Canada’s mining industry may be set for a boom

Canada, a country of 34m people, has a vibrant mining industry with more than 1400 companies listed on their Stock Exchange and active in the sector. The growing demand from highly industrialized nations for raw materials, especially from Asia, is having a significant effect on the Canadian mining industry despite the setbacks of the global recession in 2008-9. The country is now firmly established as a global leader in the production of metals and minerals, it is the leading supplier of uranium and potash to world markets. Mining contributes more than $40 billion annually to their economy.

Top mining companies in Canada and their activities

Whether company size is measured in market value, revenue or net assets, these companies are the largest players in Canada in their chosen markets. One of the world’s most successful gold mining companies, Barrick Gold Corporation is active in eight countries and employs more than 20 000 people on 26 mines around the world. Its acquisition of Placer Dome added to its revenues and the high metal prices in its key product lines, gold, copper, silver and zinc, have also impacted profits.

A major contributor to the Canadian economy is the Potash Corporation of Saskatchewan, the world's largest fertilizer producer. It was in the news last year after a hostile bid from BHP Billiton was foiled by the Canadian Government. Suncor Energy Inc is the leader in oil sands exploration and production. The rising price of oil is having a significant effect on its bottom line. A company to watch is Teck Cominco, often referred to as the "partner of choice" of junior miners. This company is active in most mining sectors, base metals, coal and gold production and is now diversifying into oil sands.

Talent and Remuneration
The shortage of experienced middle managers in the 30-50 age group due to the retirement of the “baby boomers”, those born between 1946 and 1964, is evident in Canada as it is in the rest of the world. The Mining Industry Human Resources Council (MIHRC) says the industry will need an additional labour force of 100,000 people to maintain current levels of production. Although there are initiatives afoot to encourage new entrants the talent gap is widening.

Staff retention should be a key strategy for mining companies. Flexibility in HR policy is needed to allow for movement of professionals across continents, they need to consider personalized solutions for key employees and innovative solutions to rotations to suit family life. Design of relevant incentive programs should be high on their agenda.

The Coopers Consulting-PwC 2011 Mining Industry Salary Survey reports that “CEOs are still riding a wave of high salaries and cash bonuses in 2011.” Their statistics show that 56% (a growing number) of CEO’s have an annual pay package of more than $1m. The PWc report goes on to say that new graduate mining engineers with one to two years of experience can expect an annual package of around $75,000. Young mining professionals are therefore well-placed to launch their careers in Canada.

The volatile global economic climate could well affect the demand for commodities and there is no consensus on the outlook. However, the mining sector in Canada seems robust enough for the moment.

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International Expatriate Jobs

When the job market for professionals and experts is tight in developed countries and the opportunities are few, maybe it’s time to consider an overseas posting. It is surprising to see the range of openings that are advertised, the different levels of experience required and the locations that a person can choose to work in. Clients are looking for banking relationship managers in Nigeria, nurses and doctors in the gold mining industry, and even facilities managers in Kazakhstan.

Expatriates can be appointed in various ways:  

The placement may be a permanent one, meaning that there is an employment contract that continues until it is terminated by agreement.

Contract appointments are for a fixed term, usually one or two years with a stated end date. There may be an option to renew and possibly a termination bonus.        

Interim appointments are made for a period of time that allows for the client to search for a suitable person to fill the role on a longer term basis. 

Openings are advertised by on-line specialist job sites and global recruitment agencies.  They act for clients in mining, oil and gas, banking, power, I.T and telecommunications, medical and construction industries among others. It is preferable to use a service provider that has experience in the region that you are targeting, especially in Africa, where local knowledge is vital.           

The roles that are available are diverse and mostly require people with technical or professional qualifications and a few years experience in their chose field.  Applicants with well developed language skills other than English receive preference in locations where the main language is French, Spanish or Portuguese.  

Internet research into the employers, their locations, their H.R policies is recommended. There is a wealth of information available for potential expatriates: details on the country that will host them, the relative cost of living and local conditions in each country and the type of lifestyle you can expect.  Importantly, use a trusted agent to assist you who can answer the many questions that you may have and who can allay your fears of the unknown.  Expand your horizons and look for an international expatriate job that suits you. 

Article's for Expats working in Africa: Metallurgist roles in mining companies

Article's for Expats working in Africa: Metallurgist roles in mining companies: Mining of metals and minerals is a growth industry, especially in Africa , providing job opportunities for metallurgists to work in various ...

Metallurgist roles in mining companies

Mining of metals and minerals is a growth industry, especially in Africa, providing job opportunities for metallurgists to work in various roles. Positions are well paid as metallurgists are required to have at least one degree from an accredited university or college. The preferred qualifications are a Bachelors Degree in Extractive Metallurgy or Metallurgical Engineering or BSc. in Chemical Engineering with a major in Mineral Processing. This is not a profession where candidates can learn the required skills on the job although experience can be gained throughout their career by expanding their exposure to different types of work on mines.

The type of work they do

The most common metallurgist roles include project management, consulting, technical or site management and research. For example, on a mine he/she would be expected to: 

Design work programs and manage all metallurgical testing both in-house and with external service providers and laboratories

Work with the senior team to review and evaluate technical solutions  

Liaise with geologists and other technical personnel to ensure the most suitable metallurgical solution is understood and employed

Constantly re-evaluate the metallurgical performance

At middle management level, as a project manager they would coordinate day-to-day mining activities, manage quality assurance and generally ensure a smooth operation. Mining companies look for a minimum of 5 years experience before they post these types of managers to remotely located mines. At the most senior level metallurgists can become mine managers which includes coordinating all operations, staffing, running the site itself, selecting the extraction process, and resolving operational and business issues.

