Foundations for a Geological Career Day 1

Foundations for a Geological Career
What do I need to know after graduation
14 - 16 August 2019
Glenhove Conference Centre

FOUNDATIONS FOR A GEOLOGICAL CAREER
14-16 August 2019
Day 1 (14 August 2019) Glenhove Conference Centre
7:00 7:45 Registration
7:45 8:00 Welcome & Introduction Sifiso Siwela GSSA President
8:00 8:30
State of Geology in SA and outlook for the
future
Bill McKechnie Snowden Consulting
8:30 9:30 Professionalism in the Geosciences Tania Marshall GSSA
9:30 10:00 Statutory Registration (SACNASP) Sarah van Aardt SACNASP
10:00 10:30 Tea
10:30 11:30 Compiling your CV
Briony Liber
Briony Liber Coaching
and Consulting11:30 12:30 Cracking that interview
12:30 13:15 Lunch
13:15 14:15 SAMCODES Steven Rupprecht SSC Chairperson
14:15 14:45
The role of geoscientists in a large mining
company
Pete Roberts Anglo American Corp
14:45 15:15
The role of geoscientists in a junior
exploration company
James Campbell Botswana Diamonds
15:15 15:30 Tea
15:30 16:00
The role of geoscientists in a consulting
company
Sifiso Siwela Deloitte
16:00 16:30
The role of geoscientists at the Council for
Geosciences
David Khoza CGS
16:30 17:00 Panel Discussion / Q&A Session
Tania Marshall (& panellists: Pete Roberts, James
Campbell, Sifiso Siwela & David Khoza)
17:00 Networking

7:00 8:00 Registration
8:00 9:00 Writing as thinking Pamela Nichols Wits Writing Centre
9:00 10:00 Time management; Mari Laas Career Counsel
10:00 10:30 Tea
10:30 11:30
What geologists need to know; about ….
South African Mining Law, the MPRDA and
the Mining Charter
Lloyd Christie ENSAfrica
11:30 12:30
Mining (Surface & Underground) and MHS
Alex Holder Petra Diamonds
12:30 13:00
Minerals Processing & Metallurgy
Jeremy Clarke PPM
13:00 13:45 Lunch
13:45 14:15
Survey
Leon Koorsse
Institute of Mine
Surveyors of South Africa
(IMSSA)
14:15 14:45
Environmental, Social & Governance (ESG)
Issues
Anneli Botha Independent Consulting
14:45 15:15
Remote Sensing/GIS
Prevlan Chetty
Digby Wells
Environmental
15:15 15:30 Tea
15:30 16:30
Engineering Geology & Hydrogeology
Matthys Dippenaar University of Pretoria
16:30 17:00
The Marketability of the Modern
Mineralogist
Igor Tonžetić MINSA
17:00 Networking
8:00 10:00
Drilling
Colin Rice
Colin Rice Exploration &
Training
10:00 10:30 Tea
10:30 12:30 Structural Logging
Colin Rice
Kevin Peyper
Masibulele Zintwana
Colin Rice Exploration &
Training
Reflex
Kumba Iron Ore
12:30 13:30 Lunch
13:30 16:30 Borehole logging Rod Tucker Lone Tree Exploration

Speaker CV’s
Sifiso Siwela
Sifiso Siwela is a Manager at Deloitte Technical Mining Advisory and specialises in exploration strategy
design, mineral project valuations, Mineral Resource estimation and reviews as well as due diligence
reviews. He has some 15 years’ consulting experience in various commodities including base metals,
precious metals, precious stones and industrial minerals. He has conducted work in various countries
including those in southern, west and east Africa, as well as Saudi Arabia, Turkey and Afghanistan. He is
the current President of the Geological Society of South Africa and is the GSSA representative on the
SAMCODES Standards Committee.
Bill McKechnie
Bill is the Regional Manager and a Director of Snowden Mining industry Consultants based in
Johannesburg and responsible for the Company’s business throughout Europe, the Middle East and
Africa. He is an exploration geologist with 44 years’ experience in the mining business, including 10 years
with Snowden and 32 years with Anglo American and De Beers which includes eight years as head of De
Beers global exploration activities. Bill was directly involved in the discovery and development of four
new diamond mines in southern Africa. He is a registered Professional with SACNASP, a Fellow of the
GSSA and a member of the SAIMM.
Tania Marshall
Tania R Marshall has been involved in the alluvial/marine diamond and precious stone exploration and
mining industry since 1985 and has worked in many countries throughout Africa, both as an operator
and as a consultant. She is a Fellow of the GSSA, a Member of the SAIMM, a life Member of the GSAf
and is registered with SACNASP. In addition, she is an active member of both the SAMREC and SAMVAL
Committees, chairs the SAMREC Diamond Working Group and is the immediate past-Chairperson of the
SAMCODE Standards Committee (SSC) as well as the Vice-President (Professional Affairs) of the GSSA.
Sarah van Aardt
Operations Manager at SACNASP previously Customer Service Director for INTEL UK. She has an
honours degree in Economics, an Editing diploma from University of Pretoria and a Science
Communication qualification from Stellenbosch University.
Briony Liber
Briony has had a few changes in career direction in her life moving from town and regional planning,
into environmental management in the mining industry, to road construction, back to mining and now
into career development and leadership coaching. One of the reasons for her latest career pivot was
her observation of young professionals’ struggle to advocate for themselves. Over the last three years
she has built a business around helping professionals in the mining industry manage themselves and
their careers as a business. Part of that includes helping people tell their career story through their CV
and LinkedIn profiles in a way that not only connects with human beings, but also passes the application
tracking systems (in other words AI). She is here today to take us through some of the basics of writing
a good CV and preparing for interviews.

Steven Rupprecht
Steven is a Mining Engineer with +32 years mining experience in various mining companies,
consultancies and, most recently, as a professor at the University of Johannesburg. Steven is a Fellow
of the South African Institute of Mining and Metallurgy (SAIMM), a member of the SAIMM Council,
member of the SAIMM Technical Programme Committee, member of the SAIMM Diversity and Inclusion
Committee, and observer on the SAIMM Young Professional Council. Steven has been Vice Chairperson
of the SAMREC working group since 2012 and is currently the Chair of the SAMCODES Standards
Committee.
Pete Roberts
Wits graduate from the previous century. Over 30 years industry experience: research, exploration
(greenfields to incline shaft development), production and management across various commodities
(base metals, oil and gas, diamonds, gold and coal). Amongst other things, currently responsible for the
Professional-in-Training programme at Anglo American Coal SA.
James Campbell
James Campbell has spent over 30-years in the diamond industry in a variety of leadership roles both in
major and junior companies. He is currently Managing Director of Botswana Diamonds plc and also a
Non-Executive Director of Shefa Gems ATM. Previously he held leadership roles at Rockwell Diamonds,
Stellar Diamonds, Lucara Diamond, African Diamonds, West African Diamonds and De Beers where he
spent over 20-years with notable appointments including General Manager Exploration and Nicky
Oppenheimer's Personal Assistant. James is also Chairman of the leadership development Non-Profit
Organisation Common Purpose SA. James holds a degree in Mining & Exploration Geology from the
Royal School of Mines (Imperial College, London) and an MBA with distinction from Durham University.
James is a Fellow of the IOM3, SAIMM and IODSA. He is also a C.Eng (UK), C.Sci (UK) and Pr.Sci.Nat.
David Khoza
David Khoza is geophysicist who’s worked in minerals exploration, mining and geoscience research.
After completing university, David joined BHP Billiton’s mineral exploration division, conducting
geophysical surveys primarily in Africa. David took a break and then back into academia to complete his
PhD, which focussed on understanding the tectonic evolution of the Southern African lithosphere using
magnetotelluric data. Following that, he joined Anglo American’s Technical Solution department
supporting several business units in mining, green and brownfield exploration and research efforts
within Anglo American. He then joined SPECTREM AIR, primarily focused on airborne data processing,
modelling, interpretation and research. He holds a BSc (Geology and Physics), BSc Honours (Geophysics)
and a PhD (Geophysics) from the University of the Witwatersrand, specialising in EM methods. David
Khoza is currently the Executive Manager: Applied Geoscience, at the Council for Geoscience
Pamela Nichols
Pamela Nichols came to South Africa in 1995, originally to the WITS English Department. Nichols helped
to found and has been since 1998 the Director of Wits Writing Centre. Since its inception the WWC has
produced 17 award winning fiction writers and part-organised 6 literary festivals as well as promoting
successful academic writing and writing intensive teaching. Nichols took her first degree at Sussex
University, taught and studied at the American University of Beirut, completed a teaching degree at the
Institute of Education in London, before attending New York University where she completed a
doctorate in Comparative Literature guided by the work of, and personal engagement with, Edward
Said. Her recent published work focuses on writing centres, writing intensive teaching, writing
programmes, new African writing, and on strategies to enhance democracy through the development
of citizen scholars.

