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submission dates
27 February 2015 • 8 June 2016 • 28 September 2018
November 2020 • June 2021
Social and labour Planand
Section 102 aPPlication
imPaLa PLatinum Limited
Social and labour Planand
Section 102 aPPlication
RESUBMITTED DOCUMENT27 February 2015
SUBMITTED DOCUMENTJune 2016
28 September 2018
November 2020
June 2021
PAGE 3
PAGE 183
PAGE 241
PAGE 273
PAGE 301
CONTENTS
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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CONTENTS LIST OF ABBREVIATIONS .................................................................................................................................... 8
INTRODUCTION AND PREAMBLE .........................................................................................................11 1.1 INTRODUCTION ..................................................................................................................................12
1.1.1 OVERVIEW ...............................................................................................................................................12 1.1.2 STRUCTURE OF THIS DOCUMENT ............................................................................................................12
1.2 PREAMBLE – IMPALA PLATINUM HOLDINGS LIMITED HEAD OFFICE .................................. 17
1.2.1 NAME OF HOLDING COMPANY ................................................................................................................ 17 1.2.3 PHYSICAL ADDRESS & POSTAL ADDRESS .............................................................................................. 17 1.2.4 TELEPHONE NUMBER & FAX NUMBER .................................................................................................... 17 1.2.5 LOCATION OF HEAD OFFICE ................................................................................................................... 17 1.2.6 FINANCIAL YEAR ..................................................................................................................................... 17
1.3 PREAMBLE – IMPALA PLATINUM LIMITED RUSTENBURG OPERATIONS ............................ 20 1.3.1 NAME OF COMPANY ............................................................................................................................... 20 1.3.2 NAME OF THE MINE ................................................................................................................................ 20 1.3.3 PHYSICAL ADDRESS & POSTAL ADDRESS .............................................................................................. 20 1.3.4 TELEPHONE NUMBER & FAX NUMBER .................................................................................................... 20 1.3.5 LOCATION OF THE MINE ......................................................................................................................... 20 1.3.6 COMMODITY ........................................................................................................................................... 20 1.3.7 LIFE OF MINE .......................................................................................................................................... 20 1.3.8 FINANCIAL YEAR ..................................................................................................................................... 20 1.3.9 SIZE AND COMPOSITION OF WORKFORCE .............................................................................................. 20 1.3.9.1 WORKFORCE DIRECTLY EMPLOYED BY THE IMPALA RUSTENBURG OPERATIONS ............................. 20
1.4 PREAMBLE – IMPALA PLATINUM REFINERIES .......................................................................... 33 1.4.1 NAME OF COMPANY ............................................................................................................................... 33 1.4.2 NAME OF THE REFINERY ........................................................................................................................ 33 1.4.3 PHYSICAL ADDRESS & POSTAL ADDRESS .............................................................................................. 33 1.4.4 TELEPHONE NUMBER & FAX NUMBER .................................................................................................... 33 1.4.5 LOCATION OF THE OPERATION ............................................................................................................... 33 1.4.6 FINANCIAL YEAR ..................................................................................................................................... 33 1.4.7 SIZE AND COMPOSITION OF WORKFORCE ............................................................................... 33 1.4.7.1 WORKFORCE DIRECTLY EMPLOYED BY IMPALA PLATINUM REFINERIES ................... 33 1.4.8 GEOGRAPHIC ORIGIN OF WORKFORCE ................................................................................................. 35
1.5 SUMMARY OF WORKFORCE AT IMPALA PLATINUM LIMITED ................................................ 39 HUMAN RESOURCES DEVELOPMENT ............................................................................................... 41
2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES ............................................................... 42 2.1.1 GENERAL OVERVIEW ............................................................................................................................. 42 2.1.2 IMPALA PLATINUM LIMITED: TRAINING VENUES AND FACILITIES .......................................................... 43
2.2 SKILLS DEVELOPMENT PLAN ....................................................................................................... 46 2.2.1 OVERVIEW .............................................................................................................................................. 46 2.2.2 FUNCTIONAL LITERACY & NUMERACY ................................................................................................... 46 2.2.3 LEARNERSHIPS ...................................................................................................................................... 50 2.2.4 SKILLS DEVELOPMENT PROGRAMMES .................................................................................................. 55 2.2.5 PORTABLE SKILLS TRAINING ................................................................................................................. 57 2.2.6 TRAINING IN CORE BUSINESS AREAS ................................................................................................... 62
2.3 CAREER PATH PLAN ....................................................................................................................... 65
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2.3.1 UNDERTAKING ........................................................................................................................................ 65 2.3.2 STRATEGIC PLANS ................................................................................................................................. 65
2.4 MENTORSHIP PLAN ......................................................................................................................... 71 2.4.1 UNDERTAKING ........................................................................................................................................ 71 2.4.2 STRATEGIC PLAN - MENTORING OF EMPLOYEES .................................................................................. 71
2.5 BURSARY, GRADUATE/DIPLOMAT & INTERNSHIP PROGRAMME PLAN .............................. 74 2.5.1 UNDERTAKING ........................................................................................................................................ 74 2.5.2 STRATEGIC PLANS ................................................................................................................................. 74
2.6 EMPLOYMENT EQUITY PLAN ......................................................................................................... 79 2.6.1 OVERVIEW .............................................................................................................................................. 79 2.6.2 UNDERTAKING ........................................................................................................................................ 79 2.6.3 STRATEGIC PLANS FOR EMPLOYMENT EQUITY .................................................................................... 79
2.6.3.1 Principles for Employment Equity at Impala Platinum .................................................... 79 2.6.3.2 Management of Employment Equity Plans at Impala Platinum ..................................... 80 2.6.3.3 Strategic Plans for achieving HDSAs in Management at Impala Platinum ................ 80
SOCIO-ECONOMIC DEVELOPMENT PROGRAMMES ........................................................................ 83 3.1 SOCIO-ECONOMIC PROFILES & KEY ECONOMIC ACTIVITIES OF THE AFFECTED AREAS .................................................................................................................................................................... 84
3.1.1 INTRODUCTION ....................................................................................................................................... 84 3.1.2 NORTH WEST PROVINCE ....................................................................................................................... 84 3.1.2.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL ............................................................................ 84 3.1.2.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVEL ............................................................................. 85 3.1.3 GAUTENG ............................................................................................................................................... 86 3.1.3.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL ............................................................................ 86 3.1.3.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVELS ........................................................................... 86 3.1.4 EASTERN CAPE ...................................................................................................................................... 87 3.1.4.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL ............................................................................ 87 3.1.4.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVEL ............................................................................. 88 3.1.5 BOJANALA PLATINUM DISTRICT MUNICIPALITY ................................................................................. 89 3.1.5.1 SOCIO-ECONOMIC PROFILE AT DISTRICT MUNICIPALITY LEVEL .......................................................... 89 3.1.5.2 KEY ECONOMIC ACTIVITIES AT DISTRICT MUNICIPALITY LEVEL .......................................................... 91 3.1.7 RUSTENBURG LOCAL MUNCIPALITY ...................................................................................................... 91 3.1.7.1 SOCIO-ECONOMIC PROFILE AT LOCAL MUNICIPALITY LEVEL .............................................................. 91 3.1.7.2 KEY ECONOMIC ACTIVITIES AT LOCAL MUNICIPALITY LEVEL ............................................................... 93
3.2 IMPACT OF THE IMPALA PLATINUM LIMITED OPERATIONS ................................................... 94 3.2.1 IMPALA PLATINUM’S COMMITMENT TO SOCIO ECONOMIC DEVELOPMENT ............................................ 94 3.2.2 PROJECT IDENTIFICATION PROCESS ...................................................................................................... 94 3.2.3 PLANNED PROJECTS .............................................................................................................................. 97
3.3 HOUSING & LIVING CONDITIONS OF MINE EMPLOYEES ....................................................... 115 3.3.1 CURRENT HOUSING SITUATION AT IMPALA RUSTENBURG OPERATIONS ............................................ 115 3.3.2 PRINCIPLES BEHIND THE IMPALA RUSTENBURG OPERATIONS’ HOUSING POLICY .............................. 116 3.3.3 STRATEGIC PLANS ............................................................................................................................... 117
3.4 NUTRITION PLAN ............................................................................................................................ 119 3.4 NUTRITION PROGRAM ............................................................................................................................. 119 3.4.1 OVERVIEW ............................................................................................................................................ 119 3.4.2 STRATEGIC PLANS ............................................................................................................................... 119
3.5 PROCUREMENT PLAN ................................................................................................................... 120
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3.5.1 INTRODUCTION ............................................................................................................................... 120 3.5.2 STRATEGY ........................................................................................................................................ 120 3.5.3 TACTICS ............................................................................................................................................ 120 3.5.4 CONCLUSION ................................................................................................................................... 122
PROCESSES PERTAINING TO THE MANAGEMENT OF DOWNSCALING & RETRENCHMENT 123 4.1 PROCESSES PERTAINING TO MANAGEMENT OF DOWNSCALING & RETRENCHMENT . 124
4.1.1 OVERVIEW & OBJECTIVES ................................................................................................................... 124 4.1.2 FUTURE FORUM ................................................................................................................................... 124
4.2 MECHANISMS TO SAVE JOBS AND AVOID JOB LOSSES AND A DECLINE IN EMPLOYMENT ....................................................................................................................................... 125
4.2.1 UNDERTAKING ...................................................................................................................................... 125 4.2.2 STRATEGIC PLAN ................................................................................................................................. 126
4.3 MECHANISMS TO PROVIDE ALTERNATIVE SOLUTIONS AND PROCEDURES FOR CREATING JOB SECURITY WHERE JOB LOSSES CANNOT BE AVOIDED. ............................... 127
4.3.1 UNDERTAKING ...................................................................................................................................... 127 4.3.2 STRATEGIC PLAN ................................................................................................................................. 127
4.4 MECHANISMS TO AMELIORATE THE SOCIAL AND ECONOMIC IMPACT ON INDIVIDUALS, REGIONS AND ECONOMIES WHERE RETRENCHMENT OR CLOSURE OF THE OPERATION IS CERTAIN ................................................................................................................................................. 130
4.4.1 UNDERTAKING ...................................................................................................................................... 130 4.4.2 STRATEGIC PLANS ............................................................................................................................... 130
FINANCIAL PROVISION ........................................................................................................................ 133 5.1 FINANCIAL PROVISION ................................................................................................................. 134
5.1.1 OVERVIEW ............................................................................................................................................ 134 5.1.2 FINANCIAL PROVISION FOR HUMAN RESOURCE DEVELOPMENT PROGRAMMES ............................... 134 5.1.3 FINANCIAL PROVISION FOR LOCAL ECONOMIC DEVELOPMENT .......................................................... 135 5.1.4 FINANCIAL PROVISION FOR THE MANAGEMENT OF DOWNSCALING & RETRENCHMENT .................... 137
UNDERTAKING ...................................................................................................................................... 139 6.1 STATEMENT OF UNDERTAKING .................................................................................................. 140 APPENDIX A ........................................................................................................................................... 143
LOCATION OF IMPALA RUSTENBURG OPERATIONS ...................................................................................... 143 APPENDIX B ........................................................................................................................................... 145
FORM Q – THE NUMBER AND EDUCATION LEVELS OF: ................................................................................ 145 IMPALA PLATINUM LIMITED HEAD OFFICE ..................................................................................................... 145 IMPALA RUSTENBURG OPERATIONS ............................................................................................................. 145 IMPALA REFINERIES ....................................................................................................................................... 145 FORM Q: IMPALA PLATINUM LIMITED HEAD OFFICE ..................................................................................... 146 FORM Q: IMPALA PLATINUM LIMITED RUSTENBURG OPERATION ................................................................. 147 FORM Q: IMPALA PLATINUM LIMITED REFINERIES OPERATION ...................................................................... 148
APPENDIX C ........................................................................................................................................... 149 FORM R – HARD TO FILL VACANCIES FOR ............................................................................... 149 IMPALA PLATINUM LIMITED HEAD OFFICE ............................................................................... 149 IMPALA RUSTENBURG OPERATIONS ........................................................................................... 149 FORM R: IMPALA PLATINUM LIMITED HEAD OFFICE ............................................................ 150 FORM R: IMPALA PLATINUM LIMITED RUSTEBURG OPERATIONS ................................. 151 FORM R: IMPALA PLATINUM LIMITED REFINERIES OPERATIONS .................................. 152
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APPENDIX D ........................................................................................................................................... 153 FORM S – EMPLOYMENT EQUITY STATISTICS FOR ...................................................................................... 153 IMPALA PLATINUM LIMITED HEAD OFFICE ..................................................................................................... 153 IMPALA RUSTENBURG OPERATIONS ............................................................................................................. 153 IMPALA REFINERIES ....................................................................................................................................... 153 FORM S: IMPALA PLATINUM LIMITED HEAD OFFICE ...................................................................................... 154 FORM S: IMPALA PLATINUM LIMITED RUSTENBURG OPERATIONS ................................................................ 155 FORM S: IMPALA PLATINUM LIMITED REFINERIES OPERATIONS .................................................................... 156
APPENDIX E ........................................................................................................................................... 157 CAREER DEVELOPMENT PATHS AT IMPALA RUSTENBURG ........................................................................... 157
APPENDIX G ........................................................................................................................................... 179 CLASSIFICATION OF PORTABLE SKILLS ............................................................................................ 179 A. PORTABLE SKILLS OUTSIDE THE MINING SECTOR .............................................................................. 179
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LIST OF ABBREVIATIONS
ABET Adult Basic Education Training ATR Annual Training Report BE Black Empowered BEE Black Economic Empowerment BI Black Influenced BO Black Owned CEB Child of Employee Bursary CFT Cross Functional Team COE Child of Employee COM Chamber of Mines CSI Corporate Social Investment DMR Department of Mineral Resources DPLG Department for Provincial and Local
Government DTI Department of Trade and Industry EBDA Ekurhuleni Business Development Agency ETD Education and Training Development EE Employment Equity ESOP Employee Share Ownership Scheme ETD Education, Training and Development FET Further Education and Training FLC Foundational Learning Competency FOG Fall Of Ground FT Full Time FY Financial Year GCC Government Certificate of Competency GET General Education and Training GIS Geographical Information System GRCF Greater Rustenburg Community Foundation HDSA Historically Disadvantaged South Africans HET Higher Education and Training HO Head Office HoD Head of Department HR Human Resources HRD Human Resources Development HSE Health, Safety and Environmental IDP Integrated Development Plan IDP Individual Development Plan Implats Impala Platinum Holdings Limited IRS Impala Refineries Services JDF Joint Development Forum JIPSA Joint Initiative for Priority Skills Acquisitions JR Junior JTTT Joint Technical Task Team KPI Key Performance Indicators LED Local Economic Development LRA Labour Relations Act LTD Limited MOA Memorandum of Agreement MPRDA Mineral and Petroleum Resources Development
Act MQA Mining Qualifications Authority
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NGO Non-Governmental Organization NQF National Qualifications Forum NRA National Roads Agency OLS Operating License Strategy PGM Platinum Group Metal PGDS Provincial Growth and Development Strategy PM Procurement Manager PMU Project Management Unit PROC Procurement Department PT Part time PTP Public Transport Plan PTY Proprietary QLFS Quarterly Labour Force Survey QCTO Quality Council for Trades and Occupations RDP Reconstruction and Development Plan RBA Royal Bafokeng Administration RBN Royal Bafokeng Nation RCDC Rustenburg Community Development Centre RPL Recognition of Prior Learning SADB South African Demarcation Board SAQA South African Qualifications Authority SARS South African Revenue Services SEIA Socio-Economic Impact Analysis SETA Sector Education Training Authority SLP Social and Labour Plan SME Small to Medium Enterprise SMME Small, Medium and Micro Enterprise StatsSa Statistics South Africa SR Senior UIF Unemployment Insurance Fund VAT Value Added Tax WSP Workplace Skills Plan YTD Year To Date Definition of Paterson Grading:
• Board • Top Management (E – Level: Upper & F - Level) • Senior Management (E – Level: Lower) • Middle Management (D – Level: Upper) • Junior Management (D – Level: Lower) • Supervisors and Technically Skilled Personnel ( C – Level) • Semi-skilled and Discretionary decision making (B – Level) • Unskilled and Defined decision making (A – Level)
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
Introduction and Preamble
SECTION 1
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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SECTION 1
1.1 INTRODUCTION
1.1.1 OVERVIEW
A Social and Labour Plan (SLP) is a prescribed requirement of the minerals legislation (the Mineral and Petroleum Resources Development Act (28/2002) (MPRD Act)) to be in place for the life of every mining right1. The SLP is required to be more than a statement of intent with regards to Human Resource Development, Local Economic Development and The Management of Downscaling and Retrenchment. The plan is a summary of principles and policies to guide the implementation of specific programmes which aim to aid socio-economic development and economic growth in the mine community on an on-going basis. Progress with regards to the specific projects and the mine’s contributions to socio-economic development will be reported on annually in the SLP Reports to be submitted to the regional offices of Department of Mineral Resources or any drop-off place as communicated by the DMR officials. The objectives of the SLP (section 41 of the Regulations) are to:
n Promote employment and advance the social and economic welfare of all South Africans; n Contribute to the transformation of the mining industry; n Ensure that holders of mining rights contribute towards the socio-economic development of
the areas in which they are operating. 1.1.2 STRUCTURE OF THIS DOCUMENT
Impala Platinum Holdings Limited’s (Implats) primary mining operation (Figure 1.1), Impala Platinum Limited, operates Impala Rustenburg Operation’s lease area on the western limb of the Bushveld Complex, north of the town of Rustenburg in the North West Province (Appendix A). The mining operations cover an area of approximately two hundred and sixty (260) square kilometers and include fifteen (15) operating vertical shafts, five (5) associated with declines and three shafts under construction. In addition to the mining operation, Impala Platinum Limited includes Mineral Processes; the group’s smelting and concentrating plants, also located on the Impala Rustenburg Operation’s lease area, and the Impala Platinum Refineries, which includes both the base and platinum metals refineries, in the town of Springs, Gauteng. (See Figure 1.1) The company has undertaken to ensure the social and labour provisions, as set out in the document are adhered to and reported on for the entire company (Impala Platinum Limited) on an annual basis. It is pertinent to note that all employees within the group are employed by Impala Platinum Limited as there are no employees of Implats (the listed holding company) nor Impala Refining Services (IRS). As such the Human Resource Development, Local Economic Development and Closure and Retrenchment Management Programmes at the operations level will be driven from central policies and principles and will be reported against in one company’s annual report. In order to streamline the annual reporting requirements and present a coherent social and labour strategy across the company, this SLP will, where necessary, incorporate the Impala Platinum Holdings Limited Head Office and Impala Platinum Refineries structures. As such, Impala Rustenburg Operations will meet the objectives as outlined in this SLP in compliance with the MPRD Act. (See Figure 1.2)
1 It is noted that the SLP is applicable until the closure certificate (under section 43 of the Mineral and Petroleum Resources Development Act (2002)) has been issued.
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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Figure 1.2: Structure of Impala Platinum Limited’s Social and Labour Plan
* Please Note: The Impala Rustenburg Operations comprise of fifteen (15) operational shafts and a mineral processes
plant. The labour force, for both the mine and contractors, fluctuates between fifteen (15) shafts and the mineral
processes plant on a monthly basis, according to changes in the business plan. As such, mine or contractor workforce
at each of the shafts and plant is not fixed, in order to facilitate labour retention across the whole operation.
The document is structured as follows, in accordance with regulation forty six (46) of the MPRD Act: - Section 1 - Introduction and Preamble:
o Introduction o Preamble – Impala Platinum Holdings Limited Head Office o Preamble – Impala Platinum Limited Rustenburg Operations o Preamble – Impala Platinum Limited Refineries
- Section 2 - Human Resources Development Programmes - Section 3 - Local Economic Development Programmes - Section 4 - Processes Pertaining to the Management of Downscaling & Retrenchment - Section 5 - Financial Provisions for the Implementation of the SLP - Section 6 – Undertaking
Impala Platinum Holdings Limited
Head Office
Mine Workforce
Impala Rustenburg Operations*
Company Workforce
Impala Platinum
Refineries
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Table 1.1: Summary of Mining Rights Held by Impala Platinum Limited at the Impala Rustenburg Operations
Rights held in terms of Mining Right Right to Mine
Expiry Date
Option to renew
Property/ Farm Names
Mine Infrastructure (Shafts)
Mining Right Protocol:
PGM's, nickel, gold, silver and copper
11/12/2018
With right to renew for
Boschkoppie 104JQ
6, 8, 12, 20
597/2008 further intervals of 30
years each until mining
DMR Ref No: is completed. NW30/5/1/2/2/130 MR
Mining Right Protocol: PGM's nickel ore,
11/12/2018
With right to renew for
Elandsheuvel 282JQ Nil
599/2008 gold ore, cobalt, further intervals of 30
Elandsheuvel 282JQ (Rem) 16 Decline
chrome ore, copper
years each until mining
Elandsheuvel 282JQ (Pt.5)
16 Decline, 17 Decline
DMR Ref No: ore, silver ore, sulphur,
is completed. Reinkoyalskraal 278JQ
16, 16 Decline, 1SVD, 2, 10
NW30/5/1/2/2/131 MR
sand manufactured Vlakfontein 276JQ
10, 17, 17 Decline
from waste rocks Welbekend 117JQ 10, 11C and iron ore. Toulon 111JQ 10, 11C
Goedgedacht 114JQ
10, 11, 11C, 14, 14 Decline
Kleindoornspruit 108JQ
14, 14 Decline, 12, 12SD, 12N
Doornspruit Annex 109JQ 12N, 20
Goedgedacht 110JQ 12, 12N, 20
Hartbeestspruit 88JQ Nil
Mining Right Protocol:
PGM's, nickel ore,
11/12/2018
With right to renew for
Kookfontein 265JQ (Pt.12) 2A, Opencast
598/2008 gold ore, cobalt, copper
further intervals of 30
Uitvalgrond 105 JQ (Pt.1) 6, Opencast
ore, silver ore, sulphur,
years each until mining
Uitvalgrond 105 JQ (Rem) 6, Opencast
DMR Ref No:
sand manufactured from
is completed. Uitvalgrond 105 JQ (Pt.2) 6, Opencast
NW30/5/1/2/2/132 MR
waste rocks and iron ore.
Mining Right Protocol:
PGM's, nickel ore,
11/12/2018
With right to renew for
Wildebeestfontein 274JQ
1, 2, 2A, 9, 5, 10
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Rights held in terms of Mining Right Right to Mine
Expiry Date
Option to renew
Property/ Farm Names
Mine Infrastructure (Shafts)
600/2008 gold ore, cobalt, copper
further intervals of 30 years each until mining is complete
Reinkoyalskraal 278JQ
1SV, 1SVD, 9, 10
ore, silver ore, sulphur, sand manufactured from waste rocks and iron ore
Vlakfontein 276JQ 9, 10
DMR Ref No: Vaalkop 275JQ
2A, EF, 5, 4, 7A, 11, 10, Opencast
NW30/5/1/2/2/133 MR Kookfontein 265JQ
EF, 2A, Opencast
Beerfontein 263JQ EF, 7A, 4, Opencast
Turffontein 262JQ 7A, Opencast
Doornspruit 106JQ
7A, 4, 6, 7, 11, 14, 8, Opencast
Goedgedacht 114JQ 4, 10, 11, 14
Kleindoornspruit 108JQ
6, 8, 14, 12, 12N
Goedgedacht 110JQ 6, 8, 12, 20
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1.2 PREAMBLE – IMPALA PLATINUM HOLDINGS LIMITED HEAD OFFICE
1.2.1 NAME OF HOLDING COMPANY
Impala Platinum Holdings Limited 1.2.3 PHYSICAL ADDRESS & POSTAL ADDRESS
No 2 Fricker Road Private Bag X 18 Illovo Northlands 2196 2116
1.2.4 TELEPHONE NUMBER & FAX NUMBER
Tel: (011) 731 9000 Fax: (011) 731 9254 1.2.5 LOCATION OF HEAD OFFICE
The Head Office of Impala Platinum Limited is situated in the city of Johannesburg within the Gauteng Province.
1.2.6 FINANCIAL YEAR
1 July to 30 June.
1.2.7 SIZE AND COMPOSITION OF WORKFORCE
Table 1.2: Occupational Distribution of Employees at Impala Platinum Limited Head Office as at June 2013
Male Female
Foreign Nationals
TOTAL
OCCUPATIONAL LEVEL
A C I W A C I W
Male
Fem
ale
Top management 0 0 0 2 0 0 0 1 0 0 3
Senior management 3 1 0 12 1 0 2 3 2 0 24
Professionally qualified and experienced specialists and mid-management
6 1 1 11 3 0 2 6 0 0 30
Skilled technical and academically qualified workers junior management supervisors foremen and superintendents
3 0 2 1 3 0 0 5 0 0 14
Semi-skilled and discretionary decision making
0 0 0 1 2 0 0 4 0 0 7
Unskilled and defined decision making 0 0 0 0 2 0 0 0 0 0 2
TOTAL 12 2 3 27 11 0 4 19 2 0 80
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1.2.8 GEOGRAPHIC ORIGIN OF WORKFORCE
Table 1.3: Summary of Labour-Sending areas for Impala Platinum Limited Head Office Personnel as at June 20132
Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employees per Labour
Sending Area
NORTH WEST Bojanala Rustenburg Rustenburg 9
NORTH WEST TOTAL 9 11% GAUTENG City of
Johannesburg City of Johannesburg
Craighall Park 1
Halfway House 2
Johannesburg 15
Midrand 2
Orlando 1
Parktown 1
Randburg 2
Roodepoort 4
Sandton 1 City of Tshwane City of Tshwane Centurion 2
Moreleta Park 1
Pretoria 6
Soshanguve 1 Ekurhuleni Ekurhuleni Alberton 4
Benoni 4
Boksburg 3
Brakpan 2
Germiston 2
Kempton Park 1
Nigel 1
Springs 4
Vosloorus 1 West Rand Mogale City Krugersdorp 1
Randfontein Randfontein 1
Gauteng Total 63 79% KWA ZULU NATAL
Ethekwini Ethekwini Durban 1
Phoenix 1
Uthungulu uMhlathuze Richards Bay 1
KWA ZULU NATAL TOTAL 3 4%
LIMPOPO Mopani Greater Giyani Giyani 1
LIMPOPO TOTAL 1 1%
WESTERN CAPE Cape Winelands Drakenstein Paarl 1
WESTERN CAPE TOTAL 1 1%
2 This labour-sending information is based on information received from the workforce directly as at December 2012. This information may change with time and will be updated on an annual basis in the Annual SLP Report.
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employees per Labour
Sending Area
FREE STATE Lejweleputswa Matjhabeng Welkom 2
FREE STATE TOTAL 2 3%
SWAZILAND Manzini 1
SWAZILAND TOTAL 1 1%
GRAND TOTAL 80 100%
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1.3 PREAMBLE – IMPALA PLATINUM LIMITED RUSTENBURG OPERATIONS
1.3.1 NAME OF COMPANY
Impala Platinum Limited is a wholly owned subsidiary of Impala Platinum Holdings Limited. 1.3.2 NAME OF THE MINE
Impala Rustenburg Operations
1.3.3 PHYSICAL ADDRESS & POSTAL ADDRESS
Central Offices PO Box 5683 Beerfontein Rustenburg 263 JQ 0300 Phokeng 0335 North West Province
1.3.4 TELEPHONE NUMBER & FAX NUMBER
Tel: (014) 569 0000 Fax: (014) 569 6548
1.3.5 LOCATION OF THE MINE
The Impala Rustenburg Operations are located approximately ten (10) kilometers north of the town of Rustenburg in the Rustenburg Local Municipality, within the Bojanala Platinum District Municipality in the North West Province. See Appendix A for the Location Map of the Impala Rustenburg Operations.
1.3.6 COMMODITY
Exportable platinum derived from a converter matte containing the Platinum Group Metals (PGMs), together with metals and minerals found in mineralogical association at a production rate of 710,000 ounces of refined Platinum as reported for FY2013 and about 121.5 million attributable ounces of mineral resources.
1.3.7 LIFE OF MINE
The combined mineral reserves and resources for the four (4) new order mining rights held at Impala Rustenburg Operations and its adjacent prospecting areas are sufficient to sustain a thirty (30) year life of mine plan.
1.3.8 FINANCIAL YEAR
1 July to 30 June.
1.3.9 SIZE AND COMPOSITION OF WORKFORCE
1.3.9.1 WORKFORCE DIRECTLY EMPLOYED BY THE IMPALA RUSTENBURG OPERATIONS
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Table 1.4 Occupational Distributions of Employees at Impala Platinum Limited Rustenburg as at June 2013
OCCUPATIONAL LEVELSA C I W A C I W M
ale
Fem
ale
Top management 0 0 0 0 0 0 0 0 1 0 1
Senior management 13 0 2 48 5 0 0 2 2 0 72Professionally qualified and experienced specialists and mid-management
139 3 11 241 28 0 3 48 9 0 482
Skilled technical and academically qualified workers junior management supervisors foremen and superintendents
2695 25 2 746 399 4 3 81 311 2 4268
Semi-skilled and discretionary decision making
7660 10 0 122 712 3 0 11 1887 5 10410
Unskilled and defined decision making
13012 14 0 20 1638 4 0 0 2055 22 16765
TOTAL 23519 52 15 1177 2782 11 6 142 4265 29 31998
Male Female Foreign Nationals
TOTAL
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Table 1.5: Summary of Labour-sending area for Impala Platinum Limited Rustenburg Operation as at June 2013
Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
EASTERN CAPE Alfred Nzo Umzimvubu Libode 481
Mount Ayliff 61
Mount Frere 80 Amatole Amahlathi Keiskamahoek 2
Stutterheim 8
Tsomo 62
Great Kei Komga 3 Mbhashe Elliotdale 365
Idutywa 345
Willowvale 63 Mnquma Butterworth 70
Gcuwa 2
Kentani 113
Nqamakwe 50
Ngqushwa Peddie 16 Nkonkobe Alice 1
Fort Beaufort 2
Middledrift 22
Seymour 1
Nxuba Adelaide 1 Buffalo City Buffalo City East London 46
King Williams Town 90
Mdantsane 5
Ngqeleni 446 Cacadu Camdeboo Aberdeen 1
Kou-kamma Joubertina 2 Chris Hani Emalahleni Dordrecht 3
Indwe 2
Lady Frere 30 Engcobo Engcobo 212
Zwelisha 3
Inkwanca Sterkstroom 4
Intsika Yethu Cofimvaba 86 Lukanji Queenstown 38
Qumbu 91
Whittlesea 4
Sakhisizwe Cala 37
Eden George George 2 Joe Gqabi Elundini Maclear 4
Mount Fletcher 53
Ugie 1
Gariep Burghersdorp 2
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Maletswai Aliwal North 16 Senqu Barkly East 11
Herschel 239
Lady Grey 1
Sterkspruit 54 Nelson Mandela Bay
Nelson Mandela Bay
Motherwell 1
Port Elizabeth 13
Uitenhage 1 O.R. Tambo King Sebata
Dalindyebo Mqanduli 370
Mthatha 195
Mhlontlo Tsolo 108 Ngquza Hill Flagstaff 167
Lusikisiki 305
Ntabankulu Tabankulu 237 Port St Johns Bizana 205
Port St. Johns 120
Ugu Hibiscus Coast Port Edward 1
EASTERN CAPE 4954 15% FREE STATE Amatole Amahlathi Frankfort 3
Fezile Dabi Metsimaholo Sasolburg 2 Moqhaka Kroonstad 10
Viljoenskroon 7 Ngwathe Heilbron 2
Parys 7 Lejweleputswa
Masilonyana Theunissen 12
Winburg 3 Matjhabeng Allandridge 3
Bronville 2
Hennenman 1
Matjhabeng 13
Odendaalsrus 37
Ventersburg 3
Virginia 41
Welkom 130 Nala Bothaville 20
Wesselbron 2
Tokologo Hertzogville 3 Tswelopele Bultfontein 2
Hoopstad 2 Mangaung Mangaung Bloemfontein 135
Botshabelo 17
Thaba Nchu 79 Thabo Mofutsanyane
Dihlabeng Bethlehem 24
Clarens 2
Fouriesburg 20
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Maluti a Phofung Harrismith 1
Phutaditjaba 6
Qwa Qwa 2
Witzieshoek 49 Mantsopa Hobhouse 2
Ladybrand 13 Setsoto Clocolan 1
Ficksburg 85
Meqheleng 6
Senekal 5 Xhariep Kopanong Edenburg 2
Reddersburg 1
Letsemeng Koffiefontein 2
Mohokare Zastron 24 Naledi Dewetsdorp 1
Wepener 24
FREE STATE Total 806 3% GAUTENG City of
Johannesburg
City of Johannesburg
Alexandra 1
Bassonia 1
Chiawelo 1
Johannesburg 146
Kwa-Xuma 1
Midrand 3
Pimville 2
Randburg 1
Roodepoort 23
Soweto 6 City of Tshwane
City of Tshwane Attridgeville 3
Bronkhorstspruit 5
Centurion 2
Cullinan 1
Ga-Rankuwa 6
Hammanskraal 50
Mabopane 10
Mamelodi 3
Pretoria 100
Soshanquve 7
Ehlanzeni Mbombela Hazyview 3 Ekurhuleni Ekurhuleni Alberton 5
Benoni 20
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Boksburg 8
Brakpan 3
Daveyton 6
Germiston 57
Kempton Park 16
Lethabong 32
Nigel 2
Springs 22
Vlakfontein 1
Vosloorus 3 Sedibeng Emfuleni Evaton 5
Henlay-On-klip 2
Vanderbijlpark 6
Vereeniging 57 Maluti a Phofung Sebokeng 30
Sedibeng 2 West Rand Merafong City Carletonville 85
Fochville 12
Mogale City Krugersdorp 33 Randfontein Helikon Park 1
Mohlakeng 8
Randfontein 33 Westonaria Bekkersdal 2
West Rand 12
Westonaria 31
GAUTENG 869 3% KWAZULU NATAL Alfred Nzo Matatiele Matatiele 320
Amajuba Newcastle Madadeni 1
Newcastle 7 Ethekwini Ethekwini Bulwer 3
Chatsworth 1
Chesterville 1
Durban 19
Phoenix 2
Pinetown 4
Umlazi 1
iLembe KwaDukuza Stanger 1 Pixley ka Seme Ubuntu
Richmond - Natal 1
Sisonke Greater Kokstad Kokstad 4
Ingwe Ixopo 11
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Umzimkulu Umzimkulu 40 Ugu Ezingoleni Izingolweni 3
Hibiscus Coast Port Shepstone 2
uMuziwabantu Harding 19
Vulamehlo Mapumulo 1
Ulundi Zululand Mahlabatini 20 uMgungundlovu
Msunduzi Dambuza 2
Pietermaritzburg 7 Umkhayakude
Hlabisa Hlabisa 4 Jozini Ingwavuma 70
Mkuze 9
Ngwavuma 1
Ubombo 5
Mtubatuba Mtubatuba 1 The big 5 False Bay Hluhluwe 3
Umzinyathi Endumeni Dundee 1
Msinga Msinga 1
Nqutu Nqutu 1
Umvoti Greytown 3 Uthukela Emnambithi Ezakheni 2
Ladysmith - Natal 3
Okhahlamba Bergville 2 Uthungulu Mthonjaneni Melmoth 4
Nkandla Nkandla 3 uMhlathuze Empangeni 14
Richards Bay 1
uMlalazi Eshowe 1 Zululand Abaqulusi Louwsburg 1
Vryheid 8
Nongoma Nongoma 57
UPhongolo Pongola 6
KWAZULU NATAL Total 671 2% MPUMALANGA Ehlanzeni Bushbuckridge Acornhoek 1
Mbombela Hazeyview 3
Nelspruit 119
Nsikazi 1
White River 2 Nkomazi Komatipoort 29
Malelane 1
Masibhekela 3
Thaba Chweu Lydenburg 4
Umjindi Barberton 16
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Gert Sibanda Albert Lethuli Carolina 1 Govan Mbeki Bethal 3
Evander 5
Secunda 1
Lekwa Standerton 3
Mkhondo Piet Retief 4
Msukaligwa Ermelo 3
Mopani Ba-Phalaborwa Lulekani 1 Nkangala Emakhazeni Belfast 2
Emalahleni Kriel 1
Witbank 13
Steve Tshwete Middelburg 2
Victor Khanye Delmas 1
MPUMALANGA Total 219 1% NORTH WEST PROVINCE
Bojanala Kgetleng River Boons 1
Borolelo 3
Derby 5
Koster 78
Swartruggens 13
Ventersdorp 37 Madibeng Bapong 9
Brits 124
Kosmos 1
Letlhabile 6
Pecanwood 1
Winterveldt 20 Moses Kotane Debraka 1
Diepkuil (maile) 2
Kopman (Maile) 10
Kraalhoek 6
Ledig 17
Mabeskraal 18
Madikwe 837
Magong 13
Maile 23
Maile Extention 8
Mankwe 9
Mogwase 23
Moses Kotane 12
Phalane 2
Phatsima 4
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Phella 5
Pilansberg 508
Rooikraal 7
Ruighoek 1
Sandfontein 8
Saulspoort 20
Silwerkrans 14
Sun City 1
Tweelaagte 5 Rustenburg Bethanie 5
Bleskop 5
Boitekong 146
Boschdal 1
Boshoek 10
Buffeslpoort 1
Cashan 22
Chaneng 334
Freedom Park 89
Geelhout Park 113 Haartebeesfontein 10
Kanana 378
Karlienpark 3
Kroondal 9
Lefaragatlhe 149
Lesung 10
Luka 1045
Mafenya 1
Mafeteng 2
Mafika 2
Mamerotse 12
Marikana 13
Meriteng 259
Mfidikwe 2
Mogajana 12
Mogono 2
Monakato 16
Mooinooi 8
Mosenthal 45
Olifants Nek 3
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Paardekraal 45
Phokeng 628
Photsaneng 9
Protea Park 210
Rankelenyane 4
Rasimone 15 Rhenosterfontein 3
Robega 55
Rockcliffe 2
Rustenburg 5581
Safari Gardens 40
Serutube 31
Sun Rise Park 110
Tantanana 6
Thekwana 9
Tlapa 5
Tlaseng 43
Tlhabane 462
Tsitsing 87
Zinniaville 3 Dr Kenneth Kaunda
City of Matlosana Elandsheuwel 1
Klerksdorp 184
Matlosana 6
Orkney 22
Stilfontein 14 Maquassi Hill Leeudoringstad 1
Wolmaranstad 17 Tlokwe City Council
Ikageng 8
Potchefstroom 26 Dr Ruth Segomotsi Mompati
Greater Taung Pudimoe 6
Taung 1443
Kagisano-Molopo Ganyesa 1426 Lekwa-Teemane Bloemhof 14
Christiana 7
Mamusa Schweizer Reneke 69
Molopo Molopo 134
Naledi Vryburg 420
Ehlanzeni Nkomazi Malelane 2 Frances Baard Sol Plaatjie Donkerhoek 2
Kgalagadi Moshaweng Cassel 7 Ngaka Modiri Ditsobotla Ditsobotla 116
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Molema Itsoseng 9
Lichtenburg 194 Mafikeng Mahikeng 1303
Mmabatho 10
Phokwane Pampierstad 8 Ramotshere Moiloa
Dinokana 14
Gopane 10
Lehurutshe 487
Marico 1
Zeerust 505
Tswaing Delareyville 146
NORTH WEST PROVINCE Total 18519 58% NORTHERN CAPE Frances
Baard Dikgatlong Barkly West 1
Magareng Warrenton 8 Phokwane Hartswater 28
Jan Kemp Dorp 1
Sol Plaatjie Kimberley 30 John Taolo Gaetsewe Ga-Segonyana Kuruman 1280
Namakwa Karoo Hoogland Sutherland 1 Pixley ka Seme
Emthanjeni De Aar 2
Ubuntu Richmond - Cape 1
Siyanda Khara Hais Upington 4
Tsantsabane Postmasburg 1
NORTHERN CAPE Total 1357 4% LIMPOPO PROVINCE
Capricon Aganang Seshego 1
Blouberg Bochum 5 Lepelle-Nkumpi Grootfontein 2
Lebowakgomo 5
Zebediela 6 Polokwane Capricorn 3
Polokwane 91
Sovenga 1
Ehlanzeni Bushbuckridge Bushbuckridge 151 Greater Sekhukhune
Elias Motsoaledi Groblersdal 12
Ephraim Mogale Marble Hall 1
Fetakgomo Atok 1 Greater Tubatse Burgersfort 14
Driekop 12
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
Steelpoort 9
Greater Tzaneen Tzaneen 24 Mopani Ba-Phalaborwa Phalaborwa 15
Greater Giyani Giyani 46
Overberg Cape Agulhas Elim 1 Vhembe Makhado Louis Trichardt 19
Vuwani 2
Musina Musina 8 Thulamela Malamulele 11
Sibasa 10
Thohoyandou 5 Waterberg Lephalale Lephalale 10
Modimolle Modimolle 5 Mogalakwena Mokerong 2
Mokopane 6
Mookgopong Mookgopong 1 Thabazimbi Northam 3
Swartklip 5
Thabazimbi 1
Warmbaths 4
LIMPOPO PROVINCE Total 492 2% WESTERN CAPE Cape
Winelands Breede Valley Worcestor 2
Drakenstein Paarl 1 Langeberg Montagu 1
Robertson 1 City of Cape Town
City of Cape Town Brackenfell 2
Cape Town 2
Claremont 3
Kuilsriver 2 Eden George George 1
Mossel Bay Heiderand 1
Gert Sibanda Mkhondo Amsterdam 2 West Coast Bergrivier Piquetburg 1
Veldrif 1
Saldanha Bay Vredenburg 1
Swartland Malmesbury 1
WESTERN CAPE Total 22 0%
BOTSWANA
BOTSWANA Total 305 1%
LESOTHO
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Labour Sending Area
(Province/Country)
District Municipality
Local Municipality Labour Sending
Area (Town)
No. of Employees
at Mine (Mine
Personnel)
% of Employee
s per Labour Sending
Area
LESOTHO Total 1956 6%
MOCAMBIQUE
MOCAMBIQUE Total 1695 5%
SWAZILAND
SWAZILAND Total 125 0%
ZIMBABWE
ZIMBABWE Total 8 0%
GRAND Total 31998 100%
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1.4 PREAMBLE – IMPALA PLATINUM REFINERIES
1.4.1 NAME OF COMPANY
Impala Platinum Limited is a wholly owned subsidiary of Impala Platinum Holdings Limited 1.4.2 NAME OF THE REFINERY
Impala Platinum Refineries
1.4.3 PHYSICAL ADDRESS & POSTAL ADDRESS
Cnr Cowles Street & East Geduld Road PO Box 222 Springs Springs 1561 1560
1.4.4 TELEPHONE NUMBER & FAX NUMBER
Tel: (011) 360 3557 Fax: (011) 360 3680
1.4.5 LOCATION OF THE OPERATION
Impala Platinum Refineries is located within the Ekurhuleni Metropolitan Municipality within the Gauteng Province. The Refineries are situated some five (5) kilometers from the Springs Central Business District (CBD).
1.4.6 FINANCIAL YEAR
1 July to 30 June.
1.4.7 SIZE AND COMPOSITION OF WORKFORCE
1.4.7.1 WORKFORCE DIRECTLY EMPLOYED BY IMPALA PLATINUM REFINERIES
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Table 1.9: Occupational Distribution of Workforce at Impala Platinum Limited Refineries as at June 2013
OCCUPATIONAL LEVELSA C I W A C I W M
ale
Fem
ale
Top management 0 0 0 0 0 0 0 0 0 0 0
Senior management 1 0 1 3 1 0 0 1 3 0 10
Professionally qualified and experienced specialists and mid-management 14 0 5 31 11 1 4 10 8 1 85
Skilled technical and academically qualified workers junior management supervisors foremen and superintendents
146 2 4 107 36 1 0 21 3 0 320
Semi-skilled and discretionary decision making
422 1 3 28 97 0 0 16 6 0 573
Unskilled and defined decision making 0 0 0 0 0 0 0 0 0 0 0
TOTAL 583 3 13 169 145 2 4 48 20 1 988
Male Female Foreign Nationals
Total
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1.4.8 GEOGRAPHIC ORIGIN OF WORKFORCE
Table 1.10: Summary of Labour-sending areas for Impala Platinum Limited Refineries Personnel as at June 2013
Labour Sending Area
(Province/Country) District
Municipality Local
Municipality
Labour Sending Area
(Town)
No. of Employees at Mine
(Mine Personnel)
% of Employee
s per Labour Sending
Area EASTERN CAPE Alfred Nzo Matatiele Matatiele 4
Umzimvubu Libode 1
Mount Frere 4 Amatole
Amahlathi Keiskammahoek 1
Mbhashe Elliotdale 1
Idutywa 3 Mnquma Butterworth 1
Nqamakwe 2 Nkonkobe Alice 5
Cathcartvale 1
Seymour 1 Buffalo City Buffalo City Bisho 1
East London 3
Ngqeleni 4
Cacadu Camdeboo Graaff-Reinet 1 Chris Hani Engcobo Engcobo 2
Inkwanca Molteno 1
Sakhisizwe Cala 3 Nelson Mandela Bay
Nelson Mandela Bay Port Elizabeth 3
O.R. Tambo King Sebata Dalindyebo Mthatha 5
Mhlontlo Tsolo 2
Ngquza Hill Flagstaff 1
Ntabankulu Ntabankulu 1
Port St Johns Bizana 4
EASTERN CAPE TOTAL 55 6% FREE STATE Fezile Dabi Mafube Villiers 2
Lejweleputswa Matjhabeng Ventersburg 2
Welkom 3
Nala Bothaville 1
Mangaung Mangaung Bloemfontein 3 Thabo Mofutsanyana
Maluti a Phofung Phuthaditjhaba 4
Xhariep Mohokare Zastron 2
FREE STATE TOTAL 17 GAUTENG City of
Johannesburg City of Johannesburg
Bryanston 1
Dube 1
Florida 1
Halfway House 2
Johannesburg 6
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Labour Sending Area
(Province/Country) District
Municipality Local
Municipality
Labour Sending Area
(Town)
No. of Employees at Mine
(Mine Personnel)
% of Employee
s per Labour Sending
Area
Kwa Xuma 2
Lenasia 1
Meadowlands 1
Midrand 1
Orlando 3
Pimville 2
Randburg 1
Roodepoort 1
Soweto 1 City of Tshwane
City of Tshwane Bronkhorstspruit 5
Pretoria 13
Soshanguve 3 Ekurhuleni Ekurhuleni Alberton 1
Bapsfontein 1
Benoni 45
Boksburg 15
Brakpan 101
Germiston 4
Katlehong 3
Kempton Park 13
Nigel 31
Springs 387
Thokoza 1
Vosloorus 3 Sedibeng Emfuleni Vanderbijlpark 1
Vereeniging 3 Maluti a Phofung Sebokeng 6
West Rand Mogale City Kagiso 3
GAUTENG TOTAL 663 KWA-ZULU NATAL
Amajuba Newcastle Newcastle 2
Ethekwini Ethekwini Durban 5
Umlazi 8
iLembe KwaDukuza Stanger 3
Sisonke Greater Kokstad Kokstad 3 Ugu Hibiscus Coast Margate 1
Port Shepstone 3
uMuziwabantu Harding 5
Ulundi Zululand Mahlabatini 3 Umgungundlovu Msunduzi
Pietermaritzburg 3
uMngeni Howick 1
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Labour Sending Area
(Province/Country) District
Municipality Local
Municipality
Labour Sending Area
(Town)
No. of Employees at Mine
(Mine Personnel)
% of Employee
s per Labour Sending
Area Umkhayakude Hlabisa Hlabisa 1
Jozini Ingwavuma 3
Mtubatuba Mtubatuba 3 Umzinyathi Endumeni Dundee 1
Wasbank 3
Nqutu Nqutu 1 Uthukela Emnambithi Ezakheni 1
Ladysmith 1
Okhahlamba Bergville 1 Uthungulu Nkandla Nkandla 1
uMhlathuze Empangeni 1 Zululand Abaqulusi Mondlo 1
Vryheid 2
Nongoma Nongoma 2
UPhongolo Pongola 5
KWA-ZULU NATAL TOTAL 64 LIMPOPO Capricon Lepelle-Nkumpi Lebowakgomo 2
Polokwane Polokwane 26 Greater Sekhukhune
Elias Motsoaledi Dennilton 2
Groblersdal 8
Ephraim Mogale Marble Hall 6 Greater Tubatse Burgersfort 10
Driekop 11
Steelpoort 4 Greater Tzaneen Tzaneen 2 Makhuduthamaga Jane Furse 1
Mopani Greater Giyani Giyani 6 Vhembe Makhado Louis Trichardt 11
Musina Musina 4 Thulamela Thohoyandou 4
Tshilwavhusiku 1 Waterberg Mogalakwena Mokopane 6
Thabazimbi Thabazimbi 1
LIMPOPO TOTAL 105 MPUMALANGA Ehlanzeni Bushbuckridge Bushbuckridge 8
Mbombela Hazyview 10
Nelspruit 4
White River 1
Thaba Chweu Graskop 2
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Labour Sending Area
(Province/Country) District
Municipality Local
Municipality
Labour Sending Area
(Town)
No. of Employees at Mine
(Mine Personnel)
% of Employee
s per Labour Sending
Area Gert Sibanda Dipaleseng Balfour 1
Mkhondo Piet Retief 4
Msukaligwa Ermelo 3 Nkangala Emakhazeni Belfast 1
Emalahleni Witbank 1
Victor Khanye Delmas 4
MPUMALANGA TOTAL 39 NOTHERN CAPE Frances Baard Magareng Warrenton 1
Phokwane Hartswater 2 Ngaka Modiri Molema Phokwane Pampierstad 1
NOTHERN CAPE TOTAL 4 NORTH-WEST Bojanala Madibeng Brits 1
Rustenburg Rustenburg 5 Dr Kenneth Kaunda
City of Matlosana Klerksdorp 4
Dr Ruth Segomotsi Mompati
Greater Taung Taung 5
Naledi Vryburg 5 Ngaka Modiri Molema
Mafikeng Mafikeng 7
Mafikeng Mmabatho 3
Tswaing Delareyville 1
NORTH-WEST TOTAL 31 LESOTHO Butha Buthe 1
Maseru 2
Quthing 1
LESOTHO TOTAL 4
SWAZILAND Mbabane 1
SWAZILAND TOTAL 1 BOTSWANA Tonta 1
Gabarone 2
Palapye 1
BOTSWANA TOTAL 4
ZAMBIA Lusaka 1
ZAMBIA TOTAL 1 0%
GRAND TOTAL 988 100%
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1.5 SUMMARY OF WORKFORCE AT IMPALA PLATINUM LIMITED
Table 1.11: Occupational Distribution of Company Workforce at Impala Platinum Limited as at June 2013
OCCUPATIONAL LEVELA C I W A C I W M
ale
Fem
ale
Top management 0 0 0 2 0 0 0 1 1 0 4
Senior management 17 1 3 63 7 0 2 6 7 0 106Professionally qualified and experienced specialists and mid-management
159 4 17 283 42 1 9 64 17 1 597
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
2844 27 8 854 438 5 3 107 314 2 4602
Semi-skilled and discretionary decision making
8082 11 3 151 811 3 0 31 1893 5 10990
Unskilled and defined decision making
13012 14 0 20 1640 4 0 0 2055 22 16767
TOTAL PERMANENT 24114 57 31 1373 2938 13 14 209 4287 30 33066
Male Female Foreign Nationals
Total
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
40 37
Figure 1.3: Key Labour Sending Areas for Company Workforce at Impala Platinum Limited as at June 2013
Eastern Cape15%
Free State3%
Gauteng5%
Kwa-Zulu Natal
2%
Mpumalanga1%
North-West 56%
Northern Cape4%
Limpopo2%
Western Cape0%
Botswana1%
Lesotho6%
Mocanbique5%
Swaziland0%
Zimbabwe0% Zambia
0%
Labour Sending Area - Impala PlatinumEastern Cape
Free State
Gauteng
Kwa-Zulu Natal
Mpumalanga
North-West
Northern Cape
Limpopo
Western Cape
Botswana
Lesotho
Mocanbique
Swaziland
Zimbabwe
41
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Human Resources Development
SECTION 2
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42
39
SECTION 2 2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES
2.1.1 GENERAL OVERVIEW
The Human Resources Development Programme for the Impala Rustenburg Operations (as well as the Impala Platinum Refineries and Impala Platinum Head Office) is based upon Impala Platinum Limited’s Human Resources Development Plan. This Plan is derived from the annual Impala Platinum Limited Human Resources strategic planning process and takes cognizance of the company’s needs in terms of its business plan (with regards to human resources), prevailing legislation, as well as community and environmental perspectives. As such, human resources requirements are determined through the following key focus areas:
• The Mining Charter • The Social and Labour Plan • Local Economic Development Programmes • Company production and sustainability needs • Workplace Skills Plan
This section of the SLP will focus on the Human Resource Development Programmes to be implemented on behalf of Impala Platinum Limited3. Specific information with regards to the Impala Platinum Refineries and Impala Platinum Limited Head Office will be provided where pertinent. As at June 2013 a total of thirty three thousand and sixty six people were currently employed at Impala Platinum Ltd. Impala Rustenburg Operations undertakes to adhere to Section 101 of the MPRD Act and ensure that all permanent employees on the mine or contractor employees, have access to Human Resource Development Programmes, as outlined in this section, facilitated or managed by either the mine itself or by the contracting companies. The company is currently busy engaging with the main contractors at the operations and the targets will be submitted to the DMR by 30th April 2015. Timeframes and targets have been established for each of the programmes and progress will be reported in Impala Platinum Limited’s SLP annual Reports. Figure 2.1 presents the integrated Talent Management Model utilized by Impala Platinum’s Operations to facilitate comprehensive HRD training and career progression amongst its workforce. The HRD provisions laid out in this section of the SLP are derived from this model along with the principles of best practice in HRD management. In addition to providing the undertaking in respect of each element of the HRD programme at Impala Platinum within this section, the strategic plan and associated targets have been provided for the next five (5) years based on the company’s Skills Development Plan and Workplace Skills Plan (WSP) as well as taking cognizance of the business plan, historical data and expected labour turnover for this period.
3 Impala Platinum Ltd – Impala comprises of 15 operating vertical shafts, 5 associated with declines, 2 shaft under construction, mineral processes, refineries and head office
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
40
Figure 2.1 Impala Platinum Talent Management System
2.1.2 IMPALA PLATINUM LIMITED: TRAINING VENUES AND FACILITIES
On any given day, between one thousand three hundred (1300) and one thousand eight hundred (1800) learners are involved in full time or part time training at a facility operated on behalf of Impala Platinum Limited. This enrolment comprises of learners acquiring training in mining specific tasks, engineering, metallurgy, adult based education and training (ABET), computer skills, language instruction, supervisory training and team mobilization. All Impala Platinum Limited training centers have been fully accredited as training providers by the Mining Qualification Authority (MQA). A summary of the various training facilities operated on behalf of Impala Platinum Limited is provided in the table below: Table 2.1 Impala Platinum Limited: Training Venues and Facilities
TRAINING CENTRE FACILITIES AVAILABLE
TRAINING OFFERED TIME
SCHEDULES OFFERED
OVERALL CAPACITY
No. 1 Shaft Training Centre (Mining related training)
15 Equipped training rooms underground, Fall of Ground site and practical work areas
Mining Competent A & B Panel Leader Level 2 Mining Operations Qualification Level 3 Rock Break Qualification Supervisory (New recruits)
Full Time 150 Learners
Computer room Systematic Supervision and Strata Control
15 Learners
Engineering Training Centre – No. 2 Shaft
17 equipped lecture rooms and 1 Study room
Electrical, Boilermaking, Fitting, Diesel Mechanic, Rigging, (skilled and semi- skilled training, Onsetter, Ex-leave and Advanced artisan training
Full time for duration of program
230 Learners
Vacancy InterviewRecruitment Assessment Appointment
Indi
vidu
al D
evel
opm
ent P
lans
Competency DevelopmentFunctional Skills Leadership Skills
External and Internal development
Talent PoolsAccelerated Development Workforce Planning EE
Women in MiningMentorship and Coaching Performance
Management
MONETARY NON-MONETARY
LegendResourcingRetention
Recognition Car
eer P
athi
ng Succession Planning
RECOGNITION
Development
AssessmentLearnership
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41
TRAINING CENTRE FACILITIES AVAILABLE
TRAINING OFFERED TIME
SCHEDULES OFFERED
OVERALL CAPACITY
No. 2 Shaft Training Centre (The Human Resources Development Training Centre)
ABET/Computer Training: 8 Equipped training rooms, including 2 Computer rooms with 28 computers
ABET, Computer Skills, Foundational Language Courses
Full Time Part Time 100
Learners
Supervisory Training: 1 equipped training room
Supervisory training
3 days per month
16-20 Learners
Mining Supervisory: 3 Classrooms
Supervisory Training Full time 60 Learners
Team Mobilization Centre (2#)
Team Mobilization Weekly (5 days) 75-90
Learners
2 Psychometric assessments room
16
Learners
No. 4 Shaft Training Centre (Mining)
12 Equipped training rooms, FOG sites and practical training area,
New recruits and re-classing of existing employees and contractors Novice Mining Trainees (Community)
Full Time
380 Learners
No. 6 Shaft Training Centre (Mining)
15 Equipped training rooms underground, (FOG sites) and practical training area
Competent A & B, Mechanical & ex-leave Novice Mining Trainees (Community)
Full Time 405
Learners
5 Surface Classrooms
Induction, E-learning, Mechanized and ad-hoc training
100 Learners
2 Simulators (old) Mechanized Drill rig and
LHD Full Time 8
Learners
4 Equipped training rooms
ABET Part Time (After hours)
100 learners
No. 9 Shaft Training Centre
5 fully equipped training rooms
ABET, Foundational Language Courses
Part Time (After hours)
100 Learners
OHS Skills Programme Level 2
Full Time 100 Learners
1 fully equipped training hall
Half Level Safe Production Full Time 40 Learners
Metallurgy 12 Equipped lecture rooms
Plant Operator training, Shift Supervisor training, Safety training, Induction and Ex-leave training
Full Time 96 Learners
Impala Laboratory 1 Computer Room 1 Classroom
8 Learners
15
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TRAINING CENTRE FACILITIES AVAILABLE
TRAINING OFFERED TIME
SCHEDULES OFFERED
OVERALL CAPACITY
Learners
Impala Platinum Refineries Training Centre
8 Equipped training rooms, incl. 1 auditorium and 2 training rooms with 24 personal computers
Computer Skills, Life Skills, Supervisory and Management Courses Legislative training License training
Full Time for the duration of the programme
180 Learners
20 Learners
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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43
2.2 SKILLS DEVELOPMENT PLAN
2.2.1 OVERVIEW
Impala Platinum Limited is currently meeting and will continue to meet the requirements of the Skills Development Act. This includes the submission of a Workplace Skills Plan (WSP) and Annual Training Report (ATR) for all the operations within Impala Platinum Limited on an annual basis. Therefore, included within this documentation are the submissions required for the Impala Platinum Limited Head Office, the Impala Rustenburg Operations as well as the Impala Platinum Refineries in line with the Impala Platinum Limited Human Resources Development Strategy. In addition, the Impala Rustenburg Operations are registered with the South African Revenue Service (SARS) as well as the relevant SETA (Sector Education Training Authority) and are currently contributing one percentage (1%) of payroll towards Skills Levies. 2.2.2 FUNCTIONAL LITERACY & NUMERACY
2.2.2.1 Overview Adult Based Education and Training (ABET) programmes have been in place at Impala Rustenburg Operations since 1993. These programmes have been and will continue to be offered as part of the Impala Platinum Limited’s Human Resources Development Strategy and are driven by the fact that ABET is a skills priority as identified in Impala Platinum’s Workplace Skills Plan (WSP). A key component of this strategy is a commitment to develop the educational base of Impala Platinum Limited’s workforce, and to ensure that all employees are offered the opportunity to become functionally literate and numerate. 2.2.2.2 Strategic Plan Training Facilities and Facilitators: ABET programmes at Impala Platinum4 will be offered in two (2) different time structures full-time (from Monday to Fridays), and part-time basis (from Monday to Thursdays) in order to allow for the involvement of workers employed at different times. All training venues and facilities (Table 2.1) are accredited with the MQA, whilst all ABET programmes are approved by the Education and Training Development (ETD) SETA. Impala Platinum Rustenburg will maintain a complement of nine (9) fulltime ABET facilitators and eighteen 18 part-time facilitators. ABET facilitators are qualified trainers in their respective fields, as well as being qualified assessors and moderators registered with the MQA. In addition, all ABET facilitators will comply with ISO 9001 requirements. Training Programme: Impala Platinum Rustenburg will continue to offer ABET programmes to the workforce operating on its various entities, in order to provide them with the opportunity to become functionally literate and numerate. The following programmes are currently and will continue to be offered on behalf of Impala Platinum Rustenburg, taking into consideration the educational requirements of its workforce:
• ABET Level 1: Pre ABET (Foundation Level), Communication and Numeracy • ABET Level 2: Communication, Life Orientation and Numeracy • ABET Level 3: Communication, Life Orientation, Natural Science and Numeracy • ABET Level 4: Communication, Life Orientation, Natural Science and Mathematics/ NQF
Level 1: Introduction to Mining and Mineral Sector. (Until June 2015) • FLC – Foundational Learning Competency
All tuition offered will be unit standard based, with a summary assessment conducted following completion of the particular programme. Impala Platinum Limited will continue to utilize only MQA accredited assessments and learning programmes. The language of instruction will be English. However, in foundation and breakthrough to literacy programmes, the facilitator will provide assistance in the mother-tongue of the learner, if required, as well as in English.
