impala platinum limited - social and labour plan and section ...

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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IMPALA PLATINUM LIMITED

SOCIAL AND LABOUR PLAN

RESUBMITTED DOCUMENT27 February 2015

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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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Introduction and Preamble

SECTION 1




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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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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


Elandsheuvel 282JQ Nil

599/2008 gold ore, cobalt, further intervals of 30

Elandsheuvel 282JQ (Rem) 16 Decline

chrome ore, copper


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


PGM's, nickel ore,

11/12/2018


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,


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.


PGM's, nickel ore,

11/12/2018


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)



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


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 July to 30 June.


1.3.9.1 WORKFORCE DIRECTLY EMPLOYED BY THE IMPALA RUSTENBURG OPERATIONS

21


18

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


2695 25 2 746 399 4 3 81 311 2 4268


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


22

19

Table 1.5: Summary of Labour-sending area for Impala Platinum Limited Rustenburg Operation as at June 2013

Labour Sending Area

(Province/Country)



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

23


20

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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


24

21

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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

25


22

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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


26

23

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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

27


24

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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


28

25

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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

29


26

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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


30

27

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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

31


28

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


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


32

29

Labour Sending Area

(Province/Country)



Area (Town)

No. of Employees

at Mine (Mine

Personnel)

% of Employee


Area

LESOTHO Total 1956 6%

MOCAMBIQUE

MOCAMBIQUE Total 1695 5%

SWAZILAND

SWAZILAND Total 125 0%

ZIMBABWE

ZIMBABWE Total 8 0%

GRAND Total 31998 100%

33


30

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


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 July to 30 June.


1.4.7.1 WORKFORCE DIRECTLY EMPLOYED BY IMPALA PLATINUM REFINERIES


34 31

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


Professionally qualified and experienced specialists and mid-management 14 0 5 31 11 1 4 10 8 1 85


146 2 4 107 36 1 0 21 3 0 320


422 1 3 28 97 0 0 16 6 0 573


TOTAL 583 3 13 169 145 2 4 48 20 1 988


Total

35


32

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


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


36

33

Labour Sending Area


Municipality Local

Municipality

Labour Sending Area

(Town)


(Mine Personnel)

% of Employee


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

37


34

Labour Sending Area


Municipality Local

Municipality

Labour Sending Area

(Town)


(Mine Personnel)

% of Employee


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


38

35

Labour Sending Area


Municipality Local

Municipality

Labour Sending Area

(Town)


(Mine Personnel)

% of Employee


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%

39


36

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


8082 11 3 151 811 3 0 31 1893 5 10990


13012 14 0 20 1640 4 0 0 2055 22 16767

TOTAL PERMANENT 24114 57 31 1373 2938 13 14 209 4287 30 33066


Total


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




Human Resources Development

SECTION 2


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

43


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


44

41



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


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


Impala Laboratory 1 Computer Room 1 Classroom

8 Learners

15

45


42



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


46

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.

47


44

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


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.

49


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


50

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.

51


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


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


50

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


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


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.


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


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


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


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


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


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


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


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


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


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.


66

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.

67


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


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.

69


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


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

71


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.


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

73


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.


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.

75


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.


76

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

77


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.


78

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

79


76

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.


80 77

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.

81


78

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%


82

83




Socio-Economic Development Programmes

SECTION 3


84 80

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.

85


81

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


86 82

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)



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).

87


83

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


88 84

Table 3.3: Summary of service provision levels (%) in the Eastern Cape Province in 2011 (Census 2011)



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

89


85

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


90 86

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)



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%

91


87

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


92

88

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

93


89

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



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


94

90

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

95


91

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


96 92

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.

97


93

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.


98

94

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99


95

Proj

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100

96

Proj

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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


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

)


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


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)


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


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)


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


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.


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


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)


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


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


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


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

Entit

y

Ti

mef

ram

e To

tal B

udge

t Al

loca

tion

KP

A (K

ey

Perfo

rman

ce A

rea)

KP

I (Ke

y Pe

rform

ance

In

dica

tor)

FY 2

014

FY20

15

FY20

16

FY20

17

FY20

18

Iden

tify

the

lear

ners

Id

entif

y le

arne

rs

Lear

ner g

roup

ava

ilabl

e Im

pala

Tea

m

R

1,99

7,74

2 R

8,

000,

000

R

10,0

00,0

00

R

12,0

00,0

00

R

28,0

02,2

58

R 60

,000

,000

En

gage

and

con

tract

w

ith le

arne

rs

Con

tract

lear

ners

Si

gned

con

tract

s Im

pala

Tea

m

Trai

ning

Tr

aini

ng s

ched

ule

agre

ed

Mon

itorin

g pr

ogre

ss

Impa

la T

eam

Tota

l Pro

ject

Bud

get:

R 1,

997,

742

R 8,

000,

000

R 10

,000

,000

R

12,0

00,0

00

R 28

,002

,258

R

60,0

00,0

00

Bene

ficia

ries:

(C

omm

unity

Sp

ecifi

c)

Labo

ur s

endi

ng a

rea

& M

ine

com

mun

ity

Proj

ect P

artn

ers/

Asso

ciat

es:

Impa

la

Stud

ents

Ti

mef

ram

e

FY20

14

FY20

15

FY20

16

FY20

17

FY20

18

Targ

et

50

50

50

50

50

Cur

rent

57

57

90

73

33

Com

plet

ions

0

0 17

40

33


114

110

Pr

ojec

t Nam

e:

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

2014

FY20

15FY

2016

FY20

17FY

2018

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

1,46

2,00

0R

1,60

0,00

0R

2,00

0,00

0R

R 4

,936

,711

R 5

,436

,711

15,4

35,4

23R

To S

uppo

rt H

igh

Scho

ol

lear

ners

in T

echn

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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

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Accomodation Usage

Private Dwellings (owned or rented by Employees)

Company Houses (rented)

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Residences


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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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SECTION 4

Processes Pertaining to the Management of Downscaling

and Retrenchment


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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




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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.

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Ben

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136

131

Ben

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132

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.


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139




SECTION 6

Undertaking


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 ______________________________________________________________



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.

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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


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143




Location of Impala Rustenburg Operations

APPENDIX A


144

145




Form Q

APPENDIX b

The number and education levels of:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries


146

139

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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


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


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




Form R

APPENDIX C

Hard to fill vacancies for:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries


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


Professionally qualified

and experienced

specialists and mid-

management


Skilled technical and

academically qualified

workers, junior

management,

supervisors, foreman and

superintendents


Semi-skilled and

discretionary decision-

making


Unskilled and defined

decision-making


151


144

FORM R: IMPALA PLATINUM LIMITED RUSTEBURG OPERATIONS

Occupational Level Job title of vacancy

Main reason for


the vacancy

Top Management No hard to fill vacancies

Senior Management No hard to fill vacancies


and experienced


management




workers, junior

management,

supervisors, foreman

and superintendents



Semi-skilled and


making



decision-making No hard to fill vacancies


152 145

FORM R: IMPALA PLATINUM LIMITED REFINERIES OPERATIONS

Occupational Level

Job title of

vacancy

Main reason for


the vacancy

Top Management


Senior Management



and experienced


management




workers, junior

management,

supervisors, foreman and

superintendents


Semi-skilled and


making



decision-making


153


Form S

APPENDIX D

Employment Equity Statistics for:• Impala Platinum Limited Head Office • Impala Rustenburg Operations• Impala Refineries




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


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


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


Career Development Paths at Impala Rustenburg Operations

and Impala Refineries

APPENDIX E




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

7 w

eeks

400

shift

sP

erm

anen

t Bla

stin

g Ti

cket

/Lev

3 q

ualli

ficat

ion

Com

pete

nt A

& B

Bla

stin

g A

ssis

tant

CM

QA

Lev

2 &

3 R

ockb

reak

er Q

ualif

icat

ion

12 m

onth

s ex

perie

nce

as P

anel

Lea

der

24 M

onth

sA

BE

T 4X

4 N

QF1

/ G

rade

9/ S

td 7

12 M

onth

s ex

perie

nce

as a

n O

pera

tor

Impa

la L

evel

1

35 D

ays

Occ

upat

iona

l Tra

inin

g

Com

pete

nt A

8 W

eeks

AB

ET

4X4

NQ

F1 /

Gra

de 9

/ Std

78

Wee

ks E

quip

men

t Hel

per

35 D

ays

Occ

upat

iona

l Tra

inin

g

6 w

eeks

/35

days

Occ

upat

iona

l Tra

inin

gA

BE

T 4X

4 N

QF1

/ A

BE

T FL

C

Com

pete

nt B

8 W

eeks

Equ

ipm

ent H

elpe

r

Bla

stin

g A

ssis

tant

35 D

ays

Occ

upat

iona

l Tra

inin

g

AB

ET

3 / G

rade

7 /

Std

5

35 D

ays

Trai

ning

(Nov

ice

Equ

ipm

ent

Hel

per)