Mari Laas
Mari is a devoted trainer - She has been in Training for nearly 30 years. She has two Magister degrees
in Education and Functional Therapy and has a Doctorate in Education – Program Development. She
runs a private practise for 15 years where she does Career counselling. She is married to a pastor and
has two children and stays in Pretoria. Mari enjoys soft skills training and has developed several course
whiles being at the University as well as Training manager at Lanseria International Airport. Skills
upliftment is her passion.
Lloyd Christie
Lloyd Christie is a director at ENSafrica and Head of the Natural Resources and Environment
Department. He specialises in natural resources law. He has been recognised as a leading lawyer by the
following reputable rating agencies: Chambers and Partners Global Guide to the World’s Leading Layers;
The International Who’s Who of Mining Lawyers; and The Legal 500 Guide to Outstanding Lawyers.
Alex Holder
Alex is a mining engineer with a degree from UP. He started working life as a graduate student working
for De Beers. After completing his studies, he received his introduction to mining on the Kimberley,
Finsch and Koffiefontein operations to the level of Section Manager. In 2001 he joined the 1st C-Cut
Study at Cullinan as a Senior Mining Engineer. When the project was halted, he was transferred to
Venetia, where he was involved with systems, planning and production. Alex consulted for Petra in the
Koffiefontein Mine acquisition, before joining them as a Mine Manager where he re-opened the
Koffiefontein mine. He was also involved in technical assessment of new acquisitions including
Kimberley Underground, Cullinan, Williamson and Finsch from De Beers. As Group Technical Services
Manager for Petra, Alex’s role includes Governance on Planning, LOM Planning, Production Information
systems, Technical assessments and Feasibility studies.
Jeremy Clarke
Jeremy Clarke started his career in the mining industry with the Anglo-American Corporation group of
companies as a trainee metallurgist. He spent twenty years with the company gaining experience in
gold, uranium, copper, and diamonds and rose to the position of Consulting Metallurgist for De Beers.
He left De Beers to start his own mining companies and successfully started four new ventures in the
gold, diamonds, copper and emerald industries which were all subsequently listed on the TSE and AIM
exchanges. In 1999 Jeremy founded Metcon, a metallurgical consulting business that concentrated
mainly in the diamond mining arena and eventually merged with Paradigm Project Management (Pty)
Ltd (PPM) in 2008, where he is now a Director and owner.
Leon Koorsse
Leon Koorsse is currently Group Surveyor for Sibanye-Stillwater Marikana Operations where he is
Responsible for all Survey and Draughting functions as well as for Mine Technical Services Systems. He
has been involved in the Survey and Mining Technical Services and Mining Projects Environment for
more than 30 years. He has a National Higher Diploma Mine Surveying, Graduate Diploma Engineering
– Mining and Mine Surveyors Certificate of Competency and is registered with the Institute of Mine
Surveyors of South African.
Anneli Botha
Anneli holds a BSc in Geology and Geography and a Hons in Environmental Management. She has 19
years’ experience mainly in the mining industry assisting clients around the world to develop, implement
and improve their occupational health, safety, environmental management, community and corporate
governance management systems and practices. She has worked in 25 countries across the globe and
her passion is to make a difference to people and the environment wherever she goes.

Prevlan Chetty
Prevlan is a GIS and Remote Sensing Specialist with 9 years of experience across a variety of geospatial
platforms that includes cartographic, remote sensing and various geospatial reporting applications.
Prevlan graduated from UJ with a BSc in Geology and Geography. Prevlan is currently enrolled for his
MSc in Geography with a Remote Sensing application theme. Prevlan currently works for Digby Wells
Environmental, as a GIS & Remote Sensing Specialist. Prevlan is also currently registered with SACNASP.
In addition to this, Prevlan is an ambassador for GIS through the Geographical Information Society of
South Africa (GISSA) where he heads up the education portfolio which aims to expose students and
industry role-players to GIS & Remote Sensing.
Matthys Dippenaar
Matthys Dippenaar holds an MSc in Engineering Geology and PhD in Hydrogeology from the University
of Pretoria. He is presently a senior lecturer there, teaching in these fields while working on his research
focus of variable water saturation and its impacts on engineering infrastructure. He is the present
national chair of the Ground Water Division and a member of the Institute for Engineering Geologists
and the GSSA.
Igor Zeljko Tonžetić
Igor currently works as a senior lecturer in the Metallurgical Department of the University of Pretoria
whilst furthering his postgraduate studies. Previously, he has been the principal consulting mineralogist
for companies in Australia and South Africa. His specialities involve the operation of semi-automated
instrumentation. He has also variously worked as a consulting technical specialist in Brazil, India,
England, South Africa and New Zealand. He is currently a fellow of the GSSA, the Chair of the
Mineralogical Association of South Africa (MINSA), a visiting researcher at the University of the
Witwatersrand and a member of the SAIMM.
Colin Rice
He was a founder partner in SA Mud Services (Pty) Ltd and he was Managing Director of Professional
Diamond Drilling Equipment (Pty) Ltd for eleven years when the company was acquired by Atlas Copco
AB. In 1995, Colin and his business partner launched Borehole Survey (Pty) Ltd and imported the very
first electronic borehole survey tools into the country. Colin Rice established Colin Rice Exploration and
Training in September 2009 with the purpose of offering consulting and training services to the
exploration drilling industry – was responsible for setting up the National Diploma, Drilling Practice
Course at Technikon SA. He has been delivering drilling and exploration related courses at a number of
institutions and in a number of other Southern African countries for the past twenty years. Colin is the
Chairman of the newly launched Drilling Industry Certification Authority of South Africa (DICASA) and
President of the Borehole Water Association of Southern Africa.
Rod Tucker
Rodney Tucker graduated from Wits University in 1970 with a BSc (Eng) degree in Mining Geology. In
1980 he completed an MSc on the Sedimentology and Mineralogy of the Composite Reef on
Randfontein Estate Gold Mine. Rod is a Registered Professional Natural Scientist and a Fellow of the
GSSA. He served as President of the GSSA in 1997. He is also a Fellow of the SAIMM and Society for
Economic Geology. He was the Africa Representative of the IAS (International Association of
Sedimentologists) and a Member of the SEPM. His career has spanned 50 years, working for JCI and the
Anglovaal Group. After an early “retirement” he joined Snowden Mining Consultants as Divisional
Manager Exploration and was General Manager for Africa in his last year there. As Group Sedimentogist
and Exploration Manager in the Anglovaal Group, he was an originator of the SABLE borehole logging
system and has resented several courses on a “Paradigm Shift in Borehole Logging in Exploration”.

Foundations for a Geological Career, 2019 15/08/2019
Geological Society of South Africa
GSSA Geoskills Workshop
State of Geology in SA and
outlook for the future
SA Geology
1
2

South Africa’s geological heritage
© Snowden All rights reservedPage 3
South Africa’s geological heritage
3
4

It’s all around us
Provides many of our basic needs
Minerals drive economies
Platform for growth
Geology
World gold production
2018: 3,260
76% in 1970 3.6% in 2018
5
6

SA Mineral Production 2018 by value
Source: PWC SA Mine Outlook 2018 (Stats SA)
Total 2018 value: R473.881 billion
Exploration in South Africa
Source: Minerals Council facts and Figures 2017
7
8

The South African scene
Undoubted geological and mineral endowment
Scope for broad geological opportunities
• Economic geology
• Fundamental research
• Public and private development work
Opportunities have to be enabled
The business of
geology
9
10

‘Geology is a very broad based science, which draws from virtually
every other science including the natural, engineering and economic
sciences’
‘Geologists, geochemists and geophysicists conduct programmes of
exploration and research to extend knowledge of the structure,
composition and processes of the earth and to locate and identify
hydrocarbon, mineral and groundwater resources.’
‘Geologists work in a variety of settings. They may work outdoors at
a site under investigation, with conditions varying from sub-zero
temperatures to the scorching heat in a desert. In addition, they may
work indoors in laboratories, offices and classrooms.’
• https://www.gostudy.net/occupation/geologist
What geologists do
Fields of endeavour
Mineral exploration
Resource estimation/geostatistics
Mining
Geophysics
Geochemistry
Mineralogy
Mapping
Geotechnical/engineering geology
Hydrogeology/geohydrology
Environmental geology
Marine geology
Economic geology
Palaeontology
Consulting
Research
Platinum
Gold
Diamonds
Chromite
Coal
Iron ore
Manganese
Industrial minerals
Bauxite
Lithium
Graphite
11
12

An observational science
Interpretation and data driven
Model dependent
• Integrity of data requires integrity of data
collection
• Inter-dependence of datasets
• Models are models
• Can be close to real but may be far from real
• Observations are tests of our models
Geological science
Curious and imaginative
Observant, responsible and objective
Able to visualise things three-dimensionally
Problem-solving skills
Enjoy working with others
Flexible and adapt easily to new situations
Able to communicate clearly in writing and in speech
Enjoy travelling and nature
Prepared to work out in the field
Good health and stamina
https://www.gostudy.net/occupation/geologist
Personality traits
13
14

Determined – it’s often not easy
Sceptical – nothing in geology is 100% certain
Reliable – more right than wrong
Integrity – non negotiable
Trust – develops with time
Team players – big picture
Language skills
Personality traits
Entering the game
The entrance ticket
• B.Sc. (Hons) or 4 year B.Tech
Joining the team
• SACNASP registration
15
16

A lifetime journey
Technical skills
‘Soft skills’
Professional Competency and recognition
Experience and skills development
Become expert at whatever you do
5 years is not along time
You are building a lifetime career
Day by day,……. year by year
Deep understanding requires many observations
Fog takes time to clear
Chew at problems and seek support
Looking to the future
17
18

SACNASP
GSSA
SAIMM
Other professional bodies
Professional support
Greater integration of ‘Earth science’ disciplines
Model development via direct observation
Mineralogy/metallurgy/chemistry
Mineral assay technology
Improved metal/mineral species recovery
Big-data management and analysis
The pace of change will increase
Real time technology interfaces
Future outlook
19
20

The future will be what it is
……and perhaps what we make it to be
Future outlook
Close
21
22

