In order to implement these recommendations, an interstate tri-partite committee was established to examine and report on the statutory certification process and the competencies required of people seeking to obtain these certificates. Known as task group 3, this committee undertook a wide-ranging review and in 1996 published its report, which identified and detailed the recommended core competencies for the statutory positions of manager, undermanager and deputy. These core competencies have now been developed into 11 national competency standards that have been included into the endorsed components of the MNC.98 national coal training package.
Most importantly, at a joint meeting of the Queensland board of examiners and the New South Wales coal mining qualifications board held in March 1997, both boards accepted the task group 3 report in its entirety.
Having set the standards, attention turned to the development of the training resource materials and delivery strategies necessary to meet these new requirements. This work has been substantially completed, with the TAFE institutes in both Queensland and NSW now offering certificate IV and diploma qualifications in coal operational management designed to meet the requirements for deputies and undermanagers. The University of Queensland, in co-operation with the University of NSW, is currently seeking enrolments in its graduate diploma in mineral resources (coal operational management). The diploma will meet the requirements for mine managers, while the ventilation modules of this same course also satisfy the requirements of the ventilation officer national competency standard MNC.U109.A.
With these programs in place, it is time to focus on another of Mining Warden Windridge’s recommendations. That is: “… that certificates not be granted for life and that a system needs to be developed and put into effect as soon as practicable that requires certificate holders to demonstrate their fitness to retain the certificate of competency on a regular basis, at intervals of not less than three and not more than five years.
The process should aim to ensure that certificate holders maintain a sound knowledge base on, and keep abreast of, technical developments in coal mining and most particularly those relevant to coal mine safety.
The maintenance and currency of competencies for statutory certificate holders has been subject to much discussion and uncertainty. To progress the matter, the Queensland Coal Mining Safety & Health Advisory Council, in consultation with the NSW Department of Mineral Resources, is seeking stakeholder input. To provide a basis for discussion and submission, it would appear appropriate to deal with the complexities the issue raises by category as follows:
* Persons seeking statutory certification for the first time -- As discussed previously, new courses are currently available in both Queensland and NSW that meet the minimum technical competencies required of people seeking to obtain the statutory certificates for deputy, undermanager and manager.
Issues: The NSW coal mine qualification board will continue to offer what are known as part A examinations for candidates who do not hold any formal technical qualification as a path to certification. The Queensland board of examiners will only accept candidates for certification who have gained the required technical competencies from a recognised educational/training institution.
* Current certificate holders working directly within the industry -- Current holders of statutory certificates who are working as deputies, undermanagers and managers have expressed concerns about whether they will be required to obtain new formal qualifications in order to maintain their statutory certificates.
Issues: Current legislative obligations and the principles of duty of care lay the onus for the maintenance of a person’s competency with the employer, not with the statutory authority. The facility for statutory certificates to be withdrawn appears limited to cases of demonstrated incompetence, misconduct and/or negligence rather than the continual demonstration of competence. There may be little need for holders to maintain competence in all 11 competencies if they are not applicable to the individual’s work environment (eg, not all mines are subject to outbursts and/or require methane drainage). Should there be a set of “core” technical competencies that all holders are required to maintain (eg, risk assessment and/or strata control and/or ventilation)? It would appear contrary to the concept of natural justice for currently operating statutory position holders to be reclassified as “not competent” simply on the basis that they do not hold a newly introduced qualification.
* Current certificate holders working indirectly within the industry -- Perhaps the largest group of people affected by this issue are those who hold statutory certificates but who are not working directly in operational roles such as deputies, undermanagers or managers. These people may include inspectors, safety and health representatives, consultants, contractors and general managers.
Issues: The people within these groups may not have the facility to constantly update and practice their operational skills. They may, however, have specialised in certain competencies to the levels of “best practice”. They may have broader opportunity to become familiar with “best practice” across the industry as opposed to a site-specific skill. Some people may indeed be regarded as “industry experts” yet not hold a specific competency qualification. They may not have legal obligations to maintain the same competencies as an operational certificate holder. If people move from non-operational (eg, tech-services) back to an operational role (eg, undermanager) how, and to whom, must they demonstrate current competence?
* Current certificate holders not working within the industry -- The 3-5-year time period mentioned by Mining Warden Windridge appears to give scope to the timeframes a person may reasonably be expected to hold current their competency if they no longer work within the industry.
Issues: Should a person’s statutory certificate be automatically cancelled after a certain nominal time period away from the industry? If so, does this 3-5-year period accurately reflect this timeframe? On re-entering the industry, should the person be required to gain all 11 technical competencies and/or re-sit the statutory certificate. Would this process rob the industry of experienced personnel and industry/corporate memory?
In considering these issues, attention must be given to the underlying administration of whatever resolutions are determined. For instance:
* Should it be the role of the statutory authority to administer whatever system is determined, or should it be the role of the industry?
* Does the demonstration of current competency mean formal assessment by a recognised education/training institution?
* Would a log book of seminars, refresher training sessions (with or without formal assessment), conference attendance and the like suffice -- similar perhaps to that used by the institute of engineers. If so, how would the performance criteria be set? Who would administer the system? Under what authority? Who would pay for and employ the people to operate such a system?
