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Effective EoR Succession Planning Recommendations for Implementation of GISTM

Tailings and Mine Waste Conference (2023 : Vancouver, B.C.); University of British Columbia. Norman B. Keevil Institute of Mining Engineering

The Global Industry Standard for Tailings Management (GISTM or the Standard) was a call-to-action for tailings storage facility (TSF) operations on a global scale. This compliance standard has paved the way for change in tailings management practices and established the need for sourcing competent individuals to fulfill the roles outlined, including the engineer of record (EoR). Transferring a facility’s design, construction, and operation knowledge from the current EoR to the prospective EoR can be complex, but it is essential for sustainability and consistency in safe TSF operation. Requirement 9.5 of the GISTM addresses change management regarding the EoR position. With a global shortage of suitable and qualified professionals, dedicated development planning for EoRs and implementation of long-term succession planning provide a practical pathway through EoR transitions. Effective succession planning can facilitate early identification of high potential successors, encourage periodic review of key roles and positions, and provide actionable career development frameworks. Structured communication of the succession plan to the relevant parties supports a transparent and organized transition. Key supporting positions that may be identified in an EoR succession plan include the Deputy EoR, for long-term planning and development of engineers through mentoring and project-specific experience, and the Alternative EoR concept, which may be beneficial for short-term or critical transition periods. A survey was administered to consultant engineers to gather data on EoR transitions. One survey finding indicated that approximately 30% of respondents do not want to pursue the role of EoR during their career. Succession planning may encourage developing engineers to fill the EoR role through thoughtful mentorship, written and oral communication practice, and real-world experience to gain the confidence needed to assume the position. Recommendations for developing an EoR succession plan are provided based on qualitative and quantitative findings from survey results and succession planning literature review.

Text

2023-12-08

Attribution-NonCommercialNoDerivatives 4.0 International

http://hdl.handle.net/2429/86839

Unreviewed

http://creativecommons.org/licenses/by-nc-nd/4.0/