Mill Process Simulator

We are in the process of developing a unique simulator that will benefit not only the Mining Mill Operations Program, but all mill operator programs. Mills are more than just one core process, and employer built solutions are not available to those seeking to enter the occupation. Communication with industry employers has revealed that a mill process simulator that links some of the critical processes (across multiple vendors) in a single software will be an excellent training tool for a mill operator program, as operators can learn about the impacts of their control decisions across different processes. Additionally, mines can use the tool to improve operator skills without impacting actual operations. Developing a mill process simulator will not only help individuals entering the profession, but will also help employed workers enhance their skills, knowledge, and wages. Existing mill operator programs do not include mill process simulators.

Scientific Summary

Mineral processing processes are complex and have numerous process variables to be monitored and controlled. These processes are subjected to natural disturbances such as variation in feed size distribution or ore hardness etc. This makes process difficult to control resulting in frequent breakdown and loss of production. To ensure profitability of processing plant different control strategies are being developed and employed by the industries to minimize downtime. These control strategy monitors the state of the system, predicts the future response of the system and adjust manipulated variable in case of any disturbance so as to ensure smooth operation. The method used by these control strategies to predict the future response can be applied to predict the dynamic effect in a steady state simulator. This review discusses about two control schemes which are widely used by various process industries and are now being applied to mineral processing industry for control purpose.


Intellectual Property Rights

This workforce product was funded by an $8.1M grant awarded by the U.S. Department of Labor’s Employment and Training Administration. The product was created by the grantee and does not necessarily reflect the official position of the U.S. Department of Labor. The U.S. Department of Labor makes no guarantees, warranties, or assurances of any kind, express or implied, with respect to such information, including any information on linked sites and including, but not limited to, accuracy of the information or its completeness, timeliness, usefulness, adequacy, continued availability, or ownership.

The program is an equal opportunity employer/program and that auxiliary aides and services are available upon request to individuals with disabilities.

Equal Opportunity Is the Law

It is against the law for this recipient of Federal financial assistance to discriminate on the following bases:  against any individual in the United States, on the basis of race, color, religion, sex, national origin, age, disability, political affiliation or belief; and against any beneficiary of programs financially assisted under Title I of the Workforce Investment Act of 1998 (WIA), on the basis of the beneficiary’s citizenship/status as a lawfully admitted immigrant authorized to work in the United States, or his or her participation in any WIA Title I–financially assisted program or activity.  The recipient must not discriminate in any of the following areas:  deciding who will be admitted, or have access, to any WIA Title I–financially assisted program or activity; providing opportunities in, or treating any person with regard to, such a program or activity; or making employment decisions in the administration of, or in connection with, such a program or activity.

What To Do If You Believe You Have Experienced Discrimination

If you think that you have been subjected to discrimination under a WIA Title I–financially assisted program or activity, you may file a complaint within 180 days from the date of the alleged violation with either: the recipient’s Equal Opportunity Officer (or the person whom the recipient has designated for this purpose); or the Director, Civil Rights Center (CRC), U.S. Department of Labor, 200 Constitution Avenue NW, Room N–4123, Washington, DC 20210. If you file your complaint with the recipient, you must wait either until the recipient issues a written Notice of Final Action, or until 90 days have passed (whichever is sooner), before filing with the Civil Rights Center (see address above). If the recipient does not give you a written Notice of Final Action within 90 days of the day on which you filed your complaint, you do not have to wait for the recipient to issue that Notice before filing a complaint with CRC. However, you must file your CRC complaint within 30 days of the 90–day deadline (in other words, within 120 days after the day on which you filed your complaint with the recipient). If the recipient does give you a written Notice of Final Action on your complaint, but you are dissatisfied with the decision or resolution, you may file a complaint with CRC. You must file your CRC complaint within 30 days of the date on which you received the Notice of Final Action.