Sheldon and Geology
23

Foundations for a Geological
Career, 2019
2019/08/15
Geological Society of South Africa 1
Tania R Marshall
Vice President (Professional Affairs)
PROFESSIONALISM
Competence, integrity, accountability and
high ethical standards, judged peer‐to‐
peer are the hallmarks of what it means to
be part of a professional community
• The geoscience community is no different
and professionalism is relevant to all of its
constituent communities
2
Ruth Allington (Chair TG‐GGP); 35th IGC, 2016
Ruth Allington & Barbara Murphy; RFG 2018
1
2

Career, 2019
2019/08/15
PROFESSIONALISM
3
Historically, definition of ‘professional geoscientists’ referred to those
working in industry / applied sectors
• Whilst preserving our identities and specialisms, we are all part of a single
(geoscientific) system
Professionalism is just as important in the academic, research or teaching
arenas.
• Applied, academic/research and government/statutory communities are
interdependent
• Excellence in practical and professional skills go hand‐in‐hand with excellence in
scientific research.
 Ruth Ellington (President EFG, Chair TG‐GGP)
3
PROFESSIONALISM
4
3
4

Career, 2019
2019/08/15
PROFESSIONALISM
REGISTRATION
5
 Provides a level of formal
international recognition of
knowledge and experience
• Provides the public, employers and
clients confidence that you have
knowledge/experience
• Many employers look to
registration in evaluating the
advancement potential of their
employees
 Required by international Stock
Exchanges / financial institutions
for sign off on Public Reports
(SAMCODES)
 Registration does not imply Competence!
PROFESSIONALISM
REGISTRATION
6
ProfessionalismProfessionalism
Statutory
Registration
Statutory
Registration
SACNASPSACNASP
Professional
Membership
Professional
Membership
GSSAGSSA
Professional Affairs in the Geosciences in South
Africa is a joint SACNASP and GSSA process.
5
6

Career, 2019
2019/08/15
PROFESSIONAL MEMBERSHIP
GSSA
7
Both a Learned/Scientific Society and a Professional Society
• The GSSA provides you as an academic, public sector, industry
earth/geoscientist or trainee earth/geo scientist in southern Africa with a
professional ‘home’ helping you to stay linked to your Community of Practice
GSSA
8
Professional Affairs
Complaints Committee Ethics Committee CPD Committee REI Fund Editors
SACNASP Council for Geoscience SAMCODES Standards
Committee (SSC)
Geology Museum
Committee
COMMITTEES AND REPRESENTATION
7
8

Career, 2019
2019/08/15
GSSA
9
Professional Affairs
PORTFOLIO COMMITTEES
$
Membership Meetings & DPP Finance & Admin Networking
Academic Affairs Professional Affairs Transformation Fellows Committee
GSSA
10
August
2019
9
10

Career, 2019
2019/08/15
 The Professional Affairs Portfolio serves to advance,
promote and protect the professional status of GSSA
members through:
• Identifying the professional needs of members
o Ensuring that appropriate educational,
registration, CPD, professional indemnity
insurance and reciprocity needs are addressed;
• Supporting the concept and training of Competent
Persons
• Work closely with the Meetings/DPP portfolio
GSSA
11
ProfessionalAffairs
Portfolio
Code of Ethics
Complaints and Disciplinary
Committee
Council for Geosciences
Committees
SACNASP Council
representation and VA for
Earth Science and Geology
Patron of SAMCODES
Standards Committee
Continuing Professional
Development (CPD)
Committee
IUGS Task Group on Global
Geoscience Professionalism
(TGGGP)
MOA’s and RPO
arrangements
GSSA
The Meetings and Professional Development portfolio
continues to provide a solid foundation for the activities of the
Geological Society of South Africa.
• Courses and events include meetings, workshops, seminars,
conferences, (student) Geocongress and specialist courses.
Future:
• Remote learning/meetings
• Webinars
• On‐line events
All these events qualify for CPD credits
12
11
12

Career, 2019
2019/08/15
Professional Development is the processes and
activities consciously designed to strengthen
professional knowledge, skills and attitudes to
improve professional practice.
CPD refers to the process of tracking and
documenting the skills, knowledge and experience
that you gain as you work.
• It's a physical/digital record (logbook) of what
you experience, learn and then apply.
The goal is personal development, not simply
collecting CPD credits
PROFESSIONALISM
CONTINUING PROFESSIONAL DEVELOPMENT
13
Half life of knowledge is eight years. So, after eight years,
half of what you know will be forgotten, irrelevant or just
plain useless (Sonnenberg 2003)
14
https://www.jobs.ac.uk/careers‐advice/managing‐your‐career/1318/what‐is‐continuing‐professional‐
development‐cpd
 It is self‐directed: driven by you, not your employer or your registration
authority
 On‐going programme of personal development
• It includes both formal and informal learning
 There is a focus on learning from experience, reflective learning and review
• Uncovers gaps in your skills and capabilities
• It helps you set development goals and objectives
• It helps you keep up‐to‐date with progress in your field of practice
13
14

Career, 2019
2019/08/15
15
 CPD is implicit in the GSSA Code of Ethics (Clause 7) which is
incumbent upon all Members
• Demonstrating/submitting CPD record is not a requirement of
GSSA membership
o Highly recommended for personal advancement of
professionalism
o Highly recommended for both academic and industry
geoscientists
• CPD portal is a digital system to facilitate a member logging their
professional development hours
The goal is personal development, not simply
collecting CPD credits
16
 SACNASP Act 25774 of 2003
• CPD is a requirement for retaining SACNASP registration
 GSSA is the Voluntary Association (VA) representing the
majority of geoscientists (earth & geological sciences) at
SACNASP
 GSSA and SACNASP signed MOU to avoid duplication of
effort for members
15
16

Career, 2019
2019/08/15
17
 SACNASP‐registered GSSA members can choose to record CPD credits on either
GSSA or SACNASP website and be mutually recognised by the other organisation
• The choice to log CPD credits through the GSSA or through SACNASP is the members.
• Compliance with one system will be deemed compliance with the other.
o Does not automatically reflect on both profiles (download the CPD certificate from
the GSSA website and upload it to SACNASP annually, during April)
SACNASP Registered
GSSA Member
SACNASP GSSA
18
GSSA Geoscience specific
• Specifically applicable to members employed in minerals, metals, O&G and related
industries
• Specifically cognizant of issues around unemployed, retrenched, consulting, retired or
field‐based Members
 GSSA format benchmarked against international geoscientific systems
• Especially important for geoscientists (academics and industry/corporate) to have an
international focus
o Can be used by GSSA members wherever they live/work;
o Developing MOUs with international geoscience organisations for mutual
recognition of CPD systems
17
18

Career, 2019
2019/08/15
19
GSSA
Formal
Learning
Knowledge
Contribution
Self‐directed
Study / Informal
Learning
Professional
Practice
 Objective of 60 PDH/CPD credits annually
 Total of 300 PDH/CPD credits over a 5‐year cycle
 No category is obligatory
20
 Formal Learning
• Attendance of a formally structured courses, field‐trips, etc.
 Knowledge Contribution
• The preparation and presentation of a course or a lecture
• Time spent leading field‐trips, writing, publishing, reviewing or refereeing papers,
reviewing CPRs/IAR’s for the JSE Readers Panel(s), reviewing theses, formal mentoring, etc.
 Self‐directed Study and Informal Learning
• Attendance at non‐structured, informal lectures, field‐trips;
• Reading of relevant Journal articles;
• Personal research.
 Professional Practice
• Acquisition of significant skill‐sets such as could be added to a CV, including soft skills;
• The writing of, for example, articles for non‐technical Journals or applicable website;
• Times spent organising relevant conferences, courses, workshops, etc;
• Time spent on actively contributing to one or more applicable organisations or committees
(GSSA, SAIMM, SAMCODES, etc.)
• Time spent in informal mentoring or being mentored
20
GSSA
 Objective of 60 PDH/CPD credits annually
 Total of 300 PDH/CPD credits over a 5‐year cycle
 No category is obligatory
19
20

Career, 2019
2019/08/15
PROFESSIONALISM
PROFESSIONAL CONDUCT
21
Professionalism is all about ethical
success and influence;
• having a reputation for excellence
• being thought of as someone who
exhibits professionalism under any
circumstance
A professional and ethical reputation
is the difference between success
and failure
http://www.indianapolisrecorder.com/business/article_36d05298-7b96-11e6-8226-
033c365dab07.html
PROFESSIONAL ETHICS
22 Ethics
• An area of study that deals with ideas about what is good and bad behavior
 Geoethics
• Geoethics deals with the ethical, social and cultural implications of geoscience education,
research and practice, and with the social role and responsibility of geoscientists in conducting
their activities. (International Association for Promoting Geoethics)
• Roots in the academic community with voluntary self‐regulation
 Professional Ethics
• This is the structured, more regulated world of the registered geoscientist
• Based on formal Codes of Ethics/Conduct/Practice
o Based on the principles espoused in geoethics statements
• Supported by a robust complaints/disciplinary process
“It is a well-established feature of the human condition
that too many of out species will act corruptly if they think
they can get away with it”
Paul Hoffman (Sunday Times, 14 Jan 2018)
21
22

