Easter is one of the most high risk times for fatigue accidents and for a high number of people driving under the influence.Do you plan on a taking a road trip this Easter Long Weekend? Maybe a break up the coast for some waves or a fish, heading bush to camp out, or a pilgrimage to see friends or family. We have identified your biggest hazards and offer some WorkPac tips to stay safe over on the roads this long weekend.The biggest hazards of driving on rural roads are generally higher travel speeds, longer travelling distances, higher single vehicles crashes (such as run offs) so:Be aware of fatigue. If you choose to drive in the early hours of the morning when your body is programmed to sleep, you should be aware of the signs of fatigue: bloodshot eyes, frequent blinking, and yawning. Once fatigue has set in the only cure is sleep;Plan ahead with a route you are going to take and the locations you will stop for a rest;Lower quality road conditions such as unsealed roads, and less forgiving environments of trees, embankments and drop offs can be a real hazard. Stay within speed limits;Travelling and expect to be only car on the road for some time, ensure you stay alert for cattle and other wildlife. Delays in retrieval and accessing medical treatment increase the severity of rural crash outcomes. Always carry water;If towing check your boat trailers and caravans. Ensure all the plugs and attachments including chains are secure. Don’t overload your vehicle;REMEMBERDRIVE DEFENSIVELY WITH A FOCUS ON SAFETY AND RESPECT FOR ALL ROAD USERS.Let’s all Target ZERO on the roads this Easter and not be touched by road trauma.Share these suggestions with your family, and from WorkPac we wish you and your loved ones a safe and happy Easter!
At the 2019 Recruitment International Awards on the 10th of April, we were the proud winners of the award for ‘Best Large Recruitment Company to Work For’ in a room of over 400 industry peers.Managing Director, Mr Praanesh Prasad said the win was due to several factors including our organisations positive culture around advancing and rewarding employees at all levels of the business.“One of our core values is ‘valuing people’, this means building long term relationships both within our organisation and externally, with relationships based on performance, transparency integrity and trust.”“Each year we recognise and celebrate standout examples of the passion and pride shown by our teams at our annual Dudley Awards.”“This isn’t just about rewarding people for reaching business goals, it’s also about recognising those who take that extra step to give back to their communities, strive towards the best safe work practices, as well as our leaders in innovation and service.”“Another part of our submission centred on career progression and our focus on developing and promoting staff internally.”“Our General Manager for Industrial, Tasha Stratford is just one of the many examples we used to illustrate our proven career progression for staff who often start as recruitment coordinators.”Prasad says this career progression is not just due to opportunities provided, but the ongoing training and support our employees receive.“We want each of our employees to excel in their role and ongoing training gives every individual the best chance to do that.”Prasad also congratulated the other nominees and award winners.If you'd like to know what makes WorkPac an employer of choice and why you should choose WorkPac for your next career move, contact our Talent Support team via TalentSupportTeam@Workpac.com or check out our vacancies here https://www.workpacgroup.com/current-vacancies
What is a RAP?The Reconciliation Action Plan (RAP) program is a framework for organisations to realise their vision for reconciliation, supporting the national reconciliation movement. RAP’s are practical plans of action built on relationships, respect and opportunities, creating social change and economic opportunities for Aboriginal and Torres Strait Islander Australians.There are four types of RAP that an organisation can develop: Reflect, Innovate, Stretch, Elevate. Each type of RAP is designed to suit an organisation at different stages of their reconciliation.Reflect – Scoping reconciliation A Reflect RAP allows organisations to spend time scoping and developing relationships with Aboriginal and Torres Strait Islander stakeholders, deciding on their vision for reconciliation and exploring areas of influence, before committing to specific actions or initiatives.Innovate – Implementing reconciliationAn Innovate RAP outlines actions that work towards achieving an organisation’s unique vision for reconciliation. Commitments within this RAP allow organisations to be aspirational and innovative, helping them to gain a deeper understanding of its area of influence, and establish the best approach to advance reconciliation Stretch – Embedding reconciliationA Stretch RAP is focused on implementing longer-term strategies and working towards defined measurable targets and goals. Organisations are required to embed reconciliation initiatives into business strategies to become ‘business as usual’.Elevate – Leadership in reconciliationElevate RAP organisations have a strong strategic relationship with Reconciliation Australia and actively champion initiatives to empower Aboriginal and Torres Strait Islander peoples and create societal change. Organisations are required to have greater transparency and