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People Model Projects
Employee Needs Survey
Feedback
16 July 2014
Kerry Chipp, Senior Lecturer
Jabu Maphalala, Doctoral Student
Phiwokwakhe Dlamini, Industrial Engineer
Kudzai Tsoka , Business analyst
Lebo Nkahle, Project Manager

Background
Background
 Sibanye Gold has made a conscious decision to zoom into the needs of employees: - beyond
wages.
 The company also intends to be one of the best companies to work for in South Africa and in
addition, win the hearts and minds of its employees through:
• Giving employees a “sense of belonging and meaning”
• Embedding a “CARE culture”
• Designing a People Model Strategy
• Identifying and implementing initiatives aimed at winning the hearts and minds of employees,
communities and stakeholders at large.
The Brief
• Conduct a deep-dive semi-structured research process through focus groups to establish what the burning
issues employees had which they would like SibanyeGold to address in line with the company’s objectives

Outline
1. Sessions
2. Participants demographics
3. Guiding questions
4. Over-arching findings
5. Division Findings
1. Cooke
2. Kloof
3. Driefontein
4. Beatrix

Focus Group Sessions
Dates 08:00 – 10:00 11:00 – 13:00 14:00 – 16:00
30 June 2014 CAT 4-8 and B band
Mining and Engineering
Cooke
CAT 4-8 and B band
Cooke
SPARE
01 July 2014 CAT 4-8 and B band
Kloof
CAT 4-8 and B band
Kloof
Women
02 July 2014 Cat 4-8 and B band
Driefontein
Cat 4-8 and B band
Driefontein
C band
Services
C band Engineering D and E band
Beatrix
Cat 4-8 and B band
Beatrix
Women

Participants demographics
Place of origin:
• Mozambique
• Lesotho
• Other parts of South Africa
Place of residence:
• Hostels (Single and family units)
• Company owned housing
• Surrounding townships (own or rented
accommodation – including backyard shacks)

Guiding questions
• Perceptions of their living conditions at place of residence
and how SibanyeGold could improve this;
• Where they preferred to stay while employed at
SibanyeGold;
• Ideal family conditions and how SibanyeGold could assist;
• How SibanyeGold could assist with current and future
financial and welfare issues;
• How could SibanyeGold could assist with family welfare
issues; and
• Perceptions of general working conditions including
leadership and how SibanyeGold could assist.

General findings
• Housing
• Participants requested financial assistance with housing purchase at area of choice
• That SibanyeGold build houses closer to work for employees renting accommodation
• Work accommodation
• Quality of hostel food need improving
• Request for training of people cooking food in the hostels
• Children
• Request with assistance in paying school fees and transport to schools for children
• Savings
• Imali financial education programme applauded
• Requests for some form of assistance in saving including enforced savings
• Training
• Request for on–the-job training and fair access to opportunities
• Discrimination
• Elimination of discrimination, cronism, sexism and racism
• Gender-related issues
• Increase opportunities for women in numbers and advancement
• Communication
• Equal access to information including bursaries
• Feedback on the focus group sessions and urvey

Cooke
Hostels Accommodation
• Security
• Request outer perimeter fencing
• Provision of hostel security patrolmen
• Better cooked food and social and food preparation skills training for kitchen staff
• Request availability of food for those arriving from underground late
• Housing
• Assistance with bond payments
• Provision of credit for those wishing to purchase homes (not bank finance)
• Retirement
• Provision of financial counseilling for retirement preparation
• Systems of credit
• Hostel shops should stop issuing credit through garnishee order system
• Job opportunitites and discrimination
• Fair access to information and opportunities
• Treatment of injured or sick employees
• Better treatment of injured workers by mine clinic staff
• Widows
• Provident fund payments to widows and other disbursements to be expedited
• Corruption
• Abolition of corruption and hogging of opportunites by officials