Career, 2019
2019/08/15
 Code of Ethics
• Sometimes referred to as a Value Statement, it behaves like the Constitution with
general principles to guide behaviour; outlining a set of principles that affect decision‐
making.
• When faced with ethical dilemmas or debatable situations, what’s articulated in the
Code of Ethics can help guide decision making
 Code of Conduct
• Governs actions
• A Code of Conduct applies the Code of Ethics to a host of relevant situations.
• A particular rule/clause in the Code of Ethics might state that all employees will obey
the law, a Code of Conduct might list several speciﬁc laws that employees need to
obey.
 Code of Practice
• Standards specific to a practice or competency
PROFESSIONAL ETHICS
23
24
 Benchmarked against international geoscience
organisations
• Specifically applicable to both academic & applied
geoscientists
 Members of GSSA are obligated to comply with
Code of Ethics
• Implies compliance with all associated Codes of
Practice
• Submit to Complaints and Disciplinary process
GSSA CODE OF ETHICS
23
24

Career, 2019
2019/08/15
25
GSSA CODE OF ETHICS
1. In conducting their professional activities, the responsibility of members for the welfare,
health and safety of the community shall at all times come before their responsibility to the
profession, to sectional or private interests, their clients or employers, or to other members.
2. Members shall at all times act so as to uphold and enhance the honesty, honour, integrity
and dignity of the profession.
3. Members shall not take on the functions of an expert in fields other than their own or accept
professional obligations that they are not competent to discharge.
4. Members shall build their professional reputation on merit and shall not compete unfairly.
5. Members shall apply their skill and knowledge in the interests of their employer or client for
whom they shall act, in professional matters, as faithful agents or trustees.
26
GSSA CODE OF ETHICS
6. Members shall give evidence, express opinions or make statements in an objective and truthful
manner and on the basis of adequate knowledge.
7. Members shall continue their professional development throughout their careers and shall
actively assist and encourage those under their direction to advance their knowledge and
experience.
8. Members shall comply with all laws and government regulations relating to the mineral
industries, and with the rules, regulations and practices as established and promulgated by the
stock exchanges with respect to the official listing requirements for mining and/or other
companies, within the country in which they are working.
9. Members shall comply with all relevant laws and regulations of any country in which they work,
including all civil and criminal laws, regulations, policies and practices regarding intellectual
property.
25
26

Career, 2019
2019/08/15
GSSA CODE OF ETHICS
27
CODE OF CONDUCT
28
27
28

Career, 2019
2019/08/15
CODE OF PRACTICE
29
COMPLAINTS & DISCIPLINE/ETHICS
 Both the public at large and members are able to lodge complaints
regarding alleged breaches of Codes
• Directly to the GSSA, SACNASP and/or via the SSC
• In the form of a written affidavit, with supporting documentation
 The GSSA is duty bound to investigate any and every complaint
brought to it against any of its members.
• Appropriate cases are handled internally by the Society, but that when
warranted, cases are passed onto the Statutory Body (SACNASP), or to
the judicial system if there is perceived criminal intent;
 An independent appeals process is available;
30
 Purpose of C&D is to to self-regulate members and the profession;
 Objective is to improve behaviours, especially where the breaches are
without dishonesty, intent, repetition or reckless incompetence
29
30

Career, 2019
2019/08/15
CURRENT STATE OF CASES SINCE 2010
31
COMPLAINTS & DISCIPLINE/ETHICS
0 1 2 3 4 5 6 7
Criminal Conduct
Plagiarism
Unprofessional Conduct
Resource Reporting issues
(SAMCODES)
Complaints Committee Ethics Committee
32
 Includes, but is not limited to, the
following issues
• Continuous Professional Development
• Research Integrity
• Coping with undue influence
• Plagiarism/Copyright infringements
• Harassment & Discrimination
• Geo‐Vandalism
• Mentoring
• Dress Codes
31
32

Career, 2019
2019/08/15
 Intellectual honesty in proposing, performing,
and reporting research or industry technical
reports;
• “Pursuing the truth means following the
research where it leads, rather than confirming
an already formed opinion.”
 Accuracy in representing contributions to
research proposals and reports;
 Fairness in peer review;
https://www.nature.com/articles/d41586‐018‐02516‐x
RESEARCH INTEGRITY
33
https://www.ncbi.nlm.nih.gov/books/NBK208714/
Applicable to both academic
& applied geoscientists
 Moderating the influence of personal, social, and political factors is pivotal for
any scientific community to produce trustworthy knowledge from which
society can benefit.
 Once scientific (technical) results interfere with any powerful group's interests,
politicization is inevitable.
• Political interference
• Direct/indirect pressure exerted by stakeholders/shareholders
RESEARCH INTEGRITY
34
EOS V100, 6 June 2019
33
34

Career, 2019
2019/08/15
 Plagiarism (claiming attribution for a
work you did not author, or using
someone else’s work without proper
attribution)
• Intentional vs unintentional
 Copyright infringement (using someone
else’s work without obtaining their
permission)
RESEARCH INTEGRITY
35
HARASSMENT Harassment in all professional, educational, and
informal geoscience settings
• Any professional workplace, including laboratories,
classrooms, and other meeting spaces
• Conferences, meetings, and sponsored activities
associated with those meetings
o All participants must be treated with courtesy and respect
(scientists and non‐scientists, students, guests, exhibitors,
vendors, staff, and contractors).
• Professional fieldwork settings, including off‐
duty time at remote work sites
• Educational environments, including formal and
informal teaching spaces, and residences during
sponsored trips
https://www.americangeosciences.org/content/agi‐statement‐harassment‐geosciences
36
35
36

Career, 2019
2019/08/15
DISCRIMINATION
 Discrimination
• The unjust or prejudicial treatment of different categories of people.
 GSSA has formal position statement on both harassment & discrimination issues
• Referenced to Code of Ethics and C&D procedures
• Membership/Transformation portfolios address relevant issues
https://harassment.agu.org
http://www.labourguide.co.za/general/600‐code‐of‐good‐practice‐on‐sexual‐harassment113
37
 GSSA has no formal structure for mentoring
• Problems of distance, issues of confidentiality, conflicts of interest, etc
 Within larger companies, formal structures often exist
• Limited formal application in Junior companies / consultancies
 Many members engage in informal mentoring, coaching and tutoring
• Individuals support external formal mentoring programmes
o WiMSA, BridgeTheGap (BTG), SAIMM, etc.
MENTORING
38
37
38

Career, 2019
2019/08/15
PROFESSIONALISM
COMPETENCE
39
 Competence is the ability to do a job
with ever increasing levels of proficiency
• Registration (statutory or
professional) does not necessarily
imply competence
 Competencies are the knowledge and skills a
person has that fulfill some requirement or that
are needed for a job.
PROFESSIONALISM
COMPETENCE
Knowledge/Skills
• A familiarity, awareness, or understanding of …….. facts,
information, descriptions, or skills, which is acquired
through experience or education by perceiving, discovering,
or learning.
o Simply because you have a qualification does not mean that
you have knowledge
40
39
40

Career, 2019
2019/08/15
PROFESSIONALISM
PROFICIENCY There is a time element involved in becoming
proficient at something (knowledge/skills)
• The longer you do something, the better you should
be at doing it;
 This time will not be the same for
everyone/every skill‐set
• Some people become proficient in a short time,
while others take much longer.
 Simply because a person has been doing
something for a long time, does not necessarily
mean that they are proficient at it
• 10 years worth of experience vs 1yrs worth of
experience 10 times
The expert is not the person who thinks he knows it
all, but the one who knows just how little he actually
knows.
41
PROFESSIONALISM
COMPETENCE
42
https://www.managementstudyguide.com/competency-iceberg-model.htm
41
42

Career, 2019
2019/08/15
43
 Does how you dress say anything about your competence or
proficiency?
 Does how you dress say anything about your professionalism?
https://texasagent.org/2017/06/01/dress‐codes‐in‐the‐workplace/
PROFESSIONALISM
COMPETENCE
PROFESSIONALISM
SUMMARY
44
REGISTRATION
• SACNASP registration is a statutory requirement
• GSSA is Professional and Learned society.
o Membership/registration confirms qualifications (not
competence)
CONTINUING PROFESSIONAL DEVELOPMENT
• Self‐driven by each professional.
• Career long development of competencies
PROFESSIONAL CONDUCT
• Norms and behaviours predicated on a Code of
Ethics and backed by a robust complaints and
disciplinary process
• Competence / proficiency
o Knowledge, Skills, Attitudes
“In this profession, your credibility is your
only real asset.” Sonnenberg, 2003
The Professional Geologist, January/February 2003, 27‐30
43
44

Career, 2019
2019/08/15
45

Foundations for a Geological Career 8/15/2019
1
Registration with the South African
Council for Natural Scientific
Professions
Sarah van Aardt
Operations Manager
2
1
2

NATURAL SCIENTIFIC
PROFESSIONS ACT OF 2003
• The current Act (No. 27 of 2003) replaced
the Natural Scientific Professions Act of
1993
• 1993 Act = Voluntary registration
• 2003 Act = Compulsory registration
3
NATURAL SCIENTIFIC
PROFESSIONS ACT OF 2003
• Section 18 (2) A person may not practise in any
of the fields of practice listed in Schedule I
unless he or she is registered …….
• Section 20 (1) Only a registered person may
practise in a consulting capacity.
4
3
4

WHY SHOULD REGISTRATION
BE NECESSARY?
Natural Scientists provide a service to the
public.
The public has a right to be protected.
The Profession has a right to be protected
5
Practice of Professional Science
The practice of professional science is the performing
of any activity that requires application of the
principles of the sciences,
and that concerns the safeguarding of
Public welfare
Life
Health
Property
Economic interest
The environment
5
6