accountability through independent assessment of their activities. Why do organisations develop them?Reconciliation Plans make a difference. Throughout Australia the RAP framework is enabling workplaces, educational institutions, government and community organisations to contribute to reconciliation by fostering and embedding respect, building and encouraging relationships and developing opportunities or services to improve socio-economic outcomes for Aboriginal and Torres Strait Islander peoples and communities. By developing a RAP organisations can;Drive reconciliation through practical actionsFormalise organisations good intentions by committing to reconciliationEnable staff to develop greater cultural awareness strengthening relationships with Aboriginal and Torres Strait islandersBuild a more dynamic and diverse workforceGain access to new markets and better engagement with existing marketsEnsure more effective and relevant service delivery to Aboriginal and Torres Strait Islander peoples and communities.Join a dynamic, supportive and fast growing network of organisations committed to reconciliation WorkPac Group Reconciliation Action PlanMarch 2019 will see the launch of our second Reconciliation Action Plan. In the last two years The successes we have seen throughout our RAP journey have been very rewarding. Sharing these successes with our local communities and within our organisation, allows us to build our team’s knowledge, skills, and cultural understanding and foster both respect and opportunity.At WorkPac Group we are in a unique position to reach communities all over Australia, and are committed to ensuring that all members of the communities in which we operate are given the opportunity to participate in employment and further develop and acquire new skills. Our reconciliation action plan outcomes are underpinned by producing greater employment and training outcomes as well as being more involved with community engagement events and activities.We will now strive to reach a new level of engagement with Aboriginal and Torres Strait Islander people and communities. Our interaction and involvement from multiple parties including local Traditional Owners, Indigenous Ambassadors and Aboriginal Health services will continue to improve.The development of our RAP is through great collaboration across all our teams and the understanding and respect for each other stands out as the main drivers in achieving employment and training outcomes. We look forward to further solidifying our relationships with all our stakeholders and we are thankful for the assistance and support provided by all our staff across Australia in ensuring our commitments made are delivered in full.Our RAP now forms part of the fabric of our entire organisation, it is a key part of our culture and we endeavor to continuously improve on how we can make a meaningful contribution in the communities we operate in. For an update on what we achieved during our 2017/2019 RAP click here
Works sites are busy, hectic places. Employees are constantly moving around undertaking their various roles and tasks. The use of Danger Tags and Out of Service Tags helps to ensure the safety of all the employees on site at any given time. So, what do these tags mean for you?Danger TagsA danger tag is designed for your personal protection.Many of our employees roles involve the operation of heavy machinery and other types of dangerous equipment and because of this, danger tags are needed whenever there would be a possible risk.Danger tags must be attached to the main isolating switch, valve, or similar of equipment whenever there would be danger posed to someone if that switch was turned on.If during your course of duties, you come across a danger tag that prevents you from carrying out your duties, please stop work immediately and report your findings to your supervisor.You must not under any circumstances remove the danger tag, tamper with the danger tag or attempt to operate the machine that the danger tag relates to.Your supervisor will be responsible for conducting any on-site removal policies of the danger tag if deemed necessary.Out of Service TagsThe Out of Service tags indicate a piece of machinery that is not to be used until the nominated component has been repaired. Out of service tags do not replace or mean the same as danger tags.When to Place an Out of Service TagIf you come across equipment, machinery, power tools, etc that are faulty; orIf an item is inoperable or unsafe or if it’s continued use would cause further damage or create a hazard.Always apply the tag in a prominent place for all other personnel to clearly see. For example, a tag at the bottom of a ladder is not easily seen by someone who may proceed to climb that ladder.Removal of an Out of Service TagOnly the following personnel can remove this tag from a piece of equipment:The person who completes the repairs or component replacement; orThe supervisor upon satisfaction that the equipment is now safe and operational. This is general information only, please consult with your site supervisor for site specific safety procedures.WorkPac is focused on Zero Harm, the safety of our people is our absolute priority. To report an injury please call us on 1300 967 572
