Novus Properties Ltd (NOV.mu) listed on the Stock Exchange of Mauritius under the Property sector has released it’s 2020 interim results for the third quarter.For more information about Novus Properties Ltd (NOV.mu) reports, abridged reports, interim earnings results and earnings presentations, visit the Novus Properties Ltd (NOV.mu) company page on AfricanFinancials.Document: Novus Properties Ltd (NOV.mu) 2020 interim results for the third quarter.Company ProfileNovus Properties Limited deals in property development for rent or sale purposes. The company is based in Port Louis, Mauritius. Novus Properties Limited’s activities include tailor-made approaches to cater for unique building or office needs, the buying and rental back facilitation, management and maintenance of buildings and offices, as well as the promotion and development of properties. Novus Properties Limited is listed on the Stock Exchange of Mauritius’ Development and Enterprise Market.
Howard Lake | 6 February 1999 | News 17 total views, 1 views today AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis Good work Advertisement AddThis Sharing ButtonsShare to TwitterTwitterShare to FacebookFacebookShare to LinkedInLinkedInShare to EmailEmailShare to WhatsAppWhatsAppShare to MessengerMessengerShare to MoreAddThis The voluntary sector constitutes an ever-growing proportion of the workforce of many countries. The voluntary sector constitutes an ever-growing proportion of the workforce of many countries. In the USA, 7.8% of the workforce is employed by non-profit organisations. In Europe the proportions are even higher. Ten and a half per cent of the Belgian workforce work for non-profits, in Ireland the figure is 11.5%, and in the Netherlands 12.4% of the workforce work for a non-profit. About Howard Lake Howard Lake is a digital fundraising entrepreneur. Publisher of UK Fundraising, the world’s first web resource for professional fundraisers, since 1994. Trainer and consultant in digital fundraising. Founder of Fundraising Camp and co-founder of GoodJobs.org.uk. Researching massive growth in giving.
Home Indiana Agriculture News Black Tar Spot on the Rise in Indiana SHARE By Ashley Davenport – Feb 25, 2020 Facebook Twitter Black Tar Spot on the Rise in IndianaBlack tar spot can be identified on corn plants by its distinctive raised black spots embedded on the leaves, stem and husk.The yield-robbing disease was first found in 2015 in 10 counties in Northern Indiana. In 2019, that number increased more than five-fold, bringing the total numbers of counties with confirmed cases to 68.According to Darcy Telenko, Purdue Extension field crops pathologist, those cases could be higher.“I suspect we probably could confirm it in all 92—we just never got to those other southern counties,” she said. “It’s the northern part of the state where we’re most worried because it’s been there and we had yield effects in 2018.”Like several diseases, moisture helps progress tar spot. It thrives in humid conditions with long periods of leaf wetness. Irrigation can exacerbate the problem, said Telenko.“If we’re irrigating frequently with light irrigation events, we’re keeping that crop canopy wet longer, and that’s increasing the risk for the disease to develop,” she said.For the farmers who run irrigation, Telenko says the key thing to do is scout early and scout often.“Look and see if it’s active in the lower canopy, and then if you’re irrigating, stay on the water, and you may need to cut back if the disease is starting to explode,” she said. “We may need to water hard early and letting it dry off instead of multiple small rain events.”There’s no variety on the market/that is tolerant to black tar spot, but Telenko suggests talking with your seed dealer/when you make your seed selections this winter.“Being proactive and plan for what you need,” said Telenko. “There’s very few hybrids that have tar spot ratings, but work with your seed dealer to see if they know some that may be less of a risk. Be prepared to be out looking for it.” SHARE Facebook Twitter Black Tar Spot on the Rise in Indiana Previous articleCrop Insurance Considerations Before March 15 and Asgrow Hoping for Spring EU Approval of First Triple Stack Soybean Trait on the HAT Tuesday Morning EditionNext articleUSDA and USTR Announce Progress on Implementation of US-China Phase One Agreement Ashley Davenport
VietnamAsia – Pacific January 31, 2008 – Updated on January 20, 2016 Journalist Tran Khai Thanh Thuy released from jail Follow the news on Vietnam April 7, 2021 Find out more Organisation to go further Three more independent reporters arrested in Vietnam Vietnam sentences journalist Tran Thi Tuyet Dieu to eight years in prison RSF_en April 22, 2021 Find out more News Reporters Without Borders today welcomed the release from prison of journalist and dissident Tran Khai Thanh Thuy, after nine months and eight days in prison.She was sentenced to nine months in prison by a court in Hanoi today for “disturbing public order” but was released because she had already spent more than nine months in custody awaiting trial.