Lear

ner R

DOM

inin

g Tr

aine

e

Novi

ce M

inin

g Tr

aine

e

Gan

g Le

ader

( B2)

Rock

drill

Ope

rato

r (B1

)

Wat

erje

t Ope

rato

r

Win

ch O

pera

tor

6 w

eeks

Equ

ipm

ent

Hel

per t

rain

ing

Equi

pmen

t H

elpe

r

Min

e M

anag

er

Min

e O

vers

eer

Shift

Sup

ervi

sor

Seni

or M

iner

Min

er

MIN

ING

CA

REE

R P

ATH

Late

ral C

aree

r M

ove

Gen

eral

Man

ager

Lev

el

Pane

l Lea

der (

B4)

Pane

l Ope

rato

rLo

co O

pera

tor

Load

er O

pera

tor

Proj

ects

Min

ing

Serv

ices

Geo

logy

Rock

En

gine

erin

g

HSE

Safe

ty O

ffice

r

HR

D/E

ngin

eerin

gIn

stru

ctor

/ Te

chTr

aine

r /

Sha

ft Fo

rem

an

Subj

ect t

o m

eetin

g

min

imum

en

try

requ

irem

ents

Gra

duat

e D

evel

opm

ent

Pro

gram

me

B-Te

ch

Degr

ee /

N-D

iplo

ma

Min

ing

IMPL

ATS

RECR

UITM

ENT

STRA

TEGY

GRAD

E 12

TO

EN

SURE

CAR

EER

PRO

GRES

SIO

N

159


152

Car

eerp

ath

Trai

ning

Pro

gram

me

Min

imum

Req

uire

men

tsLa

tera

l Car

eer M

ove

B En

g. D

iplo

ma/

Degr

ee -

NQF

6

`M

anag

erSM

DP /

EDP

Gov

ernm

ent C

ertif

icat

e of

Com

pete

ncy

5 Y

rs H

ardr

ock

+ Pr

ojec

t Man

agem

ent E

xper

ienc

e

B En

g. D

iplo

ma/

Degr

ee -

NQF

6

Gov

ernm

ent C

ertif

icat

e of

Com

pete

ncy.

Engi

neer

2-4

year

s op

erat

iona

l wor

k ex

perie

nce,

pref

erab

ly H

ard

Rock

Min

ing

B En

g. D

iplo

ma/

Degr

ee -

NQF

6

Gra

duat

e Pr

ogra

mm

e 2

yea

rs re

cogn

ised

Tra

inin

g Pr

ogra

mm

e

B En

g. D

iplo

ma/

Degr

ee -

NQF

6

Trad

e Q

ualif

icat

ion

3 ye

ars

as F

orem

an

N3 /

*Dip

lom

a Re

leva

nt D

iplo

ma(

Mec

hani

cian

)

3 ye

ars

expe

rienc

e as

an

Arti

san

Trad

e Q

ualif

icat

ion

Fore

man

Dev

elop

men

t Pro

gram

me

IMDP

WED

N3

+ T

rade

Qua

lific

atio

n

3 ye

ars

expe

rienc

e as

a S

ervi

cem

an18

mon

ths

prog

ram

me

WED

Cer

tific

ate

Lear

ners

hip

Prog

ram

me

36-4

2 m

onth

s

Shaf

t Tim

berm

anN3

+ T

rade

Qua

lific

atio

n

1 ye

ar e

xpre

rienc

e as

an

Engi

neer

ing

Ass

ista

nt

Ons

ette

rO

nset

ter/B

last

ing

Certi

ficat

eSe

rvic

eman

Pro

gram

me

12 m

onth

s

Shaf

t Hel

per

Eng.

Ass

ista

nts

ABE

T 4

Sect

ion

18.1

Trad

e Q

ualif

icat

ion

Entry

Lev

el N

ovic

eEn

try

Leve

l Nov

ice

Lear

ners

hip

Prog

ram

me

Gra

de 1

2/ N

2

ENG

INEE

RING

CAR

EER

PATH

Lev

elSuper- visory

C5

Shaf

t For

eman

*For

eman

/

*In

stru

men

t M

echa

nici

an

DL

Supe

rint

ende

nt

DU

MM

DP/S

MDP

IMDP

/MM

DP

TechIcal Skills

C1-C4

*Art

isan

/

*In

stru

men

t Tec

hnic

ian

Tech Skills Pool

B-Lv

Serv

icem

an

Shaf

t Bar

rel

Mai

n St

ream

Entry-Level Semi Skilled

A-Lv LR

Sect

ion

18.2

(Une

mpl

oyed

)

Seni

or

Tech

nica

l Tr

aine

rCh

ief S

afet

y O

ffice

r

Juni

or

Engi

neer

G

radu

ate

Tech

nica

l Tr

aine

rSa

fety

PM

A O

ffice

r

Trai

ning

In

stru

ctor

/O

ffice

r

•Sub

ject

tom

eetin

gm

inim

umen

tryre

quire

men

ts


160

153

Car

eer

Path

Trai

ning

Pro

gram

me

Min

imum

Req

uire

men

tsLa

tera

l/ C

ross

-Fun

ctio

nal C

aree

r M

ove

Mec

hani

cal F

orem

anS

uper

visor

y &

D/C

Tra

inin

g

Gen

eral

For

eman

Cos

t & B

udge

ting

Elec

tric

al F

orem

anP

C L

itera

cy

IMD

P

Art

isan

sTr

ade

certi

ficat

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Tran

spor

t Shi

ft Le

ader

(Tra

cks)

Intro

Sup

ervis

ory

Trai

ning

PC

Lite

racy

Bas

ic B

usin

ess

Ski

lls

Mec

hani

cal S

ervi

cem

enIn

tro S

uper

visor

y Tr

aini

ng

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lerm

aker

Ser

vice

men

PC

. Lite

racy

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l Tra

ckm

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viso

rS

ervic

eman

trai

ning

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k W

elde

rTr

ack

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der t

rain

ing

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klay

ing

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neer

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pers

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ic In

duct

ion

Pat

rolm

enM

ater

ials

and

Too

ls H

andl

ing

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e Li

fting

Gra

de 9

/ AB

ET

Gra

de 9

/ AB

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Gra

de 1

2/A

BE

T, T

rade

Cer

tific

ate

SD

P

MM

DP

MM

DP

Tran

spor

t Eng

inee

r

Gra

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2/N

4-N

6

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spor

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agem

ent d

iplo

ma

GC

C

ENG

INEE

RIN

G T

RA

NSP

OR

T C

AR

EER

PA

TH

Man

ager

: Tr

ansp

ort

Lev

el

Tech

nica

l Sup

erin

tend

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de 1

2/A

BE

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Dipl

omat

e

Grad

uate

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tMan

ager

Eniro

nmen

tal

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er/T

rain

ing

Offic

er

Shaf

t/Pl

ant

Serv

icem

en

Safe

ty

Offic

er/T

echn

ical

Trai

ner Su

bbje

ct to

m

eetin

g m

inim

um

entry

requ

irem

ents

161


154

Ca

ree

r P

ath

Tra

inin

g P

rog

ram

me

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imu

m R

eq

uir

em

en

tsL

ate

ral/ C

ros

s-F

un

cti

on

al

Ca

ree

r M

ov

e

Sup

ervi

sory

Tra

inin

gP

lan

t Fo

rem

an

Dis

cipl

inar

y Tr

aini

ng

PC L

itera

cy

IMD

P

Intr

o S

uper

viso

ry T

rain

ing

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mot

ives

(Im

pala

Tra

inin

g)

