Wales will drop from 1650 to 1320.

Across the country mining-geared engineering company Calibre Group also cut 50 jobs.

While some of the cuts were made in administrative roles, similar to Rio, the com-

pany also cut positions close to its core.

Among the departing workers were engineers, designers, drafts people, and admin staff.

While the cuts come at a time when the industry is increasingly uncertain of its future, Calibre said the move had been well planned and was consistent with a services business “requiring flexible workforce deployment”.

Shaky ground

While the examples outlined above are some of the biggest and more recent job cuts, they’re by no means an exhaustive list.

The coal industry is not the only one to feel the pressure of rising costs and falling commodity prices, and there’s no doubt that while mining is still Australia’s bright spot, the industry as a whole is not as confident as it was a year ago.

How far Rio will continue to cut its workforce remains to be seen, but if the wider cuts in other sectors is anything to judge by, we may be yet to see the end of this cycle. www.miningaustralia.com.au

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AM.SEP12.PG014.pdf

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PERSONNEL

Making mining safer A few key organisations are working hard to raise awareness about prostate cancer in the mining industry, writes Andrew Duffy.

T

here’s no doubt safety is the number one priority for the mining industry.

But all too often this concern focuses on the physical protection of employees.

Outside that the industry’s efforts to educate and protect workers get fuzzier.

While significant time and money is spent on health awareness and education, the movement to raise awareness about the risks of prostate cancer in the mining industry is rising.

Medical research fund Mater Foundation, and an alliance between Coal Services and the Hunter Prostate Cancer Alliance are at the organisations driving the move, and are in the process of touring coal mines to make sure workers are aware of the danger.

Mining focus

There’s nothing that subjects workers in the mining industry to a greater risk of prostate cancer compared with other industries.

But because the sector is male-dominated and getting older, incidence of the disease in mining and mining regions is higher than average.

Mater officials told Australian Mining from their experience touring sites workers weren’t well educated about what prostate cancer was and how to prevent it.

“A lot of people don’t know what the prostate is, which we’ve come to learn from visiting mine sites and talking to workers,” they said.

Coal Services health general manager Mark O’Neil told Australian Mining they’d also encountered a lack of awareness on sites they’d visited but the knowledge gap was evident across all industries.

“It’s not just men in the mining industry but men in general,” he said.

14

September 2012

The Thiess team at Mt Owen coal mine painted a haul truck blue earlier this year to raise prostate cancer awareness.

“It’s a fact that prostate cancer kills more men each year than breast cancer kills women and yet men don’t know that, they’re not aware of it.”

Close the gap

O’Neil told Australian Mining health practitioners had to take some of the responsibility for the lack of awareness.

And he said everyone involved in taking care of and managing the health of workers needed to do more.

“I don’t think health providers have done enough to talk about the dangers of prostate cancer and the risks that are associated with it,” he said.

“If you compare the amount of information and awareness that’s out there about breast cancer compared to prostate cancer it’s obvious that we haven’t done a good

AustralianMining

enough job selling the message and that’s partly what our work is designed to address.”

“Health care providers, doctors, governments, industry organisations and everybody that’s involved in health care and health management has a role to play in talking about prostate cancer.”

Big challenge

For organisations trying to raise prostate cancer awareness the biggest issues are the most obvious.

“Men don’t generally like talking about their health,” O’Neil says.

“Prostate cancer is also a disease that many men think is an old man’s disease.

“Part of the message we’re trying to get across is that its not an old man’s disease, prostate cancer can hit young men too and if you’ve got a family history, you’re far more likely to be diag-

nosed at a young age.”

Mater officials also told Australian Mining that prostate cancer was much harder to market and advertise compared to diseases like breast cancer.

Highlighting more challenges in fighting the disease, Mater said most men only went to the doctor once every three years and they usually didn’t go back to the same GP.

Fight the fight

Mater told Australian Mining the best way to protect against prostate cancer was through early detection.

Officials said workers needed to recognise their level of risk and tailor an approach to monitoring the disease.

Men with blood relatives diagnosed with prostate cancer are much more likely to be diagnosed themselves, and Mater said peo-

ple who had three blood relatives who had been diagnosed were “almost certain” to contract prostate cancer themselves.

“We urge young men especially to go and find out what their family history is,” they said.

O’Neil said in NSW alone more than 4,000 men in the mining industry were at risk and the best strategy for helping monitor the disease could only be made through consultation with a doctor.

“Our message is that this is a decision that needs to be made by a man in consultation with his GP,” he said.

“What we’re suggesting is that men go to their doctor, have a full medical examination, a full medical history taken, and in consultation with their doctor they decide what’s the best course of action for them.” www.miningaustralia.com.au

FOX0188.pdf

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13/08/12,

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AM.SEP12.PG016.pdf

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16

10/08/12,

10:03

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PERSONNEL

The mining SALARY

SURVEY

Hays and Australian Mining highlight the state of salaries in mining.

T

he race is on. Despite a number of negative reports regarding the lifespan of the mining boom the sector is still booming and calling out for more workers.

The need for these miners has created an entirely new working class: orange collar.

While there is a massive disparity in wages between the various states, the industry as a whole still pays better than most other sectors and is more positive about increasing wages in the future than other industries.

A number of high profile projects, such as Gina Rinehart’s Roy Hill iron ore mine and Alpha coal mine as well as Clive Palmer’s prospects, means that there is still a huge demand for skilled workers.

Western Australia is drawing the majority of the talent, followed by Queensland and New South Wales.

Western Australia

The main focus for the western state is mine managers; mining and exploration geologists; mining engin-

eers; maintenance workers; process engineers, and metallurgists.

This is bucking the general trend of many mining geologists finding it hard to gain employment.

HD fitters and electricians in maintenance as well as drillers in production roles are also in demand.

While WA has drawn the highest number of workers, Queensland’s upcoming LNG boom and the opening of its Surat and Galilee basins will see a massive spike in the demand for skilled labour.

Technical managers, mining engineers, environmental engineers, and maintenance superintendents are all being targeted for the state’s resources sector.

Iron ore is the fuel of Western Australia’s mining boom.

Queensland

As Queensland undergoes an infrastructure charge then skilled professionals in port and rail operations will also be needed to support it. This explosion of construction and deve-

lopment has already seen Queensland accused of attempting to poach other states workers; it has forced a number of miners to look to foreign workers, particularly from Europe, India, and the U.S. to plug the predicted shortfall, but it is unlikely to be enough.

According to Hays “given the planned development of a series of mines over the coming three to four years, the current severe shortage of talent will very quickly turn into a market defining drought”.

Coal and LNG are set to be the major drivers of development.

Northern Territory

Australia’s newest most prospective region, the Northern Territory, is drawing mostly oil and gas workers; however its Ichthys project and other LNG projects are attracting some of the top talent away from the mining sector.

With the additional expansion of a number of mines in the territory demand is growing for geotechnical engineers, geologists, HD fitters, boilermakers, and E&I technicians.

New South Wales

Training and education are two drawcards to attract cleanskins to your company.

16

September 2012

AustralianMining

Back on the east of the nation New South Wales is also gearing up with a large pipeline of mining projects, particularly in the design and construction space.

While, like the other states, demand is high for engineers, there is also a high demand for construction managers; civil, mechanical, and construction engineers; health and safety training professionals, and those in the environmental and processing space.

In the same vein as last year, NSW is also seeking geologists, geotechnical

engineers, and statutory ticket holders.

Its main focus remains on coal and base metals.

South Australia

A boom driven by the expansion of BHP Billiton’s Olympic Dam and exploration in the state’s upper regions is driving a need for more miners.

To date South Australian operations have attempted to poach workers from Queensland and Western Australia for its increasing number of operations and unprecedented growth.

“With an exciting pipeline of projects across iron ore and base metals in addition to uranium expansion, the demand for engineers, geologists, and tradespeople has never been higher,” Hays stated.

“New underground mines and billion dollar open pit iron ore studies, as well as the emergence of coal to gas has increased the demand for mining engineers.”

Design and construction is also growing, with a call for intermediate engineers with heavy experience going out.

At the other end, there is also a need for diesel mechanics, excavator operators and drillers.

Mid level mine and exploration geologists are also in short supply.

Victoria

Despite its much smaller mining sector, Victoria is still seeing a steady increase in operations and exploration across a wide range of minerals, according to Hays. Geotechnical engineers, geologists, surveyors, and minContinued on page 18 www.miningaustralia.com.au

AD_AMEXPJUL_12.pdf

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EFIC DID MORE THAN FINANCE OUR CONTRACT

THEY ENABLED IT. Cory Stevens, Managing Director, Lean Field Developments

When we won the contract to be part of the supply chain to the massive Queensland Curtis LNG project, we were delighted. This was an opportunity to further establish our track record and reputation within the oil and gas industry in Australia.

However, like other suppliers, we were required to provide performance bonds in support of our contractual obligations. We also needed to ensure that we had access to additional working capital for other contracts. Yet, as a company without a long

trading history in Australia, we couldn’t get sufficient bonding or bank finance for our needs.

Luckily we knew in which direction to turn. With the support of EFIC’s export working capital guarantee and bonds, we were able to meet the financial requirements and demonstrate our company’s ability to take on such challenging projects.

Overcoming financial barriers for exporters Visit efic.gov.au/am

AM.SEP12.PG018.pdf

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PERSONNEL

Continued from page 16

ing engineers are in high demand, with the shortage of these skilled workers already beginning to bite.

Senior engineers with experience at design consultancies and EPCMs are becoming increasingly hard to find.

Tasmania

While the industry is fairly small compared to other states, a gold producer’s mine life extension of its operation by another five years has created more job opportunities.

The island has invested heavily in exploration, with the state’s resources minister Bryan Green saying the “importance of mining and mineral processing industries to Tasmania should not be underestimated.

“The industry contributes more than 40 per cent to the State’s gross export income,” Green said.

However “the value of the mining sector is not as widely appreciated in Tasmania as it should be.”

Speaking at the Tasmanian Minerals Conference in Launceston, he pointed to a growth in minerals exploration as a “bright light on the State’s economic horizon.”

According to Green there were a record A D _ Anumber M I N Pof S Eexploration P _ 1 2 . pli-d cences in the final quarter of 2010.

Remoteness of WA mines has detered some, despite the high wages.

“Investment has returned to the Combating the shortage high levels prior to the global finan- Many companies are reacting difcial crisis with our share of explo- ferently to the skills shortage, with ration expenditure almost doubling miners like Gina Rinehart, Adani, with six successive quarterly in- and Clive Palmer looking overseas to plug the gap; some are lookcreases.”

He went on to say that outlook ing to contractors, while others are for Tasmania’s mining industry is looking to interstate candidates and positive, adding that the Government poaching for more workers.

Others such as Rio Tinto have is strongly committed to supporting launched massive recruitment camincreased levels of exploration.

“The discovery of new mineral- paigns, with the miner seeking an adbearing deposits is the lifeblood of ditional 6000 workers.

Companies have found that they the industry and crucial to sustainneed to become more flexible in their ing it for the long term.”

There is also demand for sen- approach, and now offer training up workers to a requisite ior f P mining a g e engineers, 1 9 / 0 8maintenance / 1 2 , 4 : to 0 0skills PM level. Hays added that at the trades supervisors, and geologists.

level they will recruit candidates with heavy industrial experience, noting that there has recently been an increase in graduate vacancies and apprenticeships.

In Queensland Hastings Deering has offered a record number of apprenticeships, with 200 new positions now open to aid it in its growth in the mining sector.

Dean Mehmet, Hastings’ COO, explained that “this is the largest apprenticeship intake in our history, which demonstrates significant growth in the state’s construction and mining sectors”.

However the focus is not just on attracting new workers, but also retaining current workforces.

A recent study by the Kinetic Group stated that “of the estimated 9,500 people leaving organisations within the sector each year 18.4% had commenced their employment in the last 12 months.

“Our research suggests that reasons for leaving the sector after such a short time are all around employee expectations not being met, whether it’s due to job fit, working conditions, geographic location or inadequate support.”

Hays stated that “retention is an increasingly important priority and benefits are rising as a result”.

inpexcareers.com.au 18

September 2012

AustralianMining

www.miningaustralia.com.au

AD_AMSCASEP_12.pdf

Page

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20/08/12,

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17/08/12 8:12 PM

NSW

160 - 180

SA

115 - 140

100 - 130

AM.SEP12.PG020.pdf VIC 120 - 150

Page 100 - 130

130 - 150

90 - 120

90 - 120

85 - 130

80 - 120

85 - 130

20 90 - 110 10/08/12, 80 - 110 78 - 110 10:28

90 - 135

TAS

105 - 130

85 - 105

80 - 105

75 - 100

75 - 100

NT

130 - 180

100 - 140

100 - 140

115 - 145

155 - 145

New Zealand

115 - 180

80 - 110

75 - 95

70 - 100

70 - 100

Boiler Maker/ Welder

Instrumentation Technician

2012 HAYS SALARY GUIDE Leading Hand

Mechanical Fitter Electrician

WA

135 - 170

120 - 150

120 - 140

120 - 140

130 - 160

QLD

100 - 130

80 - 95

90 - 120

90 - 110

90 - 110

NSW

RESOURCES & MINING VIC RESOURCES & MINING SA

100 - 125

90 - 115

90 - 120

75 - 90

80 - 110

90 - 110

80 - 100

80 - 120

80 - 100

80 - 100

70 - 110 Maintenance 70 - 85 Planner Maintenance 100 120 120 -- 160 Planner

85 - 120 Maintenance 70 - 85 Supervisor Maintenance 90 --120 130 170 Supervisor

75 - 110 Mechanical Eng 75 - level 85 3-7yrs Mid Mechanical Eng 90 120 120 150 3-7yrs Mid level

85 - 110 Electrical Eng 75 85 3-7yrs Mid- level Electrical Eng 90 120 120 150 3-7yrs Mid level

NT WA MAINTENANCE

85 - 110 Maintenance 80 - 95 Superintendent Maintenance 95 150 -115 180 Superintendent

New QLD Zealand WA

90 160--110 150 180

90 145 120--110 160

80 140--95 160 130 170

80 95 95 ---120 120 150

80 95 95 ---130 120 150

NSW QLD METALLIFEROUS MINING ENGINEERING VIC NSW WA SA VIC QLD TAS SA NSW NT TAS MAINTENANCE VIC New Zealand NT WA SA New QLD Zealand TAS NSW NT WA VIC New QLD WA Zealand SA NSW QLD TAS VIC NSW NT SA VIC New Zealand TAS SA

160 - 180 Mine Manager 120 - 150 160 180 200 - 285 115 --140 120 150 180 - 230 105--140 130 115 160 - 250 Maintenance 130 - 180 105 130 Superintendent 180 - 220 115 --180 130 180 150 160 - 250 115 160--180 180 150 - 200Hand Leading 160 - 180 150 230Hand 135 -- 170 Leading 120 - 150 160 250 100 130 135 --- 170 115 - 140 100 - 125 130 105 - 130 90 100--110 125 130 - 180 85 90 -- 110 110 115 - 180 80 95 85 - 110

100 - 145 130 120 Underground/ Quarry Manager 100 - 130 160 - 200 90 --135 100 130 150 - 180 85 -- 105 90 135 130 - 160 Maintenance 100 140 85 - -105 Planner 100 - 120 80 --110 100 140 120 160 130 - 160 80 120--110 145 110 - 140 Fitter Mechanical 100 - 130 150 200 Fitter 120 -- 150 Mechanical 100 - 130 120 175 80 120---95 150 90 - 135 90 115 80 - 95 85 - 105 80 90 - 100 115 100 - 140 70 80 - 110 100 80 - 110 70 - 85 110

130 - 150 140 160 Technical Services Mgr 90 --110 130 150 200 - 230 85 -- 130 90 110 180 - 250 80 - 130 105 85 180 - 210 Maintenance 100 140 80 --105 Supervisor 170 - 200 75 - -95 100 140 130 170 140 - 180 75 140- -95 160 130 - 170 Electrician 130 - 150 160 180 120 -- 140 Electrician 90 - 110 N/A 90 120--120 140 85 - 130 90 - 120 80 - 105 80 90 - 120 100 - 140 85 80 - 120 75 - 95 70 85 85 - 120

NT TAS

95 - 115 80 95 Hand Leading

100 120 Fitter 90 120 70 - -85 70 - 85 Mechanical Electrician

90 - 120Mining 95 Senior Engineer 80 - 110 90 120 150 - 170 120 80 - 110 160 - 190 75 -- 100 80 120 130 - 160 Eng Mechanical 115 --level 145 3-7yrs 75 100 Mid 140 - 160 70 --100 115 145 120 150 120 - 150 70 100 95 - 120 Boiler Maker/ 120 - 140 Welder 90 - 120 Boiler Maker/ 130 170 120 -- 140 Welder 80 - 110 95 90 110 120---130 140 80 - 120 75 90 -- 90 110 75 - 100 80 100 75 -- 90 115 - 145 75 80 -- 110 100 70 - 100 75 - 85 110 Boiler Maker/ 90 120 75 -- 85 Welder

90 - 130 120 95 Mining Engineer 78 -- 110 90 120 100 - 145 85 - 110 130 78 120 - 150 75 - 100 85 130 90 - 130 Eng Electrical 155--level 145 3-7yrs 75 100 Mid 100 - 130 70 --100 155 145 120 150 85 - 130 70 100 95 - 130 Instrumentation 90 - 120 Technician 90 - 120 Instrumentation 110 -- 150 130 160 Technician 78 - 110 90 120 90 130---110 160 85 - 130 80 90 - 110 75 - 100 80 - 100 110 155 - 145 85 80 - 110 100 70 - 100 75 85 - 85 110 Instrumentation 90 120 75 -- 85 Technician

New NT WA Zealand

90 110 95 135--115 170

90 100 120 120--110 150

80 90 120 120--95 140

80 90 120 130--95 160

90 110 80 - 95 80 - 95 90 120 Underground/ Technical • New Zealand salaries are represented Quarry Manager Services Mgr in 90 New -Zealand 115 dollars 90 - 120 Underground/ Technical 160 - 200 200 - 230Mgr Quarry Manager Services 80 - 100 80 - 120 150 - 180 180 --250 160 200 200 230 70 - 110 85 - 120 130 - 160 180 - 250 210 150 180 70 - 85 70 - 85 100 - 160 120 170 - 200 130 180 210 100 - 120 90 - 120 130 - 160 140 - 200 180 100 120 170 90 - 110 80 - 95 110 -- 140 130 - 170 130 160 140 180 Underground/ Technical NT 230 150 200 160 180Mgr TAS 200 110 -- 140 - 170 METALLIFEROUS MINING ENGINEERING 150 Mine- Manager Quarry Manager 130 Services

80 - 95 90 110Mining Senior Engineer 75 - 90Mining Senior 150 - 170 Engineer 80 - 100 160 - 170 190 150 75 - 110 130 - 160 160 190 75 - 85 140 - 160 130 90 - 120 120 - 150 140 160 80 - 95 140 120 - 150 Senior Mining 130 170 120 - 140 Engineer

80 - 95 90 110 Mining Engineer 80 - 110 Mining 100 - 145 Engineer 80 - 100 120 - 150 100 145 85 - 110 90 --130 120 150 75 - 85 100--130 130 90 90 - 120 85 - -130 100 130 80 - 95 90 -- 130 120 85 Mining 110 150 90 - 120 Engineer

New NT WA Zealand

160 250 150 200--230 285

120 150 200 160 -- 175

N/A 160 200--180 230

95 130 170 150--130

90 110 150 100--120 145

New QLD Zealand

160 250 180 - 230

120 150 - 175 180

N/A 180 - 250

95 160- -130 190

90 120--120 150

NSW

160 - 250

130 - 160

180 - 210

130 - 160

90 - 130

VIC

180 - 220

100 - 120

170 - 200

140 - 160

100 - 130 85 - 130

TAS MAINTENANCE

RESOURCES & MINING

80 90 120 120--95 140

New 90 QLD 100--110 130 NOTESZealand ON SALARIES • In WA/SA all salaries are based • For all other states, salaries are METALLIFEROUS MINING ENGINEERING Mine Manager on 9&5 and 2&1 rosters excluding based on residential positions NSW 100 125 superannuation and additional excluding superannuation and WA 200 -Manager 285 benefits. additional benefits.

METALLIFEROUS MINING ENGINEERING Mine VIC 90 - 110 QLD 180 --230 WA 200 285 SA 85 - 110 NSW 160 - 230 250 QLD 180 TAS| 2012 Hays Salary Guide 80 - 95 140 VIC 180 - 220 NSW 160 250 NT 95 - 115 SA 160 - 220 250 VIC 180 New Zealand 90 - 110 TAS 150 - 200 SA 160 250

SA

160 - 250

130 - 160

140 - 180

120 - 150

TAS

150 - 200

110 - 140

130 - 170

120 - 140

90 - 120

160 - 180

130 - 170 Senior 95 - 130 Surveyor

110 - 150 90 - 120 Mine Surveyor

135 - 155

100 - 135

120 - 150

110 - 130

120 - 150

100 - 120 75 - 100

NT

150 - 230 150 - 200 Graduate Geo - Technical New 160 - 250 120 - 175 NOTESZealand ON SALARIES METALLIFEROUS MINING ENGINEERING Mining Engineer Engineer • In WA/SA all salaries are based

on 9&5 and 2&1 rosters excluding WA NOTES ON SALARIES superannuation and additional

• benefits.

In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding QLD superannuation and additional benefits.

NSW

• For all other states, salaries are based on residential 90positions - 100 excluding superannuation and • For all other states, salaries are additional benefits. based on residential 70positions - 90 excluding superannuation and additional benefits.

60 - 90

N/A Surveyor Chief

• New Zealand salaries are represented in 120 New Zealand -160 dollars 155 - 170

• New Zealand salaries are represented in 115 New -Zealand 150 dollars 130 - 170

130 - 160

150 - 170

VIC| 2012 Hays Salary Guide 140

60 - 80

110 - 130

90 - 115

90 - 120

SA | 2012 Hays Salary Guide 140

60 - 80

120 -160

120 - 140

110 - 125

90 - 120

TAS

60 - 85

105 - 130

95 - 120

85 - 115

70 - 90

120 - 160

120 - 160

135 - 155

90 - 135

Senior 90 - 140 Senior Surveyor Surveyor 135 - 155 135 - 155 Senior 120 - 150 Surveyor 120 - 150 120 - 150 135 120 -- 155 150 90 --120 120 150 90 - 120 110 - 125 120 150 110 -- 125 85 -- 115 90 120 Graduate 85 - 115 Geologist 135 - 155 110 135 -- 125 155 75 - 95 90 - 115 140 85 90 - 140 75 - 90 135 - 155 60 - 80 90 - 140 65 - 75

60 - 110 Mine Surveyor Mine Surveyor 100 - 135 100 - 135 110 - 130 Mine Surveyor 110 - 130 100 - 120 100 100 -- 135 120 75 - 100 110 130 75 -- 100 90 - 120 100 120 90 --120 70 - 100 90 75 70 - 90 90 - 135 90 90 -- 120 135 60 - 110 70 60 - 90 110

NT NOTES ON SALARIES

70 - 90

• In WA/SA all salaries are based

• For all other states, salaries are

• New Zealand salaries are represented

Graduate Geo - Technical on 9&5 and 2&1 rosters excluding based on residential positions in N/A New Zealand dollars New Zealand 60 - 70 75 - 120 Graduate Geo - Technical superannuation and additional excluding superannuation and METALLIFEROUS MINING ENGINEERING Mining Engineer Engineer Chief Surveyor benefits. additional benefits.

METALLIFEROUS MINING ENGINEERING Mining Engineer Engineer Chief Surveyor WA 90 100 120 -160 155 - 170 NOTES ON SALARIES WA 90 - 100 120 -160 155 - 170 • In WA/SA all salaries are based • For all other states, salaries are • New Zealand salaries are represented Graduate Geo - Technical QLD 70 - 90Engineer in 115 150 Dollars 130 - 170 on 9&5 and 2&1 rosters excluding based on residential positions New -Zealand METALLIFEROUS MINING ENGINEERING Mining Engineer Chief Surveyor QLD 70 - 90 115 - 150 130 - 170 superannuation and additional excluding superannuation and benefits. additional benefits.

140 | 2012 Hays Salary Guide NSW 60 - 90 130 - 160 150 - 170 WA 90 120 155 NSW 60 -- 100 90 130 -160 - 160 150 -- 170 170 VIC 60 - 80 110 - 130 90 - 115 QLD 70 115 130 170 VIC 60 -- 90 80 110 -- 150 130 90 --115 SA 60 - 80 120 -160 120 - 140 NSW 60 130 - 160 150 170 SA 60 -- 90 80 120 -160 120 -- 140 TAS 60 - 85 105 - 130 95 - 120 VIC 60 110 90 115 METALLIFEROUS Chief Senior Mine Mine TAS 60 -- 80 85 105 -- 130 130 95 -- 120 GEOLOGY - MINING Geologist Geologist Geologist NT 70 - 90 120 - 160 120 - 160 SA 60 80 120 120 NT 70 -- 90 120 -160 - 160 120 -- 140 160 WA 180 - 240 125 - 170 90 - 125 New Zealand 60 -- 70 N/A 75 -- 120 TAS 60 85 105 130 95 120 New Zealand 60 - 70 N/A 75 - 120 QLD 150 - 200 130 - 160 110 - 140 NT 70 - 90 120 - 160 120 - 160 NOTES ON SALARIES NSW 140 - 200 120 - 160 80 - 120 ON SALARIES •NOTES In WA/SA all salaries are based • For all other states, salaries are • New Zealand salaries are represented New Zealand 60 70 N/A 75 - 120 9&5 andall2&1 rosters based residential positions in New Zealand Dollars • on In WA/SA salaries areexcluding based • For all on other states, salaries are • New Zealand salaries are represented VIC 150 - 180 - 150 Dollars 100 - 120 superannuation and additional excluding superannuation and on 9&5 and 2&1 rosters excluding based on residential positions in 120 New Zealand benefits. superannuation and additional

additional superannuation benefits. excluding and additional benefits.

145 - 180

benefits.

SA NOTES ON SALARIES

• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding TAS superannuation and additional benefits.

NT

• For all other states, salaries are based on residential positions 120 - 160 excluding superannuation and additional benefits.

160 - 200

90 - 120

65 - 80

• New Zealand salaries are represented in 95 New -Zealand 115 Dollars 80 - 100

110 - 140

55 - 70

110 - 160

90 - 130

90 - 135 60 - 110

NSW WA NSW VIC QLD VIC September SA NSW SA TAS VIC TAS NT SA NT New TAS Zealand New Zealand

20

NT

NOTES ON SALARIES

ON SALARIES •NOTES In WA/SA all salaries are based New Zealand

• For all other states,100 salaries are - 140

120 - 165 • New Zealand salaries are 100 - 120

100 - 130

80 - 95

70 - 95

70 - 90• In Queensland more 50 -employers 60

Chief Chief Geologist Geologist 180 - 240 180 - 240 150 - 200 150 - 200 140 - 200 140 - 200 150 - 180 150 - 180 145 - 180 145 - 180 120 - 160 120 - 160 160 - 200 160 - 200 110 - 130 110 - 130

Senior Mine Senior Mine Geologist Geologist 125 - 170 125 - 170 130 - 160 130 - 160 120 - 160 120 - 160 120 - 150 120 - 150 110 - 140 110 - 140 95 - 115 95 - 115 110 - 160 110 - 160 100 - 150 100 - 150

METALLIFEROUS METALLIFEROUS GEOLOGY - EXPLORATION GEOLOGY - EXPLORATION MOBILE PLANT WA - SURFACE OPERATORS WA QLD WA QLD NSW QLD NSW VIC NSW VIC SA VIC SA TAS SA TAS NT TAS NT New Zealand NT Zealand New

Exploration Exploration Manager Manager Open Pit 160 - 210 Supervisor 160 - 210 150 140 --- 200 160 150 200 150 200 110 --- 140 150 200 150 180 110 --- 140 150 180 130 -- 180 105 140 130 - 180 120 - 140 150 110 120 - 150 150 205 90 ---110 150 205 100 -160 140 90 100 - 140

Senior ExplorationExploration Senior ExplorationExploration Geologist Geologist Geologist Geologist Excavator Dump Truck 130 - 170 100 - 135 Operator Operator 130 - 170 100 - 135 120 150 95 100 -- 150 130 90 --- 130 110 120 95 130 120 150 70 125 --- 140 110 --- 120 125 120 150 70 120 130 160 100 125 90 ---120 75 - --110 130 160 100 125 110 - 115 140 90 - 110 120 90 70 110 - 140 90 - 120 95 130 80 100 75 --- 120 85 --- 100 95 130 80 100 120 165 100 130 70 --90 60 --85 120 165 100 130 100 -- 120 70 -- 90 100 130 90 110 100 - 120 70 - 90

Field Assistant Field Assistant 65 - 90 Driller 65 - 90 65 110 --- 90 130 65 90 50 110 --- 90 130 50 90 60 80 75 --- 115 60 80 65 80 75 --- 120 65 80 55 - 120 70 75 55 - 70 70 70 --- 95 95 70 95 50 - 60 100 130 50 - -60

Pit Technician/ Pit Technician/ Geological Geological Technician Technician 65 - 90 All-Rounder 65 - 90 70 100-- -95 130 70 95 50 120---90 130 50 90 50 80 --- 80 120 50 80 60 - 70 80 115 60 -- 70 55 85 --- 70 120 55 70 80 95 65 --- 85 80 95 45 - -55 100 130 45 - 55

60 - 85

70 - 110

65 - 85

New Zealand

NOTES ON SALARIES NOTES ON SALARIES • In WA/SA all salaries are based

benefits.