Practice of Professional Science
This may include:
• Investigations
• Interpretations
• Evaluations
• Consultations
• Management of discovery and development
WHAT IS SACNASP’s FUNCTION?
• To register natural scientists.
• To hold the registered persons to a Code of Conduct.
• To represent the practitioners of the natural sciences and
to campaign on their behalf.
• To ensure maintenance of acceptable standards of
training.
• To advise the Minister on matters relating to the natural
scientific professions.
TO ENSURE SAFE AND RESPONSIBLE PRACTICE
BY REGISTERED SCIENTISTS – LEGAL RECOURSE
8
7
8

Voluntary Associations
• Academy of Science of South Africa
• Anatomic Society of Southern Africa
• The Institute of Information Technology
Professional South Africa
• Entomological Society of Southern Africa
• Grassland Society of Southern Africa
• Operations Research Society of Southern Africa
(ORSSA)
• Soil Science Society of South Africa
• South African Mathematical Society
• South African Society for Agricultural Extension
• South African Society of Crop Production
• South African Statistical Association
• South African Wildlife Management Association
• Southern African Genetics Society
• Southern African Geophysical Association
• Southern African Society for Plant Pathology
• Southern African Society of Aquatic Scientists
• Southern African Weed Science Society
• The Geological Society of South Africa (GSSA)
• The Physiology Society of Southern Africa
• The South African Association of Physicists in
Medicine and Biology
• The South African Association for Food Science and
Technology (SAAFoST)
• The South African Association of Botanists
• The South African Chemical Institute (SACI)
• The South African Institute of Ecologists &
Environmental Scientists (SAIEES)
• the South African Institute of Engineering & Environmental
Geologists (SAIEG)
• The South African Institute of Physics (SAIP)
• The South African Society for Animal Science
(SASAS)
• The South African Society for Enology and
Viticulture (SASEV)
• The South African Society for Horticultural Science
• The South African Society for Microbiology
• The South African Society of Atmospheric Sciences
• The South African Society of Biochemistry and
Molecular Biology
• The Southern African Institute of Forestry
• The Toxicology Society of South Africa
• Water Institute of South Africa (WISA)
• Zoological Society of South Africa (ZSSA)
• National Institute for Explosives Technology
• South African Wetland Society
• National Association for Clean Air
• Institute of Certificated and Chartered Statisticians of
South Africa (ICCSSA)
• Society of South African Geographers
9
So why should I register with SACNASP?
10
9
10

Advantages
• Legally required.
• Code of Conduct.
• Inclusion on a database of over 14000 scientists
• Indication of competence and commitment to
professionalism.
• Recognition of education and training that meets
expected standards.
• Identifies scientists as having competence that
employers value.
11
Advantages
• Access to a network of qualified professionals in
specific areas of expertise.
• Candidate Mentor Programme
• Continuing Professional Development
Programme
• Preferential Personal Indemnity Insurances
12
11
12

Candidate Mentoring Programme (CMP)
13
Candidate
Competencies
Technical
competencies in
the field
Business
Management
Legal Ethical
Training
Written and
Verbal
Communications
Skills
Technology and
IT Skills
Emotional
Intelligence and
Soft Skills
SACNASP Candidate Mentor Programme
• The overall aim of the CMP is to equip mentees with the tools
necessary to perform to their highest capability, assist mentees
identify and achieve career development and personal growth
goals that support business objectives In return mentors will
receive Continuing Professional Development (CPD) credits for
mentoring young graduates. Mentees will also be trained on
Business Communication or Project Management at an
accredited higher education institute.
14
13
14

SACNASP Candidate Mentor Programme
Mentor roles and responsibilities Mentees roles and responsibilities
 Foster leadership role  Demonstration ethical behaviour
 Promote professional development  Take initiative and shows integrity and honesty
 Shares insights, experience and ideas with the
mentee
 Verbal and no-verbal communication
 Promote networking responsibilities  Willingness to learn and acquire new skills and
knowledge
 Competent in the relevant field of practice  The mentee should grab opportunities created and
take guidance and support provided for growth
and development
 Provide guidance and support  Actively participate in mentoring activities and
goal accomplishment
 Stay accessible, committed, and engaged during the
length of the programme
 Be open and honest on goals, expectations,
challenges, and concerns
15
SACNASP CATEGORIES OF
REGISTRATION
• Professional Natural Scientist (Pr.Sci.Nat.)
• Candidate Natural Scientist (Cand.Sci.Nat.)
• Certificated Natural Scientist (Cert.Sci.Nat.)
16
15
16

REQUIREMENTS FOR
REGISTRATION
Pr.Sci.Nat.
• Recognised 4 YEAR DEGREE OR DIPLOMA OR EQUIVALENT plus
three years experience.
Cand.Sci.Nat.
• Recognised 4 YEAR DEGREE OR 2 or 3 year DIPLOMA OR
EQUIVALENT with no work experience.
Cert.Sci.Nat.
• Recognised 2 or 3 YEAR DEGREE OR DIPLOMA OR EQUIVALENT
and between one to five years experience.
• RPL
17
REQUIREMENTS FOR
REGISTRATION
Your degree will be assessed on the following criteria
• Assessment Criteria for professional natural scienti
1st Year – 70% natural science subjects
2nd and 3rd Years 80%
4th Year 80-100% natural science content
• Assessment Criteria for certificated natural scientist
1st Year – 70% natural science subjects
2nd and 3rd Years 80% (50% in specific discipline)
18
17
18

SACNASP FIELDS OF PRACTICE
• Agricultural Science
• Animal Science
• Aquatic Science
• Biological Science
• Botanical Science
• Chemical Science
• Conservation Science
• Earth Science
• Ecological Science
• Environmental Science
• Extension Science
• Food Science
• Geological Science
• Geospatial Science
• Materials Science
• Mathematical Science
• Microbiological Science
• Physical Science
• Soil Science
• Specified Science
• Statistical Science
• Toxicological Science
• Water Resources Science
• Zoological Science
19
The Registration Process
• Complete application received
• Professional Advisory Committee (PAC)
• Registration Committee (RC)
• Qualifications Assessment Committee (QAC)
• Council
• Appeal Process
• Recognition of Prior Learning (RPL)
20
19
20

HOW DO I APPLY?
www.sacnasp.org.za
21
How do I apply?
• From 1 April 2019 SACNASP will only accept
online applications via the SACNASP website
• The application fee for candidates will be
reduced to R500
22
21
22

Documentation
• Application form (signed and dated)
• Qualifications in A4 format (certified copies should
bear original stamp and signature of a commissioner of
oaths)
• Transcripts of academic records
• Abstract of project
• Complete list of courses passes at each level of the
degree and their credits
23
Documentation
• Complete report of relevant work experience
• A list of all publications
• Marriage certificates / official proof of change
of surname
• ID / Passport
24
23
24

Documentation
Foreign Qualifications
• All of the above
• SAQA certificate
• British education system A-level subjects
passed
25
How long does it take
• An application can take 3 – 6 month but for
Candidates it is usually far less.
• The main thing that delays registration is the
referee reports but these are not required for
candidates.
• If you require a letter to say that you have
applied for registration please call the SACNASP
office 012 648 7500
26
25
26

27
27

OVERVIEW
•What happens to your CV once you press “send”?
•What to include on your CV and what to leave off.
•Some tips on how to prepare for an interview.
•What else should you be doing besides standing out in
your CV and interview?
| facebook/brionylibercoaching | linkedin/brionyliber
1
2

WARNING! WARNING!
WARNING!
• CV styles and what recruiters/hiring
managers look for, change substantially
over the course of your career.
• What we discuss today is relevant to:
• STUDENTS AND RECENT GRADUATES
• ANYONE LOOKING FOR THEIR 1ST OR
2ND JOB UNTIL YOU HAVE
APPROXIMATELY 1 YEAR OF WORK
EXPERIENCE. AFTER THAT SOME OF
THE “RULES” CHANGE
3
4

WHERE
DO YOU
WANT
YOUR CV
TO GO?
Methods of submitting a CV
Unsolicited CVs
ie randomly sending to every
company you can identify
Solicited CVs
ie responding to specific
recruitment adverts and
personal requests
5
6

Unsolicited CVs
Online CV portals
eg PNET,
Careers24,
company
websites
HR
department/
hiring manager
Technical
professional
Recruiter
Can we make
money on this
CV?
Do we have a
vacancy and a
budget?
Interview (whoop! whoop!)Dustbin (of death)
Is there a job
spec that
matches up
with your
keywords?
I am so busy
what am I
supposed to
do with this
CV?
Database
(dormant in cyberspace)
Y
Y
Y
N
Y
N
N
Y
Do we have a
recruiter filling this
vacancy?
Solicited CVs
Advertisement Personal invitation
Interview (whoop!
whoop!)
Dustbin (of death)
Database
(dormant in cyberspace)
Do your key words
match up with the
job spec?
N
Does your CV standout from the crowd?Y
N Mayb
e
Y
7
8

KEY
POINTS
You need your CV to get to the desk of
the technical professional / hiring
manager
Key words and ATS matter
Solicited CVs get more attention than
unsolicited CVs (Generally)
Standing out from the crowd is important
Relationships with technical
professionals are CRITICAL
What should I include on
my CV and what should
I leave out?
LET’S PLAY A GAME…
9
10