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ting

& B

udge

ting

PC. L

itera

cy

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ic B

usin

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lls

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ve

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in D

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efre

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pe

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tro

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com

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la T

rain

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Sys

tem

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Driv

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ence

& P

rDP

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ic In

duct

ion

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w L

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ran

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in H

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ic In

duct

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co

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un

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eria

ls a

nd T

ools

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dlin

g

Saf

e Li

ftin

g

Op

era

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ns

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ag

er

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Tra

ns

po

rt S

hif

t L

ead

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MM

DP

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era

tio

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ag

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MM

DP

RA

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RA

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CA

RE

ER

PA

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ve

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er

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ran

sp

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ma

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spor

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lom

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radu

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anag

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ning

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ffic

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Trai

ning

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ffic

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Safe

tyO

ffic

er/

Tech

nica

l Tra

iner

Sub

bje

ct to

m

ee

tin

g

min

imum

ent

ry

req

uir

emen

ts


162

155

Car

eer P

ath

Trai

ning

Pro

gram

me

Min

imum

Req

uire

men

tsLa

tera

l/ C

ross

-Fun

ctio

nal

Car

eer M

ove

Sup

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sory

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inin

gSh

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isci

plin

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ning

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itera

cy

IMD

P

Cod

e EC

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& P

rDP

Intr

o S

uper

viso

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rain

ing

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ting

& B

udge

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ic B

usin

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llsC

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rain

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Sup

ervi

sors

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e EC

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viso

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rain

ing

PC. L

itera

cy

Sani

tatio

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ssis

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Bas

ic In

duct

ion

Sani

tatio

n A

tten

dant

sM

ater

ials

and

Too

ls H

andl

ing

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e Li

ftin

g

MM

DP

Ope

ratio

ns M

anag

er R

oad

MM

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ratio

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anag

er R

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spor

t Shi

ft L

eade

r

RO

AD

TR

AN

SP

OR

T C

AR

EE

R P

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H

Lev

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Man

ager

: Tr

ansp

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PTr

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/ AB

ET

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/ AB

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spor

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agem

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plom

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spor

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agem

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plom

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1

Dipl

omat

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Grad

uate

Subb

ject

to

mee

ting

min

imum

ent

ry

requ

irem

ents

163


156

Ca

ree

r P

ath

Tra

inin

g P

rog

ram

eM

inim

um

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me

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La

tera

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ree

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ov

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DU

CT

ION

ME

T/C

HE

M

EDP

Seni

or M

ange

men

t Exp

erie

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EDP

Seni

or M

ange

men

t Exp

erie

nce

SMDP

& 5

yrs

as

Ops

Man

ager

5 yr

s ex

perie

nce

as S

enio

r Met

. Eng

.

SMDP

/ 5 y

rs e

xp a

s Pl

ant S

up.

3 yr

s ex

p as

Met

. Che

m.

Se

nio

r M

eta

llu

rgis

t /

IMDP

/4-6

yrs

exp

as

Fore

man

Dipl

oma/

Deg

ree

in O

pera

tions

Man

agem

ent

Me

tallu

rgic

al En

gin

ee

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yrs

exp

as M

etal

lurg

ist.

Degr

ee/D

iplo

ma

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y or

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mic

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allu

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ical

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mod

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Mat

eria

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lsUn

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anda

rd T

rain

ing

/ G

rade

12

Gra

de 1

0 (M

aths

and

Sci

ence

- A

dv.)

5 ye

ars

exp

as P

lant

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ft Le

ader

Com

plet

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DP

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nt

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ad

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du

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tallu

rgis

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nio

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gin

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r

Pla

nt

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ten

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nt

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nt

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ch

nic

al M

an

ag

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Co

nce

ntr

ato

r / S

me

lte

r M

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ag

er

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era

tio

ns

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ag

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lom

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tallu

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PR

OC

ES

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PR

OD

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TIO

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CA

RE

ER

PA

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Fo

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Proj

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HSE

Safe

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/Eng

Inst

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Tech

Trai

n /

Shaf

t F/m

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Subb

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mee

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min

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try

requ

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164

157

Care

er P

ath

Trai

ning

Pro

gram

me

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Req

uire

men

tsLa

tera

l/ Cro

ss-F

unct

iona

l Ca

reer

Mov

e

Diplo

ma/ D

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Chem

istry

10 y

ears

labo

rato

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ma/ D

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istry

7+ y

ears

labo

rato

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Min.

5 y

ears

labo

rato

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Degr

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a in

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Min.

3 y

ears

labo

rato

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xper

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(Ext

.)

Grad

e 12

/ ST

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Mat

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Scie

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expe

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hs &

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MMDP

MMDP

ISP

Seni

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naly

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Deve

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hem

ist

Labo

rato

ry M

anag

er

PRO

CESS

ING

LAB

ORA

TORY

CAR

EER

PATH

Lev

el

Technical Skills Pool

Lab

Oper

ator

/ An

alys

t

SMDP

Dipl

omat

e /

Grad

uate

Proj

ects

Prod

uctio

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HSE

HRD

/Eng

Inst

ruct

or/

Tech

Trai

n /

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g m

inim

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entry

re

quire

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ts

165


158

Car

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Pat

hT

rain

ing

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gra

mm

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um

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166

159

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ree

r P

ath

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rog

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qu

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DP

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PH

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ree (

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F 8

)

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ce f

or

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exp

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R is e

ssen

tial;

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ce f

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cia

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C5

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try L

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kille

d

B6

HR

Assis

tan

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rad

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2 (

NQ

F 4

) an

d S

tud

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m

in o

f 1yr

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qu

alifi

cati

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ssen

tial.

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ma is d

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de 1

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F 4

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m

in o

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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

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ma is d

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ab

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de 1

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F 4

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d S

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g t

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m

in o

f 1yr

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qu

alifi

cati

on

is e

ssen

tial;

3-4

Years

exp

eri

en

ce in

HR

(E

ss);

D

eg

ree/D

iplo

ma is d

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le.

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de 1

2 (

NQ

F 4

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min

of

1yr

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q

ualifi

cati

on

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d S

tud

yin

g t

ow

ard

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R

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ree o

r D

ipla

ma is e

ssen

tial;

4-6

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

HR

or

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ted

fie

ld

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F 6

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ssen

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Y

ears

exp

eri

en

ce in

HR

(E

ss.)

Deg

ree o

r D

iplo

ma in

HR

or

Rela

ted

fie

ld

(NQ

F 6

/7)

is e

ssen

tial;

8+

Y

ears

exp

eri

en

ce in

HR

(E

ss)

IMD

P/M

MD

P

HR

Man

ag

er

Technical Skills

HR

CA

RE

ER

PA

TH

- D

RA

FT

La

tera

l/ C

ros

s-F

un

cti

on

al

Ca

ree

r M

ov

eHOD

D1/2D3/4

Sen

ior

HR

Man

ag

er

Technical Skills

HR

Off

icer

Gra

du

ate

/Dip

lom

ate

Le

ve

lManagement

HR

Su

peri

nte

nd

en

t /

H

R O

ffic

er

SupervisoryTechnical

Skills

C3 C121

HR

Off

icer

HR

Off

icer

Dip

lom

ate/

G

radu

ate

Proj

ects

HSE

Safe

ty O

ffice

r

HRD

/Eng

Inst

ruct

or/

Tech

Trai

n /

Shaf

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


160

Car

eer

Pat

hT

rain

ing

Pro

gra

mm

eM

inim

um

Req

uir

emen

ts

SM

DP/

EDP

Deg

ree

or D

iplo

ma

and

( M

MC

)or

GC

C te

chin

ical

Fina

nce

for

Non

-Fin

anci

al M

anag

er10

yea

rs e

xper

ienc

e in

Gen

eral

Ope

ratio

nal H

R/H

RD

Tech

nica

l ope

ratio

ns (

Min

ing

trai

ning

, Eng

trai

ning

)

MM

DP/

SM

DP

Deg

ree/

Dip

lom

a

Fina

nce

for

Non

-Fin

anci

al M

anag

ers

4+ y

ears

exp

erie

nce

in H

R/H

RD

Min

ing

/Eng

inee

ring

IMD

PD

egre

e/ D

iplo

ma

in E

duca

tion,

HR

or

HR

D o

r

MM

DP

stud

ying

tow

ards

/ 4-

6+

year

s Ex

perie

nce

in H

RD

/ Te

chni

cal d

isci

plin

e eg

, Min

ing

, Eng

inee

ring.

MO

Tic

ket (

Adv

anta

ge)

Deg

ree/

Dip

lom

a or

Stu

dyin

g to

war

ds D

egre

e or

Dip

lom

a (A

dvan

tage

)4-

6 ye

ars

expe

rienc

e in

HR

/HR

D/S

hift

S

uper

viso

rrtif

icat

e

HR

D C

AR

EE

R P

AT

H -

(TE

CH

NIC

AL

)

Lev

elL

ater

al/ C

ross

-Fu

nct

ion

al

Car

eer

Mo

ve21

Gro

up

Tra

inin

g M

anag

er

DU

Tra

inin

g M

anag

er

DL

Sn

r T

ech

nic

al T

rain

er/

H

R S

up

eri

nte

nd

en

t

CU

Tra

inin

g O

ffic

er

/ Te

chn

ical

T

rain

er

IMD

P

CL

Tra

inin

g O

ffic

er/

Min

er

OET

DP

Stu

dyin

g to

war

ds a

Deg

ree

or D

iplo

ma

(AD

VA

NTA

GE)

/ C

ert.

in H

R-H

RD

or

ETD

/ 1-3

yrs

wor

king

exp

erie

nce

Bla

stin

g / T

rade

cer

tific

ate

BU

Ins

tru

cto

rA

sses

sor,

Mod

erat

orIS

OFa

cilit

ator

Gra

de 1

2, B

last

ing

cert

ifica

te(a

dvan

tage

aous

)U

nder

grou

nd e

xper

ienc

e m

inim

um 2

yea

rs

BL

De

velo

pm

en

t R

DO

Sto

pe

RD

OL

oad

er

Op

era

tor

Lo

co &

Scr

app

er

Win

ch

Op

era

tor

2 Y

ears

und

ergr

ound

exp

erie

nce

Gra

de 1

0G

rade

12

(Adv

anta

ge)

