Driller job description

Drillers generally need general and site-specific inductions plus recognised drilling competencies (for example RIIMPO drilling units) relevant to the rig and drilling type. A Heavy Rigid (HR) licence is often desirable for moving rigs and support vehicles, and underground competencies are required for underground roles. All candidates must have working rights in Australia.

A car licence is generally expected, and a Heavy Rigid (HR) licence is desirable because drillers often move rigs, support vehicles and light vehicles around site. Requirements vary by operation, so confirm the licences your site expects and list them clearly as essential or desirable in the job description.

It is possible to bring on offsiders or trainee drillers and develop them into rig operators, but production and RC/diamond drilling usually require prior competency and experience for safety reasons. Focus on recognised drilling competencies, mechanical aptitude, a strong safety record and availability for FIFO rosters. Clear job descriptions help candidates self-select appropriately.

Mandatory requirements typically include site inductions, relevant driller competencies and working rights in Australia. Preferred qualifications include an HR licence, previous experience on the specific rig type (production, RC or diamond) and underground tickets where relevant. Avoid over-specifying so you don’t unnecessarily limit your candidate pool.

This depends on your program and roster. Permanent employees suit continuous, long-term drilling programs and support retention on remote sites, while casuals offer flexibility for short campaigns but attract a 25% casual loading under the Mining Industry Award. Many operations use a mix of permanent crews and casual or contract drillers for peaks.

Under the Mining Industry Award (MA000011), penalty rates apply for Saturday work (150% for the first 3 hours, then 200%), Sunday (200%) and public holidays (250%). Afternoon and night shifts attract a 15% loading and permanent night shift a 30% loading, with an underground allowance where relevant. Use award interpretation software or the overtime and penalty rate calculator to calculate pay accurately.

Fly-in fly-out (FIFO) drillers work rotating swings on remote sites, typically on 12-hour day and night shifts. Employers usually cover flights, accommodation and meals, and must manage fatigue across the roster. Set out the swing pattern, shift length and travel arrangements clearly in the job description. See FIFO roster patterns explained and managing fatigue on mining FIFO rosters.

Key elements include position title and classification level, employment type (casual/part-time/full-time), the applicable award or enterprise agreement, hourly rate or salary, FIFO and roster arrangements, main duties, site location, required tickets and competencies, and (for casuals) the casual loading percentage. Use our digital employment contracts to simplify this process.

FIFO drillers work fixed swings (for example even-time or two-and-one patterns) on continuous 12-hour day and night shifts. Rosters must balance production requirements with fatigue management and adequate rest between swings. Using mining rostering software helps you build compliant continuous rosters and give crews visibility of upcoming swings. See FIFO roster patterns explained for common patterns.

Fatigue is a leading safety risk on continuous 12-hour rosters. Build rosters that limit consecutive night shifts, provide adequate rest between shifts and swings, and rotate day and night crews sensibly. Combine roster design with fatigue-management policies and monitoring. See managing fatigue on mining FIFO rosters and your mining WHS employer obligations.

Use time and attendance to capture actual hours worked on site and award interpretation to apply the correct penalty rates and allowances automatically. The shift cost calculator helps you estimate the cost of each shift, including penalties and loadings, before you finalise the roster.

Collect availability and swing preferences during onboarding and keep them updated. Use staff availability management tools to track when each crew member is on and off swing, and set clear policies for requesting changes. This simplifies roster creation and reduces last-minute gaps on remote sites.