Furthering a career

Metallurgists with further education and extensive experience in many technical processes become professional consultants or researchers either working directly for a large mining company or for a consulting firm contracted to it. Their role may be to advise clients on process engineering, to perform cost analyses or do budgeting. They may get involved in environmental impact assessments, HSEQ and social responsibility as well.  The mining industry is constantly updating its methods of extraction and waste management in order to stay profitable and needs researchers to continue to explore new methods and processes. Pay levels vary depending on work experience, area of expertise and the location where they are posted.

Some of the personal attributes required to be successful in this field are to be an effective team player, have a high level of inter-personal communication skills and be able to express yourself in writing.  A good knowledge of French is often asked for when an African posting is offered. Because of inhospitable locations and remoteness of mines, most of the postings attract single people or more mature staff who do not have school-going children.

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The shortage of Geologists in Gold and Iron Ore is still with us

“Although the news is full of stories about recession and unemployment, the demand for geologists is stronger than in most other business sectors” reports Geology.com, an established US reference site for the profession. They continue to say “salaries and demand for geologists often mirror the price of geological commodities such as fuels, metals and construction materials.”

There is a perpetual need for senior geologists in the growing gold and iron-ore mining sectors, especially in Africa.  Many opportunities are offered to earn large salaries working in early stage programs to evaluate potential exploration areas or in the production environment.  Job roles include creating and managing remote site exploration teams carrying out geochemical and geophysical surveys and overseeing multiple drilling programs.  Companies require experience in working with internal GIS databases and external mineral intelligence and technical data sources.

The role of the geologist in the mineral exploration field, however, is not limited to working exclusively in earth science functions.  They are often expected to apply themselves more broadly in identifying and initiating new business opportunities and dealing with officialdom to get new mineral licenses and other permits. Part of their work can include quality management, setting standards and ensuring compliance to them.  Sometimes geologists are even responsible for safety and health of the workforce (SHEQ) and developing community relationships. Because of this, an ability to write and speak French is an added benefit when negotiating pay.

Vale, the world’s second-biggest mining company by market share, is one of the companies that is expanding. “Our current investment proposal in Africa is to expend more than $12-billion over the next five years, subject to board approval,” Vale Zambia exploration manager Ian Hart told the recent first Zambian International Mining and Energy Conference and Exhibition, in Lusaka.  He said that “the peak year in this programme will be 2012, which should see the company invest $3.3-billion in the continent.”  The UK Financial Times recently estimated that in April 2011, Vale’s investment in Africa totalled $2.5-billion.  The ex-CEO Roger Agnelli noted that Africa was second only to Brazil in terms of iron-ore production potential.  This will no doubt add to the demand for “greenfield” and exploration geologists.

The shortage of geologists is evident when we see some companies sourcing candidates from outside Africa and from their neighbouring states. A leading company exploring in Madagascar for iron-ore and manganese is recruiting young geologists from India.  An MSc or BSc (Hons) or PhD in earth sciences is usually required for this type of job as well as a working knowledge of geo-mining software such as ArcView and data base management.  Because of a shortage of geologists in Liberia and the renewed interest in the exploring their mineral potential, they are looking to hire from Ghana and other African countries.  Not enough geo-scientists are graduating to replace the people retiring from the profession which means that the shortage is likely to continue for some time.         

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Executive Search in Africa a.k.a. Headhunting

The skills shortage in certain functional job areas has prompted clients to use headhunting to source suitable candidates rather than use traditional recruitment processes that may not deliver the results they need. The competition is getting fiercer with large global recruiters entering African markets. The stagnation of the economies in the more mature business regions of the world has also encouraged the headhunters to scout for business in more lucrative places. 

Some practitioners in global “executive search” are sensitive to the term “headhunter” but headhunting is primarily what it is.  There are also regional firms that are growing their operations across Africa, mostly from a base in South Africa or Nigeria, and there are also many in-country operations focused solely on local needs.

Where do they source candidates?

Many potential candidates come from within Africa – from the more developed English speaking markets of South Africa, Nigeria, Ghana, and Kenya.  Headhunters also reach out to graduates and experienced African candidates who are working outside Africa, particularly in Europe or North America, who would like to return home.  Other sources of talent are those seasoned expatriates from Europe and the US that have worked extensively in Africa and have an affinity with the continent.

Who do the headhunters recruit for? 

Many of the clients are foreign-based multinationals with growing businesses in Africa.  Usually the objective is to expand or develop an existing business in markets where they are already operational or to enter new countries.  Expansion within the mining sector and petroleum exploration and production companies is driving the growth in recruitment of individuals for senior executive roles in Africa.  The industries that are most active in using headhunters are : 

• Metals & Mining
• Energy, Oil & Gas
• Financial Services
• Telecommunications
• Manufacturing and FMCG 
• Health care and pharmaceuticals

How do they operate?  

Headhunters typically use a direct approach to top candidates in a carefully defined target market that has been fully searched beforehand.  Researchers are employed to do the initial preparation of a “short list”.  Headhunters look for the right skill set and also attempt to find candidates that are a good fit for the culture of the company and the industry. The people being approached are likely to be working happily at a competitor, performing well and not currently looking for a move.  These search companies look for senior managers and specialists that have strong track records of success in that particular industry in Africa.

Approaches may come through the use of personal contacts and recommendations, through social networking, or by a “warm” phone call to introduce the possibility of a move.  The better operators follow a formal methodology including an extensive interview process and checking of academic and career credentials.  Confidentiality and ethical behaviour are two of their cornerstones, partly to protect both the client and the candidate but also to ensure that they are not undermined by unscrupulous competitors.  Beware, there are many unprofessional headhunters that take shortcuts. 

Executive Search in Africa, Executive Headhunting services

South Sudan and its future

The newly-formed government of Africa’s newest state, South Sudan, has pledged its support for the development of the private sector in the country. It has ambitions to promote growth and economic development through public-private partnerships and dialogue with existing business leaders in the country.