Dip

lom

ate

/

Gra

duat

e

HR/

Tech

nica

l re

late

d fie

ld

HR/

Tech

nica

l re

late

d fie

ld

HR/

Tech

nica

l re

late

d fie

ld

HR/

Tech

nica

l re

late

d fie

ld

Subb

ject

to

mee

ting

min

imum

ent

ry

requ

irem

ents


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

cial

Man

ager

10 y

ears

exp

erie

nce

in G

ener

al O

pera

tiona

l HR

/HR

D

MM

DP

/SM

DP

Deg

ree/

Dip

lom

a in

HR

/HR

D

Fina

nce

for N

on-F

inan

cial

Man

ager

s4+

yea

rs e

xper

ienc

e in

Ope

ratio

nal F

ield

IMD

P/M

MD

PD

egre

e/ D

iplo

ma

in E

duca

tion,

HR

or H

RD

or

stud

ying

tow

ards

(Adv

anta

ge) /

4- 6

+ ye

ars

Exp

erie

nce

in

HR

/HR

D

Deg

ree/

Dip

lom

a or

Stu

dyin

g to

war

ds D

egre

e or

Dip

lom

a (A

dvan

tage

)

4-6

year

s ex

perie

nce

in H

RD

AB

ET

Dip

lom

a/D

egre

e &

3yr

s fa

cilit

atio

n ex

perie

nce

Ass

esso

r/ M

oder

ator

ISO

CL21

Gro

up

Tra

inin

g M

an

ag

er

Gra

de 1

2

DL

Sn

r T

ech

nic

al

Tra

ine

r /

HR

Su

pe

rin

ten

de

nt

CU

Gra

de 1

2

Stu

dyin

g to

war

ds a

Deg

ree

or D

iplo

ma

(AD

VA

NTA

GE

) /

Cer

t. in

HR

-HR

D o

r ETD

/ 1-3

yrs

wor

king

exp

erie

nce

AB

E P

rin

cip

al

/ A

dm

in S

up

v.

/

Tra

inin

g O

ffic

er

HR

D C

AR

EE

R P

AT

H -

(S

OF

T S

KIL

L/A

DM

IN)

Level

Late

ral/ C

ross-F

un

cti

on

al

Care

er

Mo

ve

DU

HR

D M

an

ag

er

Tra

inin

g O

ffic

er

IMD

P

AB

ET

Fa

cil

ita

tor

/

HR

D

Ass

ista

nt/

S

nr

Cle

rk-T

rain

ing

BU BL

Cle

rk -

HR

D/T

rain

ing

Dipl

omat

e /

Gr

adua

te

HR re

late

d fie

ld

HR re

late

d fie

ld

HR re

late

d fie

ld

HRD

Tech

nica

l fie

ld Subb

ject

to

mee

ting

min

imum

ent

ry

requ

irem

ents

169


162

Ca

ree

r P

ath

Tra

inin

g P

rog

ram

me

Min

imu

m R

eq

uir

em

en

tsL

ate

ral/

Cro

ss

-

Fu

nc

tio

na

l C

are

er

Mo

ve

Gra

de 1

2/S

TD

10

C5

Dip

lom

a/D

eg

ree in

Fin

an

ce

6+

Years

Fin

an

cia

l exp

.

wit

hin

a m

inin

g e

nvir

on

men

t

Gra

de 1

2 /

ST

D 1

0

C1

Stu

dyin

g t

ow

ard

s D

ip/D

eg

in

Fin

an

ce

4-6

years

Fin

an

cia

l exp

.

wit

hin

a m

inin

g e

nvir

on

men

t

Gra

de 1

2 /

ST

D 1

0 M

ath

s &

Acco

un

tin

g

B7

3 Y

ears

wo

rkin

g e

xp

eri

en

ce

SA

P K

no

wle

dg

e

CO

ST

ING

& A

DM

INIS

TR

AT

ION

CA

RE

ER

PA

TH

(D

RA

FT

)

Le

ve

l

Administrative

SkillsSupervisory Skills

Gra

de 1

2 /

ST

D 1

0 M

ath

s &

Acco

un

tin

g w

ith

exem

pti

on

Sen

ior

Cle

rk

Cle

rk

Ad

min

istr

ati

ve

Su

perv

iso

r

Co

st

Acco

un

tan

tIM

DP

B4-B5

Technical

Skills

Dipl

omat

e

Grad

uate

4M

anag

emen

tAc

coun

ting

4Pr

ocur

emen

t

Subj

ectt

o m

eetin

g m

inim

um en

try

requ

irem

ents


170

163

Min

e Su

rvey

or C

ertif

icat

e of

Com

pete

ncy

Gro

upRe

com

men

ded

Surv

eyB.

Tec

h M

iner

als

Surv

eyin

gM

anag

erM

.Sc

Eng

/ M.E

ng

Min

e Su

rvey

or C

ertif

icat

e of

Com

pete

ncy

Pro

mot

ions

Re

com

men

ded

depe

nds

on:

Surv

eyND

/NHD

Min

e Su

rvey

ing

-Qua

lific

atio

nsM

anag

erB.

Tec

h M

iner

als

Surv

eyin

g-S

kills

leve

ls-A

vaila

bilit

yM

ine

Surv

eyor

Cer

tific

ate

of C

ompe

tenc

yA

ppoi

nted

as

Resp

onsi

ble

Surv

eyor

Chi

efM

HSA

(Reg

.17.

2)Su

rvey

orA

dvan

ced

Surv

ey &

Val

uatio

nor

Seni

orND

/NHD

Min

e Su

rvey

ing

Sect

ion

orSu

rvey

orB.

Tec

h M

iner

als

Surv

eyin

g

Adv

ance

d Su

rvey

Cer

tific

ate

orSe

ctio

nND

/NHD

Min

e Su

rvey

ing

Surv

eyor

or B. T

ech

Min

eral

s Su

rvey

ing

Adv

ance

Sur

vey

Certi

ficat

eSe

nior

Exte

rnal

orSu

rvey

orCo

urse

sND

/NHD

Min

e Su

rvey

ing

&Tr

aini

ngP

rom

otio

ns

Prog

ram

sEl

emen

tary

Sur

vey

& V

alua

tion

orde

pend

s on

:Su

rvey

oror

-Qua

lific

atio

nsND

/NHD

Min

e Su

rvey

ing

-Ski

lls le

vels

Univ

ersi

ties(

UJ/U

nisa

)-A

vaila

bilit

yCh

ambe

r of M

ines

Exte

rnal

Ser

vice

Pro

vide

rsSu

rvey

orM

QA

Elem

enta

ry S

urve

y Ce

rtific

ate

Gr.

1

12 M

onth

s/Le

vel

(24

- 60

mon

ths)

Basi

c Sa

mpl

ing

Certi

ficat

eSu

rvey

orBa

sic

Surv

ey C

ertif

icat

eG

r.2

In-h

ouse

Grd

.12

Trai

nee

train

ing

prog

ram

Grd

12

Mat

hs &

Sci

ence

Surv

eyor

12 M

onth

s

Surv

eyIn

-hou

seG

rd.1

2C

rew

train

ing

prog

ram

Gen

eral

- ac

cept

able

Lead

er3

Mon

ths

In-h

ouse

Grd

.12

Surv

eytra

inin

g pr

ogra

mG

rd 1

2 G

ener

al -

Acc

epta

ble

Help

er1

Mon

ths

SMDP

MM

DP

SU

RV

EY

CA

RE

ER

PA

TH

Late

ral C

aree

r Mov

eM

inim

um re

quire

men

ts

SMDP

IMDP

IMDP

/MM

DP

Lev

el C

aree

rpat

hTr

aini

ng P

rogr

amm

e

Surv

ey

Trai

ne

e

Pro

gram

Cat

3-8

Val

uat

or

CA

D O

pe

rato

r

Sect

ion

Val

uat

or

Jr.

