Vulcan provides training and development opportunities to employees on several levels and on a recurring basis, with the specifics dependent on the employees’ needs and job functions. Aboveground mine site employees and support staff from Regional and Corporate offices, who are considered to be miners under MSHA regulations, receive at least 24 hours of initial new miner, and then 8 hours of annual refresher training. Underground mine site employees are required to attend additional training focused on the specific hazards of underground mining. Employees also receive task-specific training focused on their job activities, such as driver training for vehicle operators, and OSHA training for employees at OSHA sites. In addition, Vulcan’s mining operations conduct periodic (usually at least monthly) tailgate-type training focusing on specific issues or hazards. Additional regulatory training such as DOT or environmental training is provided as needed to address specific job functions.
Vulcan also provides an extensive program of career development training. Examples include: Pre-Supervisory Training, which provides an overview of most aspects of the organization for employees who are targeted as management candidates in the future; Supervisory Foundation Training, for new supervisors or those who already hold management positions; Process Optimization, which focuses on how to improve the efficiency and productivity of the operations; Sales training for new sales personnel; a Mentoring Program, which pairs employees and helps them learn, grow, and develop relationships within the Company; a series of programs focused on skills and competencies such as Communication, Coaching, Team Building, Negotiation, Conflict Management, Finance Training, Product Knowledge, and Time Management. In addition, Vulcan is continually updating and improving the programs and offerings based on business and employee needs.
Additional training is provided by the Corporate Legal and Labor Relations department on our Equal Employment, Business Conduct, and Anti-Harassment policies. These training sessions are conducted periodically to ensure a strong awareness of the policies and the importance of compliance.
Career development and professional growth are important factors in retention and are a fundamental part of the culture at Vulcan. All employees are provided with periodic reviews of their performance and given the opportunity to discuss career development goals as part of Vulcan’s career planning and performance management programs. To support those career development objectives, employees and managers may receive training on effective goal setting and individual development planning. Vulcan also has several programs for Operations and Sales employees that are intensive, simulation-based training opportunities, or “assessment centers.” These realistic programs allow operations and sales managers to experience a simulated management role, and receive detailed and customized feedback about their performance.
We also know that the best and most impactful learning can occur on the job. Vulcan has a management development program that focuses on employees identified with potential for advancement into higher-level management positions. For all employees, we believe it is important to provide meaningful job assignments, coaching, and feedback, and to give employees opportunities to learn and grow.