4 All employees at the Impala Platinum Limited Head Office are literate and numerate and ABET is therefore not required.
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0%10%20%30%40%50%60%70%80%
18-25 26-35 36-40 41-45 46-50 51-55 56-64 Total InService
Perc
enta
ge
Age distribution
Percentage Unknown Percentage Illiterate Percentage Literate
Literacy Profile - Rustenburg
Impala Rustenburg Operations are also currently and will continue to be actively involved in an educational outreach programme (focusing on mathematics, natural science and English) in co-operation with secondary schools in the community surrounding the mine. Appendix B (DMR Form Q) provides the baseline numeracy and literacy levels for Impala Platinum Limited Head Office, the Impala Rustenburg Operations as well as the Impala Platinum Refineries employees respectively. These forms will be updated annually and submitted with Impala Platinum Limited’s Annual SLP Report. The Annual SLP Report will incorporate the Impala Rustenburg Operations and its core business contractors, Impala Platinum Refineries and the Impala Platinum Limited Head Office. As we still have a number of employees where the educational status is unknown, every effort will be put in place to obtain qualification status for those employees through requesting their qualifications and or requesting for them to be screened. Programme Communication: The communication of ABET programmes will incorporate a variety of methods in order to maximize employee exposure to the training offered by Impala Platinum Rustenburg. Communication of literacy programmes offered will take place during new recruit induction sessions, via ex-leave programmes, through marketing campaigns and on a one-on-one basis through recruitment at residences and within the workplace. Programme Targets: The ABET programmes aim to:
• increase the focus on training in ABET 3,4 and the FLC on a full time basis, to ensure career progression to employees.
• increase the capacity to create greater access to part time training especially for levels 1, 2, & 3.
• maintain a full time intake as per table 2.3 to ensure a stable educational pool,
Table 2.3 presents the targets for ABET training at all levels for a five (5) year period for part-time and full-time classes assuming a 100% pass rate (full-time and part-time) on each level.
Figure 2.2: Literacy Profile based on age distribution for Rustenburg Operation
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
48 45
Programme Outcomes: Upon successful completion of an ABET level qualification a learner receives a certificate that is endorsed by the MQA. Over and above the social uplifting impacts of equipping our workforce with numeracy and literacy training, (particularly with respect to ABET levels 1 and 2 Life Skills), ABET Level 4 and FLC, facilitates access for the successful participants to enter Level 2 & 3 Underground Rock Breaking certificate– a core skill transferable within the mining sector and across mineral sectors. Successful candidates are also able to access the Servicemen/Level 2 Artisan Aide and Plant Operator Qualifications. The FLC (Foundational Learning Competency certificate) has been introduced as a compulsory requirement for the Level 3 Rock Breaking certificate and optional for the level 2 Mining Operations certificate.
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
46
Tabl
e 2.
3: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for A
BET
trai
ning
Expe
cted
No
. of
Enro
lmen
ts
%
Lite
racy
Le
vel
Expe
cted
No
. of
Enro
lmen
ts
%
Lite
racy
Le
vel
Expe
cted
No
. of
Enro
lmen
ts
%
Lite
racy
Le
vel
Expe
cted
No
. of
Enro
lmen
ts
%
Lite
racy
Le
vel
Expe
cted
No
. of
Enro
lmen
ts
%
Lite
racy
Le
vel
Expe
cted
No
. of
Enro
lmen
ts
Expe
cted
%
Lite
racy
Le
vels
PRE-
ABET
PT35
3570
7070
280
ABET
Lev
el 1
PT55
50100
110
110
425
ABET
Lev
el 2
PT70
55110
120
120
475
FT40
4545
6060
250
PT45
4080
9090
345
FT40
4545
6060
250
PT30
1530
3535
145
FT63
2020
4545
193
PT0
00
00
0FT
143
110
110
165
165
693
PT23
519
539
042
542
516
70
75%
(as
per
Dec
2012
)84
%85
%85
%
Tota
l
Tota
ls
2016
81%
82%
83%
ABET
Lev
el 3
ABET
Lev
el 4
FLC
Adul
t Bas
ic
Educ
atio
n an
d Tr
aini
ng (A
BET)
Le
vel
Base
line
Lite
racy
Le
vel (
ref:
Form
Q)
Cour
se
2014
2015
2017
2018
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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47
2.2.3 LEARNERSHIPS
2.2.3.1 Undertaking Impala Platinum Limited, through its active participation in the MQA Learnership programme, supports the Department of Labour’s Learnership programmes geared towards ensuring that participants receive not only accredited training in the theory behind chosen disciplines, but also benefit from practical experience in the mining workplace. At present, Impala Platinum Limited is qualifying up to fifty (50) engineering learners and up to thirty (30) L3 Rock Breaking learners per annum.
2.2.3.2 Strategic Plan Training Programme: Impala Platinum Limited has introduced and will continue to develop Learnership programmes according to the relevant SETA specifications. Impala Rustenburg and Impala Refineries Operations5 will continuously convert training and development programmes towards Learnerships or skills programmes as and when these are released by the relevant SETA The number and type of Learnerships offered each year will be informed by the labour planning carried out within the company which is informed by the varying business needs, replacement plans, labour turnover, pensioners etc. within Impala Platinum Limited, (based on five (5) year historical data as well as a five (5) year forecast). The company intends to ensure that there is 80:20 ratio in respect of HDSA participation in the Learnership Programme, with a particular focus on recruiting women into the engineering Learnerships. In addition to the internal development of the employees Impala Platinum Limited works together with the neighboring communities to further develop identified youth in the engineering learnerships programmes. All training programmes will be implemented in accordance with the relevant training legislation (MQA & South African Qualifications Authority (SAQA) and the Quality Council for Trades and Occupations (QCTO) and will be carried out at an accredited training facility in line with Impala Platinum Limited’s Employment Equity strategy. Progress with regards to learnerships will be reported on an annual basis in Impala Platinum Limited’s Annual SLP report and in the Impala Platinum Limited Annual Training Report submitted to the Department of Labour. Programme Targets: Table 2.4 presents the Learnership targets for Impala Platinum for a five (5) year period taking cognizance of the skills development plan, WSP and ATR for the company, and the employment equity strategies in order to achieve required targets. Cognizance of the length of each programme listed within the target table is required when considering the expected pass rates on an annual basis. Note that the qualifying rate is three (3) years from enrolment. The Engineering targets are split between Section 18.1 and 18.2 (± 62%) as a guideline to the new enrolments. Every effort is made to absorb the Section 18.2 learners as Artisans after successful completion of the programme. Please note that the annual targets may change as indicated, they are based on historical data and current business plan needs. Given the current need for engineering artisans at Impala Rustenburg, the Engineering Learnerships at the mine currently amount to 9.8% of the total training cost (based on FY13). Impala Platinum will maintain its training efforts of 50 employees on average per annum (qualified over 5 years) in its Engineering Learnership programme, to provide qualified artisans for its own turnover. Impala Rustenburg Operations has also opened its Engineering Training Services to provide Local Communities with Artisan Learnership training to increase the number of trained artisans which is reported in Section 3 of the document. Programme Outcomes: Qualified Engineering Learnerships are linked to qualified Artisans and Mining Learnerships who become Miners. The majority of Engineering and Mining learners are currently absorbed by the company.
5 Impala Platinum Head Office is not incorporated into the Learnership Programme as limited opportunities for Learnerships exist within its structure.
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
48
Tabl
e 2.
4: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for L
earn
ersh
ips
Prog
ram
mes
5
5 Impa
la P
latin
um H
ead
Offi
ce is
not
inco
rpor
ated
into
the
Lear
ners
hip
Pro
gram
me
as li
mite
d op
portu
nitie
s ex
ists
with
in it
s st
ruct
ure.
Lear
ners
hip
Prog
ram
me
Dur
atio
n 20
14
2015
20
16
New
En
rolm
ent
s
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ents
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ent
s
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
Art
isan
Eng
inee
ring
Ele
ctric
ian
(18
.1)
42 m
onth
s 0
25
25
7 10
18
28
10
16
18
34
10
Eng
inee
ring
Ele
ctric
ian
(18
.2)
9 21
30
6
0 24
24
10
0
14
14
10
Eng
inee
ring
Boi
lerm
aker
(18
.1)
36 m
onth
s 0
13
13
5 10
8
18
9 12
9
21
12
Eng
inee
ring
Boi
lerm
aker
(18
.2)
6 5
11
9 0
2 2
2 0
0 0
0
Eng
inee
ring
Die
sel M
echa
nic
(18.
1)
36 m
onth
s 0
12
12
5 10
7
17
8 12
9
21
8
Eng
inee
ring
Die
sel M
echa
nic
(18.
2)
8 10
18
5
0 13
13
7
0 6
6 4
Eng
inee
ring
Inst
rum
ent M
echa
nic
(18.
1)
36 m
onth
s 0
3 3
1 2
2 4
1 3
3 6
2
Eng
inee
ring
Inst
rum
ent M
echa
nic
(18.
2)
4 2
6 1
0 5
5 1
0 4
4 1
Eng
inee
ring
Fitt
ing
(18.
1)
36 m
onth
s 2
20
22
5 10
17
27
9
16
18
34
10
Eng
inee
ring
Fitt
ing
(18.
2)
9 14
23
6
0 17
17
6
0 11
11
7
Eng
inee
ring
Rig
ging
(18
.1)
36 m
onth
s 0
6 6
1 4
5 9
2 6
7 13
2
Eng
inee
ring
Rig
ging
(18
.2)
4 0
4 0
0 4
4 0
0 4
4 1
Sub
Tota
l 42
13
1 17
3 51
46
12
2 16
8 65
65
10
3 16
8 67
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
52
49
Tabl
e 2.
4 C
ont.:
Fiv
e (5
) yea
r tar
gets
from
201
4 fo
r Lea
rner
ship
s Pr
ogra
mm
es
Le
arne
rshi
p Pr
ogra
mm
e D
urat
ion
2014
20
15
2016
N
ew
Enro
lme
nts
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ent
s
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ent
s
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ents
No.
Q
ualif
ied
Non
Art
isan
Leve
l 2 M
inin
g O
pera
tions
(Cat
3-8
) 18
mon
ths
18
18
36
18
18
18
36
18
18
18
36
18
Leve
l 2 M
inin
g O
pera
tions
(Com
mun
ity)
12 m
onth
s 5
5 10
5
5 5
10
5 5
5 10
5
Leve
l 2 M
inin
g O
pera
tions
(Exp
erie
ntia
l) 18
mon
ths
15
15
30
15
15
15
30
15
15
15
30
15
Leve
l 2 M
inin
g O
pera
tions
(LM
O)
10 m
onth
s 15
15
30
15
15
15
30
15
15
15
30
15
Leve
l 3 R
ock
Bre
aker
Qua
lific
atio
n (C
at
3-8)
9
mon
ths
15
15
30
15
15
15
30
15
15
15
30
15
Leve
l 3 R
ock
Bre
aker
Qua
lific
atio
n (L
MO
) 9
mon
ths
15
15
30
15
15
15
30
15
15
15
30
15
Sub
Tota
l 83
83
16
6 83
83
83
16
6 83
83
83
16
6 83
Gra
nd T
otal
12
5 21
4 33
9 13
4 12
9 20
5 33
4 14
8 14
8 18
6 33
4 15
0
53
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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Tabl
e 2.
4 C
ont.:
Fiv
e (5
) yea
r tar
gets
from
201
4 fo
r Lea
rner
ship
s Pr
ogra
mm
es
Lear
ners
hip
Prog
ram
me
Dur
atio
n 20
17
2018
N
ew
Enro
lme
nts
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ents
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
Art
isan
Eng
inee
ring
Ele
ctric
ian
(18
.1)
42 m
onth
s 11
24
35
15
12
20
32
10
Eng
inee
ring
Ele
ctric
ian
(18
.2)
5 4
9 5
5 4
9 5
Eng
inee
ring
Boi
lerm
aker
(18
.1)
36 m
onth
s 9
9 18
10
7
8 15
8
Eng
inee
ring
Boi
lerm
aker
(18
.2)
6 0
6 5
6 1
7 5
Eng
inee
ring
Die
sel M
echa
nic
(18.
1)
36 m
onth
s 8
13
21
10
6 11
17
8
Eng
inee
ring
Die
sel M
echa
nic
(18.
2)
7 2
9 5
6 4
10
6
Eng
inee
ring
Inst
rum
ent M
echa
nic
(18.
1)
36 m
onth
s 4
4 8
1 1
7 8
2
Eng
inee
ring
Inst
rum
ent M
echa
nic
(18.
2)
1 3
4 1
1 3
4 1
Eng
inee
ring
Fitt
ing
(18.
1)
36 m
onth
s 12
24
36
14
13
22
35
10
Eng
inee
ring
Fitt
ing
(18.
2)
5 4
9 3
5 6
11
5
Eng
inee
ring
Rig
ging
(18
.1)
36 m
onth
s 3
11
14
3 2
11
13
2
Eng
inee
ring
Rig
ging
(18
.2)
1 3
4 2
2 2
4 1
Sub
Tota
l 72
10
1 17
3 74
66
99
16
5 63
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
54
51
Tabl
e 2.
4 C
ont.:
Fiv
e (5
) yea
r tar
gets
from
201
4 fo
r Lea
rner
ship
s Pr
ogra
mm
es5
Lear
ners
hip
Prog
ram
me
Dur
atio
n 20
17
2018
N
ew
Enro
lme
nts
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
New
En
rolm
ent
s
Cur
rent
Pa
rtic
ipan
ts
Tota
l En
rolm
ent
s
No.
Q
ualif
ied
Non
Art
isan
Leve
l 2 M
inin
g O
pera
tions
(Cat
3-8
) 18
mon
ths
18
18
36
18
18
18
36
18
Leve
l 2 M
inin
g O
pera
tions
(Com
mun
ity)
12 m
onth
s 5
5 10
5
5 5
10
5
Leve
l 2 M
inin
g O
pera
tions
(Exp
erie
ntia
l) 18
mon
ths
15
15
30
15
15
15
30
15
Leve
l 2 M
inin
g O
pera
tions
(LM
O)
10 m
onth
s 15
15
30
15
15
15
30
15
Leve
l 3 R
ock
Bre
aker
Qua
lific
atio
n (C
at
3-8)
9
mon
ths
15
15
30
15
15
15
30
15
Leve
l 3 R
ock
Bre
aker
Qua
lific
atio
n (L
MO
) 9
mon
ths
15
15
30
15
15
15
30
15
Sub
Tota
l 83
83
16
6 83
83
83
16
6 83
Gra
nd T
otal
15
5 18
4 33
9 15
7 14
9 18
2 33
1 14
6
55
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
52
2.2.4 SKILLS DEVELOPMENT PROGRAMMES 2.2.4.1 Undertaking Impala Platinum Limited, in line with the Impala Platinum Limited Human Resources Development Plan, will continuously develop and implement appropriate skills training programmes as and when required. In addition, Impala Platinum Limited will continue to gradually convert the training and development programmes towards either Learnerships or skills programmes, as and when these are released by SAQA, incorporating work related skills development programmes if required. 2.2.4.2 Strategic Plan Training Programme: As per the requirements of the Mine Health and Safety Legislation, Impala Rustenburg Operations will ensure the relevant employees qualify under the Competent A, Competent B, Blasting Assistant, and Occupational Health and Safety Representative skills training programmes as and when required during the life of the mine. Over and above the initial training programme for all relevant employees in the company the on-going training in Competent B and Blasting Assistant will focus on training of new appointments and re-class/promotions as informed by the business plan. The MQA Level 2 and Level 3 Rock Breaking qualifications have also been implemented in order to replace the DMR Blasting certificate. Impala Platinum Limited will be aligning the current Engineering Serviceman training with the MQA Level 2 Artisan Aide Skills Programme. Impala Platinum Limited has implemented the full National Qualification Foundation (NQF) Level 1 Qualification: Introduction to the Mining and Mineral Sector introduced by the MQA and will continue to do so until 30 June 2015 or longer if the registration period for the qualification is extended as reported in Table 2.3 with ABET. Impala Platinum Limited has also commenced a comprehensive training programme to support the DMR’s underground training and development programme. Over and above these programmes, the company’s WSP has identified key skills priority areas and have instituted appropriate plans to facilitate the meeting of these skills needs within the organization (Table 2.5). The FLC (Foundational Learning Competency) that provides the fundamentals for the level 3 and 4 QCTO qualifications have been implemented and is currently being reported in Table 2.3 with ABET. Programme Targets: Table 2.5 presents the targets for Skills Development Programmes for a five (5) year period. The targets are based on expected annual turnover figures as determined by historical data and its skill requirements in the future, in line with the business plan. Ultimately however the enrolments to these programmes will be needs based in respect of new appointments or re-class/promotions. The target table also presents the envisaged enrolments onto skills development programmes for the next five (5) years in line with the skills priority areas as identified within the WSP.
Programme Outcomes: Whilst the completion of the training for Competent A, B, Blasting Assistant, and Occupational Health and Safety Representative Skills programmes qualifications amongst relevant employees will facilitate the mine’s compliance to the Mine Health and Safety Legislation, the relevant employees will further receive accredited qualifications which are transferable across the mining sector, and are therefore portable skills. Amongst these portable skills will be the new Level 2 Artisan Aide Qualifications. Due to the Department of Minerals and Resources ceasing to hold Blasting Certificate examinations from June 2009 and the implementation of the new explosive regulations, Impala Rustenburg operations will ensure that the relevant employees qualify under the required MQA Level 2 Mining Operation and Level 3 Rock Breaking qualifications as and when required during the life of mine.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
56
53
Tabl
e 2.
5: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for S
kills
Dev
elop
men
t Pro
gram
mes
bas
ed o
n Pr
ojec
ted
Labo
ur T
urno
ver6
Skill
s Pr
ogra
mm
es
WSP
Ski
lls
Prio
rity
Dur
atio
n
2014
20
15
2016
20
17
2018
N
o. o
f En
rolm
ent
s
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lme
nts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lme
nts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lme
nts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lme
nts
No.
Ex
pect
ed
to
Qua
lify
Com
pete
nt A
C
ore
Min
ing
± 5
days
10
0 10
0 10
0 10
0 10
0 10
0 10
0 10
0 10
0 10
0
Com
pete
nt B
C
ore
Min
ing
± 5
days
70
0 70
0 70
0 70
0 70
0 70
0 70
0 70
0 70
0 70
0
Blas
ting
Assi
stan
t C
ore
Min
ing
± 5
days
50
0 50
0 50
0 50
0 50
0 50
0 50
0 50
0 50
0 50
0
OH
S R
ep
Safe
ty &
Hea
lth
± 10
day
s 71
0 71
0 71
0 71
0 71
0 71
0 71
0 71
0 71
0 71
0
Artis
an A
ide
- Lev
el 2
C
ore
Engi
neer
ing
12
mon
ths
50
48
50
48
50
48
50
48
50
48
TOTA
L 20
60
2058
20
60
2058
20
60
2058
20
60
2058
20
60
2058
6 T
hese
Ski
lls D
evel
opm
ent P
rogr
amm
es a
re n
ot re
leva
nt to
Impa
la H
ead
Offi
ce a
nd Im
pala
Ref
iner
ies.
The
se ta
rget
s ar
e ba
sed
on h
isto
rical
turn
over
figu
res
for t
he p
ast f
ive
(5) y
ears
and
the
min
ing
prod
uctio
n bu
sine
ss p
lan
for t
he n
ext f
ive
(5) y
ears
.
57
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
54
2.2.5 PORTABLE SKILLS TRAINING
2.2.5.1 Undertaking Impala Platinum Limited will, as part of their skills development plan and retrenchment management programme, provide training in portable skills which are applicable to the mining sector and other employment sectors and ensure such training programmes are adapted as required by the mine’s employees The company therefore defines portable skills as accredited skills developed through unit standards based training that can be utilized within the mining sector (across mineral sectors) as well as outside of the mining sector. 2.2.5.2 Strategic Plan a. Portable Skills Training through the Core Business Training at Impala Platinum Limited Training Programme: The nature of the company’s core business is such that employees are exposed to skills and competencies that will enable them to find jobs elsewhere within or external to the mining industry, and/or enable them to become financially self-sustaining in any sector. Core business training is carried out amongst all employees during the life of the mine in various core business disciplines and as such facilitates on-going skills development and certification thereof. Further, the mine institutes supervisory and management training amongst all employee levels which further facilitates access to generic business, financial, management-related skills, transferable across any sector. (Table 2.6). In addition to the functional literacy and numeracy training (Table 2.3) (which is particularly targeted for employees at lower occupational levels) Impala Platinum will provide portable skills training within the various core business disciplines for all occupational levels during the life of the operations.7 Where the skills training is portable within the mining sector (and across mineral sectors) and/or is external to the mining sector, this has been identified accordingly. Programme Targets: Targets for portable skills training for the next five (5) years were developed in line with individual development programmes for supervisory training, generic business, and financial skills amongst all employee levels and Skills Development Plans for this period and is based on new enrolments/intake per programme respectively and outlined in Table 2.6. b. Portable Skills Training in Non-Mining Related Skills at Times of Retrenchment/ Downscaling Should retrenchment be required during the life of the Operations due to changes in the market conditions, business plan or as part of a planned downscaling exercise, the Portable Skills Fund will be provided for at the time of retrenchment as outlined in Section 4.1, 4.2 and 4.3 of this document. At the time of retrenchment, the fund will be utilized as follows:
§ To train the affected employees. § Such training will comprise of Unit Standard accredited training programmes as agreed to by
the Stakeholders. § In principle, no more than 14 days training time will be set aside for each affected employee. § Programmes that have been identified to train the affected employees in portable skills
outside the mining industry at the time of retrenchment are indicated in the figure 2.3 below. (See Appendix H (c))
7 Excluding Impala Platinum Head Office
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
58 55
Figure 2.3 Skills areas outside the mining industry
Portable Skills Training Area
Average Training duration in Days
Mechanical 14 Electrical 14 Construction 14 Agricultural 14 Business Skills 11
The portable skills training fund will therefore be constructively utilized in order to identify appropriate programmes and facilitate the necessary support of such training during the periods of downscaling or closure. c. Portable Skills Training in Non-Mining Related Skills Impala will be following the process below to plan and structure portable skills training interventions for employees working at the mine.
i. Discussions will be held at length with the Management team at People Co and Stakeholders.
ii. The Human Resources Development team will engage with Labour in terms of the plan at the
Education and Skills Forum. Discussion points:
• How will this be implemented? • Who will be doing this? • What will the company need? • What will the benefit be to the employees? • These programmes should benefit all employees.
iii. In conjunction with the Education and Skills Forum information will also need to be discussed
at the Internal Future Forum.
iv. We foresee a period where Labour would need to engage with their members in terms of what they really need in terms of portable skills.
v. Once this has been completed, HRD will then engage with nominated Service Providers for a
feasibility study. This would be a detail programme to cover all areas, e.g. taking into account of where the employees come from.
vi. In hindsight due to the time frame, HRD, in conjunction with the Education and Skills Forum is
currently busy with the WSP-ATR (Workplace Skills Plan and Annual Training Report) from the MQA Seta. This will take place from March to end May 2015.
59
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
56
Plan to be followed going forward:
Action Time Line
1. WSP-ATR as per Skills Development Act. To be completed yearly and due by end May 2015. March to end May 2015
2. Internal engagement with Management. June 2015
3. Skills Forum and Internal Future Forum meetings. July 2015
4. Union to engage with employees/members on process. August 2015
5. Initial process of sourcing provider/s. August to October 2015
6. Feasibility studies to be done, explaining what needs to be covered.
November 2015 to January 2016
7. Report back to respective Forum/s February 2016
8. Prepare plan accordingly for new business plan BP16/17 and compile Section 102 for submission. March 2016
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
60
57
Tabl
e 2.
6: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for I
n-ho
use
Cor
e Sk
ills
Trai
ning
in P
orta
ble
Skill
s8
Trai
ning
Pro
gram
mes
O
ccup
atio
nal L
evel
s as
pe
r For
m S
D
urat
ion
2014
20
15
2016
No.
of
Enro
lmen
ts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lmen
ts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lmen
ts
No.
Ex
pect
ed
to
Qua
lify
Supe
rvis
ory
& M
anag
emen
t Tra
inin
g
Supe
rvis
ory
Skills
Skille
d te
chni
cal a
nd
acad
emic
ally
qua
lifie
d (P
ater
son
Leve
l C),
Sem
i-sk
illed
and
disc
retio
nary
de
cisi
on m
akin
g (P
ater
son
B &
A on
spe
cial
requ
est)
3 D
ays
204
204
224
224
224
224
Fina
ncia
l Life
Ski
lls
Uns
kille
d an
d de
fined
de
cisi
on m
akin
g Se
mi s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n Le
vel A
&
B)
2 D
ays
240
240
240
240
240
240
Basi
c Bu
sine
ss S
kills
Uns
kille
d an
d de
fined
de
cisi
on m
akin
g Se
mi s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n Le
vel A
&
B)
3 D
ays
200
200
200
200
200
200
Intro
duct
ion
to B
asic
C
ompu
ters
Sem
i-ski
lled
and
disc
retio
nary
dec
isio
n m
akin
g (P
ater
son
B &
A on
sp
ecia
l req
uest
)
2 D
ays
(full
time)
16
0 16
0 16
0 16
0 16
0 16
0
TOTA
L 80
4 80
4 82
4 82
4 82
4 82
4
8 F
or d
etai
led
desc
riptio
ns o
n th
e co
nten
t of t
he c
ours
es in
eac
h se
ctio
n, p
leas
e re
fer t
o A
ppen
dix
H.
61
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
58
Tabl
e 2.
6 co
nt: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for I
n-ho
use
Cor
e Sk
ills
Trai
ning
in P
orta
ble
Skill
s
Trai
ning
Pro
gram
mes
O
ccup
atio
nal L
evel
s as
pe
r For
m S
D
urat
ion
2017
2018
No.
of
Enro
lmen
ts
No.
Ex
pect
ed
to
Qua
lify
No.
of
Enro
lmen
ts
No.
Ex
pect
ed
to
Qua
lify
Supe
rvis
ory
& M
anag
emen
t Tra
inin
g
Supe
rvis
ory
Skills
Skille
d te
chni
cal a
nd
acad
emic
ally
qua
lifie
d (P
ater
son
Leve
l C),
Sem
i-sk
illed
and
disc
retio
nary
de
cisi
on m
akin
g (P
ater
son
B &
A on
spe
cial
requ
est)
3 D
ays
244
244
224
224
Fina
ncia
l Life
Ski
lls
Uns
kille
d an
d de
fined
de
cisi
on m
akin
g Se
mi s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n Le
vel A
&
B)
2 D
ays
240
240
240
240
Basi
c Bu
sine
ss S
kills
Uns
kille
d an
d de
fined
de
cisi
on m
akin
g Se
mi s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n Le
vel A
&
B)
3 D
ays
200
200
200
200
Intro
duct
ion
to B
asic
C
ompu
ters
Sem
i-ski
lled
and
disc
retio
nary
dec
isio
n m
akin
g (P
ater
son
B &
A on
sp
ecia
l req
uest
)
2 D
ays
(full
time)
16
0 16
0 16
0 16
0
TOTA
L 84
4 84
4 82
4 82
4
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
62 59
2.2.6 TRAINING IN CORE BUSINESS AREAS
2.2.6.1 Undertaking Impala Platinum Limited’s core business is mining and will remain so for the life of its various operations. For this reason the company will direct a major portion of its training and development resources to the development of mining, engineering and plant related competencies and skills. 2.2.6.3 Strategic Plans Training Facilities: Impala Platinum Limited will continue to equip mining, engineering and plant employees with unit standard, outcome based training Learnerships and skills programmes, as required by the SAQA, QCTO and the relevant SETA Training Programme: Targets for occupational related training for the next five (5) years at Impala Platinum9 are based on the WSP (and the Annual Training Report) as well as knowledge of historical turnover to-date and are presented in Table 2.7. Given that the mine’s production profile will remain relatively the same during the next five (5) year period, the same workforce capacity is therefore envisaged with very limited fluctuations in workforce numbers. As such, in many cases the envisaged need for core business training, based on the business plan for this period, will not change over this period, hence many of the targets remain the same from one year to the next. Other core business training targets under the Learnership programmes (Table 2.4) and Skills Development Programmes (Table 2.5) have also been determined in line with the business needs but are NOT reflected in Table 2.7. Actual numbers of mining and plant employees trained per annum will be reported on in the Mine’s Annual SLP Reports. The duration for new employees and re-classification differs from each other as well as from different occupations. In Mining re-c-class training can be anything from 3 to 5 days, and new employee training up to 30-40 days. Metallurgical training is 1 to 3 days per module and Engineering is also 1-3 days refresher and 5 -10 days for skills training.
In addition to the core business training within each discipline, Impala Platinum Limited will carry out ex-leave training in an effort to ensure the continuous improvement and up-liftman of the workforce. Impala Platinum Limited will carry out ex-leave training on an on-going basis during the life of the mine as employees return from leave and or re-engagement for whatever reason. The duration of this re-fresher training which also facilitates opportunity for key communication processes to employees to take place (on issues such as ABET programmes, portable skills programmes, nutritional awareness, HIV/Aids etc.). Appendix C (DMR Form R) presents the current hard to fill vacancies for Impala Platinum Limited. These forms will be completed annually and submitted as part of Impala Platinum Limited’s Annual SLP report.
Programme Targets: Targets for training in core business will be formulated when preparing the annual WSP and progress against this plan will be reported upon in the annual training report submitted to the Department of Labour as well as Impala Platinum Limited’s Annual SLP Report. Should there be any changes in the annual targets presented in this plan due to changes in the business plan and associated planning processes, these amendments will be reported to DMR. Programme Outcomes: The career paths (outlined in Section 2.3) demonstrate where employees are able to move to on completion of their core business training. This is merely a reflection of where career paths are available, and the beneficiaries of career paths, might also be reflected elsewhere in the SLP, these figures should thus not be accumulated to a progressive figure.
9 Excluding Impala Platinum Head Office
63
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
60
Tabl
e 2.
7: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for T
rain
ing
in C
ore
Busi
ness
are
as
Occ
upat
iona
l R
elat
ed
Trai
ning
W
SP S
kills
Pr
iorit
y
2014
20
15
2016
20
17
2018
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Ex
pect
ed
to
Qua
lify
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y M
inin
g
*
Cor
e M
inin
g Tr
aini
ng
2800
28
00
2800
28
00
2800
28
00
2800
28
00
2800
28
00
Engi
neer
ing
Cor
e En
gine
erin
g 73
0 73
0 73
0 73
0 73
0 73
0 73
0 73
0 73
0 73
0
Met
allu
rgy
Cor
e M
etal
lurg
y 60
0 60
0 60
0 60
0 60
0 60
0 60
0 60
0 60
0 60
0
Plan
t C
ore
Plan
t 20
0 20
0 20
0 20
0 20
0 20
0 20
0 20
0 20
0 20
0
Tota
l 43
30
4330
43
30
4330
43
30
4330
43
30
4330
43
30
4330
Empl
oyee
s w
ith D
isab
ilitie
s **
* 41
2 30
0 35
0 41
2 41
2
Ex L
eave
In
duct
ion
Trai
ning
W
SP S
kills
Pr
iorit
y
2014
20
15
2016
20
17
2018
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Ex
pect
ed
to
Qua
lify
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y
No.
of
Part
icip
ants
No.
Expe
cted
to
Q
ualif
y M
inin
g
**
Cor
e M
inin
g Tr
aini
ng
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
15 0
00
Engi
neer
ing
Cor
e En
gine
erin
g 80
0 80
0 80
0 80
0 80
0 80
0 80
0 80
0 80
0 80
0
Met
allu
rgy
Cor
e M
etal
lurg
y 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0
Plan
t C
ore
Plan
t 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0 1
000
1 00
0
Tota
l 17
800
17
800
17
800
17
800
17
800
17
800
17
800
17
800
17
800
17
800
Empl
oyee
s w
ith D
isab
ilitie
s **
80
6 80
6 80
6 80
6 80
6
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
64 61
* Training programmes reflected in Table 2.5 is not included in the above figures ** Although employees may attend refresher training more than once, every effort will be made to reflect beneficiaries and not interventions thus figures in final report will differ from progressive quarterly reports. *** The disability figures are not targets, but merely reflect the representation of people with disabilities trained within the core training.
65
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62
2.3 CAREER PATH PLAN
2.3.1 UNDERTAKING Impala Platinum Limited upholds the philosophy that every employee should be given the opportunity to develop within one of the career progression paths available. To this end, the mine has developed career paths per discipline to assist employees to identify appropriate career paths, as well as to become familiar with the requirements at each level within the chosen path. Impala Platinum Limited has a well-established career progression plan whereby successors are identified and developed to cater for immediate and future human resource needs (Appendix E). 2.3.2 STRATEGIC PLANS10 In order to demonstrate the integration of the career path strategy at Impala Platinum with the broad skills development programme and the specific requirements of the employment equity targets, it is important to note the following:
• The Career Progression Plan targets (in Table 2.8) are a reflection of the number of employees (Paterson A4 to C Levels) from the total workforce base who will participate in identified key training programmes in line with their Career Progression strategy. These targets reflect goals for HDSA and non-HDSA individuals at Impala Platinum.
• Ultimately, therefore, the career progression programme and succession planning programme
are implemented with varying focuses on differing pools of employees: either the total workforce; or different sections of the workforce. As such these programmes reflect an integrated approach towards employment equity and skills development objectives.
• The strategies and plans reflected in these tables (Tables 2.8 and 2.9) have been utilized to
inform the strategies for achieving HDSAs in management as part of the employment equity plan.
a. Generic Career Plans In line with Impala Platinum Limited’s career paths model, all employees go through a new-employee induction programme which informs them of the requirements for progression within their own career path determined according to their discipline. Generic career paths per discipline showing timeframes, specific needs and requirements per level to assist employees to identify appropriate career paths, as well as to become familiar with the requirements at each level within their chosen path are presented in detail in Appendix E. b. Individual Development Plans Following on from the generic career path communication process to all employees, Individual Development Plans are developed to assist employee development. Individual development plans are reviewed regularly and assistance given where and when needed. Table 2.8 presents the detailed career progression targets for a five (5) year period at Impala Platinum. As can be seen, the table details the exact career path the identified individuals will progress along (that is their starting occupation and the occupation they are working towards) in conjunction with the specific training intervention utilized to facilitate this career progression. Targets have been based on the skills development plan at the mine and results of discussions with employees to-date.
10 There is a generic period stipulated in the career paths for individuals to progress to a particular level. This progression may be carried out in conjunction with accelerated development programmes to facilitate the meeting of transformation targets at Impala Platinum.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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63
These targets are reflected in various other tables except for Foreman Development, CPDP, Snr Plant Operator. The rest are reported in Tables 2.4, 2.5, 2.7 and 2.14 respectively. c. Accelerated Training Programme To enable Impala Platinum Limited to cater for their future manpower needs, accelerated training programmes are implemented to assist identified employees to accelerate their training full time within one of the career paths available. The ability to strategize career paths in terms of the company’s equity targets and to provide individual development plans will remain as one of the major vehicles to identify and develop HDSA employees. The programmes that are individually developed are indicated in Table 2.10. The table presents the targets for fast-tracking of Impala Platinum employees over a (5) five year period, focusing on training amongst HDSA’s in an effort to improve upon the HDSA status within the skills profile at the mine. These targets are reflecting new enrolments against those completing the programmes. Figures are not additional as they are also reflected under Tables 2.4, 2.8, 2.10, 2.14 respectively.
d. Succession Planning Talent forums are on-going where champions focus on different aspects in identifying talent pools, i.e. minimum requirements of the job, turnover, retirement age, performance, potential and Employment Equity. This is to ensure that a fair and consistent process is followed across the operations. The emphasis is on identifying potential HDSA successors for D and E level position. Targets are set for new identified successors across the organization for the next five (5) years as presented in Table 2.9. Progressive figures will be reported on annually. Monitoring of successors in terms of movements (turnover, promotions and time frame) and readiness is reported on an on-going basis and will be evaluated annually.
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64
Tabl
e 2.
8: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for C
aree
r Pro
gres
sion
Pla
ns
Trai
ning
Pr
ogra
mm
es
with
in C
aree
r Pr
ogre
ssio
n Pa
ths
Posi
tion
star
ting
from
C
urre
nt
Trai
ning
In
terv
entio
n Ta
rget
Pos
ition
W
orki
ng T
owar
ds
2014
20
15
2016
20
17
2018
Empl
oyee
s pr
ovid
ed
with
Car
eer
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed
with
Car
eer
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed
with
Car
eer
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed
with
Car
eer
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed
with
Car
eer
Prog
ress
ion
Plan
Trai
nee
Engi
neer
*
Ju
nio
r/T
rain
ee
Engin
eer
Junio
r E
ngin
eer
Pro
gra
m
Engin
eer
4
4
4
4
4
Engi
neer
ing
Fore
men
A
rtis
an
Fore
man D
ev.
pro
gra
m
Engin
eering
Fore
man
20
20
20
20
20
Eng.
Le
arne
rshi
ps
**
Learn
er
Learn
ers
hip
A
rtis
an
53
65
77
74
72
Art
isan
Aid
e Le
vel2
***
Aid
e/h
elp
er
Art
isan A
ide
L2 S
kills
P
rogra
m
Serv
icem
an
50
50
50
50
50
Plan
t Fo
rem
an
Pla
nt O
pera
tor
Unit
Sta
ndard
B
ase
d
Pla
nt F
ore
man
5
5
5
5
5
Mod
ular
B
ased
Tr
aini
ng
Senio
r P
lant
Opera
tor
Modula
r B
ase
d
Tra
inin
g
Pro
cess
Contr
olle
r 10
10
10
10
10
(CPD
P) C
aree
r Pa
th
Dev
elop
men
t Pr
ogr.
Tra
inee
Analy
st
(CP
DP
) C
are
er
Path
D
eve
lopm
ent
Pro
gra
mm
e
Analy
st (
B5)
2
2
2
2
2
SUB
TO
TAL
14
4 15
6 16
8 16
5 16
3
*
Tra
inee E
ngin
eer
– N
ew
inta
ke p
er
annum
and in
cluded in
Table
2.1
1 u
nder
Mento
ring
**
Leve
l 3 R
ock
Bre
ake
r and E
ngin
eering L
earn
ers
hip
targ
et: N
ew
enro
lment per
annum
in li
ne w
ith targ
ets
refle
cted in
Table
2.4
Learn
ers
hip
s **
* Art
isan A
ides
targ
ets
: N
ew
inta
ke p
er
annum
in li
ne w
ith targ
ets
in T
able
2.5
Ski
lls D
eve
lopm
ent P
rogra
mm
es
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
68
65
Tabl
e 2.
8 C
ont:
Fiv
e (5
) yea
r tar
gets
from
201
4 fo
r Car
eer P
rogr
essi
on P
lans
Tr
aini
ng
Prog
ram
mes
w
ithin
Car
eer
Prog
ress
ion
Path
s
Posi
tion
star
ting
from
Cu
rren
t Tra
inin
g In
terv
entio
n
Targ
et
Posi
tion
Wor
king
To
war
ds
2014
20
15
2016
20
17
2018
Em
ploy
ees
prov
ided
with
Ca
reer
Pr
ogre
ssio
n Pl
an
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
NC: R
ock
Bre
aker
** U
/G
Har
d R
ock
Lev.
3
Min
ing
Trai
nee
Leve
l 3 R
ock
Bre
aker
Q
ualif
icat
ion
Min
er
30
30
30
305
30
Min
ing
Engi
neer
in
trai
ning
(G
radu
ate)
Min
ing
Gra
duat
e Le
arne
r Min
e O
ffici
al
Shift
Su
perv
isor
0
0
5
5
5
Min
ing
Trai
nees
M
inin
g Tr
aine
e Le
arne
r Min
e O
ffici
al
Shift
Su
perv
isor
5
5
5
5
5
Ex-M
iner
s M
iner
Sh
ift
Supe
rvis
or
Shift
Su
perv
isor
15
15
15
15
15
Ope
rato
r M
inin
g
^
Equi
pmen
t H
elpe
r O
pera
tor
trai
ning
O
pera
tor
500
500
500
500
500
New
recr
uit
min
ing
^ tr
aini
ng
New
recr
uit
Equi
pmen
t he
lper
Eq
uipm
ent
help
er
700
700
700
700
700
Roc
k En
gine
erin
g ^
^ Le
arne
r R
ock
engi
neer
ing
prog
ram
me
Roc
k En
gine
er
3
3
3
3
3
Surv
ey
^^
Surv
ey
assi
stan
t Su
rvey
pr
ogra
mm
e Su
rvey
or
1
1
1
1
1
Vent
ilatio
n
^^
Ve
ntila
tion
obse
rver
Ve
ntila
tion
prog
ram
me
Vent
ilatio
n O
ffice
r 2
2
2
2
2
SUB
TO
TAL
1256
12
56
1261
12
61
1261
TO
TAL
1 40
0 1
412
1 42
9 1
426
1 42
4 **
Leve
l 3 R
ock
Bre
ake
r and E
ngin
eering L
earn
ers
hip
targ
et: N
ew
enro
lment per
annum
in li
ne w
ith targ
ets
refle
cted in
Table
2.4
Learn
ers
hip
s ^
A
lso in
cluded in
Table
2.7
Core
Tra
inin
g– d
o n
ot add a
s pro
gre
ssiv
e fig
ure
^^ A
lso r
efle
cted in
Table
2.1
4 G
raduate
/Dip
lom
at &
Inte
rnsh
ip P
rogra
mm
es.
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
66
Tabl
e 2.
9: F
ive
(5) y
ear t
arge
ts fr
om 2
014
for S
ucce
ssio
n Pl
anni
ng (P
atte
rson
D &
E L
evel
s O
nly)
Car
eer P
ath
2014
20
15
2016
20
17
2018
No
. of H
DSA
Succ
esso
rs
No. o
f HDS
A Su
cces
sors
No
. of H
DSA
Succ
esso
rs
No.
of H
DSA
Succ
esso
rs
No. o
f HD
SA
Succ
esso
rs
Min
ing
10
10
10
10
10
Tech
nic
al S
erv
ices
12
12
12
12
12
Engin
eering
6
6
6
6
6
Hum
an R
eso
urc
es
9
9
9
9
9
Medic
al S
erv
ices
3
3
3
3
3
Safe
ty
3
3
3
3
3
Fin
ance
6
6
6
6
6
Pro
cess
ing
6
6
6
6
6
Refin
eries
& H
O
35
35
35
35
35
Tota
ls
90
90
90
90
90
Note:
Tar
gets
refle
ct N
ew id
entif
ied
succ
esso
rs a
cros
s th
e or
gani
zatio
n fo
r the
nex
t 5 y
ears
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
70
67
Tabl
e 2.
10:
Five
(5) y
ear t
arge
ts fr
om 2
014
for F
ast-t
rack
ing
Note:
Tar
gets
refle
ct th
e nu
mbe
r of n
ew le
arne
rs e
nter
ing
the
prog
ram
me
agai
nst t
he ta
rget
num
ber t
o qu
alify
per
ann
um. T
hese
targ
ets
are
not a
dditi
onal
lear
ners
as
they
are
al
so re
flect
ed in
tabl
es 2
.4, 2
.10
& 2.
11
Iden
tifi
ed
for
Fas
t T
rack
ing
HD
SA
ID f
or
Fas
t T
rack
ing
Nr.
Fas
t T
rack
edH
DS
A's
Fas
t T
rack
ed
Iden
tifi
ed
for
Fas
t T
rack
ing
HD
SA
ID f
or
Fas
t T
rack
ing
Nr.
Fas
t T
rack
edH
DS
A's
Fas
t T
rack
ed
Ex-
Min
ers
1 Y
ear
1515
1315
1315
1315
13
NC
: R
ock
Bre
aker
L3
9 M
onth
s75
3030
3030
3029
3029
Trai
nee
Eng
inee
rs
(Jun
ior
Inge
neer
)30
Mon
ths
62
21
12
21
1
9647
4546
4447
4446
43
Iden
tifi
ed f
or
Fas
t T
rack
ing
HD
SA
ID f
or
Fas
t T
rack
ing
Nr.
Fas
t T
rack
edH
DS
A's
Fas
t T
rack
ed
Iden
tifi
ed
for
Fas
t T
rack
ing
HD
SA
ID f
or
Fas
t T
rack
ing
Nr.
Fas
t T
rack
edH
DS
A's
Fas
t T
rack
ed
Ex-
Min
ers
1 Y
ear
1513
1513
1513
1513
NC
: R
ock
Bre
aker
L3
9 M
onth
s30
2830
2830
2930
29Tr
aine
e E
ngin
eers
(J
unio
r In
gene
er)
30 M
onth
s2
21
12
21
147
4346
4247
4446
43
Iden
tifi
ed f
or
Fas
t T
rack
ing
HD
SA
ID f
or
Fas
t T
rack
ing
Nr.
Fas
t T
rack
edH
DS
A's
Fas
t T
rack
ed
Ex-
Min
ers
1 Y
ear
1513
1513
NC
: R
ock
Bre
aker
L3
9 M
onth
s30
3030
30Tr
aine
e E
ngin
eers
(J
unio
r In
gene
er)
30 M
onth
s2
21
1
4745
4644
TOTA
L
Acc
eler
ated
p
rog
ram
me
Du
rati
on
In
Pro
gra
mm
e Ju
ne
2014
Acc
eler
ated
p
rog
ram
me
Du
rati
on
Acc
eler
ated
p
rog
ram
me
Du
rati
on
TOTA
L
TOTA
L
2017
Tar
get
2018
Tar
get
2014
Tar
get
2015
Tar
get
2016
Tar
get
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
68
2.4 MENTORSHIP PLAN
2.4.1 UNDERTAKING
Impala Platinum Limited is committed to the informal mentoring of employees. Impala Platinum Holdings Limited, on behalf of Impala Platinum Limited, is also actively involved in providing various forms of assistance to key empowerment groups present within Impala Platinum Limited’s sphere of operation, with particular emphasis on the Royal Bafokeng Nation (RBN), who reside within the region of the Impala Rustenburg Operations and have been recognized as Impala Platinum’s strategic BEE partner. 2.4.2 STRATEGIC PLAN - MENTORING OF EMPLOYEES
The mentoring of employees is seen as a critical mechanism through which the company can achieve its training targets and thereby achieve significant employment equity across the organization in line with the Employment Equity Plan. Table 2.11.indicates the key groups that receive the informal mentoring assistance within Impala Platinum. The table further summarizes the envisaged outcomes of such mentoring (such as talent pool or specific skill areas), in addition to the length of the mentoring programme in each case. As this is a key mechanism whereby Employment Equity targets within the company can be achieved, the company implements a process of mentoring/coaching of its Learnership candidates, Learners/Trainees and Bursars.
Of key significance in respect of mentoring is the company’s management of its bursary students and the associated mentoring and experiential training provided to these candidates. Figure 2.3 (Section 2.5) summarizes the integrated approach in the selection and management of Impala bursary holders and the manner in which they feed into the talent pool for the company. A pool of mentors (Table 2.12) will be retained at the operations to facilitate the on-going mentoring of identified learners as in Table 2.11.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
72
69
Tabl
e 2.
11:
Five
(5) y
ear t
arge
ts fr
om 2
014
for M
ento
ring
N
ote:
Bur
sar m
ento
ring
incl
usiv
e of
Lab
our S
endi
ng A
reas
and
Loc
al C
omm
unity
Men
torin
g
Prog
ram
me
Care
er D
eliv
erab
les
Dura
tion
Jun-
13Ne
w
Men
tees
Men
tees
Co
mpl
eted
New
M
ente
esM
ente
es
Com
plet
edNe
w
Men
tees
Men
tees
Co
mpl
eted
New
M
ente
esM
ente
es
Com
plet
edNe
w
Men
tees
Men
tees
Co
mpl
eted
Min
ing
Engi
neer
in tr
aini
ng
(Gra
duat
e)Sh
ift S
uper
visor
± 3
Year
s49
515
513
512
99
55
Min
ing
Engi
neer
in T
rain
ing
(Dip
lom
at)
Shift
Sup
ervis
or±
3 Ye
ars
70
30
40
00
00
0
Min
ing
Trai
nees
Shift
Sup
ervis
or±
3 Ye
ars
305
115
105
95
115
10Ex
-Min
ers
Shift
Sup
ervis
or1
Year
1515
1515
1515
1515
1515
15Tr
aine
e En
gine
ers
(Jun
ior E
ngin
eer)
Engi
neer
ing
Lear
ners
hips
Artis
ans
36-4
2 M
onth
s13
842
5146
6961
7469
7861
67Bu
rsar
s (in
cl. C
SI)
Gra
duat
es3-
4 Ye
ars
7072
1773
1674
1878
1579
0
Expe
rienc
ial l
earn
ing
/ In
tern
ship
Com
pete
ncy
train
ing:
En
gine
erin
g, M
etal
lurg
y,
Chem
istry
, Sur
veyi
ng,
Fina
nce,
HR
Envir
onm
ent
Engi
neer
ing
Plan
t
1 Ye
ar64
348
147
146
264
2616
387
147
163
166
138
185
137
211
138
201
116
Curre
nt
Parti
cipa
nts
TOTA
L
311
610
3En
gine
ers
30 M
onth
s14
53
84
11
Impa
la P
latin
um L
imite
dTA
RGET
2014
2015
2016
2017
2018
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
70
Table 2.12: Summary of Mentor Targets for Five (5) years (2014 – 2018)
Mentoring Location Target No. of Mentors Frequency of Mentoring
Bursary Students Impala Platinum Limited 8 3 Mentoring Periods per annum
Learner Shift Supervisor Impala Rustenburg
Operations 12 Monthly
Trainee Engineers Impala Rustenburg
Operations 5 Monthly
Experiential Learning/
Internships Impala Platinum Limited 10 Bi-Monthly
2.4.2.1 Mentoring Bursaries, Graduate/Diplomat & Internship Programmes:
The mentoring of the above mentioned students form part of the formal & informal mentoring process
of Impala Platinum Limited as described in Section 2.4
• Bursary Students
Impala Platinum currently has seventy (70) university bursary students, including Labour
Sending Areas and Local Community as reflected in Section 3. (Table 2.11: Table 2.12).
These seventy (70)) students will be mentored three (3) times a year as indicated in Table
2.12: Two (2) mentoring sessions per year at their respective tertiary institutions (students)
and the remaining during their vacation work period, where students are mentored
individually.
• Graduates and Diplomats: The mentoring of the graduates and diplomats as indicated by Table 2.12 will take place on a
quarterly basis. This mentoring will be on-going for the duration of their respective
programmes.
• Other Internship and Experiential programme students The mentoring of these students will take place on a quarterly basis as indicated in Table
2.12. This mentoring will also be on-going for the duration of their programme as indicated in
Table 2.11.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
74 71
2.5 BURSARY, GRADUATE/DIPLOMAT & INTERNSHIP PROGRAMME PLAN
2.5.1 UNDERTAKING
The Impala Platinum Limited bursary scheme is an open bursary scheme with a goal to timeously
deliver sufficient, appropriately educated employees for the company who are trainable for further
advancement and development. The Impala Rustenburg Operations and Impala Platinum Refineries
will administer all internships and bursaries to be granted on their behalf by Impala Platinum Limited
to beneficiaries on an annual basis.
2.5.2 STRATEGIC PLANS Programme Targets: Table 2.14 presents the envisaged Graduate/Diplomat, Experiential Trainee
and Internship programmes for a five (5) year period within Impala Platinum. Details in respect of the
specific fields of study, HDSA and gender status are further outlined in the progress reports. The
internship programme facilitates the development of the various talent pools and Learnership
programmes to feed into the various points of career path entry as indicated in the table.
Impala Rustenburg Operations will continue to maintain a tracking procedure of each scholar’s and
bursar’s progress annually in respect of their grades and date of completion of studies. Those
scholars that matriculate with the appropriate grades and who are interested will be invited to enroll in
the Learnership programme or appropriate bursary selection programmes as outlined in Section 3 of
this document, in order to ensure that wherever possible, recipients of the bursaries are linked into the
recruitment and HRD training programmes at the mine. The successful take-up of these scholars into
Impala Platinum is both dependent on the grades achieved as well as the career wishes of the
individual candidates.
Impala Platinum Limited also provides opportunities to eligible employees to further their education
and increase their knowledge by providing financial support to study at recognized and approved
tertiary institutions. Table 2.14 (b) provides a summarized view of the target number of employees
supported set per annum to receive assistance. These targets reflect an average per annum and are
not new enrolments per annum due to the duration of these studies on a part time basis.
University Bursaries: Impala Platinum Limited offers university bursaries for external students within
an open bursary scheme, table 2.14 and bursaries to children from identified labour sending areas not
included in table 2.14. All applicants are selected based on academic achievements whilst taking
cognizance of the company’s Employment Equity policy and associated targets and skill requirements
within the future business plan. Impala Platinum Limited further strives to achieve a ratio of 80%
HDSA bursary recipients; however the attainment of this proportion is dependent on the availability of
suitable candidates. Only candidates with a minimum of a C symbol for Mathematics and Science on
the Higher Grade are considered
The target reflected for bursaries is the number of bursars maintained per annum and not new bursar
intakes per annum.
Internships/Experiential Training Plan
The following internship and experiential programmes are currently offered by Impala Platinum
Limited:
i. Vacation work for Impala Platinum Limited Bursary Holders within various departments is
closely linked to their field of study at an Impala Platinum Limited Operation during their
vacation work period. Assistance may be provided to students in practical assignments and
all bursars are assisted in purchasing their own personal computers to enable bursars to
become fully conversant in the computer technologies related to their field of expertise.
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
72
ii. Vacation work and experiential training for students of all disciplines for non-Bursary holders from all disciplines are also invited to provide assistance at the Impala Platinum
Limited Operations during the December period. The purpose of this programme is to
maintain staff capacity whilst a number of permanent employees are on leave, as well as to
provide recruited learners with practical work experience and experiential training. This
opportunity is provided with a ratio of seventy percent (70%) enrolments reserved for HDSA
candidates.
iii. Experiential Training & Internships for non-employee diplomats and graduates. In
conjunction with the community, Universities of Technology and Universities, Impala Platinum
Limited will continue to offer students experiential training and internships in Metallurgy and
Chemical engineering, Chemistry, Mining, Survey, Finance, Human Resources, Engineering,
Surveying, Environmental and Rock Engineering fields. Students are assigned to experiential
training that will enable them to obtain the relevant qualifications. These experiential learning
programmes will continue to be present at both the Impala Rustenburg Operations and
Impala Platinum Refining in Springs. Internships will be offered to Graduates and Diplomats
for one year to gain experience.
iv. Trainee Engineer Programme is aligned to develop engineers in all related engineering
fields. The engineering fields incorporated by Impala Platinum Limited are: Electrical,
Mechanical, Metallurgical, Chemical and Mining Engineering. These programmes could take
two (2) years to complete and enable junior graduates or diplomat engineers to be appointed
as engineers in their area of specialization.
In addition to the bursary and experiential training programmes offered by Impala Platinum, external
bursar holders have the opportunity to acquire internships with the mine. Students accepted into this
programme will gain the necessary training to complete their studies by utilizing the mentoring and
internship programme available to bursary students. Table 2.14 depicts the business areas in which
these students can be accommodated. The numbers planned in Table 2.14 includes the Bursaries
and the Learnerships awarded to learners from the Labour Sending Areas.