Min

e P

lan

ne

r

Gra

de

Off

ice

rJr

. M

ine

Pla

nn

er

Min

e P

lan

ne

r

Pla

nn

ing

Man

age

rM

RM

Man

age

r

Bu

rsar

Exp

.Tr

ain

ing

Gra

du

ate

Trai

nin

g P

rogr

am

Min

e P

lan

ne

r

Subb

ject

to

mee

ting

min

imum

ent

ry

requ

irem

ents

Equ

ival

ant

qu

alif

icat

ion

sw

ill b

e

reco

gnis

ed

171


164

Adva

nced

Valu

ation

Cer

tifica

tePr

omot

ions

Gr

ade

(App

ointm

ent s

ubjec

t to av

ailab

ility)

depe

nd o

n:Of

ficer

(mine

wide

)-Q

ualif

icatio

ns-S

kills

leve

ls-A

vaila

bilit

yAd

vanc

ed V

aluati

on C

ertifi

cate

Sect

ion

Exter

nal

(App

ointm

ent s

ubjec

t to av

ailab

ility)

Valu

ator

Cour

ses

(mine

wide

)&

Train

ingPr

ogra

msSe

nior

Ad

vanc

ed V

aluati

on C

ertifi

cate

Valu

ator

Cham

ber o

f Mine

sPr

omot

ions

Ex

terna

l Ser

vice P

rovid

ers

depe

nd o

n:Va

luat

orMQ

AEle

menta

ry V

aluati

on C

ertifi

cate

-Qua

lifica

tions

-Ski

lls le

vels

12

Mon

ths/Le

vel

(24 -

60 m

onths

)As

sist

ant

Basic

Sam

pling

Cer

tifica

teVa

luat

or

In-ho

use

Train

eetra

ining

prog

ram

Grd

12 M

aths &

Scie

nce

Valu

ator

3 Mon

ths

Diam

ond

In-ho

use

Saw

traini

ng pr

ogra

mGr

d 12 G

ener

al -

acce

ptable

Oper

ator

3 Mon

ths

In-ho

use

Sam

plin

gtra

ining

prog

ram

Grd.1

2 Gen

eral

- acc

eptab

leHe

lper

1 Mon

th

IMDP

Mini

mum

requ

irem

ents

Late

ral C

aree

r Mov

e C

aree

rpat

h

SAM

PLIN

G CA

REER

PAT

H

Equiv

alent

quali

ficati

ons

will b

e re

cogn

ised

Train

ing

Prog

ram

me

Lev

el

Cat 3

-8

Traine

e Sur

veyo

r

Sr. Su

rveyo

rJr.

Mine

Plan

ner

Secti

on Su

rveyo

rJr.

Mine

Plan

ner

Surve

yor G

r.2

Surve

yor

Subb

ject t

o m

eetin

g m

inim

um en

try

requ

ireme

nts


172

165

Ide

al

Ca

ree

r M

ove

Tra

inin

g P

rog

ram

Min

imu

m R

eq

uir

em

en

ts

SM

DP

Cer

tific

ate

in M

ine

Env

ironm

enta

l Con

trol

Gro

up

Ve

nti

lati

on

App

ropr

iate

"A

" C

ours

esM

embe

rshi

p of

the

Min

e V

entil

atio

n S

ocie

ty

Ma

na

ge

r5

Yea

rs e

xper

ince

as

a C

hief

Ven

t. O

ffice

r

3 Y

ears

Ven

tilat

ion

Man

agem

ent

expe

rienc

e

Rel

evan

t de

gree

or

dipl

oma

(Adv

anta

geou

s)

Ve

nti

lati

on

SM

DP

Cer

tific

ate

in M

ine

Env

ironm

enta

l Con

trol

Ma

na

ge

rA

ppro

pria

te "

A"

Cou

rses

Mem

bers

hip

of t

he M

ine

Ven

tilat

ion

Soc

iety

5 Y

rs E

xper

ienc

e as

a C

hief

Ven

t O

ffice

r

Rel

evan

t de

gree

or

dipl

oma

(Adv

anta

geou

s)

Ch

ief

Ve

nti

lati

on

MM

DP

Cer

tific

ate

in M

ine

Env

ironm

enta

l Con

trol

Off

ice

rS

uper

viso

ry c

ours

esM

embe

rshi

p of

the

Min

e V

entil

atio

n S

ocie

ty

App

ropr

iate

"A

" C

ours

es4

Yea

rs V

entil

atio

n ex

perie

nce

(CV

O)

4 Y

ears

Sup

ervi

sory

exp

erie

nce

(CV

O)

Rel

evan

t de

gree

or

dipl

oma

(Adv

anta

geou

s)

Adv

ance

d M

icro

soft

Offi

ce P

acka

ge

Cer

tific

ate

in M

ine

Env

ironm

enta

l Con

trol

App

ropr

iate

"A

" C

ours

esM

embe

rshi

p of

the

Min

e V

entil

atio

n S

ocie

ty

2 Y

ears

Ven

tilat

ion

expe

rienc

e (S

VO

)

Se

nio

r V

en

tila

tio

n2

Yea

rs S

uper

viso

ry e

xper

ienc

e (S

VO

)

Off

ice

rR

elev

ant

degr

ee o

r di

plom

a (A

dvan

tage

ous)

Inte

rmed

iate

Mic

roso

ft O

ffice

Pac

kage

In

term

edia

te C

ertif

icat

e in

Min

e E

nviro

nmen

tal C

ontr

ol

App

ropr

iate

"B

" C

ours

esM

embe

rshi

p of

the

Min

e V

entil

atio

n S

ocie

ty

Sup

ervi

sory

cou

rses

Gra

de 1

2 M

aths

and

Sci

ence

IMD

P2

Yea

rs E

xper

ienc

e in

Ven

tilat

ion

Env

ironm

ent

Com

pute

r Li

tera

cy

2 ye

ar in

hou

se t

rain

ing

Gra

de 1

2 M

aths

and

Sci

ence

(m

inim

um s

ymbo

l C)

App

ropr

iate

cou

rses

Mem

bers

hip

of t

he M

ine

Ven

tilat

ion

Soc

iety

CO

M M

EC

Pra

ctic

al

Exp

erie

nce

in V

entil

atio

n E

nviro

nmen

t (R

ecom

men

ded)

Sa

n.G

an

g L

ea

de

rG

rade

12

/ S

td.

10 /

NQ

F le

vel 4

(R

ecom

men

ded)

En

v. G

an

g L

ea

de

rE

xper

ienc

e ga

ined

on

the

job

En

viro

nm

en

tal

He

lpe

r G

rade

12

/ S

td.

10 /

NQ

F le

vel 4

(R

ecom

men

ded)

Sa

nit

ati

on

Att

en

da

nt

Exp

erie

nce

gain

ed o

n th

e jo

b

Sa

nit

ati

on

He

lpe

r

A3-A4D2 D1 C2-C4

Ve

nti

lati

on

Off

ice

r

B1-B2V

EN

TIL

AT

ION

CA

RE

ER

PA

TH

Func

tiona

l

Lev

elL

ate

ral/

Cro

ss-

Fu

nct

ion

al

Ca

ree

r M

ove

E1 D3

Tech

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


166

Surv

eyCO

M D

raug

htin

g Ce

rtific

ate

Drau

ghtin

gIM

DPA

dmin

istra

tor s

kills

Adm

inis

trat

orG

rd.1

2 M

aths

& S

cien

ce (M

ine

wid

e)

Seni

orEx

tern

alCO

M D

raug

htin

g Ce

rtific

ate

Surv

eyCo

urse

sG

rd.1

2 M

aths

& S

cien

ce

Prom

otio

nsDr

augh

tspe

rson

&(S

haft

base

d)

depe

nd o

n:Tr

aini

ng

- Qua

lific

atio

nsPr

ogra

mm

es

- S

kills

leve

lsSu

rvey

Mic

rost

atio

n Ce

rtific

ate

Drau

ghts

pers

onCh

ambe

r of M

ines

CADS

Min

e Ce

rtific

ate

Grd

.12

Mat

hs &

Sci

ence

Trai

nee

In-h

ouse

Gr.1

2

Surv

eytra

inin

g pr

ogra

mM

aths

& S

cien

ce (R

ecom

men

ded)

Drau

ghts

pers

on12

Mon

ths

Grd

. 12

Gen

eral

(Acc

epta

ble)

Late

ral C

aree

r Mov

e L

evel

Min

imum

requ

irem

ents

Prom

otio

ns

depe

nd o

n av

aila

bilit

y

DRAU

GHTI

NG C

AREE

R PA

TH

Car

eer p

ath

Trai

ning

Pro

gram

me

Subj

ect t

o m

eetin

g

min

imum

ent

ry

requ

irem

ents

Juni

or M

ine P

lann

er

Juni

or M

ine P

lann

er

Trai

nee S

urve

yor

Equiv

alent

quali

ficati

ons

willb

e re

cogn

ised


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

SMDP

BSc.