The awards are being run by Women in Mining and Resources Queensland (WIMARQ) and the Queensland Resources Council (QRC) in celebration of International Women’s Day.WorkPac are proud to be attending the WIMARQ/QRC Resources Awards for Women as finalists for the Excellence in Diversity Programs & Performance award.The Women in Resources Awards seeks to recognise the individuals and organisations who are helping break barriers towards gender equality in the sector.Julian Genn, national manager for WorkPac’s Indigenous division JobTrail, said the nomination is the result of one of our more recent initiatives with a client.“The mining industry has been historically male dominated, with women only accounting for 15.7% of the workforce in Australia”“Alongside our internal goals as a business to rise above that average and deliver pathways for women to enter male dominated fields, we’ve also been fortunate enough to work with clients who are equally committed to fixing the gender disparity in the sector”“We are proud to be working with our clients to help them reach their gender equality goals”“To help them reach their goal we coordinated an all-female intake of twenty new to industry haul truck operators”“The JobTrail team were closely involved in the recruitment process, as all the candidates put forward were Indigenous”Mr. Genn, WorkPac, and the JobTrail team, are looking forward to attending the awards and meeting with the other nominees today.“Regardless of the outcome, being named as finalists is a positive indication that we are heading in the right direction towards our aim of creating a more fair and inclusive future”.“There are a lot of outstanding individuals and companies up for awards this year, in our category we are up against another client so I’m really looking forward to attending the breakfast and meeting the people leading change within our industry”The Resources Awards for Women are behind held on the 8th of March. For more information on the awards, head here.
Did you know that currently only 16.7% of those working in mining across Australia are female?We know that’s a number that can and must be improved, which is why we’ve taken part in many initiatives with both our clients and independently to play our part in changing the industry, with our percentage of female employees in mining sitting above the national average at 21%.Mining has always had a pretty blokey image, however, the industry is starting to change. Each year the opportunities for women to build careers in the industry are increasing. One such woman is Kym, one of our employees out on site at Clermont Coal, who is not only a hard-working operator but a devoted mother. Kym’s site manager Samantha caught up with her to talk about working in the mines, and the key to balancing the job with parenthood.What is your background?After leaving school I spent a couple of years as an apprentice carpenter before moving into some sales positions. For the last 5 years I’ve focused on being a mum and being active in our local community with the local fire service and the SES.How do you balance being a mum and working on a mine site?The key is to focus on a plan and get organised. I have to meal prep a week in advance and be ready with school lunches. Letting go of the Mum guilt is the hardest, but I keep telling my girls and myself that my role in mining is benefiting our family and helps us afford the lifestyle we live and the holidays we take. With that, I’ve accepted that there will be good days and there will be bad days. We are very fortunate to have wonderful childcare- my mum looks after our children while we are on shift, so we know that they are in very capable hands. When I’m on night shift I will try to video call the girls before bed if my crib breaks line up. My mum is great for sending through photos and little updates during the day of what their up to as well! Then on days off we try to plan something special as a family to make up for the time away from them.How did you get your start in mining?I am lucky enough to live local and know quite a few people at Clermont coal. A very good friends husband handed my resume into the haulage superintendent at a time they were hiring greenies (new to industry). Within days I was lucky enough to get a call from WorkPac.What do you think are (if any) the main barriers are for women in mining, and how do you think they overcome the setbacks?I don’t believe there are any setbacks for women in mining. There are plenty of women on our site, from haulage, workshop, field maintenance and administration. Working your way to the top will not be an easy or a quick task, but that does not mean it cannot be done. So long as you focus on working hard and presenting yourself in a positive light to other people, you will have a good shot at successfully achieving everything that you want to in the mining world.What do you enjoy about work and why did you choose mining?I love coming to work each day, there hasn’t been a shift I haven’t wanted to be here. I get to be more than just mum. I get to drive 200 tonne dump trucks and get paid for it! Clermont isn’t really a huge place and jobs are very far between. My husband works at Clermont Coal, so does his brother, my sister and her husband, so I guess it’s the family tradition now.What is your 5-year goal?Our five-year goal is to still be here in Clermont and chipping away at those financial goals we set before moving here. I would love to be multi skilled on equipment by then and be part of the Emergency Response Team. One day I aspire to be a leader in our industry, showing women that anyone can do and be whatever they want.