WA

45 - 55

Mine Mine Geologist Geologist 90 - 125 90 - 125 110 - 140 110 - 140 80 - 120 80 - 120 100 - 120 100 - 120 90 - 120 90 - 120 80 - 100 80 - 100 90 - 130 90 - 130 70 - 95 70 - 95

55 - 65

• New Zealand salaries are represented New Zealand dollars • New Zealandinsalaries are represented in New Zealand dollars HD Fitter Auto

additional benefits.

Graduate Graduate Geologist Geologist 75 - 95 75 - 95 75 - 90 75 - 90 60 - 80 60 - 80 65 - 75 65 - 75 65 - 80 65 - 80 55 - 70 55 - 70 80 - 95 80 - 95 50 - 60 50 - 60

130 - 160

130 - 150

120 - 140

120 - 140

120 - 130

110 - 130

NSW

105 - 120

80 - 115

90 - 120

80 - 115

85 - 130

85 - 120

90 - 115

85 - 115

80 - 130 Senior 80 - 100 Metallurgist Senior Metallurgist 110 130--140 165

70 - 120

MINERAL PROCESSING NT WA

90 - 130 90 - 130 Process Engineer 80 - 100Manager 80 - 100 Process -Process Mid level 3-7yrs Engineer Process Manager -100 Mid level 3-7yrs 120 110 --140 180 -- 140 250 140

Metallurgist 100 140 90 --125

Metallurgist 75 - 85

WA New QLD Zealand

180 --- 200 250 100 130 170

100---110 140 80 90 110

130 165 80 120---100 160

90 125 80 80 --- 95 100

75 -- 85 60 75

QLD NSW MOBILE PLANT -NSW UNDERGROUND OPERATORS VIC WA VIC SA QLD SA TAS NSW TAS MINERAL PROCESSING NT VIC NT WA Zealand New SA New QLD Zealand TAS NSW NT WA VIC WA Zealand New QLD SA QLD NSW TAS NSW VIC NT VIC SA New Zealand SA TAS

170 170 -- 200 190 Underground Supervisor 170 -- 200 190 170

90 110 80 -- 100 Jumbo Operator 80 -- 110 100 85

120 -- 160 100 130 Bogger Operator 100--135 130 110

130 150 170 --- 160 200 125 130 - 160 150 125 150 - 180 130 -- 150 150 180Manager Process 170 - 220 105 -- 145 170 220 180 250 150 - 200 100 - 200 140 150 170 -- 200 Mill 90 - 110 Superintendent 170 190 Mill Superintendent 90 - 120 145 170 -- 185 200 145---130 185 90 125 125 - 160 160 125 -- 160 130 150 - 155 180 130 -- 140 155 120 170 - 220 120 -- 155 140 120 150 - 200 120 -- 140 155 110 Mill 110 140 Superintendent 110 - 165 Open Pit 110 Supervisor 145 --- 165 185 120 150

140 180 85 ---110 95 120 110 - 120 130 95 70 - 100 Process 110 130Engineer 70 ---100 - Mid level 3-7yrs 100 130 130 -- 150 100 130 100 140 75 - 100 110 - 120 75 90 -- 100 110 85 - 110 Shift Supervisor 80 - 100 Shift Supervisor 135 - 160 170 115 85 -- 110 115 ---110 160 130 160 85 95 - 120 85 -- 105 110 85 70 - 100 85 -- 105 90 100 -120 130 90 - 120 75 75 -- 90 100 75 -- 90 90 75

110 - 150 110 110 -- 135 130 105 - 120 110 100--130 125 Senior 110 - 135 100 125 Metallurgist 115 --155 110 - 155 130 115 130 165 105 - 135 80 - 100 105 135 120 -- 160 80 - 105 Mill 100 Operator - 130 Mill--Operator 110 150 80 110 - 110 135 80 --- 100 110 110 140 80 110 - 130 80 -- 80 100 65 100 - 125 65 -- 80 80 115 - 100 155 80 -- 90 100 70 105 - 135 70 -- 80 90 65

75 -- 90 Shift Supervisor 90 140 Excavator 90 140 Operator 115 --- 95 160 80

65 80 Mill--Operator 70 100 Dump Truck 70 100 Operator 80 --- 85 110 70

80 80 -- 100 100 Service 80 -- 100 100Crew 85 90 - 130 85 80 -- 100 110 90 105 80 --- 100 110 75 90 - 100 110 75 Metallurgist 90 - 120 85 - 105 90 120 90 --- 100 125 75 90 - 110 75 80 -- 100 100 Metallurgical 60 - 75 Technician 80 - 100 Metallurgical Technician 90 - 80 130 65 85 -- 100 65 --- 90 80 70 60 70 80 - 110 60 -- 70 70 60 75 - 100 60 -- 70 70 60 90 - 120 60 70 55 75 75 -- 100 55 -- 70 75 55 Metallurgical 55 -- 70 Technician 70 85

55 60 -- 70 75 Laboratory Technician 60 - 75 Laboratory Technician 65 60 -- 80 75 65 -- 80 60 60 - 75 75 60 -- 70 75 60 55 - 70 60 -- 70 70 50 60 - 80 50 70 55 55 -- 70 70 55 -- 70 50 70 Laboratory 50 70 Technician 70 -- 85

100 130 80 95 85 ---110

90 110 70 80 -- 85 100

RESOURCES & MINING VIC RESOURCES & MINING SA TAS MINERAL PROCESSING

RESOURCES & MINING

TAS NT MOBILE PLANT NT -New SURFACE OPERATORS WA Zealand WA New QLD Zealand NOTES ON SALARIES MOBILE PLANT In WA/SA all salaries are based QLD -• SURFACE MAINTENANCE NSW on 9&5 andPLANT 2&1 rosters excluding MOBILE

140 160 120 150 125 -- 160 Workshop • For all other states, salaries are 110 --140 Supervisor 130 155 based on residential positions Workshop superannuation and additional superannuation and -WA SURFACE MAINTENANCE excluding Supervisor 130---140 165 NSW 110 benefits. additional benefits.

VIC 120 140 WA 130 165 QLD 130 --- 140 150 VIC 105 SA 120 155 QLD 130 150 NSW 95 ----130 SA 110 140 TAS 110 140 NSW 95 VIC 95 --- 130 125 TAS 90 110 NT 110 165 VIC 95 - 125 SA 95 NT 90 160 New Zealand 120--130 150 SA 95 130 TAS Zealand 85 -- 110 New 70 100 MOBILE PLANT Workshop TAS 85 -- 110 - SURFACE MAINTENANCE Supervisor NT 110 150 MOBILE PLANT Workshop 110 150 -NT UNDERGROUND MAINTENANCE Supervisor WA 130---110 165 New Zealand 85

130 -

• In Queensland more employers areQueensland offering fly-in fly-out (FIFO) Boiler Maker/ • In more employers options, which hasfly-out been taken are offering fly-in (FIFO) Electrician Welder into consideration these salaries options, which hasin been taken presented. into consideration in these salaries 150presented. 110 - 150

QLD

2012 Hays Salary Guide | 141 2012 Hays Salary Guide | 141

70 - 85 Metallurgist

• New Zealand salaries are represented 125 -105 140 110 125 HD Fitter Auto Electrician 85 -Zealand 65 -- 80 in New dollars

Graduate Metallurgist Graduate

60 60 -- 75 75 60 -- 75 75 60 60 60 -- 75 75 60 75 55 -- 70 Graduate 55 -- 70 Metallurgist 60 80 60 80 75 --- 85 55 70

70 85 Driller 65 --- 80 60 75

70 85 All-Rounder 65 --- 75 80 55

110 130 60 60 -- 75 70 Boiler Maker/ 110 130 Welder 60 -- 70 Boiler Maker/ Welder 115 --- 115 150 75 60 70

100 130 55 60 ---75 75

55 85 -- 65 95

110 140 HD 140--Fitter -95 170 80

110 140 Auto Electrician 140---95 160 75

120 130Person Service 60 --70 Service 110 --- 120 130Person 80 50 70 115 150 110 130 110----120 120 85 --- 70 95 75 80 115 55 75 55 110 120 85 95 80 ----120 95 70 --- 120 90 75 85 55 70 50 70 2012 Hays Salary Guide | 143 80 95 70 90 85 --- 100 70 --- 85 95 70 95 65 70 85 70 85 85 100 70 -- 95 90 120 80 100 100 130 100 130 60 - 75 55 - 75 90 120 80 100 65 -- 110 85 70 -- 85 70 65 Boiler Maker/ 65 - -85 70 -- 85 Welder Service 100 140 80 120Person Boiler Maker/ 100 140 80 120 Welder 115 ---95 150 110 --- 65 130 80 55

WA New QLD Zealand

130 160 85 130---110 150

130 150 80 120---95 130

130 150 75 120---95 135

110 150 80 110 -- 95 120

QLD NSW

120 140 95 --130

120 140 90 --120

120 130 90 --120

110 130 80 -- 95

70 - 90

NSW VIC

105 120 95 --125

80 115 85 -- 120

90 90 -- 120 120

80 115 85 -- 100

70 - 95

HD 140--Fitter -120 170 90 90 120 140 170 120----90 130 90 115 75 120 130 90 ----120 120 75 75 90 90 120 85 -- 120 70 90 90 140 85 95 ----120 140 100 130 80 95 95 80 -- 140 110 60 85 80 110 HD --Fitter 110 140

Auto Electrician 140---110 160 75 80 100 140 160 120----110 135 70 70 90 120 135 90 ----100 120 85 65 80 90 120 90 -- 100 120 60 85 70 90 120 80 --- 85 140 90 110 70 80 140 75 -- 65 95 55 75 -- 95 Auto Electrician 110 140

VIC SA

85 95 -- 130 130

85 95 -- 120 140

90 80 -- 115 140

85 90 -- 115 120

80 - 100

SA TAS

90 130 85 -- 110

90 80 -- 130 110

80 130 75 -- 95

70 65 -- 120 85

70 - 85

TAS NT

80 110 -- 100 150

80 110 -- 100 140

80 110 -- 100 140

70 100- -85 140

80 - 120

NT New Zealand

120 140 85 --110

110 140 80 -- 95

110 140 75 -- 95

100 140 80 --95

55 - 65

NOTES ON SALARIES • In WA/SA all salaries are based • For all other states, salaries are New Zealand 100 - 130 NOTES SALARIES on 9&5ON and 2&1 rosters excluding based on residential positions and additional superannuation • superannuation In WA/SA all salaries are based • excluding For all other states, salariesand are benefits. additional benefits. on 9&5 and 2&1 rosters excluding based on residential positions MOBILE PLANT Underground superannuation and additional excluding superannuation and - UNDERGROUND OPERATORSadditional benefits.Supervisor benefits.

142 | 2012 Hays Salary Guide

80 - 95

70 - 100 • For all other states, salaries are

9&5 andPLANT rosters based residential positions MOBILE • on In WA/SA all2&1 salaries areexcluding based • For all on other states,Workshop salaries are superannuation and additional excluding superannuation and on 9&5 and 2&1 rosters excluding based on residential positions - UNDERGROUND MAINTENANCE Supervisor benefits. additional superannuation benefits. superannuation and additional excluding and

142 | 2012 Hays Salary Guide QLD

Chief Senior Mine Mine Graduate 110 - 130 100 - 150 70 - 95 50 - 60 Chief Senior Mine Mine Graduate Geologist Geologist Geologist Geologist Geologist Geologist Geologist Geologist Pit Technician/ 180 - 240 125 - 170 90 - 125 75 - 95 Exploration Senior ExplorationExploration Geological 180 - 240 125 - 170 90 - 125 75 - 95 Chief Senior Mine Mine Graduate Manager Geologist Geologist Field Assistant Technician 150 - 200 130 - 160 110 - 140 75 - 90 Geologist Geologist Geologist Geologist 150 - 200 130 - 160 110 - 140 75 - 90 160 - 210 130 - 170 100 - 135 65 - 90 65 - 90 140 200 120 160 80 120 60 80 180 -- 240 125 -- 170 90 -- 120 125 75 -- 95 140 200 120 160 80 60 80 150 - 200 120 - 150 95 - 130 65 - 90 70 - 95 150 -- 180 120 -- 150 100 -140 120 65 - 90 75 150 200 130 160 110 75 150 - 180 120 - 150 100 - 120 65 - 75 150 - 200 120 - 150 70 - 120 50 - 90 50 - 90 145 110 90 120 65 140 --- 180 200 120 --- 140 160 80 --- 120 60 --- 80 80 145 180 110 140 90 120 65 80 150 - 180 130 - 160 100 - 125 60 - 80 50 - 80 120 -- 160 95 --115 80 --100 55 -- 70 150 180 120 150 100 120 65 75 120 - 160 95 - 115 80 - 100 55 - 70 130 - 180 110 - 140 90 - 120 65 - 80 60 - 70 160 200 110 160 90 130 80 95 145 -- 180 110 -- 160 140 90 -- 130 120 65 -- 80 160 200 110 90 80 95 120 - 150 95 - 130 80 - 100 55 - 70 55 - 70 110 100 150 70 50 60 120 --- 130 160 95 - --115 80 --- 95 100 55 --- 70 110 130 100 150 70 95 50 60 150 - 205 120 - 165 100 - 130 70 - 95 80 - 95 Pit Technician/ 160 - 200 110 - 160 90 - 130 80 - 95 Pit Technician/ Exploration Senior Exploration70 Exploration Geological 100 - 140 100 - 120 - 90 50 - 60 45 - 55 Exploration Senior ExplorationGeologist Exploration Geological Manager Geologist Field Assistant Technician 110 - 130 100 - 150 70 - 95 50 - 60 Manager Geologist Geologist Field Assistant Technician 160 - 210 130 - 170 100 - 135 65 - 90 65 90 Pit -Technician/ 160 - 210 130 - 170 100 - 135 65 - 90 65 - 90 • For all other states,Exploration salaries are • New Zealand Exploration salaries are • In Queensland more employers Senior Exploration Geological 150 - 200 120 - 150 95 - 130 are offering fly-in 65 - 90 70 - 95 based on residential positions represented in New Zealand dollars fly-out (FIFO) Manager Geologist Geologist Field Assistant Technician 150 - and 200 120 - 150 95 - 130 options, which has 65 - 90 70 - 95 excluding superannuation been taken additional benefits. into consideration in these salaries 150 120 70 90 50 90 160 --- 200 210 130 --- 150 170 100-- -120 135presented. 50 65 --- 90 65 --- 90 150 200 120 150 70 120 50 90 50 90 150 180 130 160 100 125 60 80 50 80 150 -- 180 200 120 -- 150 95 - -130 65 --- 90 70 --- 95 150 130 160 100 125 60 80 50 80 2012 AustralianMining 130 -- 180 110 -- 140 90 - 120 120 65 -- 80 60 - 90 70 150 200 120 150 70 50 90 50 2012 Hays 130 - 180 110 - 140 90 - 120 65 - 80 60 Salary - 70 Guide | 141 120 95 80 55 55 150 --- 150 180 130---130 160 100---100 125 60 --- 70 80 50 --- 70 80 120 150 95 130 80 100 55 70 55 70 150 205 120 165 100 130 70 95 80 130 --- 180 110 --- 140 90 ---120 65 --- 80 60 --- 95 70 150 205 120 165 100 130 70 95 80 95 100 140 100 120 70 50 60 45 55 120 --- 150 95 - --130 80 --- 90 100 55 --- 70 55 --- 70 100 140 100 120 70 90 50 60 45 55 150 - 205

METALLIFEROUS METALLIFEROUS GEOLOGY - MINING GEOLOGY - MINING WA WA QLD QLD NSW NSW VIC VIC SA SA TAS TAS NT NT New Zealand New Zealand

WA

METALLIFEROUS New Zealand METALLIFEROUS GEOLOGY - MINING GEOLOGY - MINING WA METALLIFEROUS WA METALLIFEROUS GEOLOGY - EXPLORATION QLD GEOLOGY - MINING QLD WA NSW WA NSW QLD VIC QLD VIC NSW SA NSW SA VIC TAS VIC TAS SA NT SA NT TAS New TAS Zealand New Zealand NT NT METALLIFEROUS New Zealand METALLIFEROUS GEOLOGY - EXPLORATION New Zealand GEOLOGY - EXPLORATION WA NOTES ON SALARIES WA • In WA/SA all salaries are based METALLIFEROUS QLD on 9&5 and 2&1 rosters excluding GEOLOGY - EXPLORATION QLD superannuation and additional benefits.

AM

• New 80Zealand - 110salaries are represented 80 - 100 in New Zealand dollars • New Zealand salaries are represented in Jumbo New Zealand dollars Bogger

80 - 95

Operator

Operator

130 - 150

140 - 180

110 - 150

Service Crew 90 - 130

130 - 150

110 - 130

105 - 120

90 - 105

NSW

130 - 150

110 - 130

110 - 135

90 - 110

VIC

105 - 145

130 - 150

110 - 130

85 - 105

110 - 120

80 - 100 Truck 80 - 105 Operator

90 - 110

85 - 110 Operator

NOTES ON SALARIES

SA • In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding MOBILE PLANT superannuation and additional TAS - SURFACE OPERATORS benefits.

100 - 140

• For all other states, salaries are based on residential positions Open Pit excluding superannuation and 90 - 110 Supervisor additional benefits.

• New Zealand salaries are represented in Excavator New Zealand dollars Dump

60 - 75 Driller

All-Rounder

NT WA

90 140--120 160

135 100 -- 170 130

110 150 90 - 110

90 110 - 130

100 - 130

New QLD Zealand

90 110 - 130 140

130 160 125 - 140

110 - 140 125

70 110 -- 90 130

120 - 130

NSW

110 - 140

90 - 120

75 - 110

75 - 115

80 - 120

VIC

105 - 140

90 - 115

70 - 110

75 - 120

80 - 115

SA

110 - 140

75 - 120

85 - 100

75 - 120

85 - 120

TAS

90 - 110

70 - 90

60 - 85

70 - 95

65 - 85

NT

90 - 160

100 - 130

90 - 110

100 - 130

100 - 130

New Zealand

70 - 100

60 - 85

55 - 65

70 - 110

65 - 85

142 | 2012 Hays Salary Guide

NOTES ON SALARIES MOBILE PLANT Workshop In WA/SA all salaries are based • For all other states, salaries are -•UNDERGROUND MAINTENANCE Supervisor on 9&5 and 2&1 rosters excluding based on residential positions superannuation and additional

WA benefits.

excluding superannuation and 130 - 160 additional benefits.

• New Zealand salaries are represented HD Fitter Auto in New Zealand dollars

Electrician

130 - 150

130 - 150

QLD

120 - 140

120 - 140

120 - 130

NSW

105 - 120

80 - 115

90 - 120

Boiler Maker/ Welder 110 - 150 110 - 130

80 - 115 www.miningaustralia.com.au

VIC

85 - 130

85 - 120

90 - 115

85 - 115

SA

90 - 130

90 - 130

80 - 130

70 - 120

TAS

80 - 100

80 - 100

80 - 100

70 - 85

NT

120 - 140

110 - 140

110 - 140

100 - 140

New Zealand

100 - 130

80 - 110

80 - 100

80 - 95

2012 Hays Salary Guide | 143

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NSW

105 - 120

MOBILE PLANT - SURFACE OPERATORS SA MOBILE PLANT WA TAS - SURFACE OPERATORS QLD WA NT NSW QLD Zealand New VIC NSW MOBILE PLANT -SA UNDERGROUND OPERATORS VIC MOBILE PLANT TAS - SURFACE OPERATORS WA SA WA NT QLD TAS QLD Zealand New NSW NT NSW VIC MOBILE PLANT New Zealand -VIC UNDERGROUND MAINTENANCE SA MOBILE PLANT WA SA TAS - UNDERGROUND MAINTENANCE QLD TAS WA NT

Open Pit Supervisor 90 - 130 Open Pit 140 - 160 80 - 100 Supervisor 110 - 140 140 - 140 160 120 110 - 140 110 --140 100 130 105 - 140 110 - 140 Underground 110 - 140 Supervisor 105 - 140 Open Pit 90 --110 Supervisor 130 150 110 - 140 140 160 90 --160 130 150 90 - 110 110 ---100 140 70 130 150 90 - 160 110 -- 140 105 145 Workshop 70 - 100 Supervisor 105 -- 140 100 140 Workshop 130 - 160 110 140 90 -- 110 Supervisor

AM.SEP12.PG022.pdf VIC 85 - 130

80 - 115

Page 85 - 120 Excavator Operator 90 - 130 Excavator 100 - 130 80 - 100 Operator 125 - 140 100--140 130 110 90 - 120 125 -- 110 140 80 90 - 115 90 - 120 Jumbo 75 - 120 Operator 90 - 115 Excavator 70 --90 Operator 140 180 75 - 120 100--130 130 110 70 - 90 125 -- 85 140 60 110 130 100 - 130 90 --120 130 150 60 - 85 HD 90 --Fitter 115 110 120 130 - 150 75 120 85 110 HD--Fitter 120 - 140 70 --90 130 150 135 170 80 - 115 100 -- 140 130 120 130 160

90 - 120

80 - 115

22 10/08/12, 90 - 115 85 - 115

10:45

Dump Truck Operator Driller All-Rounder 80 - 130 70 - 120 Dump 90 - 110Truck 110 - 130 100 - 130 80 - 100 70 - 85 Operator Driller All-Rounder 110 - 125 110 - 130 120 - 130 90 - 110 110 --130 100 - 130 110 140 100 140 75 - 110 75 - 115 80 - 120 110 - 100 125 110 - 95 130 120 - 130 80 80 70 - 110 75 - 120 80 - 115 75 - 110 75 - 115 80 - 120 Bogger 85 - 100 75 - 120Crew 85 - 120 Operator Service 70 - 110Truck 75 - 120 80 - 115 Dump 60 - 85 70 - 95 65 - 85 Operator Driller All-Rounder 110 150 90 130 85 - 100 75 - 120 85 - 120 90 --110 110 ---105 130 100 - 130 100 130 105 120 90 60 - 85 70 - 95 65 - 85 110 --- 65 125 110 -- 110 130 120--85 130 55 70 65 110 135 90 90 - 110 100 - 130 100 - 130 75 -- 110 75 -- 115 80 - 120 110 130 85 105 Boiler Maker/ 55 - 65 70 - 110 65 - 85 Auto Electrician Welder 70 -- 110 75 -- 120 80 - 115 80 100 90 110 Boiler Maker/ 130 - 150 110 - 150 85 -- 100 75 -- 120 85 - 120 80 105 60 75 Auto Electrician Welder 120 - 140 120 - 130 110 - 130 90 ---120 110 60 ---85 70 -- 95 65 - 85 130 160 130 150 110 150 90 110 150 90 130 NSW 105 - 120 90 - 120 80 - 115 NT Zealand 90 ---130 160 90 ---110 100---90 130 100 - 130 QLD 120 140 120 130 110 130 New 90 110 140 70 VIC 85 - 130 85 - 120 90 - 115 85 - 115 New Zealand 70 --100 60 -- 115 85 55 -- 65 70 -- 110 65 - 85 NSW 105 120 80 90 120 80 115 SA 90 - 130 90 - 130 80 - 130 70 - 120 VIC 85 - 130 85 - 120 90 - 115 85 - 115Maker/ MOBILE PLANT Workshop Boiler TAS 80 - 100 80 100 80 - 100 - 85 - UNDERGROUND MAINTENANCE Supervisor HD -Fitter Auto Electrician 70 Welder SA 90 - 130 90 - 130 80 - 130 Technical70 - 120 COAL - TECHNICAL Project Services Senior Mining Mine Planning WA 130 - 140 160 130 -- 140 150 130 -- 140 150 110 --150 NT 120 110 110 100 140 ENGINEERING/MANAGEMENT Mine Manager CHPP Manager Engineer TAS 80 - 100 80 Manager - 100 80 - 100 Manager 70 - 85Engineer QLD 120 140 120 140 120 130 110 130 New 100 130 80 - 110 80 - 100 80 95160 - 180 QLD Zealand 200--140 250 180110 - 220 140 - 200 120 - 150 NT 120 - 140 110 - 140 180 - 200100 - 140 NSW 105 80 - 115 90 - 120 180 - 23080 - 115 NSWZealand 180 --- 120 230 17080 - 220 180 - 220 130 - 150 MOBILE PLANT Underground Jumbo Bogger New 100 130 - 110 80 - 100 80 - 95150 - 180 -VIC UNDERGROUND OPERATORS Supervisor Operator Operator Crew 85 - 120 90 - 115 90 - 140 Service 85 - 115100 VIC 150- -130 200 13085 - 170 120 - 150 - 130 90 - 120 MOBILE PLANT Underground Jumbo Bogger NOTES ON SALARIES WA 130 - 150 140 - 180 110 - 150 90 - 130 SA 90 --130 90 - 130salaries120 80 - 130 110 - 160 70 - 120 •UNDERGROUND In WA/SA all salaries are based • For all other states, salaries are • New are represented -New OPERATORS Supervisor Operator Operator Service Zealand 130 175 110 - Zealand 145 - 165 95Crew - 120 90 - 110 on 9&5 and 2&1 rosters excluding based on residential positions in New Zealand dollars QLD 130 - 150 110 - 130 105 - 120 90 - 105 superannuation and additional excluding superannuation and TAS 80 80 80 WA 130--100 150 140--100 180 Graduate 110 -- 100 150 Statutory70 90 -- 85 130 benefits. additional benefits.Drill & Blast NSW 130 - 150 110 -Engineer 130 110 - 135 Surveyor 90 - 110 Engineer Mining Engineer Surveyor NT 120 -- 140 110 110 100 140 QLD 130 150 110 -- 140 130 105 -- 140 120 90 --105 VIC 105 - 150 110 - 130 125 - 165 85 - 105 QLD 100 -- 145 120 120130 - 150 70 - 100 110 - 130 New 100 130 80 80 80 NSWZealand 130 -- 150 110 -- 110 130 110 -- 100 135 90 -- 95 110 SA 100 140 - 120 80 - 100 130 - 160 90 - 110 NSW 130 - 160 90 110 - 120 80 - 100 100 - 2012 130 Hays Salary Guide | 143 VIC 105 - 145 130 - 150 110 - 130 85 - 105 MOBILE PLANT Underground Jumbo Bogger TAS 90 - 110 - 110 80 - 105 90 - 110 60 - 7570Crew -VIC UNDERGROUND OPERATORS Supervisor Operator Operator Service 100 10085 - 130 60 - 80 - 90 SA 100 - 140 110 - 120 80 - 100 90 - 110 WA 130 150 140 180 60 - 70 NT 90 -- 170 110 - 150 100 - 13090 - 130 New Zealand 80 --120 105 120135 - 150 60 - 80 TAS 90 - 110 85 - 110 80 - 105 Technical60 - 75 QLD 130--130 150 110 -- 130 105 -- 140 120 Services 70 90 - 90 105 New 90 130 160 COALZealand - TECHNICAL Project110 Senior Mining Mine Planning Production Cut90 - 130 NT 90 - 120 135 - 170 110 - 150 Open ENGINEERING/MANAGEMENT Mine Manager Undermanager CHPP Manager Deputy Manager Manager Engineer Engineer COAL - PRODUCTION MANAGEMENT Superintendent NSW 130 - 150 110 - 130 110 - 135 Examiner90 - 110 New Zealand 90 - 130 130 - 160 110 - 140 70 - 90 QLD 200 250 180 220 140 200 180 200 160 - 180 120 - 150 QLD 140 -- 145 180 150130 - 180 120 - 150 VIC 105 - 150 110 - 130 150 - 180 85 - 105 NSW 180 170 -- 220 180 220 180 - 230 150 - 180 130 - 150 NSW 160 --- 230 180 180110 200 130 -- 180 SA 100 140 - 120 80 - 100 140 - 180 90 - 110 VIC 150 200 130 - 170 120 90 - 140 100 - 130 90 - 120 VIC 100---110 130 N/A85 N/A- 150 TAS 90 - 110 80 - 105 90 - 110 60 - 75 New 130 175 110 - 145 120 110 - 160 95 - 120 90 - 110 SA Zealand 100---120 135 N/A135 120 -- 165 140 NT 90 - 170 110 - 150 90 - 110 90 - 130

2012 HAYS SALARY GUIDE

New Zealand Zealand New

90 135 Drill-- & Blast 90 130 Engineer

QLD NOTES ON SALARIES • In WA/SA all salaries are based

COAL on 9&5GEOLOGY and 2&1 rosters excluding NSW superannuation and additional NOTES ON SALARIES benefits.