(Hon

ours

) Deg

ree

in G

eolo

gy

Geol

ogy

Man

ager

Satis

fact

ory

man

dato

ry fi

eld

in

Min

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

Pro

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

a,G

SSA

MM

DPBS

c.(H

onou

rs) D

egre

e in

Geo

logy

Seni

or G

eolo

gist

Satis

fact

ory

man

dato

ry fi

eld

in

Min

imum

of 3

yea

rs g

eolo

gy e

xper

ienc

e &

2 yr

s Im

pala

exp

train

ing

mat

rixRe

gist

ratio

n as

Pro

fess

iona

l Sci

entis

t,SA

CNA

SP

IMDP

/MM

DPBS

c.(H

onou

rs) D

egre

e in

Geo

logy

Oper

atio

ns G

eolo

gist

Satis

fact

ory

man

dato

ry fi

eld

in

Min

imum

of 1

yea

rs m

inin

g ge

olog

y ex

perie

nce

train

ing

mat

rix

IMDP

BSc

Hono

urs

degr

eeGr

adua

te G

eolo

gist

Trai

ning

pro

gram

, one

yea

r gra

duat

e ex

posu

re/

deve

lopm

ent p

rogr

am

BSc

Hono

urs

degr

ee

Gra

duat

e De

velo

pmen

t Pro

gram

Mai

n St

ream

Grad

e Co

ntro

lIn

form

al

Grd

12

Mat

hs &

Sci

ence

Obse

rver

basi

c ge

olog

ical

map

ping

Basi

c Sa

mpl

ing

Certi

ficat

eM

RM b

usin

ess

need

s,Re

leva

nt e

xper

ienc

e

Lear

ner

Info

rmal

Gra

de 1

2 M

aths

& S

cien

ce

Grad

e Co

ntro

lba

sic

geol

ogic

al m

appi

ngUn

derg

roun

d m

inin

g ex

perie

nce

is e

ssen

tial

Obse

rver

Basi

c sa

mpl

ing

certi

ficat

e

Shaf

t bar

rel

GEOL

OGY

CARE

ER P

ATH

Car

eer p

ath

Min

imum

requ

irem

ents

Late

ral C

aree

r Mov

e L

evel

Geol

ogy A

ssis

tant

Sect

ion

Valu

ator

&

Valu

ator

Grad

e Of

ficer

Geos

tatis

ticia

n

Geol

ogy G

radu

ate

Geos

tatis

tics

Man

ager

Subj

ectt

om

eetin

gal

lent

ryre

quire

men

ts

175


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,

MRM

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

Drau

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

y, S

urve

y or

Mine

ral R

esou

rces

Adva

nce

quali

ficat

ion in

Mine

ral R

esou

rces

(+) 1

0 Ye

ars

minin

g re

lated

exp

erien

ce

Regis

tratio

n w

ith S

ACNA

SP, P

LATO

or E

CSA

Grou

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

ion in

Mini

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

Oper

atio

nsPr

ojec

ts

Prod

uctio

nGe

olog

ySu

rvey

Rock

Eng

inee

ring

Oper

atio

nsPr

ojec

ts


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

De

bto

rs A

dm

inis

trat

or

Fin

ance

& A

dm

in M

anag

er

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

with

sup

ervi

sory

ex

perie

nce

Dip

lom

a/D

egre

e in

Fin

ance

, 3-4

fin

anci

al

expe

rienc

e w

ith s

uper

viso

ry s

kills

Ph

arm

acy

Cle

rkG

rade

12

with

Mat

hem

atic

s or

Acc

ount

ing

IMP

Cle

rkA

dm

in/B

illin

g C

lerk

Gra

de 1

2 w

ith M

aths

with

com

pute

r sk

ills

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

IMP

Ad

min

S

up

erv

iso

r

Ad

min

Su

pe

rvis

or

(De

bto

rs &

Cre

dit

ors

)

Fin

ance

Cle

rk

ME

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

Mo

ve

IT -

Proc

urem

ent

Inte

rnal

Aud

it,

Fina

nce,

Met

al

Acc

ount

ing,

Pr

ocur

emen

tSa

les

& A

dmin

Gra

duat

e /

Dip

lom

ate

Inte

rnal

Aud

it,

Fina

nce,

Met

al

Acc

ount

ing,

Pr

ocur

emen

tSa

les

& A

dmin

Inte

rnal

Aud

it,

Fina

nce,

Met

al

Acc

ount

ing,

Pr

ocur

emen

tSa

les

& A

dmin

(R

efin

erie

s)M

anag

emen

t

Fina

ncia

lA

ccou

ntin

g,

Inte

rnal

Aud

it

Trad

e A

ccou

nts

Payr

oll

177


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

dva

nced first

Aid

tra

inin

g

Dip

lom

a 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

Occupational health

Nurs

ing D

iplo

ma/

Degre

e

Adva

nced first

Aid

tra

inin

g

Dip

lom

a 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

5+

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

e

Adva

nced first

Aid

tra

inin

gD

iplo

ma in C

linic

al N

urs

ing S

cie

nce A

dva

nta

ge

5+

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

e

Dip

lom

a in O

ccupational H

ealth (

OH

C)

Dip

lom

a in C

linic

al N

urs

ing S

cie

nce

Dis

pensin

g c

ert

ific

ate

& R

egis

tration

with S

AN

C

5 y

rs o

f w

ork

ing e

xp

Ra

dio

gra

ph

er &

P

hysio

th

era

pist : 2yrs

Degre

e in P

hysio

thera

py/R

adio

gra

phy w

ith p

att

ern

re

cognitio

n.

Reg w

ith H

PC

SA

Nurs

ing D

iplo

ma/

Degre

eO

pera

ting t

heatr

e c

linic

al scie

nce d

ipl. (

Theatr

e)

C3

Dip

lom

a in C

linic

al N

urs

ing S

cie

nce

3 y

rs o

f 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

e

Dip

lom

a in O

ccupational H

ealth (

OH

C)

Dip

lom

a in C

linic

al N

urs

ing S

cie

nce

Dis

pensin

g c

ert

ific

ate

& R

egis

tration

with S

AN

C

Min

2 y

rs w

ork

ing e

xperience

En

try L

eve

l S

kille

d

En

ro

lle

d N

urse

Enro

lled N

urs

ing C

ert

ific

ate

. R

eg w

ith S

AN

C

Assista

nt N

urse

sN

urs

ing A

ssitant

Cert

ific

ate

. R

eg w

ith S

AN

C

M

ED

ICA

L C

AR

EE

R P

AT

H

Level

Lateral/ C

ro

ss-F

un

ctio

nal

Career M

ove

22

Ge

ne

ra

l M

an

ag

er:

Me

dica

l S

ervice

s

ED

P /

MB

L /

MB

AD

iplo

ma in O

ccupational

Health (

OH

C)

21

Se

nio

r M

ed

ica

l

Office

r

MB

A /

MB

LS

MD

P,

Fin

ance for

Non-

Fin

ancia

l M

anagers

D4

Me

dica

l D

octo

rs

Ho

sp

ita

l M

an

ag

er

MM

DP

D3

OH

C M

an

ag

er

D2

Clin

ics M

an

ag

er

IMD

P

D1

Nu

rsin

g S

ervice

s M

an

ag

er

Tra

inin

g o

n w

ellness

pro

gra

mm

es

Ca

su

alty S

up

t. / C

lin

ics S

up

t./

HIV

C

oo

rd

in

ato

r / F

irst A

id

Co

ord

in

ato

r

B-L

Ch

ie

f P

ro

ffe

ssio

na

l N

urse

C4

Se

nio

r P

ro

ffe

ssio

na

l N

urse

MB

CH

B

MB

CH

B

MB

CH

B

C5

Pro

ffe

ssio

na

l N

urse

C1/2

Se

nio

r C

lin

ic S

up

.

Ch

ie

f P

hysio

th

era

pist

Ch

ie

f R

ad

io

gra

ph

er

Occu

pa

tio

na

l T

he

ra

pist

Sa

fety

, E

nvir

on

me

nta

lSa

fety

, E

nvir

on

me

nta

l

Sa

fety

, E

nvir

on

me

nta

l,

Fir

st

Aid

Gra

du

ate

Gra

du

ate

/

Dip

lom

ate


178

179


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




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


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)


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



Section 102 Application

183

SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • June 2016

184


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


185

Introduction and Preamble

SECTION 1






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)



4

Table 1.4 (a) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg JIC Contractor


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


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


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



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*


1 0 0 5 0 0 0 0 0 0 6


70 0 0 52 0 0 0 0 0 0 122



TOTAL PERMANENT 911 0 0 62 11 0 0 0 271 0 1255 *Not reporting on Impala Platinum shafts



5

Table 1.4 (c) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Platchro Mining Contractor



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


0 0 0 4 0 0 0 0 0 0 4


15 0 0 9 0 0 0 0 16 0 40



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



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


27 0 0 0 0 0 0 0 0 0 27


1 0 0 0 1 0 0 0 0 0 2



TOTAL PERMANENT 231 0 0 3 13 0 0 0 0 0 247



6

Table 1.4 (e) Occupational Distributions of Employees at Impala Platinum Limited Rustenburg Triple M Mining Contractor



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


14 0 0 25 4 0 0 9 4 0 56


96 0 0 6 0 0 0 0 213 0 315



TOTAL PERMANENT 803 0 0 45 4 0 0 9 659 0 1520



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%



8

Table 1.5 (b): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Newrak Mining Contractor





Free State 24 Free State Total 24 2%


Kwa Zulu Natal 9 Kwa Zulu Natal Total 9 1%


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%



9

Table 1.5 (c): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Platchro Mining Contractor




Eastern Cape 72

Eastern Cape Total 72 21%

Free State 14


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


Swaziland 1


TOTALS 336 100%



10

Table 1.5 (d): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Reagetswe Mining Contractor





Free State 11



Limpopo 47 Limpopo Total 47 19%


Lesotho 23

Lesotho Total 23 9%

Mozambique 37


TOTALS 247 100%



11

Table 1.5 (e): Summary of Labour-Sending area for Impala Platinum Limited Rustenburg Operation – Triple M Mining Contractor




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


TOTALS 1520 100%


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



43 1 0 37 4 0 0 9 4 0 98


192 0 0 72 2 0 0 1 235 0 502


828 0 0 0 26 0 0 2 743 0 1599


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



13

Figure 1.3(a): Key Labour Sending Areas for Company Workforce at Impala Platinum Limited Contractor Totals


197

Human Resource Development

SECTION 2






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.