2.5.2.1 Educational Assistance
Educational assistance is provided to eligible employees to continue their education and gain further
knowledge within the line of work on a part time basis to complete Certificates of Competency or
Under-graduate and post-graduate studies and professional qualifications. This scheme provides the
employee with the necessary financial support for tuition and books, study leave to write exams, and
access to attend compulsory study schools as required.
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73
Tabl
e 2.
14 (a
): Fi
ve (5
) yea
r tar
gets
from
201
4 fo
r Bur
sary
, Gra
duat
e/D
iplo
mat
& In
tern
ship
Pro
gram
mes
Impa
la P
latin
um L
imite
d
2014
20
15
2016
20
17
20
18
Car
eer p
ath
entr
y Pr
ogra
mm
e Fi
eld
of s
tudy
N
ew
Inta
ke
Targ
et
(N
o O
ffere
d)
New
In
take
Ta
rget
(No
Offe
red)
Ne
w
Inta
ke
Targ
et
(N
o O
ffere
d)
New
In
take
Ta
rget
(No
Offe
red)
Ne
w
Inta
ke
Targ
et
(N
o O
ffere
d)
* U
nive
rsity
B
ursa
ries
(Ext
erna
l)
Min
ing
Engi
neer
ing
4 18
4
17
3 17
3
15
4 15
Cor
e S
kills
G
radu
ate
Trai
ning
pr
ogra
mm
es
Che
mic
al
Engi
neer
ing
0 5
0 2
0 2
0 1
1 1
Elec
tric
al
Engi
neer
ing
1 1
0 2
1 2
1 2
0 2
Acc
ount
ing
1 2
0 2
0 1
0 1
0 1
Mec
hani
cal
Engi
neer
ing
2 3
2 3
1 2
1 2
1 2
Che
mis
try
0 1
0 0
0 0
0 0
0 0
Geo
logy
1
4 0
3 1
2 0
2 0
2
Surv
ey
1 0
0 0
0 0
0 0
0 0
Hum
an R
esou
rce
0 0
0 0
0 0
0 0
0 0
Oth
er D
egre
es
1 0
0 0
0 0
0 0
0 0
Post
Gra
duat
es
1 2
1 2
1 2
1 2
1 2
TOTA
L
12
36
7 31
7
28
6 25
7
25
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
74
Tabl
e 2.
14 (a
)con
t: Fi
ve (5
) yea
r tar
gets
from
201
4 fo
r Bur
sary
, Gra
duat
e/D
iplo
mat
& In
tern
ship
Pro
gram
mes
*
Prog
ram
me
Fiel
d of
Stu
dy
2014
20
15
2016
20
17
2018
C
aree
r Pa
th E
ntry
Ne
w
Inta
ke
Parti
ci-
pant
s p/
a Ne
w
Inta
ke
Parti
ci-
pant
s p/
a Ne
w
Inta
ke
Parti
ci-
pant
s p/
a Ne
w
Inta
ke
Parti
ci-
pant
s p/
a )
New
In
take
Pa
rtici
- pa
nts
p/a
** G
radu
ate/
D
iplo
mat
In
tern
ship
&
Expe
rient
ial
Prog
ram
me
(Inte
rnal
Gra
duat
e M
inin
g Tr
aini
ng
5 33
5
26
10
27
14
33
10
33
Cor
e S
kills
M
inin
g &
E
ngin
eerin
g S
uper
viso
ry
posi
tions
Dip
lom
at S
urve
ying
*
Trai
ning
1
1 1
1 6
1 6
1 5
1
Dip
lom
at M
inin
g Tr
aini
ng
0 8
0 8
0 0
0 0
0 0
Dip
lom
at /
Gra
duat
e
* E
ngin
eerin
g Tr
aini
ng
2 10
2
10
2 10
2
10
2 10
Gra
duat
e R
ock
Eng
inee
ring
3 5
3 5
3 5
3 5
3 5
Gra
duat
e V
entil
atio
n 2
5 2
5 2
5 2
5 2
5
Min
ing
Trai
nees
5
25
5 25
5
25
5 25
5
25
Tota
l 18
82
18
78
28
71
32
79
27
79
Prog
ram
me
Fiel
d of
Stu
dy
2014
20
15
2016
20
17
2018
C
aree
r Pat
h En
try
New
In
take
Pa
rtici
- pa
nts
p/a
New
In
take
Pa
rtici
- pa
nts
p/a
New
In
take
Pa
rtici
- pa
nts
p/a
New
In
take
Pa
rtici
- pa
nts
p/a
) Ne
w
Inta
ke
Parti
ci-
pant
s p/
a
*** O
ther
In
tern
ship
&
Expe
rient
ial
Prog
ram
mes
(E
xter
nal)
Met
allu
rgy/
Che
mic
al E
ng.
0 0
2 7
7 7
7 7
7 7
Dis
cipl
ine
Spe
cific
Tr
aini
ng/M
etal
lurg
ists
&
Ana
lyst
s po
sitio
ns
Che
mis
try
3 3
2 7
7 7
7 7
7 7
Min
ing
0 0
0 0
0 0
10
10
10
10
Eng
inee
ring
0 0
0 0
0 0
2 2
2 2
Tota
l 3
3 4
14
14
14
26
26
26
26
Note:
Th
ese
burs
ars
are
not i
nclu
ding
Lab
our S
endi
ng A
reas
and
Loc
al C
omm
unity
bur
sarie
s.
Thes
e ta
rget
s re
pres
ent t
he a
vera
ge n
umbe
r of l
earn
ers
enro
lled
on th
is p
rogr
amm
e pe
r ann
um. T
hese
are
not
new
enr
olm
ents
per
ann
um.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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75
Tabl
e 2.
14 (b
): F
ive
(5) y
ear t
arge
ts fr
om 2
014
for B
ursa
ry, G
radu
ate/
Dip
lom
at &
Inte
rnsh
ip P
rogr
amm
es
Prog
ram
me
2014
20
15
2016
20
17
2018
C
aree
r Pa
th
Entr
y Ne
w
Part
icip
ants
Pa
rtici
pant
s p/
a Ne
w
Part
icip
ants
Pa
rtici
pant
s p/
a Ne
w
Part
icip
ants
Pa
rtici
pant
s p/
a N
ew
Part
icip
ants
Pa
rtici
pant
s p/
a N
ew
Part
icip
ants
Pa
rtici
pant
s p/
a Fi
eld
of S
tudy
Em
ploy
ees
Supp
orte
d 75
36
0 95
38
0 10
5 39
0 11
5 40
0 11
5 40
0 In
line
w
ith
Min
ing
Car
eer
path
s To
tal
75
360
95
380
105
390
115
400
115
400
N
ote:
Ta
rget
s ar
e an
ave
rage
num
ber o
f lea
rner
s su
ppor
ted
on th
e pr
ogra
mm
e pe
r ann
um. T
hese
are
not
new
enr
olm
ents
. M
any
empl
oyee
s w
ill ro
ll ov
er fr
om o
ne y
ear t
o an
othe
r unt
il th
ey h
ave
com
plet
ed th
eir s
tudi
es
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2.6 EMPLOYMENT EQUITY PLAN
2.6.1 OVERVIEW
Impala Platinum will align all Employment Equity efforts as prescribed to reflect the demographics of South Africa. In line with its vision of “unlocking the potential of all its employees” and in compliance with the employment Equity Act, and the Mining Charter as amended from time to time, Impala Platinum is committed to a process of:
• Increase organizational effectiveness to sustain competitive advantage by recruiting, selecting and developing HDSA employees to their full potential;
• Providing development opportunities to all employees with a particular focus on those who have been excluded from the main stream of econmic activity as a direct result of unfair discrimination;
• Maintaining short to medium term equitable means to counter employee imbalances of the past as a result of legislation and/or customary practices;
• Align the employment equity process with the company’s values and goals. 2.6.2 UNDERTAKING
Impala Platinum will implement an Employment Equity Plan ensuring that set targets are met and that all employees are aware of the company’s goals. The Employment Equity Plan (as set out below in Table 2.10) incorporates the strategies, targets and plans to comply with the Mining Charter’s focus on and specific targets for, Historically Disadvantaged South African’s (HDSAs) in management positions.
2.6.3 STRATEGIC PLANS FOR EMPLOYMENT EQUITY
2.6.3.1 PRINCIPLES FOR EMPLOYMENT EQUITY AT IMPALA PLATINUM
Impala Platinum have set annual numerical goals with regards to employment equity. In the process of achieving these goals the company adheres to the following principles:
• No person will be appointed to a position unless suitably qualified and/or competent; • Suitably qualified persons from HDSA groups will be given preference in the filling of
vacancies and in promotions; • No forced retrenchment programme will be implemented for the achievement of numerical
goals; • New appointments will preferably be from HDSA groups to achieve numerical goals; • Impala Platinum, in setting out to achieve the numerical goals, shall consider the present and
anticipated economic and financial factors relevant to the industry in which the company operates;
• The company will have regard for the growth or reduction in the workforce during the time period set for achieving the goals;
• Many of the essential competencies are currently vested with non HDSAs. Negative perceptions and attitudes arising out of the implementation of this plan must be kept to a minimum. The company therefore agrees to adopt a policy of transparency through proper communication with those from non HDSA groups and will highlight that their prospects of advancement will be reduced in order to achieve the set goals in this plan.
• The duration of the Employment Equity Plan will be determined by the company’s compliance with all relevant legislation with regards to employment equity, including the Mining Charter’s target of forty per cent (40%) HDSAs in management and core & critical skills positions.
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2.6.3.2 MANAGEMENT OF EMPLOYMENT EQUITY PLANS AT IMPALA PLATINUM
• The company established the Social, Ethics and Transformation Committee (SET) to ensure the creation and implementation of a plan that is aimed at the achievement of 40% HDSA employees in management positions. In order to ensure that the plan is implemented and to further develop the transformation strategy of the Implats group from time to time, a sub-committee of the Implats board has been convened comprising all executive directors; certain non-executive directors and the Human Resource Executive. The sub-committee will meet quarterly and monitor progress of the transformation plan, which includes the Social and Labour Plan.
• A Senior Manager has been assigned to take responsibility for implementing and monitoring of the plan.
• Transformation Steering Committees have been established at the operation level, reporting to the company’s Transformation Steering Committee. These operational committees are responsible for the development of plans for their respective workforce and ensure the implementation of a communication, awareness and training programmes.
• Line managers at the Operations are responsible for ensuring the implementation of the plans in their respective areas.
• Although the Equity Act ultimately places the responsibility for implementing employment equity with management, the pivotal role to be performed by Impala Rustenburg and Refineries Operations’ Transformation Steering Committees in achieving the objectives of this plan is recognized and accepted by all the stakeholders.
• All employees are exposed to an overview of the Employment Equity Act and the Mining Charter requirements.
2.6.3.3 STRATEGIC PLANS FOR ACHIEVING HDSAS IN MANAGEMENT AT IMPALA PLATINUM
Table 2.10 presents the envisaged Employment Equity targets for the next five (5) years at Impala Platinum for the mine workforce with the ultimate goal of achieving 40% HDSAs in management and core & critical skills positions in line with the requirements of the Mining Charter. The planning of these targets and the strategies outlined below were based on the availability of positions on the Business Plan as well as the current availability of HDSA candidates within each discipline at the mine. In order to achieve the employment equity targets identified in Table 2.10, the following initiatives will be implemented:
• Accelerated Training Programmes: To enable the mine to cater for their future human capital needs, accelerated training programmes are implemeted to assist identified employees to accelerate their training within one of the career paths available (see sections 2.3 and 2.4).
• Career Progression: Individuals with potential are identified and placed on the career progression plan (Refer to Section 2.3);
• Skills Transfer: is a process through which HDSAs are mentored to a level where they are skilled to take over the relevant position. The objective is to prevent excessive skills loss from the company, particularly in core business areas.
• Bursary Holders: to ensure the appointment of students on completion of studies at tertiary institutions;
• Experiential Training: is and will continue to be offered to Graduates to obtain a qualification.
• Mentorship Programme (informal) will continue to be implemented to up-skill individuals who are identified as candidates for management positions.
• Headhunting/Recruiting of the best talent through credible recruitment agencies and at tertiary institutions are strategies that will also be utilised if required.
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In addition to the above-mentioned initiatives, to ensure women representation in mining related occupations the following initiatives are and will continue to be implemented at Impala Platinum:
• Preference is given to females in the Learnership programmes; • A strategy to appoint females in suitable positions has been implemented;
The Implats and Operational Transformation Steering Committees will play key roles in driving the strategic plans outlined above. Key issues will be given priority by the Transformation Steering Committees and may result in the following additional strategies being implemented by the Committees:
• Monitoring the appointment of members from the HDSA group; • Monitoring indentification of HDSA employees for succession with departments and/or
sections and ensuring training and development programmes are implemented; • Determining possible promotions from HDSA groups; • Ensuring the retention of employees from HDSA groups; • Changing policies, procedures and practices identified as containing barriers to the
implementation of employment equity and the attainment of the legislated targets; • The duration of the Employment Equity Plan will be determined by the company’s compliance
with all relevant legislation with regards to employment equity, including the MPRD Act’s target of 40% HDSAs in management positions.
2.6.3.4. Monitoring and evaluation of Employment Equity Plans at Impala Platinum The Employment Equity plans will be evaluated on a quarterly basis by the Impala Rustenburg and Refineries Operations’ Transformation Steering Committees to ensure progress. The committee members will be granted reasonable time to report back to constituencies after meetings. Employment Equity issues will be discussed at the Impala Platinum Holdings Limited (Implats) Social, Ethics and Transformation Committee meetings and will be given equal attention as is given to strategic and operational matters.
Table 2.10: Five (5) year targets for Employment Equity
Category Prescribed
Target
2014 2015 2016 2017 2018
Target (%)
Target (%)
Target (%)
Target (%)
Target (%)
Board 40% by 2014 56% 56% 56% 56% 56% Top Management (E-Level: Upper) 40% by 2014 40% 40% 40% 40% 40% Senior Management (E-Level: Lower) 40% by 2014 41% 42% 42% 43% 44% Middle Management (D-Level: Upper) 40% by 2014 43% 43% 44% 45% 46% Junior Management (D-Level: Lower) 40% by 2014 54% 56% 57% 59% 60%
Core & Critical Skills 40% by 2014 74% 75% 75% 76% 77%
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SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Socio-Economic Development Programmes
SECTION 3
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SECTION 3
3.1 SOCIO-ECONOMIC PROFILES & KEY ECONOMIC ACTIVITIES OF THE AFFECTED AREAS
3.1.1 INTRODUCTION
The Impala Platinum Rustenburg Operations are located in the Rustenburg Local Municipality within the Bojanala Platinum District Municipality in North West Province (Appendix A). The nearest major town is Rustenburg. Impala Platinum’s Refineries are located in Springs in the Ekurhuleni Metropolitan Municipality in Gauteng Province while the Impala Platinum Limited Head Office is located in Johannesburg, Gauteng. Given the locations of these operations and considering the major labor-sending areas (as indicated in Figure 1.3), this section presents socio-economic profiles of the North West, Gauteng and Eastern Cape provinces, the Bojanala and Ekurhuleni District Municipalities, as well as the Rustenburg Local Municipality.
3.1.2 NORTH WEST PROVINCE
3.1.2.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL The 2011 Census results estimate the population of the North West Province three million five hundred and nine thousands nine hundred and fifty three (3 509 953). The Quarterly Labour Force Survey (QLFS) from Stats SA for the second quarter of 2013 reported that the population of working age (between the ages of 15 and 64 years) in North West constituted 68.3% of the total population of working age in South Africa. However, the total people employed in North West constitute 36% of the total population of working age (between the ages of 15 and 64 years). The unemployment rate that was recorded for the period was 13%, whilst the not economically active people within the working age category was 51%. We need to consider that these figures do not incorporate income from informal employment or remittances to households by employed family members from elsewhere. Table 3.1 below shows the basic services within North West Province, there has been a significant improvement over the years in provision of basic services from 2001 to 2011. The proportion of households using electricity as the main source of energy for lighting, heating and cooking increased significantly across the province; in 2001 use of energy for lighting was 72.3% and has increased to 84% in 2011. There has been an increase in provision of piped (tap) water inside dwelling/yard from 52.8% in 2001 to 69.3% in 2011.
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Table 3.1: Summary of service provision levels in the North West Province in 2011 (Census 2011)
BASIC SERVICES DESCRIPTION
Electricity Provision
Lighting 84.0% Cooking 75.3% Heating 61.8% Water Access
Pipe (tap) water inside dwelling/yard 69% Pipe (tap) water outside yard 22% No access 8% Types of Toilet Flush/Chemical Toilet 47% Pit latrine 46% Bucket toilet 1% None 6%
3.1.2.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVEL The mining sector is recorded as the third at 18% in the employment of the North West province, trade sector at 19% and community & social services dominates with 28%. Utilities sector is the least contributor at 1% (Figure 3.1). Figure 3.1 Employments Sectors in North West Province in 2013 (Q2: QLFS)
0%
5%
10%
15%
20%
25%
Mining
Community an
d Socia
l Servi
cesTra
de
Agricultu
re
Manufac
turing
Constructi
on
Finan
ce
Transport
Utilitie
s
Private
Household
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3.1.3 GAUTENG
3.1.3.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL According to Census Survey 2011 the province of Gauteng is holding the highest population of more than 12.2 million people in South Africa. The majority of this population 72% was of working age at the time, with a relatively small proportion of the population 31% under the age of 19 years. Thus, the creation of sufficient employment opportunities, as well as the adequate provision of services for a rapidly expanding population is likely to be of primary concern for the province. According to the QLFS done in second quarter of 2013, the employment profile for Gauteng is better than that of a number of other provinces in South Africa. Fifty two percentages (52%) of the working age population (15 – 64 years) was employed whilst 30% was not economically active. In terms of basic services, the proportion of households using electricity as the main source of energy for lighting, heating and cooking increased across the province. The households with access to piped water inside the dwelling or yard has increased from 82.7% in 2001 to 89.4 in 2011 and alongside is the decline in households with no access to piped water. Generally provision of basic services in the province has significantly improved. Table 3.2: Summary of service provision levels in the Gauteng Province (Census 2011)
BASIC SERVICES DESCRIPTION
Electricity Provision
Lighting 87.4%
Cooking 83.9%
Heating 74.7%
Water Access
Pipe (tap) water inside dwelling/yard 89.4%
Pipe (tap) water outside yard 8.8%
No access 1.8%
Types of Toilet
Flush/Chemical Toilet 86.5%
None 1.1%
3.1.3.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVELS The mining sector in Gauteng only contributed 1% to total employment in the province as per the second quarter of 2013 of the QLFS. The trade sector was recorded to be the highest economic contributor to the province at 22% with utilities and agriculture being the lowest at 1%. Community & social services, manufacturing and finance industries collectively emerged as major employers in the province with 20%, 15% and 20% respectively (Figure 3.2).
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Figure 3.2 Employment Sectors in Gauteng Province in 2013 (Q2: QLFS)
3.1.4 EASTERN CAPE
3.1.4.1 SOCIO-ECONOMIC PROFILE AT PROVINCIAL LEVEL The Eastern Cape Province had a sizeable population of over 6.5 million people according to Census conducted in 2011, making it the third most heavily populated province in the country. There has been a consistent decline in the proportion of the population aged 0-14 (36.6% in 2001 to 33.0% in 2011), an increase in the 15-64 (57.1% in 2001 to 60.2% in 2011) and 65+ (6.3% in 2001 to 6.7% in 2011) age group. The QLFS for the second quarter of 2013 reported that the population of working age in Eastern Cape constituted 12.7% of the total population of working age in South Africa. The unemployment rate that was recorded for the period was 14%, whilst the not economically active people within the working age category was 55%. In terms of access to basic services, the Eastern Cape has significant improvement over the years. The proportion of households using electricity as the main source of energy for lighting in 2001 was 50%, and has increased to 75% in 2011 again there has been an increase in provision of piped (tap) water inside dwelling/yard to 89.4% in 2011. About 86.5% has access to sanitation facilities.
0%
5%
10%
15%
20%
25%
Mining
Community an
d Socia
l Servi
cesTra
de
Agricultu
re
Manufac
turing
Constructi
on
Finan
ce
Transport
Utilitie
s
Private
Household
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Table 3.3: Summary of service provision levels (%) in the Eastern Cape Province in 2011 (Census 2011)
BASIC SERVICES DESCRIPTION
Electricity Provision
Lighting 75.0% Cooking 62.1% Heating 31.2% Water Access
Pipe (tap) water inside dwelling/yard 89.4% Pipe (tap) water outside yard 8.8% No access 1.8% Types of Toilet
Flush/Chemical Toilet 86.5% None 1.1%
3.1.4.2 KEY ECONOMIC ACTIVITIES AT PROVINCIAL LEVEL According to second quarter 2013 of QLFS, mining is a very minimal job provider in the Eastern Cape Province, contributing just 0.1% to the employment sector. The main contributor is the community and social services with 26% and followed by trade with 21%. The other formal employers of significance are manufacturing and construction with 13% and 10% respectively. A breakdown of employment in the province is provided in Figure 3.3 below. Figure 3.3 Employment Sector in the Eastern Cape Province in 2013 (Q2: QLFS)
0,0%
5,0%
10,0%
15,0%
20,0%
25,0%
30,0%
Mining
Community an
d Socia
l Servi
cesTra
de
Agricultu
re
Manufac
turing
Constructi
on
Finan
ce
Transport
Utilitie
s
Private
Household
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3.1.5 BOJANALA PLATINUM DISTRICT MUNICIPALITY
3.1.5.1 SOCIO-ECONOMIC PROFILE AT DISTRICT MUNICIPALITY LEVEL Of the population of just over 1.5 million recorded in Census 2011, 68.3% were of working age (between 15 and 64 years), while 26.4% of residents were under the age of 14. The age profile of district population is depicted in figure 3.4 below. The unemployment rate of the region had declined extensively from 40.9 in 2001 to 30.7 in 2011. Figure 3.4: Age profile of the Bojanala District Municipality (Census 2011)
The employed individual has been recorded at 42% of the population of the working age whilst 19% are unemployed and 4% are discouraged work-seekers. The situation is compounded by the fact that 29.8% of the people who were actually employed earned no more than R1 600 per month. In addition, a further 15.1% of people earned between just R1 601 and R6 400 per month. Clearly, the majority of households in the District Municipality have few employed members, of whom the majorities are earning poor salaries (less than R1600). The income profile for the District Municipality, which excludes income from government grants, pensions and informal activities, is provided in Figure 3.5 below.
26.4%
68.3%
5.3%
0 - 14 years
15 - 64 years
65+ years
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Figure 3.5: Monthly Individual Income of Employed Persons in the Bojanala District Municipality (Census 2011)
Table 3.4 provides a summary of key service provision indicators for the Bojanala District Municipality. There has been an improvement in the services provided in the municipality. Although there is an improvement the types of toilet used in the municipality is still of a concern that more than half of the household (55.9%) are still using pit latrine. Table 3.4: Summary of service provision levels in the Bojanala District Municipality (Census 2011)
BASIC SERVICES DESCRIPTION
Electricity Provision
Lighting 84.2% Cooking 77.2% Heating 66.4%
Water Access
Pipe (tap) water inside dwelling/yard 73.4% Pipe (tap) water outside yard 16.8% No access 9.7%
Types of Toilet Flush/Chemical Toilet 38.8% Pit latrine 55.9% Bucket toilet 0.9% None 4.4%
0.0%5.0%
10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%
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3.1.5.2 KEY ECONOMIC ACTIVITIES AT DISTRICT MUNICIPALITY LEVEL As reported in the 2010 IDP for the district, the mining sector is Bojanala’s chief source of employment and many of those working on the mines are migrant labourers from other parts of the country. Unemployment in the economically active age group in the district thus stands at 16%. As can be seen in Figure 3.6 below, the mining sector is the dominant industry in the District Municipality, contributing to 27% of employment. The wholesale and trade (13%) and community services (14%) make up the other major economic sectors in the region. The agricultural sector remains of relative significance in the region, contributing 7.5% to employment sector. Figure 3.6: Employment sector in the Bojanala Platinum District Municipality (BPDM: 2010 IDP)
3.1.7 RUSTENBURG LOCAL MUNCIPALITY
3.1.7.1 SOCIO-ECONOMIC PROFILE AT LOCAL MUNICIPALITY LEVEL The total population of 549 575 was recorded for the Rustenburg Local Municipality according to Census 2011, comprising of 55% males and 45% females. The significant growth in Rustenburg is largely attributed to the impact of the world’s four largest mines in the immediate vicinity of the town namely Anglo Platinum, Xstrata, Lonmin and us Impala Platinum. The breakdown of the population per gender and per race is as per table 3.6 below. Table 3.6: Population of Rustenburg Local Municipality per gender and per race (RLM: IDP 2013/2014)
Ethnic Groups Male Female Grand Total
Black 269,351 217,060 486,411
Coloured 2,503 2,356 4,859
Indian or Asian 2362 1852 4,214
White 26,113 25,729 51,842
Other 1,469 780 2,249
Grand Total 301,798 247,777 549,575
05
1015202530
Agricu
lture
Mining
Manufa
cturin
g
Utility s
upplie
s
Constr
uction
Wholes
ale an
d reta
il trad
e
Transp
ort & Com
munica
tion
Finan
cial &
busin
ess se
rvices
Commun
ity ser
vices Othe
r
Private
Househ
olds
Percentage
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The age profile of the population is depicted in figure 3.7 which clearly illustrates the very youthful age structure in the Rustenburg Local Municipality with 18% of the population being younger than 10 years of age and a further 14% between 11 and 19 years. Figure 3.7: Age profile of the Rustenburg Local Municipality
About a third of this population was below the age of 19 years, and the income profile for Rustenburg Local Municipality is however of concern. According to figure 3.8 below it is clear that the majority of individuals (17%) earn between R38 201 and R76 400 per year. Figure 3.8: Monthly Individual Income of Employed Persons in the Rustenburg Local Municipality
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
< 10 Years
11 - 19 Years
20 - 39 Years
40 - 59 Years
> 60 Years
0%
5%
10%
15%
20%
25%
30%
35%
40%
Series1
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3.1.7.2 KEY ECONOMIC ACTIVITIES AT LOCAL MUNICIPALITY LEVEL As can be seen in the figure 3.9 below, the mining industry is by far the largest provider of jobs in the Rustenburg Local Municipality and is responsible for almost half of all formal employment. The only other employers of significance are the trade (15%) and community services (8%). Figure 3.9: Employment Sector in the Rustenburg Local Municipality (RLM: IDP 2013/2014)
Table 3.7 below provides a summary of key service provision indicators for the Rustenburg Local Municipality and indicates the considerable challenges that exist regarding service provision. The provision of both electricity and sanitation services compares favorably with the levels recorded for the Bojanala District Municipality as a whole. The provision of sufficient housing in the Local Municipality requires considerable attention. Table 3.7: Summary of service provision levels in the Rustenburg Local Municipality as per Census 2011
BASIC SERVICES DESCRIPTION
Electricity Provision
Lighting 35% Cooking 31% Heating 34%
Water Access
Pipe (tap) water inside dwelling/yard 84.3% Pipe (tap) water outside yard 9.4% No access 6.3%
Types of Toilet Flush/Chemical Toilet 58.1% Pit latrine 37.4% Bucket toilet 0.6% None 3.9%
3%
54%
4%
4%
3%
15%
3% 5% 8%
1 Agriculture
2 Mining
3 Manufacturing
4 Electricity
5 Construction
6 Trade
7 Transport
8 Finance
9 Community services
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3.2 IMPACT OF THE IMPALA PLATINUM LIMITED OPERATIONS
3.2.1 IMPALA PLATINUM’S COMMITMENT TO SOCIO ECONOMIC DEVELOPMENT11
Impala Platinum re-aligned its Local Economic Development strategy to support the Local Government’s Integrated Development Plan needs of infrastructure delivery, enterprise development and through housing developments. Figure 3.10 illustrates the strategic interventions, budget allocations and beneficiaries for each stream. A detailed summary indicating all the Infrastructure Development, Income Generating projects as well as other initiatives for a five year period is presented in the Table 3.8, followed by detailed project plans for all LED projects. A detailed project plan and strategy for the development of housing and living conditions as discussed in Section 3.3.
3.2.2 PROJECT IDENTIFICATION PROCESS
The guideline of the SLP requires mining companies to consult the Integrated Development Plan (IDP) of the local municipalities in which they operate. As a point of departure, Impala acquired the IDP document from Rustenburg Local Municipality (RLM) and identified relevant projects earmarked for its mine communities in conjunction with the IDP, Impala consulted the leadership of Royal Bafokeng Nation (RBN) with the view of ensuring that the development plans identified are suitable for their community needs and to give them an opportunity to make an input into the project to be considered.
Once the above proposed projects were collated and consolidated, community representatives in the future forum (IFF) were engaged to confirm whether the proposed projects would meet the needs of the community. In addition Impala wanted to find out if there are additional community projects that were not catered for in the combined proposed project list. Projects for sport facilities in Luka village were identified by the community representatives and they were included in the combined proposed project list for consideration.
Subsequently the proposed project list was presented to the communities by the FF community representatives for verification. The projects were then verified and are outlined below.
Figure 3.10: Impala Platinum Local Economic Development Strategic Initiatives
11 It should be noted that the Socio Economic Development section of this SLP has been submitted a year earlier instead of June 2012
Houses and community
infrastructure such as schools,
clinics
Capacity building (business skills)
Impala Platinum Limited
Infrastructure development
Housing
Enterprise Development
Local Municipality / Community
Employees of Impala Platinum/ local community
Entrepreneurs and members of
the Community
Examples Stream Beneficiaries
Water infrastructure, roads, schools
R236,7 m
R20m
R1b
Education and Training
R185,7m Learners and
broader local communities
Bursaries, learnerships,
school support, libraries
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a. Infrastructure Development Projects: Community Infrastructure upgrades Mogono (Roads & storm water channels IDP 3013, page 174) and Kanana (Roads and storm water channels IDP 2013, page 174) Proper roads and stormwater tends to be forgotten because problems only occur during rainy season, however road infrastructure and stormwater drainage rates are among the biggest problematic encounters in local communities. Flooded muddy roads disturbs an easy access to public transport and it adds to numerous other transportation challenges of local community members. Proper road infrastructure and storm water management is essential to raise the standard of living in these communities and protect their property.
Mogono (Upgrade of community hall)
Community facilities contributes to the upliftment of the communities through sport and recreation, open spaces and healthy life style. The development of this project offers a meaningful upliftment opportunity (recreational facilities, social services, youth programmes) to this community.
Kanana (Multi purpose centre and Library IDP 2013, page 194) During community consultations by RLM, there was a need identified for the construction of a Multi-Purpose Centre and Library in Kanana. This project contributes meaningfully to the upliftment (recreational facilities, social services, youth programmes) of this community. Freedom Park Informal settlements such as Freedom Park have developed close to mining operations. These informal settlements are characterised by a lack of basic municipal services, infrastructure, health services and recreational/sport facilities. . During community consultations, RLM identified a need for projects that can uplift the Freedom park community.
• Construction of a Clinic (as per IDP, page 205, 2013); • Community infrastructure such as roads, streetlights etc.;
These projects offer meaningful social and living conditions improvements to the community and will be done in partnership with RLM Recreational and Sport Facilities Luka/Mogono
At the community meeting known as Dumela Phokeng was done in April 2013, the objective for RBN in terms of sport is to encourage participation of children, youth and adults in sport. To achieve this objective, Royal Bafokeng Sport has a weekly training schedule for several popular sporting codes for all the communities. This programme seeks to create a platform for physical education and recreation while at the same time tapping into talent identification. A survey of Luka and Mogono communities was done to establish the current sport facilities available. Four community sport grounds are used at the moment, two in Mogono and two in Luka. All of the grounds (except for Mogono), are not facilitated at all with only clay ground as the playing field and no dressing rooms or ablution facilities. It is clear that the current facilities are totally inadequate and we will therefore contribute towards the
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establishment of sport facilities in Luka/ Mogono in co-operation with the Royal Bafokeng Nation (RBN). Lefaragatlhe (as per IDP, page 183, 2013) The objective for RBN in terms of sport is to encourage participation of children, youth and adults in sport. To achieve this objective, RBN has a weekly training schedule for several popular sporting codes for all its communities. This programme seeks to create a platform for physical education and recreation while at the same time tapping into talent identification. This project will be established in partnership with RBN and RLM. Freedom Park (as per IDP, page 183, 2013) During community consultations, RLM identified a need for projects that can uplift the Freedom park community. Projects such as sport and recreational amenities are important to advance social cohesion. The project will be done in partnership with RLM School Infrastructure Impala is developing an integrated housing development initiative, Platinum Village home ownership project close to its Rustenburg operations. The first phase of Platinum Village has been signed off with 557 units to be built, ultimately the development should comprise of 2420 units. Impala partnered with government to ensure that our housing projects contribute to fully functional communities with all the required social amenities, and that they are constructed within a broader integrated spatial development framework. This project does not only promote home ownership it also creates integrated residential suburbs by developing schools, recreational areas and shopping centres. Platinum Village also involves the boarder community as a percentage of the houses will be sold to the general public. Following the success of the Sunrise View schools, Impala identified the Platinum Village School project as another a flagship project to build sustainable communities. A combination Primary/Secondary school will be developed in partnership with Department of Education (DoE) and Impala Bafokeng Trust (IBT). Boitekong Township - Floods management initiative During engagements with RLM, it was noted that the river/stream that flows through Boitekong township was in need of rehabilitation in order to control the flow of water during the raining season. The imminent danger of flooding was identified few years ago which is being exacerbated by new developments around Rustenburg. The implementation of flood management initiative will minimize the threat of flooding to communities along the stream. The project will be implemented in conjunction with Rustenburg Local Municipality. b. Enterprise Development Projects To facilitate the development of BEE entity, to improve the competitiveness of local SMME and black owned companies and to assist procurement to increase BEE spend we will maintain the enterprise development function with programs such as the Supplier Development Programme, the Business Development Programme, the business Advisory Service (current walk-ins) as well as the current Business Assistance and Mentoring Programme depending on the need and the company’s financial position. The field of enterprise development is very dynamic with continuous changes for this reason the ED Department needs to be able adjust their programs to address these changes.
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c. Education Initiatives Education initiatives/projects were identified for Labour Sending areas, communities surrounding the Rustenburg operations and Impala’s Refineries Operations in Springs. Bursaries These initiatives award bursaries to learners from Labour Sending Areas as well as our local communities. The Impala Platinum bursary policy will be applied Learnerships This initiative is to award Learnerships to learners from Labour Sending Areas as well as our local communities. These learners will be employed for the duration of the Learnership while they are prepared for further studies or future employment. Capacitate of Community Amenities Impala in partnership with provincial governments identified a need to capacitate community amenities such as Information hubs, Clinics, Community Halls etc. in Mine Lease Area and Labour Sending Areas. Capacitating of these facilities would contribute to the improvement of the quality of lives in the communities. School Support Program Mathematics and Science Schools Incubator Project: Teacher Enrichment The past education system has deprived the HDSAs Mathematics and Science teachers adequate subject knowledge for effectively teaching the subjects. The recent curriculum changed has left some teachers struggling in the grasping of the new curriculum matters. A consultant workshop was held with the Mathematics and Science teachers of the incubated schools and they all echoed on their desperate need to be capacitated further in as far as Mathematics and Science is concerned. They further opted for the workshops systems as opposed to a formal schooling programme. The programme is both for high and primary school educators. Mathematics and Science Schools Incubator Project: Learner Support The recent curriculum changed has left some teachers struggling in the grasping of the new curriculum matters. A consultant workshop was held with the Mathematics and Science teachers of the incubated schools and they all echoed on their desperate need to be capacitated further in as far as Mathematics and Science is concerned. They further opted for the workshops systems as opposed to a formal schooling programme. The programme is both for high school and primary school educators. Some of the learners from this programme will be put through the Impala Talent Pool. 3.2.3 PLANNED PROJECTS
The tables below outline specific project plans and information for all local economic development initiatives. The detail includes background, geographical and budget information.
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94
Proj
ect N
ame:
Fr
eedo
m P
ark
– C
onst
ruct
ion
of a
Clin
ic
Bac
kgro
und:
Dur
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stak
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onsu
ltatio
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he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
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a C
linic
in F
reed
om P
ark
(as
per I
DP,
pag
e 20
5). T
he d
evel
opm
ent o
f thi
s pr
ojec
t offe
rs a
m
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ngfu
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iftm
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toric
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t was
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10 0
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grap
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tart
Dat
e:
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2018
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rea)
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n)
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Proj
ect N
ame:
Fr
eedo
m P
ark
– C
onst
ruct
ion
of S
port
s Fa
cilit
y
Bac
kgro
und:
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stak
ehol
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onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
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ect f
or th
e co
nstru
ctio
n of
a s
port
faci
lity
in th
e Fr
eedo
m P
ark
com
mun
ity (a
s pe
r ID
P, p
age
183)
. It i
s th
e vi
sion
of
Impa
la to
bec
ome
a si
gnifi
cant
con
tribu
tor t
owar
ds c
reat
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bran
t and
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tain
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soc
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cono
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ironm
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ithin
the
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mun
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in w
hich
it o
pera
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thro
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deve
lopm
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as th
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deci
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to c
onst
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thes
e fa
cilit
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to p
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de a
cces
s to
spo
rt to
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lear
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of s
choo
ls in
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edom
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k an
d th
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grap
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ject
: Fr
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ark
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tart
Dat
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FY20
17
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ate:
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2018
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l Exp
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nal n
umbe
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ly a
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ale:
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mal
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h:
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put
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pons
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efra
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l Bud
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catio
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(Key
Per
form
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A
rea)
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PI (K
ey P
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rman
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Indi
cato
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FY
15
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17
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Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
LM
R
-
Tota
l Pro
ject
Bud
get:
R
- R
-
R
- R
1,
000,
000
R
7,
000,
000
R
8,00
0,00
0
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Lear
ners
of F
reed
om P
ark
scho
ols
as w
ell a
s m
embe
rs o
f th
e br
oade
r com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
LM (
RLM
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
100
96
Proj
ect N
ame:
Fr
eedo
m P
ark
– C
omm
unity
Infr
astr
uctu
re U
pgra
de
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d th
e ne
ed fo
r the
upg
rade
of C
omm
unity
Infra
stru
ctur
e su
ch a
s a
Roa
ds a
nd S
treet
Lig
hts
(the
quan
titie
s in
term
s of
km
of
road
s an
d am
ount
of s
treet
light
s ca
nnot
be
dete
rmin
ed a
nd w
ill be
com
mun
icat
ed to
DM
R a
fter c
ompl
etio
n of
the
feas
ibilit
y) h
as n
ot y
i in
Fre
edom
Par
k. U
pgra
ding
of
infra
stru
ctur
e of
fers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
the
Free
dom
Par
k co
mm
unity
ver
y cl
ose
to Im
pala
ope
ratio
ns. I
t was
ther
efor
e de
cide
d to
par
ticip
ate
in a
pro
ject
to
upgr
ade
com
mun
ity in
frast
ruct
ure
in F
reed
om P
ark.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:
FY20
17
Proj
ect E
nd D
ate:
FY
2018
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
30 te
mpo
rary
jobs
- F
inal
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
1,
000,
000
R
1,00
0,00
0
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
5,
000,
000
R
5,00
0,00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
LM
R
-
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am
R
4,00
0,00
0
R
39,9
00,0
00
R
43,9
00,0
00
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
LM
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
LM
R
100,
000
R
100,
000
Tota
l Pro
ject
Bud
get:
R
- R
-
R
- R
10
,000
,000
R
40
,000
,000
R
50
,000
,000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Fre
edom
Par
k Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RLM
(R
LM to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
101
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
97
Proj
ect N
ame:
M
ogon
o –r
enov
atio
n of
com
mun
ity h
all
Bac
kgro
und:
D
urin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
reno
vatio
n of
the
com
mun
ity h
all.
This
pro
ject
offe
rs a
mea
ning
ful u
plift
men
t opp
ortu
nity
to
com
mun
ity o
f Mog
ono.
It w
as th
eref
ore
deci
ded
to re
nova
te th
e ex
istin
g fa
cilit
ies
to p
rovi
de m
eani
ngfu
l im
prov
emen
t to
the
broa
der c
omm
unity
in th
e M
ogon
o co
mm
unity
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
FY20
17
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 Te
mpo
rary
Job
s - F
inal
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
40
,000
R
40
,000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
20
0,00
0
R
200,
000
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Con
stru
ctio
n Ph
ase
Ph
ysic
al re
nova
tion
and
cons
truct
ion
of th
e ha
ll
Com
plet
ed fa
cilit
ies
as
per a
gree
d sc
ope
and
desi
gn
Impa
la p
roje
ct te
am
R
1,76
0,00
0
R
1,
760,
000
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Tota
l Pro
ject
Bud
get:
R
- R
-
R
- R
2,
000,
000
R
- R
2,
000,
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Mog
ono
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
102
98
Proj
ect N
ame:
M
ogon
o (w
ard
3)–
Roa
ds &
Sto
rm W
ater
Cha
nnel
s
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a ro
ads
and
stor
m w
ater
cha
nnel
s (th
e qu
antit
ies
in te
rms
of k
m o
f roa
ds a
nd k
m o
f sto
rm
wat
er c
hann
els
cann
ot b
e de
term
ined
now
and
will
be c
omm
unic
ated
to D
MR
afte
r com
plet
ion
of th
e fe
asib
ility)
in L
uka/
Mog
ono
(war
d 3)
(as
per I
DP,
pag
e 17
4). T
he d
evel
opm
ent
of th
is p
roje
ct o
ffers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
His
toric
ally
Dis
adva
ntag
ed c
omm
uniti
es c
lose
to Im
pala
ope
ratio
ns. I
t was
ther
efor
e de
cide
d to
con
tribu
te to
war
ds th
e es
tabl
ishm
ent o
f roa
ds a
nd s
torm
wat
er c
hann
els
in th
e Lu
ka/ M
ogon
o vi
llage
s.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Lu
ka/ M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2016
Pr
ojec
t End
Dat
e:
FY20
18
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
30 T
empo
rary
Jo
bs -
Fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
32
0,00
0
R
32
0,00
0
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
1,
680,
000
R
1,
680,
000
Sign
off
of D
esig
n an
d fin
al s
cope
Agre
emen
t on
deta
iled
desi
gn w
ith a
ll st
akeh
olde
rs
Sing
ed o
ff de
sign
do
cum
enta
tion
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
ro
ads
and
stor
m w
ater
ch
anne
ls
Com
plet
ed fa
cilit
ies
as
per a
gree
d sc
ope
and
desi
gn
Impa
la p
roje
ct te
am
R
8,
000,
000
R
5,
900,
000
R
13,9
00,0
00
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
10
0,00
0
R
10
0,00
0
Tota
l Pro
ject
Bud
get:
R
-
R
-
R
2,00
0,00
0
R
8,00
0,00
0
R
6,00
0,00
0
R
16
,000
,000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Luk
a/ M
ogon
o Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
(R
BA) t
o ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
103
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
99
Proj
ect N
ame:
Lu
ka/M
ogon
o - C
onst
ruct
ion
of R
ecre
atio
nal a
nd S
port
Fac
ilitie
s
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
recr
eatio
nal a
nd s
port
faci
litie
s in
the
Luka
/Mog
ono
com
mun
ities
. It i
s th
e vi
sion
of
Impa
la to
bec
ome
a si
gnifi
cant
con
tribu
tor t
owar
ds c
reat
ing
a vi
bran
t and
sus
tain
able
soc
io-e
cono
mic
env
ironm
ent w
ithin
the
com
mun
ities
in w
hich
it o
pera
tes,
thro
ugh
spor
ts
deve
lopm
ent.
It w
as th
eref
ore
deci
ded
to c
onst
ruct
thes
e fa
cilit
ies
to p
rovi
de a
cces
s to
spo
rt to
the
lear
ners
of s
choo
ls in
Luk
a/ M
ogon
o an
d th
e br
oade
r com
mun
ity s
urro
undi
ng
thes
e sc
hool
s.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Lu
ka/M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2016
Pr
ojec
t End
Dat
e:
FY20
17
Tota
l Exp
ecte
d N
o.
of J
obs
to b
e cr
eate
d:
Estim
ate
25 T
empo
rary
Jo
bs -
(fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
40
0,00
0
R
400,
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
2,
000,
000
R
2,00
0,00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der E
ngag
emen
t/ C
omm
unity
Stru
ctur
es
and
RBA
R
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am
R
7,60
0,00
0
R
9,90
0,00
0
R
17
,500
,000
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der E
ngag
emen
t/ C
omm
unity
Stru
ctur
es
and
RBA
R
100,
000
R
100,
000
Tota
l Pro
ject
Bud
get:
R
-
R
-
R
10,0
00,0
00
R
10,0
00,0
00
R
-
R
20,0
00,0
00
Ben
efic
iarie
s:
(Com
mun
ity
Spec
ific)
Le
arne
rs o
f Luk
a/M
ogon
o sc
hool
s as
wel
l as
mem
bers
of
the
broa
der c
omm
unity
Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
(R
BA) t
o ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
104
100
Proj
ect N
ame:
K
anan
a –
Con
stru
ctio
n of
Mul
ti-pu
rpos
e C
entr
e an
d Li
brar
y
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a M
ulti-
Purp
ose
Cen
tre a
nd L
ibra
ry in
Kan
ana
(as
per I
DP,
pag
e 19
4). T
he
deve
lopm
ent o
f thi
s pr
ojec
t offe
rs a
mea
ning
ful u
plift
men
t opp
ortu
nity
to H
isto
rical
ly D
isad
vant
aged
com
mun
ities
clo
se to
Impa
la o
pera
tions
. It w
as th
eref
ore
deci
ded
to
cons
truct
thes
e fa
cilit
ies
to p
rovi
de a
cces
s to
com
mun
ity fa
cilit
ies
and
a lib
rary
to th
e br
oade
r com
mun
ity in
the
Kana
na v
illage
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Ka
nana
Pr
ojec
t Sta
rt D
ate:
FY
2016
Pr
ojec
t End
Dat
e:
FY20
17
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
25 T
empo
rary
Jo
bs -
(fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
30
0,00
0
R
300,
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
1,
500,
000
R
1,50
0,00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t of t
he c
entre
Com
plet
ed fa
cilit
ies
as
per a
gree
d sc
ope
and
desi
gn
Impa
la p
roje
ct te
am
R
4,20
0,00
0
R
8,90
0,00
0
R
13
,100
,000
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
100,
000
R
100,
000
Tota
l Pro
ject
Bud
get:
R
- R
-
R
6,00
0,00
0
R
9,00
0,00
0
R
- R
15
,000
,000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Kan
ana
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
105
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
101
Proj
ect N
ame:
K
anan
a –
Roa
ds a
nd S
torm
-wat
er
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a ro
ads
and
stor
m w
ater
cha
nnel
s (th
e qu
antit
ies
in te
rms
of k
m o
f roa
ds a
nd k
m o
f st
orm
wat
er c
hann
els
cann
ot b
e de
term
ined
now
and
will
be c
omm
unic
ated
to D
MR
afte
r com
plet
ion
of th
e fe
asib
ility)
in K
anan
a (a
s pe
r ID
P, p
age
174)
. The
dev
elop
men
t of t
his
proj
ect o
ffers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
His
toric
ally
Dis
adva
ntag
ed c
omm
uniti
es c
lose
to Im
pala
ope
ratio
ns. I
t was
ther
efor
e de
cide
d to
con
tribu
te R
4 00
0 00
0 to
war
ds th
e es
tabl
ishm
ent o
f roa
ds a
nd s
torm
wat
er c
hann
els
in th
e Ka
nana
villa
ges.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Ka
nana
Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
FY20
18
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 Te
mpo
rary
Job
s - (
final
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
80
,000
R
80
,000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
20
0,00
0
R
200,
000
Sign
off
of D
esig
n an
d fin
al
scop
e Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
road
s an
d st
orm
wat
er c
hann
els
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am
R
1,72
0,00
0
R
1,95
0,00
0
R
3,67
0,00
0
Han
dove
r Ex
it St
rate
gy -
Han
d ov
er o
f co
mpl
eted
faci
litie
s to
RBA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
50
,000
R
50,0
00
Tota
l Pro
ject
Bud
get:
R
- R
-
R
- R
2,
000,
000
R
2,
000,
000
R
4,
000,
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Mem
bers
of t
he b
road
er c
omm
unity
in K
anan
a Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
(R
BA) t
o ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
106
102
Proj
ect N
ame:
Le
fara
gatlh
e - C
onst
ruct
ion
of S
port
Fac
ility
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a s
port
faci
lity
in th
e Le
fara
gatlh
e co
mm
unity
(as
per I
DP,
pag
e 18
3). I
t is
the
visi
on
of Im
pala
to b
ecom
e a
sign
ifica
nt c
ontri
buto
r tow
ards
cre
atin
g a
vibr
ant a
nd s
usta
inab
le s
ocio
-eco
nom
ic e
nviro
nmen
t with
in th
e co
mm
uniti
es in
whi
ch it
ope
rate
s, th
roug
h sp
orts
dev
elop
men
t. It
was
ther
efor
e de
cide
d to
con
stru
ct th
ese
faci
litie
s to
pro
vide
acc
ess
to s
port
to th
e le
arne
rs o
f sch
ools
in L
efar
agat
lhe
and
the
broa
der c
omm
unity
su
rroun
ding
thes
e sc
hool
s.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Le
fara
gatlh
e Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
FY20
18
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 Te
mpo
rary
Job
s - (
final
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
R
40
,000
R
40
,000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
R
10
0,00
0
R
10
0,00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am
R
1,36
0,00
0
R
45
0,00
0
R
1,
810,
000
Han
dove
r Ex
it St
rate
gy -
Han
d ov
er o
f co
mpl
eted
faci
litie
s to
RBA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
R
50
,000
R
50,0
00
Tota
l Pro
ject
Bud
get:
R
-
R
-
R
-
R
1,50
0,00
0
R
50
0,00
0
R
2,
000,
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Lear
ners
of L
efar
agat
lhe
scho
ols
as w
ell a
s m
embe
rs o
f the
br
oade
r com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
107
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
103
Proj
ect N
ame:
Sc
hool
Infr
astr
uctu
re
Bac
kgro
und:
Fo
llow
ing
on th
e su
cces
s of
Sun
rise
View
Sch
ools
, the
dep
artm
ent o
f edu
catio
n ag
reed
to p
artn
er w
ith Im
pala
in o
rder
to p
lan
and
cons
truct
2 s
choo
ls a
t Pla
tinum
Villa
ge
(Fre
edom
Par
k ex
t. 4)
. Im
pala
will
also
upg
rade
a h
igh
scho
ol in
Luk
a w
ith th
e re
mai
nder
of t
he b
udge
t
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Fr
eedo
m P
ark
ext.
4 Pr
ojec
t Sta
rt D
ate:
FY
2014
Pr
ojec
t End
Dat
e:
FY20
15
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
30
0 (E
stim
ated
) M
ale:
N
ot K
now
n N
ot K
now
n Yo
uth:
N
ot K
now
n
Out
put
Act
ivity
R
espo
nsib
le
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Det
aile
d pl
anni
ng &
Te
nder
ing
Appo
intm
ent o
f pr
ofes
sion
als
Tend
erin
g fo
r con
tract
ors,
Pr
ofes
sion
al S
ervi
ces
Con
tract
s PM
Tea
m
R
5,
000,
000
R
1,00
0,00
0
R
1,
000,
000
R
1,00
0,00
0
R
8,00
0,00
0
Con
stru
ctio
n of
prim
ary
scho
ol
Site
est
ablis
hmen
t -
Phys
ical
con
stru
ctio
n C
ertif
icat
e of
co
mpl
etio
n
PM T
eam
&
Con
tract
or (s
)
R
29,0
00,0
00
R
33,0
00,0
00
R
8,
000,
000
R
70
,000
,000
Con
stru
ctio
n of
se
cond
ary
scho
ol &
sc
hool
hal
l
Exit
Stra
tegy
- H
and
over
of
com
plet
ed fa
cilit
ies
to
DO
E C
ertif
icat
e of
co
mpl
etio
n
PM T
eam
&
Con
tract
or (s
), D
OE
R
1,
000,
000
R
1,00
0,00
0
R
2,00
0,00
0
Tota
l Pro
ject
Bud
get:
R
5,
000,
000
R
30
,000
,000
R
35
,000
,000
R
10
,000
,000
R
-
R
80,0
00,0
00
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Free
dom
Par
k / m
embe
rs o
f the
bro
ader
com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Dep
artm
ent o
f Edu
catio
n, Im
pala
Pla
tinum
(DO
E co
ntrib
utin
g fin
anci
ally
to th
e pr
ojec
t and
take
ow
ners
hip
to o
pera
te a
nd
mai
ntai
n sc
hool
afte
r han
d ov
er.
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
108
104
Proj
ect N
ame:
B
oite
kong
Atte
nuat
ion
Dam
Reh
abili
tatio
n
Bac
kgro
und:
As p
art o
f Im
pala
Pla
tinum
Hol
ding
s Li
mite
d’s
soci
al re
spon
sibi
lity,
it is
em
bark
ing
on a
pro
ject
to u
pgra
de th
e da
m n
ext t
o th
e R
uste
nbur
g Pr
ison
and
nex
t to
Sunr
ise
View
Hom
e O
wne
rshi
p de
velo
pmen
t. Th
is d
am w
as d
amag
ed y
ears
ago
with
exc
essi
ve fl
oodi
ng a
nd w
as n
ever
rebu
ild. T
he u
pgra
ding
of t
his
dam
will
min
imiz
e th
e th
reat
of f
lood
ing
at S
unris
e Vi
ew. E
nviro
nmen
tal M
anag
emen
t Pla
n ap
prov
al w
as o
btai
ned.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Bo
iteko
ng
Proj
ect S
tart
Dat
e:
FY20
15
Proj
ect E
nd D
ate:
FY
2018
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
30
(Est
imat
ed)
Mal
e:
Not
Kno
wn
Fem
ale:
N
ot K
now
n Yo
uth:
N
ot K
now
n
Out
put
Act
ivity
Res
pons
ible
En
tity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Pe
rfor
man
ce A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Det
aile
d pl
anni
ng &
Te
nder
ing
Appo
intm
ent o
f pr
ofes
sion
als
Tend
erin
g fo
r co
ntra
ctor
s,
Prof
essi
onal
Ser
vice
s C
ontra
cts
PM T
eam
R
2,00
0,00
0
R
20
0,00
0
R
1,00
0,00
0
R
67
0,00
0
R
3,87
0,00
0
Con
stru
ct a
cces
s ro
ad
to d
am, R
ehab
ilitat
ion
of d
am
Site
est
ablis
hmen
t -
Phys
ical
con
stru
ctio
n C
ertif
icat
e of
com
plet
ion
PM
Tea
m &
C
ontra
ctor
(s)
R
1,
800,
000
R
9,
000,
000
R
5,
830,
000
R
16,6
30,0
00
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
LM
Cer
tific
ate
of c
ompl
etio
n
PM T
eam
&
Con
tract
or (s
), R
LM
R
200,
000
R
200,
000
Tota
l Pro
ject
Bud
get:
R
-
R
2,
000,
000
R
2,
000,
000
R
10
,000
,000
R
6,
700,
000
R
20,7
00,0
00
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Boite
kong
/ m
embe
rs o
f the
bro
ader
com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
LM (
RLM
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
109
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
105
Proj
ect N
ame:
Li
brar
y &
Com
mun
ity H
alls
Cap
acita
tion
LSA
Bac
kgro
und:
To c
ontri
bute
to th
e de
velo
pmen
t of l
abou
r sen
ding
are
as (T
aung
and
Eas
tern
Cap
e) Im
pala
agr
ees
not t
o ha
ve a
ny in
frast
ruct
ure
proj
ects
for t
his
SLP
but r
athe
r do
capa
cita
tion
of fa
cilit
ies
( e.g
. Lib
rarie
s, c
linic
s an
d co
mpu
ter c
entre
s, e
tc.)
with
equ
ipm
ent.
We
ther
efor
e do
not
spe
cify
the
deta
ils o
f the
pro
gram
s bu
t we
com
mit
to
the
prin
cipl
e of
the
prop
osed
con
tribu
tions
and
to th
e am
ount
s bu
dget
ed. A
ny p
roje
ct u
nder
this
initi
ativ
e w
ill be
agr
eed
to b
y al
l rel
evan
t sta
keho
lder
s an
d it
will
be in
lin
e w
ith id
entif
ied
com
mun
ity n
eeds
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: LS
A C
omm
uniti
es
Proj
ect S
tart
Dat
e:
FY20
16
Proj
ect E
nd D
ate:
FY
2018
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Es
timat
e 5
- Fin
al n
umbe
r on
ly a
vaila
ble
afte
r fea
sibi
lity
Mal
e:
Not
Kno
wn
Fem
ale:
N
ot K
now
n Yo
uth:
N
ot K
now
n
Out
put
Act
ivity
Res
pons
ible
En
tity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Det
aile
d Sc
opin
g C
ompl
etio
n of
Sco
pe
docu
men
t Sc
ope
docu
men
t
R
50
,000
R
100,
000
R
350,
000
R
500,
000
Sign
off
of fi
nal s
cope
Ag
reem
ent o
n de
taile
d sc
ope
with
all
stak
ehol
ders
Si
gned
off
scop
e do
cum
ent
R
-
Inst
alla
tion
Phas
e
Phys
ical
of t
he e
quip
men
t or
faci
litie
s
Inst
alle
d eq
uipm
ent a
nd
faci
litie
s as
per
the
agre
ed s
cope
R
40
0,00
0
R
85
0,00
0
R
3,10
0,00
0
R
4,35
0,00
0
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
pr
ojec
t
R
50,0
00
R
50
,000
R
50,0
00
R
15
0,00
0
Tota
l Pro
ject
Bud
get:
R
-
R
-
R
500,
000
R
1,
000,
000
R
3,
500,
000
R
5,
000,
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Com
mun
ities
of l
abou
r sen
ding
are
as
Proj
ect P
artn
ers/
Ass
ocia
tes:
Loca
l Mun
icip
aliti
es a
nd R
elev
ant G
over
nmen
t Dep
artm
ents
(R
elev
ant e
ntity
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
d ov
er)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
110
106
Proj
ect N
ame:
SM
ME
Dev
elop
men
t
Bac
kgro
und:
To
faci
litat
e th
e de
velo
pmen
t of B
EE e
ntity
, to
impr
ove
the
com
petit
iven
ess
of lo
cal S
MM
E an
d bl
ack
owne
d co
mpa
nies
and
to a
ssis
t pro
cure
men
t to
incr
ease
BEE
spe
nd w
e w
ill m
aint
ain
the
ente
rpris
e de
velo
pmen
t fun
ctio
n w
ith p
rogr
ams
such
as
the
Supp
lier D
evel
opm
ent P
rogr
amm
e, th
e Bu
sine
ss D
evel
opm
ent P
rogr
amm
e, th
e bu
sine
ss
Advi
sory
Ser
vice
(Cur
rent
wal
k-in
s) a
s w
ell a
s th
e cu
rrent
Bus
ines
s As
sist
ance
and
Men
torin
g Pr
ogra
mm
e. T
he fi
eld
of e
nter
pris
e de
velo
pmen
t is
very
dyn
amic
with
co
ntin
uous
cha
nges
. For
this
reas
on th
e ED
Dep
artm
ent n
eeds
to b
e ab
le a
djus
t the
ir pr
ogra
ms
to a
ddre
ss th
ese
chan
ges.