QLD • In WA/SA all salaries are based VIC on 9&5 and 2&1 rosters excluding superannuation and additional NSW benefits.

New Zealand VIC

100 - 120 Senior

• For all other states, salaries are Geologist based on residential positions 130 - 160 excluding superannuation and additional benefits.135 - 150 • For all other states, salaries are 90 - 100 based on residential positions excluding superannuation and 150 - 180 additional benefits.80 - 105

SA COAL - PRODUCTION MANAGEMENT COAL - TECHNICAL ENGINEERING/MANAGEMENT New Zealand QLD NOTES ON SALARIES

115 130 - 130 105 - 120 Graduate Statutory70 - 90 - 160 110 - 140 N/A Mining Engineer Engineer Surveyor Surveyor Senior 120 - 150 70 - 100 125 - 165 110 - 130 Exploration Exploration • New Zealand salaries are represented

Mine Geologist Manager in New Zealand dollars 90 - 120 80 - 100 115 - 135 180 - 230 • New Zealand salaries are represented 100 - 130 60 - 80 in New Zealand dollars 120 - 160 180 - 210 120 - 150 60 - 70 70 - 100 130 - 160

110 - 130 Production 115 - 135 80 - 115 140 - 180 Superintendent Undermanager Deputy Project Mine- Manager CHPP Manager 120 Manager 140 160 120 - 140 - 180 180 150 180 150

• In WA/SA all salaries are based QLD NSW on 9&5 and 2&1 rosters excluding

• For all other states, salaries are • New-Zealand salaries140 are represented 200 250 180 200 160 --180 180 - 220 200 130 -- 180 Project Exploration Graduate based on residential positions in New Zealand dollars superannuation and additional excluding superannuation and Geologist Geologist Geologist NSW 170 180 benefits. additional benefits.180 VIC 100 -- 230 130 N/A- 220 N/A - 220 QLD 90 - 110 100 - 135 75 - 90 VIC 150 130 120 SA 100 -- 200 135 N/A- 170 120 -- 150 140 NSW 100 - 130 90 - 120 60 - 90 COALZealand - TECHNICAL Project New 130 175 110 145 120 -- 165 New Zealand 90 --135 115 -- 130 105 120 ENGINEERING/MANAGEMENT Mine Manager 80 CHPP Manager 65 Manager VIC 80 - 95 - 95 - 75 Drill & Blast Graduate QLD 200 250 180 220 140 200 COAL - TECHNICAL Project Engineer Mining Engineer Engineer SA 90 - 120 85 - 120 70 - 90 Senior Exploration ENGINEERING/MANAGEMENT Mine Manager CHPP Manager Manager COAL GEOLOGY Geologist Mine-- Geologist Manager NSW 180 - 230 170 220 180 - 220 QLD 100 120 120 150 70 New Zealand 70 - -95 140 50 - 100 65 QLD 200 - 250 180 - 220 140 - 200 QLD 135 - 150 115 - 135 180 - 150 230 VIC 150 200 130 170 120 NSW 130 -- 160 90 --120 80 --100 NSW 180 - 230 170 - 220 180 - 220 NSW 150 - 175 180 120 - 160 180 - 165 210 New 130 110 120 COALZealand - TECHNICAL Project VIC 90 --100 100--145 130 60 --80 ENGINEERING/MANAGEMENT Mine- Manager CHPP Manager 120 Manager VIC 150 200 130 - 170 - 150 VIC 110 - 130 70 - 100 130 - 160 Drill- & Blast Graduate New Zealand 80 105 120 - 150 60 - 70 QLD Zealand 200 250 180 220 140 200 New 130 --175 110 --145 120 - 165 Engineer Mining Engineer SA 115 - 135 80 - 115Engineer 140 - 180 NOTES ON SALARIES Production NSW 180 --&230 170 -- 220 180 220 QLD 100 120 120 150 70 --100 Drill Blast Graduate • In WA/SA all salaries are basedMANAGEMENT • For all other states, salaries are • New- Zealand are represented New Zealand 140 - 160 120 140 salaries120 - 180 COAL - PRODUCTION Superintendent Undermanager Deputy on 9&5 and 2&1 rosters excluding based on residential positions in New Zealand dollars Engineer Mining Engineer Engineer VIC 150 - 200 130 - 170 120 - 150 superannuation and additional excluding superannuation and NSW 130 90 80 QLD 140 -- 160 180 150--120 180 120--100 150 benefits. additional benefits.

Project Exploration Graduate QLD 100 - 120 120 - 150 70 - 100 Geologist Geologist Geologist New Zealand 130 175 110 145 120 - 165 VIC 90 100 130 60 NSW 160--100 180 180 -- 200 130--80 180 NSW 130 160 90 120 80 100 QLD 90 - 105 110Blast 100 - 135 75 - 90 New 80 120 60 Drill Graduate VIC Zealand 100--& 130 N/A- 150 N/A- 70 Engineer Mining Engineer 60 Engineer VIC 90 --100 100 130 60 80 NSW 100 130 90 --120 -- 90 Production SA 100 - 135 N/A 120 - 140 QLD Zealand 100--105 120 70 - 100 New 80 120 150 60 70 COAL - PRODUCTION MANAGEMENT Superintendent Undermanager Deputy VIC 80 - 95 80 --95 65 - 75 New Zealand 90 - 135 115 - 130 105 - 120 NSW 130 160 90 120 80 100 QLD 140---120 180 150---120 180 120---90 150 SA 90 85 70 Production COAL - PRODUCTION MANAGEMENT Superintendent Undermanager Deputy VIC 90 --100 100 - 200 130 60 --80 NSW 160 180 180 130 180 New Zealand 70 - 95 120 - 140 50 - 65 Senior Exploration QLD 140 - 180 150 - 150 180 120 - 150 COAL GEOLOGY Geologist Mine Manager New 80 120 60 VIC Zealand 100--105 130 N/A- Geologist N/A- 70

NSW QLD SA COAL VIC NSW - PRODUCTION MANAGEMENT New Zealand QLD SA VIC NOTES ON SALARIES

NSW New Zealand • In WA/SA all salaries are based SA on 9&5 and 2&1 rosters excluding COAL GEOLOGY superannuation and additional VIC New Zealand benefits.

QLD SA COAL GEOLOGY NSW New Zealand QLD VIC QLD NSW SA NSW COAL GEOLOGY VIC New Zealand VIC QLD SA SA NSWZealand New New Zealand VIC QLD SA NSW QLD New Zealand VIC NSW SA VIC NOTES ON SALARIES New Zealand • In WA/SA all salaries are based QLD SAon 9&5 and 2&1 rosters excluding superannuation and additional benefits.

NSW New Zealand VIC SA

160 - 180

90 135 • For all other states, salaries are Senior 115 -- 135 based on residential positions Geologist excluding superannuation and 100 130 140 -- 160 additional benefits.

135 - 150 Senior 100 - 135 Project Geologist 150 - 180 Geologist 90 - 135 135 - 150 110 - 110 130 90 150 - 180 115 --135 Senior 100 130 Geologist 110 - 130 140--95 160 80 135 150 115 - 135 Project 90 - 120 150 - 180 140 160 Geologist 70 - 95 110 - 110 130 90 Project Geologist 115 --135 100 130 90 - 110 140--95 160 80 100 - 130 90 - 120 Project Geologist 80 - 95 70 - 95are • For all other states, salaries based on residential 90positions - 110 120 excluding superannuation and additional benefits.

on 9&5 and 2&1 rosters excluding superannuation and additional NOTES ON SALARIES benefits.

• In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.

NOTES ON SALARIES • In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding superannuation and additional benefits.

180 200 130 -- 180 115 ---130 120 • New Zealand salaries105 are represented Exploration 80 115 140 180 in New Zealand dollars Mine Geologist Manager N/A N/A 120 - 140 120 - 180 115 - 135 180 - 230 Exploration N/A 120 - 140 Exploration Graduate Mine Geologist Manager 120 - 160 180 - 210 Geologist Geologist 115 - 130 105 - 120 115 - 135 180 - 230 70 - -100 130- -90 160 100 135 75 120 - 160 180 - 210 80 - 115 140 180 Exploration 90 120 60 --90 Mine Geologist 130 Manager 70 - 100 - 160 120--95 140 120--75 180 80 65 115 135 180 230 80 115 140 180 Exploration Graduate 85 - 120 70 - 90 160 180 - 180 210 120 - 140 120 Geologist Geologist 120 - 140 50 - 65 70 - -100 130- -90 160 100 135 75 Exploration Graduate Geologist Geologist 80 - 115 140--90 180 90 120 60 100 - 135 75 - 90 120--95 140 120--75 180 80 65 90 - 120 60 - 90 85 - 120 70 - 90 Exploration Graduate Geologist Geologist 80 - 95 65 - 75 120 140 salaries50 - 65 • New- Zealand are represented Zealand dollars 100 -120 135 75 85in -New 70 - 90

100 130 70 - -95

90 120--120 140

60 90 50 - 65

80 - 95

80 - 95

65 - 75

85 - 120

70 - 90

90 - 120

NOTES ON SALARIES

New Zealand • In WA/SA all salaries are based

22

160 180 180 200 130 135 -- 150 115 --135 180 -- 180 230 100 - 135 N/A 120 - 140 Production Superintendent Undermanager Deputy 100 130 N/A N/A 150 -- 180 120 - 160 180 - 210 90 - 135 115 - 130 105 - 120 140 180 150 180 120 150 100 135 N/A 110 --130 70 --100 130 -- 140 160

70 - 95are • For all other states, salaries based on residential positions excluding superannuation and additional benefits.

• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.

Geologist 130 - 160 135 - 150 90 - 110 160 - 180 100 - 130 110 - 140 Open Cut Technical 120 - 150 Examiner Services Manager 140 170 150 - 180

Maintenance Manager

Engineering Manager

Maintenance Superintendent

Maintenance Supervisor

Maintenance Planner

180 - 210

160 - 200

160 - 180

120 - 140

100 - 130

NSW

160 - 200

170 - 200

150 - 180

125 - 140

90 - 130

VIC

120 - 150

110 - 140

110 - 130

80 - 110

100 - 130

135 - 180

150 - 180

125 - 150

110 - 130

100 - 135

100 - 120

110 - 130

110 - 130

110 - 130

110 - 130

Electrical Maintenance Engineer Supervisor (3-7 yrs) 120 - 140 90 - 115 125 - 140 90 - 130 80 - 110 80 - 100 110 - 130 Maintenance 90 - 130 Supervisor 110 - 130 120 120 -- 160 140 Electrical 125 - 140 Engineer Boiler Maker/ (3-7 yrs) Welder 80 - 110 90 110 - 115 135 110 - 130 90 - 130 120 110 - 130 80 100 85 - 110 Electrical 90 130 85 -- 110 Engineer (3-7 yrs) 120 160 70 --90 90 - 115 Boiler Maker/ 90 - 130 Welder

Maintenance Longwall Planner Coordinator 100 - 130 150 - 170 90 - 130 120 - 140 100 - 130 N/A 100 - 135 Maintenance N/A Planner 110 - 130 125 100 -- 135 130

RESOURCES & MINING SA New Zealand COAL - MAINTENANCE ENGINEERING QLD QLD NSW NSW VIC VIC SA SA COAL - MAINTENANCE ENGINEERING New Zealand New QLD Zealand

RESOURCES & MINING

NSW COAL - TRADES VIC QLD SA NSW New Zealand VIC SA New Zealand QLD NOTES ON SALARIES

NSW • In WA/SA all salaries are based COAL - TRADES

on 9&5 and 2&1 rosters excluding

superannuation and additional VIC QLD benefits.

Senior Mining Mine Planning 2012 Hays Salary Guide | 143 Engineer Engineer

180 140 -- 200 180

160 - 180

120 - 150

150 - 180

130 - 150

100 - 130

90 - 120

Senior Mine Planning 95 - 120Mining 90 - 110 2012 Hays Salary Guide | 143 Engineer Engineer 120 150 Mine- Planning Engineer 130 - 150 120 - 150 90 - 120 130 - 150 90 - 110 Mine Planning Engineer 90 - 120 120--110 150 90

150 180 130 - 150 110 -- 130 Surveyor 100 90 - 120 100 -- 130 130 110 - 130 95 90 - 110 70 -- 120 90 100 - 130 60 - 80 Surveyor 70 - 90 2012 Hays Salary Guide | 145

N/A 100 - 120 Longwall Coordinator 125 135 75 --95 150 - 170 120 - 140Hand Leading

80 130--100 150

90 110 - 120 135

80 110 - 100 135

N/A 140 - 160

90 120--130 140

130 150 90 --110

90 - 130 120

N/A 100 - 120

New VIC Zealand

120 130 80 --110

120 130 85 --115

120 160 80 --105

120 160 85 --110

SA INDUSTRIAL DESIGN COAL - TRADES New Zealand WA QLD

Engineering 80 - 120 Manager Electrician 80 - 100 250 280 125 --145

Principal/ Project80 - 100 Senior Design Design 80 - 110 85 - 110 Instrumentation Boiler Maker/ Lead Engineer Manager Engineer Technician Mechanical Fitter WelderEngineer 80 - 100 90 - 110 70 - 90 170130 - 210 100 - 130 - 150 260 - 330 110 - 135 140 - 170 110 - 135

125 135 95 --125 Senior Project 100Engineer - 120 (EPCM) Leading Hand 75 - 95 - 160 140120 - 160

180 -Zealand 230 180 - 250 85 - 120 • New salaries are represented 120 - 140 90 - 110 130 - 170 90 - 120

- 170 100120 - 120

NOTES ON SALARIES

QLD • In WA/SA all salaries are based NSW

on 9&5 and 2&1 rosters excluding

superannuation and additional NSW VIC benefits.

QLD

2012 Hays Salary Guide | 143

in New Zealand dollars

90 - 130 Longwall Coordinator Leading Hand 100 - 130 150 140 - 170 160 100 - 135 120 100 - 140 120 110 - 130 N/A 95 - 125

130 100 - 150 125

NOTES ON SALARIES INDUSTRIAL DESIGN • In WA/SA all salaries are based NT on 9&5 and 2&1 rosters excluding superannuation and additional WA benefits.

New Zealand

70 - 90

150 - 200 • For all other states, salaries are Electrician based on residential positions excluding superannuation and 90 125 -- 120 145 additional benefits.

Statutory Maintenance Electrical Superintendent Engineer 160 - 180 120 - 150 150 - 180 150 - 200 110 - 130 90 - 120 125 - 150 Maintenance 130 - 150 Superintendent 110 - 130 120 160 -- 160 180 Statutory 170 - 200 150 - 180 Mechanical Electrical Instrumentation Engineer Technician(3-7yrs) Engineer Mechanical Fitter 110 - 140 110 - 130 90 120 150 130--125 150 110 -- 135 150 - 180 125 - 150 90 150 200 120--130 140 90 --110 110 - 130 110 - 130 80 100 90 120 85 - 115 80 - 105 Statutory 90 130 130 150 80 - 110 80 --100 Mechanical Electrical Engineer (3-7yrs) Engineer 120 130 120 160 80 --100 90 --110 90 - 125 120 - 150 Instrumentation 90 - 130salaries are represented 150 - 200 Fitter • New Zealand Technician Mechanical Engineering Mechanical Manager Engineer (3-7yrs) 160 - 200 90 - 125 170 - 200 90 - 130 110 - 140 80 - 100 150 - 180 Engineering 90 - 130 Manager 110 - 130 120 160 -- 130 200

SA NSW

SA New Zealand

60 - 80

Statutory Maintenance Mechanical Manager Engineer 180 - 210 120 - 150 160 - 200 150 - 200 120 - 150 90 - 120 135 - 180 Maintenance 130 - 150 Manager 100 - 120 120 180 -- 130 210 Statutory 160 - 200 Mechanical Engineer Electrician 120 - 150 120 150 125 - 145 135 - 180 150 100 - 200 125 100 - 120 90 120 80 - 110 Statutory 130 150 80 --120 Mechanical Engineer 120 130 80 --100 120 - 150

NOTES ON SALARIES

• Salaries are based on residential NSW

positions excluding superannuation and additional benefits.

VIC INDUSTRIAL DESIGN SA WA TAS 146 | 2012 Hays Salary Guide QLD NT NSW New Zealand VIC NOTES ON SALARIES

• Salaries are based on residential SA

positions excluding superannuation and additional benefits.

TAS

200 - 260

• For all other states, salaries are 100 - 125 based on residential positions excluding superannuation and 170 220 80 --110 additional benefits.

14085 - 170 - 115

130 - 150 80 - 110 80 - 105 100 - 130 85 - 110

95 130 - 125- 160

180 220 80 --120

15080 - 180 - 110

150 - 220 70 - 110 80 - 100 100 - 150 85 - 110

- 150 100110 - 120

12580 - 170 - 100

120 - 160 100 - 130 90 - 110 120 - 140 70 - 90

75 -100 95 - 145 Senior Project 90 - 120 Engineer (EPCM) 135 - 170 120 - 160 70 - 130 120 - 170

150 200 80 --100 150 - 190 Engineering Manager • For all other states, salaries are 200 - 250 based on residential positions excluding superannuation 250 - and 280 additional benefits.

140 - 220 200 - 260 • New Zealand salaries represented 170are - 220 in New Zealand dollars

180 - 220 Engineering Manager 150 - 200 250 - 280 150 - 190 200 - 260 200 - 250 170 - 220 140 - 220 180 - 220 • New Zealand salaries represented 150are- 200 in New Zealand dollars

150 - 190

in New Zealand dollars

110 - 140 110 - 140 Principal/ Project Lead Engineer Manager • New- Zealand are represented 165 210 salaries160 - 240 in New Zealand dollars 170 - 210 260 - 330 95 - 130 110 - 160 180 - 230 180 - 250

90 - 110Design Senior Engineer 120 - 170 140 - 170 80 - 140 130 - 170

80 - 100 Design Engineer 110 - 130 100 - 130 60 - 90 85 - 120

140 - 170

130 - 150

100 - 130

80 - 110

150 - 180 Principal/ Lead Engineer 125 - 170 170 - 210 110 - 140 180 - 230 165 - 210 140 - 170 95 - 130 150 - 180

150 - 220 Project Manager 120 - 160 260 - 330 110 - 140 180 - 250 160 - 240 130 - 150 110 - 160 150 - 220

100 - 150 Senior Design Engineer 120 - 140 140 - 170 90 - 110 130 - 170 120 - 170 100 - 130 80 - 140 100 - 150

70 - 110 Design Engineer 100 - 130 100 - 130 80 - 100 85 - 120 110 - 130 80 - 110 60 - 90 70 - 110

130 - 160 Senior Project 110 - 150 Engineer (EPCM) 100 - 145 120 - 160 90 - 120 120 - 170 135 - 170 130 - 160 70 - 130 110 - 150

125 - 170

120 - 160

120 - 140

100 - 130

100 - 145

110 - 140

110 - 140

90 - 110

80 - 100

90 - 120

NT

200 - 250

165 - 210

160 - 240

120 - 170

110 - 130

135 - 170

New Zealand

140 - 220

95 - 130

110 - 160

80 - 140

60 - 90

70 - 130

146 | 2012 Hays Salary Guide NOTES ON SALARIES • Salaries are based on residential positions excluding superannuation and additional benefits.

• New Zealand salaries are represented in New Zealand dollars

146 | 2012 Hays Salary Guide

110 - 80 130 60 100 - 130 70 - 90 60 - 80

140 180 135 -- 150 90 - 110 Open Cut Examiner 90 160--110 180 N/A 150 180 90 110 -- 110 140 Senior 140 180 N/A Exploration 120 -- 150

Geologist 90 140--110 170 Senior 135 - 150 Exploration 90 - 110 Geologist 160 - 180 N/A 135 - 150 110 - 140 Senior 160 - 180 120 - 150 Exploration Geologist 110 - 140 140 - 170 135 - 150 120

2012 Hays Salary Guide | 145

160 - 180 140 170 110 - 140 120 - 150 140 - 170

2012 Hays Salary Guide | 145

120 140 salaries50 - 65 • New- Zealand are represented in New Zealand dollars

• New Zealand salaries are represented in New Zealand dollars

2012 Hays Salary Guide | 145

all other states, salaries are • New Zealand salaries are represented September 2012• For basedAustralianMining on residential positions in New Zealand dollars excluding superannuation and additional benefits.

COAL - MAINTENANCE ENGINEERING QLD

TAS

100 - 130

160 - 180 Senior Mining Surveyor Engineer 150 180 110 -- 130 160 - 180 100 100 -- 130 130 150 - 180 95 -- 120 Senior 70 90Mining Engineer 100 - 130 60 - 80 160 180 95 - -120 Surveyor

RESOURCES & MINING

VIC SA

180 230 90 --110 90 90 -- 140 110 Technical Services 110 - 160 N/A Manager Technical Statutory Senior 180 - 200 Services Surveyor Exploration Manager Geologist 180 230 125 -- 165 180 - 200 135 - 150 90 130--140 160 Technical 180 - 230 160 -160 180 110 Services 90 -- 110 Manager 90 - 140 110 - 140 Statutory 100 - 130 180 200 110 --160 Surveyor 120 - 150 Open Cut 180 230 125 -- 165 Statutory 140 - 170 Examiner Surveyor 90 --140 130 160 150 - 180 125 - 165 110 - 160 90 140--110 180 130 - 160 100 130 Statutory 90 --110 Surveyor 90 - 110 Open Cut 90 - 110 125 -- 165 100 130 Examiner N/A 130 160 150 - 180 Open Cut Examiner Senior 90 140--110 180 Exploration 150 - 180 Geologist 100 130 90 --110

AM

2012 Hays Salary Guide | 145

2012 Hays Salary Guide | 145

Automation is likely to change the state pay disparities. www.miningaustralia.com.au

TAS 110 - 170 AM.SEP12.PG023.pdf

N/A Page

23

80 - 100 70 - 90 16/08/12,

2:16

SA

140 - 170

120 - 160

75 - 120

55 - 90

New Zealand

100 - 150

90 - 130

80 - 95

70 - 90

Environmental Superintendent

Environmental Coordinator

Environmental Officer Training Coordinator

WA

145 - 185

90 - 150

75 - 90

120 - 140

QLD

145 - 185

90 - 150

75 - 90

80 - 90

NSW

140 - 170

110 - 140

90 - 120

100 - 120

VIC

90 - 120

65 - 85

65 - 85

60 - 75

TAS

90 - 120

75 - 100

65 - 90

65 - 90

120 - 160

80 - 120

65 - 90

80 - 100

New Zealand

90 - 110

90 - 110

80 - 100

80 - 100

RESOURCES & MINING RESOURCES & MINING SA HEALTH SAFETYENGINEERING ENVIRONMENT COAL - MAINTENANCE & TRAINING POSITIONS QLD WA NSW QLD VIC NSW SA VIC New Zealand TAS SA New Zealand QLD NSW

Maintenance Manager HSE Manager 180 - 210 170 - 220 160 - 200 160 - 185 120 - 150 180 - 220 135 - 180 140 - 180 100 - 120 110 - 170 Statutory 140 - 170 Mechanical Engineer 100 - 150

Engineering Maintenance Maintenance OH&S Manager/ Manager Superintendent Supervisor Superintendent OH&S Coordinator 160 - 200 160 - 180 120 - 140 150 - 170 130 - 145 170 - 200 150 - 180 125 - 140 120 - 160 75 - 110 110 - 140 110 - 130 80 - 110 140 - 200 90 - 120 150 - 180 125 - 150 110 - 130 90 - 120 80 - 100 110 - 130 110 - 130 110 - 130 N/A 80 - 100 Statutory Electrical 120 160 75 120 Mechanical Electrical Engineer Engineer Engineer 80 - 95 (3-7 yrs) 90 - (3-7yrs) 130

Maintenance Planner OH&S Officer 100 - 130 100 - 125 90 - 130 80 - 100 100 - 130 90 - 120 100 - 135 70 - 95 110 - 130 70 - 90

120 - 150 Environmental Superintendent 150 - 200

90 - 125 120 - 150 90 - 115 Environmental Officer Training 90 - Coordinator 130 150 - 200Environmental 90 - 130 120 -Coordinator 140

55 - 90 Longwall 70 - Coordinator 90 150 - 170

WA VIC

145--120 185 90

80 - 90 100- 150

90 - 120 75 - 90 80 - 100

120 -N/A 140

QLD SA

145 - 150 185 130

90 - 90 130- 150

130 - 150 75 - 90 90 - 130

80 - N/A 90

NSWZealand New

140 - 130 170 120

120 -110 130- 140

120 - 160 90 - 120 120 - 160

100 -125 120- 135

VIC

90 - 120

COAL TAS - TRADES

Electrician 90 - 120

65 - 85 Instrumentation Technician 75 - 100

PM

2012 HAYS SALARY GUIDE

Project Engineer Project (EPCM) Engineer (EPCM) 90 - 120

INDUSTRIAL DESIGN INDUSTRIAL DESIGN WA

Design Manager/ DesignDrafter Chief Manager/ Chief- 170 Drafter 130

Senior Design Piping Drafter Design Drafter Designer Senior Design Piping Drafter Design Drafter Designer 100 - 130 70 - 95 95 - 140

WA QLD

90 -- 120 120 90

130 -- 170 140 200

100- -130 130 85

70 -- 100 95 65

95 -- 140 65 100

QLD NSW

90 -- 130 120 80

140 -- 200 100 130

85 -- 130 80 115

65 -- 100 70 90

65 -- 100 80 100 80 -- 110 100 80

NSW VIC

80 -- 120 130 80

100--150 130 110

80 --115 100 130

70 -- 100 90 70

VIC SA

80 -- 110 120 80

110 --150 100 130

100- -110 130 85

70 -- 100 50 85

80 -- 125 110 85

SA TAS

80 -- 110 110 80

100--160 130 110

85 -- 110 80 140

50 -- 100 85 70

85 -- 125 80 140

TAS NT

80 -- 110 110 145

110 -- 170 160 115

80 -- 120 140 75

70 -- 95 100 70

80 --140 100 120

NT Zealand New

110 -- 100 145 70

115 -- 90 170 70

75 -- 120 60 75

70 -- 95 40 60

100--95 120 60

70 - 100

70 - 90

60 - 75

40 - 60

60 - 95

Planning Manager Planning Manager 160 - 200

Contracts Manager Contracts Manager 160 - 240

New Zealand

NOTES ON SALARIES • Salaries are based on residential positions NOTES ON excluding SALARIESsuperannuation additional benefits.