“We are delighted by this release. Detention was endangering her health since she suffers from tuberculosis and diabetes,” the worldwide press freedom organisation said.Tran Khai Thanh Thuy was arrested on 23 April 2007, for posting articles critical of the government on the Internet and in the dissident press. She was initially charged with “disseminating propaganda hostile to the Socialist Republic of Vietnam” under Article 88 of the criminal law. The court did not explain why the charges against her were changed.Two days before her arrest, the authorities surprised her while she was in the act of posting articles deemed subversive. Police seized a memory stick on which some of her articles were stored.The journalist received the Human Rights Watch’s Hellman-Hammett prize in January 2007 in recognition of “her courage in the face of political repression”. She is a member of Bloc 8406, a group of pro-democracy activists founded on 8 April 2006 and which the foreign ministry ruled to be illegal in October.“Tran Khai Thanh Thuy only exercised her right to freedom of expression and her imprisonment without trial was totally unjustifiable”, Reporters Without Borders said. “We urge the Vietnamese justice system to re-examine the cases of seven cyber-dissidents who are currently behind bars,” the organisation added. April 27, 2021 Find out more Help by sharing this information News VietnamAsia – Pacific News News RSF laureates support jailed Vietnamese journalist Pham Doan Trang Receive email alerts
WhatsApp Twitter Recruit Toni DeCosta, center, reloads her clips between exercises. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Recruit Toni DeCosta, center, shoots during a drill. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Facebook Recruit Taylor Box shoots from cover in an unusual position. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Pinterest Home Local News Crime OPD chief: It’s a calling WhatsApp 1 of 7 Recruit Imiley Hawkins reloads her weapon during a drill. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Virgin Coco MojitoSouthern Style Potato SaladSmoked Bacon Wrapped French Vidalia OnionPowered By 10 Sec Mama’s Deviled Eggs NextStay Local NewsCrime OPD chief: It’s a calling Police searching for woman connected to husband’s death Recruit Ismael Flores shoots from cover. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. By admin – April 26, 2018 Recruit Taylor Box shoots from cover in an unusual position. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Some of the ways Gerke said he plans on building that atmosphere is by installing some financial planning and financial counseling for officers and their families. He said he had one meeting with the significant others of officers last October, and wants to hold more meetings like that to build an understanding of where each side is coming from.Gerke said OPD has spread its wings since he took over as chief a year ago, in terms of recruiting. They still go by traditional methods, such as postings on job sites, and attending military job fairs and looking at other regional law enforcement academies, but are also putting more emphasis on their recruit intern position.The OPD recruit interns, of which there are currently two, are people between the ages of 18 and 20 interested in a career as a police officer. As interns, OPD shows them what the job is about, and sends them to college. One of the requirements of being a recruit intern is attending six hours of college a semester. OPD Spokesman Cpl. Steve LeSueur said they are paid by the department to attend classes, and are also reimbursed upon completion of their classes.“I think if we can get some homegrown people, and get them feeling like they belong with this organization, that they’ll stay,” Gerke said. “If you’re policing your hometown, you’re probably going to stay, as opposed to someone who comes from outside.”Since beginning their police academy five years ago, they’ve been somewhat successful in keeping their officers on the force. Of the 98 recruits who have graduated from the academy, 51 are currently still employed with OPD and 65 of their graduates, or 68 percent, stayed with OPD for more than a year.With the recent rise in oil prices, there runs the risk of more officers leaving to work in the oilfields, something Gerke and LeSeuer have said has been a problem in the past. Gerke said that there is always turnover in the department, but there has not been any drastic amount of officers quitting for oil work so far this year, and it’s hard to tell this time if that may happen.“I think the last time that the boom hit, everyone expected it to last a lot longer than it did, and some of the people that left ended up getting laid off from their oilfield jobs,” Gerke said. “That can leave a sour taste.”One of the recruiting points of the OPD, Gerke said, is OPD has never laid anyone off. As long as an officer doesn’t make a drastic mistake, they have a job for life.