The
refo
re th
e de
tails
of t
he p
rogr
ams
mig
ht c
hang
e bu
t Im
pala
com
mits
to th
e pr
inci
ple
of S
MM
E an
d En
terp
rise
Dev
elop
men
t as
per t
he a
mou
nts
budg
eted
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Lo
cal C
omm
uniti
es s
urro
undi
ng th
e R
uste
nbur
g M
ine
Ope
ratio
ns
Proj
ect S
tart
Dat
e:
FY20
14
Proj
ect E
nd D
ate:
FY
2018
To
tal E
xpec
ted
No.
of
Jobs
to b
e cr
eate
d:
Estim
ate
55 J
obs
Mal
e:
Not
kno
wn
Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
En
tity
Ti
mef
ram
e To
tal B
udge
t A
lloca
tion
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Supp
lier D
evel
opm
ent
Prog
ram
me,
Sele
ct a
gro
up o
f 6
entre
pren
eurs
for a
st
ruct
ured
SD
pro
gram
me
Gro
up o
f 6
Entre
pren
eurs
mea
sure
d ag
ains
t KPI
agr
eed
to
per a
form
al S
ervi
ce
Leve
l Agr
eem
ent
Impa
la E
D
R
1,13
3,11
5
R
40
0,00
0
R
90
0,00
0
R
1,60
0,00
0
R
3,89
3,50
8
R
7,92
6,62
3
Busi
ness
Dev
elop
men
t Pr
ogra
mm
e
Sel
ect a
gro
up o
f 5
entre
pren
eurs
for a
st
ruct
ured
SD
pro
gram
me
Gro
up o
f 5
Entre
pren
eurs
mea
sure
d ag
ains
t KPI
agr
eed
to
per a
form
al S
ervi
ce
Leve
l Agr
eem
ent
Impa
la E
D
R
1,13
3,11
5
R
1,40
0,00
0
R
90
0,00
0
R
1,60
0,00
0
R
3,89
3,50
8
R
8,92
6,62
3
Busi
ness
Adv
isor
y Se
rvic
e (C
urre
nt w
alk-
ins)
. D
eter
min
ed a
s w
e re
ceiv
e th
e w
alk-
ins
Can
not q
uant
ify, t
o be
de
term
ined
on
case
by
case
bas
is
Impa
la E
D
R
100,
000
R
100,
000
R
400,
000
R
973,
377
R
1,
573,
377
Busi
ness
Ass
ista
nce
and
Men
torin
g Pr
ogra
mm
e.
As id
entif
ied
end
user
s
Can
not q
uant
ify, t
o be
de
term
ined
on
case
by
case
bas
is
Impa
la E
D
R
100,
000
R
100,
000
R
400,
000
R
973,
377
R
1,
573,
377
Tota
l Pro
ject
Bud
get:
R
2,26
6,23
0
R
2,00
0,00
0
R
2,00
0,00
0
R
4,00
0,00
0
R
9,73
3,77
0
R
20
,000
,000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Mai
nly
indi
vidu
al b
lack
ent
repr
eneu
rs fr
om th
e lo
cal
com
mun
ities
Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la
111
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
107
Proj
ect N
ame:
Bu
rsar
y M
ine
Com
mun
ity
Bac
kgro
und:
Im
pala
has
em
bark
ed o
n th
is in
itiat
ive,
as
part
of th
e So
cial
and
Lab
our P
lan,
to a
war
d bu
rsar
ies
to le
arne
rs Im
pala
Min
e co
mm
uniti
es. T
hese
le
arne
rs w
ill be
nor
mal
bur
sary
stu
dent
s. A
fter t
heir
stud
ies
they
can
be
empl
oyed
by
Impa
la in
the
field
of s
tudi
es.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: M
ine
Com
mun
ity
Proj
ect S
tart
Dat
e:
FY 2
014
Proj
ect E
nd D
ate:
FY
201
8
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Mal
e:
Fe
mal
e:
Yo
uth:
Out
put
Act
ivity
R
espo
nsib
le
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
To in
crea
se n
umbe
r of
skille
d gr
adua
tes
in th
e co
untry
Rec
ruitm
ent d
rive
of th
e 10
lear
ners
thro
ugh
inte
rvie
ws
Org
aniz
e 20
to s
elec
t 5,
keep
reco
rds
of th
ese
inte
rvie
ws
Burs
ary
Dep
artm
ent
R
3,90
5,25
0 R
6,
000,
000
R
7,00
0,00
0 R
8,
000,
000
R
5,09
4,75
0 R
30,0
00,0
00
To a
llevi
ate
pove
rty b
y cr
eatin
g jo
bs, t
hus
cont
ribut
ing
to J
IPSA
(J
oint
Initi
ativ
e on
Pr
iorit
y Sk
ills
Acqu
isiti
on)
To tr
ansp
ort
and
acco
mm
odat
e th
ese
lear
ners
at R
uste
nbur
g, to
be
par
t of t
he fi
nal
inte
rvie
ws
with
oth
er
Lear
ners
from
oth
er
Reg
ions
Org
aniz
e a
prog
ram
me
for
care
er e
xhib
ition
, min
e vi
sits
in
clud
ing
unde
rgro
und,
in
tera
ctio
n w
ith e
ngin
eers
. Ex
plai
n bu
rsar
y be
nefit
s an
d ru
les
and
regu
latio
ns
Impa
la
Plat
inum
To s
ensi
tize
othe
r you
th
to p
ursu
e En
gine
erin
g,
Scie
nce
and
othe
r re
late
d su
bjec
ts
Sele
ctio
n of
suc
cess
ful
cand
idat
es b
y th
e bu
rsar
y te
am.
Mon
itor p
rogr
ess
of s
tudy
th
roug
h th
e Le
arni
ng
inst
itutio
n
Impa
la
Plat
inum
To im
prov
e th
e sk
ills
base
Info
rm th
em o
ffici
ally
of
the
outc
omes
. Ass
ist a
nd
prov
ide
supp
ort t
o ap
ply
to
terti
ary
Inst
itutio
ns
Esta
blis
h an
Edu
catio
nal
com
mitt
ee to
add
ress
all
educ
atio
nal m
atte
rs
Impa
la
Plat
inum
Liai
se w
ith re
leva
nt
depa
rtmen
ts a
t the
op
erat
ions
for v
ocat
iona
l em
ploy
men
t eve
ry y
ear o
f st
udyi
ng (4
)
Visi
ts to
pla
ce o
f em
ploy
men
t, to
do
asse
ssm
ents
and
ass
ist
them
dur
ing
the
orie
ntat
ion
prog
ram
me
Impa
la
Plat
inum
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
112
108
Proj
ect N
ame:
Bu
rsar
y M
ine
Com
mun
ity
Bac
kgro
und:
Im
pala
has
em
bark
ed o
n th
is in
itiat
ive,
as
part
of th
e So
cial
and
Lab
our P
lan,
to a
war
d bu
rsar
ies
to le
arne
rs Im
pala
Min
e co
mm
uniti
es. T
hese
le
arne
rs w
ill be
nor
mal
bur
sary
stu
dent
s. A
fter t
heir
stud
ies
they
can
be
empl
oyed
by
Impa
la in
the
field
of s
tudi
es.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: M
ine
Com
mun
ity
Proj
ect S
tart
Dat
e:
FY 2
014
Proj
ect E
nd D
ate:
FY
201
8
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Mal
e:
Fe
mal
e:
Yo
uth:
Out
put
Act
ivity
R
espo
nsib
le
Entit
y Ti
mef
ram
e To
tal B
udge
t A
lloca
tion
Skills
Min
ing,
Ele
ctric
al,
Mec
hani
cal,
Che
mic
al, B
-C
om A
ccou
ntin
g,
Met
allu
rgy,
Geo
logy
, Su
rvey
, Hum
an R
esou
rce
and
othe
r rel
evan
t stu
dies
Th
e BP
and
gra
duat
es w
ill di
ctat
e th
e in
take
Impa
la
Plat
inum
Tota
l Pro
ject
Bud
get:
R
3,90
5,25
0.00
R
6,
000,
000
R
7,00
0,00
0 R
8,
000,
000
R
5,09
4,75
0 R
30,0
00,0
00
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Min
e C
omm
unity
lear
ners
Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la
Stud
ents
Ti
mef
ram
e FY
2014
FY
2015
FY
2016
FY
2017
FY
2018
Targ
et
30
35
39
45
46
Cur
rent
35
27
39
45
46
Gra
duat
e/Te
rmin
ate
9 3
12
9 10
New
Inta
ke
1 15
18
10
10
End
Of Y
ear
27
39
45
46
46
113
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
109
Proj
ect N
ame:
No
vice
& L
earn
ersh
ips
Prog
ram
me
(Boj
anal
a, E
C &
Taun
g)
Back
grou
nd:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, i
t was
agr
eed
to a
ssis
t lab
our s
endi
ng a
reas
& m
inin
g co
mm
uniti
es b
y pr
ovid
ing
Nov
ice
and
Lear
ners
hip
train
ing
lear
ners
. 50
Lear
ners
hips
will
be a
vaila
ble
annu
ally
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: La
bour
sen
ding
are
a &
Min
e co
mm
unity
Pr
ojec
t Sta
rt Da
te:
FY20
14
Proj
ect E
nd D
ate:
FY
2018
Tota
l Exp
ecte
d No
. of
Job
s to
be
crea
ted:
50
M
ale:
N
ot k
now
n
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Activ
ity
Resp
onsi
ble
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33
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
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110
Pr
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grou
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3.3 HOUSING & LIVING CONDITIONS OF MINE EMPLOYEES
3.3.1 CURRENT HOUSING SITUATION AT IMPALA RUSTENBURG OPERATIONS
Currently, employees of Impala Platinum and its contractors are making use of the following accommodation sources within a sixty (60) kilometer radius of the Operations (Figure 3.10) with the exception of the residences. (In order to accommodate one man per room, all residences are used for Impala employees only):
• Private accommodation in surrounding areas (owned and rented); • Company houses in Rustenburg (between twelve (12) and thirty (30) kilometers from the
Rustenburg Operations); • Company apartments in Rustenburg & Tlhabane (between twelve (12) and thirty (30)
kilometers from the Rustenburg Operations); • Siesta single quarters for both genders in Rustenburg; • Three (3) company residences (single gender) at the Rustenburg Operations which
accommodate about five thousand (5 000) employees at one person per room as at June 2013;
A further breakdown of accommodation usage within property owned by Impala Platinum Limited in the vicinity of the Impala Rustenburg Operations, Refineries and Head office (as at June 2013) is provided in Figure 3.10 and Table 3.26 below:
Figure 3.10: Accommodation usage at the Impala Rustenburg Operations (Percentage) as at
June 2013
Private Dwellings (owned or rented
by Employees)76%
Company Houses
(rented)6%
Company Apartments
2%
Siesta single quarters
0%Residences
16%
Accomodation Usage
Private Dwellings (owned or rented by Employees)
Company Houses (rented)
Company Apartments
Siesta single quarters
Residences
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112
3.26: Table: Accommodation usage at Impala Rustenburg Operations
Description of Housing Type Percentage Number Residents
Private Dwellings (owned or rented) 77% 25374
Company Houses (rented) 6% 1887
Company Apartments 2% 651
Siesta single quarters 1% 177
Residences 15% 4977
Total 100% 33066
3.3.2 PRINCIPLES BEHIND THE IMPALA RUSTENBURG OPERATIONS’ HOUSING POLICY
a. Statement of intent Impala Platinum Limited recognizes that the facilitation of suitable employee accommodation is an integral part of its commitment to uplifting the communities within its areas of operation. Accordingly, it is important that the policy and strategy for the housing of the Rustenburg Operations’ workforce is implemented in accordance with the principle of corporate social responsibility. Impala Platinum Limited subscribes to the ideal that employees should reside with their families in a stable, healthy and secure environment within commuting distance of their place of work. Such commuting distance has been set at sixty (60) kilometers from the place of work.12 b. Purpose The housing policy seeks to provide guidelines to the Rustenburg Operations with regards to the facilitation of suitable housing, accommodation and related matters in order to enhance employee wellbeing, and through this process, to contribute towards the achievement of the overall business objectives of Impala Platinum Limited. c. Guidelines The Impala Rustenburg Operations’ approach to housing is based on the creation of options that will enable employees to exercise realistic choices with regards to accommodation. Operational strategies relating to housing and accommodation have been developed within a framework that:
• Actively promotes home ownership and assists employees to become homeowners. • Improve the living standards of employees who reside in single gender accommodation
through the upgrade to one person per room and conversion into family units programs. • Prevents and/or discourages informal settlement in the company’s operational area, through
facilitation of eradication programmes in conjunction with local government.
The facilitation of housing services and facilities must be carried out in an integrated fashion, taking into account the needs of the business with regard to skills, economic realities and existing facilities available to the overall workforce and the broader community context. Within operational requirement, Impala Rustenburg Operations will actively encourage homeownership and facilitate housing development. In addition, the Rustenburg Operations will involve all relevant stakeholders in its endeavor to provide employees with a suitable choice of accommodation. This process will incorporate the involvement of government agencies.
12 Commuting distance shall be defined as a radius of sixty (60) km from the place of work.
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d. Responsibilities and monitoring Approval of operational housing strategies shall be the responsibility of the Executive Head: Rustenburg Operations whilst the Group Executive: Strategic Finance shall ensure achievement of housing objectives and advise the Executive Head: Rustenburg Operations about the need to review the policy. e. Principles The key principles guiding this operational housing strategy, during the life of the various operations, include:
• The Rustenburg Operations’ core business should remain that of mining but will be a responsible employer who will ensure decent company accommodation to its employees and assist employees to become home owners as far as it is possible;
• Whilst the Rustenburg Operations utilizes three (3) single gender residences accommodating one person per room, it is acknowledged that this will be maintained to remain decent accommodation and could be converted into family accommodation in the long term should the need arises. However, the Rustenburg Operations promotes home ownership in line with the Impala Platinum Limited’s policy;
• The Rustenburg Operations’ housing policy is aligned with its recruitment, remuneration and local economic development programmes at the operation level, so as to ensure a holistic approach to this issue during the life of the various operations and facilitate sustainable solutions beyond the mine’s life;
• The housing policy takes cognizance of the business plan of the Rustenburg Operations, and the business plan’s projected workforce requirements, in good time for effective planning mechanisms to be implemented.
• Impala Platinum Limited endeavors, through its company housing policy, to facilitate the prevention of informal settlement in their areas of operation.
3.3.3 STRATEGIC PLANS
Impala Platinum has concluded its accommodation analysis within the current existing portfolio, i.e. housing, residences and single quarters. The gaps identified by the analysis were addressed successfully and focus is now on the continuation of providing home ownership to all employees. Impala Platinum’s policy and strategy on housing and living conditions will continue to address the following challenges; • Limited availability of affordable housing for employees; • Reduce the number of employees living in informal settlements; • Lack of proclaimed land restricts the options to resolve shortages speedily and Rustenburg
continues to be the fastest growing city on the continent, attracting developers and sustaining price escalations.
• Inability to attract and retain key skilled personnel continues to impact on operational effectiveness.
The following comprehensive strategy was developed to address the above challenges (see Table 3.27):
a) The promotion of home ownership options through the facilitation of affordable houses to address availability of stock and affordability for employees.
Impala Rustenburg Operations will endeavor to improve the current home ownership scheme to assist a greater number of employees to become homeowners. The aim is to facilitate employee access to an appropriate finance model consisting of in-house financial assistance, government housing grants and commercial funding. Facilitation process will be through the Company Housing Scheme. The overall program will deliver 2 420 houses by 2017 depending on the off-take by employees. See table 3.27 overleaf.
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Table 3.27 Home Ownership Plan
Project Budget Total house units
2014 2015 2016 2017 2018
Targets: Number of Units
Platinum Village R1bn 2 420 600 600 600 620 0
b) The maintenance of residences to remain decent single accommodation or to convert to family units when the need arise.
All three (3) residences have been converted into decent single gender accommodation to accommodate one person per room and the fourth residence has been converted into 264 family units. These properties will be maintained to remain decent accommodation and to comply with all legal requirements. The three (3) upgrade residences made provision for conversion into 2 bedroom apartments with its own kitchen, lounge and bathroom facilities should the need arise.
d) Promote home ownership to employees by allowing them to purchase the company house they are occupying:
The company will allow employees to purchase the company house that they occupy at an average price provided by three (3) independent evaluators. The company will further assist financially by providing the employee with an interest free loan over a period of twenty (20) years.
e) Reporting
Impala Rustenburg Operations will report the progress on housing strategy to its stakeholders as defined by legislation or company arrangements.
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3.4 NUTRITION PLAN
3.4 NUTRITION PROGRAM
3.4.1 OVERVIEW
Part of Impala Rustenburg Operations’ social strategy is to reduce the utilization of its residences in support of the housing policy outlined in section 3.4. Impala Rustenburg Operations is currently in a position to influence the diet, and subsequently the nutritional in-take, for a percentage of its workforce only (i.e. residents in the residences) through the appointed catering establishments. The Rustenburg Operations therefore recognizes the importance of educating its workforce about adequate nutrition within their diets, in order to facilitate an improvement in the health and welfare of the workforce and their productivity within the workplace. 3.4.2 STRATEGIC PLANS
Impala Platinum Limited’s nutrition program, developed on behalf of the Impala Rustenburg Operations, may be divided into two areas, namely those with direct influence and those with indirect influence over dietary intake. a. Direct
• Residents residing at the residences at the Rustenburg Operations are currently receiving
meals three (3) times a day. In respect of improving the nutritional intake the following strategic plans are envisaged:
• The Rustenburg Operations are currently utilizing dieticians and health inspections to gauge current nutritional levels and to provide advice for methods of improving food where possible, in conjunction with the catering experts and the Residence leadership.
• Employees residing at the residences have options at the dining hall of a variety of food to choose from. This system is called the Miner Diner where employees can decide for themselves on what to eat.
• The nutritional intake and hygiene of residents of the single quarters are monitored twice per annum with the assistance of an independent dietician and these reports are available on request.
b. Indirect
• Indirect programmes aimed at improving the nutritional intake of all other employees not making use of company single quarters include the following:
• Implementing an awareness program to all employees annually, through Impala’s Induction process on the acceptable balance diet, nutrition and health awareness.
Promoting awareness on the use of supplementary diets for people infected with HIV/AIDS.
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3.5 PROCUREMENT PLAN 3.5.1 INTRODUCTION
Impala Platinum Limited (Impala) has to date performed, and continues to perform, very well relative to Mining Charter targets and the Social and Labour Plan. Table 1 sketches the said performance over the last six completed financial years. Against this backdrop, Impala hereby continues to plan for growth in improving on the previous year’s performance for the period 2014 to 2018.
Table 1: Historic BEE performance relative to Mining Charter targets
Measurement FY2008 FY2009 FY2010 FY2011 FY2012 FY2013 BEE Procurement >25% (R m) 2 678 3 789 3 517 4 531 4 366 4 994
SLP target BEE % 32.7 34.7 36.7 38.7 40.7 44.0 Actual BEE % 41.8 45.0 49.2 55.2 51.0 54.1 The lower actual of 51.0% during FY2012 is linked to the six-week strike and changes in equity of a major capital supplier, namely Shaft Sinkers (Pty) Ltd, to below the 25.1% threshold. This is attributable to where Black shareholders sold equity in the company and consequently reduced the empowerment status of the supplier and had an impact of about 8 percentage points on the overall FY2012 performance (51% vs. 59%). Nonetheless, measures have been put in place to turnaround the situation within capital supplies through Shaft Sinkers Mining (Pty) Ltd, a new company created by Shaft Sinkers who complies to the >25% requirements. 3.5.2 STRATEGY
Impala Platinum actively pursues the following strategies in respect of transformation:
• Sustainably improving year on year Black Economic Empowerment (BEE) spend performance relative to the requirements of the Mining Charter
• Continuously seeking, identifying, supporting and promoting suitable historically disadvantaged suppliers through procurement best practices
• Creating opportunities for economic growth through preferential procurement from all communities
• Leveraging its relationship with its existing supplier base to unlock opportunities within their businesses for local employment from, mentorship to and investment in Impala’s local communities
• Nurturing an environment through, and providing procurement opportunities to its Enterprise Development department to promote partnerships and joint ventures between Impala’s existing supplier base and entrepreneurs
3.5.3 TACTICS
The following tactics are relevant to our procurement practices for the 2014 to 2018 planning:
• Retain existing BEE suppliers and consequent spend performance in respect of transformation as much as possible
• In the appointment of new suppliers, enhance the focus from Black empowered companies (>25% Black empowered) to that of Black owned companies (>50% Black owned businesses and >30% Black Women owned businesses)
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• Added effort in shifting non-strategic (low risk) spend via an annual Tender Plan to black owned emerging micro enterprises (EME)
• Issuing a tender plan annually available in the month of May • Where non-standard or non-OEM (Original Equipment Manufacturer) strategic spend is
tendered and equal adjudications on the basis of price, quality and technical compatibility between suppliers result, preference will be given to Historically Disadvantaged South Africans (HDSA) without compromise to cross functional team recommendations and fair tender process
• Integrating with the Enterprise Development department and identifying suitable national suppliers that promote economic growth via employment and entrepreneurship whilst simultaneously fostering an environment of supplier relationship management within Group Procurement
• Continuously interact and influence non-transformed suppliers to transform according to the Mining Charter requirements through all dealings with suppliers and planned interviews
• Information sharing with all stakeholders to monitor performance and focus on improvement • To ensure compliance with the requirements of the South African Mining Charter and the
targets set in this Social and Labour Plan, we have a policy to continuously seek, identify, support and promote suitable historically disadvantaged suppliers through sustainable procurement practices.
• Implats continuously create job opportunities, pressurize suppliers to increase black equity holding and facilitate supplier development through subcontracting and joint ventures.
• These actions are all done by continuous revision and improvement of existing commercial processes.
In order to meet the Social and Labour Plan (SLP) targets as stipulated in this document, Impala aims to improve the ratio of BEE compliant vendors to those that are not compliant in the following ways:
• Continuously identifying and closing non-compliant suppliers that are unwilling to transform, where feasible and without damaging the operations in consultation with cross functional employees
• Proving authenticity of BEE compliant vendors by recognizing SANAS or IRBA BBBEE certificates
The National Plan aims to achieve the following BEE targets (% of total discretionary procurement spend) as indicated in the table below:
Table 2: SLP Targets for 2014-2018 per category of spend
The base year – FY2014 – builds on previous performance and is based on the higher of the 2014 Mining Charter targets or current FY2013 actual performance plus the same incremental improvement as between remaining years. Small incremental increases from FY2014-2018 have been planned in line with historic improvement increments. Capital targets also remain conservative due to the shaft sinking projects nearing the end with a decline in cash flows planned from certain transformed suppliers.
Category FY2014 FY2015 FY2016 FY2017 FY2018
Consumables 64% 65% 66% 67% 68% Services 70% 70% 71% 72% 73% Capital 41% 41% 42% 42% 42% Total 58% 59% 60% 61% 62%
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3.5.4 CONCLUSION
Impala has proven that it remains committed to delivery on its Social and Labour Plan gauged from past performance. The targets set are stretched, yet achievable and will require constant procurement input, effort and control to deliver on this plan.
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SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SECTION 4
Processes Pertaining to the Management of Downscaling
and Retrenchment
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120
SECTION 4
4.1 PROCESSES PERTAINING TO MANAGEMENT OF DOWNSCALING & RETRENCHMENT
4.1.1 OVERVIEW & OBJECTIVES
A fundamental principle behind both its Human Resources Development Programme (guiding the Portable Skills Training, ABET, Learnership programmes etc.) and Local Economic Development Programme (informing the sustainable development interventions, housing policies etc.) is job creation within Impala Rustenburg’s SLP. However, at mine closure, be it inevitable or unexpected, the main outcome is the loss of employment opportunities. Consequently, a key element of the SLP is to develop mechanisms and strategies to prevent job losses or where these cannot be avoided, to implement appropriate plans to ameliorate the social and economic impact that downscaling of the operations and/or closure may have on employees, communities and the economy. The fundamental objectives of the plans to be initiated for the life of the mine are in line with the ethos of the Department of Labour’s ‘Social Plan’ as well as the Act and include:
• The prevention of job losses as set out in 4.2 below. • Where job losses are unavoidable to minimize the extent of the job losses resulting from
major restructuring or retrenchment exercises; • To facilitate, as far as practically possible, access to alternative employment opportunities
within the company; • To facilitate through on-going core business training and the non-mining related portable skills
training plan access to suitable training programmes to enable affected employees to remain economically active either within or outside the company or industry;
• To avoid, mitigate or minimize any possible negative social and economic impacts on employees, communities, local and regional economies and labour-sending areas should retrenchment or closure be required through local economic development programmes as outlined in the Plan;
• To ensure the relevant processes for effective closure management are in place some four (4) to five (5) years prior to planned mine closure;
• To effectively communicate and consult as well as discuss and develop joint strategies and plans with key stakeholders, through the mechanism of the Future Forum, throughout the life of the mine on the issues outlined above.
4.1.2 FUTURE FORUM Given the diverse nature of the needs and interests of Impala’s Stakeholders, in addition to the Future Forums community forum has been established, namely Mine Community Leadership Forum (MCLF). The Operations Head has appointed two (2) senior managers to chair these forums. The Future Forum comprises of representation from recognized Unions/Associations and senior Management. The MCLF is established in conjunction with local government and Traditional leadership to provide for the interests and needs of communities and it is constituted as follows:
• Senior management representatives as nominated by the Head of Rustenburg Operations • Representation from local and district Municipalities • Representatives from Royal Bafokeng
MINE COMMUNITY LEADERSHIP FORUM The forum has developed Terms of Reference to guide and facilitate engagements during meetings. Meetings are scheduled on a regular basis, either bi-monthly or as agreed by the members. These meetings will take place throughout the life of the operations; to develop strategies of communication
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from the Forum to Communities and vice versa. A further objective is to discuss and agree on Local Economic Development as outlined in Section 3 of this document and to inform forum members about major downscaling or closure of the operation as elaborated hereunder. The frequency of meetings will be increased if there are critical issues that need to be addressed. The agenda for the forum includes but not limited to the following:
• Disclosure of all relevant information to enable the representatives of the forum to engage in effective consultation and discussion, and make decisions. This will include global and local economic and financial indicators, factors impacting on the mining industry as a whole and the platinum mining sector in particular. Financial information, lifespan of the operations, envisaged expansions or downscaling/closures and the possible impact thereof on the communities.
• Identification and analysis of problems and challenges facing the operations particularly where these may lead to downscaling and/or closure of the operations.
• To share information on strategies and plans developed by the Future Forum, to prevent job losses, minimize job losses and mitigate the adverse impacts that downscaling and closure may have on communities and the economy.
• Communication of information to ensure that the MCLF is regularly updated on the Future Forum’s decisions, strategies and action plans.
FUTURE FORUM Terms of Reference to guide and facilitate the engagements of the Future Forum are being developed. Meetings are scheduled on a regular basis and will take place throughout the lifespan of the operations and the agenda includes:
• Disclosure of all relevant information to enable the representatives of the forum to engage in effective consultation and discussion, and make decisions. This will include global and local economic and financial indicators, factors impacting on the mining industry as a whole and the platinum mining sector in particular. Financial information, annual business and labour plans, lifespan of the operations, envisaged expansions or downscaling/closures and the possible impact thereof on employees, and the economy are also discussed.
• Identification and analysis of problems and challenges facing the operations particularly where these may lead to downscaling and/or closure of the operations.
• Development of strategies and plans to deal with identified problems and challenges. • Development of strategies and plans to prevent job losses if possible • Development of strategies and plans to minimize job losses and mitigate the adverse effects
that downscaling and closure may have on employees, and the economy. • Implementation of agreed strategies and action plans • Engage and give feedback on HRD skills training programmes, housing and living conditions
and community development (section 3) for labour sending areas. • Unions/Associations to communicate matters discussed in the forum to the members and vice
versa.
4.2 MECHANISMS TO SAVE JOBS AND AVOID JOB LOSSES AND A DECLINE IN EMPLOYMENT
4.2.1 UNDERTAKING
In compliance with Section 52 (1) of the Act, on identifying the need to curtail mining operations at Impala Rustenburg Operations, should the profit revenue ratio of the relevant operation be less than six percent on average for a continuous period of twelve (12) months or should ten percent (10%) or
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more of the workforce (or more than five hundred (500) employees) have to be retrenched, a comprehensive consultation process will be undertaken with the Future Forum and the Department of Labour, and Section 189 of the Labour Relations Act will be implemented once the consultation is completed. The Minerals and Mining Development Board will be notified and any Ministerial Directive will be complied with. 4.2.2 STRATEGIC PLAN
Should the mine be required to commence with a downscaling or closure process (in line with the undertaking above) the following plan will be implemented: a. Communication and Planning through the Future Forums
• It is envisaged that any potential downscaling or closure requirement will be identified during the ongoing consultations, discussions and deliberations at internal Future Forum meetings.
• All strategic plans identified by the Future Forum will be implemented with a view to avoiding job losses. Plans and strategies will be continuously assessed to ensure that they are relevant to the prevailing conditions at the time that closure or downscaling is envisaged.
• The Future Forum will assess the economic conditions and the number of employees that are likely to be affected by the downscaling or closure.
• The Future Forum will discuss and create strategies and actions plans that will be implemented to avoid job losses.
b. Potential Strategies and plans to avoid job losses Job loss strategies and plans will include but not be limited to: • Voluntary early retirement for employees who qualify in terms of relevant provident/pension
funds rules • Suspension of overtime, job-sharing schemes, short and extended leave; • Potential transfers to other departments at Impala Rustenburg Operations/Refineries or other
operations within the Implats Group, with the provision of suitable training if required; • Cease recruitment of new employees until Impala Rustenburg Operations/Refineries have
attempted to fill vacant positions from internal; • Where relevant and viable, cease the employment of temporary employees and/or
contractors; • Where closure or downscaling is envisaged every position that becomes vacant through
resignation, retirement, death or dismissal, in the period leading up to the downscaling or closure will be critically reviewed before the position is filled to allow for natural attrition of employees thereby avoiding unnecessary job losses and retrenchment.
• During the life of the operations there will be ongoing accredited mining related training to equip employees with alternative skills to remain economically active in the event of retrenchment.
• During the life of the mine Impala Rustenburg Operations and Refineries will continually seek to ensure its sustainability through the constant revision of its business plans and capital project investments in line with the economic environment and market-related dimensions in which it operates. The on-going business development process will directly assist job security for the workforce at the operations.
• In addition, Impala Platinum Limited’s on-going support of sustainable development projects, through its Local Economic Development programmes, (Section 3.3) within the labour source communities will further assist in both the creation of job opportunities and securing their long-term sustainability. Efforts to procure locally where possible (Section 3.6) combined with the associated business training and provision of alternative skills for local entrepreneurs will further lessen the insecurity within employment in the local workforce.
c. Implementing section 189 of the Labour Relations Act 1995 (As Amended) The implementation of Section 189 and 189 (A) of the Labour Relations Act will become relevant if the Future Forum’s consultation strategies and plans have been exhausted, job losses cannot be avoided and retrenchment is contemplated.
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There will be full compliance with the provisions of Sections 189 and 189(A) of the Labour Relations Act or where there are existing collective agreements between the trade unions and management that override the provisions of the Labour Relations Act, the processes outlined in these collective agreements will be followed. The following issues are relevant to the consultation process that will be undertaken with the relevant trade unions/employee representatives:
• Ensure subscription to the universally accepted principles of fair retrenchment, incorporating consultation and negotiations with the elected worker representatives at the mine;
• Compliance with collective agreements between organized labour and the company; • Disclosure of all relevant information; • Measures to avoid or minimize dismissals as set out in the collective agreement.
d. Notification to Government Authorities After consultations through the Future Forum with recognized trade unions and where it becomes apparent that strategies and plans are not successful in avoiding job losses, the company will notify the Minerals and Mining Development Board in accordance with Section 52(1) (a) of the MPRD Act of the need for downscaling/closure as and when required during the life of the mine and some four (4) to five (5) years prior to the end of the life of the mine. The government authorities will be given notice of the time-frame for the closure and/or downscaling process, ongoing consultation, strategic initiatives and plans as discussed through the Future Forums. Regular progress reports will subsequently be distributed to the necessary departments, including the Social Plan and Productivity Advisory Council and the Department of Provincial and Local Government. Compliance to the Board’s directive will be adhered to in order to meet the corrective measures as stipulated by the Board. e. Compliance with Ministerial Directive The company will comply with any corrective measures and terms and conditions as the Minister may determine. The company will confirm in writing that it has complied with the directive and has undertaken the corrective measures determined by the Minister. Regular progress reports on compliance will be provided.
4.3 MECHANISMS TO PROVIDE ALTERNATIVE SOLUTIONS AND PROCEDURES FOR CREATING JOB SECURITY
WHERE JOB LOSSES CANNOT BE AVOIDED.
4.3.1 UNDERTAKING In compliance with Section 52 (1) of the Act, should the profit revenue ratio of the relevant operation be less than 6% on average for a continuous period of twelve (12) months or should 10% or more of the workforce (or more than five hundred (500) employees) have to be retrenched, on identifying the need to scale down or cease mining operations at Impala Platinum Operations and where job losses are likely to result from these processes, a comprehensive consultation process will be undertaken at the Future Forum, Section 189 and 189(A) will be complied with to deal with retrenchment details, the Minerals and Mining Development Board will be notified and any corrective measures and directives as determined by the Minister will be complied with. 4.3.2 STRATEGIC PLAN a. Communication and Planning through the Future Forum An extensive consultation process will be undertaken through the Future Forum where strategic initiatives and plans recommended by the forum are not successful in avoiding job losses. In instances where job losses cannot be avoided the Future Forum will discuss and recommend strategic plans to be examined as well as alternative solutions and to create job security for affected employees.
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• The Future Forum will assess the economic and other conditions that could result in job losses and discuss the number of employees that are likely to be affected by the downscaling or closure.
• The Future Forum will discuss strategies and action plans that will be implemented to create job security for employees likely to be affected by job losses.
b. Alternative solutions and strategies to create job security
Potential alternative solutions and strategies to create job security to be considered by the Future Forums may include but are not limited to:
• Ways to minimize the number of employees who are likely to be affected by the contemplated retrenchment;
• The numbers of employees to be trained will increase in line with the number of employees who are likely to be retrenched. The content of the training will be determined after extensive analysis of skills needed within the operational area, labour sending areas as well as the country as a whole. This will ensure that employees receive training in areas where they are likely to secure employment if retrenched. The fundamental objective is to ensure that retrenched employees are provided with the necessary training to remain economically active if retrenched.
• Where closure or downscaling is envisaged every position that becomes vacant through resignation, retirement, death or dismissal, in the period leading up to the downscaling or closure will be critically reviewed before the position is filled to allow for natural attrition of employees thereby minimizing job losses and retrenchment.
• The Local Economic Development programmes which are to be implemented as part of the SLP (Section 3) are designed to create long term and sustainable businesses and economic activities which are not reliant on mining activities.
• The company will liaise with the Department of Labour, other employers in the operational area and labour sending areas to identify all possible employment opportunities and vacancies. Affected employees will be provided with updated information on a regular basis and will be provided with the necessary assistance to apply for vacant positions.
• Provide assistance for entrepreneurs and SMME development through established small business centers and other appropriate service providers in the relevant region;
• The Human Resources Development Programme (as outlined in Section 2) will ensure that employees receive training in accredited and certified skills. Such accredited skills may be utilized elsewhere within the mining sector or, alternatively, within different industry sectors or through the pursuit of entrepreneurial ventures (SMMEs or BEEs).
c. Implementing Section 189 of the Labour Relations Act 1995 (As Amended)
Once consultation in the Future Forum has been exhausted and job losses cannot be avoided, the provisions of Section 189 and 189(A) of the Labour Relations Act as well as the provisions of the existing collective agreement will be implemented. A consultation process will be initiated with the relevant recognized union/association and will encompass all areas identified in the LRA and the collective agreements. Issues such as ways to minimize retrenchment, the timing of the retrenchments and severance pay will be discussed by the company and the employee representatives. All plans and other issues agreed on during this consultation process will be implemented. d. Notification to the Board
After consultation through the Future Forum i.e. with recognized trade unions/association, and where it becomes apparent that strategies and plans are not successful in avoiding job losses, the company will notify the Minerals and Mining Development Board in accordance with Section 52(1) (a) of the MPRD Act if the profit revenue ratio of the relevant operation is less than 6% on average for a continuous period of twelve (12) months or should 10% or more of the workforce (or more than five hundred (500) employees) have to be retrenched. Such notifications will be provided as and when
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required during the life of the mine and some four (4) to five (5) years prior to the end of the life of the mine. The government authorities will be given notice of the time-frame for the closure and/or downscaling process, ongoing consultation, strategic initiatives and plans as discussed through the Future Forum. Regular progress reports will subsequently be distributed to the necessary departments, including the Social Plan and Productivity Advisory Council and the Department of Provincial and Local Government. Compliance to the Board’s directive will be adhered to in order to meet the corrective measures as stipulated by the Board. e. Communicating Possible Retrenchments
Where all avenues to avoid job losses have been exhausted and it is contemplated that retrenchments are likely to take place, an extensive communication strategy and plan will be implemented after consultation and agreement at the Future Forum. Communication of issues discussed at the forums, strategic plans and the implementation thereof will form part of the Agenda for regular forum meetings. After each Future Forum meeting all employees will be briefed on issues discussed and the strategic plans that would have been agreed to Future Forum.
Where retrenchments are inevitable the following channels will be used to ensure effective communication to all employees: management briefs, the Team Spirit newsletter, the Quest Hotline, videos, PA systems, e-mail & intranet, billboards, communication boards (notice boards), joint union and management meetings, communication forums and workshops.
The trade union/association representatives will also communicate issues arising from the Future Forum discussions during their own Branch and Committee meetings as well as mass meetings with employees. Issues to be communicated where possible retrenchments are contemplated will include but not be limited to:
• The reasons for the contemplated retrenchment; • Strategic plans agreed to by the Future Forum to avoid and minimize job losses; • The number of employees likely to be affected by the retrenchments; • Details of the expanded portable skills training programmes and how these can be accessed; • LED programmes and the opportunities available to employees who may be retrenched; • Alternate employment opportunities and the assistance that will be provided to employees to
access these opportunities; • The timing of the retrenchment and the severance packages that will be paid to employees; • Assistance that will be provided to employees and their families to deal with the emotional
impact of retrenchment; • Any additional assistance that will be provided to employees.
The local councils/Government from operational areas will be represented on and participate in the MCLF and will therefore be fully briefed about all retrenchments that are likely to take place. Communication sessions will be held with parties that do not form part of the MCLF i.e. Local Government representatives from labour sending areas, national government departments, other businesses that are reliant on the mining industry as well as any other parties who are likely to have an interest in or be affected by the contemplated retrenchments. Face to face communication will be conducted so that issues may be clarified and discussed. In addition, written notification will be given to all the parties listed above as well as any other party identified by both the Future Forum and the MCLF. The company will issue press statements and/or hold press conferences where necessary to brief the media so that they have access to accurate and reliable information regarding the retrenchments. Regular media updates will be given.
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4.4 MECHANISMS TO AMELIORATE THE SOCIAL AND ECONOMIC IMPACT ON INDIVIDUALS, REGIONS AND
ECONOMIES WHERE RETRENCHMENT OR CLOSURE OF THE OPERATION IS CERTAIN
4.4.1 UNDERTAKING
Whilst the Human Resources and Local Economic Development programmes outlined in Section 2 and 3 of this document have been developed and planned to be implemented in order to facilitate sustainable social and economic growth in local communities throughout the life of operation, measures for managing the impact on the local communities and labour source communities at times of downscaling and closure will still be required. This section outlines the mechanisms that will be utilized to mitigate, as far as possible, the social and economic impact of closure and retrenchment on individuals, regions and economies. The detailed planning that will take place in conjunction with the affected stakeholders and the relevant government departments will be required some four (4) to five (5) years prior to mine closure. As such this chapter cannot provide the ultimate closure or post-closure plan for the operations in terms of the socio-economic impact. The very nature of rural and low-income communities dependent on the operations for a substantial period of time necessitates flexible and appropriate closure planning utilizing those community structures that exist at the time of closure. Knowledge of the socio-economic circumstances in the area at the time of closure is therefore currently impossible to predict. 4.4.2 STRATEGIC PLANS
a. Socio-Economic Impact Study of closure
As with any substantial development programme, a socio-economic impact analysis (SEIA) will be carried out by specialist consultants prior to commencing detailed closure planning. The SEIA will commence four (4) to five (5) years prior to closure and be supported by interaction with both forums. b. Communication with stakeholders
The development of the closure plan will place great emphasis on comprehensive and sensitive consultation with all stakeholders. Objection is likely and needs to be managed among stakeholders, such as local businesses, who have understandable fears and concerns with regards to closure. Consultation and communication with stakeholder groups from local mine communities, relevant government departments and local business forums will also be carried out through the MCLF. c. Strategic Plans for Managing the Social and Economic Impact
As with the Human Resource Development Programme at Impala Platinum, the Local Economic Development Programme (Section 3.2) will be implemented throughout the life of the operations with a key objective of ensuring any corporate social intervention and LED assistance provided, will be sustainable, and will benefit the target communities after the closure of the mine. The same is true for involvement with local service and goods providers through the Procurement Progression Plan (Section 3.5). Every effort will be made, during the life of the operations, to facilitate training amongst local entrepreneurs who supply goods or services to ensure they are equipped with the appropriate business management skills to run effective small businesses which can procure both to other local mining operations but may also diversify their service or product range and potentially procure to other non-mining industries. Notwithstanding these strategies throughout the life of the operations, the knowledge of closure and the potential loss of business or channels of assistance may come as a shock to local community members and assistance may be required timeously to aid their transition into a non-Impala Rustenburg or Refineries environment and mind-set. Such communication will be effected through the MCLF, and other established communication channels as outlined above (Section 4.4.2). It is through
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these channels that specific needs and/or training requirements will be identified which Impala Platinum may be of some assistance with during the period of downscaling. The exact assistance required cannot be planned for in depth prior to the period of downscaling as community needs and training requirements will evolve and fluctuate regularly. However, such assistance may include the following:
• Assistance for local entrepreneurs through established networks, government agencies in this regard and experienced NGO structures;
• The facilitation of public-private partnerships geared at meeting specific needs within the community, be they infrastructural, capacity raising or skills development;
• In consultation with our Mine Lease Agreement, consider the potential use for obsolete/ unused mine infrastructure following the complete downscaling and closure of the mine (training centers, office buildings etc.);
• A portable skills training programmes designed to ensure that employees can have job security and remain economically active after mine closure;
• Counseling Services for employees and if necessary their families to ensure they are equipped to cope with the potential stress of losing their job;
• Access to Job Advice Centers in the local community or the relevant Labour Sending Areas; • Assistance with registering as a job-seeker (with the relevant Department of Labour,
employment agency or other local mines), job-hunting and job application processes; • Ensuring all skills and/or experience obtained whilst in the employ at Impala Platinum
Operations have the appropriate accreditation and certification; • Provide assistance in the employee’s claiming of UIF and any other assistance if required; • Provision of financial planning assistance with regards to retrenchment packages, pensions
and/or provident funds etc. to ensure if necessary, the appropriate utilization and/or preservation of finance following retrenchment.
d. Post-Closure planning
Management strategies for the post-closure period will also be developed with the MCLF within the closure planning process. Strategies that avoid dependency amongst the social intervention beneficiaries and promote independence amongst individuals and businesses in the community will be developed to ensure post-closure sustainability. On-going consultation and advisory roles potentially facilitated through the MCLF will be utilized to ensure that the programmes and plans continue to deliver sustainable and effective benefits. The continued contribution and on-going management role of local government and traditional leadership in this respect will be essential in this post-closure management process.
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Financial Provision
SECTION 5
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
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SECTION 5
5.1 FINANCIAL PROVISION
5.1.1 OVERVIEW In terms of Section 23(1) (e) “The Minister must grant a mining right if the applicant has provided financially and otherwise for the prescribed social and labour plan.” This section intends to outline the manner in which Impala Platinum Limited aims to provide financially for each component of the Social & Labour Plan during the life of the mine. However it should be noted that these assumptions are based on current business plans at Impala Platinum Limited and the associated market and economic conditions surrounding the operations. Where changes in these assumptions are required, they will be reported on in the Annual SLP Report. Table 5.1 summarizes the financial provisions for Impala Platinum Limited’s SLP for the next five (5) years in respect of each section of the plan based on the five (5) year business plan.
Table 5.1: Summary of Financial Provisions for Key Elements of Impala Platinum Limited’s
SLP for Five (5) Years
5.1.2 FINANCIAL PROVISION FOR HUMAN RESOURCE DEVELOPMENT PROGRAMMES Impala Platinum Limited is currently spending approximately five percent (5%) of wage bill per annum on training and development of its current workforce. Table 5.2: Summary of Human Resource Development Budget Breakdown
Category 2014 2015 2016 2017 2018 Human Resource Development Programmes (Section 2) *
5% 5% 5% 5% 5%
R 294,000,000 R 311,640,000 R 330,338,400 R 350,158,704 R 371,168,226 * The rand value is dependent on future wage settlement and employee numbers Financial provision for Human Resource Development programmes conducted on behalf of Impala Platinum Limited is estimated to be five per cent (5%) of wage bill per annum.
Category 2014 2015 2016 2017 2018 Total
Human Resource Development Programmes (Section 2)
R 294,000,000 R 311,640,000 R 330,338,400 R 350,158,704 R 371,168,226 R 1,657,305,330
Local Economic Development Programmes (Section 3)
R 449,052,063 R 100,900,000 R 133,300,000 R 374,681,904 R 384,495,806 R 1,442,429,773
Management of Downscaling (Section 4) R15.5m
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5.1.
3 F
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PR
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cono
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Dev
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men
t
Ben
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Org
aniz
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Pro
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nam
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2014
FY
2015
FY
2016
FY
2017
FY
2018
To
tal
Ent
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ise
Dev
elop
men
t SM
ME
Dev
elop
men
t R
2,2
66,2
30
R 2
,000
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R
2,0
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R 4
,000
,000
R
9,7
33,7
70
R 2
0,00
0,00
0 To
tal E
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pris
e D
evel
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R 2
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,230
R
2,0
00,0
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R 2
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R
4,0
00,0
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R 6
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R
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R 8
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94,7
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0,00
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3,55
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9,77
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Ben
efic
iary
Org
aniz
atio
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Pro
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nam
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2014
FY
2015
FY
2016
FY
2017
FY
2018
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000,
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0,00
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- R
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0,00
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00,0
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35,0
00,0
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10,0
00,0
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0 R
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R 6
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0 R
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,620
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R
100
,900
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R
133
,300
,000
R
374
,681
,904
R
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,495
,806
R
1,4
42,4
29,7
73
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5.1.4 FINANCIAL PROVISION FOR THE MANAGEMENT OF DOWNSCALING & RETRENCHMENT Finance for the on-going core business training which facilitates mine-related portable skills training programmes (Section 2.2.5) will be provided from the annual Human Resources Development Budget for training and skills development at Impala Platinum Limited based on the skills required within the workforce on an annual basis and in line with the business plan. In addition, as noted in Section 2.2.5, the mine will provide finance for non-mining related portable skills through a Portable Skills Fund of R15,5 million at the time of retrenchment. At times of retrenchment, a minimum of two (2) days additional training will be allocated to each employee in order to facilitate the supply of the additional retrenchment management services undertaken by the mine as outlined in Section 4 of this document. These services may include counseling and access to career advice, job centers and registration as a job seeker for example and will be additional to the portable skills training to be offered to employees at times of retrenchment. This cost will be borne by Impala Platinum Limited through their SLP budget. This will take place over and above the retrenchment packages which will be developed in line with current legislation on retrenchment and through negotiations with the relevant employee representative bodies and/or unions as required.
139
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SECTION 6
Undertaking
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
140 134
SECTION 6
6.1 STATEMENT OF UNDERTAKING
I, ____________________________________________ the undersigned and duly authorized thereto
by ______________________________________________ (Company) undertake to adhere to the
information, requirements, commitments and conditions as set out in the social and labour plan.
Signed at ______________________ on this________ day of ______________20 ______
Signature of responsible person________________________________________________
Designation _______________________________________________________________
Contact Details ____________________________________________________________
Approved
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Programme for Communication of SLP with employees and stakeholders
Figure 6.1 below outlines the various structures through which the Impala Platinum Limited SLP will be communicated. With regards to areas of common interest to all Unions, the Plenary will serve as the mechanism for communication. In addition to these communication structures, the management briefs issued to all employees, as well as the Impala Platinum Limited bi-monthly newsletter, ‘Team Spirit’, will be utilized to communicate the Impala Platinum Limited SLP.
141
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
135
Figure 6.1: Organisational Structures to be used for Communication of Impala Platinum Limited SLP
JOINT BRANCH COMMITTEES
JOINT FORUM
EMPLOYEE REPRESENTATIVES
HOUSING FORUM RESIDENTS
COMMITTEE
TRANSFORMATION COMMITTEE
SHAFT/SECTION COMMITTEE
SKILLS DEVELOPMENT COMMITTEE
EMPLOYEE REPRESENTATIVES +
MANAGEMENT
143
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Location of Impala Rustenburg Operations
APPENDIX A
145
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Form Q
APPENDIX b
The number and education levels of:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
146
139
FOR
M Q
: IM
PALA
PLA
TIN
UM
LIM
ITED
HEA
D O
FFIC
E
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
Afr
ican
C
olou
red
Indi
an
Whi
te
Afr
ican
C
olou
red
Indi
an
Whi
te
Mal
e Fe
mal
e G
ener
al
Educ
atio
n an
d Tr
aini
ng (G
ET)
1
No
Scho
olin
g/U
nkno
wn
2 0
0 8
3 0
0 4
10
7 G
rade
0/P
re
0 0
0 0
0 0
0 0
0 0
Gra
de 1
/Sub
A
0 0
0 0
0 0
0 0
0 0
Gra
de 2
/Sub
B
0 0
0 0
0 0
0 0
0 0
Gra
de 3
/Std
1/A
BET
1 0
0 0
0 0
0 0
0 0
0 G
rade
4/S
td 2
0
0 0
0 0
0 0
0 0
0 G
rade
5/s
td3/
ABET
2
0 0
0 0
0 0
0 0
0 0
Gra
de 6
/Std
4
0 0
0 0
0 0
0 0
0 0
Gra
de7/
Std
5 AB
ET 3
0
0 0
0 0
0 0
0 0
0 G
rade
8/S
td 6
0
0 0
0 0
0 0
0 0
0 G
rade
9/S
td 7
/ABE
T 4/
NQ
F Le
v.1
0 0
0 0
0 0
0 0
0 0
Furth
er
Educ
atio
n an
d Tr
aini
ng (F
ET)
2 G
rade
10/
Std
8/N
1 0
0 0
0 0
0 0
0 0
0 3
Gra
de 1
1/St
d 9/
N2
0 0
0 0
0 0
0 0
0 0
4 G
rade
12/
Std
10/N
3 0
1 0
3 2
0 0
4 4
6 H
ighe
r Ed
ucat
ion
and
Trai
ning
(HET
) 5
Hig
her C
ertif
icat
es /
Adv
NC
V 0
0 0
1 0
0 0
0 1
0 6
Dip
lom
as /
Adv
Cer
tific
ates
3
0 2
1
0 0
0 5
1
7 Ba
chel
or D
egre
e / A
dv
Dip
lom
as
6 0
1 1
2 0
6
8 8
8 H
ighe
r / H
ons
/ Deg
rees
/ Pr
of Q
ual
0 1
0 10
3
0 1
4 11
8
9 M
aste
r Deg
ree
1 0
0 6
1 0
3 0
7 4
10
Doc
tora
tes
0 0
0 0
0 0
0 0
0 0
TOTA
L 12
2
3 29
12
0
4 18
46
34
147
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
140
FOR
M Q
: IM
PALA
PLA
TIN
UM
LIM
ITED
RU
STEN
BU
RG
OPE
RAT
ION
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
Afr
ica
n C
olou
red
Indi
an
Whi
te
Afr
ica
n C
olou
red
Indi
an
Whi
te
Mal
e Fe
mal
e
Gen
eral
Ed
ucat
ion
and
Trai
ning
(GET
) 1
No
Scho
olin
g/U
nkno
wn
838
7 1
126
151
1 0
10
972
162
Gra
de 0
/Pre
48
7 0
0 1
12
0 0
0 48
8 12
G
rade
1/S
ub A
47
0
0 0
0 0
0 0
47
0 G
rade
2/S
ub B
34
0
0 0
1 0
0 0
34
1 G
rade
3/S
td 1
/ABE
T 1
967
0 0
0 4
0 0
0 96
7 4
Gra
de 4
/Std
2
933
0 0
0 3
0 0
0 93
3 3
Gra
de 5
/std
3/AB
ET 2
10
57
1 0
1 2
0 0
0 10
59
2 G
rade
6/S
td 4
16
02
2 0
0 5
0 0
0 16
04
5 G
rade
7/St
d 5
ABET
3
2687
1
0 80
31
0
2 12
27
68
45
Gra
de 8
/Std
6
3496
1
0 4
28
0 0
0 35
01
28
Gra
de 9
/Std
7/A
BET
4/N
QF
Lev.
1 29
89
1 0
5 47
0
0 0
2995
47
Fu
rther
Ed
ucat
ion
and
Trai
ning
(FET
)
2 G
rade
10/
Std
8/N
1 18
49
2 0
71
86
0 0
4 19
22
90
3 G
rade
11/
Std
9/N
2 33
48
6 0
187
270
1 0
2 35
41
273
4 G
rade
12/
Std
10/N
3 69
06
27
3 55
5 18
67
7 2
68
7491
19
44
Hig
her
Educ
atio
n an
d Tr
aini
ng (H
ET)
5 H
ighe
r Cer
tific
ates
/ Ad
v N
CV
251
1 1
38
74
2 0
4 29
1 80
6
Dip
lom
as /
Adv
Cer
tific
ates
14
5 1
3 38
15
1 0
0 7
187
158
7 Ba
chel
or D
egre
es /
Adv
Dip
lom
as
89
3 1
39
56
1 0
19
132
76
8 H
ighe
r / H
ons
/ Deg
rees
/ Pr
of
Qua
l 40
0
4 39
21
0
2 13
83
36
9
Mas
ter D
egre
e 4
0 2
7 1
0 0
3 13
4
10
Doc
tora
tes
0 0
0 0
0 0
0 0
0 0
TOTA
L 27
769
53
15
1191
28
10
12
6 14
2 29
028
2970
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
148
141
FOR
M Q
: IM
PALA
PLA
TIN
UM
LIM
ITED
REF
INER
IES
OPE
RAT
ION
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
Afr
ican
C
olou
red
Indi
an
Whi
te
Afr
ican
C
olou
red
Indi
an
Whi
te
Mal
e Fe
mal
e G
ener
al
Educ
atio
n an
d Tr
aini
ng (G
ET)
1
No
Scho
olin
g/U
nkno
wn
30
0 0
0 3
0 0
0 30
3
Gra
de 0
/Pre
0
0 0
0 0
0 0
0 0
0 G
rade
1/S
ub A
0
0 0
0 0
0 0
0 0
0 G
rade
2/S
ub B
0
0 0
0 0
0 0
0 0
0 G
rade
3/S
td 1
/ABE
T 1
21
0 0
0 0
0 0
0 21
0
Gra
de 4
/Std
2
0 0
0 0
0 0
0 0
0 0
Gra
de 5
/std
3/AB
ET 2
10
0
0 0
0 0
0 0
10
0 G
rade
6/S
td 4
0
0 0
0 0
0 0
0 0
0 G
rade
7/St
d 5
ABET
3
69
0 0
0 4
0 0
0 69
4
Gra
de 8
/Std
6
0 0
0 0
0 0
0 0
0 0
Gra
de 9
/Std
7/A
BET
4/N
QF
Lev.
