5 ENVIRONMENTAL AND SOCIAL TRAINING ACTIVITIES

Transcription

1 5 5 ENVIRONMENTAL AND SOCIAL TRAINING ACTIVITIES 5.1 PROJECT WIDE APPROACH Training continues to take place at many levels of the Project, to ensure all employees are effective in their job and are able to fulfil their environmental and social responsibilities. As the construction phase of the Project nears completion, employment levels have generally peaked, and most employees remaining on the Project have developed a working knowledge of appropriate environmental and social skills, learnt partly through training courses. The scope and detail of training is updated to match the differing needs of the target groups and as a result the emphasis, as well as the training method, varies from country to country and over time. During Q4 particular effort was directed towards providing training in areas identified though internal and external reviews and audits as existing or potential weaknesses. Methods ranged from ad hoc environmental coaching, undertaken by Project Environmental Field Coordinators (see Case Study 5.1) to Toolbox Talks. The latter remain a key training technique and are widely used, as they are relatively informal, flexible and can be easily developed to cover issues of the day. During the quarter, significant efforts were made to build the capacity of external organisations with whom the Project regularly interfaces. Different methodologies, both formal and informal, are used by the Project to disseminate examples of best practice amongst local organisations, and encourage improved performance. One such example is the series of curatorial workshops funded by BTC for the Institute of Archaeology in Azerbaijan (see Case Study 5.2). In addition to environmental and social training, other skills are taught to local employees across the Project in subjects such as English language, safety awareness, road vehicle maintenance and handling, and general plant operation with a view to equip employees for work post-project. 5.2 AZERBAIJAN BTC Training courses provided to BTC personnel during Q4 are outlined in Table 5.1. Table 5.1: BTC Azerbaijan Environmental and Social Training Organisational Target Group Employees trained (as a percentage of target group) Site Supervisor Environmental Induction 100 Field Environmental Officer Training 100 General Environmental and Social Induction 55 ESMS Awareness 91 In addition to the courses required by the training needs matrix (Table 5.1), BTC delivered a Duty of Care workshop on waste tracking to CCIC staff in October. 5-1

2 BTC continued to provide HIV/AIDS, STIs and Alcohol/Drug Abuse training courses to staff in camps throughout Q4, attracting attendance from a total of 1,064 employees from both the pipeline and facilities contractors (see Chapter 9: Health and Safety for further information). Throughout 2004, BTC provided informal coaching and instruction to the Contractor workforce on an ad hoc basis on a variety of topics including, but not limited to, the following: Pollution prevention; Waste management practices (e.g. segregation, labelling etc); Incinerator operation and maintenance; and Sewage treatment plant operation and maintenance. During daily assurance visits to construction sites and facilities, BTC personnel provided advice to the Contractor workforce on key operations that could result in significant improvements in environmental performance, and the step-by-step approach required to achieve compliant operation CONTRACTORS CCIC and SPJV continued to provide training to their personnel throughout the reporting quarter Induction Training CCIC continued with its 2-day SAFE HSE inductions which include a 2-3 hour session on E&S issues and Oil Spill Response training (Table 5.2). Table 5.2: HSE Induction Training (Project To Date, as a percentage of target group) Title of training course October November December SAFE HSE Induction 99% 100% 100% Oil Spill Response 88% 88% 88% Toolbox Talks The number of Toolbox Talks conducted by both contractors in Q4 is summarised in Table 5.3. Subjects covered by the talks include: Waste management; Waste Segregation; Oil spill response; Earthworks (topsoil / subsoil); Environmental information (animals, Red Data Book species vegetation, etc); Work within approved area (ROW corridor) / access roads; Erosion control / Sediment Control; Chemicals Storage / Fuel & Refuelling; Pumping of water; Topsoil Protection; and Pollution Prevention. 5-2

3 Table 5.3: Number of Toolbox Talks conducted by Contractors, 2004-Q4 Contractor October November December CCIC SPJV TRAINING PROVIDED TO THIRD PARTIES BTC organised and funded Curatorial Workshops on Collections Care and Management for the Institute of Archaeology in November (see Case Study 5.2). From the outset, BTC made a commitment to engage the NGO community in monitoring (see Chapter 8: External Monitoring). In Azerbaijan, the Open Society Institute (OSI) co-ordinates participating NGOs and funds their evaluation of the Project. BP pays for any associated training and for most of the costs associated with NGO visits to the ROW. In order to assist the NGO Working Groups in the planning and costing of their evaluations, site visits, interviews with communities, and the compiling of reports and recommendations, external consultants have been contracted by OSI to provide training and mentoring. The training delivered in Q4 has received positive feedback, and notably improved the audit and report writing skills of the NGOs. 5.3 GEORGIA BTC Induction Training Environmental and social induction training continues to form part of the induction process for new employees and sub-contractors. However as the construction phase of the Project is at an advanced stage, the need for such induction courses is limited. Instead, focus has moved to continuous training in the form of Toolbox Talks and specialised, issue-specific training Toolbox Talks BTC developed training materials for use in the field and these have been utilised project-wide by both BTC and SPJV. Toolbox Talks covered similar topics to those delivered in Azerbaijan (see Section ). BTC continued to provide HIV/AIDS and STI awareness training to staff throughout Q4. See Chapter 9: Health and Safety for further information regarding the methodology employed CONTRACTOR Table 5.4 provides a summary of Toolbox Talks undertaken by the contractor in the last quarter. Table 5.4: Number of Toolbox Talks presented by the Contractor, 2004-Q4 October November December Total Facilities Pipeline Total

