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Training and Development //

Why It Matters

A highly skilled and motivated workforce is fundamental to our business success, emphasizing the importance of finding the right people and investing in their training and development.

Management Approach

We value our people and invest in developing their capabilities. Employees receive ongoing training to do their jobs effectively and safely, and we focus on improving and certifying functional skills. Our Regional Training Coordinator in Mexico oversees training programs for all four operating sites, with a long-term goal of increasing overall skill sets, certification levels and lifelong employability.

Induction program

Every new employee and contractor participates in a three-day induction program in which they are educated on Endeavour’s vision, mission and policies, including our Code of Business Conduct and Ethics; our focus on safety in the workplace; union relationships and representation; and social and environmental responsibility. Similar training is provided to consultants or visitors at sites. An updated set of core values will be introduced in 2019 and implemented into the induction and training process going forward.

Opportunities for development

We offer opportunities for professional and personal development, including funding support for external learning. Our company-wide training program is based on three strategic themes:

  • People: Foster the development of non-technical, ‘soft skills’ such as team building and leadership skills
  • Production: Focus on building technical capacities and mastering operational processes
  • Safety: Focus on building high standards and continuous improvement of our safety culture based on accident prevention, the ability to respond to emergencies and compliance with Mexican laws related to safety

Performance evaluation

As part of the annual performance evaluation process, employees and their direct supervisors work together to review performance results, which affects employee compensation and sets personal objectives for the year ahead. Top management is also involved in the process to ensure that our objectives are “SMART” (specific, measurable, attainable, relevant and time-bound) and people take ownership of their goals and performance. Bonuses for managers are paid based on three aspects: corporate objectives, site objectives and personal objectives.

2018 Performance

  • Delivered 119,611 hours of training, up from 100,664 in 2017. On average, our employees each received 54 hours of training (in our three categories of people, production and safety), exceeding our goal of 50 hours.
  • Provided an average of 34 training hours per contractor, up 32% from 23 hours in 2017.
  • Supported 60 Mexican employees in obtaining skills certifications awarded by the Ministry of Labour. This program recognizes the skills people have mastered through hands-on experience, even if they lack formal education. This was our largest group in the past four years, and most of the employees were from Guanaceví where the program was introduced in 2018.
  • Received “Merit in Mining Education in Mexico” award for our training efforts – refer to case study.

ES-2017-Report-Graphs_16

Guanacevi Award

Employees in Guanaceví earned external recognition for their expertise through a government skills-certification program.

2019 Priorities

  • Provide an average of 50 hours of training per year per employee, particularly focused on supervisor program and leadership skills

Training and Development