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


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


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


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


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


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


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


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.


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


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


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


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


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


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


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


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


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


216


217




Local Economic Development

SECTION 3



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.


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


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.


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)


222


223

Financial Provision

SECTION 5






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



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.


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


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


228


229

Undertaking

SECTION 6






41

SECTION 6







Designation _______________________________________________________________

Contact Details ____________________________________________________________

Approved



Designation ______________________________________________________________



Designation ______________________________________________________________


231

Form Q

APPENDIX b

• JIC mining• Newrak mining• Platchro Mining

• Reagetswe Mining• Triple M Mining

The number and education levels of:





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

4

43

0

0

0

0

0

0

0

43

0 G

rade7/S

td 5

AB

ET

3

28

0

0

0

0

0

0

0

28

0 G

rade 8

/Std

6

53

0

0

0

0

0

0

0

53

0 G

rade 9

/Std

7/A

BE

T 4

/NQ

F L

ev.1

28

0

0

0

0

0

0

0

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

0

26

0 3

Grade 1

1/S

td 9

/N2

0

0

0

2

0

0

0

0

2 0

4

Grade 1

2/S

td 1

0/N

3

3

0

0

3

2

0

0

1

6 3

Hig

her

Education a

nd

Train

ing (

HE

T)

5

Hig

her C

ertificate

s / A

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

0

0

0

0

0

0 0

7

Bachelo

rs D

egrees / A

dv D

iplo

mas

1

1

0

0

0

0

0

0

2 0

8

Hig

her / H

ons / D

egrees / P

rof

Qual

0

0

0

0

0

0

0

0

0 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 34

1 1

0 8

2 0

0 1

350

3


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

0

130

1 G

rade 8

/Std

6

88

0

0

3

0

0

0

0

91

0 G

rade 9

/Std

7/A

BE

T 4

/NQ

F

Lev.1

97

0

0

1

0

0

0

97

1 F

urth

er

Education a

nd

Train

ing (

FE

T)

2

Grade 1

0/S

td 8

/N1

87

0

0

6

0

0

0

0

93

0 3

Grade 1

1/S

td 9

/N2

119

0

0

4

2

0

0

0

123

2 4

Grade 1

2/S

td 1

0/N

3

147

0

0

41

7

0

0

0

188

7 H

igher

Education a

nd

Train

ing (

HE

T)

5

Hig

her C

ertificate

s / A

dv

NC

V

1

0

0

5

0

0

0

0

6 0

6

Dip

lom

as / A

dv

Certificate

s

1

0

0

1

0

0

0

0

2 0

7

Bachelo

rs D

egrees / A

dv

Dip

lom

as

0

0

0

0

0

0

0

0

0 0

8

Hig

her / H

ons / D

egrees /

Prof Q

ual

0

0

0

0

0

0

0

0

0 0

9

Maste

rs D

egree

0

0

0

1

0

0

0

0

1 0

10

Docto

rate

s

0

0

0

0

0

0

0

0

0 0

TOTA

L 11

83

0 0

61

11

0 0

0 12

44

11


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

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

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

/Std

3/A

BE

T 2

14

0

0

0

0

0

0

0

14

0 G

rade 6

/Std

. 4

22

0

0

0

0

0

0

0

22

0 G

rade7/S

td. 5 A

BE

T 3

17

0

0

0

0

0

0

0

17

0 G

rade 8

/Std

. 6

25

0

0

0

1

0

0

0

25

1 G

rade 9

/Std

. 7/A

BE

T 4

/NQ

F L

ev.1

33

0

0

0

0

0

0

0

33

0

Furth

er E

ducation

and T

rain

ing (

FE

T)

2

Grade 1

0/S

td. 8/N

1

25

0

0

4

1

0

0

0

29

1 3

Grade 1

1/S

td. 9/N

2

38

0

0

1

7

0

0

0

39

7 4

Grade 1

2/S

td. 10/N

3

45

0

0

3

20

0

0

2

48

22

Hig

her E

ducation

and T

rain

ing (

HE

T)

5

Hig

her C

ertificate

s / A

dv N

CV

0

0

0

0

0

0

0

0

0 0

6

Dip

lom

as / A

dv C

ertificate

s

10

0

0

4

0

0

0

0

14

0 7

Bachelo

rs D

egrees / A

dv D

iplo

mas

0

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

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


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


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

/Std

. 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

/Std

. 7/A

BE

T 4

/NQ

F L

ev.1

133

0

0

0

0

0

0

0

133

0 F

urth

er

Education

and T

rain

ing

(F

ET

)

2

Grade 1

0/S

td. 8/N

1

63

0

0

6

0

0

0

0

69

0 3

Grade 1

1/S

td. 9/N

2

122

0

0

6

0

0

0

0

128

0 4

Grade 1

2/S

td. 10/N

3

118

0

0

23

1

0

0

9

141

10

Hig

her

Education

and T

rain

ing

(H

ET

)

5

Hig

her C

ertificate

s / A

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

0

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

0

1 0

10

Docto

rate

s

0

0

0

0

0

0

0

0

0 0

TOTA

L 14

43

0 0

65

2 0

0 10

15

08

12


237




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



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)



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)


240



28 September 2018

241


SOCIAL AND LABOUR PLANSection 102 ApplicationSubmitted Document • 28 September 2018

242


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


Human Resources Development

SECTION 2





244

SECTION 2 2.1 HUMAN RESOURCE DEVELOPMENT PROGRAMMES

2.2 SKILLS DEVELOPMENT PLAN

245


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


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


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


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


2.4 MENTORSHIP PLAN


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


2.5 BURSARY, GRADUATE/DIPLOMAT & INTERNSHIP PROGRAMME PLAN


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



SECTION 3





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


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)


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


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)


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


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


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


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)


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


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


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

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tify t

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arne

rsId

entif

y lea

rner

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arne

r gro

up

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tract

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la T

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la T

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1 9

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Bene

ficia

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ecifi

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ce &

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ship

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ogra

mm

e (B

ojan

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EC

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aung

)

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ing

stak

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der c

onsu

ltatio

ns, i

t was

agr

eed

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mm

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vidin

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rs. 3

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ill b

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aila

ble

annu

ally.

FY20

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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

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kno

wn

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h:Fe

mal

e:N

ot k

now

nN

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now

n

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efra

me

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l Pro

ject

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get:

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ur s

endi

ng a

rea

& M

ine

com

mun

ityPr

ojec

t Par

tner

s/As

soci

ates

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pala

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7 74

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0

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14

001

129

14

001

129

265


Proj

ect N

ame:

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grou

nd:

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grap

hica

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catio

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t:Bo

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rict

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tart

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f Job

s to

be

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ated

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h:

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form

ance

Are

a)KP

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man

ce

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cato

r)FY

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16FY

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e sc

hool

s by

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ovid

ing

scho

ol s

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adem

ic is

sues

and

m

anag

emen

t iss

ues

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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

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tify,

cont

ract

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mon

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and

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mat

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la P

latin

um,N

orth

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est D

ept o

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catio

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d sp

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hool

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rt H

igh

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ol

lear

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in T

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and

ac

adem

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ct

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ctio

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ners

from

m

ine

com

mun

ities

to e

nrol

l at

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h Sc

hool

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me

in G

r 12

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um,N

orth

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est D

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vel A

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men

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pala

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unity

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91 7

79

95 7

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73

Scho

ol S

uppo

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e Ca

re P

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have

a ve

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rest

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e sc

hool

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at w

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side

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fact

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hou

sing

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sc

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s fa

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ate:

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mbe

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0

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e C

omm

uniti

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soci

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pala

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put

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udge

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ject

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get:

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efra

me

13 9

91 7

79

14 6

74 2

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97 8

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266

267


Financial Provision

SECTION 5





268

SECTION 5


269


5.1.