• and Salaries are based on residential positions excluding superannuation and additional benefits.

• New Zealand salaries are represented in New Zealand dollars • New Zealand salaries are represented in New Zealand dollars

65 - 85

60 - 75 Boiler Maker/ Mechanical Hand 65Fitter - 90 Welder 65 - Leading 90 INDUSTRIAL CONSTRUCTION

Project Manager Project Manager 190 - 240

Construction Manager/ Senior Construction Estimator Superintendent Manager/ Senior Superintendent Estimator 160 - 230 170 - 200

Project Engineer Project (Civil/Mech/ Engineer Elec) (Civil/Mech/ Elec)- 150 120

QLD SA

125 120 -- 145 160

130 -80 150- 120

110 - 135 65 - 90 110 - 135

80 - 140 100 - 160

NSW New Zealand

100 125 90 --110

120 -90 140- 110

90 - 110 80 - 100 90 - 120

80 - 100 100 - 120

85 - 115

80 - 105

85 - 110

95 - 125

WA QLD

190 -- 250 240 190

160 -- 230 230 170

170 -- 200 160 220

160 -- 220 200 160

160 -- 220 240 160

120 -- 150 130 180

• New 80Zealand - 110salaries are represented 80 - 100 in New Zealand dollars

85 - 110

100 - 120

QLD NSW

190 -- 250 140 220

170 -- 230 150 220

160 -- 170 220 125

160 -- 170 220 120

160 -- 180 220 130

130 -- 180 100 150

70 - 90

75 - 95

VIC

80 - 110

NOTES ON SALARIES

• In WA/SA all salaries are based SA

on 9&5 and 2&1 rosters excluding superannuation and additional

New Zealand benefits.

NOTES ON SALARIES • In WA/SA all salaries are based on 9&5 and 2&1 rosters excluding

additional 144superannuation | 2012 Haysand Salary Guide benefits.

• For all other states, salaries are 80 - 120 based on residential positions excluding superannuation and 80 - 100 additional benefits.

• For all other states, salaries are based on residential positions excluding superannuation and additional benefits.

Engineering Manager

INDUSTRIAL DESIGN

80 - 100

90 - 110

• New Zealand salaries are represented in New Zealand dollars

Principal/ Project Lead Engineer Manager

Senior Design Design Engineer Engineer

Senior Project Engineer (EPCM)

INDUSTRIAL CONSTRUCTION WA

NSW VIC

140 -- 220 220 180

150 -- 220 180 200

125 -- 170 120 150

120 -- 170 140 170

130 -- 180 150 180

100--135 150 90

VIC SA

180 -- 220 140 200

180 -- 180 200 130

120 -- 150 130 150

140 -- 180 170 120

150 -- 180 180 125

90 -- 135 110 140

SA TAS

140 -- 160 200 120

130 -- 160 180 120

130 -- 150 100 130

120 -- 130 180 110

125 -- 130 180 110

110 -- 110 140 80

TAS NT

120 -- 160 160 240

120 -- 160 140 200

100 -- 200 130 155

110 --130 140 200

110 --130 140 200

80 --110 120 160

NT Zealand New

160 -- 180 240 120

140--130 200 90

155 -- 120 200 90

140--120 200 90

140--120 200 80

120--120 160 80

New Zealand

120 - 180

90 - 130

90 - 120

90 - 120

Estimator

Contracts Administrator Planner Contracts Administrator Planner 100 - 140 110 - 140

80 - 120 80 - 120 Site Engineer (Civil/Mech/ Site Engineer Safety Advisor Elec) (Civil/Mech/ Elec) Safety Advisor 95 - 115 90 - 120

Site Supervisor Site Supervisor 110 - 140

WA

250 - 280

170 - 210

260 - 330

140 - 170

100 - 130

120 - 160

WA

Estimator 110 - 140

QLD

200 - 260

180 - 230

180 - 250

130 - 170

85 - 120

120 - 170

WA QLD

110 --140 100 150

100 -- 140 140 100

110 -- 140 140 90

110 --140 100 150

95 - -115 100 140

90 -- 140 120 90

NSW

170 - 220

140 - 170

130 - 150

100 - 130

80 - 110

130 - 160

QLD NSW

100- -125 150 75

100--130 140 90

90 --140 100 140

100 -- 150 150 100

100- -120 140 70

90 -- 140 140 90

VIC

180 - 220

150 - 180

150 - 220

100 - 150

70 - 110

110 - 150

NSW VIC

75 -- 125 110 130

90 -- 120 130 80

100--140 140 110

100--110 150 80

70 -- 120 80 120

90 -- 110 140 80

SA

150 - 200

125 - 170

120 - 160

120 - 140

100 - 130

100 - 145

VIC SA

110 --130 100 150

80 -- 120 120 80

110 --140 100 160

80 --110 100 150

80 -- 115 120 75

80 -- 110 90 125

TAS

150 - 190

110 - 140

110 - 140

90 - 110

80 - 100

90 - 120

SA TAS

100--120 150 80

80 -- 110 120 80

100--110 160 80

100--110 150 80

75 -- 115 80 115

90 -- 100 125 80

NT

200 - 250

165 - 210

160 - 240

120 - 170

110 - 130

135 - 170

TAS NT

80 -- 120 110 150

80 -- 140 110 95

80 -- 110 90 140

80 -- 110 110 150

80 -- 115 110 140

80 -- 100 110 130

New Zealand

140 - 220

95 - 130

110 - 160

80 - 140

60 - 90

70 - 130

NT Zealand New

110 -- 80 150 60

95 -- 140 60 80

90 -- 100 140 75

110 -- 100 150 80

110 -- 110 140 70

110 -- 100 130 80

New Zealand

60 - 80

60 - 80

75 - 100

80 - 100

70 - 110

80 - 100

NOTES ON SALARIES •NOTES Salaries based on residential ONare SALARIES • positions In WA/SAexcluding all salariessuperannuation are based and additional on 9&5 and 2&1benefits. rosters excluding superannuation and additional benefits.

NewS Zealand salaries A D _ A M U N ••E Estates, P _are represented 1 2 . • New p Zealand d fsalaries arePrepresented a ge in New Zealand dollars For all other salaries are based on residential positions excluding superannuation and additional benefits.

in New Zealand dollars

1

1 3 / 0 8 / 1 2 ,

NOTES ON SALARIES • Salaries are based on residential positions NOTES ON excluding SALARIESsuperannuation additional benefits.

• and Salaries are based on residential positions excluding superannuation and additional benefits.

6 : 1 1

PM

• Site allowances are paid on base salary and range from 15 to 45 per depending are on location.

• cent Site allowances paid on base salary and range from 15 to 45 per cent depending on location.

• New Zealand salaries are represented in New Zealand dollars • New Zealand salaries are represented in New Zealand dollars

2012 Hays Salary Guide | 147

146 | 2012 Hays Salary Guide 144 | 2012 Hays Salary Guide

Thinking big?

2012 Hays Salary Guide | 147

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AustralianMining

September 2012

23

AD_AMHITAUG_12.pdf

Page

1

5/07/12,

3:25

PM

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AM.SEP12.PG025.pdf

Page

25

16/08/12,

2:19

PM

PERSONNEL

The cash question Pay is still a motivating factor in choosing a mining job.

W

hile benefits and the like have been an impetus to choose one employer over another for miners, the real deciding factor, as always, remains pay.

Whomever can pay the best wages will get the best workers, but is this still enough?

In terms of salary, Western Australia is unquestionably leading the pack, with the high salary increases, predominately for mine managers, geologists, and OH&S professionals.

However as there are such high, competitive salaries, companies have had to offer more benefits to secure preferred workers.

Queensland is still chasing up WA on salaries, although New South Wales is quickly closing the gap, excluding fly in fly out worker wages of course.

The lifestyle of workers in New South Wales has also been a major draw card for workers compared to regional and remote Queensland and Western Australia.

While South Australian mining companies Pay is one of the main lures for the mining industry. are increasing salaries, their levels aren’t able to compete with the other three major mining states, recorded pay increases of between 4 per cent and while Tasmanian miners’ salaries reflect the gen- 5 per cent in the past quarter alone, according to eral disparity between the island state and the rest Ambit Engineering Recruitment. of rthe nation.

Victoria latest pay increases were ahead of the . p df P a g e barely 1 3 rates 0 / 0a 4mention / 1 0 , in 1 : 3 These 0 PM state by state pay. Overall workers in the sector national inflation rate, which sits at only 1.6 per

> LIFTING AND INSTALLATIONS IN MINING

cent, and highlighted the continuing trend of high paying mining jobs.

After tracking salaries across 130 job areas in the state, the company found that most resources sector workers have received pay increases of up to 5 per cent: for example, senior environment managers earn $100 672 (up from $96 800) while oil & gas sector senior project managers earn $274 560 (up from $264 000).

Ambit CEO Peter Acheson put the pay rises down to continued demand for skilled workers.

“It’s a situation that has inevitably led to pay rises – and there is likely to be continued upward pressure on salaries and rates over the next quarter. In fact, I expect pay pressure to intensify as many resources sector companies are intending to further increase their hiring levels in the July quarter,” Acheson said.

However labour shortages are still rife throughout the industry, and forcing miners’ eyes to foreign workers. He went on to add that “while the temporary 457 are not a long-term solution, it provides a safety valve that relieves the pressure on Australia’s skills base, and helps ensure confidence in industry capacity”.

While the mining boom continues in Australia, it is unlikely that the skills shortage will be solved any time soon.

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AustralianMining

September 2012

25

AM.SEP12.PG026.pdf

Page

26

17/08/12,

8:22

AM

PERSONNEL

How to attract quality candidates In the market for personnel? Then have a clear recruitment strategy and strongly consider where, when and how to connect with the target candidate group. Jamie Wade writes.

T

he last 10 years has seen a significant increase in the demand for skilled mining professionals including trades, professionals and management.

Demand is particularly high for skilled trades people and mid-tier professionals – mining engineering and geology – particularly in the four to eight-year experience bracket.

Failure to have a clear recruitment strategy can become very expensive, according to Mining People International manager, eastern region Darrell Ballard.

“A one size fits all approach no longer works,” he said.

Consideration must be given to where, when and how to connect with the target candidate group.

“Many organisations have upped the ante in retention strategies,” Ballard said.

“To A D attract _ A M Land A N recruit J U N _the 1 2best . p people all aspects of the position

must be considered rather than just base salary and bonuses. This might include career development opportunities, mentoring, management, flexible hours, camp and town facilities and team dynamics.

“In short, the days of a mining company saying ‘Here’s the offer take it or leave it’ – are well and truly behind us.”

When recruiting, says Ballard, ensure your line managers and recruiters know your company’s value proposition.

“Treat the candidate with respect. Give them an indication of expected time frames. Provide feedback and most of all: get back to them regardless of whether they have been successful or not,” he said.

“Whether you employ the person now or not, this will build goodwill in your brand through the broader candidate market.” d f Attitudes P a g e to1 recruitment 1 5 / 0 5 are / 1 not 2 , the only thing that has changed.

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With a tight labour market, how do you attract the right people to your business?

The more traditional recruitment methods, says Ballard, are no longer effective in attracting quality people. Advertising has become less effective in both the print and electronic media.

“Mining companies now have to develop strategies that engage more directly with the candidate group,” Ballard said.

“This includes employers using their own search methods as is the case for some of the larger mining company employers, or by utilising the search methods and databases of external recruiters. This is the case for smaller to medium sized mining companies or for particularly hard to fill or heavily technical roles. “ So what can mining companies 26

September 2012

AustralianMining

do to attract the best skilled people?

It’s important mining company employers know how to connect with their candidate market, according to Ballard.

“Additionally it’s important that the team involved in recruitment know their product, in other words: what does the opportunity actually represent to a candidate? Know the value proposition of the position, the site and the company.

“All of this is mission critical during the recruitment process because candidates want to know what is it that sets your opportunity apart from others they may also be looking at. Employers need staff that deliver these messages clearly and sell them persuasively.” www.miningaustralia.com.au

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PERSONNEL

How to retain skilled personnel In a tight skilled labour market with mining companies all vying for a limited pool of personnel, it’s not just about recruitment – it’s also about retention. Jamie Wade writes.

T

o attract the best skilled talent, think outside the square, innovate, be open to change, and importantly, be open to all channels to get the right people and teams on board.

This is the view of Jeffrey See, WA state manager for recruitment service provider Design & Build – a specialist end-to-end recruitment solutions firm in operation since 2004 experiencing rapid growth in the provision of services to the construction, engineering and resources sectors.

“Obviously, the skills shortage in the mining sector means less available talent and increased competition for these people. The result has been sharp increases in salary and pay rates over the last 10 years, with many companies simply throwing more money at individuals to join,” he said.

“Most believe that this approach is certainly unsustainable in the long run, as pressures mount on increased project budgets, lower profit margins and in some cases, financial blowouts as skilled workers chase the buck and leave at the drop of the hat when an additional five thousand dollars is presented to them. This increased activity in the job market has also meant that recruitment costs in the last few years have been very high.

“The sense of loyalty by both individual and company is rare these days, and if the pattern continues for much longer, the pressures to deliver on contracts and find the right skills to do a job may lead to major problems on both sides of the fence.”

To meet the challenge of attracting and retaining skilled talent, advises See, there’s no silver bullet – rather a combination of solutions to consider. This includes external recruiters working closely with corporate recruitment teams, setting up employee referral programs, identifying transferrable skill sets from other sectors, being more open to training programs, providing more information and seminars for recruiting, and strategic long term planning for recruitment practices and campaigns.

Importantly, it’s not all just about recruitment, says See, it is 28

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AustralianMining

ing towns without securing employment and take a risk that they may not find suitable work demonstrates commitment to companies.

Finding the right people

Once you’ve got the right worker, how do you hold on to them as well?

very much also about retention. It’s also critical that short term solutions are not the sole focus of any strategy.

“Commonly, a company’s most valuable asset is its people, and keeping your own current employees at a high level of job satisfaction is a great way to get the message out to potential employees that the company culture is the right environment for them,” See told Australian Mining.

“The more positive messages passed on regarding the working experience at a company, the easier it becomes attracting the best talent.

“Instituting fresh and innovative policies that are actually adhered to and delivered sends a strong message to the public – including additional benefits, flexibility, and the promotion of the intangibles such as family friendly rosters, specific career steps, training etc and adds more to an individual than simply money.

“Compelling Employee Value Propositions [EVPs] that are strategic in nature, communicated well and importantly, delivered to staff goes a long way in attracting future employees, as well as retaining them.

“My advice for recruiting skilled

people: focus less on simply throwing money at individuals and more on keeping them happy.

“Forward resource planning, career development and growth initiatives, training and up-skilling offerings, flexibility in work arrangements, family-friendly rosters, in combination with competitive salaries and rates will go a long way not only in attracting skilled people, but also retaining them.”

Today’s technology also allows for modern work arrangements, such as satellite offices using a universal companywide system, promoting company rather than individual state teams.

Hiring on the basis of the right attitude to the job is also important, says See, particularly where remote mining operations are concerned.

“As with most professions, the mining industry demands qualifications, relevant experience and capability in a skilled workforce. However, the mining industry demands a little more from those who work remotely in small towns – they look for people who are committed to the sector and have a genuine interest and passion for mining,” he said.

“Individuals that move to min-

The boom in the mining sector in Australia has meant that attracting and recruiting skilled people has become more difficult, and certainly more competitive.

Skilled personnel in particularly high demand in the mining sector includes operators, drillers, boilermakers, fitter and turners, heavy vehicle fitters, but also white collar personnel including mining engineers, geologists, metallurgists, on-site production and maintenance supervisors, project/ construction managers, multidisciplinary engineers – mechanical, electrical, structural, civil, chemical – and project controls.

Thankfully, technology has made finding the right people easier.

Where in the past print media was the first port of call for attraction and recruitment strategies, dedicated online job sites and social media are transforming recruitment and have led to marketing budgets being devoted towards digital platforms.

The increased popularity of job boards such as Seek and My Career, specialist job boards such as FIFOBids, Mining Jobs and MiningOilandGas Jobs, and Social Media sites Linked In, Facebook and Twitter has changed the way we fundamentally look for work and search for skilled people in the sector.

There has also been a marked increased in the number and size of corporate recruitment teams, according to See, supplemented by an ever growing number of external recruitment firms specialising in the mining sector.

“New and unique strategies for recruitment have also become popular, including the introduction of Enterprise Migration Agreements and the number of Visa’s granted for skilled workers to help keep up with the demand,” he said.

“Some companies have utilised outside-the-box strategies such as waiting for workers outside airport lounges as they return from overseas on R&R even.” www.miningaustralia.com.au

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Inside mining’s

DARK SIDE As the mining industry expands, so do its illegal operators.

I

n Africa they’re called zamazamas and in Peru they’re called wildcats.

But the rest of the world know them as illegal miners.

Wherever they are they’re a major headache, and worryingly for the global industry, they seem to be on the rise.

Last month the problem of illegal mining was yanked into the public arena after footage emerged showing South African police shooting and killing protesting platinum workers.

The miners worked for international giant Lonmin and were not illegal miners per se, but were definitely involved in the lawless, violent, and often

tragic action that characterises the sector.

This month we’ve taken a look around the globe at some of the most notorious illegal mining hotspots, from far away to close to home.

Africa

The action at Lonmin’s Marikana mine has been the flashpoint for a wider investigation into mining in South Africa.

As many as 18 miners were killed in the initial police shooting, which followed earlier violence where around ten more were killed.

But the violence wasn’t aimed only at workers, with miners also

killing two policemen in a machete attack near the mine, and two other security guards in similar circumstances.

On one side Lonmin’s workers say they’re protesting for better conditions, but on the other reports attribute the violence to a turf war between rival unions.

Whatever the truth is behind the attacks there’s no doubt they’re bad news for companies looking toward South Africa to start new projects.

But the action isn’t limited to South Africa, with miners working outside the law in many mineral-rich regions of Africa.

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ILLEGAL MINING

illegal miners died in the Congo after a landslide caused a shaft collapse.

The Congo has long suffered from illegal mining, with rebel groups using the wealth from these practices to help fund their activity.

Gold has always been the mineral of choice but with commodity prices so high they’re increasingly branching out into other minerals.

For the Congo this means tin, tantalum, and tungsten, which are used in consumer electronics, but in other regions it’s quite often whatever they can get their hands on.

Ghana has seen a flood of Chinese nationals start illegal projects, and Mali’s industry has also seen its fair share of trouble.

Other African countries have also had problems, but unfortunately they’re not the only ones.

Asia

While China is best known for its appetite for raw materials, it’s also home to a large, albeit dangerous, mining industry of its own.

And a large part of the country’s horrendous safety track record can be attributed to quasi-legal, or straight-out illegal projects inside the country’s borders.

Most recently close to 1,000 tonnes of illegally mined rare earths were seized in China, but in the wider industry fatalities in poorly controlled coal mines and other operations are common.

Outside China officials in the Philippines regard small scale illegal mining as an “open secret” and a rising problem.

Further south top lawmakers in Vietnam have called for stronger measures against illegal mining; a problem they say is starting to get out of control.

And in nearby Papua New Guinea Barrick Gold’s Porgera mine was recently overrun by hundreds of illegal miners, who took hostages, damaged equipment, and attacked workers.

The incident signaled that while it’s often a problem driven by small-scale operators, illegal mining can afflict the industry’s biggest players.

But by far the biggest focus for illegal mining in Asia has centred on India, where the problem has been at the forefront of public debate.

Illegal iron ore mining in the country has garnered international attention following allegations of widespread corruption, royalty workarounds, and environmental damage. Government officials and other regulators have www.miningaustralia.com.au

The growth of illegal mining cartels in India has seen corruption at some of the highest levels of government.

been embroiled in the affair, which led parts of the Government earlier this year to propose a ban on all iron ore exports

widespread and disparate efforts around the globe, the solution to this problem will only AD_ A MM B Ocome G S Ewith P _ 1a 2dent . p in the markets.

But an awareness of the issue is also an important starting point dfrom f Pwhich a g enew1 policies 1 4 / can 0 8be / built 1 2 , to stage a comeback.

Elsewhere

Outside these hotspots otherwise legal miners went rogue earlier this year in Spain after their Government announced major subsidy cuts for the coal industry.

The decision was bad news for workers already suffering with the Eurozone crisis.

Some reports put job losses at up to 30,000, which forced miners onto the streets and into violent clashes with police.

Homemade weapons, shields, and makeshift firearms were used in the confrontations.

More passive forms of protest, including workers refusing to leave their mines, have also been used.

Across the Atlantic Colombia is taking up the fight against illegal mining, with authorities last month seizing 400 kilograms of illegally mined tungsten.

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The solution

That the problem of illegal mining spans across every ocean, and from one continent to the next, proves it’s an issue not easily solved.

It’s also an issue where the cause is hard to pin down.

High commodity prices are the obvious driver, and judging by the

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PILBARA SPOTLIGHT

Finding IRON

ORE’S floor

While there’s increasing worry about how falling commodity prices affect our iron ore, miners seem safe for the time being, writes Andrew Duffy.

B

ecause iron ore is so vital to the Pilbara industry, so too is the iron ore price.

Global demand, especially from China, is what drives the boom, and without high prices many developments come under question.

So it’s with increasing hesitancy that global miners have eyed the future of the Pilbara, despite already committing to a number of major expansions in the region.

Since the start of the year iron ore prices have taken a significant hit, and this downgrade has built on an overall declining trend that started in September 2011.

With the wavering price in August marking five months of continuous weakness the question of how much further there is to fall is now a big issue for the Pilbara industry.

Among the region’s companies BHP Billiton, Rio Tinto, and Fortescue Metals Group will be watching the price most carefully, with all three having made giant bets on prices staying high.

New floor

Despite rising anxiety about commodity prices the Pilbara’s big three have publicly declared faith in the strength of the market.

Outside these companies most independent analysts agree with those predictions. Late last year the price hit a high around $US177, but fell 32

September 2012

AustralianMining

off a cliff as China entered winter, with 2012 prices starting at $US140 in January.

Whilst rising slightly to $US147 in April, the prices have since dropped off significantly, even touching bellow $US120 at times in August.

But despite the fall some analysts expect the region of $US120 to be the new benchmark.

Fat Prophets resources analyst David Lennox told Australian Mining there seemed to be spare steel in China, but underlying demand for Western Australia’s iron ore was still strong.

“We’ve got the view that we’re probably looking for it to base out around this $US120 level,” he said.

“It looks like China will currently consume around 670 million tonnes of steel this year, it’s capacity if about 700 million tonnes, so we think that spare capacity is what’s driven the price down.”

“Obviously like all people they would like the price to be higher but I think that it’s probably within their comfort zone,” Lennox said.

“These companies have been mining iron ore in the Pilbara for a long time and the margin that they get out of each tonne is considerable, even with the expansions we’ve seen over time.”

But having already shed a significant amount, Lennox said the safety cushion for the Pilbara’s big three is getting smaller.

“They certainly wouldn’t like to see it drop out of triple figures, put it that way,” he said.

And although these miners have analysts of their own, and have been fronting a brave face to the public, Lennox said companies were likely to be “a little surprised” at the price falls over recent months.

Comfort zone

As the mining boom’s progressed and the prices paid by Asian steelmakers skyrocketed, China has been pushing for more power in the negotiation of contracts and prices.

A number of changes and new innovations have since followed, and Lennox told Australian Mining companies were still taking time to get used to new systems.

“Not so long ago we had contracted prices so these sorts of levels probably wouldn’t have happened,” he said.

Despite the fall over recent months Lennox said it hadn’t been significant enough to force major changes for the strategy of BHP, Rio, and FMG. So despite Rio and BHP indicating some major changes were underfoot in the Bowen Basin and Olympic Dam, so far the Pilbara looks safe.

You’ve got to remember back in 2008 iron ore prices were $US60 so they’re still double what the price was around four years ago.

Boys club

“It’s fairly new to all of us what the prices will do now that there’s less of a boy’s club pricing mechanism and there are more participants in the market.”

But Lennox said the question of whether these changes had contributed to lower prices was difficult to answer, stating “Sometimes it will be good to the supplier sometimes it will be good for the consumer”.

Not going away

While there’s no doubt the high point of the resources boom is behind us most indicators point to iron ore prices staying high for some time to come.

In fact Lennox told Australian Mining the recent falls might even signal a return to more sustainable and level pegged growth, which would benefit stakeholders from the community level to the boardroom.

“No-one apart from the iron ore miners wanted to see prices approaching $US200 a tonne because that sort of requirement can’t be maintained,” he said.

“China’s initial rush which saw substantial increases in demand for steel is probably plateauing now but it’s not going away.

“Even as china slows we think that theres a sustainable level of steel consumption somewhere around 6070 million tonnes, that will be here today will be here next year will be there the year after.” www.miningaustralia.com.au

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PILBARA SPOTLIGHT

Ready for remote control The move toward establishing remote operations centres in the Pilbara is progressing, writes Andrew Duffy.

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y the end of the year BHP Billi­ ton will have completed a major shakeup throughout its Pilbara operations.

Coinciding with the opening of the company’s new building in Perth, a significant portion of its Pilbara work­ force will move to the city centre.

The move signals a big step to­ ward the company’s plans to integrate control of its mines.

It’s a major trend sweeping the Pilbara and it’s one BHP is still catch­ ing up on.

Rio Tinto has led the way, with the centralised offices forming a key part of its well­publicised ‘mine of the future’ campaign.

But it’s not the only one making headway and the reasons behind its push aren’t as clear cut as they seem on the surface.

This month Australian Mining caught up with integrated operations expert Andrew Sherring to get the lowdown on how this important trend is playing out in the Pilbara.

Having worked as a consultant on both Rio and BHP’s remote opera­ tions, Sherring has unique insight into what our biggest players are doing.

Set the scene

Presenting at the Honeywell users group conference, Sherring said there

was still significant confusion about the purpose of remote collaboration.

He said at the heart of the issue was not necessarily the drive to de­ velop a remote centre.

Instead the drive was to ensure the disparate mines of Pilbara companies were fully integrated.

“It’s quite easy to lose touch of that and it’s not uncommon to have organi­ sations seeing some centre somewhere and saying ‘I want one of those’,” he said.

Sherring told Australian Mining it was quite easy to find expensive and cutting edge centres around the world that “weren’t adding a lot of value”.

For Sherring the move toward remote collaboration is the result of mines getting deeper, more compli­ cated, and more complex then they ever have.

“That’s an incredible challenge, and yet we just carry on trying to do things the same way,” he said.

“You’ve got to start thinking about doing things differently and making it easier for people to work.”

Another big push towards remote operations is declining productivity and a reducing pool of expertise.

Because high talent trends to grav­ itate toward capital cities Sherring Continued on page 36

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September 2012

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PILBARA SPOTLIGHT

Continued from page 34

said it made sense for companies to integrate their workforce in a single location.

And with everyone working in the same environment, the ability to stand­ ardise work increases productivity.

“This isn’t rocket science, most of the principles here are extremely sim­ ple and can be applied in a relatively simple, low cost, low risk way,” Sher­ ring says.

Rio Vs BHP

While both Rio and BHP are making moves on remote operations Rio’s projects are the more advanced of the two.

But Sherring told Australian Mining Rio was leading the charge in part because it had to.

Rio’s iron ore grades are declin­ ing fast and they’re already at levels lower than rival BHP. So the pressure of rising costs and falling commodity prices is squeezing profits harder at Rio than it is for some of its competitors.

Nevertheless similar grades aren’t far away for BHP, which is why it’s acting now.