This ambition was made clear at a workshop that was organized by the South Sudan Business Forum (SSBF) in partnership with the International Finance Corporation (IFC) of the World Bank Group in September 2011.  Elizabeth Majok, the Undersecretary in the Ministry of Commerce said “The President himself is committed to nurturing the private sector; the private sector should now play its role and spur economic growth in the country”.  Their plans include passing four Bills that “when enacted, will play a major role in streamlining the business environment in South Sudan” she concluded. 

The challenges

There are many, some are weighty.  The legacy of 22 years of internal strife has taken its toll. South Sudan has a real hurdle to overcome in skills development, they urgently need educated and trained workers needed to run the new government.  Estimates of the literacy rate show only 27 percent, one of the world’s lowest which means that it will be a long road.    

A new complication is that Juba, the present centre of government and industry, is too small and the government intends to build a new city and relocate the capital to Ramciel, 250 km northwest of Juba.   This is causing some consternation in business circles, especially with Kenyan companies that are installed in Juba.

In its early days of independence the country is still struggling with security issues and also with rampant inflation.

Trade with Kenya and other neighbouring states

Lack of rail infrastructure is hampering many growth initiatives as is problems accessing routes through the Khartoum. This landlocked country has the disadvantage of no access to a port although it clears most of its imports through Mombasa in Kenya.  80% of South Sudan’s trade is with East Africa countries, the leading country is Uganda (also landlocked) closely followed by Kenya.

However, talks are continuing with the oil majors to connect to the main fuel pipeline from Eldoret to Mombasa which would improve export opportunities to Kenya, Uganda, Congo, Rwanda, Burundi, Tanzania and Ethiopia.

The banking sector in South Sudan is quite lively, the government is taking a state in one and the Family Bank of Kenya are making a play for another.  The four main banks are potential acquisitions for the more established finance houses in the East Africa region who can see $$ signs.

It is expected that South Sudan will apply for membership of the East Africa Community (EAC) as early as next year.     


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A petroliferous place – Gabon

The oil industry continues to dominate the industrial sector in Gabon providing around 40% of GDP. The statistics vary somewhat, but it is clear that Gabon is heavily dependent on its petroleum industry. There are many players, the global oil majors, the outsource oil field service organizations, drillers and marine services companies that are active there, both onshore and offshore.  The Ogooue Delta complex is a proven hydrocarbon province, where over 2,000 MM bbl of oil and 900 Billion cubic feet (Bcf) of gas have been discovered since the 1960s.

The Oil sector and crude quality

The oil sector in Gabon is dominated by exploration and production making up 95% of the activity, the other 5% is invested in refining and research and development.  There are five types of crude oil produced in Gabon, ranging from a medium to relatively heavy oil with a low level of sulfur. This crude is similar to the "Arab light". The principal types of crude oil currently produced are :

Mandji Blend produced by Elf Gabon and Perenco

Rabi Light (Elf Gabon)

Gamba crude blended with Rabi-Echira crude (Shell’s Rabi blend)

Lucina Blend produced by Perenco

Oguendjo/Breme Blend (Perenco in the South)

The State receives oil revenue on the basis of sources : taxes on oil company production, rental fees on exploration permits based on the area covered, and dividends paid by the oil companies.

Recent activity

The Etame field, a major source of crude, is a joint venture operated by Vaalco Energy and is in partnership with Addax, Sasol, Tullow Oil and other minority interests.  Harvest Natural Resources has announced two offshore discoveries in 2011 which are in appraisal phase. Panoro Energy has struck oil, also offshore, following an extensive drilling campaign recently.

Exports

Oil exports are growing steadily due to the growth in investment from international oil and gas companies such as Total and Shell and many other medium-size explorers. Gabon can look forward to long-term relationships with these multi-nationals which have taken up 25-year agreements with the Government. The bulk of these exports are destined for the USA, France, Netherlands and UK.  The only refinery in Gabon, part owned by Total, is run by the Société Gabonaise de Raffinerie (SOGARA) in Port-Gentil and only has a capacity of around 21,000 barrels per day. And it has incurred losses for the last five years.  Gabon is likely to benefit from the supply problems in Libya during the next few years.  

Working in Gabon

Gabon has a high income per capita compared to other African countries, almost four times that of most nations. Although the locals would say that the cost of living in Gabon is quite expensive, expatriates will find it fairly reasonable except for imported products and telecommunications services.  Although Libreville is the capital, much of the activity in this sector is centered around Port-Gentil.   


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Outsourcing of Jobs in the Mining Industry

The mining service industry in Africa is growing at a rapid rate partially due to the global economic uncertainty that plagues the mainstream mining exploration companies.

Mining Service Companies
Firms involved in supplying contract mining services may carry out major or minor parts of a mining operation on a fee or contract basis on behalf of the more established multinationals. To be able to do this successfully they need to have a strong and flexible talent management process that can deliver the skills in the right place at the right price.

There is a certain amount of risk involved as their performance is highly dependent on the extent of mining activity especially in Australia, Africa and Canada. Fortunately their fortunes are safe for now as the rising prices and growing demand for minerals have led to a mining boom over the past five years. Mining services companies come in many guises and operate at every point in the supply chain. Service providers like these must ensure that their assets and resources are utilized effectively so that they can maximize their profits in the good times.

Contract employment
There is a vibrant market for mechanical and mining engineers, mine managers, exploration geologists and environmental specialists for open cast and underground contract mining projects in Africa.
Support roles on a contract basis are also offered in functions such as finance, supply chain, procurement and human resources. These opportunities are made very attractive to recruit the best available talent. There has been a surge in recruitment of qualified artisans on a contract basis at very attractive remuneration packages due to the shortage of qualified and skilled tradespeople. The number of artisans qualifying per annum is not enough to satisfy the market. Low salaries whilst training and a poor level of education in science and mathematics are cited as contributing factors. Especially in demand are diesel mechanics, pipe-fitters, plumbers and electricians, boilermakers, welders and maintenance managers, all of whom can earn good salaries on a contract basis.

