In 2011, we launched the Medico de Cabecera programme, with the aim of taking health services to rural communities; initially to those located close to our Pallancata and Ares mines. Through the scheme, we provide direct healthcare services, as appropriate and general health advice and in addition, we coordinate heath awareness campaigns.
We work in partnership with regional authorities to link these services with the national health network to ensure complete coverage under the national health system, SIS.
In 2014 the Company built upon its success with the programme by extending its reach to other rural communities and increasing the range of services that the medical mobile units are able to offer.
In 2015 we continued to working closely with the local offices of the Peruvian Ministry of Health to provide free access to medical care, workshops for health prevention and health education for those communities close to our operations, which comprise approximately 5,000 people.
The programme's success continued throughout 2016 during which time it continued to receive high levels of demand from all of our operations. During the year over 11,000 medical consultations were carried out and over 200 preventative campaigns run.
In 2012 the Group launched its flagship Digital Chalhuanca project, to provide the community of Chalhuanca with access to new technology to promote education and economic development.
The town of Chalhuanca is located 500km south-east of Lima, in the region of Apurimac, and was selected for the project due to its location in the Group's area of influence and its potential as a hub for surrounding communities.
During 2014, the Company further built upon the success of the project. In its three years of operation, over 500 teachers have been trained at the IT Centre indirectly benefiting over 3,000 students. In addition, 1,200 of Chalhuanca’s citizens and almost 200 state officials have received IT training catering to their specific needs.
In 2015 - the fourth year of the project’s implementation, the Group made significant progress with the purpose-built digital centre established by the Group achieved Cisco Networking Academy status during the year. With the support of staff who have been trained to internationally recognised standards, the Group looks to build upon the technical skills that have already benefited the local community.
In 2016, the project’s fifth year, the Group oversaw the planned transfer of the facility to the Regional and Municipal authorities who will now look to ensure that the project continues to provide invaluable benefits to the local community while also looking to extend its reach.
2016 saw the Company continue with its implementation of the Group’s Safety Management System (designed by the risk management firm DNV GL) at all operating units to support the Group’s proactive approach to safety. All operating units, including the new Inmaculada mine, achieved a Level 7 rating under the International Safety Rating System (‘ISRS’) (6th edition). Work is now being undertaken in advance of the migration to the 7th ediction of the ISRS.
In addition, Hochschild implemented a bespoke suite of behaviour-based safety procedures at the Peruvian operations. These procedures incorporate the use of a 5 step process to observe and register safety checks. Positive reinforcement is a core part of this observation, which is undertaken through weekly awards events at the operating units to acknowledge those who have demonstrated safety excellence in their operational activities.
The people-focused initiatives during 2016 included the following:
Developing our people
In light of the limited budgetary resources, training and development programmes were targeted on key technical areas. In Peru, managers from across the mining units participated in various leadership-based courses.
Managing our talent
The People Review process was undertaken which maps talent within the organisation and identifies key positions and succession plans.
Creating a better place to work & Enhancing the Working Environment
The Group continues to make use of an Organisational Climate Survey which has been widely acknowledged as a key tool to measure levels of satisfaction amongst employees and to identify opportunities for further development. During the year, the Compnay continued using the 2016 Climate Survey results to improve conditions in our mining units and administrative offices. The Group continually reviews its offering of non-financial benefits which currently comprise flexible working hours for Head Office staff over the summer period and the holding of regular social events.