BHP has put in early ground­ work, long ago establishing an ‘inte­ grated planning’ department that al­

Remote operations and automation is a way to take advantage of the shrinking talent pool.

ready adopts many of the principles already being looked at.

But apart from those small dif­ ferences what BHP and Rio are aiming to achieve in the Pilbara is largely the same.

Both are looking to cut costs and improve efficiency.

Keep it simple

In ramping up the move toward re­

mote operations, Sherring said it was important to allay fears and miscon­ ceptions about the work.

He said it was important to high­ light the move was not only about cre­ ating a remote “control room,” which workers sometimes viewed as taking over the operation of each site.

“It’s not centralised planning, it’s integrated planning. These are really important distinctions,” he said.

He said at its core, remote cen­ tres were a simple idea.

“If you’re in a team and you’re trying to get a job done together, here’s a radical idea, why not make it easier for those people to com­ municate? Why not sit them in the same room? Why not give them some common information and common data? Yet we don’t do that,” he said.

AustralianMining

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PILBARA SPOTLIGHT

The Pilbara presents unique challenges for those unfamiliar with the region. Image: Carlton Contracting

Pain in the Pilbara CITIC Pacific’s delays in unveiling the Sino project highlight that even in our mining hotspots, developing a new project is difficult.

W

hile the Pilbara sits on equal terms with the Bowen Basin as Australia’s mining hotspot, development within the region is not without its difficulties.

For experienced and well established companies like BHP Billiton, Rio Tinto, and Fortescue Metals Group, the Pilbara poses sizeable, but well-understood challenges.

For new players like CITIC Pacific the problems are much harder because of their lack of experience.

Representing one of China’s largest investments in the Australian mining sector, CITIC Pacific Mining and 38

September 2012

its lead contractor MCC are well-established names in the global industry.

But they’ve never been to the Pilbara, and recent results suggest this dearth of experience is behind a lot of the company’s delays in developing the Sino Iron project south of Karratha.

In the company’s half year results announcement last month CITIC chairman Chang Zhenming told investors “unpredictable challenges” had prevented the Sino project from meeting its target to start mining by the start of September.

“There is no question that tremendous progress has been

AustralianMining

made in the last six months,” he said.

“However, it is also a fact that we will not be able to produce iron ore later this month, which is a disappointment to us and to you.”

Whilst CITIC was willing to take its fair share of the blame Zhenming said the lack of Australian experience for its Chinese lead contractor MCC was a big factor in the setbacks.

“MCC, although an experienced contractor in China, says the complications and the amount of work involved in building such a larger and complex project

in Australia far exceeded their expectations,” he said.

“As the employer of MCC, we do bear our share of the responsibility.”

In outlining the difficulties MCC had adjusting to the Australian industry, Zhenming said the commissioning and regulation in the Pilbara was “much different from that in China”.

“There are strict commissioning requirements, ranging from the certification of construction completion documents by licensed Australian engineers to meeting stringent safety regulation standards,” he said. Zhenming also said a “particularly acute” short-

age of electricians, something troubling companies outside the Pilbara as well, was responsible for delays.

Outside MCC’s performance CITIC said equipment delivery delays and extreme weather had played its part in delaying the Sino iron ore mine’s development.

With commodity prices slowing CITIC’s troubles should come as a stern reminder for the wider industry.

Whilst developing a project for one of the most soughtafter minerals in one of the most productive regions of Australia, no company is without its challenges, and no company can afford complacency. www.miningaustralia.com.au

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PILBARA SPOTLIGHT

Helping the Pilbara grow The WA Government is introducing reforms and initiatives to help keep the Pilbara’s mining industry strong, writes Beau Pearson*.

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here are more than a few things the Pilbara, in northern Western Australia, is synonymous with. The rust-coloured dirt of the Australian outback, the world-renowned Karijini National Park, fossils of the world’s oldest organisms and – of course – vast reserves of iron ore.

Similar to how gold shaped the fortunes of Kalgoorlie since the turn of the 20th century, iron ore has been shaping the Pilbara since the 1960s.

This steel-making mineral has transformed the Pilbara into the engine-room of not only Western Australia’s, but Australia’s resources industry.

Figures cannot do justice to the sheer size and scale of mining in the Pilbara. It has to be seen to be believed.

However, the figures do give an indication.

According to the Department of Mines and Petroleum’s (DMP) Statistics Digest, in 2011 the value of resources in the Pilbara was $62.6 billion.

Unsurprisingly, iron ore made up the overwhelming majority of this value, with more than $60 billion of iron ore was dug out of the Pilbara last year. This represented 96 per cent of the value of minerals in the region and 96 per cent of all iron ore produced in the State.

The region also produced gold and silver worth more than $1 billion – not an insignificant figure – but such is the colossal nature of the iron ore industry, it pales in comparison.

It is also interesting to look at how last year’s figures compare to five years ago, when the “mining boom” was well and truly ramping up.

In 2007, the value of the Pilbara’s resources was $30.8 billion, or less than half of last year’s figures.

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Iron ore dominates the Pilbara’s mining industry.

With more than $40 billion worth of major iron ore projects and expansions either committed or under consideration, there is no doubt that the Pilbara will continue to be a driving force behind State and national economic growth in years to come.

However, it is important to recognise the ongoing economic uncertainty gripping much of the world.

This is why it is vital we make the most of our opportunities.

One way DMP is encouraging further investment in the industry is with the Exploration Incentive Scheme (EIS).

The State Government recently announced it was extending funding for EIS until the end of June 2016. This will mean a total of $138.1 million will have been committed to exploration incentives since its start in 2009.

Regional geophysical and geochemical data which have been acquired through EIS have improved knowledge of the geology of Western Australia and encouraged exploration.

Another important part

AustralianMining

of the scheme is the flagship Co-funded Drilling Program.

The program supports innovative drilling projects in underexplored areas of the State.

Despite the amount of mining activity in the Pilbara, there are still many areas that are underexplored.

Since the drilling program was launched 42 projects in the Pilbara have received EIS funding. This program is helping companies discover the resources of tomorrow, today.

Another important focus for the department has been approval reforms.

Since 2009, DMP has committed significant resources to these reforms. This work is now starting to pay dividends. Despite the department receiving record numbers of applications in recent years, these are being assessed faster and more efficiently.

Online lodgement has played a key role in improving the efficiency of application assessments and is now used across a number of areas at DMP, including Mineral Titles, Environment

and Petroleum applications.

The positive impact of these reforms can be seen in Western Australia’s international standing for investment in the mining industry.

In 2011-12 WA was among the top 20 mining jurisdictions in the world according to the internationally respected Fraser Institute survey of mining companies.

Western Australia was ranked equal 11th out of 93 jurisdictions, up six places from last year’s survey. The department’s reforms have offered greater transparency and certainty for industry, and companies are recognising that.

There are a number of other reforms DMP is undertaking in safety and environmental regulation that will also make a real difference to how industry operates. These reforms will not only strengthen regulation, but also improve efficiency.

The State Government is also committed to providing funding support for key infrastructure aimed at supporting the growth of the State’s resources sector and

development of regional areas, particularly the Pilbara.

Projects in the region include the development of a multi-user deepwater port at Anketell, the Ashburton North Strategic Industrial Area and the Pilbara Cities Initiative – which has been a key focus for the State Government.

More than $1 billion in Royalties for Regions funding has been committed to Pilbara Cities. This funding will transform the region to ensure it can support and deliver the skilled workforce needed for major economic projects in the region.

The Department of Mines and Petroleum is committed to the Pilbara and recognises the unique significance of this region. The ultimate goal of our reforms and the State Government’s initiatives is to ensure the safe, responsible development of the State’s resources for the benefit of all West Australians. *Beau Pearson is a communications officer for the Department of Mines and Petroleum. www.miningaustralia.com.au

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Among the first Sizers into the demanding metalliferous mining industry was an MMD 1500 Series machine, installed in Australia in 1995 to reduce ROM iron ore to a conveyable size. Its efficiency and reliability has led to the installation of further Sizers for both primary and downstream reduction in iron ore mines. These subsequent installations, and the fact that the original unit is in operation provides tangible proof that MMD Sizers have an iron clad track record in metalliferous mining.

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AM.SEP12.PG042.pdf

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SUSTAINABILITY

How to turn miners GREEN While the mining industry is sometimes slow to adopt new initiatives, there’s a very good reason for it, writes Andrew Duffy.

W

hile it spends millions each year driving green and sustainable initiatives the mining industry is often lambasted for not doing enough for the environment.

Sometimes the accusations are without basis, but one charge the industry finds hard to beat is its conservatism on cutting carbon.

Mining’s criticism of the Government’s carbon tax is the best example on this front but a wider hesitancy toward energy is prevalent across most of the industry.

This conservative outlook is steeped in a strong strategy that drives value for money, and doesn’t commit to large projects without a solid grounding in fact.

And according to leading sustainability strategist Martin Blake if green initiatives are pitched within the same framework they’ve a strong likelihood of success in the mining industry.

In essence Blake believes the resources industry should focus on the benefit of energy efficiency rather than the impact of global warming if it’s to succeed in driving sustainable initiatives.

Blake told Australian Mining if businesses and policymakers “focused on the money” then green initiatives would have a greater likelihood of being adopted.

“If they actually looked at energy reductions and cost savings A Dwouldn’t _ A M Q UbeI this A U debate G _ 1 2about . pd there whether carbon is produced by man,

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or whether sea levels were rising,” he said.

“Arguing about carbon isn’t the way to get businesses to do it. It’s

moves to protect the environment, they should be looked at “the same way you would any other business decision”.

better if all of those conversations Having worked with the resourcdisappear.” es industry in the Middle East, Blake f PBlake a g e said 1 instead 2 0 / 0 of 7 / treating 1 2 , 1 said 2 : 2companies 0 P M were keen to adopt green and sustainable initiatives as sustainable initiatives when there

was a strong business case for it.

“When they found out how much money there was to be saved the approach was ‘Whose fault is it?

Why didn’t we do this earlier?’,” he said.

Blake said all businesses had a ‘hurdle rate’ for making investments, and if a certain project did not pass a particular return on investment it was unlikely to be adopted by the company board.

He said the key to making sustainability work was making sure green projects passed a company’s standards.

“Interestingly, the directors have a duty to their shareholders to do the project if it exceeds the corporate hurdle rate,” he said.

“You don’t need legislation, you don’t need to have an argument between Abbott and Gillard.”

“All you need to say is if the business case stacks up, why aren’t you doing it?”

The seemingly common sense argument is one that’s still rarely used for driving sustainability in the mining sector.

Before complaining about the lack of commitment in the business world, the sustainability sector need to make sure its offerings are worth taking up.

“Once you show the board of a company that there is more money to be made by energy reduction than there is as just business as usual, then of course they are compelled to do it, they can see the business case,” Blake says.

www.miningaustralia.com.au

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AM.SEP12.PG044.pdf

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INDONESIA/PNG SPOTLIGHT

Clearing the AIR OF UNCERTAINTY While recent changes to mining laws have worried some in Indonesia, it hasn’t dissuaded all Aussie miners.

I

ndonesia is one of the most interesting places to do business right now.

Despite being only a short flight away from Australia, it really is a world away.

It is also rapidly developing, and opening up as a potential market for many Australian companies.

Mining wise however things are still up in the air as the nation looks towards the future implementation of a mining tax, similar to that in Australia, and legislation of nationalisation laws which will see all foreign miners give up the majority share of their operations to Indonesian owned companies, Despite all this it still hasn’t dissuaded many Australian miners from continuing or starting to do business in Indonesia.

Speaking to one Australian miner working in the country – Auger Resources, they told Australian Mining that despite these apparent hurdles, the country is still as prospective as ever.

“Indonesia is one of the most mineralised places in the world,” Auger Resources’ managing director Grant Kensington told Australian Mining.

“It hosts a number of near surface, world class deposits that are relatively untapped, and the Indonesian Govern-

ment is seeking foreign capital to develop these as well.

“They want to develop their resources.”

Operating in the heart of Indonesia, through its Wonogiri joint venture project in Central Java, Auger has experienced the country’s changes first hand.

It began earlier this year when the Indonesian Government announced strict new changes to mining regulations.

The major changes specify that foreign mining companies must divest 51 per cent of their projects to Indonesian companies within the next decade, and highlighted changes to mining taxes.

The divestment will focus on approvals after 2009.

The changes are an expansion of existing laws stipulating foreign countries must divest 20 per cent of their projects within the first five years of production.

Government officials also stated that in addition to stricter foreign ownership laws Indonesia should place a 25 per cent tax on mining exports this year, growing to 50 per cent next year.

The new laws also propose a ban on the export of some unprocessed minerals by 2014.

The changes were initially met with shock, and al-

“There is mineralisation near surface,” Kensington says.

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“Indonesia has some world class untapped deposits,” Auger Resources Grant Kensington says.

though reports were mixed the majority of foreign miners, like Auger, have cleared the air of uncertainty over unmanageable regulations.

The Government has already defended itself against the changes and marketed the legislation as protection against foreign interests.

However, there is still uncertainty on what minerals the nation plans to tax.

In June the Government stated that it had no plans to tax thermal coal, although it has been considering safeguards to ensure domestic supplies.

“The real problem with the mining laws and regulations at the moment is that they still need to be bedded down to see how they will actually work in practice,” Kensington said.

And despite the apparent uncertainty at the moment “it is really no different to a lot of other countries with

Discovery costs are around $3 per ounce.

changing mining laws,” he added. Kensington went on to say that social issues are often a problem for miners operating in the region with some, such as Intrepid, facing serious difficulties.

Intrepid has been forced off its own project sites in Indonesia by its elusive Indonesian partner, a Jakarta couple known as Maya Miranda Ambarsari and her husband Andreas Reza Nazaruddin.

Auger’s Kensington told Australian Mining that “we haven’t had any issues on site, either social or with our joint venture partner”, adding that “we’ve had a very active social and development program”.

The miner entered Indonesia through its earn-in via the Wonogiri joint venture with Indonesian company PT Oxindo.

“It has worked well as they focus on the copper deposits while we are focusing

on the gold, there is the potential for significant mineralised porphyry systems,” he said.

According to Kensington the project is very prospective, and already has “a JORC compliant resource of 1.34 million ounces of gold equivalent, the majority of which is measured.

“There is also mineralisation up to the surface, with the potential for bulk mining; we expect recoveries of around 90 per cent as well,” he said.

What set the operation apart from similar mines nearby is “the low discovery costs of only $3 per ounce, and the fact that from our very first involvement through to getting a JORC resource has only taken 15 months”.

Despite apparent uncertainty and investor worries, the future not only looks bright for Auger, but also Indonesia’s mining industry.

Its Wonogiri project has 90 per cent recovery rates. www.miningaustralia.com.au

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AM.SEP12.PG046.pdf

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INDONESIA/PNG SPOTLIGHT

Not so futuristic With the approval of a seabed mining project, all eyes are on Papua New Guinea’s mining industry.

L

ast month the Papua New Guinean Government made a decision that positioned it at the forefront of an exciting new field in the mining industry.

After vigorous debate the Government gave the go-ahead for Nautilus Minerals to start the world’s first deep sea mining project.

While still facing opposition from local conservationists and fishermen, the decision will mean the Canada-based company will be able to mine gold and copper from hydrothermal vents on the ocean floor.

Located off the coast of New Britain, Nautilus says its Solwara 1 project could generate over $US1 billion and create new employment The world is closely following Nautilus’ developments in Papua New Guinea. opportunities for PNG locals.

The 20 year lease will allow the company to mine an area 1.6km beFor PNG the development means have previously expressed interest in low the Bismark Sea, where it will it will be the leader in a sector with making similar developments, and target high grade copper and gold. strong potential, which a number companies are also looking at develA swathe of new equipment will of countries and companies are also oping seabed mining in Australian be used in the project, including sea- closely eyeing. waters off the Northern Territory’s floor production tools, support vesWhile the Nautilus project is A D _ MA N MF L I A P R _ 1 2 . p d f Pa ge 1 1 / 3 / 1 2 , 1 coast.

1 : 0 But 9 not A Mall Papua New Guinsels, and pumps and riser systems. the first of its kind Japan and China ea locals are excited by the project,

and many think the Government has made a risky move by allowing Papua New Guinea to be the global ‘guinea pig’ for seabed mining.

Conservationists around the world have also raised concern at the development, and in Australia the movement against the fledgling industry has gained more traction.

Traditional land owners have also presented challenges for Australian companies, and as a result the project approval process has lagged significantly behind Papua New Guinea.

Nevertheless these delays are to be expected for a new industry, and Nautilus faced no shortage of its own battles before winning approval.

For now all eyes will be on PNG and the developing story of the Solwara 1 project.

If Nautilus Minerals can manage to pull it off on time, on budget, and without damaging the environment, then the implications for the global industry, including Australia, will be significant.

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AM.SEP12.PG049.pdf

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INDONESIA/PNG SPOTLIGHT

Mining a new vein A new mining event is set to open relatively untapped regions to Australian miners.

A

new mining event in Indonesia is set to capture the growing Asian economy’s attention.

Indonesia’s economy is forecast to grow by an average annual rate of 11 per cent from 2011 to 2015, with mining being one of the major contributors to this growth.

With copious reserves of tin, nickel and coal, it is expected that these three areas is where M&E will be looking to attract potential investors into the region.

Despite its convenient location on the Pacific Rim, close to Asian and Australian markets, exploration and development in Indonesia has experienced several setbacks.

With the perceived instability in the region and pressure from environmental and social groups in respect to mining activity, the Indonesian mining industry has yet to flex its arm and become a major force for mining in the region.

Michelle Lim, Reed Exhibitions’ managing director, says the exhibition will help to put the nation’s mining industry on the map.

“The launch of M&E Indonesia 2012 aims to tap into this dynamic growth, creating an opportunity for international suppliers to gain a foothold and to showcase and introduce sustainable mining methodologies into Indonesia.

“At the same time, M&E Indonesia 2012 aims to provide a conducive environment for Indonesian mining players to network and forge business partnerships with these international suppliers,” she said.

“Feedback from the mining industry indicated a need for a dedicated mining event and the desire to connect with more international suppliers.

“M&E Indonesia 2012 aims to bring in international participations from Canada, China, Germany, India, Singapore and USA for this first edition,” Lim added.

John Gorton, Reed Exhibitions’ group director said “with Reed Exhibitions’ experience, knowledge and good relations with customers, we are confident that we are able to connect international suppliers with the Indonesian mining industry.

“Through our surveys conducted with AIMEX 2011 exhibitors, Reed Mining Events has received www.miningaustralia.com.au

A D _ A MN I L S E P _ 1 2 . p d f The event in Jakarta will showcase our nearest neighbour’s potential.

Pa ge

1

1 7 / 0 8 / 1 2 ,

strong interest from more than 100 Australian companies to participate in it.,” Gorton said.

“Additionally we have also received positive interest from overseas exhibitors in Germany, China, the USA, and India”.

Gorton went on to say that the high expected growth of Indonesia’s mining industry, and response to this event, means that Mining and Engineering Indonesia will have a productive first year.

However Reed is not doing this whole event alone.

It is collaborating with Indonesia’s Quad MICE Management and the Indonesian Mining Association (IMA) to coordinate the 2012 edition of the Asia Pacific Mining Conference alongside this new trade exhibition.

The conference is expected to attract 1,000 senior mining industry professionals and will address current challenges, investments and business opportunities as well as future trends in the Indonesia mining industry.

Seno Adhi Damono, Director of Quad MICE Management said, “This is a great opportunity to put Indonesia’s event management on the global map”.

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AM.SEP12.PG050.pdf

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WRAP

QME wrap up The event has seen its biggest and best year yet.

T

he Queensland Mining and Engineering Exhibition has come and gone, and again the show has exceeded expectations.

Speaking to Reed Mining Events’ exhibition director Paul Baker, he told Australian Mining that the show traded well ahead of the previous show in 2010 and by the second day had seen more than 10 000 people pass through its doors.

“It has been a really exciting show and we’ve seen an excellent response from exhibitors,” Baker said.

“It has really exceeded our expectations.”

He went on to say that one of the show’s highlights was the Women In Mining day, which saw pink shirts and lanyards spread throughout the exhibition.

“The panel discussion in the newly created ‘Community Hub’ was also really well received, it was standing room only.”

The panel discussion, hosted by Mining ond A D _ Family A M J OMatters, H S E P focused _ 1 2 . p issues affecting women in the indus-

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try, careers in mining, increased representations of women, and families.

Baker explained that unlike last year’s AIMEX there has not been specific theme days for each day of the event as such, rather an overarching theme of miners’ health and safety, with the new Community Hub initiative hosting free health checks and providing advice.

With the positive response coming in, Baker said that Reed Mining Events has now changed its booking sched- Heavy machinery commanded its own tent at the Queensland show. ules, and for the first time allowed preregistration for QME 2014. ber. “GME is 84 per cent allocated into Indonesia,” he told Australian “Previously we only opened book- as of the end of July.”

Mining. AIMEX is also coming into ing 12 months beforehand, but now Baker explained that QME has focus as well as the event kicks off we’ve opened it up for 2014 already, acted as a good place to highlight the for next year. and many exhibitors have rebooked,” different regional events this year.

“It’s been in the market for about Baker told Australian Mining.

In October Reed is also branch- six weeks,” Baker added.

As QME wrapped Baker said the ing out by holding its first ever M&E “It’s great that we’re holding focus quickly shifted towards last Indonesia.

AIMEX by itself next year as it remonth’s M&E NSW “We have had a good response ally allows us to focus on this event “M&E NSW had sold out, but to the show in Indonesia so far, and and building it up.” we managed to release more space, we managed to partner with Asia As QME’s final day wound down and we’re really looking forward to Pacific Mining Conference 2012. It Mackay had already begun preparf it.”PIta is g also e 1working 1 3 / toward 0 8 / 1West2 , 6 will : 1 act 3 as P Ma good opportunity for ing in anticipation for 2014 and the ern Australia’s GME event in Octo- Australian mining companies to get next event.

www.miningaustralia.com.au

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AM.SEP12.PG052.pdf

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SAFETY

REFUGE CHAMBERS:

World, yes. Australian coal, no?

Paul Medcraft* asks whether Australia’s mining industry is living up to its reputation as the safest in the world.

A

ustralian coal has made a firm NO stance on the use of refuge chambers in coal mines. It’s a stance that puts them at odds with all the other major coal producing nations, in particular the US and China.

There is no question that given the risk of further incidents and exposure to methane and coal dust, the best solution in the event of any underground emergency in a coal mine is to exit the mine immediately. Where Australian coal differs with the rest of the world, is the issue of what happens if miners simply can’t get out of the mine.

With miner’s lives at 52

September 2012

stake, you’d expect an amount of care and consideration with this question.

It’s certainly a valid question as there have been numerous past incidents in coal mining where miners have survived the initial explosion, fire or collapse and been left trapped and/or incapacitated.

And no-one, not even Australian coal is surely suggesting that in the case of every single coal mining incident, all miners underground at the time, wherever they are, are automatically dead?

Or are they?

So, if we return to this question, you’d expect a responsible person to demonstrate an informed solution to the problem, likely

AustralianMining

backed by research, actual case studies and a clear understanding of the risks involved.

At least that’s what happened in the US. After the Sago coal mine explosion in 2006, where 13 miners became trapped and sadly later perished, intensive research by the US regulatory authorities MSHA and NIOSH determined that refuge chambers were “vital” to ensure that those unable to escape as a result of blocked escape ways, smoke or injuries, had another means of a safe environment and a second chance at survival.

In a detailed study involving all major mining incidents in the US between

1970 and 2006, NIOSH determined that “refuge stations (chambers) would have had a positive impact on the outcomes of 12 disasters or 32 per cent. The total number of miners that would have been positively impacted was 83 (19 per cent) of the 429 underground and impacted (miners) by these accidents.

A total of 74 (29 per cent) of the 252 fatalities would have been positively impacted and potentially would have survived the accident”.

74 lives: that’s 74 families.

The report goes on to state that these numbers are based on the assumptions that were made during the analysis of the mine disaster

reports, and that “these assumptions are conservative and based on sound understanding of coal mining environments, operations and procedures.”

Following the report, the Miner Act made refuge chambers compulsory in all underground US coal mines, with all mines given until 2009 to have them installed.

Now you might say that a proactive employer, operating in the same exact industry in another part of the world, might view this report and its findings as a red flag and take action. In China, India, Russia, yes.

Why not in Australia?

To date Australian coal has vehemently resisted the www.miningaustralia.com.au

AM.SEP12.PG053.pdf

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Coal miners have been reluctant to adopt the usage of refuge chambers.

numerous calls for refuge chambers to be become mandatory at home, no-matter what the evidence presented to them. They are fixed in their mindset.

Instead they seem to believe that a combination of SCSRs, CABAs and escape ways where available are all that’s required to provide a viable alternative in an emergency. They believe it so strongly that there is not a single long duration refuge chamber in any Australian coal mine (to the best of our knowledge).

If this fixed mindset was confined to one side of the fence regarding workplace safety obligations then it would seem, however wrong, a more conventional dispute.

However the coal producers themselves are not alone. In recent conversations I’ve personally had with the regulatory authorities in QLD, it seems they too are in agreement.

At a recent mining expo in QLD a mines safety inspector literally stated “what we don’t need is miners climbing into refuge chambers”.

Despite the actual evidence to the contrary it seems all sides are missing the point.

Or are they just deliberately missing it?

There’s a very human factor to this debate – one that’s difficult to talk about but perhaps explains some www.miningaustralia.com.au

of the underlying resistance.

By installing refuge chambers you’re allowing the possibility for an incident to become drawn out and intensely personal.

Take recent incidents such as the Chilean miners rescue and even the recent fire at Newmont’s Waihi operation in New Zealand. They show how the entire world can suddenly become a cap-

Hard rock miners have been more open to using underground safety chambers.

tive audience witnessing a story of human endeavor and endurance unfolding before them.

The Australian coal position, strengthened by the events at Pike River holds that a rescue attempt would not be allowed if there was an ongoing risk to others. This is always the correct decision. However with modern refuge chambers equipped

Coal mine safety relies mostly on SCSRs, CABAs, and escapeways.

with communications systems which can even include live video feeds it is difficult to even comprehend the pressures on those involved and the heartache that might unfold if a decision were made not to attempt a rescue.

Perhaps this is all too true. Perhaps it would be condemning an entrapped miner to a slow death. However what shouldn’t escape us is that if the same miner were able to be rescued from a refuge chamber (as in Chile and Waihi), then by not making them available this collective industry mindset is actively condemning that miner to a quick, and certain death.

A quick and certain death – maybe it’s better that way. What about when you personally know that you could have acted to prevent it. Having touched on Pike River already it’s worth noting here that approximately 18 months before the fatal explosion occurred MineARC was contacted by then coal mine safety and training manager, Neville Rockhouse for a quote on our coal refuge chamber range. We supplied the quote on the 7th August 2009 and followed up as is custom, but were advised that no sale order would be forthcoming.

What later emerged from the Royal Commission investigation, was that the provi-

sion of said refuge chambers at Pike River became the subject of an ongoing feud between Rockhouse and then chief executive Peter Whittle – Whittle denying the case for refuge chambers as a means to counter the well documented risks caused by a lack of a second egress (or means of escape from the mine) in the event of an emergency.

Neville Rockhouse lost his son Ben in Pike River.

Neville’s other son Daniel survived the incident. His account is telling for the debate on refuge chambers.

After waking face down in the dirt, coughing, eyes watering from methane and CO and ears ringing, Daniel got up, grabbed a fellow survivor and dragged them both to a short-term ‘fresh air base’ which he thought was equipped with SCSR’s and basic first aid. It wasn’t even attached to mine air supply. After waiting for a period they made the decision to leave, eventually reaching the surface.

Daniel is a hero who saved himself and his mate.

His account begs the obvious questions: How many others survived the initial explosion? How many others could conceivably have made it to a refuge chamber if one were available? It Continued on page 54

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Continued from page 53

seems likely now that we’ll never know the answers.

Back to Australian coal’s current philosophy and their prescribed solution.

One area that I hadn’t spent much time thinking about until recently was the focus on SCSR’s as the prescribed primary means of selfassisted escape.