3 F

INA

NC

IAL

PR

OV

ISIO

N F

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CA

L E

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Tabl

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3: F

inan

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t

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14

FY20

15

FY20

16

FY20

17

FY20

18

FY20

19

FY20

20

FY20

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ise

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, Ta

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& Le

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91 7

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14 6

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04

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itiat

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16 6

00 8

00

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900

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1

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91 7

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31

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1 22

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In

fras

truc

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ject

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m P

ark

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ark

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ity H

all

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2 00

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ono

(war

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2 0

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6 0

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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

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rt Fa

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s

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-

-

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20

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2

0 00

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0

Luka

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gotla

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ade

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000

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-

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4 00

0 00

0

Luka

Wat

er

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-

-

1 9

90 0

35

2

079

515

1

5 00

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930

450

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3

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ulti-

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ose

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re a

nd

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6 0

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000

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-

-

-

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2

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2 0

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fara

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of S

port

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2 00

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2 00

0 00

0

Scho

ol In

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ruct

ure

5

000

000

30 0

00 0

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10

000

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00

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-

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0 00

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0

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kong

Atte

nuat

ion

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habi

litatio

n

1

865

699

7

55 9

33

259

600

-

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1

7 81

8 76

8

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2

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ary

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unity

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5

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nfra

stru

ctur

e In

itiat

ives

6 8

65 6

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662

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24 8

79

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921

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25 1

29

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818

768

10

0 17

5 94

2

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00 0

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l Hou

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4

25 1

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33

29

251

877

69 8

54 6

93

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99 8

77 7

56

140

0000

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000

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2

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4 75

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1 0

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1

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02 9

45

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1

68 6

17 8

10

204

8187

68

229

855

942

48

984

758

1

412

429

773

271


Undertaking

SECTION 6





272

SECTION 6







Designation _______________________________________________________________

Contact Details ____________________________________________________________

Approved



Designation ______________________________________________________________



Designation ______________________________________________________________

273



November 2020


273

SOCIAL AND LABOUR PLANSection 102 ApplicationNovember 2020

274


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


SOCIAL AND LABOUR PLANSection 102 Application

275

November 2020


SECTION 3





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.


277

November 2020

4 | P A G E

SECTION 3 LOCAL ECONOMIC DEVELOPMENT PROGRAMMES


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.


278


279

November 2020




LED Project Sheets

ANNEXURE A: SECTION 3

279


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


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


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


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


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


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


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


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


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

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ale:

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h:

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(Key

Per

form

ance

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rea)

KPI (

Key

Perf

orm

ance

In

dica

tor)

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FY17

FY18

FY19

FY20

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ibilit

y St

udy

Feas

ibilit

y Re

port

Com

plet

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of R

epor

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ctio

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plet

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ject

team

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off

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eem

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n de

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d de

sign

with

all s

take

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ers

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ff d

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enta

tion

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mun

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and

esta

blis

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he c

entre

Com

plet

ed fa

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r agr

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la p

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f com

plet

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lities

to R

BA

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essf

ul h

ando

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func

tion

and

acce

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ce

by c

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unity

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la p

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am/

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der

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gem

ent/

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mun

ity

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ctur

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nd R

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23

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845

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nefic

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es:

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mun

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peci

fic)

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rees

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ate:

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ject

com

plet

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une

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7

494

439

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now

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wn

Kana

na –

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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


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

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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

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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

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em

ent on d

eta

iled d

esig

n

with

all

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kehold

ers

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ged o

ff d

esig

n

docum

enta

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pro

ject te

am

/

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kehold

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ent/ C

om

munity

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uctu

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nd R

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uctio

n P

hase

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al c

onstr

uctio

n a

nd

esta

blis

hm

ent of

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oads

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wate

r channels

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ple

ted f

acilitie

s a

s p

er

agre

ed s

cope a

nd d

esig

nIm

pala

pro

ject te

am

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Str

ate

gy -

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ver

of

com

ple

ted f

acilitie

s to R

BA

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l handover

functio

n

and a

ccepta

nce b

y

com

munity

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pro

ject te

am

/

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kehold

er

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ent/ C

om

munity

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uctu

res a

nd R

BA

-

-

-

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3 4

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ficia

ries

: (C

omm

unity

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cific

)

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ress

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ate:

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ject

com

ple

ted N

ove

mber

2017

532 7

03

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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

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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:

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/ 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


290

17 |

PA

GE

Proj

ect N

ame:

Back

grou

nd:

Geo

grap

hica

l Lo

catio

n of

Pro

ject

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ragatlhe

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ect S

tart

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e:

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l Exp

ecte

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. of

Jobs

to b

e cr

eate

d:

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ate

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em

pora

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obs -

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al num

ber

only

availa

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aft

er

feasib

ility

)M

ale:

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n

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(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

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ject te

am

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n

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uction a

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om

ple

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nIm

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pro

ject te

am

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n o

ff o

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n a

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final scope

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em

ent on d

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ll sta

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ged o

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port

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ple

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am

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trate

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ver

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ple

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acilities to R

BA

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l handover

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ccepta

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munity

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am

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om

munity

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-

1

17 0

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00 0

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ficia

ries

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omm

unity

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cific

)

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ress

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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

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ya

l B

afo

ke

ng

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min

istr

atio

n a

nd

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ort

. C

on

tra

cto

r w

as

ap

po

inte

d in

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gu

st 2

02

0

117 0

00

1 8

83 0

00

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000

000

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l Pro

ject

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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

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onsi

ble

Entit

yTo

tal B

udge

t A

lloca

tion

Tim

efra

me

Fem

ale:

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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


291

November 2020

18 |

PA

GE

Pr

ojec

t Nam

e:

Back

grou

nd:

Geo

grap

hica

l Lo

catio

n of

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ject

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ark

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t Sta

rt D

ate:

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l Exp

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ale:

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ale:

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(Key

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rfor

man

ce A

rea)

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Key

Perf

orm

ance

In

dica

tor)

FY14

FY15

FY16

FY17

FY18

FY19

FY20

Det

aile

d pl

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ng &

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oint

men

t of

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ject

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plet

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succ

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unris

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ools

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e de

part

men

t of

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pala

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lan

and

cons

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t 2 s

choo

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tinum

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illage

(Fr

eedo

m P

ark

ext.

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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

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ojec

t End

Dat

e:FY

2015

Yout

h:N

ot K

now

nN

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now

n

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l Pro

ject

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get:

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k / m

embe

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f th

e br

oade

r co

mm

unity

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ect P

artn

ers/

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ocia

tes:

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artm

ent o

f Ed

ucat

ion

, Im

pala

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tinum

(D

OE

cont

ribut

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finan

cial

ly to

th

e pr

ojec

t and

take

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ners

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pera

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yTo

tal B

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292

19 |

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GE

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ojec

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ject

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ect S

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ted

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ted:

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now

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(Key

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form

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ea)

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tor)

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FY15

FY16

FY17

FY18

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FY20

FY21

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e th

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mun

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865

699

-

5 2

79 5

93

49

4 66

9

20

700

000


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


294


295

November 2020




Financial Provision

ANNEXURE B: SECTION 5


296

14 | P A G E

SECTION 5



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


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


299

November 2020

Undertaking

SECTION 6




299


300

26 | P A G E

SECTION 6







Designation _______________________________________________________________

Contact Details ____________________________________________________________

Approved



Designation ______________________________________________________________



Designation ______________________________________________________________

301



June 2021


SOCIAL AND LABOUR PLANSection 102 ApplicationJune 2021

302


302

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



303


SECTION 3





304

4 | P A G E

SECTION 3

LOCAL ECONOMIC DEVELOPMENT PROGRAMMES

SOCIO ECONOMIC DEVELOPMENT


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


305

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.


306

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.


307




LED Project Sheets

ANNEXURE A: SECTION 3


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


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


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


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


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.


313




Financial Provision

ANNEXURE B: SECTION 5


314

14 | P A G E

SECTION 5



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


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

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317

17 |

PA

GE

Ben

efic

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rgan

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or P

roje

ct

nam

e

FY20

14

FY20

15

FY20

16

FY20

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FY20

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FY20

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FY20

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FY20

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FY20

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Tota

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69

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614

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4

0 79

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26

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1 0

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G

RA

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917

462

8

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1 53

9

103

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17

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5 81

5

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8 89

0

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401

381

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1 16

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4

61 4

99 5

77

1 45

7 08

7 31

6


318


319

Undertaking

SECTION 6




319


320

19 | P A G E

SECTION 6







Designation _______________________________________________________________

Contact Details ____________________________________________________________

Approved



Designation ______________________________________________________________



Designation ______________________________________________________________

ContaCt:Olivia Phiri

Email: [email protected]

www.implats.co.za

impala platinum limited - social and labour plan and section ...

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