Kloof
• Housing
• Request for delay of sale housing process
• Requests for clarity on financing, costs and alternative accommodation for those in
company housing
• Opposition to use of financial institutions
• Children
• Requests for building of crèches for young children
• Educational finance for children
• Training and opportunites
• Provision of training and access to post-training opportunities
• Health care
• Upgrading of after house access to medical care including ambulances for those not
medical aid covered
• Abolishing victimisation and threatening of sick employees
• Equipment
• Requests for availability of equipment for job perfornance as provision was not equal
• Women
• Provision of adequate ablution facilities for women underground
• Illegal miners and security concerns
• Concerted effort against illegal mineworkers

Driefontein
• Housing
• Fair access to allocation of company-owned houses
• Ensuring maintenance of company housing
• Health
• Better attitudinal training for nursing and clinic staff
• Corruption
• Assumption of a holistic approach to figthing corruption
• Trade Union
• Curtailing the powers of trade-unions which are seen as corrupt
• Removing union representatives from company specific committees and other
decision-making bodies
• Training and opportunites
• Provision of training and access to post-training opportunities
• Access to bursaries and other opportunities
• Communications
• Ensuring that leadership communications and other infornation reaches employees
in adequate time to facilitate response
• Official powers
• Limiting excessive power of superiors so that they should not block advancement of
mine employees

Beatrix
• Housing
• Provision of company housing
• Assistance with home-ownership
• Request for SibanyeGold to build houses for employees closer to mines
• Health
• Better attitudinal training for nursing and clinic staff
• Provision with medical aid facilities for employees and their families
• Corruption
• Assumption of a holistic approach to figthing corruption
• Education
• Assistance with the education of children and employees
• Training
• Ensuring fair access to training and educational opportunities
• Bursaries
• Ensuring information distribution and employee access to bursaries and other opportunities
• Trade Union
• Curtailing the powers of trade-unions which are seen as corrupt and complicit in the ill-treatment
of mineworkers
• Removing union representatives from company specific committees and other decision-making
bodies
• Replacement
• Ensuring that the right to employment of the wife or child of a deceased mine worker is respected
• Widows
• Provident fund payments to widows and other disbursements to be expedited

“Management should take power away from unions. They
hire their own people and influence decisions on bursaries,
promotions, new postings and do not help employees. They
get something from employer. They know first about new
posts and by the time they are posted, positions are already
filled with their chosen people”.
“If you ask about something, or complain, they tell you that
you are a “makhulu skop” and find excuses to transfer you
somewhere or get you dismissed. Sibanye rules are not
obeyed. They talk about things but do not do them”.

“Development and transfer procedure is difficult and
promotions don’t take place unless there is someone to fill
your position. Sometimes applications sit with the the Masiza
(HR) and obstacles are found why you should not be developed
or transferred.”
“Complement is a big issue. If you are unable to work
underground, you are not given any opportunity to work on
surface. You are told to resign if you are not able to work
underground”.

Include
Develop
Protect
Preserve

Inclusive
Communication,
particularly
information which
demonstrates
CARE such as
bursaries
Family –
understand needs
ito children
schooling and
work
Fairness in
selection and
placement
Eliminate in-
groups – deal with
unions who sell
opportunities

Develop
Provide training
for improved job
opportunities and
performance
Consider
children’s future
both in and out
mines
Future fitting -
Develop skills
which can be
transferred
outside of mining
environment
Financial skills –
assist with saving,
managing debt

Protect
Work life –
rewards for use
rather than
saving of
protective
clothing
Families –
widows cared
for immediately
Housing, hostels
and workplace
security
Health through
proactive
practices and
reward schemes
Income through
compulsory
savings
schemes; funds
for retirement
From
opportunistic
and predatory
loan sharks,
including mine
shop

Preserve
SibanyeGold
Authority –
over employee
welfare not
union
Adherence to
company
policies by
company
representatives
Faith – in
company
commitment to
health and
safety
Dignity of
employees
especially
women
Commitment
to utilisation of
skills and
experience
Correlation
between deeds
and
commitments

Outline
1. Survey method
2. Participants demographics
3. Findings along key dimensions
4. Key take out

Participant Demographics
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Engineering/Plants
Mining
Services
Bband
Cband
Cat4-8
Dband
Work discipline Category of work
39%
54%
6% 6% 13%
80%
2%
Total 3254