On the face of it, and again as long as an escape path wasn’t being restricted, the method made sense as long as they were readily available. My observations in many mines, coal and other have to date suggested that the number of SCSR’s underground was alarmingly close to the number of miners.

Unfortunately a very Why has China’s coal industry said these chambers are essential, but not Australia’s? personal experience recently caused me to focus very aspects of using one. Re- confidently activated it only left pondering on the issue strongly on SCSR’s. I had member, if you put one of to discover that this brand of survival. the opportunity to test a unit these on underground it is new unit was faulty. All it It is incredibly sobering given to me and I enthusi- because the situation is criti- took was about 45 seconds to realise that had I used astically took it up. cal and quite literally your for me to be gasping and that SCSR in a real emergenI was keen to experience life is on the line. I was giv- ripping it off my face. The cy I would have likely been a it Shaving H L 1 9been 5 6 _told D E about X _ U L en E La_full S Eexplanation . pdf P on a gits e 1executive 1 6 / from 0 8 / the 1 2company , 4 : 2 4casualty P M under the Australsome of the less palatable use and under supervision I was embarrassed and I was ian coal industry stance.

So we have refuge chambers that the US and Chinese industry say are essential, US research in particular indicates that had they been available in previous disasters lives would have been saved. We have refuge chamber manufacturers making full use of available technology to protect miners and keep them in communication with the surface for extended periods of time. We have miners and their families who have certainly indicated to us that they believe refuge chambers should be in coal mines.

What we don’t have is a forum for discussion. We understand that a review of the use of chambers in coal mines was held in 2010 involving coal producers and the regulatory authorities.

What didn’t appear to occur was for someone to ask us what was possible.

We would like to see this changed. *Paul Medcraft is the Australasian business development manager for MineARC.

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54

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AustralianMining

www.miningaustralia.com.au

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Mine site tough An Australian company is working with DuPont to make miners the toughest clothes around.

T

hey say clothes maketh the man. So what makes a miner?

The mine site is a hard, unforgiving work site.

So miners need clothes that are just as hard as the mine itself.

Unfortunately if clothes are extremely hard wearing they are not often comfortable.

And many companies find it difficult to hit that mid point.

It is hard to design clothes for the mining industry that will last yet also remain comfortable.

One company, Resolute Workwear, who is just entering this space did not even consider the mining market to begin with, and only stumbled across their application in the industry by accident.

Resolute initially designed its heavy duty clothes for motorbike riders, using Kevlar [which is made and owned by DuPont] to ensure that the trousers and shirts provided maximum protection while at the same time allowing userEfull AD _ A M Ethe N WS P _movement.

1 2 . pd However they soon thought about

Minersâ&#x20AC;&#x2122; clothing is put through tough conditions every day.

how these could be used in the mining all have a knitted inner made with space, as clothing strong enough to Kevlar. protect you from bouncing along the The shirts are made from 100 road should be strong enough for the per cent cotton, while the trousers mine site as well. are made from cotton duck weave; The clothes, including trousers, a f Pa ge 1 1 3 / 0 8 / 1 2 , 6 all : 0are 7 hi-vis P M and have UPF 50+ proslip on shirt, and button down shirt, tection.

Speaking to DuPont consultant Ray Stuckey at the Queensland Mining and Engineering Exhibition in Mackay, he explained that in order to ensure that Resoluteâ&#x20AC;&#x2122;s heavy duty Kevlar clothing was up to standard DuPont worked with Resolute as it developed these protective clothes. â&#x20AC;&#x153;Weâ&#x20AC;&#x2122;ve worked closely with Resolute throughout this process, itâ&#x20AC;&#x2122;s really been a guiding and coaching relationship, as DuPont owns Kevlar, so if they were to be branded as Kevlar clothing and using its reputation we wanted to make sure these products could pass muster,â&#x20AC;?

Stuckey explained.

DuPont took samples of the trousers liners for testing at its own laboratories to see if it could survive on site â&#x20AC;&#x201C; and it can. â&#x20AC;&#x153;We did our own abrasion testing and are manufacturing it in Australia and New Zealand, rather than importing it; we are manufacturing it here to ensure quality,â&#x20AC;? he added.

The Kevlar mining workwear was launched this month.

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PROTECTION FOR PEOPLE, THE WORKPLACE AND THE ENVIRONMENT

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Meets European level four abrasion ratings, Ansell says.

A hand up New gloves are increasing hand protection and movement.

H

and protection is a major issue in mining. The number of crush and cut injuries are higher than they need to be on site, and if a miners’ hands are out of order, then they aren’t much use on site.

With hand protection at the fore of their developments, Ansell have a new glove designed to protect users while still providing comfort and flexibility.

The company has launched its HyFlex 11-820 glove for multi-purpose light duty mechanical applications.

According to Ansell head of marketing, Mitchell Mackey, the HyFlex is a “genuine next generation glove which delivers high performance for general purpose industrial hand protection”.

It features “a breathable, highabrasion resistant palm coating formulation gives superior mechanical wear and tear performance and a new generation liner provides the wearer with a ‘second-skin’ level of comfort.

“The HyFlex 11-820 addresses the problems of worn coatings and dirty liners workers often experience with their conventional gloves. The www.miningaustralia.com.au

dark blue ‘second skin’ Spandex liner hides dirt and offers a snug, comfortable all-shift fit.

“Ansell’s Nitrile long-life coating formulation is designed to excel when the glove is used in applications where abrasion resistance is a priority,” he added.

The company has also focused on increasing comfort.

These gloves have been enhanced by an additional knitting process that drops down the little finger.

Additionally the upper palm portion below the middle three fingers is knitted separately from the rest of the palm, as well as the little finger joint mounted lower, means that independent movement have been increased, resulting in a better fitting glove.

On top of this, wearers will also find an “extra comfort” cuff that features an over edge that means the glove can be more easily pulled on or off.

Independent testing by European agency Centexbel has confirmed the HyFlex 11-820 glove meets level 4 abrasion ratings – the highest in the one to four scale.

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Armed and ready JCB have launched what they call the world’s safest skid steers. Cole Latimer reports.

I

t is always a big claim chine JCB have actually when a company says that made them safer by removit has created the safest ing equipment, not adding. piece of equipment.

At the Australian launch, Many times it is simply JCB national executive manadding a stronger undercar- ager Ken Butler said “we are riage, better engine, better now selling the world’s safest body; rarely is it completely skid steer in a country that redesigning the machine from views safety as a priority”. the ground up.

The new tracked and However, this is exactly wheeled skid steers feature what JCB have done. a single power boom and a JCB has launched what side entry, negating one of the it says are the world’s safety most unsafe practices of skid skid steers loaders. steer usage – front entry.

Speaking to the company at its Australia launch, JCB explained that these new generation of skid steers are the first in a range of new equipment to be released in to the Australian market, with new wheel loaders, backhoes, and telehandlers slated to hit Aus- The machines have been completely redesigned, using only a single arm boom. tralia’s shores soon.

But what exactly makes George Chaney, JCB’s Mining that as these vehicles means that operators no these skid steers different? skid international A D _ A M K O P S E P _ 1 2 . p dsteer f P a g e 1 sales 1 7 / 0are 8 /a 1single 2 , boom 8 : 4 machine 8 A M longer have to climb over the In redesigning the ma- manager, told Australian and have a side entrance, it attachment to enter the cab.

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AustralianMining

This act has always been one of the most dangerous in skid steer usage, and depending on the attachment or the weather, has been unnecessarily difficult – more so than it ever needed to be.

In May the Western Australian Department of Mines and Petroleum put out a safety bulletin highlighting the danger of front entry skid steers, in particular the pinch point near the front entrance step.

It was “prompted by concern that many employers, supervisors, operators and contractors may not be sufficiently aware that cramped conditions and lack of guarding lead to a crushing hazard associated with this type of equipment”.

In two incidents operators had their right legs over the entrance step to relieve

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cramping, and shifted pres­ sure to the left foot, activat­ ing the boom control pedal – causing it to descend and crush their legs.

The DMP directly stated that by installing a cabin door (and a fully enclosed cabin) these incidents could have been avoided.

Chaney went on to say that “the doors are nearly twice the size of other skid steer doors in the market, and on top of that these ma­ chines also have the lowest initial step for entry, making ingress and egress easier”.

These machines also dif­ fer from other skid steers in that they have a vertical lift rather than a radial lift, which allows them raise their boom and keep the same reach and distance between the opera­ tor and load “which makes them suitable as forklifts or for moving pallets,” he ex­ plained.

By enclosing the cabins these skid steers remove the risk of operators’ legs being crushed by a descending boom.

“The vertical lift basic­ ally enables more reach at sues, and is able to return to tering the cab and checking from dangling their limbs access to their hydraulics and height so it is much better the workforce. the vehicle’s blindspots com­ out of the cabin and risking a drive systems,” Chaney said. for loading trucks than be­ “This was actually the pared to most twin boom crush injury.

These machines will also fore,” Butler added. first order for the new skid skid steers.

Speaking to Australian have the capacity for 31 dif­ According to JCB region­ steer in Australia,” he added.

He went on to say that Mining, Chaney said that ferent attachments. al manager for the Pacific, In addition to raising safe­ “this visibility is also improved these vehicles also offer a According to JCB’s re­ John Smith, one of the first ty by removing the danger of as we are able to use lami­ level two FOPS as factory gional manager for the Pa­ buyers of the new one armed front entry, the fact that there nated glass instead of mesh, option or field addition. cific region, John Smith, the skid steer was actually a dis­ is only one arm has seen visi­ which also improves user vis­ He added that although company’s new 467zx 23.8 abled man. bility on the skid steers dra­ ibility as you don’t need to they are not currently mine tonne wheel loader will also Smith explained that the matically improved. protect the operator from the spec, these machines can arrive in Australia later this worker had previously been “By having a single boom two booms”. easily be built to mine speci­ year. injured on the job, but had it increases the visibility of the The cab itself is also fully fication levels.

It will also release the been unable to work on skid operator by around 60 per pressure sealed, which pre­ Improved serviceability heavy duty 5CX Backhoe, steers up until now as front cent over twin boom mod­ vent dust and dirt ingress. has also been a focus on these which some in the company entry required him to get els,” Chaney said.

Because it is sealed the machines, with a large rear described to Australian Minover the attachment, some­ “This new generation of cab can easily be heated or air opening door and grouped ing as “a backhoe on ster­ thing that was near impos­ machines has around 270°of conditioned, and has lower components at the back for oids, it is the largest one in sible for him. vision against the competi­ ambient noise levels for the easier accessibility and quick­ the world”.

With the side entry how­ tors 160°,” he explained. operators, with internal noise er maintenance.

The company launched ever, enter A Dhe_ is A now M S I able C S to EP _ 1 2 . p This d f was P a confirmed g e 1 1by 7 / 0levels 8 / of 1 2only , 76 8 decibels. : 3 4 AM “These skid steers also its skid steers to the public the machine without any is­ Australian Mining after en­ It also prevent operators have tilting cabs for easier at QME, earlier this year.

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AustralianMining 10/08/2012 September 2012 3:11:40 PM59

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Building safer sites Experts say automation and remote control is key to developing safer sites, but the debate is still ongoing.

F

rom a business perspective much of the debate around remote operations and automation centres on improving productivity and cutting costs.

From the employee or union side, the focus is on job cuts, and having computers taking work normally assigned to people.

But outside these main areas experts say the safety improvements these initiatives bring are too often ignored.

In an industry that’s rightfully paranoid about keeping workers safe, experts say remote ops and automation are the key to making mining roles safer.

Just as new machinery took much of the danger and physical work out of mining in the 20th century, companies are looking for software and hardware to take an even more active role in extracting minerals.

And at the same time as introducing these initiatives, experts are confident they can retain job numbers, and even improve the quality of work for those employees.

Controlling safety

Speaking at the Honeywell Users Group earlier this year Honeywell’s Gerry Gutierrez said more companies were now focusing on how automation and remote control could help their safety records.

Gutierrez said that because mining companies had developed a reputation for a focus on safety, they were constantly looking for new ways to make improvements on their sites.

“Safety is a key aspect and a growing one in this sector,” he said.

“The thing about health, safety, and the environment is that there’s a responsibility for these operators to have high standards on operations and to keep that level of performance.”

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September 2012

Unions are opposing automation, claiming that the apparent safety benefits are disingenuous.

Gutierrez said by introducing remote operations and automation workers were moved away from the frontline of mining projects.

He said moving workers away from these danger zones would translate to less fatalities and injuries.

But more than just cutting these core concerns, remote operations allow miners to better standardise sites, and keep better records of what’s going on.

Such improvements mean companies are better armed at tracking if safety measures

are in place and being used effectively.

“By using these centres we’re able to enforce better compliance of safety, better protection, and better use of equipment on site,” he said.

“That’s also while we’re relocating and moving some of these people out of these locations so that there’s less risk exposure to the people on site.”

Nevertheless these claims are up for challenge, primarily by the Construction, Forestry, Mining, and Energy Union (CFMEU).

In its long running campaign against remote operations and automation, the CFMEU has claimed that the safety benefits claimed by miners are disingenuous.

According to the CFMEU the most dangerous parts of a mine are the workshops, which will still remain once these new initiatives are introduced.

By the CFMEU’s logic remote operations will only lead to benefits for the employer, and might even result in job cuts for other workers.

But the CFMEU, mining companies, and automation experts all have their own agendas to run in this debate, and so the veracity of their comments is always up to question.

Competing claims

Some claim automation will remove the miner from danger on site.

AustralianMining

To form a full picture of safety and how remote operations would play out in this environment, Australian Mining put the word out to its community.

Whilst it was an unscientific survey, workers gave us varying accounts of the most

dangerous places on site.

Some said it was in the pit or at the coalface, and some said it was in the workshops.

And quite a few marked driving the roads leading to some mines, struggling under a heavy rise in traffic, as the most dangerous part of the job.

The feedback confirms what many would suspect already.

There is truth to claims by both the CFMEU and mining companies, and neither party is completely out of touch on the topic.

Like so many issues in the mining industry there’s no clear winner in this debate.

Both remote control and automation experts, along with the unions, are trying to work toward a safer environment for employees, whilst at the same time gaining improvements on production.

Combining these interests and views into a single picture will put us on the road to a safer workplace, with automation and remote control playing a key part in the future landscape. www.miningaustralia.com.au

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lead them to safety

Honeywell can help.

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Going to greater depths.

Productivity is often the first thing that draws mining industry professionals to Shurjoint ring joint piping systems. Our couplings and fittings join pipe 3 to 4 times faster than welded or flanged joints. Shurjoint products are ideal for applications requiring: • Thick-wall, large-diameter piping • More security than standard roll or cut-groove piping • Fast, easy assembly/disassembly, service and system expansion In the long run, it’s depth of service, supply and support that keep the relationship between Tyco and the industry so strong.

Explore Shurjoint Products today.

For more information visit www.shurjoint.com.

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Having an impact High vis impact pads are making scaffolding safer.

S

afety on site is about preparing for the worst and working to­ wards the best.

Any piece of safety equipment on a mine is successful if it designed to expect the worse and helps work­ ers attain best practice.

One area that has been particu­ larly fraught with danger and injur­ ies has been scaffolding.

Last year one man died and an­ other lost his leg in incidents directly related to scaffolding.

At Rio Tinto’s Yarwun refinery in Queensland a worker lost a leg af­ ter a metal hatch fell from scaffold­ ing and crushed his leg, and partially amputated the other.

A contractor at Rio Tinto’s Dampier port died after the scaffold­ ing he was disassembling collapsed into the harbour on East Intercourse Island in Dampie.

According to witnesses, they heard the scaffolding fall at the jetty and saw only a hard hat floating in the water beneath.

The industry also saw a number of injuries caused by impacts and protuberances.

Australian national statistics show that for 2009 to 2010 impact hazards caused almost a quarter of all work related injuries, or approximately 157 300 separate incidents which cost around $385 million in treatment and downtime costs.

The latest development to cut down on these injuries and downtime costs is Safepad.

The cushioning reduces accidents. www.miningaustralia.com.au

Between 2009 and 2010 almost a quarter of all work injuries were caused by impact hazards.

According to the company it has created a unique high­visibility, im­ pact protection and already reaped real benefits at Rio Tinto’s Yandicoo­ gina iron ore mine for Pilbara Access.

Pilbara Access’ managing direc­ tor Stephen Easterbrook stated that “we’ve been using Safepad products for the past twelve months, rolling out the first set at at Yandicoogina in 2011.

“Thanks to Safepad, we’re pro­ viding effective protection to our teams of scaffolders from protruding objects which in the past could po­ tentially have caused serious injuries to our workers.”

The company originally iden­ tified impact hazards on resource work sites, finding that with ever more congested work sites, and the need to work to tight deadlines and schedules, there was a need to pro­ vide companies with durable, re­us­ able and adaptable protective safety products to save employees from impact injuries.

Easterbrook explained that Safe­ pad worked in two ways on sites, firstly “because of their high visibility, workers are more aware of a potential hazardous situation or protruberance.

Secondly “if there is an impact, then due to Safepad’s cushioning

design, the consequences of an ac­ cident are greatly reduced”.

He went on to say that this has had a direct cost on the workplace be­ cause “if you’re reducing the chances of your workers injuring themselves, then naturally that’s going to keep any potential work place injury claims down in the long run”.

This product is a major de­ viation from previous scaffolding safety systems, that were essentially, paint, rags, or duct tape, which were simply used to highlight the hazards D_ A M P Rtheir I M Adanger.

R _ 1 1“This . pd andA not reduce was time­consuming, wasteful and

did little to reduce the actual conse­ quences of the hazards,” he said.

“Because Safepad products are built to work in heavy­duty indus­ trial work environments, are flame­ retardant and can cope with extreme conditions, I’m confident they will be a part of our arsenal in managing work place injuries for the foresee­ able future.”

Pilbara Access says it will be us­ ing and monitoring the success of the products across Rio Tinto iron ore and BHP Billiton sites, as well f as Pata Wheatstone g e 1 4 in / 0Western 2 / 1 1 Aus­ , 1 1 : 1 8 tralia’s north west region.

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DRILL, BLAST & GEOMECHANICS

Gearing up OUR

GEOs

A recent study of geoscience employment seems to highlight the beginning of some worrying new trends for the industry.

O

ne of the mining industry’s mantras is that companies are not just looking for workers; they’re looking for skilled workers.

Engineers are the most sought after, but outside those skills sets the demand for trained workers gets hazier.

Rio Tinto and BHP Billiton are already starting to stem the flow of new hires, and these cutbacks aren’t just focused on lower skilled workers.

According to a recent employment survey by the Australian Institute of Geoscience unemployment in geoscience is rising and confidence has stalled.

In the most recent measure unemployment and underemployment for Australian geoscience leveled at eight per cent, significantly higher than the six per cent reported last year.

According to the AIG two thirds of survey respondents said they were unable to secure their desired level of employment or were unemployed.

64

September 2012

The findings weren’t an outstanding break with recent history but did signal what might be a worrying trend for the industry.

The study is the latest in a number of reports highlighting weakness in the sector and as commodity prices level out employment trends are bound to face pressure.

That pressure is already starting to show, with geoscience unemployment doubling this year from 1.5 per cent to just under three per cent.

Some 43 per cent of geoscientists looking for work also said they had experienced “significant difficulty” in finding work.

Last year that figure was 25 per cent.

But not all parts of the survey reported dramatic drops.

The AIG said the proportion of geoscientists looking to leave the profession this year leveled at 11 per cent compared with 13 per cent last year.

So while times are tough our workers seem to want to stick it out.

AustralianMining

And despite rumblings in other parts of the sector our geoscientists seem to be a reasonably confident bunch.

According to the survey the proportion of geoscientists looking for work that were confident of securing a position within 12 months rose from 26 per cent last year to 39 per cent this year.

But while there are some bright spots there’s no denying the latest survey isn’t encouraging news.

In notes attached to the study the AIG said there was no doubt low confidence and worsening employment results for geoscientists was linked to rising uncertainty in the mining industry.

“The degradation in confidence amongst geoscientists of retaining and regaining employment are interpreted to reflect increasing uncertainty in the outlook for Australia’s exploration and mining industry, associated with falling commodity prices and increased difficulty being experienced by companies in securing investment for exploration and project development,” it said.

With geoscience strongly linked to exploration and the development of new projects, AIG said the health of the industry was a good indicator for the future of mining.

“The AIG commenced this series of surveys in 2008, in response to the contraction in the exploration and mining industry due to the global economic downturn,” it said.

“The survey results since have been shown to be an early indicator of changes in geoscientist employment specifically, and the overall health of the sector more generally during that period.

“Geoscientist employment has been shown to be the first sign of a deterioration and the first sign of recovery in exploration and mining sector business conditions since this series of surveys was commenced.”

Digging deeper into these trends AIG said there were indications geoscientists were already starting to shift away from working in mining exploration.

Last year the survey re-

ported 62 per cent of geoscientists were employed in mining exploration but this year the figure fell to 51 per cent.

Moving to parts of the business less linked to expansion, geoscientists employed in mineral production increased from ten per cent last year to 14 per cent this year.

Indications of the strength of the east coast’s booming onshore gas industry also snuck into the survey, with employment in energy exploration growing from nine per cent to 16 per cent.

Employment in engineering, groundwater, and environmental geology also increased from seven per cent to 11 per cent.

Nevertheless geoscience employment will always remain closely linked to the core of the mining industry, and AIG said Western Australia remained the most important region for these workers.

And while what the future holds for geoscience remains to be seen the AIG’s study shows there might be tough times ahead. www.miningaustralia.com.au

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AM.SEP12.PG066.pdf

Page

66

22/08/12,

10:35

AM

DRILL, BLAST & GEOMECHANICS

Are our drillers going offshore?

Smaller drilling companies might be leaving Australia and setting up business in Africa, writes Andrew Duffy.

B

outique drill producer XDR says Australia’s drilling industry is in decline and most companies are heading to Africa to start new exploration projects.

The company is the latest in a series of smaller drillers signalling weakness in the market, and its outlook marks a significant departure from statement’s made by the sector’s larger players.

Earlier this year Boart Longyear’s US-based CEO Craig Kipp told Australian Mining Boart had not seen any weakness in the mining sector, and it wasn’t planning on changing its strategy amid rising market uncertainty.

But XDR told Austra­ lian Mining most drilling and mining companies were increasingly looking toward Africa to start new ventures and it was looking to follow them overseas.

XDR also fired a salvo at the Gillard Government, and said its policies had “killed” the local mining While larger companies are still bullish, smaller drillers say demand is waning. industry.

“We’re looking at moving into Africa. Most of our on the health of Australia’s tralia and Federal resources and there was still plenty of enquiries come from over drilling industry XDR’s minister Martin Ferguson exploration in Australia and there now,” company offi- statement is the latest gloomy said the era of high commod- other parts of the world. cials said. outlook for the wider Aus- ity prices was already behind Joining with Boart in “People are still drilling, tralian mining industry. us. sounding a more confident but it’s in Africa, not here.

Earlier this year Deloitte But major drilling pro- view of the Australian inWe’ll be getting a distribu- Access Economics predicted vider Atlas Copco told Aus­ dustry, Atlas’s statements torAover soon.”

D _ there A M WA D S E P _ 1 2 the . p mining df Pboom a g ewould 1 only 2 2 / 0tralian 8 / 1 Mining 2 , 1 the 0 : industry 0 6 A M indicate that while there Despite conflicting views last another two years in Aus- was still performing well may be uncertainty among

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smaller drillers, at the top of the sector the outlook is still bullish.

“Globally Africa is the place to be, but it’s also hot in parts of Europe, South America, and parts of the Middle East,” Atlas officials told Australian Mining.

“If everywhere else is booming then so is Australia, because commodity prices are high.”

An Atlas official also told Australian Mining the cost of doing business in Africa was sometimes underestimated.

“If something goes wrong over there it’s very difficult to find supplies. If you’re doing business there you have to be entirely self sufficient,” they said.

“Even finding simple supplies, like a hydraulic hose, can be difficult.”

“We had to bring over our own container of hydraulic hoses.”

Atlas said when logistical costs and the difficulties of finding supplies were taken into account Africa was not a better region when compared to Australia.

Nevertheless there’s no doubt our smaller drillers are starting to see pain.

And as drilling trends provide such a good marker for the future health of our miners, the continued negative comments from drillers like XDR will be important to follow.

www.miningaustralia.com.au

AD_AMDAVMAR_12.pdf

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1

22/02/12,

8:59

AM

Davey Bickford Australia Pty Ltd PO Box 298, Osborne Park, WA 6917 T 08 9207 1066 E admin@daveybickford.com.au www.daveybickford.com.au

Untitled-5 1

20/02/12 12:50 PM

AM.SEP12.PG068.pdf

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AM

DRILL, BLAST & GEOMECHANICS

Cutting time, not safety New self drilling rockbolts are making the process one step easier.

U

ndergrounds miners are always looking for ways to get the job done quicker, and importantly, safer.

Whether it’s creating roadways or blasting away new faces, if there are fewer actions there is less chance of an accident.

One area which has seen a spike in development lately is rock bolting systems.

Speaking to Minova’s Matthew Berry, he told Australian Mining “we have developed a new self drilling rock bolting system that cuts the traditional process from five steps down to one”.

Historically, there have been many hand and arm injuries attributed to the multiple steps required for conventional rock bolting, Berry explaining that “this [single bolt system] is not only about productivity gained but also about improved safety”.

Berry stated that “a product like this is something that the mining industryA has pushing for D _ been A MB URJ U L for _ 1some 2 . p time now”.

This new system by Minova, known as the Novobolt, is designed to not only reduce the process to a single step but also allows for the use of multiple options in bolt types, bolt lengths, and injection volumes.

It also dramatically slashes the process’ time.

“Typically this would take a worker between two and three minutes to do, however with this new self drilling rock bolting system the entire procedure can take less than 60 seconds,” he said.

On top of this, these bolts also have greater strengths at around 38 tonnes, “while most are only about 20 tonnes; these new bolts are stronger and more tensionable”.

The bar itself is a 32 millimetre diameter hollow steel rock bolt.

“What sets this apart is the fact that the resin is pumped into the bolt rather than via a capsule like other single step rock bolting systems,” Berry said. d f The P aNovobolt g e 1 works 1 3 / by 0 6the / 1bolt 2 , and plate being placed into the drill

1 0 : 3 4

AM

The single action bolt speeds up the construction of roadways.

chuck and drilled into the roof or rib, after which the anchor is set in place.

Once sufficient load is applied to the mechanical anchor the breakout pin will shear in the nut, which allows the plate to be tightened against the roof and pre-tension can then be applied to the bolt.

Injection of the bolt then starts with the resin being pumped into it via the Carbothix Pumpable resin system until it can be seen around the plate; setting of the resin only takes 15 seconds.

• • • •

This is different from typical rock bolting system that use capsules containing polyester based resin and organic peroxide catalysts.

As the resin has such a low viscosity it can be pumped up to 500 metres.

According to Minova “Carbothix does not require cool room storage and can be safely stored at temperatures of 40° Celsius”.

Berry went on to say that at the end of the day “self drill bolts are more expensive, but this is going to be offset by productivity gains”.

• • •

admin@burtonpower.com.au The pump system provides greater resin levels compared to resin capsules.

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September 2012

AustralianMining

www.miningaustralia.com.au

AD_AMBRISEP_12.pdf

Page

1

15/08/12,

9:03

AM

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Our safety procedures exceed industry standards and our equipment is modern and developed to ensure fit for purpose.

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AM.SEP12.PG070.pdf

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20/08/12,

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AM

DRILL, BLAST & GEOMECHANICS

Pump it Moving AN emulsion is becoming easier and faster.

W

ith so much focus on the importance of blasting design, planning, and pro­ tocols, the actual transportation of the emulsion itself often gets pushed to the side.

However, efficient movement of the emul­ sion is just as important.

You can’t blast if you don’t have the ammo­ nium nitrate emulsion where you need it.

With this in mind Dowdens Pumping have released a new AN emulsion pump designed to move product faster from trucks into silos, and vice versa.

