2007 Sustainable Development Report

• TABLE OF CONTENTS
  • About Resolution Copper
  • Sustainable Development: An Explanation
  • Stakeholder Assurance Review
  • Message from the President | The Land Exchange
  • 2007 Achievements and Challenges
    • Achievements
    • Challenges
  • Resolution Project Profile
    • The Resolution Project
    • Project Status
    • How We Operate
    • Resolution Project Development Steps | Pre-feasibility Study Update
  • Business Profile
    • Sustainable Business Development
    • Project Planning
    • Employee Training
    • Health, Safety and Environment (HSE) Systems
    • Support of SD Policies and Regulatory Compliance
    • Government Affairs
  • Sustainable Development Performance/Targets
    • 2007 Sustainable Development Scorecard
    • Resolution Copper: 2008 Sustainable Development Targets
  • Social Well-Being
    • Safety First
    • Saftey Programs
    • Workforce Profile
    • 2007 Workforce Demographics
    • Employee Survey
    • Community Data
    • Social Well-Being
    • Consulting with Stakeholders
    • Attitudes Toward the Mine: 2007 Copper Triangle Stakeholders Survey/Result Highlights
    • Environment Is Top Concern of Those Surveyed
    • Other Concerns and Complaints
    • Philanthropy and Community Investment
    • Community Engagement
    • Engaging with RCM Stakeholders - 2007
  • Economic Development
    • 2007 Highlights
    • Hiring Locally
    • Corporate Philanthropy
  • Environmental Stewardship
    • Care and Concern
    • Mining Approach
    • Graphic Overview of Block Caving
    • ISO 14001:2004 Certification Achieved
    • Rehabilitation Process
    • 2007 Environmental Incidents
    • Tailings Management
    • Water Management
    • MARRCO Railroad Endures
    • Environmental Impact Study
    • Environmental Partnerships/Environmental Highlights
    • Land Exchange of Critical Importance
  • Reader's Survey

Social Well-Being | Chapter Contents

Employee Survey

We surveyed employees once again in 2007 to determine how we were doing in providing them the information and knowledge they needed to do the best job possible. Results were then compared against 2006 employee survey data.

Our goal was to maintain an employee survey satisfaction rating of 95 percent year-to-year. We fell slightly short of this goal, with 90 percent of employees indicating overall satisfaction working for Resolution Copper Mining in 2007 versus 95 percent in 2006.

Results revealed that many employees were experiencing stress related to the outcome of the land exchange and felt the company needed to do a better job of keeping them informed. On the plus side, more employees were satisfied they were getting enough information to do their jobs and receiving the right kind of information in a timely fashion (77 versus 73 percent in 2006). The relationship between supervisors and employees had also improved since 2006 (94 versus 87 percent).

Results from the 2007 survey were made available to all employees, and in response to survey feedback, we stepped up our efforts to communicate with our workforce. Throughout the year, Resolution Copper employees were regularly updated on the status of our legislation in Congress through companywide e-mails. Supervisors provided face-to-face updates and answered employee questions on the progress of the Resolution Project and the factors that influence our ability to advance. Regular employee forums hosted by past president John Rickus provided another opportunity for employees to receive needed information and gain answers to questions.

We also communicated with employees through the Resolution RoundUp internal newsletter, distributed via e-mail several times each year. (The newsletter is also available to those outside of our company via our website.) Finally, an internal Web portal available only to Resolution Copper Mining employees provided a wide range of regularly updated information, including a current “state of the business” message from RCM’s president.

All of these communication methods will be continued in 2008, and we will seek new avenues to inform and respond to employees’ questions, suggestions and concerns. We will also repeat the annual employee survey as an important tool in gauging the effectiveness of our communication outreach and the morale of our employees.

View the pdf version here.