A confidential counselling service can help us to deal with issues we are experiencing and get us back to leading a happy and productive life at home and work, but what you may not know is that many employers have this service available and it is free to access.At WorkPac our Employee Assistance Program (EAP) is provided through Gryphon Psychology.So, what is an EAP?An EAP provides free, professional and confidential counselling services to assist you, your partner and any dependent children through both personal and work related problems, including:work pressure issuesemotional stress, anxiety, conflict, tension, and depressionchild and family issuesseparation, divorce, or relationship difficultieshealth and lifestyle issues (including drugs, alcohol and gambling)financial and legal referral.personal traumagrief and bereavementIs it confidential?YES. Confidentiality is of the highest importance under the EAP program. Absolutely no information can or will be passed to us or any other person without your written consent. The only time information could be passed on without your consent is when the failure to disclose this information may place yourself or others at risk.Who can use this service and what does it cost?The EAP is a free service available for all WorkPac Group employees, partners and dependent children.What can I expect?A counselling session will normally last for around one hour. Under your EAP you will have a limited number of sessions available to you. Your psychologist will advise you more on this in your first session. If further assistance is required your Gryphon Psychology will approach us for approval. Alternatively, a referral may be made to a more specialised or long term assistance program.How do I access the service?To make an appointment call the 24/7 number 1800 056 076, and an appointment will be made with one of the Gryphon Psychology’s professionals in your area. If you are unable to attend your appointment please provide 24 hours notice, failure to do this may mean one of your sessions will be deducted from your allocated amount.
Stay safe this cyclone season by making sure you’re well prepared and understand the processes to follow if a cyclone hits your area. Keep reading for WorkPac’s full guide to cyclone season 2018/19.Where can I get information?The main sources of cyclone information are radio and television stations. During a cyclone threat, some stations keep local staff on duty 24 hours a day to broadcast cyclone information. Because of the high chance of the power supply being disrupted, it is important to have a battery-operated radio to listen for cyclone advices.The Bureau of Meteorology provides the latest watches, warnings and supporting information on this website and through its telephone service.Bureau of MeteorologyAutomated Telephone Messages: Cyclone Advices (Watch/Warning):QLD: 1300 659 212NT: 1300 659 211WA: 1300 659 210Emergency services agenciesEmergency Management Australia: Emergency Response AssistanceWestern Australia: Department of Fire & Emergency Services (DFES) Cyclone action advicePhone: 132 500 (see local phone directory for regional offices)Northern Territory: Northern Territory Emergency Services ( NTES) Cyclone action advicePhone: 131 444Queensland: Emergency Management Queensland (EMQ) Phone: 132 500 (see local phone directory for regional offices)NSW: State Emergency Service (SES)
When it comes to a job interview, the first impression you make is crucial.In research conducted by Classes and Careers involving over 2,000 hiring managers, 33% said they know if they’ll hire someone within the first 90 seconds of an interview. One simple way to make a positive impression from the get-go is wearing the right outfit, so keep reading for our dos and don’ts of interview wear!Do: tailor your outfit for the company/roleThe way you dress for the interview will depend on both the type of role you’re going for and the company you’re interviewing with.If you’re going for a professional role in an office environment, stick to business wear. However, if it’s for a role in a work environment with a less formal dress code, such as hospitality, retail, or trades, business casual will be suitable. Business casual is more flexible, but there’s a few basic rules you should follow: nice pants or a skirt, a nice practical shirt, and smart shoes.Do: wear appropriate footwearNo matter the role you’re interviewing for, leave the thongs and sneakers at home! For men, dress shoes or a smart pair of boots are the way to go. For women, a nice pair of shoes like loafers, heels or ballet flats are usually your best bet.Do: prepare beforehandYou should never leave it until the day of the interview to decide what you’re going to wear. Take the time a few days before (in case an item you want to wear needs a wash) to pick out an outfit.Don't: forget to iron!It’s one thing to have an outfit prepared for your interview, but always make sure you take that extra step and iron the night before if needed. If you’re rushing out the door on the day of the interview you may not get the time to do it, and crinkled clothing will make you look unprofessional.Don't: underdressIf you’re really not sure what to wear, remember that it’s always better to be overdressed than underdressed! As a general rule, clothing such as singlets and shorts are too casual and won’t be considered appropriate interview wearDon't: forget basic grooming beforehandWhile wearing the right outfit is important in making a great first impression, also be sure that you’ve done any necessary grooming beforehand. Make sure that your hair looks neat and tidy and wear some perfume or cologne (just be sure not to use too much)!For more tips, check out our infographic which cover 34 crucial tips for your next job interview.