Speaking to Dowdens Pumping industrial sales’ Matthew Dalton, he explained that the company’s ammonium nitrate emulsion air skid steer pump has been designed for quick trans­ fers.

Using a 265 SCMF diesel driver air compres­ sor “it can unload around 20 tonnes in ten min­ utes, much faster than others,” Dalton said.

The pump has all stainless steel pipework for durability and easy maintenance.

It uses two PX15 Wilden pumps to move the emulsion, and is designed to work with the lower viscosities faced.

Safety has also been a focus, with this pump designed electric pumps A D _ AtoMreplace P R O Sthe E Pprevious _ 1 2 . p df Pa ge on ammonium nitrate silos, Dalton said.

MAKING IT EASY

The transfer pumps are easily installed as “all the user has to do is connect the hoses, start the compressor, then it is just about controlling the speed and flow of the emulsion”.

It has 11mm S/S camlocks for quick coupling of hoses.

“They also have a bypass feature at the flick of a switch which will reduce oper­ ators’ demurrage on site,” the company says.

The entire system, both pump and compressor, is mounted on a single hot dip gal­ vanised steel skid base, although it can come on a heavy duty, dual axle, reg­ istered trailer.

These systems are already 1 1 6in/ use 0 8 in / 1Moran­ 2 , 9 : 2 9 AM Designed to replace electric pumps. bah, Dalton added.

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Friendly, professional and efficient, you can relax knowing that all your drill and blast requirements are being safely taken care of. It’s all about making it easy for you.

Talk to one of our team today about how we can improve your drill and blast performance on 08 9232 4306 or email corpinfo@actiondb.com.au

actiondb.com.au 70

September 2012

AustralianMining

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12/08/11,

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AM.SEP12.PG072.pdf

Page

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15/08/12,

1:31

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DRILL, BLAST & GEOMECHANICS

The days of drill and blast are over AngloGold is looking beyond traditional drill and blast techniques to help it mine deeper, writes Christy Filen*.

W

hen Apple launched the iPad, it didn’t just alter the num­ bers spinning about on its profit line, it changed the tech­ nology industry.

And if AngloGold Ashanti executive vice president busi­ ness strategy Mike MacFar­ lane is to be believed the miner is looking to do something similar to the gold industry.

Since 2010 the group has been looking for ways to lev­ erage old technology in new ways to mine gold at even deeper depths than its current four kilometres.

And it’s now aiming to introduce a new operating section at AngloGold by the end of 2013 that moves away from the conventional drill and blast methodology to one where the ore bearing reef is extracted with modified raise bore drills.

The raise bore drill, an Amtek, is currently undergoing testing and is sourced locally in South Africa from a company called Atlantis. It is commonly used for the vertical drilling of ventilation shafts or drain and service holes, and has been adapted for the horizontal drilling application.

MacFarlane says besides the safety and productivity advantages achieved by elim­ inating the need to blast, the technology could have the potential to reach the elusive 5km depth mark at Anglo’s deep mines.

“It is a little bit like the invention of an iPad, you just never go back ... the days of drilling and blasting are over; it’s going to take a while, but drilling and blasting is going to come to an end,” he said.

AngloGold CEO Mark Cutifani confirmed that re­ lated work on this technology was already being looked at in the 1970s but challenges with finding a suitable backfill material to fill the voids left behind halted the progress.

Developments in cemented hydraulic backfill have now solved this issue.

72

September 2012

AngloGold says mining deeper ores will requires techniques beyond current drill and blast technology.

Leading the charge be­ hind the scenes for Anglo­ Gold, MacFarlane says the new thinking involves ap­ proximately 250 people from all aspects of the industry, and started with looking at tunnel boring machines more commonly used in the con­ struction sector.

This global technology team, started in 2010, includes academics, consulting firms like Golder Associates, equip­ ment manufacturers like Atlas Copco and Sandvik, and in­ novation companies like 3M, as well as the likes of General Electric who got together and thrash out ideas in what is termed the Technology Inno­ vation Consortium.

MacFarlane said the only constraint imposed on the consortium was that it had to involve existing technol­ ogy that was already proven, thereby reducing the techni­ cal risk, cost and time to ex­ ecution.

AustralianMining

“People want to make all this stuff hard, if you say that we are going to use local people and existing technol­ ogy then the only thing hard is going to be the ability to think differently, but once that’s done then you take the easiest, most reliable path and that’s what we’re doing,” he explained.

The project has been split into six main prototype areas. The first aims to deve­ lop new mine designs to ac­ commodate the sequencing needed. The second aims at mastering the tunnel boring, which MacFarlane admits is a big project on its own.

Then there is the reef boring ­ which is currently being tested, as well as ore body information, a trans­ port solution, behind the reef boring, and the final backfill process.

All of these will eventu­ ally be put together to form the new mining process.

The transport solution considered is a combination of a train and a conveyor that is already being used at Harmony Gold’s Phakisa mine as well as some sort of piped conveyor, Anglo­ Gold’s MacFarlane said.

Another aspect of the de­ velopment that Cutifani be­ lieves is speeding things up is the insertion of cameras into drill holes, instead of waiting to inspect extracted cores.

This could have a broader application in the miner’s ex­ ploration drilling, AngloGold CEO Mark Cutifani said.

MacFarlane explained that the cameras use exist­ ing technology sourced from the surveillance and security industry, with software that allows miners to take full 360 degree pictures and render it in a way that data can be ex­ tracted, with resolutions clear enough to see if miners are working in a hanging, foot wall, or reef.

This change in method­ ology does have some draw­ backs though. It will require better mapping of the reef, so additional exploration drilling will be necessary in order to map out the blocks, Macfarlane said.

The intention is to drill into the reef from below in order to get a better picture of the “puzzle pieces” ex­ plained MacFarlane.

The other drawback, particularly for the unions, is that fewer workers will be necessary if the methodol­ ogy is successful. A typical reduction would see a de­ crease from 20 people down to around five.

MacFarlane says that in a declining industry these new developments could help offset job loss by opening up more mines as deeper reserves become economical. *Article published courtesy of Mineweb. www.miningaustralia.com.au

AD_AMTYR2SEP_12.pdf

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AM.SEP12.PG074.pdf

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8:43

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POWER GENERATION & ELECTRICAL EQUIPMENT

A model SYSTEM

E

nergy management is becoming extremely important on site as miners look to make their operations more efficient.

Whether on the grid or operating from on site generators, how you manage power around your site may mean the difference between higher outputs or a loss.

For the past nine years, Infracor GmbH, has been looking at ways to control its energy management.

At its operations in Marl, Germany, home to one of the largest industrial chemical site in Europe, the company has been using Siemens’ B.Data energy portal to make power planning and management easier.

“Managing the site’s energy efficiently has been a central component of Infracor’s tasks,” Siemens explained.

“The average electricity demand of all its plants is about 300MW and 700 to 1100 tonnes fo steam per hour. The site has three on site power stations with a total of five blocks and three 110kV in-feeds from the public network for its power supply.”

With a focus on operating cost effectively, and conserving resources, the company had to use a energy data portal.

“After extensive comparisons, Infracor chose the B.Data energy data management system (EDM),” Siemens HMI product manager Mark Karalapillai said.

“It a good product for large consumers of energy, in particular for energy mass balance calculations,” he said, adding that it gives com-

With the introduction of the carbon tax and rising energy costs, energy management is growing in importance.

panies the ability to account for their energy use and carbon emissions, predict and plan energy usage for optimised procurement, and is fully scalable.

Karalapillai stated that companies “appreciate being able to keep their data onsite, as opposed to having their information hosted by a third party”.

B.Data’s open architecture is based on standard interfaces that enable flexible extensions, which “also offers a future-proof basis for taking on new tasks.

“Initially the system at Infracor was to manage the data from the

The system allows for data to be kept on site, rather than hosted by a third party.

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meter value recording and the nascent system for energy utilisation optimisation and simulation of the complex steam networks, in addition to the data supplied by the network control systems.

“The individual system only had to ensure short term data storage for supporting the operative business while the EDM system was to take over the long term archiving of the data relevant for future considerations.”

Karalapillai added that “over the years the system has been continuously developed, and today approximately 30 000 energy data trends are measured and called from the EDM system as required, even drawing from archives reaching back some 15 years”.

Infracor’s Frank Heins, who was responsible for the introduction and implementation of B.Data at the company back in 2003, explained that “by working with and on B.Data, we have gradually developed new solutions for improving our energy management at the site”.

Since 2003 the system was used to compile analysis reports for electricity and steam sales, characteristics reports for power station units, automatic cyclic reports for the statistics bureau, and figures for distribution costs.

“We used B.Data for modelling and for energy forecast management with customers based on their pro-

duction schedules on the chemical estate,” Heins said.

“B.Data also supplies us with automatic reports for daily assignment planning at the power stations.

“With B.Data we can improve our workflows by automating all the processes relevant to energy procurement and energy supply. With targeted analysis of mass data, we [were able] to gain extensive knowledge into energy consumption and utilisation.

“This helps us save resources, and we can optimise our cost structure and operate more efficiently as a whole.”

Karalapillai outlined the key points of the system, stating that it provides “structured provision of all energy process data from the power system control and the related systems (such as acquisition, processing, analysis, visualisation, and archiving); timetable management such as reading in nominal profiles and timetable output to other systems; the modelling of data flows and data cross-networking; automated reports for power station daily deployment planning; electricity balancing group management; with evaluation of electricity trading business; the provision of specific reports such as operating mode of the combined cycle power plant, gas consumption, electricity billing and energy forecasts for customers; and finally data gathering for emission monitoring”. www.miningaustralia.com.au

AD_AMAPCSEP_12.pdf

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Power loss poses a threat to the equipment, people, and processes you rely on. And with today’s strict security and safety regulations, process automation, and increasing dependence on sophisticated high-tech systems, the need for uninterrupted power is critical. Add the rising cost of energy and environmental concerns into the mix, and it becomes essential to protect your power with solutions that not only meet your availability demands, but are energy efficient, too.

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Secure power solutions that deliver the performance you need.

Products: Our complete catalog of power solutions, featuring our leading brands such as APC™ by Schneider Electric and GUTOR™, offers an unmatched range of single- and three-phase UPS units, rectifiers, inverter systems, active filters, and static transfer switches from 1 kVA to several MVAs. Services: Schneider Electric Critical Power & Cooling Services can proactively monitor and maintain the health of your systems, protecting your investments, reducing total cost of ownership and operating expenses, and providing peace of mind throughout the equipment lifecycle.

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AM.SEP12.PG076.pdf

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POWER GENERATION & ELECTRICAL EQUIPMENT

Power direct The development of ultrahigh voltage convertors is ensuring power for remote sites.

O

A D _ A ME N E S E P _ 1 2 . p d f Pa ge 1 1 4 / 0 8 / 1 2 , 1 2 : 0 8 PM The ultrahigh voltage convertor for direct current can operate at more than one million volts, ABB says.

ne of the main issues with powering mine sites is over­ coming Australia’s tyranny of distance.

While in regions like the Hunter Valley it isn’t an issue, most Austra­ lian mines are located far enough away from grids that they either have to invest heavily into infra­ structure to power their mine site, or instead have to use onsite genera­ tors, which can be costly and rely on constant supplies of diesel fuel. So for mines operating in regions with the option for either onsite power generation or connecting to the grid, it creates a hard decision as power may be ensured through the grid, but weakned due to the distance in transmission.

ABB is now making the decision slightly easier with the development of its new high voltage direct current transformer.

According to the company its new ultrahigh­voltage director (UH­ VDC) convertor transformer is cap­ able of operating “at over a million

Melbourne Sydney

76

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September 2012

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AustralianMining

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AM.SEP12.PG077.pdf

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A D _ A MMP O A P R _ 1 2 . p d f

Pa ge

1

1 2 / 0 3 / 1 2 ,

POWER GENERATION & ELECTRICAL EQUIPMENT

r o F t IBuil The s e m e r Ext

Remote Australian mines face serious power generation issues.

volts and enables efficient and reliable transmission of larger amounts of electricity across longer distances”.

ABB explained that it has developed and tested its 1100 kV UHVDC convertor transformer, which has broken the record for the highest DC voltage levels ever, and allows for long distance power transmission.

Prior to the creation of its new transformer, ABB’s Xiangjiaba-Shanghai link was the world’s first commercial 800kV connection, and had a capacity of 6400 megawatts and covered a distance of more than 2000 kilometres, which at the time made it the longest of its kind in the world.

However its new 1100 kilovolt convertor transformer technology will make it possible to transmit more than 10 000 megawatts of power across distance of up to 3000 kilometres.

“Higher voltage levels allow larger amounts of electricity to be transported across very long distances with minimal losses using HVDC technology,” the company said.

This will aid miners in securing a steady supply of power for their site, particularly for operations that are located in remote areas away from mains grids, such as in Western Australia or even New South Wales’ Central West.

The convertor itself plays a critical role in high voltage direct current www.miningaustralia.com.au

transmission as it works as the interface between the DC link and the alternating current network.

“Development of the 1100 kV transformer addressed several technology challenges such as the sheer size and scale, electrical insulation including bushings and thermal performance parameters,” ABB added.

“This new 1100 kV transformer technology will make it possible to transmit even more electricity efficiently and reliably, at higher voltage levels, across greater distances with minimum losses,” Bernhard Jucker, the head of ABB’s Power Products division, said.

Ultrahigh-voltage direct current transmission is a development of high-voltage direct current, a technology pioneered by ABB more than 50 years ago, and is one of the the largest capacity and efficiency leaps in the two decades, Jucker said.

The power generation and automation company is one of the world leaders in HVDC transmission technology, and has more than 70 similar projects around the world with a combined transmission capacity of around 60 000 MW. Transformers are integral components of an electrical grid, and essential for the efficient and safe conversion of electricity between diverse voltage systems.

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AM.SEP12.PG078.pdf

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POWER GENERATION & ELECTRICAL EQUIPMENT

Power for the dream This solar thermal project could provide a clean energy solution for our miners, writes Andrew Duffy.

W

hile he has his background in manufacturing agricul­ tural machinery, Allan Yeomans of Yeomans Plow is a pas­ sionate clean energy advocate.

For a large portion of his life he’s had his eye on the challenge of climate change and has made a se­ ries of efforts to help contribute to a solution.

His latest project is a small­scale solar thermal power plant that’s aimed at consumers in the mining industry.

The system contains mirrors on floating concrete pads, which focus the sun’s energy onto a central pillar to produce heat.

The heat is then used to boil steam and run a generator, but can be stored to allow power generation through the night and on cloudy days.

Covering over 7,000 square me­ tres, the development is ambitious, and is yet to be tested or constructed on sites.

Nevertheless Yeomans says the technology is sound and he’s wait­ ing on serious interest from the commercial sector before proceed­ ing further.

“I don’t have a lazy $3 million in my pocket to build this thing just to show people,” he told Australian Mining.

Yeomans’ plan to attract interest in the project is to generate buzz in the A D _ A ME L T A P R _ 1 2 . p d mining industry organically, rather

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Solar energy is an alternative to long distance power lines or onsite diesel generators for remote mines.

than approach individual companies mercial interest, which is what he’s or industry bodies. chasing.

He’s also chosen to steer clear The cashed­up mining sector, of government support or grants, which operates energy intensive which he says are often more trou­ mines that are often isolated or dis­ ble than they’re worth. connected from the grid, is therefore Yeomans says government sup­ in his sights. f Pa ge 1 1 9 / 0 3 / 1 2 , 1 0 : 4 1 AM port does not generate real com­ “I could get a grant from Aus­

Trade to do research, but they won’t give me an order to buy power,” he says.

“Mines are different. If you get a mine that’s a long way from the grid they’ve got to run power lines to it, which costs millions of dollars.”

“Either that or you’ve got to use

www.miningaustralia.com.au

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POWER GENERATION & ELECTRICAL EQUIPMENT

diesel generators. Our power would be a lot cheaper than diesel generators.”

While Yeomans is confident his project is a good fit for the mining industry he says he’s only at the start of a public campaign and is yet to attract interest from the sector.

Nevertheless he’s confident the solar thermal development would be of value to the industry, and he’s pitching the project to companies in terms of what it can do for their bottom line.

“Mining companies aren’t interested in renewable energy, apart from for a bit of public relations,” he told Australian Mining.

“But they are interested if you can supply power cheaper.”

Yeomans is also confident miners will be interested in the project because he says it involves very little risk from the corporate side.

Yeomans Plow is not approaching mining companies with the intent of finding funding to build the project.

All he wants from them is the intent to buy power.

Once he’s got intention from a miner to buy the electricity, he’s confident an investment fund will foot the bill for the project’s development.

A“The D _ Amining M D L I company A U G _ 1isn’t 2 . repd ally taking a risk,” he says.

www.miningaustralia.com.au

Mines such as Galaxy Resources’ Mt Cattlin operation already use solar power.

“They’re only going to give you forms of power generation possible. a letter of intent saying we will buy “This is just a slab of concrete the power from you at this price.” with mirrors stuck to it, so it’s quite But while the science is proven cheap,” he said. and the project is ready to move be“The other big factor with PV, yond the conceptual, whether it will apart from the fact that it’s 2-3 times work on the full scale still remains the cost, is that you can’t store electo be seen. tricity feasibly.”

For Yeomans working within “You could have batteries, but the framework of solar thermal, not that would mean that the whole thing the more publicised photovoltaics, is ridiculously expensive.” was an obvious choice.

With solar thermal Yeomans Striving for a cheap and cost-free says the heat can be quite economif solution, P a g ehe said 1 the 2 0solution / 0 7 / of1 float2 , 1 cally 2 : 2stored 8 Pin Msalt. ing mirrors was one of the simplest “Effectively this project can run

a month without sunshine,” he says.

From this point it will be a waiting game to see whether Yeomans’ project actually gains traction in the resources industry.

With proven technology the concept has potential, and outside mining it’s already garnered interest from technology giant Lockheed Martin.

But like all clean energy and solar developments in Australia, the challenge will be overcoming the knowledge gap where fossil fuels are seen as the only solution for power intensive operations.

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AM.SEP12.PG080.pdf

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POWER GENERATION & ELECTRICAL EQUIPMENT

Power your way Customised transportable substations are making power more accessible.

N

ot every power need specific requirements relais the same. Unlike tive to size and fitout,” the most equipment on company explained. site, this does not have a one “These structures can be size fits all solution. manufactured with just about Which is why Marathon any feature normally associGroup has begun providing ated with a substation includcustom designed and built ing rails, platforms, stairs, or transportable electrical sub- any other features requeststations to solve this issue. ed,” Marathon stated.

The group explains that “Security locks are prowhile it’s unusual to see a vided at entry points to entransportable buildings man- sure high onsite safety levels ufacturer making substa- and protection against breaktions, its experience in the in- ins.” dustry and in the heavy steel The company fits all its gauge required for the build- substations with internal gypings, have driven it forward. rocking as standard and all Each substation is a tai- buildings that roll off the prolored unit built from steel, and duction line are also fire rated. specifically engineered for the Lifting lugs are provided needs of substations operators on the frame to allow for simand electrical equipment on plified crane movements both site. for general transport and “All [the units] are heav- when placing it into position ily engineered; these units on site, Marathon says, addareAnot D _limited A M A LtoLstock S E Psizes _ 1 2 ing . p that d f it also P a gmakes e 1reloca2 0 / 0 8 / 1 2 , 1 0 : 3 4 AM either – they are all made to tion much easier in the future. The substations can be tailored to meet miners’ various site specific needs.

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AD_AMDEGSEP_12.pdf

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AM.SEP12.PG082.pdf

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POWER GENERATION & ELECTRICAL EQUIPMENT

Compact power Smaller working areas are shrinking the size, but not the power, of enclosures.

I

n underground mines and mines near communities, space is always at a premium. So having a powerful device that can operate at high levels in smaller spaces is essential.

With this in mind Eltek Australia has released Wallbox, an ‘ultra compact power system enclosure’ for miners.

According to the company, its Wallbox is a multi-voltage DC power supply package that has been designed for low power, space constrained industrial applications.

The flexible, wall-mounted units house complete power systems, including distribution and advanced controllers, from 250 watts right up to 6 kilowatts.

The Wallboxes can house “either Eltek’s Flatpack2 HE high efficiency rectifiers or its Micropak DC small power system,” Eltek explained.

The enclosure can be used for 12 to 220 volt DC output applications.

In certain small load configurations these units can even incorporate batteries, the company says.

“The demand for small and cost effective DC power systems that still offer full system functionality inSindustrial well A Dis_ growing A MC L A E P _ 1 2sectors, . p d f as P a gas e with 4G small cells and wired broadband sites in

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Designed for space constrained industrial applications.

the 1telecom 1 4 / 0 8market,” / 1 2 , Eltek 1 2 :Australia’s 2 4 P M national sales manager Steve Davis said.

“The Wallbox not only fulfils this demand, it leverages Eltek’s investment in HE technology to help customers reduce energy waste and reduce operating costs,” Davis added.

He went on to say that the equipment is designed specifically for locations with limited space, and is 425mm wide, 200mm deep, and is only 250 mm high.

It weighs in at only five kilograms, and according to Eltek is relatively easy to install.

The enclosure also has a removable front cover for easy access during installation and connection.

It comes with a bulk output DC feed that can also be configured with integrated load and battery distribution to meet individual power solution requirements.

Wallbox comes in both Micropak versions for natural convection cooling, and a Flatpack2 version with horizontal fan cooling.

The Micropak version has four rectifier positions; a compack controller and a bulk DC output feed, but can also be configured with a two position power core and optional DC distribution.

The Flatpack2 HE version has two rectifier positions, a smartpaack2 controller, and a bulk DC output feed with optional DC distribution.

www.miningaustralia.com.au

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PRODUCT FOCUS: CRANES & LIFTING

LIFTING the standard Dozer maintenance is about to get quicker and safer.

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he longer a machine is down the more it costs. So being able to carry out maintenance faster saves not only time, but also dollars.

Enerpac has introduced its DLS Series Dozer Lift System to provide safety, efficiency and flexibility for servicing and maintaining 100,000klgplus â&#x20AC;&#x2DC;dozers. Designed specifically for the CAT D11 and D10 dozers, the lift system is suited for track and side frame maintenance with only a single operator.

With lifting speeds of around 46mm a minute, it allows users to finish a lift quickly, reducing equipment downtime. This controlled and consistent lifting provides easy access, while minimising operator effort. The Dozer Lift features a four-point custom synchronous lift system for safe load control, with two separate lifting units that can be easily moved into position at opposite ends of a dozer.

Each lifting unit includes two hydraulically operated jacks with motorised locking rings for usersâ&#x20AC;&#x2122; safe operation. The jacks are bolted to a roling cart with fork pockets and retractable wheels for easy and precise positioning of the units. The front and rear lifting jacks are driven by a hydraulic power unit (HPU) and controls which includes a 25-foot pen-

dant for operator mobility and safety during lifts. The entire HPU and controls are contained in a rolling cabinet which includes storage for cable reels and hoses. The controls include PLC and software to monitor and control a maximum of four lifting points simultaneously, and has a user-friendly colour touch screen mounted inside the cabinet, enabling the operator to remotely monitor key lifting information, such as lifting height and load. single hydraulic unit has the capacity to operate up to six lifting units.

Lifting and lowering of the jacks can be paused at any point, and the system will automatically secure the load mechanically until the operator is ready to begin lifting or lowering the dozer again. A built-in alarm system will stop the synchronous lift in the event of malfunction. â&#x20AC;&#x153;The DLS Series Dozer Lift System delivers a safe, fast and flexible solution for elevating CAT D10 and D11 dozers when replacing or servicing tracks or side frames,â&#x20AC;? Enerpacâ&#x20AC;&#x2122;s Al Hamdan said. â&#x20AC;&#x153;With stroke-controlled movements providing precise positioning for a stable load, the Enerpac Dozer Lift System offers a safe solution to lift dozers at remote maintenance and service locations.â&#x20AC;? www.miningaustralia.com.au

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Lifting Solutions for Australia Safety. Service. Experience.

BOOM is the crane logistics company of choice for Australiaâ&#x20AC;&#x2122;s blue-chip resource companies on demanding large-scale projects.

With a focus on exceptional safety standards and service, our expert team supports you in all aspects of lifting - from engineering to execution.

1300 36 2666 www.boomlogistics.com.au

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PRODUCT FOCUS: CRANES & LIFTING

A booming industry The continuing mining boom has seen one crane company’s fortunes turn around.

W

ith the continuation of the mining boom and the growth in mine construction and expansion it is no surprise that Australia’s largest crane hire and logistics company Boom had a good year.

A strong resources sector has seen a positive outlook for the company’s future, especially after suffering such a dismal financial year in 2011.

According to Boom “net profit after tax was $19.7 million, a turnaround from a net loss after tax of $37.7 million in FY 11”.

The company explained that the “key to this outcome is a strong concentration on maintenance work versus the big capital projects.

“Production levels for many mines are expected to hold or expand and thus maintenance work is ongoing.

Boom’s chief executive, Brenden Mitchell, explained that “the full year benefit of the BHP Billiton Olympic Dam contract, Boom Sherrin’s restructured business and our A D _ A MME R A P R _ 1 2 . p d f Pa ge 1 Boom won a $100m contract at BHP’s Olympic Dam mine.

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Continued from page 87

investment in the fleet has provided confidence in our outlook for the current financial year”.

What really drove the turn around this year was a major contract with BHP for ongoing work at the Olympic Dam site.

Mitchell added that this contract is for existing activity already approved and is separate from the proposed major expansionary phase at Olympic Dam, which is still to be approved by BHP, but has support from the South Australian Government.

For Boom, this recently won Olympic Dam contract is expected to be worth around $100 million over the next five years; although it did require an initial capital investment,

by Boom, of $20 million.

“Essentially our services for the mobile Crane Services contract at the Olympic Dam Project involves establishing a purpose built maintenance facility in the adjacent town of Roxby Downs and providing a contract management team and cranes and labour for all crane related maintenance works,” Mitchell stated.

However, it is not all about the money in Boom’s work, Mitchell explained, stating AD_ A M H Y that T S Eit Pabout _ 1 2doing . pd the job in the safest way possible.

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“The start point, with Boom’s core values, is the ongoing training and development of its people with a particular emphasis on the target of zero harm, comprehensive safety protocols, as well as proven operational capability and expertise, when it comes to difficult and precision lifts” that are typically faced on mine sites.

Boom has worked within the resources sector for many years.

The mining and resources sector – the number one earner for Boom – represents about 62 per cent of total revenue for the company, up from 53 per cent in the 2011 financial year.

Clearly the mining sector is recognised, by Boom, as the preferred sector of the national economy.

A widely diversified fleet

Considering the difficulties that will be faced at the Olympic Dam mine site, Boom has used a fleet that will cover a wide spread of lifting capabilities.

“The fleet includes 20 tonne Frannas and bigger capacity mobile cranes which include 40 t, 55 t, 70 t, 100 t, 160 t and 200 t all terrain units,” Tony Spassopoulos, Boom’s director of sales and marketing said.

Recently added to this fleet is Boom’s largest all terrain crane, a 350 f tonne P a unit, g e which 1 1 arrived 3 / 0 8at/ the 1 2 site , 1 1 : 4 7 AM Mining represents more than half of its revenues. in July.

www.miningaustralia.com.au

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TRUSTED foR SAfE AnD InnoVATIVE LIfTInG, MAInTEnAnCE SERVICES AnD RELIABILITY IMPRoVEMEnTS

Konecranes is a world leading group of Lifting Businessesâ&#x201E;˘. We design, manufacture and maintain overhead lifting equipment for multiple industries all over the world. We enable businesses to become more productive by providing state-of-the-art solutions and related services that maximise uptime and offer the lowest cost of ownership with the highest reliability.

PRODUCT RANGE > Maintenance Services > Reliability Improvements > Light, Medium & Heavy Lifting Solutions > Industrial Cranes & Hoists > Process Cranes > Port Cranes > Lift Trucks > Engineering & Modernisation 31 Sales & Service locations across Australia and New Zealand.

