* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.
          [00:00:04]
          SO I, 
          [CALL TO ORDER 3:00-3:05pm]
UM, AM OFFICIALLY CALLING TO ORDER HIS FIRST MEETING, JANUARY 4TH, 2020, ONE OF THE CITY OF AUSTIN PUBLIC SAFETY COMMISSION. 
          UM, FIRST OF ALL, HAPPY NEW YEAR TO EVERYONE. 
          THANK YOU ALL FOR JOINING ME AND BEING SO PROMPT. 
          SO EXCITED TO START ON TIME TO START OFF THE NEW YEAR. 
          UM, THE FIRST COUPLE OF THINGS I WANTED TO DO IS I WANTED TO THANK, UH, BOTH COMMISSIONERS HARRIS AND ALVERNIA FOR THEIR SERVICE TO THE COMMISSION. 
          UM, SO COMMISSIONER HARRIS RESIGNED IN NOVEMBER AS DID, UH, COMMISSIONER ALVAREZ WHO WILL BE GOING UP TO TAKE HER SEAT AT THE 460TH, UH, DISTRICT CRIMINAL COURT, UH, AFTER SHE WON HER ELECTION IN NOVEMBER. 
          SO THANK YOU BOTH FOR YOUR SERVICE AND CONGRATULATIONS, UH, COMMISSIONER ALBANIA FOR YOUR ELECTED POSITION. 
          WE'RE VERY PROUD OF YOU. 
          UM, I ALSO WANTED TO THANK VICE CHAIR WEBER FOR, UH, HELMING THE MEETING IN DECEMBER, UH, DUE TO A FAMILY EMERGENCY THAT I HAD TO TAKE CARE OF THEM THAT YOU GUYS ALL FOR PARTICIPATING IN, WHAT A WONDERFUL CONVERSATION I WAS ABLE TO LISTEN TO THE VIDEO RECORDING. 
          AND I WAS REALLY EXCITED ABOUT, UH, THE INFORMATION THAT WAS SHARED AND REALLY LOOK FORWARD TO INCLUDING THE TRANS COMMUNITY AND OTHER CONVERSATIONS AS WE MOVE FORWARD. 
          SO THANK YOU ALL FOR YOUR PARTICIPATION. 
          UM, AND FINALLY, UH, IS MY KICKOFF. 
          WE HAVE A NEW MEMBER, UH, COMMISSIONER SIERRA OF VOLO. 
          AND, UH, IF YOU WOULDN'T MIND, MICHAEL, INTRODUCING YOURSELF, UH, JUST A COUPLE OF MINUTES, THAT'D BE GREAT. 
          UH, THANK YOU. 
          UH, HELLO EVERYONE. 
          IT'S A PLEASURE TO BE HERE. 
          MY NAME IS MICHAEL . 
          I'M AN ASSISTANT PROFESSOR IN THE DEPARTMENT OF SOCIOLOGY AT THE UNIVERSITY OF TEXAS AT AUSTIN, UH, RAISED IN SAN ANTONIO, TEXAS. 
          I LEFT FOR SOME TIME FOR GRADUATE SCHOOL. 
          UH, I'M BACK AT UT BY WAY OF THE RUTGERS SCHOOL OF CRIMINAL JUSTICE. 
          MY EXPERTISE BROADLY IS IN US POLICING POLICE CULTURE AND POLICE PRACTICE. 
          SO I'M HAPPY TO BE HERE AND I'M HONORED TO BE INCLUDED ON THIS, ON THIS COMMISSION. 
          WONDERFUL. 
          THANK YOU SO MUCH. 
          AND WE REALLY LOOK FORWARD TO YOUR CONTRIBUTIONS AND I'M AM EXCITED TO HAVE THE CONVERSATIONS WITH YOU. 
          THANK YOU SO MUCH FOR ACCEPTING THE POSITION. 
          THANK YOU. 
          SO, UM, I'VE BEEN TOLD WE NEED TO TAKE A ROLL CALL AT THE TOP OF EACH MEETING. 