DOES YOUR FIRST PAGE
LOOK LIKE THIS?
DO YOU HAVE A PHOTO ON
YOUR CV THAT LOOKS LIKE
THESE?
11
12

IS YOUR CV GUILTY OF ANY
OF THESE?
• Is your CV more than 4 pages long?
• Is your CV written in full sentences and long paragraphs?
• Have you listed ‘watching tv’, ‘reading books’, ‘watching movies’, ‘socializing
with my friends’ as hobbies?
• Are you using an email that could be similar to kiffmybru@gmail.com, or
ilovechocolate@yahoo.com, or thisislit@icloud.com
• Have u got speling erras, and was you gonna check your grammar
punctuation and tone but forgot?
THE ATS HATES:
• Graphics, photographs,
icons, symbols
• Italics
• Horizontal lines
• Vertical lines
• Mixed fonts
• Multi-colours
• Graphs
• Tables
• Columns
• Font size SMALLER than 11 pts
• Hyperlinks (because of the
underlining and different colour
when you hyperlink
• Underlines
• Text boxes
13
14

THE
ATS
LOVES:
BORINGLY SIMPLE
LAYOUT
RELEVANT KEY
WORDS
DON’T GET REJECTED
BECAUSE OF A PIECE
OF SOFTWARE!
CV DO’S
• namesurname@gmail.com
• Include cell number, LinkedIn URL
• Summary profile
• Spell check and grammar
• Reverse chronology, most important first
• Relevant achievements and skills
• If you are including hobbies they must
be conversation worthy
• Concise and focused
• Update and keep CV dynamic
• Specific to the requirements of the job
• Save document with your name and
surname
Name Surname
Email, mobile, LinkedIn
Summary profile
• Executive summary of your career to date
• Relevant to position applying for
• Key achievements/highlights
• Skills (with tangible evidence/examples)
Academic qualifications (most recent
first)
• Date, Qualification, Institution, Location
• Date, Qualification, Institution, Location
Work experience (most recent first)
• Date - date, Position, Organisation, Location
• Who reported to
• Key achievements
• How position contributed to your skills
• Date - date, Position, Organisation, Location
References (most recent / most relevant
first)
• Name, relationship, organization, contact details
• Name, relationship, organization, contact details
15
16

CV DON’TS
• hotstuff@gmail.com, iloveaboy@yahoo.com, 20134859632201@wits.org.za
• Home address, postal address, marital status, no. of children, criminal
record, gender, race
• No duck-face selfies
• Grammar and spelling errors
• Life history from start to finish in random order
• No accomplishments, achievements or skills – show, don’t tell!
• Generic hobbies, random personal information
• > 4 pages, certificates, copy of id, references (unless requested)
• Once off document, one size fits all
WHAT ABOUT
VISUALLY
CREATIVE CVS?
• It’s pretty but:
• Doesn’t work in automatic
tracking systems
• Some companies reject
these CVs immediately
• Simple, clear and
uncluttered is still better
• Ok to take to an interview
17
18

NOBODY IS BORN AN
EXPERT
• What are you most proud about in your life?
• What positions of leadership have you had at school, at university, at
home, in your community, in your church, in your sports club?
• What problem have you solved for yourself or for someone else?
• Where in your life have you taken initiative, taken a risk, taken a leap
of faith, done something out of your comfort zone?
• If I were to ask your best friend what you have achieved, what would
your friend say?
19
20

BEFORE THE
INTERVIEW
Do your research!
• Visit website and social
media pages
• Follow on LinkedIn
• Read beyond first page of
website
21
22

BEFORE THE INTERVIEW
1. IDENTIFY THE
REQUIREMENTS
• Plan and organise
geological observations
• Prepare maps, charts,
logs, cross-sections
depicting subsurface
conditions
• Must have natural
leadership qualities and
must be able to take
initiative
2. MATCH TO THE
SKILLS YOU HAVE
• Basic Project
management skills
• Proficient in DrillHoleMS,
Geolog and SEDLog
• Leadership skills, self
starter, good
communication skills,
mentoring and
development of others
3. FIND EXAMPLES TO
ILLUSTRATE SKILLS
• Assisted lecturers in
organizing field trips including
field logistics and equipment
• Logged 1000m of core in a
BIC environment and drew 15
subsurface cross sections for
for my Masters research
• Founding member of a
voluntary organization to
bridge the gap between
undergrads and post grad
students
PREPARE FOR
STARS
SITUATION | TASK | ACTION | RESULT
• What was the specific situation / problem / challenge /
event?
• What what was the task/goal you were working
towards?
• What specific actions did you take and what was your
specific contribution? Describe what you did, not what
the team did.
• What was the outcome of your actions, how did the
event end, what did you learn in the process? – make
sure these are positive examples
23
24

DURING THE INTERVIEW
Arrive 10-15 minutes
before the scheduled
time
Your image is what
makes the first
impression – dress
appropriately
Bring several copies of
your CV
Turn off your cell
phone and leave it out
of sight
Firm hand shake and
eye contact
Be prepared for a little
bit of small talk
(maybe check what
happened in the rugby
and local politics)
Listen carefully, and if
you don’t understand
the question ask for
clarity
Respond briefly and
with relevance and
focus on how you can
contribute to the
company
Take a pen and paper
and take notes
Be yourself
Ask about the next
steps and thank the
interviewer
25
26

AFTER THE INTERVIEW
• Follow up with a thank you email
• Comment on something that
particularly interested you about
the company or in the interview
• Summarise in one sentence why
you think you are a strong
candidate for the position
• Send a LinkedIn request with a
personalized note
27
28

WHAT CAN I DO
ON LINKEDIN?
• It’s your digital CV… and so much more
• Research companies and people
• Build your professional network
• Share your thoughts, comment on other’s
thoughts, engage in conversations
• Share your knowledge, research, expertise
• Find jobs, be seen by recruiters
• Learn from others
29
30

| facebook/brionylibercoaching |
linkedin/brionyliber
Your activity shows how
engaged you are and gives
me sense of how you are
networking, connecting,
sharing, commenting –
using your resourcefulness
to manage your career!
Include every job you have
ever had
You have 1000 characters
available for each position
Use LinkedIn as a
digital repository for
your public
documents that you
have produced – a
blog? A paper? Your
dissertation?
Link these to each
relevant position
and/or summary
profile
31
32

Volunteer experience is
like gold especially if you
have had a leadership
position.
If you have no strong
achievements – look for
ways to increase these
through volunteering
Tracking systems search
skills for key words that
are relevant to jobs –
make sure you list your
skills and ask people to
endorse these skills –
especially your lecturers
and employers/people
you reported to
Aim to gather at least 3
recommendations from
lecturers, supervisors,
mentors or employers –
these can only be uploaded
by the person giving the
recommendation and this
makes them particularly
credible.
Continue to request (and
give) throughout your
career
33
34

Several types of
accomplishments that you
can include:
• Publications – can link to
URLs
• Certifictions and course
• Projects
• Honours and awards
• Languages
• Organisations –
professional bodies and
organisations that you are
involved with/are a
member of
Use the search bar and
keywords to identify
potential contacts in
companies, industries
35
36

Click on the
jobs tab to
let recruiters
know you
are looking
Specify what you are
looking for
When you send a connection
request, add a note!
Please!!!
• Introduce yourself
• Say why you would like to
connect (try to say
something about the
person that interests you
rather than going straight
in and asking for a job!!
37
38

WHAT DO YOU STILL
WANT TO KNOW?
WHAT ACTIONS ARE YOU GOING TO TAKE NOW?
39
40

Background to the Reporting Codes
• In Australia in 1960’s concern about unacceptable reporting practices ‐ the so‐
called “Poseidon nickel boom and bust”
• Australian Stock exchanges responded with proposal to self‐regulate, resulting
in the Australasian Joint Ore Reserves Committee (JORC) established 1971
• In February 1989, JORC released the first version of the JORC Code
• US reporting code derived from Hoover’s work in the 1930’s published initially
by US Geological Survey now SEC Industry Guide 7
• Events during the 1990’s such as the BreX affair (1997) cause re‐examination
by the regulatory bodies
• The Enron, Shell and other events in the US have lead to greater scrutiny by
the US SEC of company reporting, with significant penalties for
misrepresentation
1
2

The mining industry is a vital contributor to national
and global economies; never more so than at present
with soaring demand for the commodities that it
produces. It is a truly international business that
depends on the trust and confidence of investors and
other stakeholders for its financial and operational
well‐being. Unlike many other industries, it is based
on depleting mineral assets, the knowledge of which
is imperfect prior to the commencement of
extraction. It is therefore essential that the industry
communicates the risks associated with investment
effectively and transparently in order to earn the
level of trust necessary to underpin its activities.
(CRIRSCO Website)
• The primary objective of CMMI ‐ CRIRSCO was to develop a set of
international definitions for reporting mineral resources, mineral
reserves and exploration results.
• In March 1997, the need for an international reporting standard took
on a greater urgency following the Bre‐X Scandal.
3
4

A major breakthrough was made for CMMI ‐ CRIRSCO in October 1997
when five CMMI participants (Australia, South Africa, UK, Canada and
USA) met in Denver, Colorado and reached provisional agreement for
the, and for their respective sub‐categories,
measured, indefinitions of the two major categories, Mineral Resources
and Mineral Reserves Indicated and inferred mineral resources, and
proved and probable mineral reserves (the Denver Accord)
Background to the Reporting Codes – Denver Accord
Bre‐X Scandal
5
6

To promote International Best Practice in the
Reporting of Mineral Exploration Results,
Mineral Resources and Mineral Reserves
The CRIRSCO initiative proceeded that definitions could be standardised
to a great extent, so that in effect the reporting codes for individual
countries could be developed along similar lines. This resulted in the
release of updated versions of the JORC Code in Australia in 1996 and
1999, followed by publication of similar Codes and Guidelines by
professional bodies in South Africa (SAMREC Code), the USA, Canada,
and, Europe, the UK and Ireland.
Background to the Reporting Codes – STD Definitions
7
8