To contact your nearest branch, please phone 1300 937 637 (Australia) or +64 9634 5322 (New Zealand) or email sales.australia@konecranes.com Visit www.konecranes.com.au

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PRODUCT SHOWCASE

Massive wheel loaders Caterpillar has released a new wheel loader, the 994H, the largest in its wheel loader line. according to the machinery manufacturer this latest wheel loader features four loader Has four loader linkage configs. linkage configurations and a range of buckets to tailor the machine to specific jobs. While it has been matched to the Cat 785, 789 and 793 mining trucks, it can also be used with other vehicles. it has been engineered to increase safety and payloads while at the same time decreasing fuel usage.

With 1092kW (1463 horsepower), the machine has an operating weight of 195 tonnes, and features Cat’s rimpull Control System, positive Flow Control hydraulics, and ViMS. the 994H’s four lift configurations include standard, high lift, extended high lift, and super high lift, which provides dump clearances ranging from 5.58 metres through to 7 metres. Bucket choices include heavy duty rock, and high abrasion rock and coal – which are available in narrow and wide widths, and range in capacities of 15 metres cubed to 36 metres cubed. the loader has solid steel lift arms that work through a Z-bar linkage, which features a greased pin design and an automatic lubrication system. its rear frame is a full box section fabrication that resists torsional shock and twisting forces, with its cast axle-pivot mounting areas dispersing stress loads for increased overall durability. powered by a Cat 351B HD engine, it uses a Cat planetary powershift transmission designed for mining applications. an integral impeller clutch torque convertor and rimpull control system allowed for precise wheel power by modulating rimpull without diminishing hydraulic capacity. a positive Flow Control (pFC) implement hydraulic system uses four, electronically controlled, variable-displacement pumps, delivering up to 1 460 l/min at a main relief pressure of 32 800 kpa for consistent response as well as fuel economy and low heat generation.

• Caterpillar www.australia.caterpillar.com

Foot protection OliVer Foot wear has introduced two new styles of safety footwear. its latest offerings are the King’s Style 15-411 – a low cut sports shoe with a lightweight upper constructed of suede leather and fabric. the other shoe – the Kings For damp or slippery conditions.

Style 15-421 – is an ankle high sports boot that employs the same upper materials which deliver lightweight, breathable construction. Both styles include a Dual Density polyurethane sole which delivers superior adherence requirements in slippery or damp job site conditions. this is achieved by a distinctive tread pattern which effectively sweeps away liquids, so that there is a dry surface contact under the cleat pattern of the sole. the anti static sole features temperature resistance up to 130 degrees C as well as resistance to most oils, acids and alkalis. the King’s Dual Density polyurethane construction also combines a shock absorbing low density midsole for comfort with a hardwearing outer sole to withstand tough job or work site conditions. Both Styles also have a type 1 protective high carbon steel toecap made in a scientifically shaped wider profile for greater comfort and ensures there is no contact between toes and the toecap. the type 1 toecap also affords maximum impact protection. Both Styles also have a distinctive grey reflective high visibility strip along the side of each shoe which provides improved safety in work site condition such as warehousing and distribution. the King’s 15-411 and 15-421 sports style shoes comply with the relevant australian Standard aS/NZS 2210.3 as well as the relevant international Standards.

• Oliver www.kingsafety.com.au

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Wheel protection rUD-erlau has created new tyre protection to halt the effects of abrasion. tyre abrasion is an asset issue. a solution to this problem came when the team turned its attention to materials used in other industries and developed ‘Sideflex’. a sturdy set Tyre sidewall protection. of replacement wheel nuts and extensions support a simple steel ring to which is attached a fanned array of over-lapping platelets. these platelets shield the entire sidewall of the truck tyre deflecting rock fragments harmlessly away. While the mounting components are made of steel, the all-important ‘Sideflex’ shield is manufactured from a engineering polymer which has found many applications in the automotive and other industries. this robust material, which is used to protect automobiles, has an unique memory capability that enables the platelets to flex and deform upon impact and then return to their original shape without any loss of integrity.

• RUD-Erlau francesco.digiusto@erlau.com www.erlau.com

Work hats

Prevents UV exposure.

tHe australian outdoor work environment presents many challenges for the safety industry. Vision Safe has developed the tanami Hat to protect workers from the harsh australian sun. the tanami Hat is both lightweight and cool, suitable for outdoor work in harsh australian conditions. With a 50+ UpF rating, the tanami provides excellent protection from damaging solar exposure. the generously sized brim helps cut out sun glare, with the flexible back panel shielding the often overlooked neck region from UV exposure. a toggle strap will assist in keeping the tanami Hat on your head through the windiest of conditions.

Combined with the shower proof construction material, the tanami is a hat for all seasons. Functionality is not all that is offered by the tanami however – comfort is not neglected. a soft towelling headband combined with a wide range of available sizes ensures that a comfortable fit can easily be found.

• Visionsafe 08 9295 0624 www.visionsafe.com.au

Site dumpers terex has launched a new range of site dumpers into australia. available in three types of skip configurations, the dumpers have the ability to tip the skip forward or through 90 degrees each side of the machine. they also feature a forward tipping mechanism for the accurate placement of high volume materials.

Feature forward tipping.

“One and two tonne models can raise the skip to over 1.5 metres and tip over obstacles,” terex says. they are designed for jobsites with space restrictions – which often prevent movement of larger trucks. there are models available with capacities from 3 tonnes up to 10 tonne payloads to ensure there is a site dumper to suit differing needs. powered by Kubota or perkins diesel engines and featuring simple controls, wet disc brakes and rapid dumping, these units are also ideally suited to rental markets.

• Terex www.terex.com www.miningaustralia.com.au

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NOMINATIONS NOW OPEN For close to ten years the Australian Mining Prospect Awards has recognised and celebrated innovation and performance in the industry. Last year close to 400 of the industry’s best gathered to highlight an industry that is excelling amidst a global down turn. And now it plans to gather again to showcase all that mining in Australia can do, and those that are making a difference. Are you?

2012 NOMINATION DEADLINE 7 SEPTEMBER 2012 CATEGORIES • Mine of the Year • Hardrock Mine of the Year • Coal Mine of the Year • Explorer of the Year • Mine Manager of the Year • Contract Miner of the Year • Minerals Processing Plant of the Year • Contribution to Mining

• Employer of Choice • Mining’s Woman of the Year • Young Achiever • Community Interaction • Innovative Mining Solutions • Excellence in Mine OH&S • Excellence in Environmental Management • People’s Choice NEW

DON’T MISS MINING’S NIGHT OF NIGHTS

BE A PART OF IT! Download the nomination kit at www.miningaustralia.com.au/awards

For further information, please contact (02) 9422 2759 or email awards@miningaustralia.com.au

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PRODUCT SHOWCASE

Heavy duty dumper Fiori has unveiled its latest site dumper – the D100. The D100’s 5.5 cubic metre heaped load capacity tips up to an angle of 70 degrees to ensure rapid unloading of even sticky Travels at 30km/h. materials, giving a rapid cycle time for greater productivity. The roPS & FoPS ii cabin is fitted with a rapidly deployable swivel operator station and seat so that the operator is always facing the road ahead while driving. A single lever enables the operator to quickly rotate the bi-directional driving position for full control when loading or tipping. For safety, the operator has full, unimpeded vision in every direction. An uncluttered cabin interior is equipped with an air suspension seat for all day comfort, even on the roughest sites and an optional air-conditioner ensures the driver will stay productive, regardless of the climate. All controls are simple toggle switches and action monitors are highly visible and clearly labeled. other safety features include an optional reversing camera. As maneuverability is a key requirement for dumpers, Fiori designers have included high floatation 18.00 x 19.5 tyres controlled by four-wheeldrive/four-wheel steering for crabbing movements to allow extreme control in positioning a load for dumping. A tight turning circle of 4.3 metres means the dumper can be used on sites with tight access.

A long life and minimum downtime is ensured by its construction, including a welded high-tensile steel chassis and heavy reinforcement of the body structure. The Fiori D100 site dumper is powered by a Perkins 1104C-44T “FASTrAM” direct fuel injection turbo aspirated diesel engine that delivers effortless power of 74.5 KW (101 HP) at 2,300 rpm and conforms with exhaust emission directive 97/68 CE and EPA regulations. it is distributed by Semco in Australia.

• Semco 02 9833 6000 ssantili@semcogroup.com.au www.semcogroup.com.au

Self contained ablution blocks WiTH the issues of transportation at the fore Range in size from single toilets for many remote mine sites, Marathon Group through to bath houses. has unveiled its range of easily transportable toilet and ablution blocks designed for mine sites. Supplied with the company’s self contained flat waste tanks Marathon’s toilet and ablution blocks are available in numerous sizes and range from simple single toilets or showers all the way through to complete bath houses. Each construction is configured with tyne/ lug holes for transportation can be manoeuvred by cranes and forklift trucks. The top of the range complete bath houses include toilet cubicles, troughs, washbasins, change area and shower enclosures.

Each unit is designed and manufactured in-house at Marathon Group’s dedicated manufacturing plant in NSW. For maximised safety, each toilet or ablution block is provided with vinyl non-slip flooring and sturdy partitioning that can take knocks and bumps and does not buckle during transportation. Fittings are of stainless steel and ceramic to ensure a long lifespan in what will undoubtedly be working conditions that are far harsher than that endured by the average domestic bathroom. Each robust unit can be connected directly to any sewer on the property or to one of the company’s innovative and versatile portable waste tanks. By incorporating these waste tanks, these amenities can thus be situated almost anywhere there is no sewer connection as it ensures the entire package is completely selfcontained.

• Marathon Group www.mgpl.com.au

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Mine water trucks To solve the ongoing issue of dust on mine sites, TWS Hire has added water carts to its dry hire fleet for medium to long term dry hire. The company’s drive yourself, car licence rated Mitsubishi Fuso Canter 4.0 water trucks are road registered and New South Wales rTA approved. They are equipped with 4,500 litre water tanks powered by Honda pumps. These trucks have a hard-wired CB radio in the cab, separate cab and exterior fire extinguishers, first aid kit with cabin locator, fully labelled control switches Includes service docs. and a pump emergency stop button to enable the operator to shut down every part of the truck’s operation. on the outside of the truck, there’s front and rear labelling for tyre pressure, as well as wheel nut indicators , luminous reflective tape is fixed to all front/rear perimeter areas of the track. other mine-compliant features include flags, labelled diesel fuel petrol fuel inlets, and identification of the pump’s fuel tank. There is also an emergency stop button at the rear of the vehicle and inside the cab for driver access so all truck functions can be shut down by the operator from outside the vehicle. All the water actuators are labelled for on and off positions; non-slip tape is applied to all step surfaces • TWS Hire 0448 892 837 www.watercartspecialists.com.au

Lifting device LiGHTWAvE Technology has unveiled its Jackjaw lifting device, designed to more easily remove objects from the ground. Using the law of leverage, it gains a sixteen fold increase in strength and in doing so aids occupational health and safety by avoiding the risk of back sprains or injuries. The product comes in eight different options. it recently released a new version with jaws that will safely grip and lift a steel pole to suit the standard diameters of 40 or 65 mm diameter round pipe used to support Provides sixteen fold traffic signage. “We also have another version that is ideal increase in lifting for the removal of timber survey pegs by surveyors, mining strength. and exploration companies,” the company said. The Jackjaw patented design uses heavy duty Bisalloy steel jaws to securely grip the peg, picket, spike or pole and uses the multiplication of leverage to easily remove the item from its position. All Jackjaw models are manufactured from laser cut steel components, with quality welding, while most of the models have either a powder coated or galvanized steel finish.

• Lightwave Technology 03 9720 6222 www.lightwavetechnology.com.au

Valve controller AUToMATED Control and West have launched the new 6170+ valve Motor Drive Process Controller. The 6170+ incorporates advanced tuning algorithms, with selectable pre-tune and self-tuning for easy setup. The self-tune also reduces output activity to an absolute minimum without compromising control quality, thereby reducing wear and tear on mechanical components such as valves, contactors and relays. West’s Plug and Play technology allows the user the ability to easily add to the 6170+ controller’s features including communication by simply installing additional plug-in boards. inputs, outputs, alarms, and communications are all field upgradeable. The controllers feature dual 4-digit LED displays; 1/16 DiN panel mount (also available in 1/8 DiN & 1/4DiN); universal input for Thermocouple, rTD, DC, linear mA/v/mv, user selectable; jumperless configuration; modbus communications; remote setpoint option; and a transmitter power supply.

• Automated Control 02 4964 4022 sales@automatedcontrol.com.au www.automatedcontrol.com.au www.miningaustralia.com.au

LX4582_AUSTMINING.pdf

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9th Annual Australian Mining Prospect Awards In this issue we have a brief word from some of the sponsors about their companies and why they choose to sponsor the Prospect Awards.

SEW-Eurodrive

MMD

SEW-Eurodrive is proud to be sponsoring the Coal Mine of the year award at the 2012 Australian Mining Prospect Awards.

As a key supplier to the coal mining industry, we believe in quality and efficiency when it comes to drive technology.

Supplying a range of industrial gear units, motors and drives in sizes in excess of 1MW, we deliver more than just products to heavy industry.

A team of talented engineers develop effective and timely solutions based on customers’ motion requirements, which are backed by aftersales commissioning and product support that is second to none.

We also understand that time is money, so units are delivered within a matter of weeks from our local assembly plants, rather than waiting months for items to be shipped from overseas.

The coal mining industry is one of Australia’s strongest assets – as the world’s greatest exporter of coal, we can be thankful for an industry that has given us global recognition.

SEW-Eurodrive takes great pride in sponsoring the coal mine of the year award, which we hope in turn, encourages the organization in and industry which has greatly supported our company over time.

We hope that this award goes to a fitting recipient to provide them with the acknowledgment they deserve for making such a strong contribution to Australian industry.

SEW-Eurodrive looks forward to further ongoing partnerships with all forms of mining, now and into the future.

Mining Machinery Developments (MMD) designs and manufactures mineral sizing (crushing) equipment and services to the mining, metallurgical, industrial minerals, alumina and other industries.

The core products; Mineral Sizers (crushers) and Feeders offer a solution to problems such as variable ore properties, product requirements, site conditions and environmental issues.

Founded in 1978, to design and manufacture equipment for the UK underground coal mining industry, today MMD size over 60 different minerals world wide, in many varied process industries.

MMD Sizing equipment is available for surface or underground installations, stationary or mobile, and for climatic conditions ranging from arctic to tropical.

The MMD Sizer range now includes, primary, secondary and tertiary Sizers for wet and dry processing of metallic and non-metallic minerals for mining, industrial minerals and quarrying industries.

To complement the robust Twin Shaft Mineral Sizer, MMD has designed and developed a range of heavy duty Apron Plate Feeders, which convey unbroken material to the crushing plant.

Standard widths available are 1500, 2000, 3000 and 4000mm on D4, D7, D9 and D11 Caterpillar sealed and lubricated tractor chain.

The mobile and semi-mobile sizer systems developed by MMD are both high in capacity and compact in size when compared to the traditional technology in this field.

The latest range of MMD Mobile Sizers have the ability to offer mine operators unprecedented levels of productivity, and therefore very low operating costs per tonne.

These energy efficient electrically driven “Green Mining Solutions” are all designed to assist mining companies to achieve the double bottom line of being both economic and environmentally friendly.

MMD is proud to be the long running sponsor of the Australian Mine of the Year award.

Schenck Process Schenck Process is a global market leader in measuring and process technologies.

Through our world-wide network of operating companies we provide our customers with unrivalled industrial weighing, feeding, screening and automation solutions. Sponsoring the ‘Minerals Processing Plant of the Year’ category in Australian Mining’s Prospect Awards for the third year running is one of the ways that we contribute to and celebrate the success of an industry that is critically important to the economy of our country and of course to our business. The mining and mineral processing industry is responsible for around 48% of Australia’s exports and represents 8% of the country’s total GDP. This industry is one of the reasons that, as a nation, we have been able to weather the recent global financial crisis and emerge in much better shape than many other developed nations. Together with our clients in the mining and mineral processing industry, we are always challenging current practices and breaking new ground by combining cutting edge technology with world class engineering know-how. Yet the men and women that work so hard to make Australia’s mineral processing plants and mining operations amongst the most technically advanced and efficient in the world often remain unrecognised. At Schenck Process, we consider that the Prospect Awards are a great way of identifying and recognising the talented professionals that make this possible.

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Be a leader in Australia’s mining industry and nominate today

www.miningaustralia.com.au

EV2631_MiningCon_FP.pdf

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GET SERIOUS ON MINE SAFETY

ISSUES IN MINING BROUGHT TO YOU BY

INFORMING THE MINING INDUSTRY SINCE 1908

EARLYBIRD SPECIAL

SAVE 30% BOOK NOW OFFER ENDS 20

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DON’T MISS OUR ONE-DAY CONFERENCE Pan Pacific Hotel, Perth - Tuesday 23 October 2012 TOPICS WILL INCLUDE:

KEY SPEAKERS INCLUDE:

MINE SAFETY > Underground > Drilling > Blasting > Automation

Simon Ridge Director of Mine Saftey Department of Mines & Petroleum WA

INSURING WORKERS

Dr Jennifer Bowers CEO, Australian Centre for Rural & Remote Mental Health

MENTAL HEALTH OF WORKERS

And more...

For more information and to register, visit www.miningaustralia.com.au/conference or call (02) 9422 2257

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MINING JOBS

To advertise a new job contact Hussein Azzan at 02 9422 2851

To see the latest jobs available visit www.miningaustralia.com.au, which is updated daily.

Technical ServiceS Manager coMpany: Bond recruiTMenT locaTion: perTh or BriSBane description: An opportunity has arisen for a Technical Services Manager to join the team. There is flexibility for this role to be based in either Brisbane or Perth.

The primary function of this role is to lead and manage the surface mining technical team to ensure that the quality of output is of a consistently high standard. You will be responsible for overseeing a city-based team of 10, made up primarily of Mining Engineers.

Projects will be in surface mining across multiple commodities, including metals and coal.

This is a senior level role where you will be a pivotal and highimpact member of the managerial team. It is a city-based role with occasional travel.

You will be rewarded with an attractive salary package that includes a strong fixed remuneration level combined with a competitive bonus structure.

To apply for this role, please email: charles@ bondrecruitment.com.au Senior Mine planning engineer coMpany: Bond recruiTMenT locaTion: Sydney description: A position is available for a Senior Mine Planning Engineer to join the team on site. This is a residential role where you will be living in an historic town which is well equipped with facilities and a regional centre for the surrounding area. Alternatively, FIFO arrangements can be made for strong candidates if necessary.

This position reports to the Technical Services Superintendent, and you will be responsible for: Coaching the mine planning team to ensure high quality and timely short to medium term designs, developing long term mine designs and ensuring plans enable safety and production targets to be achieved.

To apply for this role, please email: charles@ bondrecruitment.com.au Mine producTion engineer coMpany: Bond recruiTMenT locaTion: perTh description: A Mine Production Engineer role has been created at one of their underground metals mines in Western Australia. This position is offered on a FIFO roster from Perth.

Your role will be involved with production scheduling and drill & blast design, and report to the Senior Mining Engineer.

This is a company who genuinely offer career development opportunities, as they are continuing to grow and have multiple mines and assets.

To apply or this role, please email: charles@ bondrecruitment.com.au Senior Mine planning engineer coMpany: MMg locaTion: deMocraTic repuBlic of congo description: Kinsevere is 30 km north of Lubumbashi’s International Airport within the Democratic Republic of Congo (DRC).

There are over 1000 people working at Kinsevere, including 50 expatriates.

Reporting to the Mine Manager the purpose of the Senior Mining Engineer is to actively contribute towards achieving MMG’s commitments of producing copper in a safe and efficient manner.

This is obtained through supervision of the open pit operations as well as the mining technical group to ensure that cost and production targets are achieved in a safe and efficient manner.

For this permanent position, MMG Kinsevere is offering a competitive commute roster of 6:3 with fully subsidised return

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flights to your permanent place of residence. Features of Kinsevere’s village facilities include fully serviced air-conditioned rooms, laundry service, wet mess, sporting facilities (gym, tennis, volleyball, squash, basketball and pool tables) and Wi-Fi access. Remuneration includes attractive base salary and yearly performance based incentive payment.

To apply for this role, please visit www.miningaustralia. com.au/jobs SuperinTendenT Mine operaTionS coMpany: MMg locaTion: deMocraTic repuBlic of congo description: Kinsevere is 30 km north of Lubumbashi’s International Airport within the Democratic Republic of Congo (DRC). There are over 1000 people working at Kinsevere, including 50 expatriates. Kinsevere’s process plant was commissioned in 2011 has been built to international standards, with a nameplate production rate of 60,000 tonnes of copper cathode per annum.

Reporting to the Mine Manager the purpose of the Mine Operations Superintendent is to provide mine management services relating to the Kinsevere project, technical management, supervision and training in all aspects of the mining environment.

For this permanent position, MMG Kinsevere is offering a competitive commute roster of 6:3 with fully subsidised return flights to your permanent place of residence. Features of Kinsevere’s village facilities include fully serviced air-conditioned rooms, laundry service, wet mess, sporting facilities (gym, volleyball, squash, basketball and pool tables) and Wi-Fi access. Remuneration includes attractive base salary and yearly performance based incentive payment.

To apply for this role, please visit www.miningaustralia. com.au/jobs Mine operaTionS diSpaTch Technician coMpany: MMg locaTion: Qld description: MMG’s Century Operation, located in North-west Queensland, is Australia’s largest open pit zinc mine. In production since 2000, Century comprises an open pit mine and concentrator at Lawn Hill, and a dewatering and shipping facility at the port of Karumba Port.

An exciting opportunity exists within our IT & Communications team for a full time, permanent Mining Operations Dispatch Technician. Reporting to the Superintendent IT & Communications you will ensure that the mining and surface communication systems are available to meet planned business requirements, while ensuring cost effectiveness and compliance with group standards, policies and procedures.

To be considered for this role, it’s essential you hold a certificate qualification in the field of electronics, radio electronics or radio communications.

To apply for this role, please visit www.miningaustralia. com.au/jobs Mining eQuipMenT – coMponenT reBuild fiTTer coMpany: chandler Macleod locaTion: perTh description: Chandler Macleod are currently seeking experienced Component Rebuild Fitters for one of our growing clients.

Our client requires candidates experienced in the rebuilding of any of the following CAT/Komatsu/Hitachi components – Transmissions, Diffs, Wheel Motors, Final Drives/Wheel Ends, Brake Assemblies, Swing Motors/Boxes and Pumps.

To apply for this role, please email: metrotrades@ chandlermacleod.com

Mechanical Service Technician coMpany: Sandvik locaTion: nSW description: The role Sandvik are seeking a Service Technician to carry out mechanical repairs, and general duties as required on Sandvik and other mobile equipment.

Candidates will have trade qualifications and experience in a mechanical discipline with previous exposure to surface and or underground mining/heavy mobile equipment. Knowledge and experience with Sandvik products will be an advantage. Some level of computer literacy would be considered an advantage.

You will have a high level of interpersonal skills and the ability to work as part of an integrated broad team.

Self motivation and initiative as well as a strong customer service focus will ensure you succeed in this position. You will require flexibility to work shift work. You must have the right to live and work in this location to apply for this job.

To apply for this role, please visit www.miningaustralia. com.au/jobs Surface drillS field Service Technician coMpany: Sandvik locaTion: nSW description: The role Sandvik is seeking an Auto-Electrician to perform fault diagnosis, maintenance, re-build and repair work to support our Rotary Surface Blasthole Drill product line.

Based out of our Heatherbrae service facility this role will cover workshop and on-site support for customers in the Hunter Valley and Bowen Basin.

The ideal candidate will possess a strong safety and customer focus, be self-motivated, and be willing to work flexible hours.

Competitive remuneration and industry leading training will be offered to the right candidate.

To apply for this role, please visit www.miningaustralia. com.au/jobs Senior Mining engineer coMpany: doWner locaTion: BriSBane description: Downer EDI Mining currently has the requirements for an Senior Mining Engineer in our South Brisbane head office. The role involves coordinating the supply of mine planning services for use in preparation of tenders and proposals and assisting in team development.

Reporting into the Principal Mining Engineer (Brisbane), you will be responsible for providing mine planning support and assistance in mine planning activities for current mine operations.

To apply for this role, please visit www.miningaustralia. com.au/jobs projecT Manager coMpany: progreSSive gloBal energy & naTural reSourceS locaTion: perTh description: An exciting opportunity for an experienced Project Manager to take the lead for a large open cut coal line based near the Capricorn coast. You will be responsible for client contract management, site safety performance, people management and overall business performance.

Ideally you will have: Tertiary Qualifications in mining or civil engineering, a current Mine Managers certificate and experience of all levels of management in the mining industry (open cut).

You will be offered: An attractive remuneration package, FIFO and camp accommodation if required.

To apply for this role, please visit www.miningaustralia. com.au/jobs www.miningaustralia.com.au

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mining ’s a i l a r t s u A ern Where West iness s u b o d o t s t industry mee

GOLDFIELDS MINING EXPO 30 October – 1 November 2012 Kalgoorlie Boulder Racecourse, Western Australia

REGISTER NOW! goldfieldsminingexpo.com.au

Official Partner

Organiser

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EVENTS

Conferences, seminars & workshops Event submissions can be emailed to ozmining@reedbusiness.com.au Blasting for Stable Slopes Short Course

network and do business in the heart of Western Australia’s booming mining sector. A range of mining community-focused events and information sessions, along with specific programs aimed at “frontline” miners – operators, maintenance crews, foremen, supervisors, leading hands, shift managers and labourers – will be key elements of this year’s exhibition.

5-7 November 2012 Pan Pacific Hotel, Perth This course will examine the mechanisms and possible extent of damage to the rock structure behind the face from blasting and the influence that has on the stability of pit walls. The course includes consideration of the mechanisms of rock breakage that operate within a blast and considers means of optimising wall damage adjacent to the blast.

Investing in Environmental Performance 15-17 October Adelaide

Design of Tailings Storage Facilities for Seismic Loading Conditions 24 October 2012 Burswood Entertainment Complex, Perth The workshop is aimed to provide education to both tailings storage in the workshop will include Goldfields Mining Expo facility owners and designers. liquefaction assessment of tailings, 30 October-1 November Selected workshop notes and analysis and design of dams for A D _ Aslides M M will M GbeSprovided E P _ 1 2 earthquakes, . pdf P a break g e analysis, 1 1 6 / 0Kalgoorlie 8 / 1 2 , Boulder 1 : 5 3 PM presentation dam Racing Club, Kalgoorlie to the attendees. Topics covered and discussion of historical dams.

An integral feature of the mining calendar for the past 27 years, the Goldfields Mining Expo (GME) is a dynamic biennial event which provides opportunities to meet,

The workshop aims to highlight the diversity and build awareness of the improvements in environmental management that are currently occurring in the Australian Resources Sector. Just as business invests in leading edge technologies to gain market advantage, so too investment in environmental performance assures a continuing license to operate and relinquish exhausted tenures.

DISCOVERING TALENT AS WELL AS MINERALS Our vision is to build a next-generation global minerals and metals company. We know that it’s our people that will play a key role in helping us to realise this.

We work to form a partnership with each person in MMG, engaging them to contribute towards achieving our company goals as well as developing personally.

As a performance-based organisation MMG uses specific measures and targets. Whether at company, site or individual level, we recognise and reward a job well done.

If your talent is going unrecognised, get discovered at MMG.

VISIT MMG.COM/CAREERS TODAY 98

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www.miningaustralia.com.au

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UNM13793_AusMiningS.pdf

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If what you do depends on Lime, talk to us.

Mining operations depend on Lime. Which is why industry leaders get their Lime from Sibelco. Whether itâ&#x20AC;&#x2122;s Quicklime, Hydrated Lime or one of many other limestone products you may require, youâ&#x20AC;&#x2122;re getting quality, premium Lime. Choose Limil from one of the seven Sibelco plants around Australia and you can look forward to 135 years of Lime manufacturing expertise, the security of long-term supplies and a level of quality and consistency that our ISO9001:2008 Quality Program delivers.

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UNM13793