1 53
0
0 0
1 0
0 0
53
1 Fu
rther
Edu
catio
n an
d Tr
aini
ng
(FET
)
2 G
rade
10/
Std
8/N
1 8
0 0
38
2 0
0 1
46
3 3
Gra
de 1
1/St
d 9/
N2
46
0 0
7 1
0 0
0 53
1
4 G
rade
12/
Std
10/N
3 27
7 1
5 51
97
0
0 27
33
4 12
4 H
ighe
r Edu
catio
n an
d Tr
aini
ng
(HET
) 5
Hig
her C
ertif
icat
es /
Adv
NC
V 31
0
1 9
9 0
1 2
41
12
6 D
iplo
mas
/ Ad
v C
ertif
icat
es
19
0 0
0 10
0
0 1
19
11
7 Ba
chel
ors
Deg
res
/ Adv
D
iplo
mas
12
1
3 34
12
1
1 12
50
26
8 H
ighe
r / H
ons
/ Deg
rees
/ Pr
of Q
ual
8 0
6 26
5
0 0
10
40
15
9 M
aste
r Deg
ree
5 0
1 7
1 0
1 0
13
2 10
D
octo
rate
s 2
0 0
4 0
0 1
0 6
1 TO
TAL
591
2 16
17
6 14
5 1
4 53
78
5 20
3
149
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Form R
APPENDIX C
Hard to fill vacancies for:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
150 143
FORM R: IMPALA PLATINUM LIMITED HEAD OFFICE
Occupational Level
Job title of
vacancy
Main reason for
being unable to fill
the vacancy
Top Management
No hard to fill vacancies
Senior Management
No hard to fill vacancies
Professionally qualified
and experienced
specialists and mid-
management
No hard to fill vacancies
Skilled technical and
academically qualified
workers, junior
management,
supervisors, foreman and
superintendents
No hard to fill vacancies
Semi-skilled and
discretionary decision-
making
No hard to fill vacancies
Unskilled and defined
decision-making
No hard to fill vacancies
151
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
144
FORM R: IMPALA PLATINUM LIMITED RUSTEBURG OPERATIONS
Occupational Level Job title of vacancy
Main reason for
being unable to fill
the vacancy
Top Management No hard to fill vacancies
Senior Management No hard to fill vacancies
Professionally qualified
and experienced
specialists and mid-
management
No hard to fill vacancies
Skilled technical and
academically qualified
workers, junior
management,
supervisors, foreman
and superintendents
No hard to fill vacancies
No hard to fill vacancies
Semi-skilled and
discretionary decision-
making
No hard to fill vacancies
Unskilled and defined
decision-making No hard to fill vacancies
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
152 145
FORM R: IMPALA PLATINUM LIMITED REFINERIES OPERATIONS
Occupational Level
Job title of
vacancy
Main reason for
being unable to fill
the vacancy
Top Management
No hard to fill vacancies
Senior Management
No hard to fill vacancies
Professionally qualified
and experienced
specialists and mid-
management
No hard to fill vacancies
Skilled technical and
academically qualified
workers, junior
management,
supervisors, foreman and
superintendents
No hard to fill vacancies
Semi-skilled and
discretionary decision-
making
No hard to fill vacancies
Unskilled and defined
decision-making
No hard to fill vacancies
153
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
Form S
APPENDIX D
Employment Equity Statistics for:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
154
147
FOR
M S
: IM
PALA
PLA
TIN
UM
LIM
ITE
D H
EA
D O
FFIC
E
M
ale
Fem
ale
Fore
ign
Nat
iona
ls
TOTA
L O
CC
UPA
TIO
NA
L LE
VEL
A
C
I W
A
C
I
W
Male
Female
Top
man
agem
ent
0 0
0 2
0 0
0 1
0 0
3
Seni
or m
anag
emen
t 3
1 0
12
1 0
2 3
2 0
24
Prof
essi
onal
ly q
ualif
ied
and
expe
rienc
ed s
peci
alis
ts a
nd m
id-
man
agem
ent
6 1
1 11
3
0 2
6 0
0 30
Skille
d te
chni
cal a
nd a
cade
mic
ally
qu
alifi
ed w
orke
rs ju
nior
man
agem
ent
supe
rvis
ors
fore
men
and
su
perin
tend
ents
3 0
2 1
3 0
0 5
0 0
14
Sem
i-ski
lled
and
disc
retio
nary
de
cisi
on m
akin
g 0
0 0
1 2
0 0
4 0
0 7
Uns
kille
d an
d de
fined
dec
isio
n m
akin
g
0 0
0 0
2 0
0 0
0 0
2
TOTA
L
12
2 3
27
11
0 4
19
2 0
80
155
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
148
FOR
M S
: IM
PALA
PLA
TIN
UM
LIM
ITE
D R
US
TEN
BU
RG
OP
ER
ATI
ON
S
M
ale
Fem
ale
Fore
ign
Nat
iona
ls
TOTA
L O
CC
UPA
TIO
NA
L LE
VELS
A
C
I
W
A
C
I W
Male
Female
Top
man
agem
ent
0 0
0 0
0 0
0 0
1 0
1
Seni
or m
anag
emen
t 13
0
2 48
5
0 0
2 2
0 72
Prof
essi
onal
ly q
ualif
ied
and
expe
rienc
ed s
peci
alis
ts a
nd m
id-
man
agem
ent
139
3 11
24
1 28
0
3 48
9
0 48
2
Skille
d te
chni
cal a
nd
acad
emic
ally
qua
lifie
d w
orke
rs
juni
or m
anag
emen
t sup
ervi
sors
fo
rem
en a
nd s
uper
inte
nden
ts
2695
25
2
746
399
4 3
81
311
2 42
68
Sem
i-ski
lled
and
disc
retio
nary
de
cisi
on m
akin
g
7660
10
0
122
712
3 0
11
1887
5
1041
0
Uns
kille
d an
d de
fined
dec
isio
n m
akin
g 13
012
14
0 20
16
38
4 0
0 20
55
22
1676
5
TOTA
L
2351
9 52
15
11
77
2782
11
6
142
4265
29
31
998
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
156
149
FOR
M S
: IM
PALA
PLA
TIN
UM
LIM
ITE
D R
EFI
NE
RIE
S O
PE
RA
TIO
NS
M
ale
Fem
ale
Fore
ign
Nat
iona
ls
Tota
l O
CC
UPA
TIO
NA
L LE
VELS
A
C
I
W
A
C
I W
Male
Female
Top
man
agem
ent
0 0
0 0
0 0
0 0
0 0
0
Seni
or m
anag
emen
t 1
0 1
3 1
0 0
1 3
0 10
Prof
essi
onal
ly q
ualif
ied
and
expe
rienc
ed s
peci
alis
ts a
nd m
id-
man
agem
ent
14
0 5
31
11
1 4
10
8 1
85
Skille
d te
chni
cal a
nd a
cade
mic
ally
qu
alifi
ed w
orke
rs ju
nior
man
agem
ent
supe
rvis
ors
fore
men
and
su
perin
tend
ents
146
2 4
107
36
1 0
21
3 0
320
Sem
i-ski
lled
and
disc
retio
nary
de
cisi
on m
akin
g 42
2 1
3 28
97
0
0 16
6
0 57
3
Uns
kille
d an
d de
fined
dec
isio
n m
akin
g
0 0
0 0
0 0
0 0
0 0
0
TOTA
L
583
3 13
16
9 14
5 2
4 48
20
1
988
157
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
Career Development Paths at Impala Rustenburg Operations
and Impala Refineries
APPENDIX E
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
158
151
Car
eer
Path
Trai
ning
Pro
gram
me
Min
imum
Req
uire
men
tsE
DP
Min
ing
Eng
inee
ring
Dip
lom
a/D
egre
eM
ine
Man
ager
s Ti
cket
Min
e O
vers
eer T
icke
tP
erm
anen
t Bla
stin
g Ti
cket
SM
DP
5 Y
rs. E
xper
ienc
e a
s M
ine
Man
ager
MB
A/M
BL
Min
ing
Eng
inee
ring
Dip
lom
a/ D
egre
eM
ine
Man
ager
s Ti
cket
Min
e O
vers
eer T
icke
tP
erm
anen
t Bla
stin
g Ti
cket
M
MD
P5
Yrs
exp
erie
nce
as
Min
e O
vers
eer
MM
C
STD
10/
Gra
de 1
2 ( M
aths
& s
cien
ce)
Min
e O
vers
eer C
ertif
icat
e
IMD
PP
erm
anen
t Bla
stin
g Ti
cket
/ L
evel
3 q
ualli
ficat
ion
NQ
F Le
vel 5
M/O
Qua
lific
atio
n /C
ertif
icat
e3
Yrs
exp
erei
cenc
e a
s S
hift
Sup
ervis
or18
Mon
ths
Gra
de 1
2/ G
rade
10
(Mat
hs)
Per
man
ent B
last
ing
Tick
et/ L
evel
3 q
ualli
ficat
ion
MQ
A L
ev 4
Roc
kbre
aker
Qua
lific
atio
nM
ust h
ave
com
plet
ed L
MO
Tra
inin
g / S
/Sup
evis
oPro
gram
me
15
Mon
ths
5 Y
rs e
xp a
s a
Min
er
Gra
de 1
2 (P
refe
rred)
Car
eer P
rogr
essi
on
Impa
la P
rogr
amm
eFL
C/ N
QF
1 / A
BE
T 4
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159
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
152
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
160
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
154
Ca
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
162
155
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me
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163
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
156
Ca
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qu
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ager
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perie
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.
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allu
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gra
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ects
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logy
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k En
gine
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Safe
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ffic
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/Eng
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or/
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n /
Shaf
t F/m
an
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ject
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mee
ting
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try
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irem
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
164
157
Care
er P
ath
Trai
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tera
l/ Cro
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reer
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ma/ D
egre
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ma/ D
egre
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ears
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rato
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xper
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ears
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hs &
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alys
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omat
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uate
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uctio
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ruct
or/
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n /
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ject t
o m
eetin
g m
inim
um
entry
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quire
men
ts
165
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
158
Car
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hT
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gra
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inim
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om C
ert i
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ock
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aths
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ach
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eral
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ve
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CK
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AT
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ck E
ng
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ng
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ock
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g
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ice
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ture
s fo
r C
OM
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k M
ech
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t, JM
DP
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ck E
ng
ine
eri
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age
r
Gro
up
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ck E
ng
ine
eri
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M
anag
er
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Ope
ratio
ns P
roje
cts
Saf
ety
Prod
uctio
n
Sub
ject
to m
eetin
g
min
imum
ent
ry
requ
irem
ents
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
166
159
Ca
ree
r P
ath
Tra
inin
g P
rog
ram
eM
inim
um
Re
qu
ire
me
nts
SM
DP
/ED
PH
on
ors
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ree (
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F 8
)
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an
ce f
or
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inan
cia
l M
an
ag
er
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Years
exp
eri
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ce in
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l O
pera
tio
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R is e
ssen
tial;
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ce f
or
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an
ag
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try L
evel S
kille
d
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tan
t G
rad
e 1
2 (
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) an
d S
tud
yin
g t
ow
ard
s a
m
in o
f 1yr
HR
qu
alifi
cati
on
is e
ssen
tial.
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ree/D
iplo
ma is d
esir
ab
le.
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de 1
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) an
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tud
yin
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ow
ard
s a
m
in o
f 1yr
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qu
alifi
cati
on
is e
ssen
tial;
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ears
exp
eri
en
ce a
s H
R A
ssis
tan
t(E
ss);
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eg
ree/D
iplo
ma is d
esir
ab
le.
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de 1
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F 4
) an
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tud
yin
g t
ow
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in o
f 1yr
HR
qu
alifi
cati
on
is e
ssen
tial;
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Years
exp
eri
en
ce in
HR
(E
ss);
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eg
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iplo
ma is d
esir
ab
le.
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de 1
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min
of
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ualifi
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d S
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ow
ard
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R
Deg
ree o
r D
ipla
ma is e
ssen
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Years
exp
eri
en
ce in
HR
(E
ss).
D
eg
ree/D
iplo
ma is d
esir
ab
le.
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P
Deg
ree o
r D
iplo
ma in
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or
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ted
fie
ld
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/7)
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ssen
tial;
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ears
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eri
en
ce in
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ss.)
Deg
ree o
r D
iplo
ma in
HR
or
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ted
fie
ld
(NQ
F 6
/7)
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ssen
tial;
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ears
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eri
en
ce in
HR
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ss)
IMD
P/M
MD
P
HR
Man
ag
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Technical Skills
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RE
ER
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- D
RA
FT
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tera
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ros
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du
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ve
lManagement
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peri
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t /
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R O
ffic
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icer
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lom
ate/
G
radu
ate
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ects
HSE
Safe
ty O
ffice
r
HRD
/Eng
Inst
ruct
or/
Tech
Trai
n /
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t F/m
an
Subj
ect t
o m
eetin
g
min
imum
en
try
requ
irem
ents
Dev
elop
men
t Pat
h
167
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
160
Car
eer
Pat
hT
rain
ing
Pro
gra
mm
eM
inim
um
Req
uir
emen
ts
SM
DP/
EDP
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ree
or D
iplo
ma
and
( M
MC
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GC
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chin
ical
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nce
for
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anci
al M
anag
er10
yea
rs e
xper
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eral
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R/H
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ratio
ns (
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ing
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ning
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trai
ning
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SM
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ree/
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lom
a
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nce
for
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-Fin
anci
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ears
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erie
nce
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RD
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ing
/Eng
inee
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iplo
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or
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r
MM
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stud
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/ 4-
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year
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uper
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elL
ater
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ross
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al T
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ree
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ert.
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rs
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en
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ch
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ears
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ld
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Tech
nica
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late
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ld
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Tech
nica
l re
late
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ld
Subb
ject
to
mee
ting
min
imum
ent
ry
requ
irem
ents
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
168
161
Care
er
Path
Tra
inin
g P
rog
ram
me
Min
imu
m R
eq
uir
em
en
ts
SM
DP
/ED
PH
onuo
rs D
egre
e
Fina
nce
for N
on-F
inan
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ager
10 y
ears
exp
erie
nce
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ener
al O
pera
tiona
l HR
/HR
D
MM
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Deg
ree/
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lom
a in
HR
/HR
D
Fina
nce
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on-F
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ager
s4+
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rs e
xper
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e in
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ratio
nal F
ield
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egre
e/ D
iplo
ma
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anta
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ET
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r T
ech
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ree
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iplo
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t. in
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r ETD
/ 1-3
yrs
wor
king
exp
erie
nce
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E P
rin
cip
al
/ A
dm
in S
up
v.
/
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inin
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AR
EE
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AT
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ral/ C
ross-F
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ve
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an
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cil
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rk-T
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rk -
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rain
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omat
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adua
te
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late
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ld
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late
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ld
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late
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ld
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nica
l fie
ld Subb
ject
to
mee
ting
min
imum
ent
ry
requ
irem
ents
169
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
162
Ca
ree
r P
ath
Tra
inin
g P
rog
ram
me
Min
imu
m R
eq
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ss
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inin
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t
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ip/D
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SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
170
163
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e Su
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ertif
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icat
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e
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gnis
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171
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
164
Adva
nced
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ation
Cer
tifica
tePr
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ade
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ubjec
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ailab
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ator
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ses
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ogra
msSe
nior
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ed V
aluati
on C
ertifi
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ator
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f Mine
sPr
omot
ions
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terna
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rovid
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nd o
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AEle
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aluati
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ertifi
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-Qua
lifica
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eetra
ining
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ram
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aths &
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nce
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ond
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d 12 G
ener
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ator
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lper
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irem
ents
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ral C
aree
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aree
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REER
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Equiv
alent
quali
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ram
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Lev
el
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-8
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ner
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rveyo
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ner
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yor G
r.2
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Subb
ject t
o m
eetin
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inim
um en
try
requ
ireme
nts
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
172
165
Ide
al
Ca
ree
r M
ove
Tra
inin
g P
rog
ram
Min
imu
m R
eq
uir
em
en
ts
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DP
Cer
tific
ate
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ine
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ironm
enta
l Con
trol
Gro
up
Ve
nti
lati
on
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ropr
iate
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" C
ours
esM
embe
rshi
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e V
entil
atio
n S
ocie
ty
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na
ge
r5
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rs e
xper
ince
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hief
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t. O
ffice
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ears
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tilat
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agem
ent
expe
rienc
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t de
gree
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oma
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anta
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nti
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tific
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ine
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ironm
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na
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ppro
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rses
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bers
hip
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ine
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tilat
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rs E
xper
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t O
ffice
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ief
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nti
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uper
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e V
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ropr
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ours
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rs V
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perie
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ears
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nce
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gree
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anta
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icro
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acka
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ropr
iate
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ours
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e V
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ears
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tilat
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nio
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rs S
uper
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xper
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)
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rmed
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ffice
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kage
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term
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te C
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e E
nviro
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ontr
ol
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iate
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ours
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e V
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aths
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ence
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rs E
xper
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pute
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ar in
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se t
rain
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aths
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ence
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inim
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ymbo
l C)
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iate
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bers
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he M
ine
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M M
EC
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ctic
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nce
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entil
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nviro
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t (R
ecom
men
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n.G
an
g L
ea
de
rG
rade
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/ S
td.
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ecom
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v. G
an
g L
ea
de
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xper
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e ga
ined
on
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viro
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en
tal
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lpe
r G
rade
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/ S
td.
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vel 4
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ecom
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Sa
nit
ati
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Att
en
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nt
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erie
nce
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ed o
n th
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b
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nit
ati
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lpe
r
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Ve
nti
lati
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B1-B2V
EN
TIL
AT
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RE
ER
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TH
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tiona
l
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elL
ate
ral/
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ss-
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nct
ion
al
Ca
ree
r M
ove
E1 D3
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nica
l Tr
aine
rSa
fety
O
ffic
er
•Sub
ject
to
mee
ting
min
imum
ent
ry
requ
irem
ents
Gra
duat
e
Trai
nee
173
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
166
Surv
eyCO
M D
raug
htin
g Ce
rtific
ate
Drau
ghtin
gIM
DPA
dmin
istra
tor s
kills
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inis
trat
orG
rd.1
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aths
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cien
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ine
wid
e)
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orEx
tern
alCO
M D
raug
htin
g Ce
rtific
ate
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eyCo
urse
sG
rd.1
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aths
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cien
ce
Prom
otio
nsDr
augh
tspe
rson
&(S
haft
base
d)
depe
nd o
n:Tr
aini
ng
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lific
atio
nsPr
ogra
mm
es
- S
kills
leve
lsSu
rvey
Mic
rost
atio
n Ce
rtific
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Drau
ghts
pers
onCh
ambe
r of M
ines
CADS
Min
e Ce
rtific
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.12
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hs &
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ence
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ouse
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eral
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ral C
aree
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evel
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imum
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ents
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otio
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GHTI
NG C
AREE
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TH
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ath
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ning
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gram
me
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ect t
o m
eetin
g
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imum
ent
ry
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irem
ents
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or M
ine P
lann
er
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or M
ine P
lann
er
Trai
nee S
urve
yor
Equiv
alent
quali
ficati
ons
willb
e re
cogn
ised
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
174
167
Trai
ning
Pro
gram
me
(Rec
omm
ende
d)
SMDP
BSc.
(Hon
ours
) Deg
ree
in G
eolo
gy
Man
ager
Geo
logy
Satis
fact
ory
man
dato
ry fi
eld
in
Min
imum
of 8
yea
rs g
eolo
gy e
xper
ienc
e &
4 yr
s. Im
pala
exp
.tra
inin
g m
atrix
Regi
stra
tion
as P
rofe
ssio
nal S
cien
tist,S
ACN
ASP
Mem
ber o
f Geo
logi
cal s
ocie
ty o
f Sou
th A
fric
a,G
SSA
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BSc.
(Hon
ours
) Deg
ree
in G
eolo
gy
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ogy
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ager
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fact
ory
man
dato
ry fi
eld
in
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imum
of 7
yea
rs g
eolo
gy e
xper
ienc
e &
3 yr
s Im
pala
exp
train
ing
mat
rixRe
gist
ratio
n as
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fess
iona
l Sci
entis
t,SA
CNA
SP
Mem
ber o
f Geo
logi
cal s
ocie
ty o
f Sou
th A
fric
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c.(H
onou
rs) D
egre
e in
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logy
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or G
eolo
gist
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fact
ory
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eld
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rs g
eolo
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xper
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mat
rixRe
gist
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l Sci
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/MM
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onou
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atio
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eolo
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man
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rs m
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urs
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eeGr
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gram
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duat
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posu
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rogr
am
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degr
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duat
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pmen
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gram
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n St
ream
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e Co
ntro
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form
al
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12
Mat
hs &
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ence
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rver
basi
c ge
olog
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ping
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c Sa
mpl
ing
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ficat
eM
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usin
ess
need
s,Re
leva
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xper
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e
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ner
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rmal
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de 1
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aths
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cien
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e Co
ntro
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sic
geol
ogic
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appi
ngUn
derg
roun
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inin
g ex
perie
nce
is e
ssen
tial
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rver
Basi
c sa
mpl
ing
certi
ficat
e
Shaf
t bar
rel
GEOL
OGY
CARE
ER P
ATH
Car
eer p
ath
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imum
requ
irem
ents
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ral C
aree
r Mov
e L
evel
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ogy A
ssis
tant
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ion
Valu
ator
&
Valu
ator
Grad
e Of
ficer
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tatis
ticia
n
Geol
ogy G
radu
ate
Geos
tatis
tics
Man
ager
Subj
ectt
om
eetin
gal
lent
ryre
quire
men
ts
175
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
168
Care
er p
ath
Trai
ning
Pro
gram
me
SMDP
SMDP
MDP
MMDP
Grad
e 1
2 w
ith M
aths
& S
cienc
e - M
QA L
ev. 4
IMDP
2 ye
ars
expe
rienc
e in
Minin
g/ S
haft
envir
onme
ntSe
lectio
n, In
terv
iew a
nd A
ptitu
de te
st
Regis
tratio
n w
ith S
ACNA
SP, P
LATO
or E
CSA
Degr
ee, G
DE, (
MQA
Lev.
8)
Cham
ber o
f Mine
s Ad
vanc
e Ce
rtific
ate,
Mine
Ove
rsee
r Cer
tifica
te
6 ye
ars
Mine
Plan
ning
expe
rienc
eRe
gistra
tion
with
SAC
NASP
, PLA
TO a
nd S
AIMM
Degr
ee in
Geo
logy,
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Certi
ficat
e ( M
QA L
ev.5
)Ch
ambe
r of M
ine A
dvan
ce C
ertif
icate
, 4
to 6
yea
rs w
ork e
xper
ience
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ghtin
g Tic
ket
Tech
nica
l Man
ager
- Pla
nnin
g
Min
e Pl
anne
r
Juni
or M
ine
Plan
ner
Leve
l
Adva
nce
quali
ficat
ion in
Mine
ral R
esou
rces
(+) 1
0 Ye
ars
minin
g re
lated
exp
erien
ce
Terti
ary
quali
ficat
ion in
Mini
ng, G
eolog
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urve
y or
Mine
ral R
esou
rces
Adva
nce
quali
ficat
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ral R
esou
rces
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ars
minin
g re
lated
exp
erien
ce
Regis
tratio
n w
ith S
ACNA
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LATO
or E
CSA
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p Pl
anni
ng M
anag
er
Plan
ning
Man
ager
MIN
E PL
ANNI
NG C
AREE
R PA
TH
Min
imum
Req
uire
men
tsCr
oss-
Func
tiona
l Ca
reer
Mov
e
Terti
ary
quali
ficat
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ng, G
eolog
y, S
urve
y or
Mine
ral R
esou
rces
Subj
ect t
o m
eetin
g e
ntry
re
quire
men
ts
and
expe
rienc
e
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atio
nsPr
ojec
ts
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uctio
nGe
olog
ySu
rvey
Rock
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inee
ring
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atio
nsPr
ojec
ts
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
176
169
Idea
l Car
eer
Mo
veT
rain
ing
P
rog
ram
me
Min
imu
m R
equ
irem
ents
Cle
rica
lF
inan
ceIM
PIT
Deg
ree
+ ho
nour
s +
CIM
A/C
A q
ualif
icat
ion
3-4
yrs
of m
aneg
eria
l exp
erie
nce
Su
pe
rvis
or
Cle
rk
Ad
min
/Bill
ing
Se
nio
r A
cco
un
tan
tIM
P F
un
d
Man
age
rM
MD
P
Gra
de 1
2 w
ith M
aths
with
com
pute
r &
su
perv
isor
y sk
ills 4
-5 y
rs e
xper
ienc
e in
the
adm
in/b
illing
rol
e
Gra
de 1
2 w
ith M
aths
, Stu
dyin
g to
war
ds
Dip
lom
a/D
egre
e in
Fin
anci
al q
ualif
icat
ion,
2-3
yrs
in
a f
inan
cial
bac
kgro
und.
Gra
duat
e in
Fin
ance
with
2-3
yea
rs o
f m
anag
eria
l exp
erie
nce
IMD
PA
cco
un
tan
t
SM
DP,
MB
L/M
BA
IT A
dm
inis
trat
or
IMP
A
dm
inis
trat
or
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bto
rs A
dm
inis
trat
or
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ance
& A
dm
in M
anag
er
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de 1
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ith M
aths
, Stu
dyin
g to
war
ds
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lom
a/D
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e in
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anci
al q
ualif
icat
ion,
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yrs
in
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inan
cial
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kgro
und
with
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ervi
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perie
nce
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lom
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egre
e in
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ance
, 3-4
fin
anci
al
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rienc
e w
ith s
uper
viso
ry s
kills
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arm
acy
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rkG
rade
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with
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hem
atic
s or
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ount
ing
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rkA
dm
in/B
illin
g C
lerk
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de 1
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ith M
aths
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com
pute
r sk
ills
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de 1
2 w
ith M
aths
, Stu
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ds
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lom
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e in
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anci
al q
ualif
icat
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Ad
min
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up
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iso
r
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min
Su
pe
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or
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bto
rs &
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dit
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)
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ance
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rk
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DIC
AL
FIN
AN
CE
& A
DM
IN C
AR
EE
R P
AT
H
Lev
elL
ater
al/ C
ross
-Fu
nct
ion
al
Car
eer
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ve
IT -
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urem
ent
Inte
rnal
Aud
it,
Fina
nce,
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al
Acc
ount
ing,
Pr
ocur
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tSa
les
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dmin
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duat
e /
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lom
ate
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rnal
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it,
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nce,
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al
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ount
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ocur
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tSa
les
& A
dmin
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rnal
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it,
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nce,
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al
Acc
ount
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ocur
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tSa
les
& A
dmin
(R
efin
erie
s)M
anag
emen
t
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ncia
lA
ccou
ntin
g,
Inte
rnal
Aud
it
Trad
e A
ccou
nts
Payr
oll
177
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
170
Id
eal C
areer M
ove
Train
in
g
Pro
gram
me
Min
im
um
R
eq
uirem
en
ts
Oth
ers
Nu
rsin
gD
octo
r
Dip
lom
a in O
ccupational H
ealth (
OM
P O
nly
)
Nurs
ing D
iplo
ma/
Degre
eA
dva
nced first
Aid
tra
inin
gD
iplo
ma in C
linic
al N
urs
ing S
cie
nce A
dva
nta
ge
Dip
lom
a in N
urs
ing a
dm
inis
tration A
dva
nta
ge
7+
yrs
of w
ork
ing e
xperience
Dis
pensin
g c
ert
ific
ate
& R
egis
tration
with S
AN
C
Nurs
ing D
iplo
ma/
Degre
eA
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nced first
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tra
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lom
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linic
al N
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cie
nce A
dva
nta
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lom
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dm
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tration A
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nta
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yrs
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ork
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xperience
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pensin
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ert
ific
ate
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Degre
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xperience
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try L
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l S
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ssitant
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urse
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urse
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urse
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nio
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up
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pa
tio
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on
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179
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
Classification of Portable Skills
APPENDIX G
• Portable Skills Outside the Mining Sector• Portable Skills in Non-Mining Related Training Programmes
at times of Retrenchment/ Downscaling
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
180 191
Supervisory SkillsSemi skilled and discretionary decision making (Paterson B & A on special request)
Financial Life Skills
Unskilled and defined decision making Semi skilled and discretionary decision making (PatersoneA & B)
Basic Business Skills
Unskilled and defined decision making Semi skilled and discretionary decision making (PatersoneA & B)
Introduction to Basic Computers
Semi skilled and discretionary decision making (Paterson B & A on special request)
Supervisory & Business Training
A. Portable Outside the Mining Industry
181
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
192
B. Portable in Non-Mining Training Programmes at time of Retrenchment/Downscaling
Provider: Skills for Africa
Capacity Building, Productivity Business - and Personal/Life skillsCapacity Building for EnterpreneursBusiness Simulation for EnterpreneursProductivity Awareness ProgrammeFinancila Management SkillsBasic BookkeepingHow to Start Your own Business
Driver Operator ProgrammesTractor DriverTractor MaintenanceTractor Operator with ImplementsGas & Arc Welding on FarmsLight Vehicle MaitenanceTruck Driver - Economic Driving SkillsDriver License - Code 8, 10 & 14
AgricultureFencingIrrigation & FertilizationVegetable CultivationPruningPig/Sheep/Cattle RearingStore Keepiing
Provider: Everyone Can
Agricultural - National certificates (under NQF L1 & 2)Crops and GardeningSmall StockPoultry Production
Business Sk illsBasic Business SkillsSelling SkillesBusiness ManagementBookkeeping (Basic & Elementary)
SOCIAL AND LABOUR PLANResubmitted DocumentFebruary 2015
182 193
Provider: Skills for All
Skills ProgrammesAnimal ProductionPlant ProductionBusiness & ProductivityPersonal Life SkillsHousehold & Informal
Household & InformalHome CareSewing (machine)Preserving of Fruit & VegetablesCateringGarment MakingCandle Making
MechanicalTractor MaintenanceTruck MaintenanceWorkshop AssistantServicing Light VehiclesGas Welding / CuttingArc Welding utility itemsCO² WeldingFencingHandymanBasic Woodworking Skills
183
SUBMITTED DOCUMENTJune 2016
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
183
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
184
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
184Social and Labour Plan – Section 102 Application
2
Contents Introduction and Preamble .............................................................................................................185
1.5 Summary of Workforce at Impala Platinum Limited for contractors ...................................195
Human Resource Development .....................................................................................................197
2.1 Human Resource Development Programmes .......................................................................198
2.2 Skills Development Plan ...........................................................................................................199
2.3 Career Path Plan ........................................................................................................................214
Local Economic Development ........................................................................................................217
3.2.3 Planned Projects .................................................................................................................218
Financial provision ............................................................................................................................223
5.1.1 Overview ..............................................................................................................................224
5.1.2 Financial Provision for Human Resource Development Programmes ........................225
5.1.3 Financial Provision for local Economic Development ....................................................226
Undertaking .......................................................................................................................................229
6.1 Statement of Undertaking .........................................................................................................230
Appendix B ........................................................................................................................................231
FORM Q – THE NUMBER AND EDUCATION LEVELS OF: .........................................231
FORM Q: JIC MINING ..............................................................................................................232
FORM Q: NEWRAK MINING ..................................................................................................233
FORM Q: PLATCHRO MINING ..............................................................................................234
FORM Q: REAGETSWE MINING ..........................................................................................235
FORM Q: TRIPLE M MINING .................................................................................................236
Appendix G ........................................................................................................................................237
CLASSIFICATION OF PORTABLE SKILLS .............................................................................237
A. Portable Skills Outside the Mining Sector .........................................................................237
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
185
Introduction and Preamble
SECTION 1
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
186Social and Labour Plan – Section 102 Application
3
SECTION 1
INTRODUCTION AND PREAMBLE A Social and Labour Plan (SLP) is a prescribed requirement for every mining operation across South Africa to acquire and retain their mining right. The objectives of the SLP (section 41 of the Regulations) are to:
• Promote employment and advance the social and economic welfare of all South Africans; • Contribute to the transformation of the mining industry; • Ensure that holders of mining rights contribute towards the socio-economic development of the
areas in which they are operating.
An SLP must consider mine employees, core contractors, surrounding communities and key labour source areas. This section 102 application aims to address the SLP requirements with regards to the core contractors of Impala Platinum (Rustenburg operation) and it therefore contains the plans, targets and timeframes committed to by these contractors.
The MRPDA states in terms of Section 101 which refers to the need for the mining right holder to ensure that the contractors employed on the mine meet the provisions of the legislation. This clause is further supported by the Act’s definition of an employee, wherein anyone working at the mine must be covered by the SLP, regardless of who the employer is. The following companies were thus identified by Impala Platinum Limited as core business contractors:
Summary of Core Business Contracting Companies active on Impala Platinum Limited Rustenburg Operations
Name of Contractor
Service Provided to Impala Rustenburg Operations
Number of Employees at Rustenburg Operations
Company’s BEE Classification
(%)
1. JIC Mining Stoping, Development, Construction, Sweeping, Vamping, Support and Drop raise
353 26% (BE)
2. Newrak Stoping, Re-Development, Wire Mesh & Lace, Long Anchors, Drop Raise, Construction, Tramming.
1255 26% (BE)
3. Platchro Mining Construction work, Development, Secondary support, Ventilation seals, Chairlift operation and Drop raise.
336 30% (BE)
4. Reagetswe Mining
Developing, Secondary Support , Construction, Stoping, Sweeping Equipping, Winch Moves & Ventilation Construction
247 100% (BO)
5. Triple ‘M’ Developing, Stoping, Equipping, Winch Moves. 1520 26% (BE)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
187Social and Labour Plan – Section 102 Application
4
Table 1.4 (a) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg JIC Contractor
Male Female Foreign Nationals
Total OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 0 0 0 0 0 0 0 0 0 0 0
Senior management 0 0 0 0 0 0 0 0 0 0 0 Professionally qualified and experienced specialists and mid-management
1 1 0 3 0 0 0 0 0 0 4
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
10 0 0 5 1 0 0 1 6 0 22
Semi-skilled and discretionary decision making 17 0 0 0 2 0 0 0 53 0 72
Unskilled and defined decision making 73 0 0 0 0 0 0 0 181 0 254
TOTAL PERMANENT 101 1 0 8 2 0 0 1 240 0 353
Table 1.4 (b) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Newrak Mining Contractor
Male Female Foreign Nationals
Total OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 1 0 0 3 0 0 0 0 0 0 4*
Senior management 0 0 0 2 0 0 0 0 0 0 2*
Professionally qualified and experienced specialists and mid-management
1 0 0 5 0 0 0 0 0 0 6
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
70 0 0 52 0 0 0 0 0 0 122
Semi-skilled and discretionary decision making 414 0 0 0 6 0 0 0 261 0 681
Unskilled and defined decision making 425 0 0 0 5 0 0 0 10 0 440
TOTAL PERMANENT 911 0 0 62 11 0 0 0 271 0 1255 *Not reporting on Impala Platinum shafts
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
188Social and Labour Plan – Section 102 Application
5
Table 1.4 (c) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Platchro Mining Contractor
Male Female Foreign Nationals
Total OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 0 0 0 0 0 0 0 0 0 0 0
Senior management 0 0 0 1 0 0 0 0 0 0 1 Professionally qualified and experienced specialists and mid-management
0 0 0 4 0 0 0 0 0 0 4
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
15 0 0 9 0 0 0 0 16 0 40
Semi-skilled and discretionary decision making 71 0 0 0 16 0 0 2 76 0 165
Unskilled and defined decision making 98 2 0 0 18 0 0 0 8 0 126
TOTAL PERMANENT 184 2 0 14 34 0 0 2 100 0 336
Table 1.4 (d) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Reagetswe Mining Contractor
Male Female Foreign Nationals
Total OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 1 0 0 3 0 0 0 0 0 0 4
Senior management 9 0 0 0 0 0 0 0 0 0 9 Professionally qualified and experienced specialists and mid-management
27 0 0 0 0 0 0 0 0 0 27
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
1 0 0 0 1 0 0 0 0 0 2
Semi-skilled and discretionary decision making 0 0 0 0 2 0 0 0 0 0 2
Unskilled and defined decision making 193 0 0 0 10 0 0 0 0 0 203
TOTAL PERMANENT 231 0 0 3 13 0 0 0 0 0 247
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
189Social and Labour Plan – Section 102 Application
6
Table 1.4 (e) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Triple M Mining Contractor
Male Female Foreign Nationals
Total OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 1 0 0 1 0 0 0 0 0 0 2
Senior management 0 0 0 8 0 0 0 0 0 0 8 Professionally qualified and experienced specialists and mid-management
14 0 0 25 4 0 0 9 4 0 56
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
96 0 0 6 0 0 0 0 213 0 315
Semi-skilled and discretionary decision making 326 0 0 0 0 0 0 0 353 0 679
Unskilled and defined decision making 366 0 0 5 0 0 0 0 89 0 460
TOTAL PERMANENT 803 0 0 45 4 0 0 9 659 0 1520
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
190Social and Labour Plan – Section 102 Application
7
Table 1.5 (a): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – JIC Contractor
Labour Sending Area (Province/Country)
No. of Employees at Mine (Mine Personnel)
% of Employees per Labour Sending Area
Eastern Cape 4 Eastern Cape Total 4 1%
Free State 13
Free State Total 13 4%
Gauteng 9 Gauteng Total 9 3%
Kwa Zulu Natal 7
Kwa Zulu Natal Total 7 2%
Limpopo 5
Limpopo Total 5 1%
Mpumalanga 16 Mpumalanga Total 16 5%
North West 56 North West Total 56 16%
Lesotho 49
Lesotho Total 49 14%
Mozambique 186
Mozambique Total 186 53%
Swaziland 8
Swaziland Total 8 2%
TOTALS 353 100%
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
191Social and Labour Plan – Section 102 Application
8
Table 1.5 (b): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Newrak Mining Contractor
Labour Sending Area (Province/Country)
No. of Employees at Mine (Mine Personnel)
% of Employees per Labour Sending Area
Eastern Cape 573 Eastern Cape Total 573 46%
Free State 24 Free State Total 24 2%
Gauteng 32 Gauteng Total 32 3%
Kwa Zulu Natal 9 Kwa Zulu Natal Total 9 1%
North West 327 North West Total 327 26%
Northern Cape 1 Northern Cape Total 1 0%
Mpumalanga 17 Mpumalanga Total 17 1%
Limpopo 11 Limpopo Total 11 1%
Lesotho 106 LESOTHO Total 106 8%
Mozambique 150 MOzAMBIQUE Total 150 12%
Swaziland 5 SWAZILAND Total 5 0%
TOTALS 1255 100%
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
192Social and Labour Plan – Section 102 Application
9
Table 1.5 (c): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Platchro Mining Contractor
Labour Sending Area (Province/Country)
No. of Employees at Mine (Mine Personnel)
% of Employees per Labour Sending Area
Eastern Cape 72
Eastern Cape Total 72 21%
Free State 14
Free State Total 14 4%
Gauteng 62
Gauteng Total 62 18%
Kwa Zulu Natal 11 Kwa Zulu Natal Total 11 3%
Limpopo 4
Limpopo Total 4 1%
Mpumalanga 3
Mpumalanga Total 3 1%
North West 111
North West Total 111 33%
Lesotho 12 Lesotho Total 12 4%
Mozambique 46
Mozambique Total 46 14%
Swaziland 1
Swaziland Total 1 0%
TOTALS 336 100%
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
193Social and Labour Plan – Section 102 Application
10
Table 1.5 (d): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Reagetswe Mining Contractor
Labour Sending Area (Province/Country)
No. of Employees at Mine (Mine Personnel)
% of Employees per Labour Sending Area
Eastern Cape 27 Eastern Cape Total 27 11%
Free State 11
Free State Total 11 4%
Gauteng 16 Gauteng Total 16 6%
Limpopo 47 Limpopo Total 47 19%
North West 86 North West Total 86 35%
Lesotho 23
Lesotho Total 23 9%
Mozambique 37
Mozambique Total 37 15%
TOTALS 247 100%
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
194Social and Labour Plan – Section 102 Application
11
Table 1.5 (e): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Triple M Mining Contractor
Labour Sending Area (Province/Country)
No. of Employees at Mine (Mine Personnel)
% of Employees per Labour Sending Area
Eastern Cape 1
Eastern Cape Total 1 0%
Free State 9 Free State Total 9 1%
Gauteng 10
Gauteng Total 10 1%
North West 1497
North West Total 1497 98%
Swaziland 3
Swaziland Total 3 0%
TOTALS 1520 100%
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
195
Social and Labour Plan – Section 102 Application
12
1.5 SUMMARY OF WORKFORCE AT IMPALA PLATINUM LIMITED FOR CONTRACTORS
Table 1.11 (a): Occupational Distribution of Company Workforce at Impala Platinum Limited Contractor Totals
OCCUPATIONAL LEVEL
Afr
ican
Col
oure
d
Indi
an
Whi
te
Afr
ican
Col
oure
d
Indi
an
Whi
te
Mal
e
Fem
ale
Top management 3 0 0 7 0 0 0 0 0 0 10
Senior management 9 0 0 11 0 0 0 0 0 0 20
Professionally qualified and experienced specialists and mid-management
43 1 0 37 4 0 0 9 4 0 98
Skilled technical and academically qualified workers, junior management, supervisors, foremen, and superintendents
192 0 0 72 2 0 0 1 235 0 502
Semi-skilled and discretionary decision making
828 0 0 0 26 0 0 2 743 0 1599
Unskilled and defined decision making
1155 2 0 5 32 0 0 0 288 0 1482
TOTAL PERMANENT 2230 3 0 132 64 0 0 12 1270 0 3711
Male FemaleForeign
Nationals
Total
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
196Social and Labour Plan – Section 102 Application
13
Figure 1.3(a): Key Labour Sending Areas for Company Workforce at Impala Platinum Limited Contractor Totals
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
197
Human Resource Development
SECTION 2
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
198Social and Labour Plan – Section 102 Application
14
SECTION 2
HUMAN RESOURCE DEVELOPMENT
2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES
As it has been committed on the Social and Labour Plan document submitted to the DMR on 03rd March 2015 that Impala Rustenburg Operations undertakes to adhere to Section 101 of the MPRD Act by ensuring that all its permanent employees of the mine contractor’s employees will have access to Human Resource Development Programmes. The company has engaged with the main contractors at the operations; the timeframes and targets are as outlined below and progress will be reported in the Impala Platinum Limited’s SLP annual Reports.
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
199
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
15
2.2
SK
ILL
S D
EV
EL
OP
ME
NT
PL
AN
Tabl
e 2.
3 (a
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r A
BE
T tr
aini
ng N
ewra
k M
inin
g
Adu
lt B
asic
E
duca
tion
and
Trai
ning
(A
BE
T) L
evel
Bas
elin
e Li
tera
cy
Leve
l (re
f:
Form
Q) a
s at
Dec
20
14
Cou
rse
2014
20
15
2016
20
17
2018
To
tal
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
PR
E-A
BE
T
52%
PT
0 0
0 0
0 0
AB
ET
Leve
l 1
PT
0 0
5 5
5 15
AB
ET
Leve
l 2
PT
0 0
0 5
5 10
AB
ET
Leve
l 3
FT
0 0
0 0
0 0
PT
0 0
0 0
5 5
Tota
ls
FT
0 0
0 0
0 0
PT
0 0
5 10
15
30
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
200
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
16
Tabl
e 2.
3 (b
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r A
BE
T tr
aini
ng P
latc
hro
Min
ing
Adu
lt B
asic
E
duca
tion
and
Trai
ning
(A
BE
T) L
evel
Bas
elin
e Li
tera
cy
Leve
l (re
f:
Form
Q)
Cou
rse
2014
20
15
2016
20
17
2018
To
tal
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
Exp
ecte
d N
o. o
f E
nrol
men
ts
PR
E-A
BE
T
70%
PT
0 0
2 3
3 8
AB
ET
Leve
l 1
PT
0 0
2 3
3 8
AB
ET
Leve
l 2
PT
0 0
2 3
3 8
AB
ET
Leve
l 3
PT
0 0
2 3
3 8
AB
ET
Leve
l 4
FT
0 0
2 3
3 8
PT
0 0
0 0
0 0
Tota
ls
PT
0 0
8 12
12
32
FT
0
0 2
3 3
8
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
201
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
17
Tabl
e 2.
4 (a
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Le
arne
rshi
ps P
rogr
amm
es fo
r N
ewra
k M
inin
g
New
En
rolm
ents
Curr
ent
Part
icip
ants
Tota
l Pa
rtic
ipan
tsNo
. Q
ualif
ied
New
En
rolm
ents
Curr
ent
Part
icip
ants
Tota
l Pa
rtic
ipan
ts
as a
t 201
4No
. Q
ualif
ied
New
En
rolm
ents
Part
icip
ants
as
at J
une
2015
Tota
l Pa
rtic
ipan
tsNo
. Q
ualif
ied
Engi
neer
ing
Elec
trici
an
(18.
1)42
mon
ths
21
30
23
51
24
60
Engi
neer
ing
Boile
rmak
er
(18.
1)36
mon
ths
00
00
00
00
10
10
Engi
neer
ing
Fitti
ng (1
8.1)
36 m
onth
s0
00
01
01
01
12
0
21
30
33
61
45
90
New
En
rolm
ents
Curr
ent
Part
icip
ants
Tota
l Pa
rtic
ipan
tsNo
. Q
ualif
ied
New
En
rolm
ents
Curr
ent
Part
icip
ants
Tota
l Pa
rtic
ipan
ts
as a
t 201
4No
. Q
ualif
ied
New
En
rolm
ents
Part
icip
ants
as
at J
une
2015
Tota
l Pa
rtic
ipan
tsNo
. Q
ualif
ied
Leve
l 2 M
inin
g O
pera
tions
(C
at 3
-8)
18 m
onth
s0
77
13
69
33
69
3
07
71
36
93
36
93
28
101
69
154
711
183
Non
Arti
san
2014
2016
Arti
san
Sub
Tota
l
Gra
nd T
otal
2015
Sub
Tota
l
Lear
ners
hip
Pro
gram
me
Dura
tion
Lear
ners
hip
Pro
gram
me
Dura
tion
2014
2015
2016
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
202
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
18
Tabl
e 2.
4 (a
) con
t: T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Le
arne
rshi
ps P
rogr
amm
es fo
r N
ewra
k M
inin
g
Lear
ners
hip
Pro
gram
me
Dur
atio
n
2017
20
18
New
E
nrol
men
ts
Par
ticip
ants
as
at J
une
2016
To
tal
Par
ticip
ants
N
o.
Qua
lifie
d N
ew
Enr
olm
ents
P
artic
ipan
ts a
s at
Jun
e 20
17
Tota
l P
artic
ipan
ts
No.
Q
ualif
ied
Art
isan
Engi
neer
ing
Elec
trici
an (
18.1
) 42
mon
ths
1 6
7 2
1 8
9 0
Engi
neer
ing
Boile
rmak
er
(18.
1)
36 m
onth
s 1
1 2
0 0
2 2
0
Engi
neer
ing
Fitti
ng (1
8.1)
36
mon
ths
1 2
3 1
1 2
3
Sub
Tota
l 3
9 12
3
2 12
14
0
Lear
ners
hip
Pro
gram
me
Dur
atio
n
2017
20
18
New
E
nrol
men
ts
Par
ticip
ants
as
at J
une
2016
To
tal
Par
ticip
ants
N
o.
Qua
lifie
d N
ew
Enr
olm
ents
P
artic
ipan
ts a
s at
Jun
e 20
17
Tota
l P
artic
ipan
ts
No.
Q
ualif
ied
Non
Art
isan
Le
vel 2
Min
ing
Ope
ratio
ns (C
at
3-8)
18
mon
ths
3 6
9 3
5 6
11
5 Su
b To
tal
3 6
9 3
5 6
11
5
Gra
nd T
otal
6
15
21
6 7
18
25
5
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
203
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
19
Tabl
e 2.
5 (a
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r S
kills
Dev
elop
men
t Pro
gram
mes
bas
ed o
n P
roje
cted
Lab
our
Turn
over
for
JIC
Con
trac
tor
Tabl
e 2.
5 (b
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r S
kills
Dev
elop
men
t Pro
gram
mes
bas
ed o
n P
roje
cted
Lab
our
Turn
over
for
New
rak
Min
ing
Con
trac
tor
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
y
Com
pete
nt A
Core
Min
ing
± 5
days
55
55
55
55
55
Com
pete
nt B
Core
Min
ing
± 5
days
55
55
55
55
55
Blas
ting
Assi
stan
tCo
re M
inin
g±
5 da
ys5
55
55
55
55
5
OHS
Rep
Safe
ty &
Hea
lth±
10 d
ays
50
55
55
55
55
Artis
an A
ide
- Lev
el
2Co
re E
ngin
eerin
g12
mon
ths
00
00
00
00
00
2015
2020
2020
2020
2020
2016
2017
2018
TOTA
L
Skill
s Pr
ogra
mm
esW
SP S
kills
Pr
iorit
yDu
ratio
n
2014
2015
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
y
Com
pete
nt A
Core
Mini
ng±
5 da
ys2
22
22
22
22
2
Com
pete
nt B
Core
Mini
ng±
5 da
ys10
1010
1010
1010
1010
10
Blas
ting
Assis
tant
Core
Mini
ng±
5 da
ys10
105
55
55
5
OHS
Rep
Safet
y &
Healt
h±
10 d
ays
1010
1010
1010
1010
1010
Artis
an A
ide -
Leve
l 2Co
re E
ngine
ering
12 m
onth
s0
00
00
00
00
0
2222
3232
2727
2727
2727
2016
2017
2018
TOTA
L
Skill
s Pro
gram
mes
WSP
Ski
lls
Prio
rity
Dura
tion
2014
2015
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
204
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
20
Tabl
e 2.
5 (c
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r S
kills
Dev
elop
men
t Pro
gram
mes
bas
ed o
n P
roje
cted
Lab
our
Turn
over
for
Pla
tchr
o M
inin
g C
ontr
acto
r
Tabl
e 2.
5 (d
): T
hree
yea
r ta
rget
s fr
om 2
016
for
Ski
lls D
evel
opm
ent P
rogr
amm
es b
ased
on
Pro
ject
ed L
abou
r Tu
rnov
er fo
r R
eage
tsw
e M
inin
g C
ontr
acto
r
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
Com
pete
nt A
Core
Mini
ng±
5 da
ys0
03
33
34
44
4
OHS
Rep
Safet
y &
Healt
h±
10 d
ays
00
00
11
22
22
00
33
44
66
66
2016
2017
2018
TOTA
L
Skill
s Pr
ogra
mm
esW
SP S
kills
Pr
iorit
yDu
ratio
n
2014
2015
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
y
Com
pete
nt A
Core
Mini
ng±
5 da
ys0
030
3040
4045
4555
55
Com
pete
nt B
Core
Mini
ng±
5 da
ys0
010
1015
1520
2025
25
Blas
ting
Assis
tant
Core
Mini
ng±
5 da
ys0
00
00
00
00
0
OHS
Rep
Safet
y &
Healt
h±
10 d
ays
00
1010
1515
2020
2525
Artis
an A
ide -
Leve
l 2Co
re E
ngine
ering
12 m
onth
s0
00
00
00
00
0
00
5050
7070
8585
105
105
2016
2017
2018
TOTA
L
Skill
s Pro
gram
mes
WSP
Ski
lls
Prio
rity
Dura
tion
2014
2015
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
205
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
21
Tabl
e 2.
5 (e
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r S
kills
Dev
elop
men
t Pro
gram
mes
bas
ed o
n P
roje
cted
Lab
our
Turn
over
for
Trip
le M
Min
ing
Con
trac
tor
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
yNo
. of
Enro
lmen
tsNo
. Exp
ecte
d to
Qua
lify
No. o
f En
rolm
ents
No. E
xpec
ted
to Q
ualif
y
Com
pete
nt A
Core
Min
ing
± 5
days
11
44
55
77
55
Com
pete
nt B
Core
Min
ing
± 5
days
88
1212
00
00
00
Blas
ting
Assi
stan
tCo
re M
inin
g±
5 da
ys0
00
00
00
00
0
OHS
Rep
Safe
ty &
Hea
lth±
10 d
ays
00
11
00
00
00
Artis
an A
ide
- Lev
el 2
Core
Eng
inee
ring
12 m
onth
s0
00
00
00
00
0
99
1717
55
77
55
2016
2017
2018
TOTA
L
Skill
s Pr
ogra
mm
esW
SP S
kills
Pr
iorit
yDu
ratio
n
2014
2015
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
206
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
22
Tabl
e 2.
6: F
ive
(5) y
ear
targ
ets
from
201
6 fo
r P
orta
ble
Ski
lls T
rain
ing1
Trai
ning
Pro
gram
mes
O
ccup
atio
nal L
evel
s as
per
For
m S
D
ays
Per
In
terv
enti
on
2016
20
17
2018
No.
of
Enr
olm
ents
No.
E
xpec
ted
to Q
ualif
y
No.
of
Enr
olm
ents
No.
E
xpec
ted
to Q
ualif
y
No.
of
Enr
olm
ents
No.
E
xpec
ted
to Q
ualif
y
Supe
rvis
ory
Skills
Sk
illed
tech
nica
l and
aca
dem
ical
ly
qual
ified
(Pat
erso
n Le
vel C
), Se
mi-s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n B
& A
on s
peci
al re
ques
t)
3 D
ays
224
224
224
224
224
224
Fina
ncia
l Life
Ski
lls
Uns
kille
d an
d de
fined
dec
isio
n m
akin
g Se
mi s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n Le
vel A
& B
) 2
Day
s 24
0 24
0 24
0 24
0 24
0 24
0
Basi
c Bu
sine
ss S
kills
U
nski
lled
and
defin
ed d
ecis
ion
mak
ing
Sem
i ski
lled
and
disc
retio
nary
dec
isio
n m
akin
g (P
ater
son
Leve
l A &
B)
3 D
ays
200
200
200
200
200
200
Intro
duct
ion
to B
asic
C
ompu
ters
Se
mi-s
kille
d an
d di
scre
tiona
ry d
ecis
ion
mak
ing
(Pat
erso
n B
& A
on s
peci
al
requ
est)
2 D
ays
FT
160
160
160
160
160
160
Oth
er P
orta
ble
Skills
(D
efin
ed a
s pe
r Em
ploy
ee
sele
ctio
n)
Sem
i-ski
lled
& U
nski
lled
Pa
ters
on A
& B
) 10
– 15
D
ays
0 0
144
144
144
144
TOTA
L 82
4 82
4 98
8 98
8 96
8 96
8
1
For d
etai
led
desc
riptio
ns o
n th
e co
nten
t of t
he c
ours
es in
eac
h se
ctio
n, p
leas
e re
fer t
o A
ppen
dix
G.
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
207
Socia
l and L
abour
Pla
n –
Section 1
02 A
pplication
23
Tab
le 2
.6 (
a):
Th
ree (
3)
year
targ
ets
fro
m 2
01
6 f
or
In-h
ou
se C
ore
Skills
Tra
inin
g in
Po
rtab
le S
kills
fo
r N
ew
rak M
inin
g
No
. o
f E
nro
lme
nts
No
. E
xp
ecte
d
to Q
ua
lify
No
. o
f E
nro
lme
nts
No
. E
xp
ecte
d
to Q
ua
lify
No
. o
f E
nro
lme
nts
No
. E
xp
ecte
d
to Q
ua
lify
No
. o
f E
nro
lme
nts
No
. E
xp
ecte
d
to Q
ua
lify
No
. o
f E
nro
lme
nts
No
. E
xp
ecte
d
to Q
ua
lify
Superv
isory
Skills
Skille
d t
echnic
al and
academ
ically q
ualified
(Pate
rson L
eve
l C
), S
em
i-skille
d a
nd d
iscre
tionary
decis
ion m
akin
g (
Pate
rson B
&
A o
n s
pecia
l re
quest)
3 D
ays
00
00
11
11
11
Fin
ancia
l Life S
kills
Unskille
d a
nd d
efined d
ecis
ion
makin
g S
em
i skille
d a
nd
dis
cre
tionary
decis
ion m
akin
g
(Pate
rson L
eve
l A
& B
)
2 D
ays
00
11
11
11
11
Basic
Busin
ess S
kills
Unskille
d a
nd d
efined d
ecis
ion
makin
g S
em
i skille
d a
nd
dis
cre
tionary
decis
ion m
akin
g
(Pate
rson L
eve
l A
& B
)
3 D
ays
00
00
22
22
22
Intr
oduction t
o B
asic
C
om
pute
rs
Sem
i-skille
d a
nd d
iscre
tionary
decis
ion m
akin
g (
Pate
rson B
&
A o
n s
pecia
l re
quest)
2 D
ays
00
00
11
11
11
00
11
55
55
55
TO
TA
L
Tra
inin
g
Pro
gra
mm
es
Occu
pa
tio
na
l L
eve
ls a
s p
er
Fo
rm S
Du
rati
on
2017
2018
Su
perv
iso
ry &
Man
ag
em
en
t T
rain
ing
2014
2015
2016
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
208
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
24
Tabl
e 2.
6 (b
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r In
-hou
se C
ore
Ski
lls T
rain
ing
in P
orta
ble
Ski
lls fo
r R
eage
tsw
e M
inin
g
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
No. o
f En
rolm
ents
No.
Expe
cted
to
Qua
lify
Supe
rviso
ry S
kills
Skille
d te
chni
cal a
nd
acad
emic
ally
qua
lified
(P
ater
son
Leve
l C),
Sem
i-sk
illed
and
disc
retio
nary
de
cisi
on m
akin
g (P
ater
son
B &
A on
spe
cial
requ
est)
3 Da
ys0
00
02
21
11
1
Fina
ncia
l Life
Ski
lls
Unsk
illed
and
defin
ed d
ecis
ion
mak
ing
Sem
i ski
lled
and
disc
retio
nary
dec
isio
n m
akin
g (P
ater
son
Leve
l A &
B)
2 Da
ys0
00
04
42
23
3
Basi
c Bu
sine
ss S
kills
Unsk
illed
and
defin
ed d
ecis
ion
mak
ing
Sem
i ski
lled
and
disc
retio
nary
dec
isio
n m
akin
g (P
ater
son
Leve
l A &
B)
3 Da
ys0
00
00
00
00
0
Intro
duct
ion
to B
asic
Co
mpu
ters
Sem
i-ski
lled
and
disc
retio
nary
de
cisi
on m
akin
g (P
ater
son
B &
A on
spe
cial
requ
est)
2 Da
ys0
00
01
10
00
0
00
00
77
33
44
2016
2017
2018
Supe
rvis
ory
& M
anag
emen
t Tra
inin
g
TOTA
L
Trai
ning
Pro
gram
mes
Occ
upat
iona
l Lev
els
as p
er
Form
SDu
ratio
n
2014
2015
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
209
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
25
Tabl
e 2.
7 (a
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Tr
aini
ng in
Cor
e B
usin
ess
area
s fo
r JI
C M
inin
g
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
5050
7575
8080
9595
00
5050
7575
8080
9595
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
358
358
358
358
358
358
358
358
00
358
358
358
358
358
358
358
358
Tota
l
Ex L
eave
Indu
ctio
n Tr
aini
ngW
SP S
kills
Prio
rity
2014
2015
2016
2017
2018
2017
2018
Tota
l
Occ
upat
iona
l Re
late
d Tr
aini
ngW
SP S
kills
Prio
rity
2014
2015
2016
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
210
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
26
Tabl
e 2.
7 (b
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Tr
aini
ng in
Cor
e B
usin
ess
area
s fo
r N
ewra
k M
inin
g
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
301
301
150
150
150
150
150
150
Engi
neer
ing
Core
Eng
inee
ring
00
77
33
33
33
308
308
153
153
153
153
153
153
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
1384
1384
1588
1588
1588
1588
1588
1588
Engi
neer
ing
Core
Eng
inee
ring
00
44
1111
1111
1111
00
1388
1388
1599
1599
1599
1599
1599
1599
Occ
upat
iona
l Re
late
d Tr
aini
ngW
SP S
kills
Pr
iorit
y
2014
2015
Tota
l
Empl
oyee
s wi
th D
isab
ilitie
s
2016
Ex L
eave
Indu
ctio
n Tr
aini
ngW
SP S
kills
Pr
iorit
y
2014
2015
2016
2017
2018
2017
2018
Tota
l
Empl
oyee
s wi
th D
isab
ilitie
s
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
211
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
27
Tabl
e 2.
