2 - Local reliable infrastructure for long-term community & mining activities.

3 - Joint development of economic growth

4 - Developing ongoing partnership and mutual trust

5 - Environmental and cultural site protection

1 - Local(KFN) Indigenous Persons & Indigenous Owned Businesses

2 - Other Indigenous Persons & Indigenous Businesses

3 - Local(Northern Saskatchewan) Persons/Businesses

4 - Other

We are honoured to be with you today and to discuss our shared vision for a successful future for both the Kakinawpikahk people.

We are excited to be here today as the negotiation representatives for Northern BlackRock company.

We are:

John

Andressa

Sarah

Nnenna

Amber

We recognize and respect Indigenous peoples' longstanding stewardship of these lands since time immemorial. Through partnership, we commit to responsible development that supports employment, training, and community investment while upholding our shared responsibility to the land and future generations.

Current exploration of black rock at the site projects the reserves to accommodate a 50-year project life cycle.

The proposed project is expected to be a 4-phase operation.

• Phase 1: Exploration & Site Preparation Year 0 - Year 1

• Phase 2: Construction & Drilling Year 1 - Year 6

• Phase 3: Ongoing Operations & Progressive Reclamation Year 7 - Year 40

• Phase 4: Operations & Decommissioning Year 41 - Year 50

This pillar influences the IBA by involving local communities in decisions, building trust, and promoting sustainable benefits such as jobs, infrastructure, and cultural preservation.

Community Investment

A key partnership area to develop mutual investment and cultivate economic stability and growth for all stakeholders.

Total direct Community Investment = $5.25 Million

- 30% Indigenous workforce for the first 5 years, increasing as more training is completed.

- $2 million annual investment in training programs, focusing on apprenticeships, certifications, and pre-employment job readiness.

- A scholarship program for Indigenous students (10 annual scholarships, $5,000 each) with return-to-work contracts to ensure trained individuals work at the mine.

There will be no financial penalties for missing hiring targets, but instead, additional training investments if goals aren’t met.

We will also incorporate hiring flexibility and consider work experience as an alternative to formal education.

2. For promotion and retention, we will

- Follow a ladder-based promotion system and set a goal that includes 10% of supervisors to be Indigenous within 7 years.

- Ensure that a minimum of15 apprenticeships per year are given out for First Nation workers.

- Mentorship and career development programs are in place

3. For cultural sensitivity and support in the workplace, there will be:

- Mandatory cultural sensitivity training for all employees.

- A Site Elders Program for mentorship & emotional support.

- Flexible work schedules for traditional activities (hunting, fishing, ceremonies).

Business Development Pillar

This pillar addresses the IBA’s business development aspects, explicitly focusing on securing local business contracts, procurement opportunities, and economic benefits.

Workforce Capacity

As we negotiate with the people of Kakinawpikahk First Nation, this pillar addresses workplace capacity by creating meaningful employment opportunities, building skills, and ensuring that the community benefits from the project both now and in the future.