Professional development and training
Opportunity to grow skills and competencies through ongoing training and development.
Employees participate in a performance management process. This annual cycle includes the establishment of performance expectations, discussion of development needs as well as regular review and feedback on performance with a direct link to salary review.
Development plans consider a variety of ways that employees can grow in their role, or prepare them for future roles.
Development may take the form of on-the-job learning and experience, coaching or mentoring, or unstructured learning such as conferences and associations with professional bodies.
Common training platforms across our operations provide opportunities for employee skill development. Each site has systems and processes to deliver Rio Tinto Coal Australia training qualifications and courses, as well as training for role-based competencies.
To encourage lifelong learning and career development, employees are eligible for study assistance, including the reimbursement of fees. Study leave is also granted where appropriate.
Our cross-cultural awareness programme for employees and contractors provides greater understanding of locally appropriate Aboriginal culture and history, Rio Tinto's approach to Aboriginal engagement, the importance of cultural heritage and management, roles and responsibilities.
Compliance training for employees is compulsory and qualifications must be renewed every two years. The training consists of four mandatory units for all employees, as well as others that are role specific. The mandatory units include:
- Careful communication
- Electronic communication protocol
- Preventing workplace harassment
- The way we work, our statement of business practice.
Ninety one percent of required employees completed compliance training across these mandatory units. Role-specific units include:
- Data privacy standards
- Human rights guidance
- Business integrity guidance
- Antitrust and fraud.
Over 90 percent of required employees have completed the Rio Tinto Human Rights Guidance compliance unit in 2010.
Employees have the opportunity to further develop their skills and competencies through ongoing training and development. Programmes include the business leadership programme (BLP), operational leadership programme (OLP) and the front line leadership programme (FLP). Thirty-nine employees participated in FLP and five in OLP during 2010.