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Below 30 30 to 40 40 to 50 50 and above
Age
21%
45%
22%
12%
Total 3254

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Female
Male
SouthAfrica
Mozambique
Lesotho
Swaziland
Gender Country
9%
91%
82%
8%
6% 4%

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
EasternCape
Gauteng
KwaZuluNatal
Other
FreeState
Limpopo
Mpumalanga
NorthWest
WesternCape
Province
36%
28%
20% 17%
4% 4% 3% 3% 2%
Province of Origin

Family Spread
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Gauteng Eastern Cape KwaZulu
Natal
Free State Limpopo Mpumalanga
Remainder of family reside
9% 6% 6%
2%
1% 1%2% 2% 2% 2% 1% 0%
11%
8% 7%
2% 1% 1%
11%
7% 7%
2% 1% 1%
Remainder of family reside
Total 3254 Beatrix 969 Driefontein 1189 Kloof 1096

Family Duty
.6
2.8
1.4
3.7
3.3
4.9
5.1
1.0
3.0
1.0
4.0
3.0
4.0 4.0
.0
1.0
2.0
3.0
4.0
5.0
6.0
Number of
wives/
spouses
Number of
children
Number of
adults
cohabit
Number of
children
cohabit
Number of
family
dependents
Number of
dependent
relatives
Number of
other
dependents
Mean Median
Older employees tend to have more dependents, as do Services, D band and South Africans

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Management
Support
The way seniors
treat me
Formal
recognition
The way my
senior talks to
me
Other Informal
recognition
60%
20%
10%
6%
2% 1%
Total
Support from Management
Particularly important for KZN and peripheral provinces, over 50, B and C band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Management
Support
The way seniors
treat me
Formal
recognition
The way my
senior talks to
me
Other Informal
recognition
60%
20%
10%
6%
2% 1%
Total
Particularly important for EC, Non South Africans, younger than 30

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Management
Support
The way seniors
treat me
Formal
recognition
The way my
senior talks to
me
Other Informal
recognition
60%
20%
10%
6%
2% 1%
Total
Particularly important for Gauteng workers and D band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Management
Support
The way seniors
treat me
Formal
recognition
The way my
senior talks to
me
Other Informal
recognition
60%
20%
10%
6%
2% 1%
Total
Particularly important for KZN, workers 30-50 and those in mining
A major concern for D band

Preferred Communication
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Briefs SMS Digital screens News flashes Roadshows
43%
28%
17%
7%
3%
Overwhelming desire for personal communication

Chief Means of Communication
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Management briefs Notice boards Line supervisor Other employees Organised Labour
briefs
44%
31%
16%
4% 3%
Generally personalised, although notice boards could be
translated into SMS

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Clinics Internet facility Debt counselling advice ATMs and Banks
48%
18%
17%
14%
Total
Facilities Desired at Work
Particularly important for EC, non-SA, 50+ years and D band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
48%
18%
17%
14%
Total
Particularly important for Services, B and D band and to a lesser extent, Gauteng

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
48%
18%
17%
14%
Total
Particularly important for EC, peripheral provinces, non-SA, 40-50 and Services

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
48%
18%
17%
14%
Total
Particularly important for peripheral provinces and C band
Other desired: active help in reducing debt

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Clinics Youth
Development
Centers
Emergency
Services
Internet
facilities
Child care
facilities
ATMs and
Banks
Public
transport
28%
24%
23%
7% 7% 6%
4%
Facilities Desired Near Home
In the same order as those near work, but greater stress on development centres and emergency services

MANAGEMENT ACTION TO MAKE
WORK SAFER

Management Action to Make Work Safer
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide enough
training
Communicate
effectively
Address
employees'
concerns
Listen to
employee
warnings about
safety
Include
employees in
decision making
on safety issues
Change shift
system
55%
14%
10% 9% 8%
3%
Total
Particularly important for Gauteng and C band
Universal concerns around training and communication