          SO I'M GOING TO DO THAT AND I WILL NEED YOU TO VERBALLY ACKNOWLEDGE YOUR, UM, WHEN I CALL YOU. 
          SO LET ME GET THE LIST UP, SO MAKE SURE I GET EVERYBODY SO, SO MYSELF I AM HERE, UH, COMMISSIONER WEBBER IS NOT HERE. 
          I DON'T THINK COMMISSIONER KELLY ALSO. 
          I BELIEVE IT'S NOT HERE. 
          COMMISSIONER BERNHARDT HERE. 
          HOSSACK RAMIREZ HERE. 
          YES. 
          COMMISSIONER NUNEZ WONDER HERE, BUT I THINK YOU NEED TO VERBALLY, UM, CAN WE JUST MARK HER AS HERE THOUGH? I, WE CAN'T HEAR HER, UM, HER AUDIO CERTAINLY. 
          PERFECT. 
          THANK YOU. 
          UH, COMMISSIONER LANE, VERBAL ACKNOWLEDGEMENT, HR. 
          WELCOME BACK. 
          WONDERFUL. 
          THANK YOU. 
          AND COMMISSIONER SIERRA OUT OF ALLAH. 
          WE GOT YOU AS HERE AS WELL. 
          THANK YOU. 
          AND I ALSO SEE THAT COMMISSIONER HAS SINCE LEFT. 
          OKAY. 
          AND THE ATTENDEES ATTENDED THE LIST. 
          OKAY. 
          OH, CAN WE NOT IN PANELIST? YEAH. 
          AH, THERE SHE IS. 
          OKAY. 
          SO SHE'LL BE MOVED OVER. 
          PERFECT. 
          I SEE HER LITTLE SQUARE COMING OUT AND JANET, DO YOU MIND JUST MARKING HER AS PRESENCE SO WE DON'T HAVE TO. 
          ABSOLUTELY. 
          PERFECT. 
          THANK YOU. 
          AND WELCOME, UH, COMMISSIONER HANSEN. 
          WELL, WONDERFUL. 
          DO WE HAVE, AND HE'S A PATIENT. 
          I HAVE A LITTLE TROUBLE HEARING YOU. 
          SORRY ABOUT THAT. 
          SORRY. 
          UM, DO WE HAVE ANY CITIZENS COMMUNICATION? WE HAVE NO ONE SIGNED UP TO SPEAK TODAY. 
          NO CITIZEN COMMUNICATION. 
          THANK YOU. 
          OKAY. 
          THEN WE WILL MOVE ON TO OUR FIRST, UM, 
          [00:05:01]
ITEM. 
          UNFORTUNATELY WE DO NOT HAVE THE MINUTES QUITE READY FROM THE DECEMBER MEETING. 
          SO WE'RE GOING TO PASS ON THE APPROVAL OF MINUTES, WHICH MEANS NEXT MEETING IN FEBRUARY, WE WILL APPROVE BOTH DECEMBER AND JANUARY MINUTES. 
          AND I SEE COMMISSIONER WEBER HAS JOINED US. 
          WELCOME. 
          YEAH, I'M SORRY. 
          I WAS ON, I WAS JUST MUTED BY THE HOPE I'M BACK. 
          WONDERFUL. 
          THANK YOU. 
          AWESOME. 
          ALL RIGHT. 
          UM, MOVING 
          [2. Public Safety Organizations Quarterly Report – Emergency Medical Services (sponsors: Commissioner Hausenfluck and Gonzales) 3:25pm-3:40pm Speaker: -Jasper Brown, Chief of Staff, Austin Travis County Emergency Medical Services ]
ON TO OUR SECOND, UH, AGENDA ITEM, WE HAVE THE QUARTERLY REPORT FROM EMERGENCY MEDICAL SERVICES, CHIEF BROWN, WELCOME CHAIR AND COMMISSIONERS. 
          I ASSUME EVERYBODY HAS THE REPORT, BUT, UH, IF AB, IF YOU HAVE IT TO PUT ONLINE, THERE IT IS. 