“Do you make what you can make in the oilfield? Probably not,” Gerke said. “However, there’s job security here, there’s retirement, there’s benefits. There are advantages to being here.”The starting annual salary of an OPD officer is $52,380. Recruits are also paid, making $47,432 a year.One problem OPD can run into through the hiring process as well, Gerke said, is applicants being dishonest on their questionnaires. Applicants are required to fill out a personal history questionnaire about 50 pages long when applying, and some applicants have to be rejected just based off of their answers, or found being untruthful in their answers. Gerke said someone who stole a candy bar when they were in seventh grade may still be able to be a police officer, but if they lie about it, they automatically are rejected.Currently, OPD is still hiring. Anyone interested in applying can contact OPD at 432-333-3641 or City of Odessa Human Resources at 432-335-3236.“Being a police officer is kind of a calling,” Gerke said. “You kind of know as soon as you start whether it’s for you or not.” Facebook Since January, the Odessa Police Department has worked with its 10 newest recruits, preparing them to be sworn in as police officers when they graduate July 27.These 10 recruits, should all of them graduate, will be filling much needed spots in Odessa’s police force, which is currently staffed at 147 officers, out of a budget of 182 officers.With that many spots that need to be filled, and the impending oil boom in Odessa possibly causing more spots to be left, OPD Chief Mike Gerke said he wants to put an emphasis on a family atmosphere for his police force.“People leave bad managers, bad organizations, bad culture,” Gerke said. “We just want to have a well-rounded relationship, not just with the officer, but with the entire family. The thought process being that people just don’t leave families as easily as they leave organizations.” The recruits attach paper targets down range. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field on Friday. The recruits shot at targets from cover and in different positions. Twitter Previous articleLiv432 highlights local eventsNext articleSULLUM: Trump wages war wherever and whenever he wants admin RELATED ARTICLESMORE FROM AUTHOR Pinterest Youngsters urged to be safe over graduation weekends A bullet riddled target waits for the next round of shooting. The Odessa Police Department academy recruits went through a shooting drill at the OPD/OFR Drill Field om Friday. The recruits shot at targets from cover and in different positions. Police searching for man connected to hit and run
Susan Moore/FacebookBy BILL HUTCHINSON, ABC News(CARMEL, Ind.) — The president and CEO of an Indiana hospital has prompted backlash for releasing what medical professionals and health care advocates described as a “blame the victim” statement about a Black physician who died of COVID-19 after alleging she was mistreated by a doctor and nurses at his medical facility because of the color of her skin.In a press release, Indiana University Hospital president and CEO Dennis M. Murphy described Dr. Susan Moore as a “complex patient” and said that during her stay at the IU Health North facility in Carmel, Indiana, the nursing staff treating her for coronavirus “may have been intimidated by a knowledgeable patient who was using social media to voice her concerns and critique the care they were delivering.”Moore, 52, who operated her own family practice, died at another hospital she went to a day after being discharged from IU Health North, her 19-year-old son, Henry Muhammed, told ABC News.Before being sent home from IU Health North, Moore recorded a scathing review of her treatment and posted the video on her Facebook page, saying, “I put forth, and I maintain, if I was white, I wouldn’t have to go through that.”She alleged that the doctor treating her repeatedly ignored her complaints that she was in excruciating pain and wanted to send her home. That doctor, she alleged, initially told her he felt uncomfortable giving her painkillers and “made me feel like a drug addict,” she said on social media.“This is how Black people get killed. When you send them home and they don’t know how to fight for themselves,” Moore said in the Dec. 4 video she posted on her Facebook page from her hospital bed at IU Health North. “I had to talk to somebody, maybe the media, to let people know how I’m being treated up in this place.”Muhammed told ABC News in a telephone interview Wednesday that his mother knew her own medical history better than anyone else and should have been seen as an asset to the medical team and not as a sign of intimidation.“I don’t understand how knowing your medical history is intimidating to a nurse or hospital staff,” Muhammed said.He said that other than a chaplain from the IU Health system reaching out to him, no officials from the medical center have contacted him to apologize or express remorse.In his statement, Murphy said he is “deeply saddened by her death and the loss her family is feeling.”“I am even more saddened by the experience she described in the video,” Murphy wrote. “It hurt me personally to see a patient reach out via social media because they felt their care was inadequate and their personal needs were not being heard.”Murphy promised to assemble a diverse panel of health care and diversity experts to conduct an external medical review of Moore’s concerns “to address any potential treatment bias.” At the same time, he appeared to defend the hospital staff that treated Moore.