Management Action to Make Work Safer
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide enough
training
Communicate
effectively
Address
employees'
concerns
Listen to
employee
warnings about
safety
Include
employees in
decision making
on safety issues
Change shift
system
55%
14%
10% 9% 8%
3%
Total
Particularly important for Gauteng, under 30 and B band
Universal concerns listening to employees about safety

Social Requirements
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Improve health care Provide more
housing
More sporting
events
Provide more
transport
39%
36%
12%
10%
Particularly important for E Cape, under 30, Services and B band
Universal concerns about health care

Social Requirements
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Improve health care Provide more
housing
More sporting
events
Provide more
transport
39%
36%
12%
10%
Particularly important for C & D Band
A greater concern for over 50’s

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Yes No Yes No
Leisure time sufficiency Transport assistance home
74%
26%
83%
16%
Time Out
Protect family life

Social Requirements – additional comments
• Willing to work 8 hours
• Travel allowance

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Work 5 days, 9 hours per
shift and weekend off
Other Work 6 days a week for 3
weeks and 4 days off
Work 4 days a week, 12
hour shift and 4 days off
59%
34%
4% 3%
Preferred Shift System
Longer time at work during a conventional week
While other options are mooted, the nature of these
were not provided

PERSONAL ACHIEVEMENT AND
DEVELOPMENT

Personal Achievement Enablers
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide sufficient
material,
equipment and
tools
Training Active help for
teams in achieving
bonus
Provide on job
coaching
Explain different
bonus schemes
clearly
42%
26%
12%
9% 9%
Total
Particularly important for KZN and C band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide sufficient
material,
equipment and
tools
teams in achieving
bonus
Provide on job
coaching
Explain different
bonus schemes
clearly
42%
26%
12%
9% 9%
Total
Particularly important for peripheral provinces, non-SA, Cat 4-8 and B band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide sufficient
material,
equipment and
tools
teams in achieving
bonus
Provide on job
coaching
Explain different
bonus schemes
clearly
42%
26%
12%
9% 9%
Total
Particularly important for Gauteng, Services and D band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide sufficient
material,
equipment and
tools
teams in achieving
bonus
Provide on job
coaching
Explain different
bonus schemes
clearly
42%
26%
12%
9% 9%
Total
Particularly important for 50+ age and C Band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Provide sufficient
material,
equipment and
tools
teams in achieving
bonus
Provide on job
coaching
Explain different
bonus schemes
clearly
42%
26%
12%
9% 9%
Total
Particularly important for Gauteng, Services and D Band

Personal Development
Particularly important for peripheral provinces, Services and C band
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Career
development
Study loans/
grants
Training
(other than
ABET) for job
ABET Post ABET
Training
(education)
Access to
Internet
Mentorship
Programmes
Library
35%
27%
16%
7% 7%
4%
2%
1%

Particularly important for Services and B&C bands
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Career
development
Study loans/
grants
Training
(other than
ABET) for job
ABET Post ABET
Training
(education)
Access to
Internet
Mentorship
Programmes
Library
35%
27%
16%
7% 7%
4%
2%
1%

Particularly important for KZN, 30-40, Engineering, and B band
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Career
development
Study loans/
grants
Training
(other than
ABET) for job
ABET Post ABET
Training
(education)
Access to
Internet
Mentorship
Programmes
Library
35%
27%
16%
7% 7%
4%
2%
1%

Particularly important for non SA and 50+
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Career
development
Study loans/
grants
Training
(other than
ABET) for job
ABET Post ABET
Training
(education)
Access to
Internet
Mentorship
Programmes
Library
35%
27%
16%
7% 7%
4%
2%
1%

Remainder equally spread apart from library which was in demand for under 30’s
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Career
development
Study loans/
grants
Training
(other than
ABET) for job
ABET Post ABET
Training
(education)
Access to
Internet
Mentorship
Programmes
Library
35%
27%
16%
7% 7%
4%
2%
1%

Rewards: Bonus Scheme
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Bonus system ESOP/ Thusano Share
Scheme
Employee education Profit share
48%
31%
12%
6%
Bonuses a high priority for the young; ESOP particularly important for non-SA, education for B band and
profit share for D band

