Preparing the Next Generation of Operators for Advances in Leaching

"INTRODUCTION This past year commodity prices continued their dip with increased volatility causing market values to slide another 16% putting increased pressure on even the largest companies to improve their free cash flow.[1] Without a recovery in commodity prices in sight, companies must find a sustainable method to improve returns in the current economic climate. In an effort to improve plant sustainability, the mineral processing industry is investing in advanced automation technologies and innovative processing methods that are both more reliable and more efficient than ever before. One such breakthrough technology is Heap Leaching (HL). This method of extraction has certain advantages over traditional metallurgical methods making previously unsustainable operations economically feasible. While HL is already seeing use in the gold and copper industries among others, recent developments may allow for the use of HL to process primary sulfide ores which make up about 80% of today’s ores.[2] For this reason, this emerging technology is poised for exciting growth. Unfortunately, as with any process change, the implementation of HL projects requires significant training on both the control system as well as the underlying process, and further, due to the complex nature of the HL process, this can be a particularly difficult task. DEMOGRAPHIC TIME BOMB Even before the implementation of these new technologies, the availability of the skilled workforce has already become a significant problem for the mining and mineral processing industries. From a survey of 912 mining professionals, Stratum International found that a mere 0.4% of senior level candidates were between the ages of 25 and 34 and a similar proportion aged over 75 years.[3] This indicates that there is both a deficiency of young skilled workers and a skilled workforce that is retiring earlier than the previous generation. Combined with data published by the US Department of Labor stating that the median age of the mining workforce is approaching 50 years old, research suggests that up to 50% of skilled mining and mineral process professionals are expected to retire in the next 5 years, leaving with their irreplaceable knowledge and experience.[4] While it is projected that the labor pool will be sufficient to fill open positions, the real question is if this young workforce will have necessary skill sets and experiences. In addition to a rapidly aging workforce and an inexperienced labor pool, a study done by the Oil and Gas Journal showed that it takes about 7 years, on average, for new workers to achieve a level of competency that permits them to assess risks and appropriately make decisions.[5] Not only is this figure is in direct conflict with the typical tenure of 5 years in one position meaning that the thinly spread skilled labor will be required to become senior staff before they are able to achieve competency in their current role, this also means that these millennials are not given the opportunity to become competent in their role before the retirement of the more experienced workforce."