THE AUSIMM
PRESIDENTIAL ADDRESS FOR 2004
TO THE
ILLAWARRA BRANCH – WEDNESDAY 11TH AUGUST
“AUSTRALIA: GLOBAL OR BUST”
Dr. Ian Gould
President 2004
GLOBAL CHALLENGES
•Internationalisaton
•Corporate Consolidation
•Sustainability
•Attraction and Retention
GIVEN THESE DOES AUSTRALIA WANT TO
RETAIN ITS COMPETITIVE ADVANTAGE IN THE
RESOURCES INDUSTRIES?
WHAT IS THE IMPACT ON AUSIMM?
MEETING THE CHALLENGES
THE THREE “R’s” FOR AUSIMM SUCCESS
•Relevance
•Reputation
•Representation
CAPITALISE ON DIVERSITY – AVOID DIVISION
THE 2004 AUSIMM REMUNERATION AND
MEMBERSHIP SURVEY
HIGHEST
•Representation (67% Very Important)
•AusIMM Bulletin (62% Often Used)
•Contact most often Local Branch (67%)
•AusIMM Codes (96% Important or Very Important)
•Technical Events (68% Very Important)
•Prof. Indemnity Ins (57% Most Important)
THE 2004 AUSIMM REMUNERATION AND
MEMBERSHIP SURVEY
•49% Globalisation Impacted. 69% AusIMM should
do more
•Working in Remote Areas and Lack of Knowledge
of Industry Major Reasons for Inability to Attract
(96% Significant)
•Working in Remote Areas, Lifestyle and Prof.
Fatigue Highest for Turnover
•83% President’s Representational Role
•72% Branch Structure Meets Needs
CONGRESS 2004 – AUGUST TOWNSVILLE
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Board Meeting (Codes, Finance)
Congress (54 participants +)
Awards Presentation – 2003 Awards
Election of President 2005 – Dr Ian Gould
Election of Directors 2005-7
Congress 2005 – Hunter Valley
Start of Strategy Update - Watershed
OUTPUTS (1)
• Positive reinforcement current strategy and
priorities are right
• Name and Logo – no change but new branding
• Promoting Industry as great career option
• Increasing size of Bucket (VET/PARA)
• Performance based Branch Funding
• Better ways to communicate
• OH&S recognition/Clarify CP
• Better induction processes/Professionalism
• Congress format greatly improved
OUTPUTS (2)
Strategic Priorities:
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Branch roles and structures
Influencing and catalysing
Corporate and University support
Attraction and Retention initiatives
Promoting and understanding
professionalism
Open and efficient Organisation
REALITY CHECK
1.
2.
3.
•
•
•
Valid
If we achieve these priorities, will it really matter?
Actionable
Can we realistically aspire to achieve these
outcomes?
Not Replications
Is someone else doing the job already?
YOUR BOARD BELIEVES WE ARE:
IN THE RIGHT GAME
WE CAN WIN
THERE IS NOT ALREADY A GOOD TEAM
IN THE COMPETITION
ARE WE CONFIGURED TO SUCCEED?
• Requires actual and Perceived Unity and
Collaboration
• We already have significant Internal and External
Factionalisation
• Diversity within The Institute traditionally mainly
accommodated by :• Geography (Branches)
• Disciplines (Geos, Mets, Engineers, Societies
etc)
• Is this the most appropriate way to organize ourselves
in an ever-changing world?
WHAT ARE THE NEW TIES THAT BIND IN
THE 21ST CENTURY?
• Step changes in Globalisation, Communication and
Knowledge
• Common Threats and Opportunities best define Interest
Group.
• Types of Employment; eg. Self, Corporate,
Consultant
• Field of Employment; eg. Industry, Academic,
Government
• Expertise/Experience; eg. Planning, Exploration,
Operation
• Personal Interest or Hobby
• International Focus
Ties That Bind
• Shared External Challenges (and Triumphs) eg:
• Rehabilitation
• Water availability
• Land access
• Taxation Regimes
• Commodity and Operational Issues
• Safety eg. Coal CF Metals
• Environment eg. Gold/Cyanide Use
• Technologies eg. Open Cut CF Underground
• Social and Community
BUT NOT NECESSARILY TECHNICAL
DISCIPLINES OR WHERE WE LIVE
ORGANISING FOR OUR DIVERSITIES –
DO WE KNOW ENOUGH?
• Need to Know More about our Members
• More Sophisticated Interrogation/Research
• Identification of “Natural” Categories and Spread
ALREADY WE KNOW THERE ARE STRONG
DIVERSITIES BETWEEN BRANCHES,
THEIR INTERESTS AND SKILL BASES
CONSULTANTS AND CORPORATES – SOME ANOMALIES
• Almost half AusIMM membership considers themselves as
“Consultants” or “Contractors”
• Whether practicing or not
• Excluding Students, Graduates, etc.
• MICA’s approximately 200 members mainly in Sydney, Perth and
Southern Queensland
• AusIMM membership skewed away from “Directly Employed
Professionals”
• Membership bucket issues
• Growth of Consultants and Contractors
MORE CORPORATE STAFF AND LEADERS
SHOULD BE ENCOURAGED TO JOIN
ILLAWARRA BRANCH STRENGTHS
Strengths:
• 37.5% over 55 whilst 23% are under 35
• >21% are Students & Graduates
• 48% show Mining as their Preferred Interest
Discip
• High number of Corporate Members (72.2%) but
low numbers of CP’s (8%); also only 3 MICA
members;
• However 38 Consultants (33%)
• 15% of Branch fall in Retired, Concessional,
Honorary or waived category
ILLAWARRA BRANCH INTERESTS
Interests in :
• Best practice Coal Mining
• Processing of Iron Ore and Steel making
• Tertiary Education and thus Students and new
Professionals
• Technical Publications (Monograph 12 and Int.
Transactions)
• Interest in Heritage
WHAT ISSUES WITHIN THE UNIFIED INSTITUTE
PRIORITIES CAN ILLAWARA BRANCH CHAMPION?
WHAT DO YOU THINK?
ILLAWARRA BRANCH MEMBER PROFILE
% AusIMM
Grad
e
Company
Number
Population
0
0
Associates
7
6.25%
Fellows
20
17.8%
Students
14
12.5%
Graduates
10
8.1%
Members
61
54.4%
11% Concessional and Retired !
ILLAWARRA BRANCH CP’s & PREFERRED
INTEREST GROUP
Preferred Interest
Group
Total
Geoscience
18
Mining Engineering
54
Metallurgy
17
Enviro
3
Management
5
Unknown
15
Totals
112
MICA Members
3