Building a Better Mining Training Program
A practical framework for structuring training.
Mining training is more than checking boxes.
A successful training program needs to ensure that employees understand the work they are performing, receive the appropriate instruction, and can demonstrate that they are capable of performing their responsibilities safely and effectively.
The challenge is keeping all of that information organized as the workforce, equipment, procedures and requirements change.
Start with the job, not the training course
A strong training program begins by identifying the work employees actually perform.
For each position, consider:
- What tasks does the employee perform?
- What equipment do they operate?
- What procedures must they understand?
- What hazards are associated with their work?
- What training is legally or operationally required?
- What competencies need to be demonstrated?
- Who is responsible for verifying competency?
This creates a foundation for building a structured training program around the actual requirements of the job.
Separate training from competency
One of the most important distinctions in a training program is the difference between training completion and competency.
An employee can attend a course, complete an online module or receive instruction without necessarily demonstrating that they can safely perform the task.
Provides knowledge.
Provides an opportunity to demonstrate capability.
Is the result.
A strong training program should account for all three.
Build a clear training matrix
A training matrix can help an organization understand what each employee or position requires.
For example:
| Position | Training | Assessment | Expiry |
|---|---|---|---|
| Jumbo Operator | Required training | Operator assessment | As applicable |
| Scoop Operator | Required training | Operator assessment | As applicable |
| Supervisor | Required training | Applicable competency verification | As applicable |
The exact requirements will vary by operation, jurisdiction and position.
The important part is having a consistent method for identifying and tracking them.
Make training records accessible
One of the biggest weaknesses of spreadsheet-based programs is that information can become scattered.
Different supervisors may maintain different spreadsheets. Training records may exist in paper files. Certificates may be stored in email. Assessments may be kept separately.
Eventually, answering a simple question can become difficult:
“Is this employee qualified to perform this task?”
A centralized system can make that information much easier to locate.
Review the program regularly
A training program should evolve with the operation.
Review it when:
- New equipment is introduced
- Procedures change
- Incidents identify training gaps
- Job responsibilities change
- Regulations change
- New hazards are identified
- Competency requirements change
The DriftCore approach
DriftCore is designed around the idea that training information should be connected to the people and competencies it supports.
Instead of treating training records as isolated documents, organizations can build a more complete picture of employee training and competency.
Better training starts with knowing exactly what your workforce needs to know and do.
See DriftCore in Action
Tell us a little about your operation and we'll show you how DriftCore fits your workflow.