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Own house Mine house Hostel
61%
30%
7%
Preferred Residence
Slightly less for non-SA (45%)
A strong desire across the board, but
overwhelmingly for those from
Gauteng (79%)

0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Own house Mine house Hostel
61%
30%
7%
Preferred Residence
Greater preference by KZN and C Band
For the young, non-SA, E
Cape and Cat 4-8 –
although all under 20%

Belief Benefit at Sibanye
80% 84%
70%
77%
92%
83%
82% 82%
80%
94%
77%
81%
88% 88%
86%
82%
74% 75%
83% 83%
100%

Greatest Benefit
• Employees from Gauteng and KZN
• Employees who are under 30
• Mining and Services

Lowest Benefit
• Employees from outside of SA
• Employees from peripheral provinces (not E Cape,
Gauteng or KZN)
• D Band

Reasons for Lack Benefit
• Because of the wages I got here at Sibanye
• Company must give us respect
• Delay for development
• Earn little but more deduction
• I spend most of my hrs working but less money
• If you sick they take u home with no money
• Inventive scheme (Company have to revise bonus scheme for engineering
• Lack of information
• No bonus
• No enough bonus and overtime
• No internal training just excuses
• Promotions are hard to get
• Raise our salaries
• Short of training
• SibanyeGold should open an open door policy to talk with managers
• They develop us but take long to promote
• use own money to study so not benefiting
• We used to come out late and suffer about transport
Wages
Personal development & training
Sick leave
Bonus and incentive issues
Promotions difficult
Open communication
Transport designed around working
hours

Reasons for Benefit
• Can support family
• Better training around salaries

Retention: Future
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Continue working Encourage team members
to meet targets
Work overtime Talk to colleagues about
new company
communication
49%
29%
11%
6%

Other
Income: profit
share info,
salary increase,
live out money,
electricity and
water
discounts/ free Provide
housing/
facility to buy
housing
Personal
development –
ABET, training,
school,
bursaries for
self and
children, listen
to problems
Safety culture;
improved
ventilation
Community –
more jobs, jobs
for relatives
Health –
assistance with
family illness
Sports – fix
facilities

Key Take-Out
• No differences found between the mines quantitatively
• Family responsibility looms large, especially with
children
• Some differentiation based on employee origin –
provincial and national
– All desire their own homes, although out of town
employees slightly less so
• Younger workers have greater desire for self study with
library, while older workers value on the job training and
ABET
• Personalised and personal communication favoured

Key Take-Out
• Deep desire for preservation of relations, keeping
promises and to have voice
• Fundamental wish to be included in conversation,
opportunities and to have families be included as well;
unions are not to be sites of further exclusion
• Need for protection from circumstance (health),
predatory agents and financial illiteracy (debt) and
physical threats
• Drive to develop the self and children to be better
equipped for work through general education and cross
functional training

Recommendations
Layers of care
Community
Family
Workplace
Self

Protect Develop Include Preserve
Self Protective clothing Decent hostels
Personal career and
education
Personal communication
Provide paid sick leave
Respect and voice given
Workplace • Security around
workplace from
crime
• Move against
discrimination –
racial, gender or
otherwise
• Proactive health
protection when
sick
• Protection from
illegal miners
• Training for
development of mine
career
• Future proofing –
multi-skilling for
artisanal work outside
of mine
• Clear and open
communication at all
times
• Open communication
around opportunities
• Divorce Union from job
selection
• Family medical assistance
• Prevent senior employees
from blocking the career
advancement of others
• Make career paths and
promotions clear
• SibanyeGold Authority – over
employee welfare not union
• Adherence to company
policies by company
representatives
• Faith – in company
commitment to health and
safety
• Dignity of employees
especially women
• Commitment to utilisation of
skills and experience
• Correlation between deeds
and commitments
Family • Security around
residences
• Provision for widow
early relief
• Housing – facilitation
towards permanence
• Provision of education
• Assistance with
children’s education
Consider family members for
work
Provide paid time off for care
of terminally ill
Community Loan sharks Draw workforce from
community

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16.07.14 Focus Group Survey

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16.07.14 Focus Group Survey