For Chino employee Gary Benavidez, pursuing a line of progression may have taken perseverance, but his determination and the company’s new support system certainly paid off.
Benavidez joined Freeport in 2018 as part of the utility crew at Chino mine. Even then, he viewed that position as a steppingstone to what he ultimately wanted to achieve, and set clear milestones, including getting certified on what would get him there.
“Freeport has lots of jobs,” said Benavidez, “but a career means doing more than just showing up. It also means putting in the work.” In addition to earning various certifications, Benavidez set a goal of progressing to Truck Driver II. During his first year at Freeport, he advanced to Truck Driver Trainee, followed by Truck Driver I in 2019. After that, he made the move to Tyrone mine. But advancing to Truck Driver II proved more difficult.
A problem bigger than one student
Dusty Gatlin, Superintendent of Technical Training-New Mexico Operations, explained his department already had noticed a growing number of employees who had stalled in their LOP. Some had even been stuck at the same level for years, despite otherwise being considered subject matter experts.
“We knew something had to change,” Gatlin said. “We knew we had to do more to help our employees be successful.”
With over 20 years of teaching experience – including a stint at Freeport’s Mine Training Institute – Johanna Chadwick, PT Technical Instructor/Facilitator-New Mexico Operations, was part of that change.
Originally brought on with a one-year contract, Chadwick was tasked with helping employees develop their reading comprehension, study habits and test-taking methods. She also offered support with subject competencies, like mathematics, which she previously taught at a high school level.
Thanks to her help and their determination, several employees from Chino and Tyrone advanced and earned their promotions.
“They know their jobs,” Chadwick said. “Where I come in is helping them take those years of experience and putting it on paper.”
Benavidez was one of the employees who was able to bridge that gap. In 2023, he advanced to Truck Driver II; this year, he transferred back to Chino as a Support Equipment Operator II.
He is not the only person to have benefitted from that achievement. Chadwick was brought on as a permanent employee earlier this year. Together with the training department, she now is looking at ways to help other trainers improve their instruction methods so even more employees can succeed and advance their careers.
While the program is largely growing by word of mouth, with employees telling others about Chadwick and the help she provided, Gatlin admits he would like to see it used more.
Revitalizing LOPs
So would the corporate Talent Management team, whose current focus is to simplify and streamline the LOP process and materials for employees. The goal is to provide employees with a clear path forward and to improve their experience with the process.
Most recently, the company introduced a new pay program targeting entry-level Operations and Maintenance roles to reward employees as skills develop within lines of progression. This aims to attract and retain employees, so the right talent is in place to execute on the company’s safe production plans.
In addition, LOPs are being added into SuccessFactors Learning, the company’s learning management system (LMS), which launched in 2023. Through the system, employees can access the LOPs they need and track their learning history – all in one place and on their own schedule. Currently, three LOPs are available in the LMS – Heavy Equipment Maintenance, Shovel and Drill Maintenance.
“The goal is to have a consistent approach that outlines specific training and development criteria for career advancement across all sites,” said Erich Bower, General Manager-Strategic Workforce Development. “Make no mistake, LOPs are hard work and promotions must be earned, but it’s worth the effort for employees and the company.”