Core Definitions
• Public Reports
• Competent Person
• Exploration Target
• Exploration Results
• Mineral Resource
• Indicated Resource
• Inferred Resource
• Measured Resources
• Modifying Factors
• Mineral Reserve
• Probable Reserve
• Proved Reserve
• Scoping Study
• Pre‐Feasibility Study
• Feasibility Study
Why did the Codes Develop
Good Governance
(Self Regulation,
Best Practice)
Technical Excellence
(Scientific and Engineering
Principles)
Reliable Reporting
(Financial Sector,
Valuations Common
Language and Concepts)
Public Reporting (minimum
requirements)
International
Reporting Codes
9
10

CRIRSCO ‐ Principle Objective
To promote best practice in the international public
reporting of Mineral Exploration Results, Mineral
Resources and Mineral Reserves.
CRIRSCO is an international advisory body without
legal authority, relying on its constituent members to
ensure regulatory and disciplinary oversight at a
national level.
It recognises the truly global nature of the minerals
industry and the agreed need for international
consensus on reporting standards.
Global reach, providing a single view
Australasia –
JORC
Canada – CIM
Mongolia – MPIGM
South Africa – SAMREC
Russia – NAEN
Europe –
PERC
Chile –
Comisión
Minera
USA – SME
Brazil –
CBRR
Kazakhstan ‐
KAZRC
Indonesia ‐
KOMBERS‐KCMI
Colombia –
CCRR
Turkey –
UMREK
11
12

Underlying Principles
• Minimum public reporting standards
– Exploration, Resources and Reserves
– Transparency, Materiality, Competence, Impartiality
• Classification by Resource or Reserve
– Subdivision by level of certainty or confidence
• Qualified Person (QP) involvement
– Defined by qualifications and experience
• QP & Issuer responsibilities defined
• Report preparation considerations
– List of items to be included
Organisational Structure of South African Reporting Codes
SAMCODES Standards
Committee (SSC)
JSE Limited (including the Chairs of the relevant Readers Panels) (www.jse.co.za)
Southern African Institute of Mining and Metallurgy (SAIMM)
(www.saimm.co.za)
Geological Society of South Africa (GSSA) (www.gssa.org.za)
Geostatistical Association of South Africa (GASA) (www.gasa.org.za)
Institute of Mine Surveyors of Southern Africa (IMSSA) (www.ims.org.za)
Engineering Council of South Africa (ECSA) (www.ecsa.co.za)
South African Council for Natural Scientific Professions (SACNASP)
(www.sarnap.org.za)
SAMRECCommittee
SAMVALCommittee
Investment Analysts Society (IASSA) (www.iassa.co.za)
Law Society of South Africa (www.lssa.org.za)
SAMOGCommittee
Chamber of Mines of South Africa (COM) (www.chamberofmines.org.za)
General Council of the Bar of South Africa (www.sabar.co.za)
Council for Geoscience (CGS) (www.geocience.org.za)
SA Institute of Chartered Accountants (SAICA) (www.saica.co.za)
South African Geomatics Council (SAGC) (www.plato.org.za)
Department of Mineral Resources (including the Minerals Bureau) (DMR)
(www.dmr.gov.za)
SAMESGCommittee
South African Oil & Gas Agency (SAOGA) (www.saoga.org.za)
13
14

The Scope Of The Code
• The Code sets out a required minimum standard
for the public reporting of exploration results,
mineral resources and mineral reserves.
• The Code is applicable to the reporting of all
styles of solid mineralisation or economic
deposit.
• The Code does not apply to Oil, Gas and Water
• Public Reports are all those reports prepared for
the purpose of informing investors or potential
investors and their advisors

x
Pertinent Aspects of the SAMREC Code
• A required minimum standard for the Public Reporting
of Exploration Results, Mineral Resources and Mineral
Reserves
• Considered relevant to all solid minerals
• Present information about mineral assets to
• Investors and potential investors
• Advisors
• Satisfy regulatory requirements
• Guidance to CPs
• The principles that are applicable to the Code:
• Materiality
• Transparency
• Competency
15
16

Pertinent Aspects of the SAMREC Code
• Not prescriptive set of rules
• Not a “stick” to punish Competent Persons
• Vast jurisdiction
• Commodities,
• Mineralisation styles,
• Locations etc
• Data integrity
Guiding Principles
Materiality
TransparencyCompetency
A Public Report contains all
the relevant information
that investors and their
professional advisors would
reasonably require, and
expect to find, for the
purpose of making a
reasoned and balanced
judgement regarding the
Exploration Results, Mineral
Resources and Mineral
Reserves being reported on.
The Public Report is based on
work that is the responsibility of
suitably qualified and
experienced persons who are
subject to an enforceable
Professional Code of Ethics
The reader of a Public Report
must be provided with sufficient
information, the presentation of
which is clear and unambiguous,
to understand the report and not
be misled.
17
18

What is the benefit of SAMREC or International Reporting Codes
• Promotes best practice
• Common language
• Common concepts
• Comparative for
transactions/projects/ mines
etc
• Non‐technical professionals
understand it
• Basis for valuation
• Guidance to CPs
• Self Regulation
• Accountability
• Risk Mitigation
• Relevant to SA and International
players
Public Reporting What it’s meant be
Requires that technical information is:
• Signed off by a professional (CP) who takes responsibly
for the information
• Based on reasonable assumptions which are clearly
explained
• Consistent in its use of standardized terms and definitions
• Unbiased and identifies the potential risks and
uncertainties
• Balanced and not misleading
• In a format that allows for comparing similar projects
• Understandable to a reasonably informed investor
19
20

What the SAMREC Code is not
• It’s not a guarantee of good work
• It’s not a cookbook for mineral resource or reserve
estimation
• It’s not confirmation that the project is good
• Buyer Beware
SAMCODES STANDARDS COMMITTEE
THE SAMREC/SAMVAL Standards
COMMITTEE (SSC) TERMS OF REFERENCE
Purpose
The purpose of the SSC is to provide standards,
recommendations and guidelines for reporting of
Mineral Resources and Reserves, and the
valuation of mineral assets in South Africa.
21
22

The Readers Panel
• Employed by the JSE
• Only the Chairman/Deputy Chairman discusses
issues with the Company/Sponsor
• Mandate approved by SSC
JSE LISTING AND ONGOING REPORTING
• JSE Rules specially for Mineral Companies
• Section 12
• JSE is a user of the Code
• Readers Panel
• Review of CPRs for compliance not investment opportunity/potential
23
24

Competent Person
A ‘Competent Person’ is a person who is registered with SACNASP, ECSA or SAGC, or is a
Member or Fellow of the SAIMM, the GSSA, IMSSA or a Recognized Professional
Organisation (RPO). These organisations have enforceable disciplinary processes
including the powers to suspend or expel a member. A complete list of recognized
organizations will be promulgated by the SSC from time to time. The Competent Person
must comply with the provisions of the relevant promulgated Acts.
A Competent Person must have a minimum of five years experience relevant to the style
of mineralisation and type of deposit under consideration and to the activity he or she is
undertaking. If the Competent Person is estimating or supervising the estimation of
Mineral Resources, the relevant experience must be in the estimation, assessment and
evaluation of Mineral Resources. If the Competent Person is estimating, or supervising
the estimation of Mineral Reserves, the relevant experience must be in the estimation,
assessment, evaluation and assessment of the economic extraction of Mineral Reserves.
Persons being called upon to sign as a Competent Person must be clearly satisfied in
their own minds that they are able to face their peers and demonstrate competence in
the commodity, type of deposit and situation under consideration
Competent Person
Accreditation/
Education
Experience
Ethics/
Disciplinary
Code
Registered with
SACNASP, ECSA or
SAGC, or is a
Member or Fellow of
the SAIMM, the GSSA,
IMSSA or of a
Recognized
Professional
Organisation (RPO).
A minimum of 5 (five) years
experience relevant to the
style of mineralisation and
type of deposit or class of
deposit under consideration
and to the activity which
that person is undertaking.
• Be a self‐regulatory
organization covering
professionals in mining or
exploration or both;
• Admit members primarily on
the basis of their academic
qualifications and experience;
• Require compliance with the
professional standards of
competence and ethics
established by the
organization;
• Have disciplinary powers,
including the power to
suspend or expel a member
25
26

Competent Person
• A ‘Competent Person’ is a person who is registered with either:
SACNASP, ECSA or PLATO (now SAGC or IMSSA)
• Or is a Member or Fellow of the SAIMM, or the GSSA
• Or is a Member or Fellow of a Recognised Overseas Professional
Organisation (ROPO) (now RPO)
• A Competent Person must have:
• A minimum of 5 (five) years experience relevant to the style of mineralisation
• and type of deposit or class of deposit under consideration
• and to the activity which that person is undertaking.
• If the Competent Person is estimating or supervising the estimation of Mineral
Resources, the relevant experience must be in the estimation, assessment and
evaluation of Mineral Resources.
• If the Competent Person is estimating, or supervising the estimation of Mineral
Reserves, the relevant experience must be in the estimation, assessment,
evaluation and assessment of the economic extraction of Mineral Reserves.
• Persons being called upon to sign as a Competent Person must be clearly satisfied
in their own minds that they are able to face their peers and demonstrate
competence in the commodity, type of deposit and situation under consideration.
Am I Competent?
• The key phrase in the definition of a
Competent Person is “relevant experience”
• A Competent Person must judge his or
her own “competence”
• To do this, apply common sense; discuss
with peers
• Key question: could the Competent Person
face his or her peers and demonstrate
competence in the commodity, type of
deposit and activity he/she is undertaking?
27
28