4 5.3.3 TRAINING PROVIDED TO THIRD PARTIES BTC and Contractor CLOs continued to deliver community Health and Safety awareness briefings. Most of these focused on children and took place in co-operation with district schools. Training in the communities has focused on issues such as open trench safety, traffic safety and general awareness. CAS provide an invaluable service to BTC by clearing the ROW of chance archaeological finds, thus helping preserve the cultural heritage of Georgia. CAS strive to achieve international scientific community standards with regards to the treatment of archaeological sites. To assist CAS in achieving this goal, BTC continued to provide informal best practice advice on an ad hoc basis, particularly with regards to methods of working and performance management. A formal curatorial training programme, as delivered in Azerbaijan (see Case Study 5.2) is being discussed with CAS. 5.4 TURKEY CONTRACTORS Induction Training Environmental and social induction training continues to be provided to new recruits with the majority of induction training being provided to sub-contractors. Table 5.5 summarises the numbers of Contractor and sub-contractor personnel that received environmental and social induction, environmental compliance, and environmental management refresher training in Q4. Table 5.5: Environmental and Social Induction Training Progress, 2004-Q4 October November December Pipeline Pump Stations Ceyhan Marine Terminal Other Environmental and Social Training In Q4, training methods were adjusted to reflect requirements and field activity. During the reporting period, the Lot C Contractor provided training in the form of Toolbox Talks and more hands-on methods to their employees on a range of environmental issues. In Lot A, B, and the pump stations, training emphasis was on pollution prevention, waste management and the use of spill kits. Toolbox Talks on reinstatement were provided at river crossings. At the Marine Terminal, general environmental training was delivered to a large number of new sub-contractor employees. During Q4, training in general environmental issues such as waste management and air quality management was provided to over 1,250 sub-contractor personnel. Social training continues to be provided at all pipeline lots and facilities. Employees are trained in BTC s social policy; construction impacts on communities; employees contribution to improved community relations performance; and community safety. A social training course entitled Employee s Contribution to Improved Community Relations Performance undertaken at the pump stations is an important aspect of the social training as employees have a crucial role to play in maintaining good community relations. The key features of this training session are shown in Box

5 BOX 5.4.1: EMPLOYEE TRAINING FOR I MPROVED COMMUNITY RELATIONS The main philosophy behind the training is that Project employees should consider themselves guests in the project area and the local residents their hosts. During the training, employees are advised of possible sources of tension with the community, in order that these may be avoided. Some examples of sources of tension include trespass and damage to local land and property; residents (particularly women) feeling vulnerable to the behaviour of construction personnel; and the sense of privacy being invaded. Employees are also advised of the community grievance process. A key element of the training is to encourage employees to maintain good relationships with the local community. There are many benefits of nurturing good relationships with the community, including the provision of early warning of potential community problems. Such warnings prove helpful in allowing the Project to take precautions and respond effectively when problems do inevitably arise. In fostering closeness to the local community, the Project can take advantage of any opportunities that may present themselves to deliver benefits to local settlements. The BTC STI/HIV Awareness Programme continued in Turkey (see Chapter 9: Health and Safety). Over 4,000 construction workers were encouraged to participate in feedback sessions. Preliminary indications are that STI/HIV awareness has increased BOTAŞ AND BIL TRAINING The Project is planning for the Operations phase. Botaş International Ltd (BIL) 1 has started the recruitment process for operations staff. The Ceyhan Learning Centre was established to impart the necessary skills and knowledge to their staff before employment commences. In Q4, 48 BIL employees successfully completed environmental and social induction classroom training, and will now receive practical HSE training. In preparation for operations in Turkey, it is expected that each BIL field employee will have completed 225 hours of HSE training of which 35 hours will be dedicated to environmental and social training. Botaş and BIL have started to initiate the transfer of knowledge and experience that has been gained by Botaş during the construction of the pipeline. During the reporting period Botaş provided a 4 day training seminar to representatives from BIL to pass on experience regarding: Reducing Operational Impacts to The Environment; Air and Noise Control During Operation; Waste Management During Operation; and ISO Environmental Management System. During Q4, Botaş continued to provide environmental and social training to employees. Tables 5.6 and 5.7 show the percentage of employees that completed the required environmental and social training. At the Marine Terminal and along the pipeline, all Botaş staff are largely up to date with their environmental training. At the Pump Stations, the recruitment of new staff, and a time lag in the uptake of training has resulted in a slightly lower percentage of employees who have completed their Environmental training. The levels of social training at the Pump Stations is at 64% of total staff due to recent new starters (see above) but Ceyhan Marine Terminal achieved 100% of planned delivery. 1 BIL - the pipeline operating company in Turkey. 5-5

6 Table 5.6: Percentage of employees that have undertaken required environmental training at end of December 2004 Type of Environmental Training Pipeline Pump Stations Ceyhan Marine Terminal Environmental Induction Training Reinstatement Waste Management Noise Management Air Management Traffic Management Aggregate Management Contaminated Land N/A Fuel Storage and Handling Water Quality and Control Archaeological Management Environmental Management System Seasonal Constraints N/A Accident/Incident Investigation Reporting Off-shore Construction Monitoring N/A N/A 86 Spill Response Table 5.7: Percentage of Botaş employees that have undertaken required social training up at end of December 2004 Type of Environmental Training Pipeline Pump Stations Ceyhan Marine Terminal Designated Sate Authority Community Relations Training 88% 64% 100% 80% Cultural Sensitivities and Sitespecific Community Relations Issues 88% 64% 100% 80% Community Relations Management System 88% 64% 100% 80% 5-6