The expat life

However, many contract positions are based in strange and remote locations on mines so this life is not for everyone. First timers are counseled about the challenges and care is taken to make sure that the appointment will work out for both parties. The impact of tax, both at source and at home and the cost of living in-country can cause difficulties that need to be managed by the employer, sometimes with requiring compensating pay. The United Nations assigns a “hardship factor” to countries which is often used in the mining and oil sectors to define pay and benefits as incentives. In addition, assimilation into the culture may be difficult especially if the family comes along and a foreign language is involved.

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Investment in gold mining is increasing in Africa

With the economic and political turmoil at present, in the developed markets in particular, currencies are volatile and gold is regarded as a safe haven. Investors turn to gold in times of uncertainty as it can be traded anywhere at any time. With the current gold price being $1786 per ounce and a more than 200% increase over 5 years, it is probably safer than most currencies, even with short term fluctuations.

Gold is forecasted to reach $2000 per ounce before the end of 2011 by many experts including Philip Klapwijk, CEO of Thomson Reuters GFMS a London-based metals consultancy.

Listed Canadian gold mining companies are discovering deposits in Africa. Although they have a presence on all continents, Africa now accounts for about 17 percent of their foreign assets, a 6% increase over the last ten years. Canada is the leading investor in mining in Africa after South Africa.

Peter Koven of the National Post of Canada newspaper is a commentator on Canadian activity in the mining sector. He recently reported share price jumps by some of the established mining companies, such as Orezone Gold Corp., that are active in Burkina Faso in West Africa. There have been many takeovers either completed or in progress involving Kinross Gold Corp. Red Back Mining Inc and Crew Gold Corp.

Matthew Zylstra, a Northern securities analyst, wrote that “in particular, companies located in West Africa and with larger resource estimates are commanding higher premiums as they are seen as more likely to be takeover targets.” Among the juniors, he stated that Axmin Inc. and Banro Corp. trade at the lowest multiple of enterprise value to total resources. Among the producers, First Uranium Corp., Great Basin Gold Ltd. and Endeavour Mining Corp. are priced “most favourably”, he said.

However, it is not plain sailing for new entrants. There are many areas of conflict and endemic violence to deal with, particularly within the mineral rich deposits areas in West Africa. Canadian companies do not have an untarnished reputation in managing these challenges. Besides volatile regions such as DRC, they are present in Madagascar, Tanzania and Ghana. 91% of Canadian investments in Africa are located within eight countries, including South Africa where the main investments are.

South African mining houses such as Goldfields and Anglo Gold Ashanti are present in Ghana and Mali. The supervisory board chairman of German-listed Pearl Gold told Reuters in an interview that “gold mines in Mali are an underexploited treasure trove for commodity investors”. Mali is certainly one of the most promising locations for gold mining at present,” Robert Goninon said in the same Reuters interview. “Other countries like Guinea, Ivory Coast, Burkina Faso, Mauritania and Ghana offer lucrative gold mining opportunities too”.

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Expatriate Jobs in Oil and Gas

If you have always wanted to work in a leading multinational oil and gas organization, now may be the time to look into it. Expatriate life can be challenging and exciting especially when working within a global leader in this industry. It is also very rewarding, the pay is excellent, the benefits very generous and they really look after your welfare.

There are always opportunities available in this industry, even in times of economic challenge. Companies are expanding their scope, both on-shore and off-shore, as well as developing further in their traditional exploration areas. Top jobs are available in Central Asia, particularly in Kazakhstan, throughout Central and West Africa and in other developing regions in Asia.

In the upstream sector, the exploration and production companies and their sub-contractors are always looking for both specialists in engineering and technical disciplines as well as support staff. Technical specialist roles include drilling, process flow, seismic testing at all levels of experience. Petroleum engineering professionals and those in geosciences are in short supply and may attract a premium salary or additional bonuses. There are also openings for people in the conventional business functions of finance, marketing, logistics and telecommunications.

The downstream sector, the refining and marketing petroleum companies and their associates, have opportunities across a wide range of business skills. They need chemical engineers, construction and pipeline specialists, supply chain managers and traders. Language skills in either French or Portuguese are additional recommendations when applying for jobs in Africa, both in upstream and downstream.

There are many recruiting companies offering oil and gas jobs on behalf of clients but you need to select an established and experienced service provider. There are some pitfalls that can be avoided. Choose a company that understands the global expatriate business environment and one that and can respond to your personal needs when you are looking for jobs in the oil and gas sector.

Shortage of Underground Mining Engineers

Global mining houses are struggling to source quality engineering candidates for their underground operations across the world. Companies involved in Gold mining in Australia, West Africa and Canada especially are offering additional incentives to attract the right talent.

The mining sector is driven by large multi-national companies which are sustained by mineral production from their mining operations. Major companies usually are expected to have mining-related revenue of more than US$500 million per annum with the financial capability to develop a major mine on their own. Mid-size companies have at least $50 million in annual revenue but less than $500 million. Junior mining companies are regarded as those that have revenue of less than US$50m per annum and they rely on venture capital or equity financing for their exploration activities which is usually the extent of their operations.

Candidates are looking for openings that provide challenging work and are prepared to consider unusual postings. They like a fast-paced environment, can work under pressure and are able to meet tight deadlines. At the same time these potential employees are also looking for firms that are committed to high quality safety, health and environmental practices so that risks to themselves are minimized.