7 (c
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Tr
aini
ng in
Cor
e B
usin
ess
area
s fo
r P
latc
hro
Min
ing
Ex
Leav
e In
duct
ion
Trai
ning
WS
P
Ski
lls
Pri
ority
2014
20
15
2016
20
17
2018
No.
of
Par
ticip
ants
No.
E
xpec
ted
to
Qua
lify
No.
of
Par
ticip
ants
No.
E
xpec
ted
to
Qua
lify
No.
of
Par
ticip
ants
No.
E
xpec
ted
to
Qua
lify
No.
of
Par
ticip
ants
No.
E
xpec
ted
to
Qua
lify
No.
of
Par
ticip
ants
No.
E
xpec
ted
to
Qua
lify
Min
ing
Cor
e M
inin
g Tr
aini
ng
0 0
75
75
75
75
75
75
75
75
Tota
l 0
0 75
75
75
75
75
75
75
75
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
212
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
28
Tabl
e 2.
7 (d
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Tr
aini
ng in
Cor
e B
usin
ess
area
s fo
r R
eage
tsw
e M
inin
g
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Mini
ngCo
re M
ining
Tr
aining
00
6661
7067
7570
8075
00
6661
7067
7570
8075
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Mini
ngCo
re M
ining
Tr
aining
8888
9292
9595
9898
00
8888
9292
9595
9898
Tota
l
Emplo
yees
with
Disa
bilitie
s
Ex L
eave
In
duct
ion
Trai
ning
WSP
Ski
lls
Prio
rity
2014
2015
2016
2017
2018
2017
2018
Tota
l
Emplo
yees
with
Disa
bilitie
s
Occ
upat
iona
l Re
late
d Tr
aini
ngW
SP S
kills
Pr
iorit
y
2014
2015
2016
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
213
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
29
Tabl
e 2.
7 (e
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r Tr
aini
ng in
Cor
e B
usin
ess
area
s fo
r Tr
iple
M M
inin
g
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
8989
152
152
152
152
152
152
00
8989
152
152
152
152
152
152
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
No. o
f Pa
rtici
pant
s
No.
Expe
cted
to
Qua
lify
Min
ing
Core
Min
ing
Trai
ning
00
1491
1491
1520
1520
1520
1520
1520
1520
00
1491
1491
1520
1520
1520
1520
1520
1520
2016
Tota
l
2017
2018
Tota
l
Ex L
eave
In
duct
ion
Trai
ning
WSP
Ski
lls
Prio
rity
2014
2015
2016
2017
2018
Occ
upat
iona
l Re
late
d Tr
aini
ngW
SP S
kills
Pr
iorit
y
2014
2015
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
214
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
30
2.3
CA
RE
ER
PA
TH
PL
AN
Tabl
e 2.
8 (a
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r C
aree
r P
rogr
essi
on P
lans
for
New
rak
Min
ing
2014
2015
2016
2017
2018
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Eng.
Lea
rner
ship
sLe
arne
rLe
arne
rshi
pA
rtisa
n1
23
33
Art
isan
Aid
e Le
vel 2
Aid
e/he
lper
Arti
san
Aid
e L2
Ski
lls
Pro
gram
Ser
vicem
an0
01
11
12
44
4
2014
2015
2016
2017
2018
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
n
Empl
oyee
s pr
ovid
ed w
ith
Car
eer
Pro
gres
sion
Pla
nN
C: R
ock
Bre
aker
U/G
H
ard
Roc
k Le
v.3
M
inin
g Tr
aine
eLe
vel 3
Roc
k B
reak
er
Qua
lific
atio
nM
iner
33
33
3M
inin
g Tr
aine
esM
inin
g Tr
aine
eLe
arne
r Min
e O
ffici
alS
hift
Sup
ervis
or1
11
11
Ope
rato
r M
inin
gE
quip
men
t Hel
per
Ope
rato
r tra
inin
gO
pera
tor
05
55
5N
ew r
ecru
it m
inin
g tr
aini
ngN
ew re
crui
tE
quip
men
t hel
per
Equ
ipm
ent
help
er20
2020
2020
2429
2929
29
2531
3333
33
SUB
TOTA
L
TOTA
L
SUB
TOTA
L
Trai
ning
Pro
gram
mes
w
ithin
Car
eer
Pro
gres
sion
Pat
hs
Pos
ition
sta
rtin
g fr
omC
urre
nt T
rain
ing
Inte
rven
tion
Targ
et P
ositi
on
Wor
king
To
war
ds
Trai
ning
Pro
gram
mes
w
ithin
Car
eer
Pro
gres
sion
Pat
hs
Pos
ition
sta
rtin
g fr
omC
urre
nt T
rain
ing
Inte
rven
tion
Targ
et P
ositi
on
Wor
king
To
war
ds
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
215
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
31
Tabl
e 2.
8 (b
): T
hree
(3) y
ear
targ
ets
from
201
6 fo
r C
aree
r P
rogr
essi
on P
lans
for
Rea
gets
we
Min
ing
2014
2015
2016
2017
2018
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Empl
oyee
s pr
ovid
ed w
ith
Care
er
Prog
ress
ion
Plan
Ope
rato
r Min
ing
Equip
men
t He
lper
Oper
ator
train
ingOp
erat
or0
3040
3845
New
recr
uit m
inin
g tra
inin
gNe
w re
cruit
Equip
men
t help
erEq
uipm
ent
helpe
r0
3630
3735
066
7075
80TO
TAL
Trai
ning
Pro
gram
mes
w
ithin
Car
eer
Prog
ress
ion
Path
sPo
sitio
n st
artin
g fro
mCu
rren
t Tra
inin
g In
terv
entio
n
Targ
et P
ositi
on
Wor
king
To
war
ds
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
217
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
Local Economic Development
SECTION 3
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
218Social and Labour Plan – Section 102 Application
32
SECTION 3
LOCAL ECONOMIC DEVELOPMENT Following the DMR’s permission granted on 21st March 2016, to proceed with the 2nd Generation SLP, the projects were prioritized by the community representatives at the Mine Community Leadership Engagement Forum (MCLEF) on 21st May 2015. Subsequent to this meeting, the Luka community approached Impala regarding water shortages experienced by Luka Community, in particular Ward 3. This shortage is due to ailing infrastructure. The Community therefore requested that this project be considered for inclusion in the SLP.
Impala considered this request whilst making it clear to the community that due to cash constraints, the company is not in a position to implement projects up and above the SLP. As a result, the Community decided to reprioritize the projects and through a special MCLEF sitting on the 17th March 2016, the Community Leadership agreed to reallocate funds from the Molotlegi Conversion (part of the School Infrastructure line item in the SLP) to include the upgrade of water infrastructure project in the SLP. This necessitated to move out the implementation of the school to 2018 (Minutes of the above meetings are attached for ease of reference).
The community further requested that the Luka Sport facilities be moved out to FY17/FY18 and that Makgotla offices for ward 4 be implemented in FY16/FY17. The total commitment for Infrastructure over the five year period of the SLP will therefore remain at R237 million.
This application is therefore made to seek your approval for above.
a. Infrastructure Development Projects:
Water infrastrurcture upgrade
This project will serve the communities of the supply area (Luka and Mogono), which will assist in achieving the prime importance of sustainable water infrastructural developments to better the lives of the community members on a social and economic level.
3.2.3 Planned Projects The tables below outline specific project plans and information for all local economic development initiatives. The detail includes background, geographical and budget information.
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
219
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
33
Proj
ect N
ame:
M
akgo
tla O
ffice
Upg
rade
Bac
kgro
und:
D
urin
g en
gage
men
t with
com
mun
ity le
ader
ship
the
upgr
ade/
con
stru
ctio
n of
Mak
gotla
offi
ces
wer
e id
entif
ied
as a
n ur
gent
com
mun
ity n
eed.
Luk
a ha
s to
tal o
f 15
Kgot
las,
3 h
ave
alre
ady
been
com
plet
ed a
s pa
rt of
the
1st G
ener
atio
n So
cial
and
Lab
our P
lan.
Thi
s pr
ojec
t pro
vide
s fo
r the
upg
rade
of f
acilit
ies
at 1
2 M
akgo
tla (W
ard
4). T
he p
roje
ct w
ould
upl
ift th
e le
vel o
f adm
inis
tratio
n an
d se
rvic
es re
nder
ed b
y th
e co
mm
unity
lead
ersh
ip/ k
gosa
na to
the
peop
le. T
he c
onst
ruct
ion
will
also
cre
ate
tem
pora
ry e
mpl
oym
ent o
ppor
tuni
ties
and
crea
te
oppo
rtuni
ties
for l
ocal
con
stru
ctio
n co
mpa
nies
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Lu
ka/ M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Es
timat
e 20
M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Out
put
Act
ivity
R
espo
nsib
le E
ntity
Ti
mef
ram
e FY
2017
To
tal B
udge
t A
lloca
tion
K
PA (K
ey P
erfo
rman
ce
Are
a)
KPI
(Key
Per
form
ance
In
dica
tor)
1s
t Qua
rter
2n
d Q
uart
er
3rd
Qua
rter
4t
h Q
uart
er
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
50
000
50
000
D
etai
led
Des
ign
Con
stru
ctio
n an
d la
ndsc
apin
g de
sign
C
ompl
etio
n of
Des
ign
Impa
la p
roje
ct te
am
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t of t
he
faci
litie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am
3
900
000
3 90
0 00
0
Han
dove
r H
ando
ver o
f com
plet
ed
faci
litie
s to
Dik
gosa
na
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity S
truct
ures
an
d R
BA
50 0
00
50
000
Tota
l Pro
ject
Bud
get:
-
-
5
0 00
0
3 9
50 0
00
4
000
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Luk
a/ M
ogon
o Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
220
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
34
Proj
ect N
ame:
Sc
hool
Infr
astr
uctu
re
Bac
kgro
und:
Follo
win
g on
the
succ
ess
of S
unris
e Vi
ew S
choo
ls, t
he d
epar
tmen
t of e
duca
tion
agre
ed to
par
tner
with
Impa
la in
ord
er to
pla
n an
d co
nstru
ct 2
sch
ools
at P
latin
um V
illage
(F
reed
om P
ark
ext.
4).
Impa
la w
ill al
so u
pgra
de a
hig
h sc
hool
in L
uka
with
the
rem
aind
er o
f the
bud
get.
In c
onsu
ltatio
n w
ith c
omm
unity
lead
ersh
ip it
was
dec
ided
that
R30
m
illion
pre
viou
sly
earm
arke
d fo
r the
upg
radi
ng o
f a s
choo
l in
Luka
(Mol
otle
gi M
iddl
e Sc
hool
into
a te
chni
cal s
choo
l) w
ill be
allo
cate
d to
the
wat
er in
frast
ruct
ure
proj
ect i
n Lu
ka.
The
rem
aind
er o
f the
com
mitt
ed fu
nds
to c
ater
for f
easi
bilit
y st
udie
s an
d pl
anni
ng.
G
eogr
aphi
cal
Loca
tion
of P
roje
ct:
Free
dom
Par
k ex
t. 4
Proj
ect S
tart
Dat
e:
FY20
14
Proj
ect E
nd D
ate:
FY
2016
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
30
0 (E
stim
ated
) M
ale:
N
ot K
now
n N
ot K
now
n Yo
uth:
N
ot K
now
n
Out
put
Act
ivity
R
espo
nsib
le
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
Det
aile
d pl
anni
ng &
Te
nder
ing
Appo
intm
ent o
f pr
ofes
sion
als
Con
tract
s PM
Tea
m
5
000
000
1 0
00 0
00
1
000
000
7
000
000
Te
nder
ing
for c
ontra
ctor
s,
Prof
essi
onal
Ser
vice
s
Con
stru
ctio
n of
prim
ary
scho
ol
Site
est
ablis
hmen
t -
Phys
ical
con
stru
ctio
n C
ertif
icat
e of
co
mpl
etio
n
PM T
eam
&
Con
tract
or (s
)
29
000
000
13
000
000
42
000
000
Con
stru
ctio
n of
se
cond
ary
scho
ol &
sc
hool
hal
l
Exit
Stra
tegy
- H
and
over
of
com
plet
ed fa
cilit
ies
to
DO
E
Cer
tific
ate
of
com
plet
ion
PM T
eam
&
Con
tract
or (s
), D
OE
1
000
000
1
000
000
Tota
l Pro
ject
Bud
get:
R 5
000
000
R
30 0
00 0
00
R 0
R
0
R15
000
000
R
50
000
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Free
dom
Par
k / m
embe
rs o
f the
bro
ader
com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Dep
artm
ent o
f Edu
catio
n, Im
pala
Pla
tinum
(DO
E co
ntrib
utin
g fin
anci
ally
to th
e pr
ojec
t and
take
ow
ners
hip
to
oper
ate
and
mai
ntai
n sc
hool
afte
r han
d ov
er.
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
221
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
35
Proj
ect N
ame:
Back
grou
nd:
Geog
raph
ical
Loc
atio
n of
Pr
ojec
t:Luka/ M
ogono
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Job
s to
be
crea
ted:
Estim
ate
30
Mal
e:N
ot know
nFe
mal
e:Yo
uth:
FY20
16FY
2017
FY20
18FY
2019
Feasib
ility
Stu
dy
Feasib
ility
Report
Com
ple
tion o
f R
eport
Impala
pro
ject te
am
Deta
iled D
esig
nC
onstr
uction a
nd landscapin
g
desig
n
Com
ple
tion o
f D
esig
nIm
pala
pro
ject te
am
Sig
n o
ff o
f D
esig
n a
nd f
inal
scope
Agre
em
ent on d
eta
iled d
esig
n
with a
ll sta
kehold
ers
Sin
ged o
ff d
esig
n
docum
enta
tion
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
Constr
uction P
hase
Physic
al constr
uction a
nd
esta
blis
hm
ent th
e f
acilities
Com
ple
ted f
acilities a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject te
am
29 4
00 0
00
29
400
000
Handover
Handover
of
com
ple
ted
facilities to D
ikgosana
Successfu
l handover
function
and a
ccepta
nce b
y
com
munity
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
100 0
00
100
000
-
3
0 00
0 00
0
-
-
3
0 00
0 00
0 Be
nefic
iarie
s:
(Com
mun
ity S
peci
fic)
Tota
l Pro
ject
Bud
get:
Mem
bers
of
the b
roader
com
munity in L
uka/ M
ogono
Proj
ect P
artn
ers/
Asso
ciat
es:
Impala
/ R
BA
500 0
00
500
000
Luka
/ Mog
ono
Wat
er In
fras
truc
ture
Upg
rade
Pro
ject
During e
ngagem
ent w
ith c
om
munity leaders
hip
the u
pgra
de o
f th
e L
uka a
nd M
ogono w
ate
r supply
netw
ork
was identified a
s a
n u
rgent com
munity n
eed. T
his
pro
ject w
ill s
erv
e the
com
munitie
s o
f th
e s
upply
are
a (
Luka a
nd M
ogono),
whic
h w
ill a
ssis
t in
achie
vin
g the p
rim
e im
port
ance o
f susta
inable
wate
r in
frastr
uctu
ral develo
pm
ents
to b
etter
the liv
es o
f th
e
com
munity m
em
bers
on a
socia
l and e
conom
ic level. T
he p
roje
ct w
ill b
e in tw
o p
hases. For
phase 1
, th
e f
ollo
win
g s
hall
take p
recedence: A
dedic
ate
d p
ipelin
e o
f uPV
C 3
55m
m in d
iam
ete
r
has to b
e insta
lled f
rom
the g
round level in
to a
n a
rea identified in M
ogono. A
pum
pin
g s
tation w
ill a
lso b
e insta
lled to tra
nsfe
r w
ate
r at a h
igh r
ate
fro
m the g
round level sto
rage into
the
ele
vate
d s
teel ta
nk to s
upply
the e
arm
ark
ed a
rea. For
phase 2
, th
e f
ollo
win
g s
hall
take p
recedence: The insta
llation o
f tw
o n
ew
dedic
ate
d 3
15m
m u
PV
C c
lass 1
2 p
ipelin
es b
reachin
g o
ff
from
the 3
55m
m p
ipelin
e s
upply
ing the low
er
are
as in M
ogono, separa
ted b
y a
railw
ay lin
e. In c
onsultation w
ith c
om
munity leaders
hip
it w
as d
ecid
ed that R
30 m
illio
n p
revio
usly
earm
ark
ed
for
the u
pgra
din
g o
f a s
chool in
Luka w
ill b
e a
llocate
d to this
pro
ject.
FY
2016
Proj
ect E
nd D
ate:
Not know
n
Outp
ut
Activ
ity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n KP
A (K
ey P
erfo
rman
ce
Area
)KP
I (Ke
y Pe
rfor
man
ce
Indi
cato
r)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
223
Financial Provision
SECTION 5
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
224Social and Labour Plan – Section 102 Application
36
SECTION 5
FINANCIAL PROVISION
5.1.1 Overview In terms of Section 23(1) (e) “The Minister must grant a mining right if the applicant has provided financially and otherwise for the prescribed social and labour plan.” This section intends to outline the manner in which Impala Platinum Limited aims to provide financially for each component of the Social & Labour Plan during the life of the mine. However it should be noted that these assumptions are based on current business plans at Impala Platinum Limited and the associated market and economic conditions surrounding the operations. Where changes in these assumptions are required, they will be reported on in the Annual SLP Report. Table 5.1 summarizes the financial provisions for Impala Platinum Limited’s SLP for the next five (5) years in respect of each section of the plan based on the five (5) year business plan.
Table 5.1: Summary of Financial Provisions for Key Elements of Impala Platinum Limited’s SLP for Five (5) Years
Category 2014 2015 2016 2017 2018 TotalHuman Resource Development Programmes (Section 2) R 294 000 000 R 311 640 000 R 330 338 400 R 350 158 704 R 371 168 226 R 1 657 305 330Local Economic Development Programmes (Section 3) R 449 052 063 R 100 900 000 R 98 300 000 R 364 681 904 R 399 495 806 R 1 412 429 773Management of Downscaling (Section 4) R15.5m
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
225Social and Labour Plan – Section 102 Application
37
5.1.2 Financial Provision for Human Resource Development Programmes
Impala Platinum Limited is currently spending approximately five percent (5%) of wage bill per annum on training and development of its current workforce.
Table 5.2: Summary of Human Resource Development Budget Breakdown
Category 2014 2015 2016 2017 2018
Human Resource Development Programmes (Section 2) *
5% 5% 5% 5% 5%
R 294,000,000 R 311,640,000 R 330,338,400 R 350,158,704 R 371,168,226
* The rand value is dependent on future wage settlement and employee numbers
Financial provision for Human Resource Development programmes conducted on behalf of Impala Platinum Limited is estimated to be five per cent (5%) of wage bill per annum.
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
226
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
38
5.1.
3 Fi
nanc
ial P
rovi
sion
for l
ocal
Eco
nom
ic D
evel
opm
ent
Tabl
e 5.
3: F
inan
cial
Pro
visi
on fo
r the
Loc
al E
cono
mic
Dev
elop
men
t
Ben
efic
iary
Org
aniz
atio
n or
Pro
ject
na
me
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
Tota
l En
terp
rise
Dev
elop
men
t SM
ME
Dev
elop
men
t R
2 2
66 2
30
R 2
000
000
R
2 0
00 0
00
R 4
000
000
R
9 7
33 7
70
R 2
0 00
0 00
0 To
tal E
nter
pris
e D
evel
opm
ent
R 2
266
230
R
2 0
00 0
00
R 2
000
000
R
4 0
00 0
00
R 9
733
770
R
20
000
000
Ed
ucat
ion
Initi
ativ
es
Burs
ary
(Boj
anal
a, E
C, T
aung
) R
3 9
05 2
50
R 6
000
000
R
7 0
00 0
00
R 8
000
000
R
5 0
94 7
50
R 3
0 00
0 00
0 N
ovic
e &
Lear
ners
hips
(Boj
anal
a, E
C,
Taun
g)
R 1
997
742
R
8 0
00 0
00
R 1
0 00
0 00
0 R
12
000
000
R 2
8 00
2 25
8 R
60
000
000
Scho
ol S
uppo
rt &
We
Car
e Pr
ojec
t R
10
697
808
R 1
2 90
0 00
0 R
14
800
000
R 2
7 98
3 55
7 R
29
348
408
R 9
5 72
9 77
3 To
tal E
duca
tion
Initi
ativ
es
R 1
6 60
0 80
0 R
26
900
000
R 3
1 80
0 00
0 R
47
983
557
R 6
2 44
5 41
6 R
185
729
773
Infr
astr
uctu
re P
roje
cts
Free
dom
Par
k - C
linic
Con
stru
ctio
n R
0
R 0
R
0
R 2
000
000
R
8 0
00 0
00
R 1
0 00
0 00
0 Fr
eedo
m P
ark
- Spo
rts F
acilit
y C
onst
ruct
ion
R 0
R
0
R 0
R
1 0
00 0
00
R 7
000
000
R
8 0
00 0
00
Free
dom
Par
k - C
omm
unity
In
frast
ruct
ure
Upg
rade
R
0
R 0
R
0
R 1
0 00
0 00
0 R
40
000
000
R 5
0 00
0 00
0 M
ogon
o –R
enov
atio
n of
Com
mun
ity
Hal
l R
0
R 0
R
0
R 2
000
000
R
0
R 2
000
000
M
ogon
o (w
ard
3) –
Roa
ds &
Sto
rm
Wat
er C
hann
els
R 0
R
0
R 2
000
000
R
8 0
00 0
00
R 6
000
000
R
16
000
000
Luka
/Mog
ono
- Con
stru
ctio
n of
R
ecre
atio
nal a
nd S
port
Faci
litie
s
R 0
R
0
R 1
0 00
0 00
0 R
10
000
000
R 0
R
20
000
000
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
227
Soci
al a
nd L
abou
r Pla
n –
Sect
ion
102
Appl
icat
ion
39
Ben
efic
iary
Org
aniz
atio
n or
Pro
ject
na
me
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
Tota
l Lu
ka M
akgo
tla O
ffice
s U
pgra
de
R 0
R
0
R 4
000
000
R
0
R 0
R
4 0
00 0
00
Kana
na –
Con
stru
ctio
n of
Mul
ti-Pu
rpos
e C
entre
and
Lib
rary
R
0
R 0
R
6 0
00 0
00
R 9
000
000
R
0
R 1
5 00
0 00
0 Ka
nana
– R
oads
and
Sto
rm W
ater
C
hann
els
R
0
R 0
R
0
R 2
000
000
R
2 0
00 0
00
R 4
000
000
Le
fara
gatlh
e - C
onst
ruct
ion
of S
port
Faci
lity
R 0
R
0
R 0
R
1 5
00 0
00
R 5
00 0
00
R 2
000
000
Sc
hool
Infra
stru
ctur
e R
5 0
00 0
00
R 3
0 00
0 00
0 R
0
R 0
R
15
000
000
R 5
0 00
0 00
0 Bo
iteko
ng A
ttenu
atio
n D
am
Reh
abilit
atio
n
R 0
R
2 0
00 0
00
R 2
000
000
R
10
000
000
R 6
700
000
R
20
700
000
Libr
ary
& C
omm
unity
Hal
ls
Cap
acita
ting
LSA
R 0
R
0
R 5
00 0
00
R 1
000
000
R
3 5
00 0
00
R 5
000
000
Lu
ka W
ater
Pro
ject
R
0
R 0
R
0
R 3
0 00
0 00
0 R
0
R 3
0 00
0 00
0.00
To
tal I
nfra
stru
ctur
e In
itiat
ives
R
5 0
00 0
00
R 3
2 00
0 00
0 R
24
000
000
R 5
7 00
0 00
0 R
88
700
000
R 2
06 7
00 0
00
To
tal H
ousi
ng
R 4
25 1
85 0
33
R 4
0 00
0 00
0 R
40
000
000
R 2
56 1
98 3
47
R 2
38 6
16 6
20
R 1
000
000
000
GR
AN
D T
OTA
L R
449
052
063
R
100
900
000
R
97
800
000
R 3
65 1
81 9
04
R 3
99 4
95 8
06
R 1
412
429
773
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
229
Undertaking
SECTION 6
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
230Social and Labour Plan – Section 102 Application
41
SECTION 6
6.1 STATEMENT OF UNDERTAKING
I, ____________________________________________ the undersigned and duly authorized thereto
by ______________________________________________ (Company) undertake to adhere to the
information, requirements, commitments and conditions as set out in the social and labour plan.
Signed at ______________________ on this________ day of ______________20 ______
Signature of responsible person________________________________________________
Designation _______________________________________________________________
Contact Details ____________________________________________________________
Approved
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
231
Form Q
APPENDIX b
• JIC mining• Newrak mining• Platchro Mining
• Reagetswe Mining• Triple M Mining
The number and education levels of:
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
232
Socia
l and L
abour P
lan –
Section 1
02 A
pplication
43
FOR
M Q
: JIC
MIN
ING
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
African
Coloured
Indian
White
African
Coloured
Indian
White
Male
Female
General
Education a
nd
Train
ing (
GE
T)
1
No S
chooling/U
nknow
n
2
0
0
0
0
0
0
0
2 0
Grade 0
/Pre
14
0
0
0
0
0
0
0
14
0 G
rade 1
/Sub A
42
0
0
0
0
0
0
0
42
0 G
rade 2
/Sub B
5
0
0
0
0
0
0
0
5 0
Grade 3
/Std
1/A
BE
T 1
20
0
0
0
0
0
0
0
20
0 G
rade 4
/Std
2
29
0
0
0
0
0
0
0
29
0 G
rade 5
/std
3/A
BE
T 2
50
0
0
0
0
0
0
0
50
0 G
rade 6
/Std
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43
0
0
0
0
0
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43
0 G
rade7/S
td 5
AB
ET
3
28
0
0
0
0
0
0
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28
0 G
rade 8
/Std
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53
0
0
0
0
0
0
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53
0 G
rade 9
/Std
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BE
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F L
ev.1
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0
0
0
0
0
0
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28
0 F
urth
er
Education a
nd
Train
ing (
FE
T)
2
Grade 1
0/S
td 8
/N1
23
0
0
3
0
0
0
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26
0 3
Grade 1
1/S
td 9
/N2
0
0
0
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3
0
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2
0
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1
6 3
Hig
her
Education a
nd
Train
ing (
HE
T)
5
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her C
ertificate
s / A
dv N
CV
0
0
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0
0
0
0
0
0 0
6
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lom
as / A
dv C
ertificate
s
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0
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rs D
egrees / A
dv D
iplo
mas
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8
Hig
her / H
ons / D
egrees / P
rof
Qual
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rs D
egree
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Docto
rate
s
0
0
0
0
0
0
0
0
0 0
TOTA
L 34
1 1
0 8
2 0
0 1
350
3
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
233
Socia
l and L
abour P
lan –
Section 1
02 A
pplication
44
FOR
M Q
: NEW
RA
K M
ININ
G
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
African
Coloured
Indian
White
African
Coloured
Indian
White
Male
Female
General
Education a
nd
Train
ing (
GE
T)
1
No S
chooling/U
nknow
n
281
0
0
0
0
0
0
0
281
0 G
rade 0
/Pre
0
0
0
0
0
0
0
0
0 0
Grade 1
/Sub A
0
0
0
0
0
0
0
0
0 0
Grade 2
/Sub B
0
0
0
0
0
0
0
0
0 0
Grade 3
/Std
1/A
BE
T 1
32
0
0
0
0
0
0
0
32
0 G
rade 4
/Std
2
47
0
0
0
0
0
0
0
47
0 G
rade 5
/std
3/A
BE
T 2
72
0
0
0
0
0
0
0
72
0 G
rade 6
/Std
4
81
0
0
0
0
0
0
0
81
0 G
rade7/S
td 5
AB
ET
3
130
0
0
0
1
0
0
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130
1 G
rade 8
/Std
6
88
0
0
3
0
0
0
0
91
0 G
rade 9
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BE
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F
Lev.1
97
0
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97
1 F
urth
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Education a
nd
Train
ing (
FE
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Grade 1
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87
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0
6
0
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93
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Grade 1
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119
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2
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123
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147
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7
0
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0
188
7 H
igher
Education a
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ons / D
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Prof Q
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rate
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0
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0
0
0
0
0
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L 11
83
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61
11
0 0
0 12
44
11
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
234
Socia
l and L
abour P
lan –
Section 1
02 A
pplication
45
FOR
M Q
: PLA
TCH
RO
MIN
ING
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
African
Coloured
Indian
White
African
Coloured
Indian
White
Male
Female
General E
ducation
and T
rain
ing (
GE
T)
1
No S
chooling/U
nknow
n
43
0
0
0
2
0
0
0
43
2 G
rade 0
/Pre
0
0
0
0
0
0
0
0
0 0
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/Sub A
0
0
0
0
0
0
0
0
0 0
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/Sub B
0
0
0
0
0
0
0
0
0 0
Grade 3
/Std
. 1/A
BE
T 1
7
0
0
0
0
0
0
0
7 0
Grade 4
/Std
. 2
12
0
0
0
0
0
0
0
12
0 G
rade 5
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BE
T 2
14
0
0
0
0
0
0
0
14
0 G
rade 6
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. 4
22
0
0
0
0
0
0
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22
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rade7/S
td. 5 A
BE
T 3
17
0
0
0
0
0
0
0
17
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rade 8
/Std
. 6
25
0
0
0
1
0
0
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25
1 G
rade 9
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BE
T 4
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ev.1
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0
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0
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33
0
Furth
er E
ducation
and T
rain
ing (
FE
T)
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25
0
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4
1
0
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38
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45
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48
22
Hig
her E
ducation
and T
rain
ing (
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T)
5
Hig
her C
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0
0
0
0
0
0
0
0
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6
Dip
lom
as / A
dv C
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s
10
0
0
4
0
0
0
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0 7
Bachelo
rs D
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dv D
iplo
mas
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0
0
0
0
0
0
0
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8
Hig
her / H
ons / D
egrees / P
rof Q
ual
0
0
0
0
0
0
0
0
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9
Maste
rs D
egree
0
0
0
0
0
0
0
0
0 0
10
Docto
rate
s
0
0
0
0
0
0
0
0
0 0
TOTA
L 29
1 0
0 12
31
0
0 2
303
33
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
235
Socia
l and L
abour P
lan –
Section 1
02 A
pplication
46
FOR
M Q
: REA
GET
SWE
MIN
ING
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
African
Coloured
Indian
White
African
Coloured
Indian
White
Male
Female
General E
ducation a
nd T
rain
ing (
GE
T)
1
No S
chooling/U
nknow
n
0
0
0
0
0
0
0
0
0 0
Grade 0
/Pre
0
0
0
0
0
0
0
0
0 0
Grade 1
/Sub A
0
0
0
0
0
0
0
0
0 0
Grade 2
/Sub B
0
0
0
0
0
0
0
0
0 0
Grade 3
/Std
1/A
BE
T 1
0
0
0
0
0
0
0
0
0 0
Grade 4
/Std
2
0
0
0
0
0
0
0
0
0 0
Grade 5
/std
3/A
BE
T 2
0
0
0
0
0
0
0
0
0 0
Grade 6
/Std
4
12
0
0
0
0
0
0
0
12
0 G
rade7/S
td 5
AB
ET
3
50
0
0
0
0
0
0
0
50
0 G
rade 8
/Std
6
5
0
0
0
0
0
0
0
5 0
Grade 9
/Std
7/A
BE
T 4
/NQ
F L
ev.1
50
0
0
0
0
0
0
0
50
0 F
urth
er E
ducation a
nd T
rain
ing (
FE
T)
2
Grade 1
0/S
td 8
/N1
17
0
0
0
3
0
0
0
20
3 3
Grade 1
1/S
td 9
/N2
47
0
0
0
4
0
0
0
51
4 4
Grade 1
2/S
td 1
0/N
3
29
0
0
3
6
0
0
0
32
6 H
igher E
ducation a
nd T
rain
ing (
HE
T)
5
Hig
her C
ertificate
s / A
dv N
CV
1
0
0
0
0
0
0
0
1 0
6
Dip
lom
as / A
dv C
ertificate
s
7
0
0
0
0
0
0
0
7 0
7
Bachelo
rs D
egrees / A
dv D
iplo
mas
5
0
0
0
0
0
0
0
5 0
8
Hig
her / H
ons / D
egrees / P
rof Q
ual
1
0
0
0
0
0
0
0
1 0
9
Maste
rs D
egree
0
0
0
0
0
0
0
0
0 0
10
Docto
rate
s
0
0
0
0
0
0
0
0
0 0
TOTA
L 22
4 0
0 3
13
0 0
0 23
4 13
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
236
Socia
l and L
abour P
lan –
Section 1
02 A
pplication
47
FOR
M Q
: TR
IPLE
M M
ININ
G
M
ale
Fem
ale
Tota
l
BA
ND
N
QF
LEVE
L O
LD S
YSTE
M
African
Coloured
Indian
White
African
Coloured
Indian
White
Male
Female
General
Education
and T
rain
ing
(G
ET
)
1
No S
chooling/U
nknow
n
336
0
0
0
0
0
0
0
336
0 G
rade 0
/Pre
1
0
0
0
0
0
0
0
1 0
Grade 1
/Sub A
4
0
0
0
0
0
0
0
4 0
Grade 2
/Sub B
8
0
0
0
0
0
0
0
8 0
Grade 3
/Std
. 1/A
BE
T 1
38
0
0
0
0
0
0
0
38
0 G
rade 4
/Std
. 2
60
0
0
0
0
0
0
0
60
0 G
rade 5
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. 3/A
BE
T 2
119
0
0
0
0
0
0
0
119
0 G
rade 6
/Std
. 4
167
0
0
1
0
0
0
0
168
0 G
rade7/S
td. 5 A
BE
T 3
149
0
0
0
1
0
0
0
149
1 G
rade 8
/Std
. 6
124
0
0
1
0
0
0
0
125
0 G
rade 9
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BE
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F L
ev.1
133
0
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0
0
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133
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urth
er
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and T
rain
ing
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ET
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1
63
0
0
6
0
0
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69
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122
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128
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118
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1
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9
141
10
Hig
her
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and T
rain
ing
(H
ET
)
5
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her C
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dv N
CV
0
0
0
0
0
0
0
0
0 0
6
Dip
lom
as / A
dv C
ertificate
s
0
0
0
28
0
0
0
1
28
1 7
Bachelo
rs D
egrees / A
dv D
iplo
mas
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0
0
0
0
0
0
0
0 0
8
Hig
her / H
ons / D
egrees / P
rof Q
ual
0
0
0
0
0
0
0
0
0 0
9
Maste
rs D
egree
1
0
0
0
0
0
0
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10
Docto
rate
s
0
0
0
0
0
0
0
0
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TOTA
L 14
43
0 0
65
2 0
0 10
15
08
12
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
237
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
Classification of portable skills A. Portable skills outside the mining sector
B. Portable skills in non-mining related training
programmes at times of retrenchment/ downscaling
APPENDIX G
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
238Social and Labour Plan – Section 102 Application
49
A. PORTABLE SKILLS TRAINING PROGRAMMES TO EMPLOYEES
Training Programmes Occupational Levels as per Form S
Supervisory Skills Skilled technical and academically qualified (Paterson Level C), Semi-skilled and discretionary decision making (Paterson B & A on special request)
Financial Life Skills Unskilled and defined decision making Semi skilled and discretionary decision making (Paterson Level A & B)
Basic Business Skills Unskilled and defined decision making Semi skilled and discretionary decision making (Paterson Level A & B)
Introduction to Basic Computers Semi-skilled and discretionary decision making (Paterson B & A on special request)
Other Portable Skills (Defined as per Employee selection)
Basic Electrical Semi-skilled & Unskilled (Paterson A & B)
Basic Cutting & Welding Semi-skilled & Unskilled (Paterson A & B)
Construction: Bricklaying & Plastering
Semi-skilled & Unskilled (Paterson A & B)
Construction: Plumbing Semi-skilled & Unskilled (Paterson A & B)
Agriculture: Poultry Semi-skilled & Unskilled (Paterson A & B)
Basic/Intermediate Computer Training
Semi-skilled & Unskilled (Paterson A & B)
Business/Entrepreneurial Skills Semi-skilled & Unskilled (Paterson A & B)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016
239Social and Labour Plan – Section 102 Application
50
B. PORTABLE SKILLS TRAINING PROGRAMMES TO EMPLOYEES AT TIMES OF RETRENCHMENT/DOWNSCALING
Training Programmes
Basic/Intermediate Computer Training
Business/Entrepreneurial Skills
Basic Electrical
Basic Cutting & Welding
Construction: Bricklaying & Plastering/Tiling/Painting
Construction: Plumbing
Agriculture: Poultry
Agriculture: Vegetable Cultivation
Agriculture: Cattle/Sheep/Goats
Construction: Earthmoving Machinery: Front End Loader (Code 10 pre-requisite)
Construction: Earthmoving Machinery: Articulated Dump Truck (Code 10 pre-requisite)
Construction: Earthmoving Machinery: Tractor Loader Backhoe (Code 10 pre-requisite)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
242
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
242
CONTENTS ...........................................................................................................................................................................
HUMAN RESOURCES DEVELOPMENT ..............................................................................................243 2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES ..............................................................244 2.2 SKILLS DEVELOPMENT PLAN ......................................................................................................224 2.4 MENTORSHIP PLAN ........................................................................................................................249 2.5 BURSARY, GRADUATE/DIPLOMAT & INTERNSHIP PROGRAMME PLAN .............................251 SOCIO-ECONOMIC DEVELOPMENT PROGRAMMES .......................................................................253
FINANCIAL PROVISION .........................................................................................................................267 5.1 FINANCIAL PROVISION ..................................................................................................................268
5.1.3 FINANCIAL PROVISION FOR LOCAL ECONOMIC DEVELOPMENT ...........................................................269 UNDERTAKING .......................................................................................................................................271 6.1 STATEMENT OF UNDERTAKING ...................................................................................................272
243
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Human Resources Development
SECTION 2
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
244
SECTION 2 2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES
2.2 SKILLS DEVELOPMENT PLAN
245
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Table 2.3: Revised 2018 targets for ABET training
Impala Platinum Limited 2018
Revised - 2018
Adult Basic Education and
Training (ABET) Level
Programme Expected No. of Enrolments
% Literacy
Level
Expected No. of
Enrolments
% Literacy
Level
PRE-ABET PT 70
85%
39
84%
ABET Level 1 FT
110 14 PT 96
ABET Level 2 FT
120 26 PT 76
ABET Level 3 FT 60 28 PT 90 45
ABET Level 4 FT 60 45 PT 35 0
FLC FT 45 6 PT 0 0
Totals FT 165
119
PT 425 256
590
375
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
246
Tabl
e 2.
4a:
Rev
ised
201
8 ta
rget
for
Lear
ners
hips
Pro
gram
mes
Impa
la P
latin
um L
imite
d Ta
rget
s
2018
Rev
ised
Tar
get
2018
TAR
GE
T N
ew
Enr
olm
ents
Cur
rent
P
artic
ipan
ts
Tota
l E
nrol
men
ts
TAR
GE
T N
o.
Qua
lifie
d
TAR
GE
T N
ew
Enr
olm
ents
Cur
rent
P
artic
ipan
ts
Tota
l E
nrol
men
ts
TAR
GE
T N
o.
Qua
lifie
d
Art
isan
E
ngin
eerin
g E
lect
ricia
n (1
8.1)
12
20
32
10
0 0
0 0
E
ngin
eerin
g E
lect
ricia
n (1
8.2)
5
4 9
5
0 0
0 0
E
ngin
eerin
g B
oile
rmak
er (1
8.1)
7
8 15
8
0
0 0
0
Eng
inee
ring
Boi
lerm
aker
(18.
2)
6 1
7 5
0
0 0
0
Eng
inee
ring
Die
sel M
echa
nic
(18.
1)
6 11
17
8
0
0 0
0
Eng
inee
ring
Die
sel M
echa
nic
(18.
2)
6 4
10
6
0 0
0 0
E
ngin
eerin
g In
stru
men
t Mec
hani
c (1
8.1)
1
7 8
2
0 0
0 0
E
ngin
eerin
g In
stru
men
t Mec
hani
c (1
8.2)
1
3 4
1
0 0
0 0
E
ngin
eerin
g Fi
tting
(18.
1)
13
22
35
10
0
0 0
0
Eng
inee
ring
Fitti
ng (1
8.2)
5
6 11
5
0
0 0
0
Eng
inee
ring
Rig
ging
(18.
1)
2 11
13
2
0
0 0
0
Eng
inee
ring
Rig
ging
(18.
2)
2 2
4 1
0
0 0
0
Sub
Tota
l 66
99
16
5 63
0 0
0 0
247
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Tab
le 2
.4a:
Revis
ed
2018 t
arg
et
for
Learn
ers
hip
s P
rog
ram
mes
Imp
ala
Pla
tin
um
Lim
ited
T
arg
ets
2018
R
evis
ed
Targ
ets
2018
TA
RG
ET
N
ew
E
nro
lmen
ts
Cu
rren
t P
art
icip
an
ts
To
tal
En
rolm
en
ts
TA
RG
ET
N
o.
Qu
alifi
ed
TA
RG
ET
N
ew
E
nro
lmen
ts
Cu
rren
t P
art
icip
an
ts
To
tal
En
rolm
en
ts
TA
RG
ET
N
o. Q
ualifi
ed
No
n A
rtis
an
Level 2 M
inin
g O
pera
tions (
Cat4
-8)
18
18
36
18
0
0
0
0
Level 2 M
inin
g O
pera
tions (
Com
munity)
5
5
10
5
0
0
0
0
Level 2 M
inin
g O
pera
tions (
Experiential)
15
15
30
15
0
0
0
0
Level 2 M
inin
g O
pera
tions (
LM
O)
15
15
30
15
0
0
0
0
Level 3 R
ock B
reaker
Qualification (
Cat4
-8)
15
15
30
15
0
0
0
0
Level 3 R
ock B
reaker
Qualification (
LM
O)
15
15
30
15
0
0
0
0
DM
R B
lasting C
ert
ific
ate
0
0
0
0
63
46
76
30
Su
b T
ota
l 83
83
166
83
63
46
76
30
TO
TA
L
149
182
331
146
63
46
76
30
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
248
Tabl
e 2.
6: R
evis
ed 2
018
targ
ets
for
In-h
ouse
Cor
e S
kills
Tra
inin
g in
Por
tabl
e S
kills
Impa
la P
latin
um L
imite
d Ta
rget
s
2018
Rev
ised
Tar
gets
2
018
Trai
ning
Pro
gram
mes
D
urat
ion
Targ
et
No.
of E
nrol
men
ts
No.
Exp
ecte
d to
Q
ualif
y
Targ
et
No.
of E
nrol
men
ts
Sup
ervi
sory
& B
usin
ess
Trai
ning
Sup
ervi
sory
ski
lls
3 D
ays
224
224
22
4 Fi
nanc
ial L
ife S
kills
2
Day
s 24
0 24
0
240
Bas
ic B
usin
ess
Ski
lls
3 D
ays
200
200
20
0 In
trodu
ctio
n to
Bas
ic C
ompu
ters
2
Day
s Fu
ll tim
e 16
0 16
0
80
Oth
er P
orta
ble
Ski
lls
(Def
ined
as
per E
mpl
oyee
sel
ectio
n)
10–
15 D
ays
144
144
14
4
Tota
l 96
8 82
4
888
249
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
2.4 MENTORSHIP PLAN
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
250
Tabl
e 2.
11: R
evis
ed 2
018
targ
ets
for M
ento
ring
Impa
la P
latin
um L
imite
d Ta
rget
s
201
8
Rev
ised
Tar
get
2018
Men
torin
g Pr
ogra
mm
e D
urat
ion
TAR
GET
N
ew
Men
tees
TAR
GET
M
ente
es
Com
plet
ed
TAR
GET
N
ew
Men
tees
TAR
GET
M
ente
es
Com
plet
ed
Min
ing
Engi
neer
in tr
aini
ng (G
radu
ate)
3
Year
s M
in.
5 5
3
5 M
inin
g En
gine
er in
Tra
inin
g (D
iplo
mat
) 3
Year
s M
in.
0 0
0
0 M
inin
g Tr
aine
es
3 Ye
ars
Min
. 5
10
0
1 Ex
-Min
ers
1 Ye
ar
15
15
11
3
Trai
nee
Engi
neer
s (J
unio
r Eng
inee
r) 3
year
s 10
3
0
3 En
gine
erin
g Le
arne
rshi
ps
36-4
2 M
onth
s 61
67
30
39
Burs
ars
(in
cl. C
SI)
**
3-4
Year
s 79
0
22
14
Ex
perie
ntia
l lea
rnin
g / I
nter
nshi
p 1
year
26
16
14
16
TOTA
L
201
116
80
81
251
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
2.5 BURSARY, GRADUATE/DIPLOMAT & INTERNSHIP PROGRAMME PLAN
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
252
Tabl
e 2.
14 (a
): R
evis
ed 2
018
targ
ets
for B
ursa
ry, G
radu
ate/
Dip
lom
at &
Inte
rnsh
ip P
rogr
amm
es
Impa
la P
latin
um L
imite
d
Targ
ets
2
018
R
evis
ed T
arge
t 20
18
Prog
ram
me
Fiel
d of
stu
dy
Targ
et
New
Inta
ke
Targ
et
(N
o O
ffere
d)
Ta
rget
N
ew In
take
Ta
rget
(No
Offe
red)
Uni
vers
ity B
ursa
ries
(Ext
erna
l)
Min
ing,
Ele
ctric
al, M
echa
nica
l, C
hem
ical
En
gine
erin
g, C
hem
istry
, Geo
logy
, Su
rvey
, HR
, Oth
er, P
ost G
radu
ate
7 25
7 18
Gra
duat
e/D
iplo
mat
In
tern
ship
&
Exp
erie
ntia
l Pr
ogra
mm
es (I
nter
nal)
Gra
duat
e M
inin
g Tr
aini
ng
10
33
3
27
Gra
duat
e M
inin
g Se
rvic
es
10
11
2
16
Dip
lom
at /
Gra
duat
e En
gine
erin
g
Trai
ning
2
10
0
11
Min
ing
Trai
nees
5
25
0
7 O
ther
Inte
rnsh
ip &
Exp
erie
ntia
l Pro
gram
mes
(E
xter
nal)
Oth
er In
tern
ship
& E
xper
ient
ial
Prog
ram
mes
(Ext
erna
l) 26
26
14
20
TOTA
L 60
13
0
26
99
Tabl
e 2.
14:
Rev
ised
201
8 ta
rget
for B
ursa
ry, G
radu
ate/
Dip
lom
at &
Inte
rnsh
ip P
rogr
amm
es
Impa
la P
latin
um L
imite
d
Targ
ets
2
018
R
evis
ed T
arge
t 20
18
Educ
atio
nal A
ssis
tanc
e fo
r Em
ploy
ees
New
Inta
ke
(No
Offe
red)
Targ
et
New
Inta
ke
Targ
et
(N
o O
ffere
d)
Empl
oyee
s Su
ppor
ted
115
400
48
50
253
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Socio-Economic Development Programmes
SECTION 3
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
254
Proj
ect N
ame:
Fr
eedo
m P
ark
– C
onst
ruct
ion
of a
Clin
ic
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a C
linic
in F
reed
om P
ark
(as
per I
DP,
pag
e 20
5). T
he d
evel
opm
ent o
f thi
s pr
ojec
t of
fers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
His
toric
ally
Dis
adva
ntag
ed c
omm
uniti
es c
lose
to Im
pala
ope
ratio
ns. I
t was
ther
efor
e de
cide
d to
con
tribu
te R
10 0
00 0
00 to
war
ds
the
esta
blis
hmen
t of a
clin
ic in
Fre
edom
Par
k.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:
FY20
17
Proj
ect E
nd D
ate:
D
ecem
ber 2
020
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 te
mpo
rary
jobs
- F
inal
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
/21
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
200
000
200
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
1 0
00 0
00
1 00
0 00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Agre
emen
t on
deta
iled
desi
gn w
ith a
ll st
akeh
olde
rs
Sing
ed o
ff de
sign
do
cum
enta
tion
Impa
la /
Com
mun
ity
Stru
ctur
es a
nd D
oH
-
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t of t
he c
linic
C
ompl
eted
faci
litie
s as
per
ag
reed
sco
pe a
nd d
esig
n Im
pala
pro
ject
team
8 7
50 0
00
8 75
0 00
0
Han
dove
r
Exit
Stra
tegy
- H
and
over
of
com
plet
ed fa
cilit
ies
to
DoH
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
DoH
50 0
00
5
0 00
0
Tota
l Pro
ject
Bud
get:
10
000
000
10
000
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Fre
edom
Par
k Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
DoH
(Dep
artm
ent o
f Hea
lth to
take
resp
onsi
bilit
y to
op
erat
e an
d m
aint
ain)
255
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Proj
ect N
ame:
Fr
eedo
m P
ark
– C
onst
ruct
ion
of S
port
s Fa
cilit
y
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a s
port
faci
lity
in th
e Fr
eedo
m P
ark
com
mun
ity (a
s pe
r ID
P, p
age
183)
. It i
s th
e vi
sion
of
Impa
la to
bec
ome
a si
gnifi
cant
con
tribu
tor t
owar
ds c
reat
ing
a vi
bran
t and
sus
tain
able
soc
io-e
cono
mic
env
ironm
ent w
ithin
the
com
mun
ities
in w
hich
it o
pera
tes,
thro
ugh
spor
ts
deve
lopm
ent.
It w
as th
eref
ore
deci
ded
to c
onst
ruct
thes
e fa
cilit
ies
to p
rovi
de a
cces
s to
spo
rt to
the
lear
ners
of s
choo
ls in
Fre
edom
Par
k an
d th
e br
oade
r com
mun
ity s
urro
undi
ng th
ese
scho
ols.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:
FY20
17
Proj
ect E
nd D
ate:
D
ecem
ber 2
020
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
15 (f
inal
num
ber
only
ava
ilabl
e af
ter
feas
ibilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
/21
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
200
000
200
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
8
00 0
00
8
00 0
00
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n Im
pala
/ C
omm
unity
St
ruct
ures
and
RLM
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la
7 0
00 0
00
7 0
00 0
00
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
LM
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
RLM
-
Tota
l Pro
ject
Bud
get:
8
000
000
8
000
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) Le
arne
rs o
f Fre
edom
Par
k sc
hool
s as
wel
l as
mem
bers
of
the
broa
der c
omm
unity
Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RLM
(R
LM to
take
ow
ners
hip
and
mai
ntai
n af
ter h
ando
ver)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
256
Proj
ect N
ame:
Fr
eedo
m P
ark
– C
omm
unity
Infr
astr
uctu
re U
pgra
de
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d th
e ne
ed fo
r the
upg
rade
of C
omm
unity
Infra
stru
ctur
e su
ch a
s a
Roa
ds a
nd S
treet
Lig
hts
(the
quan
titie
s in
term
s of
km
of
road
s an
d am
ount
of s
treet
light
s ca
nnot
be
dete
rmin
ed a
nd w
ill be
com
mun
icat
ed to
DM
R a
fter c
ompl
etio
n of
the
feas
ibilit
y) in
Fre
edom
Par
k. U
pgra
ding
of i
nfra
stru
ctur
e of
fers
a
mea
ning
ful u
plift
men
t opp
ortu
nity
to th
e Fr
eedo
m P
ark
com
mun
ity v
ery
clos
e to
Impa
la o
pera
tions
. It w
as th
eref
ore
deci
ded
to p
artic
ipat
e in
a p
roje
ct to
upg
rade
com
mun
ity
infra
stru
ctur
e in
Fre
edom
Par
k.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:
FY20
17
Proj
ect E
nd D
ate:
D
ecem
ber 2
020
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Es
timat
e 30
tem
pora
ry
jobs
M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l B
udge
t A
lloca
tion
K
PA (K
ey
Perf
orm
ance
Are
a)
KPI
(Key
Per
form
ance
In
dica
tor)
FY
14
FY15
FY
16
FY17
FY
18
FY19
FY
20/2
1
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
-
-
2 5
65 2
79
4
89 8
90
64
5 61
4
-
46 2
99 2
17
50
000
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
Sign
off
of D
esig
n an
d fin
al s
cope
Agre
emen
t on
deta
iled
desi
gn w
ith a
ll st
akeh
olde
rs
Sing
ed o
ff de
sign
do
cum
enta
tion
Impa
la, C
omm
unity
St
ruct
ures
and
RLM
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
Com
plet
ed fa
cilit
ies
as
per a
gree
d sc
ope
and
desi
gn
Impa
la
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
LM
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Im
pala
, Com
mun
ity
Stru
ctur
es a
nd R
LM
Tota
l Pro
ject
Bud
get:
-
-
2 5
65 2
79
4
89 8
90
64
5 61
4
-
46
299
217
5
0 00
0 00
0
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Mem
bers
of t
he b
road
er c
omm
unity
in F
reed
om
Park
Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RLM
(R
LM to
take
ow
ners
hip
and
mai
ntai
n af
ter h
ando
ver)
257
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Proj
ect N
ame:
R
enov
atio
n of
Mog
ono
Com
mun
ity H
all
Bac
kgro
und:
D
urin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
reno
vatio
n of
the
com
mun
ity h
all.
This
pro
ject
offe
rs a
mea
ning
ful u
plift
men
t opp
ortu
nity
to
com
mun
ity o
f Mog
ono.
It w
as th
eref
ore
deci
ded
to re
nova
te th
e ex
istin
g fa
cilit
ies
to p
rovi
de m
eani
ngfu
l im
prov
emen
t to
the
broa
der c
omm
unity
in th
e M
ogon
o co
mm
unity
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
FY20
19
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 Te
mpo
rary
Job
s - F
inal
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
40 0
00
40
000
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
200
000
20
0 00
0
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
-
Con
stru
ctio
n Ph
ase
Ph
ysic
al re
nova
tion
and
cons
truct
ion
of th
e ha
ll
Com
plet
ed fa
cilit
ies
as
per a
gree
d sc
ope
and
desi
gn
Impa
la
1
760
000
1 76
0 00
0
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
-
Tota
l Pro
ject
Bud
get:
-
-
-
-
-
2 0
00 0
00
-
2
000
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Mog
ono
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter h
ando
ver)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
258
Proj
ect N
ame:
Lu
ka/M
ogon
o - C
onst
ruct
ion
of R
ecre
atio
nal a
nd S
port
Fac
ilitie
s
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
recr
eatio
nal a
nd s
port
faci
litie
s in
the
Luka
/Mog
ono
com
mun
ities
. It i
s th
e vi
sion
of
Impa
la to
bec
ome
a si
gnifi
cant
con
tribu
tor t
owar
ds c
reat
ing
a vi
bran
t and
sus
tain
able
soc
io-e
cono
mic
env
ironm
ent w
ithin
the
com
mun
ities
in w
hich
it o
pera
tes,
thro
ugh
spor
ts
deve
lopm
ent.
It w
as th
eref
ore
deci
ded
to c
onst
ruct
thes
e fa
cilit
ies
to p
rovi
de a
cces
s to
spo
rt to
the
lear
ners
of s
choo
ls in
Luk
a/ M
ogon
o an
d th
e br
oade
r com
mun
ity s
urro
undi
ng
thes
e sc
hool
s.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Lu
ka/M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2016
Pr
ojec
t End
Dat
e:
Dec
embe
r 202
0
Tota
l Exp
ecte
d N
o.
of J
obs
to b
e cr
eate
d:
Estim
ate
25 T
empo
rary
Jo
bs -
(fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
/21
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
40
0 00
0
40
0 00
0
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
2
000
000
2
000
000
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la
1
7 50
0 00
0
1
7 50
0 00
0
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
10
0 00
0
10
0 00
0
Tota
l Pro
ject
Bud
get:
-
-
-
-
-
-
20
000
000
20
000
000
B
enef
icia
ries:
(C
omm
unity
Sp
ecifi
c)
Lear
ners
of L
uka/
Mog
ono
scho
ols
as w
ell a
s m
embe
rs o
f th
e br
oade
r com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
259
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Proj
ect N
ame:
Lu
ka/ M
ogon
o W
ater
Infr
astr
uctu
re U
pgra
de P
roje
ct
Bac
kgro
und:
Dur
ing
enga
gem
ent w
ith c
omm
unity
lead
ersh
ip th
e up
grad
e of
the
Luka
and
Mog
ono
wat
er s
uppl
y ne
twor
k w
as id
entif
ied
as a
n ur
gent
com
mun
ity n
eed.
Thi
s pr
ojec
t will
serv
e th
e co
mm
uniti
es o
f the
sup
ply
area
(Luk
a an
d M
ogon
o), w
hich
will
assi
st in
ach
ievi
ng th
e pr
ime
impo
rtanc
e of
sus
tain
able
wat
er in
frast
ruct
ural
dev
elop
men
ts to
bet
ter t
he li
ves
of
the
com
mun
ity m
embe
rs o
n a
soci
al a
nd e
cono
mic
leve
l. Th
e pr
ojec
t will
be in
two
phas
es. F
or p
hase
1, t
he fo
llow
ing
shal
l tak
e pr
eced
ence
: A d
edic
ated
pip
elin
e of
uPV
C
355m
m in
dia
met
er h
as to
be
inst
alle
d fro
m th
e gr
ound
leve
l int
o an
are
a id
entif
ied
in M
ogon
o. A
pum
ping
sta
tion
will
also
be
inst
alle
d to
tran
sfer
wat
er a
t a h
igh
rate
from
the
grou
nd le
vel s
tora
ge in
to th
e el
evat
ed s
teel
tank
to s
uppl
y th
e ea
rmar
ked
area
. For
pha
se 2
, the
follo
win
g sh
all t
ake
prec
eden
ce: T
he in
stal
latio
n of
two
new
ded
icat
ed 3
15m
m
uPVC
cla
ss 1
2 pi
pelin
es b
reac
hing
off
from
the
355m
m p
ipel
ine
supp
lyin
g th
e lo
wer
are
as in
Mog
ono,
sep
arat
ed b
y a
railw
ay li
ne.
In c
onsu
ltatio
n w
ith c
omm
unity
lead
ersh
ip it
w
as d
ecid
ed th
at R
30 m
illion
pre
viou
sly
earm
arke
d fo
r the
upg
radi
ng o
f a s
choo
l in
Luka
will
be a
lloca
ted
to th
is p
roje
ct.
