CLAYTON TIMMS

Cover Letter

I have been in the Operations Training & Organizational Development fields for the last 20+ years as a Senior Manager and Training specialist having either worked or done Projects in Australia, China, Hong

Kong, South Africa, Mongolia, Namibia, Kenya, Uganda, Tanzania & Mozambique. I am a Bachelors Degree Graduate in Behavioural Sciences with Industrial Psychology, Organization Behavior &

Organization Design with Group Dynamics at a Post Graduate Level.

Over the past 6 & a half years I was the Manager Operations Training & Organization Development responsible for total Corporate, Mining & Construction Operations Competence & Compliance training & assessment. This covered all statutory and regulatory compliance, production licence and safety case obligations for both Construction (over 7000 contractors) & Operations (900+ employees). I managed a team of 30 OD/Training Specialists responsible for the development of training & assessment documentation, provision of training in conjunction with specialist line operators, assessment of operator’s competence, management of training / assessment data etc for:

Construction, Safety, Open Pit Mining (Drill & Blast, Load & Haul & HME), Concentrate Processing (In Pit Crushers, Ball & AG Mills, Magnetic Separator, Thickening,

Storage & Tailings) Desalination Plant (51 Giga litre) Port (On Shore), Marine (Off Shore), Power Station (450 megawatts combined cycle, gas fired), Logistics Corporate (HR, Finance, IT etc)

This was all successfully developed & implemented from a Greenfields EPCM Construction phase to first production as a totally integrated training system with its associated Training Strategy, Structure, Training Documentation, Systems, Processes, Training Programs and Database into Australia’s largest Iron Ore Magnetite Mining Development.

A. Operations Training Achievements

The Training Systems/Programs & Database covered a total of 504 Competencies (Fixed Plant, Mobile Equipment) & 146 Compliances (High Risk Licenses, Permits etc) per Role for each of the above mentioned business areas covering the following:

High Risk (Safety) i.e. Industrial Gas Awareness, SWO, Permits to Work, WAH, Isolations, Hot Work, HV, Incident Investigations etc

Mobile Equipment i.e. Cranes, Dump Trucks, Excavators, Barges, Transshippers etc, Fixed Plant i.e. Gas Turbines, ESI Generators, Crushers, AG / Ball Mills, Control Rooms, Stacker

Reclaimers etc

Linked to the above was also the development and implementation of a very successful Mobilization / Induction / VoC process and procedure (based on MSIA & OHS Regulations) for Contractors, their subcontractors and permanent employees. The success of this initiative can be gauged from the DMP Audits which provided very constructive feedback to the uniqueness of our approach as well as the fact that the project has over the past 6 years never received any probation notices or non compliances relating to VoC/Training/Assessment of employees/contractors. This VoC procedure was also integrated into all commercial contracts as a pre requisite for mobilization of contractors to site.

Another initiative was the introduction of a simulator based Productivity Improvement program for Haul Truck Operators which focused on a range of improvement areas which could be measured / tracked from training to production stage resulting in productivity improvements.

B. Org Development Achievements

Developed a unique training forecasting application which was linked to each roles competencies & compliances. This was automated with the business budgeting cycle / system.

Implemented & managed 5 RTO’s as part of our Traineeship / Apprenticeship Strategy which involved30% of the workforce being registered in over 16 different qualifications covering amongst others – Workplace Health & Safety, Mechanical/Electrical, Surface Extraction, Resource Processing, Process Plant Operations, Power Generation, Management & Business Administration.This strategy resulted in savings of $2million per annum in payroll tax over the past 3 years as well asover another $1 million in additional funding through qualification commencement/completion incentives& NWDF funding

I also developed and implemented a unique Safety Based Cultural (Australian/Chinese) program which focused on the design of Safety Behaviors / Interventions based on the Cultural differences between Australian and Chinese leadership & workforce. This case study was successfully presented & received at a Forum of senior business & political leaders in Sydney in August 2014.

I introduced and developed an eLearning Management (LMS) and Field Assessment System (FAST) which enabled operators to be assessed in their jobs by using iPads which were automated back to our Training Database System as each new competency/compliance was validated.

Job Design – Developed “Job Profiles” which detailed each jobs - Purpose / Scope, Job Level, Level of Financial Authority, Interaction Level, Direct Reports, Indirect Reports, Role Responsibilities, Job Competency / Compliance Requirements, Level of Work Complexity, Job Compliances i.e. Tickets, Licenses, Cognitive Attributes & Personality / Traits, Job Specific Knowledge & Skills, Qualification i.e. Title &Type, Experience Required.

Designed & implemented a Forecast / Budgeting system for the business aligned to the competencies defined in each Job.

Developed, facilitated & managed our Business Change Process. This was a process around which we obtained & managed EPCM agreements relating to our relationships & effectiveness of these relationships between our Board Chairman (Hong Kong), Local CEO, our key contractor MCC (China) and the integration issues between our Construction, Engineering, Design and Projects Management and their teams. The areas covered included the Issue / Solution / Improvement Solutions/Agreements in:Construction, Engineering/Design, Project Management, Reputational Risk, Leadership Behaviour, Communication, Operating Structures & Culture Change

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SAP – Implemented holistic Training Strategy & User Training for delivery of MM, PM, HRPY, Business Objects & Finance modules / tasks and linked to individual role requirements.

Developed & Implemented a Performance Management / Measurement (KPI’s) system for all Directors / Business Areas

Developed a Talent / Retention Strategy detailing the interventions required for the various growth phases of the business i.e. from a Project to Production to International Business and what is required at each phase to Attract, Engage and Retain People

Developed and Implemented an Integrated Leadership Model for the business. This model included:Management Job Profiles per Level of Management i.e. these profiles clearly defined the Levels of Complexity of each Management, Outcomes, Key Activities, Performance Standards & Competencies required (Management Knowledge/Skills/Attributes), Selection & Promotion Criteria, Psychometric Assessment Model & Tools, Leadership & Management Skills program, Behavior & Performance Assessments

Designed, Developed and Implemented a Foundations of Management Programme (300+ Management Participants qualified to date) aimed at preparing our first 2 levels of Management for their Management Work. This programme is unique in that we built in our internal processes and systems as part of its design and then mapped it back to relevant AQF Elements of Competence / Qualifications and leads to a national Cert IV Frontline Management & Management Diploma Qualification.

Developed an Australian Cultural Awareness Program for all foreign nationals

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