“I do not believe that we failed the technical aspects of the delivery of Dr. Moore’s care,” Murphy wrote. “I am concerned, however, that we may not have shown the level of compassion and respect we strive for in understanding what matters most to patients. I am worried that our care team did not have the time due to the burden of this pandemic to hear and understand patient concerns and questions.”Muhammed said he and his family have been speaking with lawyers about their options for recourse but have not yet decided whether to take legal action against IU Health.“I hope they do an honest, unbiased investigation,” he said of the hospital. “But I can only hope for that. I don’t know if they will.”Moore tested positive for COVID on Nov. 29 and went to IU Health North because she had been to the hospital before and it was close to her home, Muhammed said.He said his mother was discharged from IU Health North on Dec. 7 but was only home for 12 hours before he had to call an ambulance to rush her to a different hospital. Moore wrote on her Facebook page that when she was admitted to Ascension St. Vincent Hospital in Carmel, her temperature had spiked to 103 degrees, and her blood pressure fell to 80/60. Normal blood pressure is generally 120/80.Her health continued to deteriorate, and she was placed on a ventilator, her son said. She died of complications from COVID-19 on Dec. 20.Moore’s ordeal has left public health advocates and medical providers disappointed in Murphy’s statement and prompted many of them to vent their outrage on social media.Dr. Theresa Chapple, a Black physician and public health advocate from Maryland, wrote on Twitter that after reading Murphy’s statement, “I feel gaslit.”“It is so utterly ridiculous and also something that Black people have been going through for quite some time in this country, and that includes Black doctors,” Chapple told ABC News on Wednesday. “We have gone through this when we try to advocate for ourselves, when we try to advocate for our children. We’re dismissed. We’re seen as angry, or upset or volatile. Intimidating is a new one that I hadn’t heard before reading this.”Chapple said her work is focused on maternal mortality and trying to prevent Black women from dying as a result of giving birth.“One of the ways that we tell women that they can do to help address that is to advocate for themselves or to have an advocate there with them. So to now take this tried-and-true approach that we know helps in certain circumstances and be able to clearly see that it does not help when you’re Black and educated, it’s really a slap in the face,” Chapple said. “What else can you do to save your own life?”Christie VanHorne, a public health advocate from New York whose company, CVH Consulting, works to improve communication between patients and medical providers, said she felt so angered by Murphy’s response that she wrote IU Health a message complaining that the hospital was “victim-blaming” Moore for the alleged inadequate care she received.“It’s honestly a disgrace to the medical profession that they would blame the victim and the nursing team,” VanHorne told ABC News on Wednesday. “To say that the nurses were intimidated by the patient, it’s absolutely ridiculous when she was just trying to advocate for herself.”Dr. Camara Phyllis Jones, a Black adjunct associate professor at Morehouse School of Medicine in Atlanta and former president of the American Public Health Association, and three of her medical profession colleagues wrote an op-ed piece on Moore’s case that was published in the Washington Post on Saturday saying Moore’s experience is more “confirmation” of racial inequities in the nation’s health care system that have risen to the surface during the COVID-19 pandemic.“That system has a name: racism. No matter how well-intentioned our health care system is, it has not rooted out the false idea of a hierarchy of human valuation based on skin color and the false idea that, if there were such a hierarchy, ‘White’ people would be at the top,” reads the op-ed Jones wrote with Aletha Maybank, chief health equity officer at the American Medical Association, Uché Blackstock, founder and CEO of Advancing Health Equity, and Joia Crear Perry, president of the National Birth Equity Collaborative.Black people have also been disproportionately affected and have died from coronavirus more than their white counterparts. An analysis by the Brookings Institution released earlier this year showed that the COVID-19 death rate for Black people was 3.6 times the rate of white people.An ABC News investigation published in April found that Black people in coronavirus hot spots are twice as likely to die from the illness than their white counterparts.“Dr. Moore knew that she was being mistreated. She knew she was being mistreated because she knew what she was supposed to be getting. So that makes her voice even more powerful when she was calling them out,” Jones told ABC News on Wednesday.Jones said IU Health has to acknowledge that systemic racism exists in its system before it can fix the problem.“It’s not on one individual nurse to fix themselves or one individual doctor to fix themselves,” Jones said. “You have to engage a lot of people, understanding that racism exists, and that it’s a problem for the whole system.”Copyright © 2020, ABC Audio. All rights reserved.