Salary packages are already very attractive but this is not enough of an inducement to be able to fill all available permanent positions even though companies allow tax structuring options. In addition to a competitive salary, companies are providing extended premium medical and dental care, performance bonuses and potential shareholding opportunities in companies. Benefits also can include superannuation or pension top ups and extended leave facilities.

Companies are providing recreation opportunities including a swimming pool, tennis, squash courts and gymnasium within the camps where staff are housed. Another service that candidates are looking for is internet and telephone connectivity so that they can keep in touch with the outside world. All these are additional enticements to attract the best talent to what is often a very inhospitable environment. Many underground mines are in remote areas which are difficult and expensive to get to.

Engineers also want flexible working practices that are family friendly. Hiring companies are sourcing talent from all over the world on a contract basis and are picking up the additional costs relating to trips home on rotations that are mutually acceptable to both parties. Where staff are recruited from within the country where they are to be posted, the rotations may be shorter and more generous e.g. 12 days on / 9 days off. Many of these contract positions include most of the benefits offered to permanent staff.

Jobs are available in all disciplines including supporting roles in both the principal company and its sub-contractors. Non engineering openings include process and materials handling, electrical power and instrumentation, controls and automation and mine ventilation jobs. Global mining houses are able to attract the best staff and career development opportunities but the growth in the number of junior miners is adding to the stress on the marketplace for talent.

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Engineer GCC mining qualification

Many mining engineering job opportunities have a requirement for candidates to have a Government Certificate of Competency (GCC) – Mines and Works, over and above their academic qualifications and working experience. This certificate, also referred to as a “Government Ticket”, is issued to a successful candidate by the Department of Minerals and Energy in South Africa. The qualification is widely used as a recommendation for positions in mining roles in Africa, not only within South Africa’s borders.    

The rules and syllabi governing this qualification are regulated in terms of the Mine Health and Safety Act (1996). A certificate is issued to successful candidates in one of two forms:  

Certificate of Competency as Mechanical Engineer for Mines and Works  or

Certificate of Competency as Electrical Engineer for Mines and Works.

There are various steps to be completed before registering for the Qualifying Examinations which are held twice yearly.  The Institution of Certificated Mechanical and Electrical Engineers, South Africa (ICMEESA) provides clear guidance on this and has published a chart showing the different routes to GCC.

http://www.icmeesa.com/eduroutediagram.htm

1.  Qualifications required

Academic Route  

A B.Sc. degree in mechanical or electrical engineering recognized by the Commission of Examiners ; at least two years post graduate appropriate practical experience in the maintenance and operations of mechanical and  electrical machinery, satisfactory to the Commission of Examiners and of which at least one year has been at a mine in the RSA; or

Technikon Route

Individual Technikons may structure a curriculum to cover the electrical and mechanical courses according to the requirements of the Plant Engineering syllabus. However, these are subject to a clear set of pre-requisites for formal learning and length of experience similar to the academic route.

The qualifications and experiential learning leading up to acceptance for the qualifying examinations should, theoretically prepare the student to write the exams.  In practice, it normally happens that additional tuition is needed to prepare for the exams, particularly in the mathematical calculations. External service providers run refresher courses to prepare candidates especially those with demanding day jobs and those who graduated many years earlier. 

2.  Qualifying Examinations

To qualify for a Certificate of Competency as Mechanical or Electrical Engineer for Mines and Works, the following subjects must be passed by persons accepted as candidates:

(a) Plant Engineering; and

(b) Legal Knowledge (Health and Safety Act and Regulations).

To qualify for a Certificate of Competency, candidates must obtain at least 50% in each subject stipulated above. Candidates need not pass both subjects at the same examination sitting, but the second subject must be passed within three years or six consecutive examination sittings after passing the first, otherwise both subjects must be re-written.   An appropriate Certificate of Competency will be forwarded to candidates who have passed the subjects required to qualify for such a certificate.

There are additional requirements and regulations available to prospective candidates who are advised to refer to http://www.dmr.gov.za/Exams/Enegineers.html

China’s investment in Africa

It seems that every week we hear of further Chinese investments in the African economies.  Although there are mixed opinions on how growth is being achieved, and at what “expense”, there is no doubt that the money is coming rolling in.  South Africa's Standard Bank, Africa's largest bank, forecasts in their outlook for the next five years, that investment from China into Africa is likely to hit US$50 billion by 2015, up 70% from 2009.

The BBC reported at the beginning of 2011 that it will be a bumper year for Chinese investment and that Ethiopia is a good example. Addis Ababa, capital of the country which is home to an estimated 88 million people, is awash with cranes and half-constructed buildings, mostly financed by the Chinese.  

At the World Economic Forum (WEF) Meeting held in Cape Town, South Africa in May 2011,  Liu Guijin, African Affairs special representative of the Chinese government, stated that “ China's investments in Africa have brought multiple benefits to the continent, providing better livelihood, more development opportunities and more choices for local people”. He announced that “In Zambia, Mauritius, Nigeria, Egypt and Ethiopia, China has invested more than 250 million U. S. dollars in economic and trade joint ventures, or local infrastructure”.  

All this activity, however, is creating challenges for other investing countries as it is making for a more competitive market for labour and impacting on salaries.  There is some criticism of possible Chinese exploitation of labour, their lack of commitment to skills development and the lack of use of local suppliers for their infrastructure projects. Questions have been raised by organized labour organizations about this new type of colonialism and whether China will contribute to real growth in the developing economies, or whether it will just source raw materials for its own production.      

Of the Chinese funded projects in Africa, one of interest is the The Angolan Benguela Railway.  The railway, one of the iconic rail routes in Africa, consists of 1344 kilometers of track and was opened in 1928 to transport copper deposits from inland DRC to the coast at Lobito in southern Angola.  A major Chinese investment from

China’s state-owned Sinohydro Corp is enabling this key route to be fully operational again after twenty-seven years of civil war destroyed much of it.  No doubt it is a business investment, not a social or benevolent project. 