Geo
grap
hica
l Lo
catio
n of
Pr
ojec
t: Lu
ka/ M
ogon
o Pr
ojec
t Sta
rt D
ate:
FY
2016
Pr
ojec
t End
Dat
e:
FY20
20
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Es
timat
e 30
M
ale:
N
ot k
now
n Fe
mal
e:
Not
kno
wn
Yout
h:
Not
kno
wn
Out
put
Act
ivity
R
espo
nsib
le E
ntity
Ti
mef
ram
e To
tal
Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY16
FY
17
FY18
FY
19
FY20
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
1 99
0 03
5
2
079
515
15
000
000
10
930
450
30 0
00 0
00
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
Sign
off
of D
esig
n an
d fin
al
scop
e Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n Im
pala
, Com
mun
ity
Stru
ctur
es a
nd R
BA
Con
stru
ctio
n Ph
ase
Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t the
faci
litie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la
Han
dove
r H
ando
ver o
f com
plet
ed
faci
litie
s to
Dik
gosa
na
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Impa
la, C
omm
unity
St
ruct
ures
and
RBA
Tota
l Pro
ject
Bud
get:
-
1
990
035
2 0
79 5
15
15 0
00 0
00
10 9
30 4
50
30
000
000
B
enef
icia
ries:
(C
omm
unity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Luk
a/ M
ogon
o Pr
ojec
t Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
260
Proj
ect N
ame:
Le
fara
gatlh
e - C
onst
ruct
ion
of S
port
Fac
ility
Bac
kgro
und:
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a s
port
faci
lity
in th
e Le
fara
gatlh
e co
mm
unity
(as
per I
DP,
pag
e 18
3). I
t is
the
visi
on
of Im
pala
to b
ecom
e a
sign
ifica
nt c
ontri
buto
r tow
ards
cre
atin
g a
vibr
ant a
nd s
usta
inab
le s
ocio
-eco
nom
ic e
nviro
nmen
t with
in th
e co
mm
uniti
es in
whi
ch it
ope
rate
s, th
roug
h sp
orts
dev
elop
men
t. It
was
ther
efor
e de
cide
d to
con
stru
ct th
ese
faci
litie
s to
pro
vide
acc
ess
to s
port
to th
e le
arne
rs o
f sch
ools
in L
efar
agat
lhe
and
the
broa
der c
omm
unity
su
rroun
ding
thes
e sc
hool
s.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Le
fara
gatlh
e Pr
ojec
t Sta
rt D
ate:
FY
2017
Pr
ojec
t End
Dat
e:
FY20
19
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Estim
ate
8 Te
mpo
rary
Job
s - (
final
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y)
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Yo
uth:
N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l B
udge
t A
lloca
tion
K
PA (K
ey P
erfo
rman
ce
Are
a)
KPI
(Key
Per
form
ance
In
dica
tor)
FY
14
FY15
FY
16
FY17
FY
18
FY19
FY
20
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la
-
-
-
-
-
40
000
-
4
0 00
0
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
-
-
-
-
-
100
000
-
100
000
Sign
off
of D
esig
n an
d fin
al s
cope
Ag
reem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Si
nged
off
desi
gn
docu
men
tatio
n Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
-
-
-
-
-
-
-
-
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s
Com
plet
ed fa
cilit
ies
as p
er
agre
ed s
cope
and
des
ign
Impa
la
-
-
-
-
-
1 8
10 0
00
-
1 8
10 0
00
Han
dove
r Ex
it St
rate
gy -
Han
d ov
er o
f co
mpl
eted
faci
litie
s to
RBA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce b
y co
mm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
-
-
-
-
-
5
0 00
0
-
50
000
Tota
l Pro
ject
Bud
get:
-
-
-
-
-
2 0
00 0
00
-
2 0
00 0
00
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Lear
ners
of L
efar
agat
lhe
scho
ols
as w
ell a
s m
embe
rs o
f the
br
oade
r com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
BA (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter
hand
over
)
261
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Proj
ect N
ame:
B
oite
kong
Atte
nuat
ion
Dam
Reh
abili
tatio
n
Bac
kgro
und:
As p
art o
f Im
pala
Pla
tinum
Hol
ding
s Li
mite
d’s
soci
al re
spon
sibi
lity,
it is
em
bark
ing
on a
pro
ject
to u
pgra
de th
e da
m n
ext t
o th
e R
uste
nbur
g Pr
ison
and
nex
t to
Sunr
ise
View
Hom
e O
wne
rshi
p de
velo
pmen
t. Th
is d
am w
as d
amag
ed y
ears
ago
with
exc
essi
ve fl
oodi
ng a
nd w
as n
ever
rebu
ild. T
he u
pgra
ding
of t
his
dam
will
min
imiz
e th
e th
reat
of f
lood
ing
at S
unris
e Vi
ew. E
nviro
nmen
tal M
anag
emen
t Pla
n ap
prov
al w
as o
btai
ned.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: Bo
iteko
ng
Proj
ect S
tart
Dat
e:
FY20
15
Proj
ect E
nd D
ate:
FY
2019
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
30
(Est
imat
ed)
Mal
e:
Not
Kno
wn
Fem
ale:
N
ot K
now
n Yo
uth:
N
ot K
now
n
Out
put
Act
ivity
Res
pons
ible
En
tity
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
KPA
(Key
Per
form
ance
A
rea)
K
PI (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
Det
aile
d pl
anni
ng &
Te
nder
ing
Appo
intm
ent o
f pr
ofes
sion
als
Tend
erin
g fo
r con
tract
ors,
Pr
ofes
sion
al S
ervi
ces
Con
tract
s PM
Tea
m
1 86
5 69
9
755
933
2
59 6
00
-
-
17
818
768
-
20
700
000
Con
stru
ct a
cces
s ro
ad
to d
am, R
ehab
ilitat
ion
of d
am
Site
est
ablis
hmen
t -
Phys
ical
con
stru
ctio
n C
ertif
icat
e of
com
plet
ion
PM
Tea
m &
C
ontra
ctor
(s)
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
LM
Cer
tific
ate
of c
ompl
etio
n
PM T
eam
&
Con
tract
or (s
), R
LM
Tota
l Pro
ject
Bud
get:
1 86
5 69
9
755
933
2
59 6
00
-
-
17
818
768
-
20
700
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Boite
kong
/ m
embe
rs o
f the
bro
ader
com
mun
ity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Im
pala
/ R
LM (
RLM
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
dove
r)
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
262
Proj
ect N
ame:
Li
brar
y &
Com
mun
ity H
alls
Cap
acita
tion
LSA
Bac
kgro
und:
To c
ontri
bute
to th
e de
velo
pmen
t of l
abou
r sen
ding
are
as (T
aung
and
Eas
tern
Cap
e) Im
pala
agr
ees
not t
o ha
ve a
ny in
frast
ruct
ure
proj
ects
for t
his
SLP
but
ra
ther
do
capa
cita
tion
of fa
cilit
ies
(e.g
. Lib
rarie
s, c
linic
s an
d co
mpu
ter c
entre
s, e
tc.)
with
equ
ipm
ent.
We
ther
efor
e do
not
spe
cify
the
deta
ils o
f the
pro
gram
s bu
t w
e co
mm
it to
the
prin
cipl
e of
the
prop
osed
con
tribu
tions
and
to th
e am
ount
s bu
dget
ed. A
ny p
roje
ct u
nder
this
initi
ativ
e w
ill b
e ag
reed
to b
y al
l rel
evan
t st
akeh
olde
rs a
nd it
will
be
in li
ne w
ith id
entif
ied
com
mun
ity n
eeds
.
Geo
grap
hica
l Lo
catio
n of
Pro
ject
: LS
A C
omm
uniti
es
Proj
ect S
tart
Dat
e:
FY20
16
Proj
ect E
nd D
ate:
D
ecem
ber 2
020
Tota
l Exp
ecte
d N
o. o
f Jo
bs to
be
crea
ted:
Est
imat
e 5
- Fin
al
num
ber o
nly
avai
labl
e af
ter f
easi
bilit
y M
ale:
N
ot K
now
n Fe
mal
e:
Not
Kno
wn
Yout
h:
Not
Kno
wn
Out
put
Act
ivity
Res
pons
ible
En
tity
Tim
efra
me
Tota
l B
udge
t A
lloca
tion
K
PA (K
ey
Perf
orm
ance
Are
a)
KPI
(Key
Pe
rfor
man
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
/21
Det
aile
d S
copi
ng
Com
plet
ion
of S
cope
do
cum
ent
Sco
pe d
ocum
ent
-
3 72
9
-
49 9
96
-
-
4 94
6 27
5
5
000
000
Sig
n of
f of f
inal
sco
pe
Agr
eem
ent o
n de
taile
d sc
ope
with
all
stak
ehol
ders
S
igne
d of
f sco
pe
docu
men
t
Inst
alla
tion
Pha
se
Phy
sica
l of t
he
equi
pmen
t or f
acili
ties
Inst
alle
d eq
uipm
ent
and
faci
litie
s as
per
th
e ag
reed
sco
pe
Exi
t Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
pr
ojec
t
Tota
l Pro
ject
Bud
get:
-
3 72
9
-
49 9
96
-
-
4 94
6 27
5
5
000
000
Ben
efic
iarie
s:
(Com
mun
ity S
peci
fic)
Com
mun
ities
of l
abou
r sen
ding
are
as
Proj
ect P
artn
ers/
Ass
ocia
tes:
Lo
cal M
unic
ipal
ities
and
Rel
evan
t Gov
ernm
ent D
epar
tmen
ts
(Rel
evan
t ent
ity to
take
ow
ners
hip
and
mai
ntai
n af
ter h
and
over
)
263
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:M
ine
Com
mun
ities
Proj
ect S
tart
Dat
e:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:M
ale:
Fem
ale:
Yout
h:
KPA
(Key
Per
form
ance
Are
a)KP
I (Ke
y Pe
rfor
man
ce In
dica
tor)
FY14
FY15
FY16
FY17
FY18
FY19
FY20
FY21
To in
crea
se n
umbe
r of
sk
illed
grad
uate
s in
the
coun
try
Rec
ruitm
ent d
rive
of th
e 10
le
arne
rs th
roug
h in
terv
iew
sO
rgan
ize
20 to
sel
ect 5
, kee
p re
cord
s of
thes
e in
terv
iew
sB
ursa
ry D
epar
tmen
t
To a
llevi
ate
pove
rty
by
crea
ting
jobs
, thu
s co
ntrib
utin
g to
JIP
SA
(J
oint
Initi
ativ
e on
Prio
rity
Ski
lls A
cqui
sitio
n)
To tr
ansp
ort
and
acco
mm
odat
e th
ese
lear
ners
at R
uste
nbur
g, to
be
par
t of
the
final
inte
rvie
ws
with
ot
her
Lear
ners
fro
m o
ther
Reg
ions
Org
aniz
e a
prog
ram
me
for
care
er
exhi
bitio
n, m
ine
visi
ts in
clud
ing
unde
rgro
und,
inte
ract
ion
with
en
gine
ers.
Exp
lain
bur
sary
ben
efits
an
d ru
les
and
regu
latio
ns
Impa
la P
latin
um
To s
ensi
tize
othe
r yo
uth
to p
ursu
e En
gine
erin
g,
Sci
ence
and
oth
er r
elat
ed
subj
ects
Sel
ectio
n of
suc
cess
ful
cand
idat
es b
y th
e bu
rsar
y te
am.
Mon
itor
prog
ress
of
stud
y th
roug
h th
e Le
arni
ng in
stitu
tion
Impa
la P
latin
um
To im
prov
e th
e sk
ills b
ase
Info
rm th
em o
ffic
ially
of
the
outc
omes
. Ass
ist a
nd p
rovi
de
supp
ort t
o ap
ply
to te
rtia
ry
Inst
itutio
ns
Esta
blis
h an
Edu
catio
nal c
omm
ittee
to
add
ress
all
educ
atio
nal m
atte
rsIm
pala
Pla
tinum
Liai
se w
ith r
elev
ant d
epar
tmen
ts a
t th
e op
erat
ions
for
voc
atio
nal
empl
oym
ent e
very
yea
r of
st
udyi
ng (
4)
Vis
its to
pla
ce o
f em
ploy
men
t, to
do
asse
ssm
ents
and
ass
ist t
hem
dur
ing
the
orie
ntat
ion
prog
ram
me
Impa
la P
latin
um
Ski
lls
Min
ing,
Ele
ctric
al, M
echa
nica
l, C
hem
ical
, B-C
om A
ccou
ntin
g,
Met
allu
rgy,
Geo
logy
, Sur
vey,
H
uman
Res
ourc
e an
d ot
her
rele
vant
stu
dies
The
BP
and
grad
uate
s w
ill di
ctat
e th
e in
take
Impa
la P
latin
um
3
905
250
6 0
00 0
00
4
000
000
4 0
00 0
00
4
000
000
3 0
00 0
00
2
547
375
2 5
47 3
75
30
000
000
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Tota
l Pro
ject
Bud
get:
Burs
ary
Min
e Co
mm
unity
Impa
la h
as e
mba
rked
on
this
initi
ativ
e, a
s pa
rt of
the
Soc
ial a
nd L
abou
r Pla
n, to
aw
ard
burs
arie
s to
lear
ners
Impa
la M
ine
com
mun
ities
. The
se le
arne
rs w
ill b
e no
rmal
bur
sary
stu
dent
s. A
fter t
heir
stud
ies
they
can
be
empl
oyed
by
Impa
la in
the
field
of s
tudi
es.
FY 2
014
Proj
ect E
nd D
ate:
Dec
embe
r 20
20
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tim
efra
me
3
905
250
6 0
00 0
00
4
000
000
Min
e C
omm
uniti
esPr
ojec
t Par
tner
s/A
ssoc
iate
s:Im
pala
30
000
000
4
000
000
4 0
00 0
00
3
000
000
2 5
47 3
75
2
547
375
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
264
Pr
ojec
t Nam
e:
Back
grou
nd:
Geog
raph
ical
Lo
catio
n of
Pro
ject
:
Labo
ur s
endi
ng
area
& M
ine
com
mun
ityPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:30
Mal
e:
KPA
(Key
Pe
rfor
man
ce A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Iden
tify t
he le
arne
rsId
entif
y lea
rner
s Le
arne
r gro
up
avai
labl
eIm
pala
Tea
m
Enga
ge a
nd c
ontra
ct
with
lear
ners
Con
tract
lear
ners
Sign
ed c
ontra
cts
Impa
la T
eam
Trai
ning
Tr
aini
ng s
ched
ule
agre
edM
onito
ring
prog
ress
Impa
la T
eam
1 9
97 7
42
8 0
00 0
00
5 0
00 0
00
5
000
000
6 0
00 0
00
6
000
000
1
4 00
1 12
9 1
4 00
1 12
9
6
0 00
0 00
0
Bene
ficia
ries:
(C
omm
unity
Sp
ecifi
c)
Novi
ce &
Lea
rner
ship
s Pr
ogra
mm
e (B
ojan
ala,
EC
& T
aung
)
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, i
t was
agr
eed
to a
ssis
t lab
our s
endi
ng a
reas
& m
inin
g co
mm
uniti
es b
y pro
vidin
g N
ovic
e an
d Le
arne
rshi
p tra
inin
g le
arne
rs. 3
0 Le
arne
rshi
ps w
ill b
e av
aila
ble
annu
ally.
FY20
14D
ecem
ber 2
020
Proj
ect E
nd D
ate:
Out
put
Activ
ityRe
spon
sibl
e En
tity
Tota
l Bud
get
Allo
catio
n
Not
kno
wn
Yout
h:Fe
mal
e:N
ot k
now
nN
ot k
now
n
Tim
efra
me
Tota
l Pro
ject
Bud
get:
Labo
ur s
endi
ng a
rea
& M
ine
com
mun
ityPr
ojec
t Par
tner
s/As
soci
ates
:Im
pala
1 99
7 74
2
8 00
0 00
0
5 00
0 00
0
5 00
0 00
0
6
000
000
60 0
00 0
00
6 00
0 00
0
14
001
129
14
001
129
265
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pr
ojec
t:Bo
njan
ala
Dist
rict
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Job
s to
be
cre
ated
:M
ale:
Fem
ale:
Yout
h:
KPA
(Key
Per
form
ance
Are
a)KP
I (Ke
y Pe
rfor
man
ce
Indi
cato
r)FY
14FY
15FY
16FY
17FY
18FY
19FY
20FY
21
To S
uppo
rt th
e sc
hool
s by
pr
ovid
ing
scho
ol s
uppo
rt on
ac
adem
ic is
sues
and
m
anag
emen
t iss
ues
Rec
ruitm
ent d
rive
for
men
tors
in M
aths
,Sci
ence
an
d te
chni
cal S
ubje
cts
and
also
men
torin
g th
e sc
hool
m
anag
emen
t
Iden
tify,
cont
ract
and
mon
itor
and
also
the
mat
hem
atic
s an
d lit
erac
y lev
els
Impa
la P
latin
um,N
orth
W
est D
ept o
f Edu
catio
n an
d sp
ecifi
c sc
hool
To S
uppo
rt H
igh
Scho
ol
lear
ners
in T
echn
ical
and
ac
adem
ic s
ubje
ct
Sele
ctio
n of
lear
ners
from
m
ine
com
mun
ities
to e
nrol
l at
Hig
h Sc
hool
sAc
adem
ic o
utco
me
in G
r 12
Impa
la P
latin
um,N
orth
W
est D
ept o
f Edu
catio
n an
d sp
ecifi
c sc
hool
To S
uppo
rt th
e sc
hool
s by
pr
ovid
ing
scho
ol s
uppo
rt on
sp
ort a
nd c
ultu
ral a
ctivi
ties
Dev
elop
and
hel
p w
ith s
port
deve
lopm
ent a
nd c
ultu
ral
activ
ities
als
o th
e us
ing
of
club
s to
enc
hang
e pa
rtici
patio
n in
spo
rt
Iden
tify,
cont
ract
and
mon
itor
and
sele
ctio
n of
rele
vent
te
ache
rs a
nd c
oach
es a
nd
the
sele
ctio
n of
lear
ners
and
te
ams
for d
istri
c pa
rtitip
atio
n
Impa
la P
latin
um,N
orth
W
est D
ept o
f Edu
catio
n an
d sp
ecifi
c sc
hool
The
MET
F pr
ogra
m
Spon
sorin
g of
Uni
vers
ities
w
ith m
inni
ng fa
culti
es
Stud
ents
at U
nive
rsiti
es
pass
ing
Min
ning
Rel
ated
fie
lds
Impa
la P
latin
um,N
orth
an
d th
e M
ETF
fund
This
pro
gram
me
aim
s to
eq
uip
teac
hers
to e
ffect
ively
teac
h M
athe
mat
ics
and
Scie
nce.
Se
lect
ed te
ache
rs fr
om
sele
cted
targ
eted
sch
ools
Gro
up o
f tea
cher
s m
easu
red
agai
nst t
he p
rogr
amm
e KP
I ag
reed
to a
s pe
r for
mal
Se
rvic
e Le
vel A
gree
men
tIm
pala
Hel
p ch
ildre
n w
hose
par
ents
w
ere
in fa
tal a
ccid
ents
with
ed
ucat
ion
need
sH
elp
fam
ilies
to fu
rther
thei
r ch
ildre
ns e
duca
tion
Chi
ldre
n pa
ssin
g th
eir
educ
atio
n ai
ms
10
697
808
12
900
000
7
400
000
7 40
0 00
0 1
3 99
1 77
9 1
3 99
1 77
9 1
4 67
4 20
4 1
4 67
4 20
3
95 7
29 7
73
Bene
ficia
ries:
(Co
mm
unity
Sp
ecifi
c)
13 9
91 7
79
95 7
29 7
73
Scho
ol S
uppo
rt a
nd W
e Ca
re P
rogr
amm
e
We
have
a ve
sted
inte
rest
in th
e sc
hool
s th
at w
e he
lped
to b
uild
con
side
ring
the
fact
that
they
are
bui
lt in
com
mun
ities
hou
sing
larg
e nu
mbe
rs o
f our
em
ploy
ees.
A h
olis
tic a
ppro
ach
to s
ervic
e de
liver
y at t
hese
sc
hool
s to
kee
p th
em m
aint
aine
d as
far a
s fa
cilit
ies
are
conc
erne
d an
d fu
nctio
nal a
s fa
r aca
dem
ic a
nd m
anag
emen
t are
con
cern
ed.
FY 2
014
Proj
ect E
nd D
ate:
Dece
mbe
r 202
0
Min
e C
omm
uniti
esPr
ojec
t Par
tner
s/As
soci
ates
:Im
pala
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tota
l Pro
ject
Bud
get:
Tim
efra
me
13 9
91 7
79
14 6
74 2
04
14 6
74 2
03
10 6
97 8
08
12 9
00 0
00
7 40
0 00
0
7
400
000
267
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Financial Provision
SECTION 5
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
268
SECTION 5
5.1 FINANCIAL PROVISION
269
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
5.1.
3 F
INA
NC
IAL
PR
OV
ISIO
N F
OR
LO
CA
L E
CO
NO
MIC
DE
VE
LO
PM
EN
T
Tabl
e 5.
3: F
inan
cial
Pro
visi
on fo
r th
e Lo
cal E
cono
mic
Dev
elop
men
t
Ben
efic
iary
Org
aniz
atio
n or
P
roje
ct n
ame
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
(unt
il D
ec
2020
) To
tal
Ent
erpr
ise
Dev
elop
men
t
SMM
E D
evel
opm
ent
2
266
230
2 0
00 0
00
2
000
000
4 0
00 0
00
9
733
770
-
-
-
2
0 00
0 00
0
Tota
l Ent
erpr
ise
Dev
elop
men
t
2 2
66 2
30
2
000
000
2 0
00 0
00
4
000
000
9 7
33 7
70
-
-
-
20
000
000
Edu
catio
n In
itiat
ives
Bu
rsar
y (B
ojan
ala,
EC
, Ta
ung)
3
905
250
6 00
0 00
0 4
000
000
4
000
000
4
000
000
3 00
0 00
0
2 54
7 37
5 2
547
375
30 0
00 0
00
Nov
ice
& Le
arne
rshi
ps
(Boj
anal
a, E
C, T
aung
) 1
997
742
8 00
0 00
0 5
000
000
5 00
0 00
0 6
000
000
6 00
0 00
0 14
001
129
14
001
129
60
000
000
Sc
hool
Sup
port
& W
e C
are
Proj
ect
10 6
97 8
08
12 9
00 0
00
7 40
0 00
0 7
400
000
13 9
91 7
79
13 9
91 7
79
14 6
74 2
04
14 6
74 2
03
95 7
29 7
73
Tota
l Edu
catio
n In
itiat
ives
16 6
00 8
00
26
900
000
1
6 40
0 00
0
16
400
000
2
3 99
1 77
9
22 9
91 7
79
31
222
708
3
1 22
2 70
8
18
5 72
9 77
3
In
fras
truc
ture
Pro
ject
s Fr
eedo
m P
ark
- Clin
ic
Con
stru
ctio
n
-
-
-
-
-
-
10 0
00 0
00
-
10
000
000
Fr
eedo
m P
ark
- Spo
rts
Faci
lity
Con
stru
ctio
n
-
-
-
-
-
-
8 0
00 0
00
-
8
000
000
Fr
eedo
m P
ark
- Com
mun
ity
Infra
stru
ctur
e U
pgra
de
-
-
2
565
279
4
89 8
90
645
614
-
46
299
217
-
5
0 00
0 00
0
Mog
ono
–Ren
ovat
ion
of
Com
mun
ity H
all
-
-
-
-
-
2 00
0 00
0
-
-
2 00
0 00
0
Mog
ono
(war
d 3)
– R
oads
&
Stor
m W
ater
Cha
nnel
s
-
-
2 0
00 0
00
8
000
000
6 0
00 0
00
-
-
-
16
000
000
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
270
Ben
efic
iary
Org
aniz
atio
n or
P
roje
ct n
ame
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
(unt
il D
ec
2020
) To
tal
Luka
/Mog
ono
- Con
stru
ctio
n of
Rec
reat
iona
l and
Spo
rt Fa
cilitie
s
-
-
-
-
-
-
20
000
000
-
2
0 00
0 00
0
Luka
Mak
gotla
Offi
ces
Upgr
ade
-
-
4
000
000
-
-
-
4 00
0 00
0
Luka
Wat
er
-
-
-
1 9
90 0
35
2
079
515
1
5 00
0 00
0
10
930
450
-
3
0 00
0 00
0
Kana
na –
Con
stru
ctio
n of
M
ulti-
Purp
ose
Cent
re a
nd
Libr
ary
-
-
6 0
00 0
00
9
000
000
-
-
-
-
15
000
000
Ka
nana
– R
oads
and
Sto
rm
Wat
er C
hann
els
-
-
-
2
000
000
2 0
00 0
00
-
-
-
4
000
000
Le
fara
gatlh
e - C
onst
ruct
ion
of S
port
Facil
ity
-
-
-
-
-
2 00
0 00
0
-
-
2 00
0 00
0
Scho
ol In
frast
ruct
ure
5
000
000
30 0
00 0
00
10
000
000
5 0
00 0
00
-
-
5
0 00
0 00
0
Boite
kong
Atte
nuat
ion
Dam
Re
habi
litatio
n
1
865
699
7
55 9
33
259
600
-
-
1
7 81
8 76
8
-
-
2
0 70
0 00
0
Libr
ary
& Co
mm
unity
Hal
ls Ca
pacit
atin
g LS
A
-
3
729
-
49
996
-
-
4 9
46 2
75
-
5
000
000
To
tal I
nfra
stru
ctur
e In
itiat
ives
6 8
65 6
99
30
759
662
24 8
24 8
79
26
529
921
10 7
25 1
29
36
818
768
10
0 17
5 94
2
-
2
36 7
00 0
00
Tota
l Hou
sing
4
25 1
84 7
33
29
251
877
69 8
54 6
93
109
046
183
99 8
77 7
56
140
0000
00
100
000
000
2
6 78
4 75
8
1 0
00 0
00 0
00
GR
AN
D T
OTA
L 4
54 8
65 0
36
109
421
088
1
38 5
02 9
45
176
345
036
1
68 6
17 8
10
204
8187
68
229
855
942
48
984
758
1
412
429
773
271
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
Undertaking
SECTION 6
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018
272
SECTION 6
6.1 STATEMENT OF UNDERTAKING
I, ____________________________________________ the undersigned and duly authorized thereto
by ______________________________________________ (Company) undertake to adhere to the
information, requirements, commitments and conditions as set out in the social and labour plan.
Signed at ______________________ on this________ day of ______________20 ______
Signature of responsible person________________________________________________
Designation _______________________________________________________________
Contact Details ____________________________________________________________
Approved
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
274
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
274
2 | P A G E
CONTENTS
SOCIO-ECONOMIC DEVELOPMENT PROGRAMMES .......................................................................275
SECTION 3 LOCAL ECONOMIC DEVELOPMENT PROGRAMMES ....................................276 ANNEXURE A – SECTION 3 LED PROJECT SHEETS .......................................................................279 ANNEXURE B ..........................................................................................................................................295 FINANCIAL PROVISION .........................................................................................................................295 5.1 FINANCIAL PROVISION ..................................................................................................................296
5.1.3 FINANCIAL PROVISION FOR LOCAL ECONOMIC DEVELOPMENT ...........................................................297 UNDERTAKING .......................................................................................................................................299 6.1 STATEMENT OF UNDERTAKING ...................................................................................................300
SOCIAL AND LABOUR PLANSection 102 Application
275
November 2020
Socio-Economic Development Programmes
SECTION 3
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
276
4 | P A G E
SECTION 3 LOCAL ECONOMIC DEVELOPMENT PROGRAMMES
A. Background and Introduction Impala Platinum Ltd (“Impala”) is the holder of 4 (four) converted mining right as executed on 12 December 2008 under DMRE Ref No NW30/5/1/2/2/130 – 133MR. The commitments in the original Social and Labour Plan (“SLP 1”) which came to an end in December 2013 were substantially implemented. The implementation thereof was subjected to regular compliance inspections by your department. Below are sequence of events as they happened.
1. Impala submitted its 2nd Generation Social and Labour Plan (2014-2018) to your office on the 13th
December 2013 (“SLP 2”) for consideration and approval.
2. On the 24th March 2015, the DMR granted Impala permission to proceed with the implementation of Section 3 of this SLP 2. Please note that to date, Impala has not received any approval confirmation of SLP 2 from the DMRE.
3. However, once the permission was granted, we earnestly proceeded to engage our communities
through the Mine Community Leadership Engagement Forum (“MCLEF”) to prioritize implementation of the projects.
4. At a special MCLEF meeting held on 21st May 2015, projects were prioritized for implementation.
5. As of June 2015, Impala started to implement Platinum Village Schools which are in the 2nd
Generation SLP and were completed in December 2016. These schools were ready for the 2017 academic year. Concurrently, Impala also implemented outstanding SLP 1 projects, that is, 3 Makgotla offices and Ramotse Community Centre in Luka. These projects were completed in December 2015 and April 2016 respectively.
6. As of June 2016, Impala had continued with the implementation of the 2nd generation SLP and have
expedited project delivery albeit with some delays due to community related issues, which included a request for a much needed water project for the Luka community. This project is part replacement of the Molotlegi Technical School and a Section 102 application to this effect was submitted and approved by the DMR.
7. Due to the multi-faceted delays mentioned above, Impala requested DMR in writing in August 2017
for a 2year extension of which an 8-month extension to August 2019 was granted on 17 May 2018. In written by the Regional Manager, DMR NW.
8. While awaiting a response from the DMR on the letter sent in August 2017, Impala in August 2018
went through a strategic review brought on by the high-cost environment in the sector in general as well as a very low and stagnant platinum price. Subsequent to this, Impala announced a major re-structuring, job cuts as well as future shaft closures. At the time, these circumstances were impacting negatively on the company’s ability to complete the infrastructure projects by August 2019 (“the 1st extended date”).
9. After several engagements with the MCLEF, a Section 102 application was then lodged on the 5th
October 2018 to extend the period to December 2020 as had originally been requested in the Impala August 2017 letter (“the 2nd extension date”). This Section 102 also included restated targets to some HRD initiatives.
SOCIAL AND LABOUR PLANSection 102 Application
277
November 2020
4 | P A G E
SECTION 3 LOCAL ECONOMIC DEVELOPMENT PROGRAMMES
A. Background and Introduction Impala Platinum Ltd (“Impala”) is the holder of 4 (four) converted mining right as executed on 12 December 2008 under DMRE Ref No NW30/5/1/2/2/130 – 133MR. The commitments in the original Social and Labour Plan (“SLP 1”) which came to an end in December 2013 were substantially implemented. The implementation thereof was subjected to regular compliance inspections by your department. Below are sequence of events as they happened.
1. Impala submitted its 2nd Generation Social and Labour Plan (2014-2018) to your office on the 13th
December 2013 (“SLP 2”) for consideration and approval.
2. On the 24th March 2015, the DMR granted Impala permission to proceed with the implementation of Section 3 of this SLP 2. Please note that to date, Impala has not received any approval confirmation of SLP 2 from the DMRE.
3. However, once the permission was granted, we earnestly proceeded to engage our communities
through the Mine Community Leadership Engagement Forum (“MCLEF”) to prioritize implementation of the projects.
4. At a special MCLEF meeting held on 21st May 2015, projects were prioritized for implementation.
5. As of June 2015, Impala started to implement Platinum Village Schools which are in the 2nd
Generation SLP and were completed in December 2016. These schools were ready for the 2017 academic year. Concurrently, Impala also implemented outstanding SLP 1 projects, that is, 3 Makgotla offices and Ramotse Community Centre in Luka. These projects were completed in December 2015 and April 2016 respectively.
6. As of June 2016, Impala had continued with the implementation of the 2nd generation SLP and have
expedited project delivery albeit with some delays due to community related issues, which included a request for a much needed water project for the Luka community. This project is part replacement of the Molotlegi Technical School and a Section 102 application to this effect was submitted and approved by the DMR.
7. Due to the multi-faceted delays mentioned above, Impala requested DMR in writing in August 2017
for a 2year extension of which an 8-month extension to August 2019 was granted on 17 May 2018. In written by the Regional Manager, DMR NW.
8. While awaiting a response from the DMR on the letter sent in August 2017, Impala in August 2018
went through a strategic review brought on by the high-cost environment in the sector in general as well as a very low and stagnant platinum price. Subsequent to this, Impala announced a major re-structuring, job cuts as well as future shaft closures. At the time, these circumstances were impacting negatively on the company’s ability to complete the infrastructure projects by August 2019 (“the 1st extended date”).
9. After several engagements with the MCLEF, a Section 102 application was then lodged on the 5th
October 2018 to extend the period to December 2020 as had originally been requested in the Impala August 2017 letter (“the 2nd extension date”). This Section 102 also included restated targets to some HRD initiatives.
5 | P A G E
10. Following this submission, the DMRE handed to Impala on 26 June 2020 a letter dated 27 June 2020 informing Impala that some of the MCLEF members had lodged an objection to the said application. The DMRE then intervened in attending to this objection until December 2019 while the Section 102 application relating inter alia the 2nd extension date remained unapproved.
11. Impala received per email on 16 March 2020 a letter dated 12 March 2020 from the DMRE in terms
of which Impala was requested to conduct broad based public participation consultations (PPP) with the communities affected by the SLP 2 section 102 application (as confirmed with the Regional Manager in a meeting held on 19 March 2020 in respect of Luka, Lefaragatlhe and Freedom Park) as a prerequisite to approve the section 102 application. At that time, it was imminent that the Republic would go into a hard lockdown brought on by the Covid-19 pandemic.
12. The hard lockdown commenced on the 27th March 2020 and all construction works on the projects
were stopped. Due to this, the SLP 2 LED project timelines have been reviewed due to inactivity during the lockdown period and the extended timelines (December 2020) will not be met. Impala finalized the appointment of Umsizi to assist with the PPP in June 2020.
13. During a virtual meeting held with the DMRE on the 6th August 2020, where Umsizi was also
introduced to the DMRE, the Regional Manager advised that the consultations for the further extension application to the end of June 2021 due to the lockdown period can be incorporated into the PPP underway as long as it meets the consultation requirements.
14. Phase 1 and 2 of these consultations have been completed and the report along with the Portfolio
of Evidence (PoE) have been submitted to the DMRE by Umsizi on the 20th October 2020. B. SLP 2 Section 102 Application and approval
1. Impala therefore submits a further SLP 2 section 102 application to extend the implementation of outstanding LED projects to 30June 2021 (“the 3rd extension date”). Detailed status updates for these projects are provided in the project sheets attached to this SLP 2 section 102 application as Annexure A. 2. Also included as Annexure C in this SLP 2 section 102 application is the PPP report that provides proof of engagements in support of this application. 3. Furthermore, to align the outstanding LED projects extension implementation date to 30 June 2021 with the LED financial provision, attached please find as Annexure B the amended Section 5.1.3, Table 5.3 to provide for the updated financial provisions for LED projects. 4. The DMRE is requested to approve this SLP 2 section 102 application in terms of the MPRDA read with Regulation 44 of the MPRDA. 5. Once approved by the DMRE, the LED projects implementation dates and details relating to the respective projects, as provided for in the project sheets attached to this SLP 2 section 102 application as Annexure A, will replace the relevant LED projects implementation dates and detailed projects sheets in respect of SLP 2 and the SLP 2 section 102 application that was submitted on 5 October 2018, when / if approved. 6. Furthermore, once approved by the DMRE, Section 5.1.3, Table 5.3 relating to the updated financial provision for LED projects attached to this SLP 2 section 102 application as Annexure B, will replace the former Section 5.1.3, Table 5.3 relating to financial provision for LED projects in respect of SLP 2 and the SLP 2 section 102 application that was submitted on 5 October 2018, when / if approved.
SOCIAL AND LABOUR PLANSection 102 Application
279
November 2020
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
LED Project Sheets
ANNEXURE A: SECTION 3
279
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
280
7 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bility
Mal
e:No
t kno
wn
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
pro
ject
team
200
000
200
000
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
pro
ject
team
1 00
0 00
0
1
000
000
Sign
off
of D
esig
n an
d fin
al s
cope
Agr
eem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Sing
ed o
ff d
esig
n do
cum
enta
tion
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd D
oH
-
Cons
truct
ion
Phas
e Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t of t
he c
linic
Co
mpl
eted
faci
lities
as
per
agre
ed s
cope
and
des
ign
Impa
la p
roje
ct te
am8
750
000
8 7
50 0
00
Hand
over
Exit
Stra
tegy
- Ha
nd o
ver
of c
ompl
eted
faci
lities
to
DoH
Succ
essf
ul h
ando
ver f
unct
ion
and
acce
ptan
ce b
y co
mm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd D
oH
50 0
00
5
0 00
0
1
0 00
0 00
0
10
000
000
Be
nefic
iari
es:
(Com
mun
ity S
peci
fic)
Prog
ress
Upd
ate:
The
land
has
bee
n ac
quire
d fro
m th
e R
uste
nbur
g Lo
cal M
unic
ipal
ity. F
eedb
ack
is a
wai
ted
in th
is re
gard
. The
Dep
artm
ent o
f Hea
lth h
as b
een
enga
ged
and
requ
irem
ents
for t
he c
linic
are
fina
lised
. Com
mer
cial
pro
cess
to a
ppoi
nt c
onsu
ltant
s cu
rrent
ly in
fina
lisat
ion
stag
es
Free
dom
Par
k –
Con
stru
ctio
n of
a C
linic
Durin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
cons
truct
ion
of a
Clin
ic in
Fre
edom
Par
k (a
s pe
r IDP
, pag
e 20
5). T
he d
evel
opm
ent o
f thi
s pr
ojec
t of
fers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
His
toric
ally
Dis
adva
ntag
ed c
omm
unitie
s cl
ose
to Im
pala
ope
ratio
ns. I
t was
ther
efor
e de
cide
d to
con
tribu
te R
10 0
00 0
00
tow
ards
the
esta
blis
hmen
t of a
clin
ic in
Fre
edom
Par
k.
FY20
17Pr
ojec
t End
Dat
e:FY
2021
Fem
ale:
Not k
now
nYo
uth:
Not k
now
n
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in F
reed
om P
ark
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impa
la /
DoH
(Dep
artm
ent o
f hea
lth to
take
resp
onsi
bility
to o
pera
te
and
mai
ntai
n)
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 Application
281
November 2020
8 |
PA
GE
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Fre
edom
Park
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fin
al num
ber
only
availa
ble
aft
er
feasib
ility
Mal
e:N
ot know
nYo
uth:
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Feasib
ility
Stu
dy
Feasib
ility
Report
Com
ple
tion o
f R
eport
Impala
pro
ject te
am
200 0
00
2
00 0
00
Deta
iled D
esig
n
Constr
uction a
nd landscapin
g
desig
nC
om
ple
tion o
f D
esig
nIm
pala
pro
ject te
am
800 0
00
8
00 0
00
Sig
n o
ff o
f D
esig
n a
nd
final scope
Agre
em
ent on d
eta
iled d
esig
n
with a
ll sta
kehold
ers
Sin
ged o
ff d
esig
n
docum
enta
tion
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
LM
-
Constr
uction P
hase
Physic
al constr
uction a
nd
esta
blis
hm
ent of
the s
port
and
recre
ational fa
cilities
Com
ple
ted f
acilities a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject te
am
7 0
00 0
00
7 0
00 0
00
Exit S
trate
gy -
Handover
Hand o
ver
of
com
ple
ted
facilities to R
LM
Successfu
l handover
function
and a
ccepta
nce b
y
com
munity
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
LM
-
8
000
000
8
000
000
Be
nefic
iari
es:
(Com
mun
ity S
peci
fic)
Prog
ress
Upd
ate:
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
Co
nfirm
atio
n o
f la
nd
allo
ca
ted
fo
r th
e p
roje
ct w
as
re
ce
ive
d fro
m R
LM
in
De
ce
mb
er
20
19
. T
he
la
nd
is
ho
we
ve
r n
ot e
as
ily a
cce
ss
ible
by th
e c
om
mu
nity. A
n
alte
rna
tive
la
nd
re
qu
es
t h
as
be
en
su
bm
itte
d to
RL
M fo
r co
ns
ide
ratio
n. C
on
su
lta
nts
ha
ve
be
en
ap
po
inte
d fo
r th
e fa
cility w
ith
th
e d
es
ign
s c
om
ple
ted
.
Free
dom
Par
k –
Con
stru
ctio
n of
Spo
rts
Faci
lity
During s
takehold
er
consultations, th
e task team
s identified a
pro
ject fo
r th
e c
onstr
uction o
f a s
port
facility
in the F
reedom
Park
com
munity (
as p
er
IDP, page 1
83).
It is
the v
isio
n o
f
Impala
to b
ecom
e a
sig
nific
ant contr
ibuto
r to
ward
s c
reating a
vib
rant and s
usta
inable
socio
-econom
ic e
nvironm
ent w
ithin
the c
om
munitie
s in w
hic
h it opera
tes, th
rough s
port
s
develo
pm
ent. It w
as there
fore
decid
ed to c
onstr
uct th
ese f
acilities to p
rovid
e a
ccess to s
port
to the learn
ers
of
schools
in F
reedom
Park
and the b
roader
com
munity s
urr
oundin
g
these s
chools
.
FY
2017
Proj
ect E
nd D
ate:
FY
2021
Fem
ale:
Not know
nN
ot know
n
Tota
l Pro
ject
Bud
get:
Learn
ers
of
Fre
edom
Park
schools
as w
ell
as m
em
bers
of
the b
roader
com
munity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impala
/ R
LM
(R
LM
to take o
wners
hip
and m
ain
tain
aft
er
handover)
Out
put
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
282
9 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Fr
eedo
m P
ark
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bility
Mal
e:No
t kno
wn
KPA
(Key
Pe
rfor
man
ce A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
pro
ject
team
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
pro
ject
team
Sign
off
of D
esig
n an
d fin
al s
cope
Agr
eem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Sing
ed o
ff d
esig
n do
cum
enta
tion
Impa
la, C
omm
unity
St
ruct
ures
and
RLM
Cons
truct
ion
Phas
e Ph
ysic
al c
onst
ruct
ion
Com
plet
ed fa
ciliti
es a
s pe
r ag
reed
sco
pe a
nd d
esig
nIm
pala
pro
ject
team
Exit
Stra
tegy
- Ha
ndov
erHa
ndov
er o
f com
plet
ed
faci
lities
to R
LM
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Im
pala
, Com
mun
ity
Stru
ctur
es a
nd R
LM
-
2 5
65 2
79
48
9 89
0
645
614
884
774
1
8 40
8 08
6 2
7 00
6 35
7
50
000
000
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impa
la /
RLM
(RLM
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
dove
r)
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tim
efra
me
645
614
489
890
88
4 77
4
2
565
279
Dur
ing
cons
ulta
tions
, inf
rast
ruct
ure
need
s id
entif
ied
wer
e ro
ads
and
scho
ol in
frast
ruct
ure
in F
reed
om P
ark.
To
date
, R22
.9m
(46%
) of t
he c
omm
itmen
t has
be
en s
pent
on
cons
truct
ion
of th
e Pl
atin
um V
illag
e an
d Fr
eedo
m P
ark
entra
nce
road
, fen
cing
at t
wo
scho
ols
(Fre
edom
Par
k Se
cond
ay a
nd V
uku'
zenz
ele)
, pl
anni
ng a
nd p
latfo
rm o
f the
Ear
ly C
hild
hood
Dev
elop
men
t Cen
tre, t
he c
ompl
etio
n of
the
Free
dom
Par
k (P
latin
um V
illag
e) re
serv
oir.
Cos
truct
ion
of F
reed
om
Park
and
Kut
lwan
ong
Roa
ds w
ere
com
plet
ed in
Jun
e 20
20.
The
follo
win
g co
mm
unity
infra
stru
ctur
e pr
ojec
t will
sta
rt in
FY2
1, 1
. Ren
ovat
ions
of K
utlw
anon
g Sc
hool
of t
he d
eaf,
2. C
onst
ruct
ion
of P
latin
um V
illag
e Ea
rly C
hild
hood
Dev
elop
men
t Cen
tre.
Free
dom
Par
k –
Com
mun
ity In
fras
truc
ture
Upg
rade
Durin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
the
need
for t
he u
pgra
de o
f Com
mun
ity In
fras
truct
ure
such
as
a Ro
ads
and
Stre
et L
ight
s (th
e qu
antit
ies
in te
rms
of k
m
of ro
ads
and
amou
nt o
f stre
etlig
hts
cann
ot b
e de
term
ined
and
will
be c
omm
unic
ated
to D
MR
afte
r com
plet
ion
of th
e fe
asib
ility)
in F
reed
om P
ark.
Upg
radi
ng o
f inf
rast
ruct
ure
offe
rs a
mea
ning
ful u
plift
men
t opp
ortu
nity
to th
e Fr
eedo
m P
ark
com
mun
ity v
ery
clos
e to
Impa
la o
pera
tions
. It w
as th
eref
ore
deci
ded
to p
artic
ipat
e in
a p
roje
ct to
upg
rade
co
mm
unity
infr
astru
ctur
e in
Fre
edom
Par
k.
FY20
17Pr
ojec
t End
Dat
e:FY
2021
Yout
h:Fe
mal
e:No
t kno
wn
Not k
now
n
Tota
l Pro
ject
Bud
get:
18 4
08 0
86
27 0
06 3
57
5
0 00
0 00
0 -
Mem
bers
of t
he b
road
er c
omm
unity
in F
reed
om P
ark
SOCIAL AND LABOUR PLANSection 102 Application
283
November 2020
10 |
PA
GE
Pro
ject
Nam
e:
Ren
ovat
ion
of M
ogon
o C
omm
unity
Hal
l
Bac
kgro
und:
D
urin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
reno
vatio
n of
the
com
mun
ity h
all.
This
pro
ject
offe
rs a
mea
ning
ful u
plift
men
t opp
ortu
nity
to
com
mun
ity o
f Mog
ono.
It w
as th
eref
ore
deci
ded
to re
nova
te th
e ex
istin
g fa
cilit
ies
to p
rovi
de m
eani
ngfu
l im
prov
emen
t to
the
broa
der c
omm
unity
in th
e M
ogon
o co
mm
unity
.
Geo
grap
hica
l Lo
catio
n of
P
roje
ct:
Mog
ono
Pro
ject
Sta
rt D
ate:
FY
2017
P
roje
ct E
nd D
ate:
FY
2021
To
tal E
xpec
ted
No.
of
Job
s to
be
crea
ted:
Fi
nal n
umbe
r onl
y av
aila
ble
afte
r fea
sibi
lity
Mal
e:
Not
kno
wn
Fem
ale:
N
ot k
now
n Y
outh
: N
ot k
now
n
Out
put
Act
ivity
Res
pons
ible
Ent
ity
Tim
efra
me
Tota
l E
xpen
ditu
re
KP
A (K
ey
Per
form
ance
Are
a)
KP
I (K
ey P
erfo
rman
ce
Indi
cato
r)
FY14
FY
15
FY16
FY
17
FY18
FY
19
FY20
Feas
ibilit
y St
udy
Feas
ibilit
y R
epor
t C
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
56 0
00
2 7
54 0
68
2 8
10 0
68
Det
aile
d D
esig
n C
onst
ruct
ion
and
land
scap
ing
desi
gn
Com
plet
ion
of D
esig
n Im
pala
pro
ject
team
Sign
off
of D
esig
n an
d fin
al s
cope
Agre
emen
t on
deta
iled
desi
gn w
ith a
ll st
akeh
olde
rs
Sing
ed o
ff de
sign
do
cum
enta
tion
Impa
la /
Com
mun
ity
Stru
ctur
es a
nd R
BA
Con
stru
ctio
n Ph
ase
Ph
ysic
al re
nova
tion
and
cons
truct
ion
of th
e ha
ll C
ompl
eted
faci
litie
s as
per
ag
reed
sco
pe a
nd d
esig
n Im
pala
pro
ject
team
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Im
pala
/ C
omm
unity
St
ruct
ures
and
RBA
Tota
l Pro
ject
Bud
get:
-
-
-
-
-
5
6 00
0
2 7
54 0
68
2 8
10 0
68
Ben
efic
iari
es:
(Com
mun
ity
Spe
cific
) M
embe
rs o
f the
bro
ader
com
mun
ity in
Mog
ono
Pro
ject
Par
tner
s/A
ssoc
iate
s:
Impa
la /
RBA
(R
BA) t
o ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
dove
r)
Pro
gres
s U
pdat
e:
Proj
ect C
ompl
eted
Aug
ust 2
020
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
284
11 |
PA
GE
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Lu
ka/ M
ogon
oPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:
Estim
ate
30 T
empo
rary
Jo
bs -
Fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bility
Mal
e:No
t kno
wn
Fem
ale :
Yout
h:
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
pro
ject
team
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
pro
ject
team
Sign
off
of D
esig
n an
d fin
al s
cope
Agr
eem
ent o
n de
taile
d de
sign
with
all
stak
ehol
ders
Sing
ed o
ff d
esig
n do
cum
enta
tion
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
Cons
truct
ion
Phas
e
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
road
s an
d st
orm
wat
er c
hann
els
Com
plet
ed fa
ciliti
es a
s pe
r ag
reed
sco
pe a
nd d
esig
nIm
pala
pro
ject
team
Exit
Stra
tegy
- Ha
ndov
erHa
ndov
er o
f com
plet
ed
faci
lities
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
-
-
198
371
16
776
124
48
8 37
2
17
462
867
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)Pr
ogre
ss U
pdat
e:P
roje
ct c
ompl
eted
Jun
e 20
17
198
371
16
776
124
488
372
17
462
867
Not k
now
nNo
t kno
wn
Mog
ono
(war
d 3)
– Ro
ads
& S
torm
Wat
er C
hann
els
Durin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
cons
truct
ion
of a
road
s an
d st
orm
wat
er c
hann
els
(the
quan
titie
s in
term
s of
km
of
road
s an
d km
of s
torm
wat
er c
hann
els
can
not b
e de
term
ined
now
and
will
be c
omm
unic
ated
to D
MR
afte
r com
plet
ion
of th
e fe
asib
ility)
in L
uka/
Mog
ono
(war
d 3)
(a
s pe
r IDP
, pag
e 17
4). T
he d
evel
opm
ent o
f thi
s pr
ojec
t off
ers
a m
eani
ngfu
l upl
iftm
ent o
ppor
tuni
ty to
His
toric
ally
Dis
adva
ntag
ed c
omm
unitie
s cl
ose
to Im
pala
op
erat
ions
. It w
as th
eref
ore
deci
ded
to c
ontri
bute
tow
ards
the
esta
blis
hmen
t of r
oads
and
sto
rm w
ater
cha
nnel
s in
the
Luka
/ Mog
ono
villa
ges.
FY20
16Pr
ojec
t End
Dat
e:FY
2018
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in L
uka/
Mog
ono
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impa
la /
RBA
(RB
A) t
o ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r ha
ndov
er)
Out
put
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Ex
pend
iture
SOCIAL AND LABOUR PLANSection 102 Application
285
November 2020
12 |
PA
GE
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Lu
ka/ M
ogon
oPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:Es
timat
e 8
- Fin
al n
umbe
r onl
y av
aila
ble
afte
r fea
sibi
lityM
ale:
Not K
now
nFe
mal
e:Yo
uth:
KPA
(Key
Per
form
ance
Are
a)KP
I (Ke
y Pe
rfor
man
ce
Indi
cato
r)FY
15FY
16FY
17FY
18FY
19
Feas
ibili
ty St
udy
Feas
ibili
ty R
epor
tC
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
Det
aile
d D
esig
nC
onst
ruct
ion
and
land
scap
ing
desi
gnC
ompl
etio
n of
Des
ign
Impa
la p
roje
ct te
am
Sign
off
of D
esig
n an
d fin
al s
cope
Agre
emen
t on
deta
iled
desi
gn
with
all
stak
ehol
ders
Sing
ed o
ff de
sign
do
cum
enta
tion
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
Con
stru
ctio
n Ph
ase
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s C
ompl
eted
faci
litie
s as
per
ag
reed
sco
pe a
nd d
esig
nIm
pala
pro
ject
team
Exit
Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
fa
cilit
ies
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
-
2 90
8 79
7 9
172
408
3
311
569
-1
55 1
17
1
5 23
7 65
7
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Pro
ject
com
plet
ed J
une
2018
2
908
797
9 1
72 4
08
3 3
11 5
69
-155
117
15
237
657
Not K
now
nNo
t Kno
wn
Luka
Mak
gotla
Off
ices
Durin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
cons
truct
ion
of M
akgo
tla O
ffic
es in
the
com
mun
ity. T
his
proj
ect o
ffer
s a
mea
ning
ful u
plift
men
t op
portu
nity
to c
omm
unity
of L
uka.
It w
as th
eref
ore
deci
ded
to C
onst
ruct
Mak
gotla
Off
ices
to p
rovi
de m
eani
ngfu
l impr
ovem
ent t
o th
e br
oade
r com
mun
ity in
Luk
a.
FY20
16Pr
ojec
t End
Dat
e:FY
2016
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in L
uka/
Mog
ono
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impa
la /
RBA
Out
put
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Ex
pend
iture
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
286
13 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Lu
ka/M
ogon
oPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:
Estim
ate
25 T
empo
rary
Job
s -
(fin
al n
umbe
r onl
y av
aila
ble
afte
r fea
sibi
lity)
Mal
e:No
t kno
wn
Not k
now
n
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY16
FY17
FY18
FY19
FY20
FY21
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
400
000
400
000
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
2 00
0 00
0
2
000
000
Sign
off
of D
esig
n an
d fin
al s
cope
Agr
eem
ent o
n de
taile
d de
sign
w
ith a
ll sta
keho
lder
sSi
nged
off
des
ign
docu
men
tatio
nIm
pala
/ Co
mm
unity
St
ruct
ures
and
RBA
-
-
Cons
truct
ion
Phas
e
Phys
ical
con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s Co
mpl
eted
faci
lities
as
per
agre
ed s
cope
and
des
ign
Impa
la17
500
000
17
500
000
Exit
Stra
tegy
- Ha
ndov
erHa
ndov
er o
f com
plet
ed
faci
lities
to R
BA
Succ
essf
ul h
ando
ver f
unct
ion
and
acce
ptan
ce b
y co
mm
unity
Im
pala
/ Co
mm
unity
St
ruct
ures
and
RBA
10
0 00
0
1
00 0
00
-
-
-
-
-
20
000
000
20 0
00 0
00
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
The
stan
d ha
s be
en id
entif
ied
and
allo
cate
d fo
r the
faci
lity.
Enga
gem
ents
with
the
Roy
al B
afok
eng
Spor
ts is
ong
oing
to fi
naliz
e th
e de
sign
s. T
he
stan
d al
loca
ted
will
requ
ire a
n ac
cess
road
of a
bout
0.7
km.
This
road
will
be
impl
emen
ted
with
in th
e bu
dget
allo
cate
d fo
r the
pro
ject
.
FY20
21
Fem
ale:
Not k
now
nYo
uth:
Lear
ners
of L
uka/
Mog
ono
scho
ols
as w
ell a
s m
embe
rs o
f the
br
oade
r com
mun
ityPr
ojec
t Par
tner
s/A
ssoc
iate
s:Im
pala
/ RB
A (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter h
ando
ver)
Tota
l Pro
ject
Bud
get:
Out
put
Luka
/Mog
ono
- Con
stru
ctio
n of
Rec
reat
iona
l and
Spo
rt F
acili
ties
Durin
g st
akeh
olde
r con
sulta
tions
, the
task
team
s id
entif
ied
a pr
ojec
t for
the
cons
truct
ion
of re
crea
tiona
l and
spo
rt fa
ciliti
es in
the
Luka
/Mog
ono
com
mun
ities.
It is
the
visi
on o
f Im
pala
to b
ecom
e a
sign
ifica
nt c
ontri
buto
r tow
ards
cre
atin
g a
vibr
ant a
nd s
usta
inab
le s
ocio
-eco
nom
ic e
nviro
nmen
t with
in th
e co
mm
unitie
s in
whi
ch it
op
erat
es, t
hrou
gh s
ports
dev
elop
men
t. It
was
ther
efor
e de
cide
d to
con
stru
ct th
ese
faci
lities
to p
rovi
de a
cces
s to
spo
rt to
the
lear
ners
of s
choo
ls in
Luk
a/ M
ogon
o an
d th
e br
oade
r com
mun
ity s
urro
undi
ng th
ese
scho
ols.
FY20
16Pr
ojec
t End
Dat
e:
Tota
l Bu
dget
A
lloca
tion
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 Application
287
November 2020
14 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pr
ojec
t:Lu
ka/ M
ogon
oPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of J
obs
to b
e cr
eate
d:Es
timat
e 30
Mal
e:No
t kno
wn
Fem
ale:
Yout
h:
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY16
FY17
FY18
FY19
FY20
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
Sign
off
of D
esig
n an
d fin
al
scop
eA
gree
men
t on
deta
iled
desi
gn
with
all s
take
hold
ers
Sing
ed o
ff d
esig
n do
cum
enta
tion
Impa
la, C
omm
unity
St
ruct
ures
and
RBA
Cons
truct
ion
Phas
e Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t the
faci
lities
Co
mpl
eted
faci
lities
as
per
agre
ed s
cope
and
des
ign
Impa
la
Hand
over
Hand
over
of c
ompl
eted
fa
ciliti
es to
Dikg
osan
a
Succ
essf
ul h
ando
ver f
unct
ion
and
acce
ptan
ce b
y co
mm
unity
Impa
la, C
omm
unity
St
ruct
ures
and
RBA
-
1 9
90 0
35
2
079
515
18
519
065
910
411
2
3 49
9 02
6 Be
nefic
iari
es:
(Com
mun
ity S
peci
fic)
Prog
ress
Upd
ate:
Pro
ject
com
plet
ed J
une
2019
Not k
now
n
18
519
065
910
411
1 99
0 03
5
2 07
9 51
5
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in L
uka/
Mog
ono
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impa
la /
RBA
Luka
/ Mog
ono
Wat
er In
fras
truc
ture
Upg
rade
Pro
ject
Durin
g en
gage
men
t with
com
mun
ity le
ader
ship
the
upgr
ade
of th
e Lu
ka a
nd M
ogon
o w
ater
sup
ply
netw
ork
was
iden
tifie
d as
an
urge
nt c
omm
unity
nee
d. T
his
proj
ect w
ill se
rve
the
com
mun
ities
of th
e su
pply
are
a (L
uka
and
Mog
ono)
, whi
ch w
ill as
sist
in a
chie
ving
the
prim
e im
porta
nce
of s
usta
inab
le w
ater
infr
astru
ctur
al d
evel
opm
ents
to
bette
r the
lives
of t
he c
omm
unity
mem
bers
on
a so
cial
and
eco
nom
ic le
vel.
