on-lode development – Development that is undertaken in and following the direction of the Vein mRL depth in metres measured relative to a fixed point in the case of Palito and Sao Chico this is sea-level. The mine entrance at Palito is at 250mRL. saprolite is a weathered or decomposed clayrich rock. stoping blocks a discrete area of mineralised rock established for planning and scheduling purposes that will be mined using one of the various stoping methods. Vein is a generic term to describe an occurrence of mineralised rock within an area of non-mineralised rock. Qualified Persons Statement The scientific and technical information contained within this announcement has been reviewed and approved by Michael Hodgson, a Director of the Company. Mr Hodgson is an Economic Geologist by training with over 26 years’ experience in the mining industry. He holds a BSc (Hons) Geology, University of London, a MSc Mining Geology, University of Leicester and is a Fellow of the Institute of Materials, Minerals and Mining and a Chartered Engineer of the Engineering Council of UK, recognising him as both a Qualified Person for the purposes of Canadian National Instrument 43-101 and by the AIM Guidance Note on Mining and Oil & Gas Companies dated June 2009. Forward Looking Statements Certain statements in this announcement are, or may be deemed to be, forward looking statements. Forward looking statements are identied by their use of terms and phrases such as believe, could, should envisage, estimate, intend, may, plan, will or the negative of those, variations or comparable expressions, including references to assumptions. These forward looking statements are not based on historical facts but rather on the Directors current expectations and assumptions regarding the Companys future growth, results of operations, performance, future capital and other expenditures (including the amount, nature and sources of funding thereof), competitive advantages, business prospects and opportunities. Such forward looking statements reect the Directors current beliefs and assumptions and are based on information currently available to the Directors. A number of factors could cause actual results to differ materially from the results discussed in the forward looking statements including risks associated with vulnerability to general economic and business conditions, competition, environmental and other regulatory changes, actions by governmental authorities, the availability of capital markets, reliance on key personnel, uninsured and underinsured losses and other factors, many of which are beyond the control of the Company.
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As part of preparation for the June 7 meeting, Bark compiled a pros and cons list for each firm that placed a bid. For SGR, the pros read reputation and experience with Texas municipalities, media search database, experience, DISC analysis (in-depth personality tests). The city did not identify a single con in the proposal. http://traininginterviewpreparationbandonseaviewcom8614.bandonseaview.com/2016/10/27/a-useful-breakdown-of-sensible-plans-for-selection-for-surgeon/In a script to present the item at that meeting, the city said SGR had conducted 20 successful executive searches in Texas in the past 12 months and would be heavily involved in interviewing city officials, council members and community stakeholders to determine desired candidate profiles. Those interviews were conducted in late July through August and identified a number of desired qualifications, according to Tanner, including financial expertise, management ability and military experience which was not explicitly listed on the job posting brochure. Four of the five finalists identified had history with the military. The contract that was eventually drafted by SGR listed its search methods, including two layers of media searches one of which would be performed before the finalists were chosen and one that would be performed after the finalists were chosen. The firm would also perform psychometric analyses or in-depth personality tests and conduct phone interviews to identify a list of semifinalists from which five finalists would be chosen by the council. THE FINALISTS? The council was shown the results of SGRs preliminary search in September, and according to Councilwoman Shirley Fleming, the 17 candidates culled from the list of more than 30 showed little gender or ethnic diversity and hadnt been thoroughly vetted by SGR. The initial media search SGR promised had been little more than a resume and cover letter check, according to Tanner.
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