Previous Article Next Article Comments are closed. Change Activists WantedOn 1 Jun 2001 in Personnel Today Related posts:No related photos. Yourrole in delivering performance improvement is crucial, especially in a slowingeconomy. So how are you going to get your message across? asks Carmel McConnellTheeconomy is cooling down, which means the cost-cutting agenda is back. Seniormanagement looks for ways to keep the shareholders happy. The “doing more withless, and still smiling” posters go back up on the walls. Sound familiar? Now,this may not be the case where you are. But you still aim to give the team moreperformance bang for each training buck anyway, right? So the big question is,what is the best strategy for yourself and your department during this comingdownturn? How can you increase awareness of the training and development valueadded?InChange Activist, I demonstrate that there are valuable lessons to learn fromthe passion and focus of social activists; lessons that can be used by anyoneto make big (ethical) things happen fast in the workplace. After 10 years ofchange leadership in the film industry and financial services, my experiencehas been that people who consistently develop their skills to meet the needs ofthe changing marketplace have made the biggest contribution. And reaped thebiggest rewards in terms of personal and material recognition. Are you one ofthose people – in the making? It is your choice – your contribution levelequals your satisfaction level.Yoursuccess depends on your ability to take action. Let me give you an example.Development professionals need to be close to their senior team, to help them,in turn, get closer to their customers. How exactly? Well, the right skills andbehaviour provide the right performance – which might be the difference betweensuccess and failure, for you and your firm. Could you be the developmentmanager who speaks up to remind the business of that?Ifthe answer is yes, let’s consider first things first – getting in front ofpeople. How to help others understand the marketplace benefit of yourcontribution. Hard? Maybe. But believe me, it’s not as hard as reading ane-mail stating that an external vendor has been appointed to provide onlinedevelopment as part of some great new strategy (which you know won’t work!). Youcan make things happen as a training change activist. Such as:1– Decide you are going to help the senior team – and your colleagues – be inthe best shape to deal with the coming slowdown 2– Start here. Proactively educate yourself about the marketplace. For example,what is the most profitable niche in your marketplace? Can you build skills andbehaviour to maximise on that?3– Put yourself in the shoes of the external customer. What do they need fromyour firm? What could you do to reinforce existing strengths?4– Work out allies on the senior team. Who recognises skills and behaviour ascritical to survival? 5– When are you going to meet them? You have a really useful message on how toreinforce peak performance during this downturn, so make it a priority to tellthem Youknow all that stuff about partnering with the business, leading throughlearning, common focus on achieving the business priorities, those goodseminars, conferences, courses. Guess what – it wasn’t all theory. Areyou choosing to make sure your skills are seen as critical during the next fewmonths, or are you hoping it will all go away? Thisis where you get yourself into the right place and take action to make it happen.As I tell people: the only way to do it – is to do it.Fordetails of current Change Activist development programmes, send an e-mail to [email protected] or call 07710 057955. Change Activist ispublished in the Momentum Series by FT/Pearson
Share via Shortlink Full Name* Eastdil Secured’s Ben Lambert (Getty)Eastdil Secured’s Ben Lambert, who founded an industry institution and oversaw the sale of countless landmark properties like the General Motors Building in New York City and Chicago’s Willis Tower, died this weekend.Roy March and Mike Van Konynenburg sent an email to Eastdil’s friends and clients Sunday notifying them of Lambert’s death.“Ben was a true father-like figure to many of us, and we will miss his wisdom, warmth, leadership and love,” they wrote. “In a tough, high stakes environment, Ben never had a bad word to say about anyone.”The cause of death was not disclosed. Lambert was in his 80s.Lambert majored in art at Brown University but gave up ambitions of being a sculptor because he felt he didn’t have the talent to make a living as an artist, according to a 1980 profile by UPI.Because he had no business training, he found work selling fabrics in Manhattan’s Garment District before landing a job at a mortgage firm.In 1967, he founded Eastdil with the idea of bringing an investment banking approach to real estate brokerage.His own list of deals includes financing of the Embarcadero Center mixed-use complex in San Francisco in the early 1970s. He sold the Irvine Ranch in 1977 for $337 million — then a record price for a land sale in the United States. Lambert sold the MacArthur Foundation apartment portfolio in the mid-1980s and the Helmsley Portfolio in the 1990s.Eastdil entered into a venture with Nomura Securities in the 1980s and from 1999 to 2019 the company operated as a subsidiary of Wells Fargo. Lambert and his management team led a buyout of the company in 2019 in a venture with Guggenheim and Temasek.Contact Rich Bockmann Tagseastdil secured Email Address* Message* Share on FacebookShare on TwitterShare on LinkedinShare via Email Share via Shortlink