The
proj
ect w
ill be
in tw
o ph
ases
. For
pha
se 1
, the
follo
win
g sh
all t
ake
prec
eden
ce: A
de
dica
ted
pipe
line
of u
PVC
355m
m in
dia
met
er h
as to
be
inst
alle
d fr
om th
e gr
ound
leve
l into
an
area
iden
tifie
d in
Mog
ono.
A p
umpi
ng s
tatio
n w
ill al
so b
e in
stal
led
to tr
ansf
er
wat
er a
t a h
igh
rate
from
the
grou
nd le
vel s
tora
ge in
to th
e el
evat
ed s
teel
tank
to s
uppl
y th
e ea
rmar
ked
area
. For
pha
se 2
, the
follo
win
g sh
all t
ake
prec
eden
ce: T
he
inst
alla
tion
of tw
o ne
w d
edic
ated
315
mm
uPV
C cl
ass
12 p
ipel
ines
bre
achi
ng o
ff fr
om th
e 35
5mm
pip
elin
e su
pply
ing
the
low
er a
reas
in M
ogon
o, s
epar
ated
by
a ra
ilway
lin
e. In
con
sulta
tion
with
com
mun
ity le
ader
ship
it w
as d
ecid
ed th
at R
30 m
illion
pre
viou
sly
earm
arke
d fo
r the
upg
radi
ng o
f a s
choo
l in L
uka
will
be a
lloca
ted
to th
is p
roje
ct.
FY20
16Pr
ojec
t End
Dat
e:
Not k
now
n
Tota
l Ex
pend
iture
FY20
20
2
3 49
9 02
6
Act
ivity
Out
put
Resp
onsi
ble
Entit
yTi
mef
ram
e
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
288
15 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Ka
nana
Proj
ect S
tart
Dat
e:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:
Estim
ate
25 T
empo
rary
Job
s -
(fin
al n
umbe
r onl
y av
aila
ble
afte
r fea
sibi
lity)
Mal
e:No
t kno
wn
Fem
ale:
Yout
h:
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY16
FY17
FY18
FY19
FY20
Feas
ibilit
y St
udy
Feas
ibilit
y Re
port
Com
plet
ion
of R
epor
tIm
pala
pro
ject
team
Deta
iled
Desi
gnCo
nstru
ctio
n an
d la
ndsc
apin
g de
sign
Com
plet
ion
of D
esig
nIm
pala
pro
ject
team
Sign
off
of D
esig
n an
d fin
al s
cope
Agr
eem
ent o
n de
taile
d de
sign
with
all s
take
hold
ers
Sing
ed o
ff d
esig
n do
cum
enta
tion
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
Cons
truct
ion
Phas
e Ph
ysic
al c
onst
ruct
ion
and
esta
blis
hmen
t of t
he c
entre
Com
plet
ed fa
ciliti
es a
s pe
r agr
eed
scop
e an
d de
sign
Impa
la p
roje
ct te
am
Exit
Stra
tegy
- Ha
ndov
erHa
nd o
ver o
f com
plet
ed
faci
lities
to R
BA
Succ
essf
ul h
ando
ver
func
tion
and
acce
ptan
ce
by c
omm
unity
Impa
la p
roje
ct te
am/
Stak
ehol
der
Enga
gem
ent/
Com
mun
ity
Stru
ctur
es a
nd R
BA
1
98 3
71
7 0
45 8
67
13
413
370
2 0
12 7
97
494
439
23
164
845
Be
nefic
iari
es:
(Com
mun
ity S
peci
fic)
Prog
rees
Upd
ate:
Pro
ject
com
plet
ed J
une
2019
198
371
7 04
5 86
7
13 4
13 3
70
2 01
2 79
7
494
439
23
164
845
Not k
now
nNo
t kno
wn
Kana
na –
Con
stru
ctio
n of
Mul
ti-pu
rpos
e C
entr
e an
d Li
brar
y Du
ring
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a M
ulti
Purp
ose
Cent
re a
nd L
ibra
ry in
Kan
ana
(as
per I
DP, p
age
194)
. Th
e de
velo
pmen
t of t
his
proj
ect o
ffer
s a
mea
ning
ful u
plift
men
t opp
ortu
nity
to H
isto
rical
ly D
isad
vant
aged
com
mun
ities
clos
e to
Impa
la o
pera
tions
. It w
as th
eref
ore
deci
ded
to c
onst
ruct
thes
e fa
ciliti
es to
pro
vide
acc
ess
to c
omm
unity
faci
lities
and
a lib
rary
to th
e br
oade
r com
mun
ity in
the
Kana
na v
illage
.
FY20
16Pr
ojec
t End
Dat
e:FY
2020
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in K
anan
aPr
ojec
t Par
tner
s/A
ssoc
iate
s:Im
pala
/ RB
A (
RBA
) to
take
ow
ners
hip
and
mai
ntai
n af
ter h
ando
ver)
Out
put
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Ex
pend
iture
SOCIAL AND LABOUR PLANSection 102 Application
289
November 2020
16 |
PA
GE
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:K
anana
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fin
al n
um
ber
only
availa
ble
aft
er
feasib
ility
Mal
e:N
ot kn
ow
nFe
mal
e:Yo
uth:
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
Feasib
ility
Stu
dy
Feasib
ility
Report
Com
ple
tion o
f R
eport
Impala
pro
ject te
am
Deta
iled D
esig
n
Constr
uctio
n a
nd la
ndscapin
g
desig
nC
om
ple
tion o
f D
esig
nIm
pala
pro
ject te
am
Sig
n o
ff o
f D
esig
n a
nd
final s
cope
Agre
em
ent on d
eta
iled d
esig
n
with
all
sta
kehold
ers
Sin
ged o
ff d
esig
n
docum
enta
tion
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
Constr
uctio
n P
hase
Physic
al c
onstr
uctio
n a
nd
esta
blis
hm
ent of
the r
oads
and s
torm
wate
r channels
Com
ple
ted f
acilitie
s a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject te
am
Handover
Exit
Str
ate
gy -
Hand o
ver
of
com
ple
ted f
acilitie
s to R
BA
Successfu
l handover
functio
n
and a
ccepta
nce b
y
com
munity
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
-
-
-
5
32 7
03
2
950
378
3 4
83 0
81
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Pro
ject
com
ple
ted N
ove
mber
2017
532 7
03
2 9
50 3
78
3 4
83 0
81
Not kn
ow
nN
ot kn
ow
n
Kana
na –
Roa
ds a
nd S
torm
wat
er
During s
take
hold
er
consulta
tions, th
e task
team
s id
entif
ied a
pro
ject fo
r th
e c
onstr
uctio
n o
f a r
oads a
nd s
torm
wate
r channels
(th
e q
uantit
ies in
term
s o
f km
of
roads a
nd k
m o
f sto
rm w
ate
r channels
can n
ot be d
ete
rmin
ed n
ow
and w
ill b
e c
om
munic
ate
d to D
MR
aft
er
com
ple
tion o
f th
e f
easib
ility
) in
Kanana (
as p
er
IDP,
page 1
74).
The d
evelo
pm
ent of
this
pro
ject off
ers
a m
eanin
gfu
l uplif
tment opport
unity
to H
isto
rically
Dis
advanta
ged c
om
muniti
es c
lose to Im
pala
opera
tions. It
was
there
fore
decid
ed to c
ontr
ibute
R4 0
00 0
00 tow
ard
s the e
sta
blis
hm
ent of
roads a
nd s
torm
wate
r channels
in the K
anana v
illages.
FY
2017
Proj
ect E
nd D
ate:
FY
2018
Tota
l Pro
ject
Bud
get:
Mem
bers
of
the b
roader
com
munity
in K
anana
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impala
/ R
BA
(R
BA
) to
take
ow
ners
hip
and m
ain
tain
aft
er
handover)
Out
put
Act
ivity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
290
17 |
PA
GE
Proj
ect N
ame:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Lefa
ragatlhe
Proj
ect S
tart
Dat
e:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:
Estim
ate
8 T
em
pora
ry J
obs -
(fin
al num
ber
only
availa
ble
aft
er
feasib
ility
)M
ale:
Not know
n
KPA
(Key
Per
form
ance
A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Feasib
ility
Stu
dy
Feasib
ility
Report
Com
ple
tion o
f R
eport
Impala
pro
ject te
am
Deta
iled D
esig
n
Constr
uction a
nd landscapin
g
desig
nC
om
ple
tion o
f D
esig
nIm
pala
pro
ject te
am
Sig
n o
ff o
f D
esig
n a
nd
final scope
Agre
em
ent on d
eta
iled d
esig
n
with a
ll sta
kehold
ers
Sin
ged o
ff d
esig
n
docum
enta
tion
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
Constr
uction P
hase
Physic
al constr
uction a
nd
esta
blis
hm
ent of
the s
port
and
recre
ational fa
cilities
Com
ple
ted f
acilities a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject te
am
Handover
Exit S
trate
gy -
Hand o
ver
of
com
ple
ted f
acilities to R
BA
Successfu
l handover
function a
nd a
ccepta
nce b
y
com
munity
Impala
pro
ject te
am
/
Sta
kehold
er
Engagem
ent/ C
om
munity
Str
uctu
res a
nd R
BA
-
-
-
-
-
1
17 0
00
1 8
83 0
00
2 0
00 0
00
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Th
e q
ua
ntity
su
rve
yo
rs w
as
ap
po
inte
d a
nd
th
e s
co
pe
of w
ork
ha
s b
ee
n fin
alis
ed
. R
eq
uir
em
en
ts o
f th
e s
po
rt fa
cility to
fit th
e b
ud
ge
t o
f R
2 m
illio
n w
ere
fin
alis
ed
with
Ro
ya
l B
afo
ke
ng
Ad
min
istr
atio
n a
nd
Sp
ort
. C
on
tra
cto
r w
as
ap
po
inte
d in
Au
gu
st 2
02
0
117 0
00
1 8
83 0
00
2
000
000
Tota
l Pro
ject
Bud
get:
Learn
ers
of
Lefa
ragatlhe s
chools
as w
ell
as m
em
bers
of
the
bro
ader
com
munity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Impala
/ R
BA
(R
BA
) to
take o
wners
hip
and m
ain
tain
aft
er
handover)
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tim
efra
me
Fem
ale:
Not know
nYo
uth:
Not know
n
Lefa
raga
tlhe
- Con
stru
ctio
n of
Spo
rt F
acili
tyD
uring s
takehold
er
consultations, th
e task team
s identified a
pro
ject fo
r th
e c
onstr
uction o
f a s
port
facility
in the L
efa
ragatlhe c
om
munity (
as p
er
IDP, page 1
83 )
. It is
the
vis
ion o
f Im
pala
to b
ecom
e a
sig
nific
ant contr
ibuto
r to
ward
s c
reating a
vib
rant and s
usta
inable
socio
-econom
ic e
nvironm
ent w
ithin
the c
om
munitie
s in w
hic
h it opera
tes,
thro
ugh s
port
s d
evelo
pm
ent. It w
as there
fore
decid
ed to c
onstr
uct th
ese f
acilities to p
rovid
e a
ccess to s
port
to the learn
ers
of
schools
in L
efa
ragatlhe a
nd the b
roader
com
munity s
urr
oundin
g these s
chools
.
FY
2017
Proj
ect E
nd D
ate:
FY
2021
SOCIAL AND LABOUR PLANSection 102 Application
291
November 2020
18 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Fr
eedo
m P
ark
ext.
4Pr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:30
0 (E
stim
ated
)M
ale:
Fem
ale:
KPA
(Key
Pe
rfor
man
ce A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
FY19
FY20
Det
aile
d pl
anni
ng &
Te
nder
ing
App
oint
men
t of
prof
essi
onal
sTe
nder
ing
for
cont
ract
ors,
Pr
ofes
sion
al S
ervi
ces
Con
trac
tsPM
Tea
m 5
000
000
1 00
0 00
0
1 0
00 0
00
1
000
000
8 0
00 0
00
Con
stru
ctio
n of
prim
ary
scho
olS
ite e
stab
lishm
ent -
Ph
ysic
al c
onst
ruct
ion
Cer
tific
ate
of
com
plet
ion
PM T
eam
&
Con
trac
tor
(s)
29
000
000
8
000
000
3 00
0 00
0
40
000
000
Con
stru
ctio
n of
se
cond
ary
scho
ol &
sc
hool
hal
l
Exit
Str
ateg
y -
Han
d ov
er o
f co
mpl
eted
fa
cilit
ies
to D
OE
Cer
tific
ate
of
com
plet
ion
PM T
eam
&
Con
trac
tor
(s),
D
OE
1
000
000
1 00
0 00
0
2
000
000
5 0
00 0
00
30
000
000
10
000
000
5
000
000
-
50
000
000
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Pro
ject
com
plet
ed D
ecem
ber
2016
Not
Kno
wn
Scho
ol In
fras
truc
ture
Follo
win
g on
the
succ
ess
of S
unris
e V
iew
Sch
ools
, th
e de
part
men
t of
educ
atio
n ag
reed
to p
artn
er w
ith Im
pala
in o
rder
to p
lan
and
cons
truc
t 2 s
choo
ls a
t Pla
tinum
V
illage
(Fr
eedo
m P
ark
ext.
4).
Impa
la w
ill al
so u
pgra
de a
hig
h sc
hool
in L
uka
with
the
rem
aind
er o
f th
e bu
dget
FY20
14Pr
ojec
t End
Dat
e:FY
2015
Yout
h:N
ot K
now
nN
ot K
now
n
Tota
l Pro
ject
Bud
get:
Free
dom
Par
k / m
embe
rs o
f th
e br
oade
r co
mm
unity
Proj
ect P
artn
ers/
Ass
ocia
tes:
Dep
artm
ent o
f Ed
ucat
ion
, Im
pala
Pla
tinum
(D
OE
cont
ribut
ing
finan
cial
ly to
th
e pr
ojec
t and
take
ow
ners
hip
to o
pera
te a
nd m
aint
ain
scho
ol a
fter
han
d
Out
put
Act
ivity
Resp
onsi
ble
Entit
yTo
tal B
udge
t A
lloca
tion
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
292
19 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geog
raph
ical
Lo
catio
n of
Pro
ject
:Bo
iteko
ng
Proj
ect S
tart
Dat
e:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
30 (E
stim
ated
)M
ale:
Not K
now
n
KPA
(Key
Per
form
ance
Ar
ea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
FY19
FY20
FY21
Deta
iled
plan
ning
&
Tend
erin
g
App
oint
men
t of
prof
essi
onal
sTe
nder
ing
for c
ontra
ctor
s,
Prof
essi
onal
Ser
vice
sCo
ntra
cts
PM T
eam
Cons
truct
acc
ess
road
to
dam
, Reh
abilit
atio
n of
da
mSi
te e
stab
lishm
ent -
Phy
sica
l co
nstru
ctio
nCe
rtific
ate
of c
ompl
etio
n PM
Tea
m &
Co
ntra
ctor
(s)
Exit
Stra
tegy
- Ha
ndov
er Ha
nd o
ver o
f com
plet
ed
faci
lities
to R
LMCe
rtific
ate
of c
ompl
etio
n PM
Tea
m &
Co
ntra
ctor
(s),
RLM
1 8
65 6
99
755
933
259
600
-
-
5 27
9 59
3
494
669
2
0 70
0 00
0 Be
nefic
iarie
s:
(Com
mun
ity S
peci
fic)
Tim
efra
me
12
044
506
Boite
kong
Atte
nuat
ion
Dam
Reh
abili
tatio
n A
s pa
rt of
Impa
la P
latin
um H
oldi
ngs
Lim
ited’
s so
cial
resp
onsi
bility
, it i
s em
bark
ing
on a
pro
ject
to u
pgra
de th
e da
m n
ext t
o th
e Ru
sten
burg
Pris
on a
nd n
ext t
o Su
nris
e V
iew
Hom
e O
wne
rshi
p de
velo
pmen
t. Th
is d
am w
as d
amag
ed y
ears
ago
with
exc
essi
ve fl
oodi
ng a
nd w
as n
ever
rebu
ild. T
he u
pgra
ding
of t
his
dam
will
min
imiz
e th
e th
reat
of f
lood
ing
at S
unris
e V
iew
. En
viro
nmen
tal M
anag
emen
t Pla
n ap
prov
al w
as o
btai
ned.
FY20
15Pr
ojec
t End
Dat
e:FY
2021
Fem
ale:
Not K
now
nYo
uth:
Not K
now
n
Tota
l Pro
ject
Bud
get:
755
933
259
600
-
Boite
kong
/ m
embe
rs o
f the
bro
ader
com
mun
ityPr
ojec
t Par
tner
s/As
soci
ates
:Im
pala
/ RL
M (
RLM
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
dove
r)
Outp
ut
Activ
ityRe
spon
sibl
e En
tity
Tota
l Bud
get
Allo
catio
n 1
865
699
-
5 2
79 5
93
49
4 66
9
20
700
000
SOCIAL AND LABOUR PLANSection 102 Application
293
November 2020
20 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:LS
A C
omm
unitie
sPr
ojec
t Sta
rt D
ate:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:Fi
nal n
umbe
r onl
y av
aila
ble
afte
r fea
sibi
lityM
ale:
Not K
now
n
KPA
(Key
Pe
rfor
man
ce A
rea)
KPI (
Key
Perf
orm
ance
In
dica
tor)
FY14
FY16
FY17
FY18
FY19
FY20
FY21
Deta
iled
Scop
ing
Com
plet
ion
of S
cope
do
cum
ent
Scop
e do
cum
ent
Sign
off
of f
inal
sco
pe
Agr
eem
ent o
n de
taile
d sc
ope
with
all
stak
ehol
ders
Sign
ed o
ff s
cope
do
cum
ent
Inst
alla
tion
Phas
e Ph
ysic
al o
f the
eq
uipm
ent o
r fac
ilitie
s
Inst
alle
d eq
uipm
ent a
nd
faci
lities
as
per t
he
agre
ed s
cope
Exit
Stra
tegy
- Ha
ndov
erHa
nd o
ver o
f com
plet
ed
proj
ect
3
729
-
4
9 99
6
-
-
-
4 9
46 2
75
5
000
000
Bene
ficia
ries
: (C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
Proc
urem
ent p
roce
ss fo
r cap
acita
tion
of li
brar
ies
in E
aste
rn C
ape
and
cons
truct
ion
of N
atio
nal S
choo
l Fee
ding
sch
eme
stru
ctur
es in
Dr
Rut
h Se
gom
otsi
Mom
pati
Dis
trict
is u
nder
way
Fem
ale:
Not K
now
nYo
uth:
Not K
now
n
-
3 72
9 4
9 99
6
-
-
-
4 9
46 2
75
5
000
000
Libr
ary
& C
omm
unity
Hal
ls C
apac
itatio
n LS
ATo
con
tribu
te to
the
deve
lopm
ent o
f lab
our s
endi
ng a
reas
(Tau
ng a
nd E
aste
rn C
ape)
Impa
la a
gree
s no
t to
have
any
infr
astru
ctur
e pr
ojec
ts fo
r thi
s SL
P bu
t ra
ther
do
capa
cita
tion
of fa
ciliti
es (
e.g.
Lib
rarie
s, c
linic
s an
d co
mpu
ter c
entre
s, e
tc.)
with
equ
ipm
ent.
We
ther
efor
e do
not
spe
cify
the
deta
ils o
f the
pr
ogra
ms
but w
e co
mm
it to
the
prin
cipl
e of
the
prop
osed
con
tribu
tions
and
to th
e am
ount
s bu
dget
ed. A
ny p
roje
ct u
nder
this
initia
tive
will
be a
gree
d to
by
all
rele
vant
sta
keho
lder
s an
d it
will
be in
line
with
iden
tifie
d co
mm
unity
nee
ds.
FY20
16Pr
ojec
t End
Dat
e:FY
2021
Tota
l Pro
ject
Bud
get:
Com
mun
ities
of la
bour
sen
ding
are
as
Proj
ect P
artn
ers/
Ass
ocia
tes:
Loca
l Mun
icip
alitie
s an
d Re
leva
nt G
over
nmen
t Dep
artm
ents
(Rel
evan
t en
tity
to ta
ke o
wne
rshi
p an
d m
aint
ain
afte
r han
d ov
er)
Out
put
Act
ivity
Resp
onsi
ble
Entit
y
Tota
l Bu
dget
A
lloca
tion
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 Application
295
November 2020
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
Financial Provision
ANNEXURE B: SECTION 5
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
296
14 | P A G E
SECTION 5
5.1 FINANCIAL PROVISION
SOCIAL AND LABOUR PLANSection 102 Application
297
November 2020
23 |
PA
GE
5.1.
3 F
INA
NC
IAL
PR
OV
ISIO
N F
OR
LO
CA
L E
CO
NO
MIC
DE
VE
LO
PM
EN
T
Tabl
e 5.
3: F
inan
cial
Pro
visi
on fo
r th
e Lo
cal E
cono
mic
Dev
elop
men
t B
enef
icia
ry O
rgan
izat
ion
or P
roje
ct n
ame
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
Tota
l
Ent
erpr
ise
Dev
elop
men
t
SMM
E D
evel
opm
ent
2
266
230
2 0
00 0
00
2
000
000
4 0
00 0
00
9
733
770
-
-
-
2
0 00
0 00
0
Tota
l Ent
erpr
ise
Dev
elop
men
t
2 2
66 2
30
2
000
000
2 0
00 0
00
4
000
000
9 7
33 7
70
-
-
-
20
000
000
Edu
catio
n In
itiat
ives
Bu
rsar
y (B
ojan
ala,
EC
, Ta
ung)
3
905
250
6 00
0 00
0 4
000
000
4
000
000
4
000
000
3 00
0 00
0
2 54
7 37
5 2
547
375
30 0
00 0
00
Nov
ice
& Le
arne
rshi
ps
(Boj
anal
a, E
C, T
aung
) 1
997
742
8 00
0 00
0 5
000
000
5 00
0 00
0 6
000
000
6 00
0 00
0 14
001
129
14
001
129
60
000
000
Sc
hool
Sup
port
& W
e C
are
Proj
ect
10 6
97 8
08
12 9
00 0
00
7 40
0 00
0 7
400
000
13 9
91 7
79
13 9
91 7
79
14 6
74 2
04
14 6
74 2
03
95 7
29 7
73
Tota
l Edu
catio
n In
itiat
ives
16 6
00 8
00
26
900
000
1
6 40
0 00
0
16
400
000
2
3 99
1 77
9
22 9
91 7
79
31
222
708
3
1 22
2 70
8
18
5 72
9 77
3
In
fras
truc
ture
Pro
ject
s Fr
eedo
m P
ark
- Clin
ic
Con
stru
ctio
n
-
-
-
-
-
-
-
10 0
00 0
00
10 0
00 0
00
Free
dom
Par
k - S
ports
Fa
cilit
y C
onst
ruct
ion
-
-
-
-
-
-
8 00
0 00
0
8
000
000
Fr
eedo
m P
ark
- Com
mun
ity
Infra
stru
ctur
e U
pgra
de
-
-
2
565
279
4
89 8
90
645
614
88
4 77
4
18 4
08 0
86
27 0
06 3
57
50 0
00 0
00
Mog
ono
–Ren
ovat
ion
of
Com
mun
ity H
all
-
-
-
-
-
56
000
2
754
068
-
2
810
068
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
298
24 |
PA
GE
Ben
efic
iary
Org
aniz
atio
n or
Pro
ject
nam
e FY
2014
FY
2015
FY
2016
FY
2017
FY
2018
FY
2019
FY
2020
FY
2021
To
tal
Mog
ono
(war
d 3)
– R
oads
&
Stor
m W
ater
Cha
nnel
s
-
-
19
8 37
1 16
776
124
48
8 37
2
-
-
-
17 4
62 8
67
Luka
/Mog
ono
- Con
stru
ctio
n of
Rec
reat
iona
l and
Spo
rt Fa
cilit
ies
-
-
-
-
-
-
-
20
000
000
20
000
000
Lu
ka M
akgo
tla O
ffice
s U
pgra
de
-
-
2 90
8 79
7 9
172
408
3 31
1 56
9 -1
55 1
17
-
-
15 2
37 6
57
Luka
Wat
er
-
-
-
1 9
90 0
35
2
079
515
1
8 51
9 06
5
910
411
-
23
499
026
Ka
nana
– C
onst
ruct
ion
of
Mul
ti-Pu
rpos
e C
entre
and
Li
brar
y
-
-
198
371
7 04
5 86
7 13
413
370
2
012
797
494
439
-
23
164
845
Ka
nana
– R
oads
and
Sto
rm
Wat
er C
hann
els
-
-
-
532
703
2 95
0 37
8
-
-
-
3 48
3 08
1 Le
fara
gatlh
e - C
onst
ruct
ion
of S
port
Faci
lity
-
-
-
-
-
-
117
000
1 88
3 00
0
2
000
000
Scho
ol In
frast
ruct
ure
5
000
000
30 0
00 0
00
10
000
000
5 0
00 0
00
-
-
5
0 00
0 00
0
Boite
kong
Atte
nuat
ion
Dam
R
ehab
ilitat
ion
1 8
65 6
99
755
933
2
59 6
00
-
-
5
279
593
494
669
12 0
44 5
06
20 7
00 0
00
Libr
ary
& C
omm
unity
Hal
ls
Cap
acita
ting
LSA
-
3 7
29
-
49 9
96
-
-
- 4
946
275
5
000
000
To
tal I
nfra
stru
ctur
e In
itiat
ives
6 8
65 6
99
30
759
662
41 0
57 0
23
22 8
88 8
17
10
725
129
26
597
111
23
178
673
83
880
138
251
357
543
Tota
l Hou
sing
4
25 1
84 7
33
29
251
877
69 8
54 6
93
109
046
183
99 8
77 7
56
140
0000
00
100
000
000
2
6 78
4 75
8
1 0
00 0
00 0
00
GR
AN
D T
OTA
L 45
0 91
7 46
2 88
911
539
10
4 38
5 11
2 17
0 50
3 20
6 15
6 49
2 12
2 18
9 58
8 89
0 15
4 40
1 38
1 14
1 88
7 60
3 1
457
087
315
Undertaking
SOCIAL AND LABOUR PLANSection 102 Application
299
November 2020
Undertaking
SECTION 6
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
299
SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020
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26 | P A G E
SECTION 6
6.1 STATEMENT OF UNDERTAKING
I, ____________________________________________ the undersigned and duly authorized thereto
by ______________________________________________ (Company) undertake to adhere to the
information, requirements, commitments and conditions as set out in the social and labour plan.
Signed at ______________________ on this________ day of ______________20 ______
Signature of responsible person________________________________________________
Designation _______________________________________________________________
Contact Details ____________________________________________________________
Approved
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
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SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
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2 | P A G E
CONTENTS
SOCIO-ECONOMIC DEVELOPMENT PROGRAMMES .......................................................................303 SECTION 3 LOCAL ECONOMIC DEVELOPMENT PROGRAMMES ....................................304
SOCIO ECONOMIC DEVELOPMENT .................................................................................................................304 ANNEXURE A – SECTION 3 LED PROJECT SHEETS .......................................................................307
HOUSING AND LIVING CONDITIONS ................................................................................................................312 ANNEXURE B ..........................................................................................................................................313 FINANCIAL PROVISION .........................................................................................................................313 5.1 FINANCIAL PROVISION ..................................................................................................................314
5.1.3 FINANCIAL PROVISION FOR LOCAL ECONOMIC DEVELOPMENT ...........................................................315 UNDERTAKING .......................................................................................................................................319 6.1 STATEMENT OF UNDERTAKING ...................................................................................................320
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
303
Socio-Economic Development Programmes
SECTION 3
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
304
4 | P A G E
SECTION 3
LOCAL ECONOMIC DEVELOPMENT PROGRAMMES
SOCIO ECONOMIC DEVELOPMENT
A. Background and Introduction Impala Platinum Ltd (“Impala”) is the holder of 4 (four) converted mining right as executed on 12 December 2008 under DMRE Ref No NW30/5/1/2/2/130 – 133MR. The commitments in the original Social and Labour Plan (“SLP 1”) which came to an end in December 2013 were substantially implemented. The implementation thereof was subjected to regular compliance inspections by your department. Below are sequence of events as they happened.
1. The abovementioned converted Mining Rights were granted and executed on the 12
December 2008 in favour of Impala. The commitments in the original Social and Labour Plan (“SLP 1”) which came to an end in December 2013 were substantially implemented. The implementation thereof was subjected to regular compliance inspections by your department.
2. Impala submitted its SLP 2 to your office on the 13th December 2013 (“Original SLP 2”)
for consideration and approval. 3. On the 10th and 11th of July 2014, officials from your office conducted a compliance
inspection of Impala’s SLP 1 and also sought clarity on the submitted Original SLP 2. 4. The proposed changes were effected and an updated revised SLP 2 was submitted to
your office on 1st September 2014 (“Revision 1, SLP 2”).
5. On 18th February 2015, a meeting was held with your department in which further additions and changes to SLP 2 were suggested by your office.
6. These changes were effected and a second revised SLP 2 was submitted to your office
on the 3rd March 2015 (“Revision 2, SLP 2”).
7. On the 24th March 2015, the DMR granted Impala permission to proceed with the implementation of Section 3 of Revision 2, SLP 2.
8. It is our understanding, that the third iteration of the SLP 2 document, being Revision 2,
SLP 2, submitted to your office on the 3rd March 2015 (as mentioned in 7 above) is the SLP 2 document currently under review by your office and remains unapproved.
9. Following your letter dated 12 March 2020, requesting Impala to submit proof of
consultation with communities affected by the requested extension of completion date of LED programmes to December 2020, Impala has submitted such proof of public consultation to the DMRE on 20 October 2020.
10. Due to Covid delays in the implementation of LED programmes by December 2020 and
as discussed with your department, Impala proceed to submit on 25 November 2020 (in
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
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5 | P A G E
hard copy) and on 9 December 2020 (on SAMRAD), together with proof of public participation, a further Section 102 application to extend the period of implementation of the outstanding SLP 2 LED programmes till 30 June 2021 (“SLP 2 Amendment 2, 2020”). This SLP 2 Amendment 2, 2020 remains unapproved.
11. Impala further confirms that the following SLP 2 related documents is still unapproved and your final consideration thereof and recommendation for approval will be appreciated:
a. Revision 2, SLP 2 – The second revised SLP 2 that was submitted to your office
on the 3rd March 2015 (referred to as Revision 2, SLP 2 in par 7 – 9 above).
b. SLP 2 Amendment 1, 2018 - The Section 102 SLP 2 amendment application as submitted on 5 October 2018 relating to only the revised Section 3 and revised
Section 6 (referred to as SLP 2, Amendment 1, 2018 in par 10 above, with the
exclusion of the revised Section 2 – HRD which is withdrawn) c. SLP 2 Amendment 2, 2020 – The Section 102 SLP 2 amendment application as
submitted on 25th November 2020 (in hard copy) and on 9 December 2020 (on
SAMRAD) as referred to in par 10 above.
12. Impala further experienced delays to complete the infrastructure projects by the end of June 2021 as envisaged in the SLP Amendment 2, 2020 submitted on 25 November 2020 (in hard copy) and on 3 December 2020 (on SAMRAD). These delays were caused by among other factors, unavailability of suitable land for the Freedom Park Sport Facility, last minute changes to the designs of the new Freedom Park Clinic and community confirmations of specifications for the Luka Sport Facility. Impala hereby informs your office of its intention to submit a further SLP Section 102 amendment application to extend the implementation period of the outstanding LED infrastructure projects to December 2021. These challenges have since been resolved and procurement processes are underway. The affected communities of Freedom Park and Luka have been engaged through the councilors of the respective areas. The SLP Section 102 amendment application will include the Portfolio of Evidence of the public participation consultations with the affected communities with whom Impala consulted as well during 2020 on the previous extension application relating to SLP Amendment 2, 2020, to 30 June 2021. B. SLP 2 Section 102 Application and approval
1. Impala therefore submits a further SLP 2 section 102 application to extend the
implementation of outstanding LED projects to December 2021 (“the 4th extension date”). Detailed status updates for these projects are provided in the project sheets attached to this SLP 2 section 102 application as Annexure A.
2. Furthermore, to align the outstanding LED projects extension implementation date to December 2021 with the LED financial provision, attached please find as Annexure B the amended Section 5.1.3, Table 5.3 to provide for the updated financial provisions for LED projects.
3. Also included as Annexure C in this SLP 2 section 102 application is the PPP report that provides proof of engagements in support of this application.
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
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6 | P A G E
4. The DMRE is requested to approve this SLP 2 section 102 application in terms of the MPRDA read with Regulation 44 of the MPRDA.
5. Once approved by the DMRE, the LED projects implementation dates and details relating to the respective projects, as provided for in the project sheets attached to this SLP 2 section 102 application as Annexure A, will replace the relevant LED projects implementation dates and detailed projects sheets in respect of SLP 2 and the SLP 2 section 102 application that was submitted on 25th November 2020, when / if approved.
6. Furthermore, once approved by the DMRE, Section 5.1.3, Table 5.3 relating to the updated financial provision for LED projects attached to this SLP 2 section 102 application as Annexure B, will replace the former Section 5.1.3, Table 5.3 relating to financial provision for LED projects in respect of SLP 2 and the SLP 2 section 102 application that was submitted on 25th November 2020, when / if approved.
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
307
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
LED Project Sheets
ANNEXURE A: SECTION 3
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
308
8 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Fr
eedo
m P
ark
Proj
ect S
tart
Date
:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fina
l num
ber o
nly
avai
labl
e af
ter f
easi
bilit
yM
ale:
Not
kno
wn
KPA
(Key
Per
form
ance
Ar
ea)
KPI (
Key
Perfo
rman
ce
Indi
cato
r)FY
14FY
15FY
16FY
17FY
18FY
19FY
20FY
21FY
22
Feas
ibili
ty S
tudy
Feas
ibili
ty R
epor
tC
ompl
etio
n of
Rep
ort
Impa
la p
roje
ct te
am
Det
aile
d D
esig
nC
onst
ruct
ion
and
land
scap
ing
desi
gnC
ompl
etio
n of
Des
ign
Impa
la p
roje
ct te
am
Sig
n of
f of D
esig
n an
d fin
al
scop
eA
gree
men
t on
deta
iled
desi
gn
with
all
stak
ehol
ders
Sin
ged
off d
esig
n do
cum
enta
tion
Impa
la p
roje
ct te
am/
Sta
keho
lder
Eng
agem
ent/
Com
mun
ity S
truct
ures
an
d D
oH
Con
stru
ctio
n P
hase
P
hysi
cal c
onst
ruct
ion
and
esta
blis
hmen
t of t
he c
linic
C
ompl
eted
faci
litie
s as
per
ag
reed
sco
pe a
nd d
esig
nIm
pala
pro
ject
team
7 79
9 84
9
7
799
849
Han
dove
rE
xit S
trate
gy -
Han
d ov
er o
f co
mpl
eted
faci
litie
s to
DoH
S
ucce
ssfu
l han
dove
r fun
ctio
n an
d ac
cept
ance
by
com
mun
ity
Impa
la p
roje
ct te
am/
Sta
keho
lder
Eng
agem
ent/
Com
mun
ity S
truct
ures
an
d D
oH
50 0
00
5
0 00
0
2 1
50 1
51
7 8
49 8
49
10
000
000
Bene
ficia
ries:
(C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
FY20
17
The
land
has
bee
n ac
quire
d fro
m th
e R
uste
nbur
g Lo
cal M
unic
ipal
ity. T
he D
epar
tmen
t of H
ealth
has
bee
n en
gage
d an
d re
quire
men
ts fo
r the
clin
ic w
ere
final
ised
. Com
mer
cial
pro
cess
to
appo
int b
uild
ing
cont
ract
or is
com
plet
e, th
e co
ntra
ctor
will
be g
oing
est
ablis
hing
site
in fi
rst w
eek
of J
uly
2021
Free
dom
Par
k –
Cons
truct
ion
of a
Clin
ic
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
a C
linic
in F
reed
om P
ark
(as
per I
DP
, pag
e 20
5). T
he d
evel
opm
ent o
f thi
s pr
ojec
t offe
rs a
mea
ning
ful u
plift
men
t op
portu
nity
to H
isto
rical
ly D
isad
vant
aged
com
mun
ities
clo
se to
Impa
la o
pera
tions
. It w
as th
eref
ore
deci
ded
to c
ontri
bute
R10
000
000
tow
ards
the
esta
blis
hmen
t of a
clin
ic in
Fre
edom
Par
k.
Proj
ect E
nd D
ate:
FY20
22
Fem
ale:
Not
kno
wn
Yout
h:N
ot k
now
n
Tota
l Pro
ject
Bud
get:
Mem
bers
of t
he b
road
er c
omm
unity
in F
reed
om P
ark
Proj
ect P
artn
ers/
Asso
ciat
es:
Impa
la /
DoH
(Dep
artm
ent o
f hea
lth to
take
resp
onsi
bilit
y to
ope
rate
and
m
aint
ain)
Out
put
Activ
ity
2 15
0 15
1
2
150
151
Resp
onsi
ble
Entit
yTo
tal B
udge
t Al
loca
tion
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
309
9 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:F
reedom
Park
Proj
ect S
tart
Date
:To
tal E
xpec
ted
No. o
f Jo
bs to
be
crea
ted:
Fin
al num
ber
only
available
after
feasib
ility
Mal
e:N
ot
know
nYo
uth:
KPA
(Key
Per
form
ance
Are
a)KP
I (Ke
y Pe
rform
ance
In
dica
tor)
FY14
FY15
FY16
FY17
FY18
FY19
FY20
FY21
FY22
Feasib
ility S
tudy
Feasib
ility R
eport
Com
ple
tion o
f R
eport
Impala
pro
ject
team
Deta
iled D
esig
n
Constr
uction a
nd landscapin
g
desig
nC
om
ple
tion o
f D
esig
nIm
pala
pro
ject
team
Sig
n o
ff o
f D
esig
n a
nd fin
al
scope
Agre
em
ent
on d
eta
iled d
esig
n
with a
ll s
takehold
ers
Sin
ged o
ff d
esig
n d
ocum
enta
tion
Impala
pro
ject
team
/
Sta
kehold
er
Engagem
ent/
Com
munity
Str
uctu
res
and R
LM
-
Constr
uction P
hase
Physic
al constr
uction a
nd
esta
blishm
ent
of th
e s
port
and
recre
ational fa
cilitie
s
Com
ple
ted facilitie
s a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject
team
7 0
00 0
00
7
000
000
Exit S
trate
gy -
Handover
Hand o
ver
of com
ple
ted facilitie
s
to R
LM
Successfu
l handover
function
and a
ccepta
nce b
y c
om
munity
Impala
pro
ject
team
/
Sta
kehold
er
Engagem
ent/
Com
munity
Str
uctu
res
and R
LM
-
514
587
7 4
85 4
13
8
000
000
Bene
ficia
ries:
(C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
FY
2017
Confirm
ation o
f la
nd a
llocate
d for the p
roje
ct w
as r
eceiv
ed from
RLM
in
Octo
ber 2
020. H
ow
ever the land identified w
as n
ot zoned for a
sports
facility. Im
pala
approached N
orht W
est D
epartm
ent of
Education (
NW
DoE
) B
oja
nala
Dis
tric
t O
ffic
e for a
land a
dja
cent to
Vukuzenzele
Prim
ary a
nd F
reedom
Park h
igh s
chool as a
n a
lternative. T
he N
WD
oE
departm
ent agreed for Im
pala
to d
evelo
p
the s
port fa
cility o
n this
land. C
ouncillo
rs in the a
rea a
greed to the land b
etw
een the s
chool provid
ed the c
om
munity h
as a
ccess to the facility. C
om
mercia
l process to a
ppoin
t th
e c
ontr
acto
r is
currently in fin
alisation s
tages.
Free
dom
Par
k –
Cons
truct
ion
of S
ports
Fac
ility
During s
takehold
er
consultations,
the t
ask t
eam
s identified a
pro
ject
for
the c
onstr
uction o
f a s
port
facility in t
he F
reedom
Park
com
munity (
as p
er
IDP
, page 1
83).
It
is t
he v
isio
n o
f Im
pala
to b
ecom
e a
sig
nific
ant
contr
ibuto
r to
ward
s c
reating a
vib
rant
and s
usta
inable
socio
-econom
ic e
nvironm
ent
within
the c
om
munitie
s in w
hic
h it
opera
tes,
thro
ugh s
port
s d
evelo
pm
ent.
It
was t
here
fore
decid
ed t
o c
onstr
uct
these facilitie
s t
o p
rovid
e
access t
o s
port
to t
he learn
ers
of schools
in F
reedom
Park
and t
he b
roader
com
munity s
urr
oundin
g t
hese s
chools
.
Proj
ect E
nd D
ate:
FY
2022
Fem
ale:
Not
know
nN
ot
know
n
Tota
l Pro
ject
Bud
get:
Le
arn
ers o
f F
re
ed
om
Pa
rk s
ch
oo
ls a
s w
ell a
s m
em
be
rs o
f
the
bro
ad
er c
om
mu
nity
Proj
ect P
artn
ers/
Asso
ciat
es:
Imp
ala
/ R
LM
(R
LM
to
ta
ke
ow
ne
rsh
ip a
nd
ma
inta
in a
fte
r h
an
do
ve
r)
Out
put
Activ
ity
Resp
onsi
ble
Entit
y
Tim
efra
me
Tota
l Bud
get
Allo
catio
n
514 5
87
485 4
13
1
000
000
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
310
10 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:F
reedom
Park
Proj
ect S
tart
Date
:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:F
inal num
ber
only
ava
ilable
after
feasib
ility
Mal
e:
KPA
(Key
Per
form
ance
Ar
ea)
KPI (
Key
Perfo
rman
ce
Indi
cato
r)FY
14FY
15FY
16FY
17FY
18FY
19FY
20FY
21FY
22
Feasib
ility S
tudy
Feasib
ility R
eport
Com
ple
tion o
f R
eport
Impala
pro
ject
team
Deta
iled D
esig
n
Constr
uction a
nd
landscapin
g d
esig
nC
om
ple
tion o
f D
esig
nIm
pala
pro
ject
team
Sig
n o
ff o
f D
esig
n a
nd fin
al
scope
Agre
em
ent
on d
eta
iled
desig
n w
ith a
ll
sta
kehold
ers
Sin
ged o
ff d
esig
n
docum
enta
tion
Impala
, C
om
munity
Str
uctu
res a
nd R
LM
Constr
uction P
hase
Physic
al constr
uction
Com
ple
ted facilitie
s a
s p
er
agre
ed s
cope a
nd d
esig
nIm
pala
pro
ject
team
Exit S
trate
gy -
Handove
r
Handove
r of com
ple
ted
facilitie
s t
o R
LM
Successfu
l handove
r
function a
nd a
ccepta
nce b
y
com
munity
Impala
, C
om
munity
Str
uctu
res a
nd R
LM
2
049
642
232
499
645
614
884
774
18 4
08 0
86
1
615
070
26 1
64 3
15
5
0 00
0 00
0 Be
nefic
iarie
s:
(Com
mun
ity S
peci
fic)
Prog
ress
Upd
ate:
During c
onsultations, in
frastr
uctu
re n
eeds identified w
ere
roads a
nd s
chool in
frastr
uctu
re in F
reedom
Park
. T
o d
ate
, R
24.6
m o
f th
e c
om
mitm
ent has b
een s
pent on c
onstr
uction o
f th
e P
latinum
Vill
age
and F
reedom
Park
entr
ance r
oad, fe
ncin
g a
t tw
o s
chools
(F
reedom
Park
Seconday a
nd V
uku'z
enzele
), p
lannin
g a
nd c
onstr
uction o
f th
e p
latform
for
the E
arly C
hild
hood D
evelo
pm
ent C
entr
e.
Constr
uction o
f F
reedom
Park
and K
utlw
anong R
oads w
ere
com
ple
ted in J
une 2
020. R
enovations o
f K
utlw
anong S
chool of th
e d
eaf w
ill b
e c
om
ple
ted in e
arly J
uly
. T
he P
latinum
Vill
age E
arly C
hild
hood
Develo
pm
ent C
entr
e w
ill a
ccom
odate
Gra
de R
R c
lassro
om
that w
ill feed the g
rade R
at P
latinum
Vill
age P
rim
ary
School. T
his
pro
ject w
ill b
e c
om
ple
ted in N
ovem
ber
2021.
Free
dom
Par
k –
Com
mun
ity In
frast
ruct
ure
Upgr
ade
Du
rin
g s
take
ho
lde
r co
nsu
lta
tio
ns,
the
ta
sk t
ea
ms id
en
tifie
d t
he
ne
ed
fo
r th
e u
pg
rad
e o
f C
om
mu
nity In
fra
str
uctu
re s
uch
as a
Ro
ad
s a
nd
Str
ee
t L
igh
ts (
the
qu
an
titie
s in
te
rms o
f km
of
roa
ds a
nd
am
ou
nt
of
str
ee
tlig
hts
ca
nn
ot
be
de
term
ine
d a
nd
will b
e c
om
mu
nic
ate
d t
o D
MR
aft
er
co
mp
letio
n o
f th
e f
ea
sib
ility)
in F
ree
do
m P
ark
. U
pg
rad
ing
of
infr
astr
uctu
re o
ffe
rs a
me
an
ing
ful u
plift
me
nt
op
po
rtu
nity t
o t
he
Fre
ed
om
Pa
rk c
om
mu
nity v
ery
clo
se
to
Im
pa
la o
pe
ratio
ns.
It w
as t
he
refo
re d
ecid
ed
to
pa
rtic
ipa
te in
a p
roje
ct
to u
pg
rad
e c
om
mu
nity in
fra
str
uctu
re in
Fre
ed
om
Pa
rk.
FY
2017
Proj
ect E
nd D
ate:
FY
2022
Yout
h:Fe
mal
e:N
ot
know
nN
ot
know
n
Tota
l Pro
ject
Bud
get:
1 6
15 0
70
26 1
64 3
15
Me
mb
ers
of
the
bro
ad
er
co
mm
un
ity in
Fre
ed
om
Pa
rkPr
ojec
t Par
tner
s/As
soci
ates
:Im
pa
la /
RL
M (
RL
M t
o t
ake
ow
ne
rsh
ip a
nd
ma
inta
in a
fte
r h
an
do
ve
r)
Not
know
n
Out
put
Activ
ity
Resp
onsi
ble
Entit
yTo
tal B
udge
t Al
loca
tion
884 7
74
645 6
14
18 4
08 0
86
232 4
99
Tim
efra
me
5
0 00
0 00
0 2 0
49 6
42
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
311
11 |
PA
GE
Pr
ojec
t Nam
e:
Back
grou
nd:
Geo
grap
hica
l Lo
catio
n of
Pro
ject
:Lu
ka/M
ogon
oPr
ojec
t Sta
rt Da
te:
Tota
l Exp
ecte
d No
. of
Jobs
to b
e cr
eate
d:
Est
imat
e 25
Tem
pora
ry J
obs
- (fi
nal n
umbe
r onl
y av
aila
ble
afte
r fe
asib
ility
)M
ale:
Not
kno
wn
Not
kno
wn
KPA
(Key
Per
form
ance
Are
a)KP
I (Ke
y Pe
rform
ance
In
dica
tor)
FY17
FY18
FY19
FY20
FY21
FY22
Feas
ibili
ty S
tudy
Feas
ibili
ty R
epor
tC
ompl
etio
n of
Rep
ort
Impa
la40
0 00
0
400
000
Det
aile
d D
esig
nC
onst
ruct
ion
and
land
scap
ing
desi
gnC
ompl
etio
n of
Des
ign
Impa
la2
000
000
2
000
000
Sig
n of
f of D
esig
n an
d fin
al
scop
eA
gree
men
t on
deta
iled
desi
gn
with
all
stak
ehol
ders
Sin
ged
off d
esig
n do
cum
enta
tion
Impa
la /
Com
mun
ity
Stru
ctur
es a
nd R
BA
-
-
Con
stru
ctio
n P
hase
Phy
sica
l con
stru
ctio
n an
d es
tabl
ishm
ent o
f the
spo
rt an
d re
crea
tiona
l fac
ilitie
s C
ompl
eted
faci
litie
s as
per
ag
reed
sco
pe a
nd d
esig
nIm
pala
17 5
00 0
00
17
500
000
Exi
t Stra
tegy
- H
ando
ver
Han
dove
r of c
ompl
eted
faci
litie
s to
RB
AS
ucce
ssfu
l han
dove
r fun
ctio
n an
d ac
cept
ance
by
com
mun
ity
Impa
la /
Com
mun
ity
Stru
ctur
es a
nd R
BA
10
0 00
0
100
000
-
-
-
-
-
20
000
000
2
0 00
0 00
0
Bene
ficia
ries:
(C
omm
unity
Spe
cific
)
Prog
ress
Upd
ate:
The
stan
d ha
s be
en id
entif
ied
and
allo
cate
d fo
r the
faci
lity. L
eade
rshi
p of
Luk
a an
d R
oyal
Baf
oken
g Sp
orts
hav
e ag
reed
on
the
desi
gns
and
spec
ificat
ions
. The
te
nder
is c
urre
ntly
unde
r eva
luat
ion.
FY20
22
Fem
ale:
Not
kno
wn
Yout
h:
Lear
ners
of L
uka/
Mog
ono
scho
ols
as w
ell a
s m
embe
rs o
f the
br
oade
r com
mun
ityPr
ojec
t Par
tner
s/As
soci
ates
:Im
pala
/ R
BA (
RBA
) to
take
own
ersh
ip a
nd m
aint
ain
afte
r han
dove
r)
Tota
l Pro
ject
Bud
get:
Out
put
Luka
/Mog
ono
- Con
stru
ctio
n of
Rec
reat
iona
l and
Spo
rt Fa
cilit
ies
Dur
ing
stak
ehol
der c
onsu
ltatio
ns, t
he ta
sk te
ams
iden
tifie
d a
proj
ect f
or th
e co
nstru
ctio
n of
recr
eatio
nal a
nd s
port
faci
litie
s in
the
Luka
/Mog
ono
com
mun
ities
. It i
s th
e vi
sion
of I
mpa
la to
bec
ome
a si
gnifi
cant
con
tribu
tor t
owar
ds c
reat
ing
a vi
bran
t and
sus
tain
able
soc
io-e
cono
mic
env
ironm
ent w
ithin
the
com
mun
ities
in w
hich
it
oper
ates
, thr
ough
spo
rts d
evel
opm
ent.
It wa
s th
eref
ore
deci
ded
to c
onst
ruct
thes
e fa
cilit
ies
to p
rovi
de a
cces
s to
spo
rt to
the
lear
ners
of s
choo
ls in
Luk
a/ M
ogon
o an
d th
e br
oade
r com
mun
ity s
urro
undi
ng th
ese
scho
ols.
FY20
20Pr
ojec
t End
Dat
e:
Tota
l Bu
dget
Al
loca
tion
Activ
ity
Resp
onsi
ble
Entit
y
Tim
efra
me
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
312
12 | P A G E
HOUSING AND LIVING CONDITIONS
Target Plan/Delivered Status Phase 1 units 557 557 Completed Phase 2 units 570 570 Completed Phase 3 units 646 501 In Progress Phase 4 units 647 500 Will commence when Phase 3 is completed
TOTAL 2420 2128 Shortfall 292 Apartment units
SLP Commitment - Platinum Village deliver 2 420 houses (R1 billion) by 2017 depending on the off-take by employee
• Platinum Village Home Ownership have a mixed of 400 planned sectional title units (Apartment units) and 2 020 full title housing units. These units were offered to employees to purchase at cost price with an interest free loan over 20 years. Phase 1 and 2 of Platinum Village has been completed i.e. 108 sectional title units and 1 019 full title housing units.
• Phase 1 and 2 houses, all 1 019 full title units have been sold to employees and 10% to
the private market. Unfortunately, the sectional title units are not favorable for home ownership and none of the completed 108 apartment units have been sold.
• The stand where 184 sectional title units were planned to be built has been allocated to
build a Government Precinct with a SAPS, Clinic and various other government offices such as SASSA and Home Affairs Office.
• Impala hereby applies for a section 102 to reduce the sectional title units from 400 to 108,
meaning that 292 sectional title units will no longer be constructed but as said above, the Government precinct will be in their place.
• The new total of housing units for Platinum Village will be 2 128 units.
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
313
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
Financial Provision
ANNEXURE B: SECTION 5
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
314
14 | P A G E
SECTION 5
5.1 FINANCIAL PROVISION
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
315
15 |
PA
GE
5.1.
3 F
INA
NC
IAL
PR
OV
ISIO
N F
OR
LO
CA
L E
CO
NO
MIC
DE
VE
LO
PM
EN
T
Tabl
e 5.
3: F
inan
cial
Pro
visi
on fo
r th
e Lo
cal E
cono
mic
Dev
elop
men
t B
enef
icia
ry
Org
aniz
atio
n or
Pro
ject
na
me
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
FY20
22
Tota
l
Ent
erpr
ise
Dev
elop
men
t SM
ME
Dev
elop
men
t 2
266
230
2
000
000
2
000
000
4
000
000
9
733
770
-
-
-
20
000
000
To
tal
Ent
erpr
ise
Dev
elop
men
t 2
266
230
2
000
000
2
000
000
4
000
000
9
733
770
-
-
-
-
20
000
000
Edu
catio
n In
itiat
ives
Bu
rsar
y (B
ojan
ala,
EC
, Ta
ung)
3
905
250
6
000
000
4
000
000
4
000
000
4
000
000
3
000
000
2
547
375
2 54
7 37
5
3
0 00
0 00
0
Nov
ice
& Le
arne
rshi
ps
(Boj
anal
a, E
C,
Taun
g)
1 9
97 7
42
8 0
00 0
00
5 0
00 0
00
5 0
00 0
00
6
000
000
6
000
000
14
001
129
1
4 00
1 12
9
6
0 00
0 00
0
Scho
ol
Supp
ort &
We
Car
e Pr
ojec
t 10
697
808
12
900
000
7
400
000
7
400
000
13
991
779
13
991
779
14
674
204
1
4 67
4 20
3
9
5 72
9 77
3
Tota
l E
duca
tion
Initi
ativ
es
16 6
00 8
00
26 9
00 0
00
16 4
00 0
00
16 4
00 0
00
23 9
91 7
79
22 9
91 7
79
31 2
22 7
08
31
222
707
-
18
5 72
9 77
3
In
fras
truc
ture
Pro
ject
s Fr
eedo
m P
ark
- Clin
ic
Con
stru
ctio
n
-
-
-
-
-
2
150
151
7
849
849
1
0 00
0 00
0
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
316
16 |
PA
GE
Ben
efic
iary
O
rgan
izat
ion
or P
roje
ct
nam
e
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
FY20
22
Tota
l
Free
dom
Par
k - S
ports
Fa
cilit
y C
onst
ruct
ion
-
-
-
-
-
514
587
7
485
413
8 0
00 0
00
Free
dom
Par
k - C
omm
unity
In
frast
ruct
ure
Upg
rade
-
2
049
642
232
499
645
614
884
774
18
408
086
1
615
070
26
164
315
5
0 00
0 00
0
Mog
ono
–R
enov
atio
n of
C
omm
unity
H
all
-
-
-
-
-
56
000
2
754
068
-
2
810
068
M
ogon
o (w
ard
3) –
Roa
ds &
St
orm
Wat
er
Cha
nnel
s
-
-
198
371
16
776
124
488
372
-
-
-
17
462
867
Lu
ka/M
ogon
o -
Con
stru
ctio
n of
R
ecre
atio
nal
and
Spor
t Fa
cilit
ies
-
-
-
-
-
-
-
-
2
0 00
0 00
0
20
000
000
Lu
ka M
akgo
tla
Offi
ces
Upg
rade
-
-
2
908
797
9
172
408
3
311
569
-155
117
-
-
1
5 23
7 65
7
Luka
Wat
er
-
-
-
1
990
035
2
079
515
18
519
065
910
411
-
23
499
026
Ka
nana
–
Con
stru
ctio
n of
M
ulti-
Purp
ose
Cen
tre a
nd
Libr
ary
-
-
198
371
7
045
867
13
413
370
2
012
797
494
439
-
23
164
845
Kana
na –
R
oads
and
-
-
-
5
32 7
03
2 9
50 3
78
-
-
-
3 4
83 0
81
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
317
17 |
PA
GE
Ben
efic
iary
O
rgan
izat
ion
or P
roje
ct
nam
e
FY20
14
FY20
15
FY20
16
FY20
17
FY20
18
FY20
19
FY20
20
FY20
21
FY20
22
Tota
l
Stor
m W
ater
C
hann
els
Lefa
raga
tlhe
- C
onst
ruct
ion
of
Spor
t Fac
ility
-
-
-
-
-
-
1
17 0
00
1 8
83 0
00
2 00
0 00
0
Scho
ol
Infra
stru
ctur
e 5
000
000
30
000
000
10
000
000
5
000
000
-
-
-
-
5
0 00
0 00
0
Boite
kong
At
tenu
atio
n D
am
Reh
abilit
atio
n
1 8
65 6
99
7
55 9
33
2
59 6
00
-
-
5 2
79 5
93
4
94 6
69
12
044
506
20
700
000
Li
brar
y &
Com
mun
ity
Hal
ls
Cap
acita
ting
LSA
-
3
729
-
49 9
96
-
-
-
4
946
275
5
000
000
To
tal
Infr
astr
uctu
re
Initi
ativ
es
6
865
699
30 7
59 6
62
15
614
782
4
0 79
9 63
2
22
888
817
2
6 59
7 11
1
23
178
673
2
3 15
3 58
9
61 4
99 5
77
251
357
543
Tota
l Hou
sing
42
5 18
4 73
3
29
251
877
6
9 85
4 69
3
109
046
183
9
9 87
7 75
6
140
000
000
10
0 00
0 00
0
26
784
758
-
1 0
00 0
00 0
00
G
RA
ND
TO
TAL
450
917
462
8
8 91
1 53
9
103
869
475
17
0 24
5 81
5
156
492
122
18
9 58
8 89
0
154
401
381
8
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SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
319
Undertaking
SECTION 6
SOCIAL AND LABOUR PLAN
IMPALA PLATINUM LIMITED
Section 102 Application
319
SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021
320
19 | P A G E
SECTION 6
6.1 STATEMENT OF UNDERTAKING
I, ____________________________________________ the undersigned and duly authorized thereto
by ______________________________________________ (Company) undertake to adhere to the
information, requirements, commitments and conditions as set out in the social and labour plan.
Signed at ______________________ on this________ day of ______________20 ______
Signature of responsible person________________________________________________
Designation _______________________________________________________________
Contact Details ____________________________________________________________
Approved
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
Signed at ____________________ on this___________ day of ____________ 20 ______
Signature of responsible person_______________________________________________
Designation ______________________________________________________________
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