Companies including Aluminum Corp. of China Ltd. and China National Petroleum Corp. are seeking acquisitions in Africa, buying iron ore, oil and copper assets to feed a growing economy.  The Chinese Government has recently announced plans to invest about $5 billion dollars in private equity funds in Africa, the majority directed t the Nigerian construction and energy sectors. It will be facilitated by the China-Africa Development Fund.  

The Economist reported recently that The Heritage Foundation, a US think-tank estimates that between 2005 and 2010 about 14% of China's investment abroad went to sub-Saharan Africa.  Although much of this is invested in mining and infrastructure, China is now bringing funds to contribute to upgrades in technology, much needed to support its growing businesses.   

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Demand for Construction Professionals in Africa

Vital to the economic growth of countries in Africa is the continued development of the infrastructure, both within and across borders. Funds are increasingly being made available by the European Union (EU), the USA and various non-government organizations (NGOs) to provide reliable and continuous access to basic services such as transport, water and electricity.

The developed world has a vested interest in upgrading roads, telecommunications, rail links and access to power and water. Poor infrastructure is reducing productivity by up to 40% in some countries reports the Infrastructure Consortium for Africa (ICA) “Africa’s transport costs, local, national and international, are around twice as high as those for a typical Asian country” states their 2011 study. It is clear that major improvements are needed to promote economic development.

Construction managers and other professionals are desperately needed to fulfill roles in the projects being rolled out in the Africa Region. Jobs are available at all levels in the private construction sector in global companies. Many projects are funded by NGOs which provide guarantees of a sustained level of job security, pay and benefits. Multi-million dollar projects are managed by the EU, UNICEF, World Vision, World Bank and OXFAM amongst others.

Some examples of latest projects that require urgent staffing are:

30 million EU Euros provided Algeria’s water requirements

The project will finance the development of a national digital network for water management and provide funds for a national training center for water treatment. Algeria will also contribute to this project which includes the acquisition of the latest laboratory equipment.

Bujagali Hydro-power project

The Bujagali project in Uganda aims to provide least-cost power generation capacity that will eliminate power shortages. The project will result in a 250 Megawatt hydropower facility on the Victoria Nile and will address both medium and long-term needs.

The Central African Economic and Monetary Community Trade Corridor Project

The goal of this CEMAC project is to facilitate efficient regional trade and reduce transport costs among CEMAC member states and improve access to world markets. More than 35 million people live in the six CEMAC member states. These Central African states are among the richest in Africa in terms of mineral resources.

Nigeria’s investment in ICT connectivity

Nigeria is investing more than US$450 million a year into its ICT infrastructure to improve performance mainly through expanding bandwidth and on-line access.

Construction managers and engineers with language capabilities in French and Portuguese are particularly sought after and can demand a premium in the market. Opportunities are available in Angolaand Mozambique and in Central and West Africa. In Nigeria and in East Africa the shortage of water and environmental engineers is evident. Many projects require experience in managing water reticulation and piping projects whilst adhering to the latest environmental regulations.

On current trends, Africa will not meet the Millennium Development Goals for water and sanitation. Construction professionals are also urgently needed to build schools, roads and railways to contribute to Africa’s growth and improve trade links. Only one in four Africans has access to electricity at present so there is a lot of work to do.

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Rail Infrastructure in Africa

Rail Infrastructure in Africa

Africa is benefitting from the influx of large international industries with manufacturing facilities, mostly from Asia, which are bringing in capital to implement rail expansion and undertake rail rejuvenation projects.   Rail projects require massive investments and this is a challenge in Africa due to the low traffic volumes on the railways.  Very few of the railways generate sufficient cash flow to finance significant investment.

Bloomberg reports that China Railway Construction Corp., Vale SA, the world’s second-large miner, and other companies are pumping at least $35 billion into rail projects over the next five years to transport copper and coal out of Africa and into the power plants of China and India.  “China needs to get the commodities to the sea as quickly as possible and that means rail,” said Peter Copley, a transport specialist at the Development Bank of Southern Africa.

China’s state-owned Sinohydro Corp. is restoring the 1,344- kilometer Benguela railway linking the cobalt reserves in the southern Democratic Republic of Congo and copper mines in Zambia to Angola’s Lobito port, 243 miles south of Luanda, the capital.  In addition Freeport-McMoRan Copper & Gold Inc. may build rail lines to transport ore from its $2 billion Tenke project in Congo, possibly connecting with the Benguela line.

The US Trade and Development Agency (USTDA) aims to develop this area by supporting infrastructure feasibility studies as well as projects in developing countries. The USTDA has launched a ‘Southern Africa regional rail initiative’, which it says will focus on modernising and unifying rail infrastructure throughout the region. Intra-Africa trade will be promoted through these programmes according to Paul Martin the Sub-Saharan Africa Regional Director Paul Marin.

In Central Africa, regional integration is underway through the involvement of the six Monetary and Economic Community of Central Africa (CEMAC) countries.  The member states have launched an extensive program of renovation and construction of road and rail infrastructure in Cameroon, Chad and Central African Republic. 

The USTDA, with special support from the US government, is also supporting the Dar es Salaam-to-Isaka railway link feasibility study, in Tanzania, which could eventually be extended into Rwanda and provide that land-locked country access to a major international seaport.  “We also have a rail-integration project in West Africa, where the intention is to link Bamako to Mali’s south-eastern border with Côte d’Ivoire,” Marin reported. This line could create a new interconnection between Senegal, Mali, Burkina Faso, and Côte d’Ivoire and unlock an integrated West Africa rail network, with increased access to Atlantic ports for exporters from the region’s landlocked economies.