Two years on from the original launch of our RAP and we have been able to achieve our initial goals, targeting relationships, respect, opportunities, and tracking and progress. Through numerous trainee programs that we have run across Australia with several major companies, we have been able to increase our Indigenous workforce by 265%WorkPac and JobTrail proudly launched our first Reconciliation Action Plan (RAP) in 2017, following an extensive consultation between members of our executive team and Traditional Owners and Indigenous leaders, including Albert Bowie and the Bowie family.We built our RAP around a vision to help create and advance strong, inclusive communities involving all Australians through active promotion of the benefits of increasing Indigenous employment and training participation, heightening cultural awareness and building mutually respectful relationships between Aboriginal and Torres Strait Islander peoples and other Australians.VIEW OUR 2017-2019 RECONCILIATION ACTION PLAN HERE >>> With so many of WorkPac’s 40+ business centres based in regional and remote Australia, we feel we have a greater responsibility when it comes to providing employment, education and training opportunities for Indigenous Australians in the communities we operate in.Two years on from the original launch of our RAP and we have been able to achieve our initial goals, targeting relationships, respect, opportunities, and tracking and progress. JobTrail and the WorkPac Group have been able to build strong relationships with Traditional Owner groups across Australia, which has both helped us in providing employment opportunities to Indigenous Australians and in building support systems for those employees.“WHEN THE TRADITIONAL OWNERS TALK ABOUT JOBS, THEY TALK ABOUT JOBTRAIL. THAT’S WHO WE WANT TO WORK WITH!”– GRAHAM SAUNEY (UNCLE COOKIE)TRADITIONAL OWNER WIDI & BARADA BARNA –Through numerous trainee programs that we have run across Australia with several major companies, we have been able to increase our Indigenous workforce by 265%. We have also engaged consistently with WorkPac employees over the past two years sharing our joint commitment on our reconciliation journey, providing tools such as cultural awareness training to build further education and understanding across the business.“KOINMERBURRA ABORIGINAL CORPORATION WOULD LIKE TO CONGRATULATE JOBTRAIL, SAMUEL, MIDDLEMOUNT SOUTH AND THE PARTICIPANTS ON THE SUCCESS OF YOUR PROGRAM AND CREATING OPPORTUNITIES FOR OUR PEOPLES AND COMMUNITIES. WE WISH YOU ALL WELL IN YOUR FUTURE ENDEAVOURS AND FUTURE PROGRAMS.”– DIRECTORS OF KOINMERBURRA ABORIGINAL CORPORATION –Since launching the RAP, we have also been finalists in a number of Reconciliation and Diversity Awards. In 2017 we were highly commended at the Queensland Reconciliation Awards, and in 2018 we were runners up for the ‘Best Company Indigenous Employment and Training Initiative Award’ at the Queensland Resources Council Indigenous Awards, and finalists for the ‘Excellence in Diversity Programs & Performance’ at the 2019 Resources Awards for Women.… “[THIS PROGRAM PROVIDES] MENTORSHIP, SKILLS AND EXPERIENCE THAT THE STUDENTS WILL TAKE AWAY WITH THEMFOR LIFELONG LEARNING. IT ALSO PROVIDES BHP WITH FANTASTIC EMPLOYEES FOR THE FUTURE.”– BARBARA SHEEHYBHP SPECIALIST INDIGENOUS EMPLOYMENT -We are proud of what has been achieved so far, but there is still a long way to go. We look forward to continuing our involvement in events such as NAIDOC Week and Reconciliation Week, as well as launching our next RAP in early 2019 and continuing this journey.To learn more about how we can partner with you to help increase the diversity and inclusion in your workforce talk to us today.Call: 1800 255 472Email: firstname.lastname@example.orgFacebook: https://www.facebook.com/JobTrailATSIAlso, check out our related post on https://www.workpac.com/blog/diversity-in-the-workforce/