What does a CP have to do?
• Undertake or supervise all aspects of the technical aspects of the Public Report and satisfy
themselves that all areas comply with code and policy – refer Table1 in SAMREC
• Be prepared to be challenged and to defend the estimate methodology and assumptions to his/ her
peers
• Be prepared to be named in the public report and accept accountability.
• Approve the Public Report and the context of ALL public releases of Exploration Results, Resources
and Reserves
• Prepare a detailed Competent Person report to substantiate the release
• May be liable
• Being a Competent Person can enhance your CV
CodePolicy
Table1
Methodolog
y
Assumption
s
Depletion
Reconciliatio
n
PublicReport
Exploration Results Mineral Resources
Mineral Reserves
Sign Off
Liable
CP’s Role
• The Competent Person is:
• The process owner,
• Is responsible for the basis of the public report
• Is accountable, could be called to substantiate the report
• The Competent Person must estimate or supervise the estimation of Exploration
Results, Resources or Reserves, and be responsible and accountable for the
whole of the documentation under the Code
• Where supporting documentation is prepared in whole or in part by others, the
Competent Person must be satisfied that the work of the other contributors is
acceptable
• If more than one Competent Person, there must be clear division of
responsibilities
• The CP is in essence independent and separate from the company / client
reporting entity from a legal liability point of view. Care must be taken in
disclosing, specifying and limiting arising liability
29
30

Consequences of liability
• Administrative –
Professional Association
• Reprimand
• Suspension
• Expulsion
• Reputation
• Statutory and Civil
• Statutory (Companies Act)
• Civil claims by investors for
economic loss
31
32

EXPLORATION
RESULTS
MINERAL
RESOURCES
MINERAL
RESERVES
INFERRED
INDICATED
MEASURED
PROBABLE
PROVED
Reported as in situ
mineralisation estimates
Reported mineable
production estimates
Increasing level of
geoscientific knowledge
and confidence
Consideration of mining, metallurgical, infrastructural, economic,
marketing, legal, environmental, social and governmental factors (the
Modifying Factors)
FIGURE 1 OF THE SAMREC CODE
READING THE CODE
In this second edition of the SAMREC Code, the Code is presented
predominantly
in normal typeface. Definitions are highlighted in bold text and form part of
the Code. Guidelines are in italics and are placed after the respective Code
clauses
to provide assistance and guidance to readers when interpreting the Code.
Code
Definitions
Interpretation
In this second edition of the SAMREC Code, the Code is presented
predominantly
in normal typeface.
Definitions are highlighted in bold text and form part of the Code.
Guidelines are in italics and are placed after the respective Code clauses
to provide assistance and guidance to readers when interpreting the Code.
33
34

DEGREE OF CONFIDENCE
Increasing Level of geoscientific knowledge and
confidence
Tons and Grade are reported so as to reflect
different levels of geoscientific confidence and
different degrees of technical and economic
evaluation.
• The Competent Person responsible for the Resource
estimate must determine the appropriate Mineral
Resource category based upon the quantity, distribution
and quality of data available and the level of confidence
attached to the data with reference to Table 1. The
method of determining these confidence levels must be
disclosed.
Note: This usually reduces to quite a short list of Resource critical
geoscientific elements such as volume, density and sampling and
chemical analysis QA and QC.
So, for example, if there is concern over the confidence in the
representivity and accuracy of density measurements so then an
appropriately low or high degree of confidence must be assigned
to a resource estimate.
CLASSIFICATION OF MINERAL RESOURCES
Mineral Resource classification is a matter for skilled judgement and
Competent Persons should take into account those items in Table 1 which
relate to confidence in Mineral Resource estimation
Exploration
Results:
35
36

MINERAL RESOURCES REPORTING
• Public Reports must specify one or more categories. Reports must
not contain Mineral Resource figures combining 2 or more categories
unless figures for the individual categories are also provided.
• A Mineral Resource must not be reported in terms of contained
mineral content unless corresponding tonnages and grades are also
reported
• The words “Ore” and “Reserves” must not be used in stating “Mineral
Resources”. These imply a level of technical feasibility and economic
viability and are only appropriate when relevant modifying factors
have been applied.
• Mineral Resource estimates are not precise calculations being
dependent upon interpretation; Rounding off must convey the
uncertainties in estimation. Inferred Resources must always be
qualified as “approximately”. The final result must always be referred
to as an estimate and not a calculation.
Mineral Reserves
• You can not report Mineral
Reserves unless there is a
• Pre‐Feasibility Study or a
• Life of Mine Plan
37
38

MODIFYING FACTORS
Modifying Factors are considerations used to convert
Mineral Resources to Mineral Reserves. These include, but
are not restricted to, mining, processing, metallurgical,
infrastructure, economic, marketing, legal, environmental,
social and governmental factors
MODIFYING FACTORS
1. Mining (Costs & losses)
2. Metallurgical (Costs, recoveries and yields)
3. Infrastructural (Costs, technical constraints)
4. Economic (Supply and Demand)
5. Marketing (Price and Cost of Sales)
6. Legal (Rights and limits)
7. Environmental (costs and limits to mining)
8. Social (Impacts and costs of impacts)
9. Governmental (Constraints)
Note: The Mining Engineer
and other Specialists
World, These are usually
best estimated by
appropriate experts ; They
involve Multi‐disciplinary
teams and numerous
technical and economic
studies
39
40

MINERAL RESERVES
• A Mineral Reserve is the economically mineable part of a
Measured and/or Indicated Mineral Resource.
• It includes diluting materials and allowances for losses,
which may occur when the material is mined or extracted
and is defined by studies at Pre‐Feasibility or Feasibility
level as appropriate that include application of Modifying
Factors. Such studies demonstrate that, at the time of
reporting, extraction could reasonably be justified.
Note : Prior to determining a Mineral Reserve
appropriate assessments and studies must
have been carried out, and include
consideration of realistic modifying factors.
These studies must demonstrate that at
the time of reporting extraction could
reasonably be justified and are
technically achievable and economically
viable
REFERENCE POINT
The reference point at which Reserves are defined, usually the point where the ore is delivered to the
processing plant, must be stated. It is important that, in all situations where the reference point is
different, such as for a saleable product, a clarifying statement is included to ensure that the reader is fully
informed as to what is being reported.
Precious Metals
Base Metals
Industrial Metals
Coal
Bulk Commodities
41
42

TABLE OF CONTENTS
RECOMMENDED TABLE OF CONTENTS FOR COMPETENT PERSONS REPORT (“CPR”)
This table of contents is given only as a guide to the compilation of CPR’s. It is designed to incorporate all of the requirements of Table 1. It must be
read in conjunction with Table 1 and the Code.
Title Page
Executive Summary
Table of Contents
•Introduction
•Project Outline
•Accessibility, Physiography, Climate, Local Resources and Infrastructure
•Project History
•Geological Setting, Mineralisation and Deposit Types
•Exploration Data/Information
•Mineral Resource Estimates
•Technical Studies
•Mineral Reserve Estimates
•Other Relevant Data and Information
•Interpretation and Conclusions
•References
•Appendices
Date and Signature Page
.
AUTHORS CERTIFICATE
[name of CP]
.
•I declare that this report appropriately reflects the Competent Person’s/author view
•I am independent/not independent of [name of issuer].
•I have read the SAMREC Code (2015) and the Report has been prepared in accordance with
the guidelines of the SAMREC Code.
•I do not have nor do I expect to receive a direct or indirect interest in the [project/mine details]
or [name of issuer] OR I am an employee/shareholder/director or other interested party in
respect of the issuer [name of issuer] or the mineral asset.
•At the effective date of the Report, to the best of my knowledge, information and belief, the
Report contains all scientific and technical information that is required to be disclosed to make
the Report not misleading.
Dated at [place] and [date]
[Signed]
43
44

TABLE 1
Exploration Results Mineral Resources Mineral Reserves
Table 1 is applicable toalldeclarations interms of the guidelines of the SAMRECCode
Section 1:Project Outline
SAMREC TABLE 1
Section 11:Reporting of for Coal Resources and Reserves
General
Section 2:Geological Setting, Deposit, Mineralisation
Section 9:Qualification of Competent Person(s) and other keytechnical staff. Date and Signature Page
Section 8:Other Relevant Information
Section 3:Exploration and Drilling, Sampling Techniques and Data
Section 4:Estimation and Reporting of Exploration Results and Mineral Resources
Section 10:Reporting of Diamonds and Gemstones
Section 6:Estimation and Reporting of Mineral Reserves
Section 5:Techncial Studies
Section 7:Audits and Reviews
‘IF NOT, WHY NOT’
• Agreed to the principle
• Used of a verb i.e. ask a question
• Not an additional reporting requirement
• Triggers:
• Maiden announcement
• Significant change of a Material Project
45
46

Foundations for a Geological Career Day 1

Foundations for a Geological Career Day 1

Recommended

Recommended

More Related Content

Similar to Foundations for a Geological Career Day 1

Similar to Foundations for a Geological Career Day 1 (20)

More from James AH Campbell

More from James AH Campbell (20)

Recently uploaded

Recently uploaded (20)

Foundations for a Geological Career Day 1