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The Audit function in Banking and Finance

Banks and financial institutions are increasingly exposed to various kinds of risk - both financial and non-financial. The audit function provides essential monitoring services across the enterprise which are often required to be more robust than those in other commercial organizations.

The function
The Audit function is responsible for designing and implementing internal control systems to limit risk, for ensuring compliance to policy and to statutory requirements as well as the adoption of prudential guidelines. Many financial organizations refer to the audit function as Risk Management and Compliance which more accurately describes its area of operation in the modern age.

Banking and Finance institutions have very tight regulatory and governance requirements which need to be reported on externally in addition to internal corporate reporting. As a result, the new job roles ask for skills in planning and defining effective internal controls, implementing continuous system improvements and designing testing and monitoring procedures. Risk-based audit reviews and assessments are planned and actioned at regular intervals to identify weaknesses in internal processes and to recommend suitable solutions.

The skills needed
Central to the audit role is a good understanding of risk services, internal audit methodology and enterprise risk management. A working knowledge of Sarbanes Oxley regulations is becoming increasingly important. Since risk management and audit services do not work in a vacuum, practitioners in this field require a highly developed level of inter-personal skills as they have to engage on a day-to-day basis with stakeholders and divisional heads.

The trends
Traditional ways of managing financial audits are being rapidly replaced by a more contemporary approach. Transaction-focused, passive bureaucratic checking is being phased out in favour of value-creating business processes that are based on prevention and which are time and cost efficient.

The major change is the extensive application of information technology and systems. Business processes are increasingly being automated and controls becoming less person dependant. As a result, the scope for error and wrong-doing is limited as customized tracking reports can be created for all activities. Banks and financial services organizations compete for the same skills and require a level of IT competency that may attract a premium in the market.

The Financial Services industry has become more complex, offering new products in more channels resulting in the need for scrutiny of a large amount of data and having systems to manage it. There are some IT challenges facing the industry today such as how to drive down transaction costs, expand and improve customer service whilst ensuring integrity of information. The traditional accounting-and- checking image of the audit function has since been superseded by the risk, governance and compliance roles.

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The job outlook for geologists in mining is very good

The job market for geologists is very cyclical. When the mining industry went through a tough time in 1990s, many geologists took to other fields and never came back. Now with mining profitable again, there is a dearth of experienced mid-career earth scientists.

“Geologists from the baby-boomer generation are now reaching retirement age and a disproportionate number of them will leave their employment companies over the next few years. Replacing them, and their accumulated expertise, will be a major challenge for the mining and oil and gas industries” says a leading professor in this field from the US. Universities are not producing enough geoscientists to replace those lost to the industry.

If the downward trend continues, it may become impossible to meet future educational, training and professional needs in this critical area. This is the opinion of Gregory Webb, a senior lecturer and researcher with the Queensland University of Technology's school of natural resource sciences in Australia. He says we should be worried because:geological resources drive a large percentage of a nation’s economy;sustainable development, encompassing environmental protection, depends heavily upon geoscience

The US Department of Labour’s Department of Statistics has stated that employment growth of 18 percent is expected for geoscientists and hydrologists between 2008 and 2018, which is faster than the average for all occupations. The need for energy, environmental protection, and responsible land and water management will spur employment demand.

The minerals and energy exploration industries (or extractive industries) drive a huge part of the economy of a nation that is rich in resources. They depend on professional geoscientists, both geologists and engineers. In addition to export earnings, the extractive industries provide direct tax and royalties to national treasuries.

Employment in management, scientific, and technical consulting services should continue to grow as more geoscientists work as consultants. Many of these consultant geologists work on environmental issues such as checking for contaminants and measuring poisons in ground water and in run-offs from contaminated sites. Employment in these areas has steadily increased because citizens and governments are now more concerned about issues such as pollution, land use and climate change. Legislation rather than commodity prices drives the employment of these geologists.

The ideals that drive the environmental movement are likely to continue and that will support the hiring of geologists and keep the salaries above average for scientific professionals.

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Renewable Energy Growth in Africa

Green-driven growth is still an underdeveloped aspect of Africa’s economy and African leaders generally have limited incentives to make green energy supply a strategic priority. However, with the anticipated growth of urban centres across the continent, there are examples of where renewable energy is being promoted and projects being developed.

When you think of Africa, you immediately think of long, hot sunny days so where better than to invest in solar panels? China obviously believes so and is currently planning solar power projects in forty African countries. In June 2011 a feasibility study was underway to consider installing solar panels on the roofs of hospitals, schools and other structures. According to Sun Guangbin, Secretary General of the Chinese Chamber of Commerce for Import and Export of Machinery & Electronic Products, the Chamber has been given permission to outlay between 10 and 20 million Yuan for the installation of solar panels in Africa.

South Africa is leading the way in renewable energy and several businesses have formed the National Energy Association and the Alternate Energy Association. They have held workshops and worked with the Government and stakeholders regarding the design and development of renewable energy. Cape Town, in particular, has put itself on the right path. In 2004 the city authorities committed to the introduction of solar water heaters across the municipality and in 2005 established a dedicated office for renewable energy finance and subsidy. In South Africa there is huge investment in planning towards the development of a large scale wind industry but this is currently slowed down by established power purchase agreements.

In North Africa there are currently several wind projects in the developmental stage that will be operational this year and will greatly enhance the installed wind power capacity in Africa. South Africa, Kenya, Nigeria and Uganda are all exploring the inclusion of grid-connected solar power into the national renewable energy feed-in tariff policy. Companies with local manufacturing capacity will be the first to supply the solar photovoltaic technology.

The Sub-Saharan renewable energy market is on track to experience rapid growth with governments in the region announcing new projects on a regular basis. Their off-grid solar power market is expected to grow by 10% each year for the next four years. Growth is definitely there but it is slow, whether Africa will reach the 2050 climate change targets is another matter.