FacebookTwitterLinkedInEmailCougars are doing well in Utah. So well, in fact, that a few more hunters might be allowed to hunt them this fall.This past season, hunters were given the opportunity to take 581 cougars in the state. For the upcoming season, biologists with the Division of Wildlife Resources are recommending that hunters be allowed to take 653.The number of cougars that are taken will actually be lower than 653, though. For example, 456 cougars were taken this past season, even though hunters were allowed to take 581.“Cougars are tough to hunt,” says Darren DeBloois, game mammals coordinator for the Division of Wildlife Resources. “Not every hunter who gets a permit will take one.”Bobcat recommendations, for Utah’s upcoming season, will also be discussed at an upcoming series of public meetings.Learn more, share your ideasAll of the biologists’ cougar and bobcat hunting recommendations are available at www.wildlife.utah.gov/public_meetings. After you’ve reviewed the ideas, you can let your Regional Advisory Council members know your thoughts by attending your upcoming RAC meeting or by sending an email to them.RAC chairmen will share the input they receive with members of the Utah Wildlife Board. The board will meet in Salt Lake City on Aug. 30 to approve cougar and bobcat hunting recommendations for Utah’s 2018 – 2019 seasons.Dates, times and locations for the RAC meetings are as follows:Southern RegionJuly 317 p.m.Sevier School District Office, Training Lab180 E. 600 N.RichfieldSoutheastern RegionAug. 16:30 p.m.John Wesley Powell Museum1765 E. Main St.Green RiverNortheastern RegionAug. 26:30 p.m.DWR Northeastern Region Office318 N. Vernal Ave.VernalEmailYou can also provide your comments to your RAC via email. Email addresses for your RAC members are available at www.wildlife.utah.gov/dwr/rac-members.html.The group each RAC member represents (sportsman, non-consumptive, etc.) is listed under each person’s email address. You should direct your email to the people on the RAC who represent your interest.Cougar populationDeBloois says Utah’s cougar population is doing well, with lots of the big cats found across the state. He appreciates the role cougar hunters play, both in helping protect deer, bighorn sheep and livestock from cougars and providing wildlife biologists with valuable information that helps them manage the population.DeBloois says those who take a cougar must bring the animal to a DWR biologist or a conservation officer. “The first thing we do is examine the animal to see if it’s a male or a female,” he says. “Next, we determine the animal’s age by removing and analyzing one of its teeth.”DeBloois says the number of females and the number of adults in a cougar population are the key factors in keeping the population healthy and strong.“A male cougar will breed with several females,” he says, “so keeping plenty of females in the population is important. The number of adults is also important. A healthy population will have plenty of adults. If the number of adults starts to decline, we know the overall number of cougars in the population is declining too.”Utah’s Cougar Management Plan provides guidelines that help ensure the state has a healthy and stable cougar population. The two major guidelines are the number of female cougars hunters take—compared to the number of males—and the number of cougars taken that are five years of age or older.The plan says not more than 40 percent of the cougars hunters take can be females. And at least 15 percent of the cougars taken must be five years of age or older.During the 2017 – 2018 season, only 32 percent of the cougars taken were females. And 16 percent of the cougars taken were five years of age or older.“Utah’s cougar population has plenty of females in it,” DeBloois says, “and plenty of adults too. For those reasons, we’re recommending a slight permit increase for the 2018 – 2019 season.”If you have questions about the upcoming meetings, call the nearest DWR office or the DWR’s Salt Lake City office at 801-538-4700. July 30, 2018 /Featured News, Local News, Sports News – Local DWR recommends slight increase in cougar hunting permits Tags: Cougar Hunts/DWR Written by Robert Lovell