DRILL AND BLAST ASSISTANT - MIN-COMP-003 - Competency Framework

Sep 21, 2026

A competency framework for the Ghana mining industry defines the skills, knowledge, and behaviors required to perform the Drill and Blast Assistant role. It outlines key sections including introduction, context, purpose, objectives, and alignment with L1 2182 and the Labour Act 2003, followed by terms and definitions. The framework structures occupational safety and health, core, technical/functional, behavioural, supervisory, and leadership/management competencies, and includes approval and member company involvement. It also contains a publication disclaimer and acknowledgement of the contributing committee members.

LanguageEnglish

CategoryResearch & Report

FormatPDF

Pages29

Reading Time1 h 13 min

AccessFree to download

INTRODUCTION

CONTEXT

PURPOSE

OBJECTIVES

ALIGNMENT WITH L1 2182 AND THE LABOUR ACT 2003

TERMS AND DEFINITIONS

COMPONENTS OF THE COMPETENCY FRAMEWORK

OCCUPATIONAL SAFETY AND HEALTH COMPETENCIES

CORE COMPETENCIES

TECHNICAL/FUNCTIONAL COMPETENCIES

BEHAVIORAL COMPETENCIES

SUPERVISORY COMPETENCIES

LEADERSHIP AND MANAGEMENT COMPETENCIES

APPROVED BY

MEMBER COMPANIES

DRILL AND BLAST ASSISTANT DATE CREATED: 11th June 2023 COMPETENCY NUMBER: MIN-COMP-003 Competency Framework for Ghana’s Mining Industry Designed under the collective agreement of the Human Resource Practitioners Committee of the Ghana Chamber of Mines. [www.ghanaminingcompetencies.com | info@ghanaminingcompetencies.com](www.ghanaminingcompetencies.com | info@ghanaminingcompetencies.com) Disclaimer The Members of the Ad-Hoc Committee have diligently strived to ensure the accuracy and reliability of the Competency Framework for Ghana's Mining Industry as of the date of its publication. All information contained within this framework has been provided in good faith. However, it is important to note that neither the HR Practitioners Committee of the Chamber of Mines nor any individuals or organizations involved in the preparation of this document can accept liability for any potential loss that a user of this document may incur because of relying on its contents. This disclaimer covers, but is not limited to, the following: • Use of the document for a purpose for which it was not intended. • Any errors or omissions present in the document. • Inaccuracies in the information or data upon which the document is based, or that are contained within the document. • Interpretations or opinions stated in, or that may be inferred from, the document. Users are encouraged to exercise due diligence, tailor the information contained in this document to suite their unique work processes and complexity. This document is meant to serve as a reference guide. Acknowledgement All member companies of the Ghana Chamber of Mines were involved in the development of this Competency Framework and have endorsed the final framework. We would like to express our heartfelt appreciation and gratitude to the members of the Ad-hoc Committee of the Human Resource Practitioners Committee of the Ghana Chamber of Mines for their valuable contributions in developing this competency framework for Ghana’s mining industry. Their dedication, expertise, and commitment have played a pivotal role in shaping the future of the mining sector in Ghana. The Ad-hoc Committee, comprised of the following esteemed individuals, has demonstrated exceptional leadership and knowledge throughout the development process: • Mr. Okweesi Acquaah Gideon (Nii Okweesi) - (Mincom Certified Assessor and Trainer, CIPD Level 7, PHR, OSHA, MBA, BSc Metallurgical Engineering): Training and Talent Management Professional with AngloGold Ashanti Ghana Limited, Obuasi Mine at the time of publication. • Mr. Frank Owusu Manu: Learning and Development Superintendent (ISO 45001:2018 Lead Auditor, CHRA, BA, MSc): (Chirano Gold Mines Limited, Chirano) . • Ms. Ramatu Ali Toure (BBA HRM, MBA): Learning and Development Coordinator (Ghana Manganese Company, Nsuta) . TABLE OF CONTENT 1.0 INTRODUCTION................................................................................................................. 4 2.0 CONTEXT ............................................................................................................................ 6 3.0 PURPOSE ........................................................................................................................... 6 4.0 OBJECTIVES ...................................................................................................................... 7 5.0 ALIGNMENT WITH L1 2182 AND THE LABOUR ACT 2003........................................ 9 6.0 TERMS AND DEFINITIONS ............................................................................................ 10 7.0 COMPONENTS OF THE COMPETENCY FRAMEWORK ........................................... 13 8.1 OCCUPATIONAL SAFETY AND HEALTH COMPETENCIES ..................................... 13 8.2 CORE COMPETENCIES................................................................................................... 18 8.3 TECHNICAL/FUCNTIONAL COMPET

FAQs

What is the purpose of the competency framework?

It defines and describes the key competencies needed for success in workplace roles, and supports organizations in aligning workforce capabilities with strategic objectives and performance goals.

Which legal and regulatory documents does the framework align with?

The framework states alignment with L1 2182 and the Labour Act 2003.

What competency areas are included in the framework?

It includes occupational safety and health competencies, core competencies, technical/functional competencies, behavioural competencies, supervisory competencies, and leadership and management competencies.

Sep 21, 2026

Uploaded by Ethan Miller