Note:
All financial amounts expressed
throughout this report are in US dollars.

Our Workforce

Values and approach

People are our company's greatest asset. Resolution Copper employees, the many contractors and suppliers who contribute to our progress, and the greater community in which we operate all affect and are affected by the way we do business. Our goal is to be an employer of choice and to be known as a company that embraces a culture of open communication, transparency and diversity. We offer a friendly, equal opportunity work environment based on merit and a culture that fosters individual excellence, teamwork and opportunity for professional growth.

Our workforce profile varies with the stage of our operation. We are currently in the pre-feasibility phase of mine development, where actual mine production is still a decade away. Our workforce at the end of 2008 numbered about 70 fulltime employees and 311 contractors. As our mine exploration and development continues, our workforce will increase substantially over time. For example, as we move through the pre-feasibility stage, we will employ a number of contractors to build the mine's infrastructure. We also anticipate hiring more professional engineers to supervise contractors over the next several years. After the pre-feasibility and feasibility stages are complete, we will begin the process of hiring production and maintenance employees. If our mine is developed, we expect to employ a peak of 1,200 mineworkers and 200 contractors on site during normal operations.

• 2008 workforce demographics - We value a diverse workforce and are committed to hiring locally whenever possible. Learn more about our workforce profile from 2007 to 2008.
• Recruitment and orientation - Resolution Copper's recruiting efforts are based on realistic business planning. Mining is a long-term, multi-year process, and our merit-based recruitment of both employees and contractors is matched to the phase of our project. In 2008, we also developed a comprehensive orientation program to help new employees jump-start their participation in our work environment. Learn more.
• Ongoing training and development - Our goal is to be considered both an employer of choice and a company that invests in the long-term training and professional development of its workforce. We also take steps to retrain employees during times of workforce transition. Learn more.
• Recognition, assistance and work-life balance - Reward and recognition play an integral part in retaining and motivating our workforce. We also believe that a healthy work-life balance and open communication supports satisfied, productive employees. We have policies in place to ensure that these factors are a part of our culture. Learn more.
• 2008 employee satisfaction survey - Each year, we survey our workforce to determine how well we are doing in cultivating a positive and productive working culture. Learn about the results of our 2008 survey and how we're responding to employee feedback.