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The Role of a Compliance Manager in Banking

The traditional role of the compliance function in banking of checking and monitoring operational activities is moving away from a “policing” approach more towards an advisory role.
However, a bank's senior leadership must implement adequate and functional risk controls in operating activities to prevent losses and ensure that employees abide by laws of the land when performing tasks. Today, the compliance manager is often involved in executing compliance controls over daily business transactions as well as providing ongoing compliance oversight. He needs to be both proactive and reactive - helping to ensure that new business is compliant as well as monitoring existing business.

Compliance job roles are required in all divisions of banking at all senior levels: investment, retail, corporate and business banking, credit and loans. There are three main types of risk which must be managed:
Compliance risk: the risk of direct financial loss from failure to meet laws, regulations, internal standards and policies and the expectations of key stakeholders.
Reputational risk: damage that can occur when business behaviour is viewed as inappropriate by stakeholders, whether regulators, customers, other market operators, or the public at large.
Regulatory risk: the risk of sanctions for breaching applicable laws and regulations and/or for not meeting regulatory expectations.

Salary packages in banking compliance are generous and the function has a growing future, providing a career path for aspiring compliance directors. At a senior level the responsibilities would include establishing and implementing a compliance framework and function for the Bank as well as monitoring the Bank’s business activities, sales practices, documents and marketing material, and clients’ statements to ensure compliance with local regulatory requirements.
Additionally, the compliance manager must communicate policy and procedure throughout the Bank and investigate and resolve problems in a timely fashion following established guidelines. One of the main objectives is to create awareness of risks to reputation and integrity and the consequences of regulations within business units.
A bank compliance manager usually has a bachelor's degree in a business-related field or regulatory management. A senior banking compliance manager typically holds a master's degree in business management.

On a personal level, a compliance manager must have good interpersonal skills and the ability to work in collaboration with team members and business partners, such as customers and suppliers. Part of his/her role is to achieve a level of cooperation and understanding internally so that the Bank is exposed minimally to the various types of risk. Recent events relating to collusion and price fixing have highlighted the role of compliance in the financial services industry.

Jobs for Graduates in Africa

Despite some media reports to the contrary, there are many openings for graduates in Africa.  If you have a degree from a recognized and accredited university, you are on your way to securing a position in line with your achievements.  It is important to prepare your CV professionally in line with best practice to ensure that your talents, skills and experience are showcased to your advantage. Highlight your particular area of expertise and accentuate your achievements with examples. 

The industry sectors that are always looking for graduates are oil-and-gas, finance and banking, telecommunications and mining.  In addition, industries such as retail clothing and textiles, fast moving consumer goods (FMCG) and warehousing, distribution and logistics are all becoming increasingly sophisticated in their operations and look for people with the right training and some experience.  People with specific I.T. and analytical skills attract a premium.  Employers can be the global giants or regional companies operating across 5 – 20 countries that are expanding into either new markets or new lines of business.  Look out for opportunities in food and beverages; wholesaling, distribution and marketing in countries that have a growing population, a stable political environment and an educated workforce.  Egypt, Kenya, Nigeria and Johannesburg are regional hubs where the major companies establish themselves to support other countries in North, East, West and Southern Africa respectively.           

The functional areas of engineering, construction, finance and I.T. are constantly looking for professionals in these areas. Especially sought after are people with solid qualifications in civil, mechanical and electrical engineering, telecommunications and computer connectivity as well as chartered and certified accountants.  There are always expat opportunities outside the main centers as well in the rural areas where oil exploration and mining is taking place. Graduates are required in all functions at all levels of experience,  working on one of the large projects in an established organization adds power to your CV and develops your experience further. Your future income levels will be enhanced by wider experience in other industries or related functions. There are lots of jobs for graduates in Africa.

Iron Ore Boom in Africa

China has declared its intention to dominate the iron ore mining industry in Africa. This was revealed recently in a speech by the chairman of the China Iron and Steel Association, Wu Xichun.  He said clearly that China wanted to be a big investor in the West African iron ore mines and import half of its iron ore from Chinese-owned mines elsewhere in the world.  China’s own iron ore is low-grade, unlike that of Australia and Brazil.

With construction in China at an all-time high, the country is embarking on a strategy to buy up vast tracts of under-explored and iron ore rich West Africa.  This is a direct challenge to Australia and Brazil’s dominance of the global iron ore market.  BHP Billiton, Vale and Rio Tinto (RTZ) are already embedded in West Africa.  China is intending to open at least 20 mines in the region spanning Liberia, Guinea, Sierra Leone, and the Cameroon by 2015. The economists agree that this could force iron ore prices to decline over the next five years. 

Australian miners are worried about the Chinese expansion program in African iron ore mining. Gabon has significant iron ore reserves in the north-east of the country, although infrastructure such as railways needs to be constructed in order to develop them. All the major global mining companies are undertaking advanced feasibility studies of the Belinga group of iron ore deposits there.  Competition for the Belinga deposits will be fierce. The mining boom is not only helping the majors but also iron ore juniors, thanks to China and India's insatiable demand for steel.

In South Africa, infrastructure has emerged as the key constraining factor to their participation in the African iron-ore boom. The Government has committed to work on a continental framework to extract greater value in the boom times and to expand SA ports and rail networks handling iron ore.     

Mining companies are well aware of the risks common to Africa, contract insecurity being one of the chief concerns, but these are not deterring investment.   "We are seeing a combination of logistical and political difficulties actually reducing and at the same time a slightly higher tolerance for these risks," said Rob Tyler, head of mining for West Africa at Coffey International, an Australian mining consultancy.     With reasonable growth in the iron ore and steel markets predicted for the foreseeable future, opportunities abound for mining companies that have a positive view on Africa.