          SO WHAT WE'RE SHOWING HERE IS THE LAST SIX MONTHS, INCLUDING, UH, THROUGH NOVEMBER OF 2020, UM, THE LAST QUARTERS ACTUALLY, UH, SEPTEMBER, OCTOBER, NOVEMBER, THAT WOULD, UH, WOULD BE REPORTING ON. 
          UM, BUT JUST FOR TREND AND TO SHOW WHAT WAS BEING LOOKED AT OVER THE LAST SIX MONTHS, YOU CAN SEE SOME OF THE FORMS, UM, OF NOTE I'D LIKE TO REALLY EMPHASIZE IS THE OVERALL COMPLIANCE TO OUR PRIORITY RATE. 
          IT'S SHOULD BE AT NINE 59 FOR ALL COUPLES THAT CATEGORY PARTY WANT TO START, WHICH INCLUDES CALLS LIKE CARDIAC ARRESTS. 
          UH, THEY SHOULD BE NOT BREATHING. 
          UM, THINGS LIKE THAT. 
          THEY ARE THE MOST CRITICAL CALLS, UH, IN JUNE, JULY AND AUGUST. 
          UM, YOU CAN SEE OUR, OUR PERCENTAGE TO COMPLIANCE IS ABOUT 86%. 
          UM, AT THE END OF AUGUST, WE MADE SOME MOVES OF SOME UNITS OUT IN THE FIELD, UM, AND, UM, AND, AND CHANGED RESOURCES AROUND AND APPLIED THEM WHERE WE THOUGHT WE NEEDED THEM BEST. 
          AND WE IMPROVED OUR PARTY ONE COMPLIANCE. 
          UM, YOU CAN SEE IN THE OVERALL TO, IN SEPTEMBER IT'S EIGHT, NINE, THIS NUMBER IS PRETTY SMALL ON MY SCREEN TO 80 IT'S SET. 
          UM, AND, UM, OCTOBER, IT WAS 89.94. 
          AND THEN IN NOVEMBER, WE WERE UP TO 91% UTILIZING THE EXISTING RESOURCES. 
          WE HAD, WE IN REPOSITIONING SOME UNITS, WE REALLY IMPROVED OUR COMPLIANCE IN THOSE THREE MONTHS, WHICH WE HAD NOT REACHED OR COULD THE ACHIEVE PREVIOUS, UH, PROBABLY YEAR, MAYBE ONLY ONE TIME. 
          UM, SO, UH, I DON'T CONSIDER IT A FLUKE OR AN ACCIDENT. 
          UM, WHEN WE GOT THREE MONTHS IN A ROW, THE PERFORMANCE IN A SUBSTANTIAL INCREASE FROM 86% UP THE 90, 89, NINE OR 91%. 
          UM, SO THAT, THAT IS WHAT I WOULD NOTE. 
          AND I'LL OPEN MYSELF UP FOR ANY QUESTIONS YOU HAVE ABOUT THE REPORT, ANY QUESTIONS OR COMMISSIONERS, UH, ANSWER, IF YOU HAVE ANY QUESTIONS, I CAN'T SEE ALL OF YOU ON ONE SCREEN. 
          SO I CAN'T SEE YOUR, ALL YOUR VIDEOS. 
          MY COMMISSIONER, ONE QUESTION. 
          YES. 
          IN TERMS OF COMPLIANCE, CAN YOU DEFINE WHAT THE BAR FOR COMPLIANCE IS? SO COMPLIANCE IS, UH, UH, ACHIEVING, UH, TIME COMPLIANCE WITHIN NINE MINUTES AND 59 SECONDS FOR OUR PARTY ONE CALL. 
          AND THAT'S FROM THE TIME WE ANSWER THE PHONE IN OUR COMMUNICATION CENTER TO THE TIME THAT YOU HAD ARRIVED ON SCENE, YOU SAID INCLUDES ALL THE PROCESSING TIME IN COMMUNICATIONS GATHERING THE ADDRESS, WHAT'S GOING ON THE DISPATCHING OF THE CALL, THE UNIT ACTUALLY LEAVING THE STATION AND THE, ALL THE DRIVE TIME, ALL OF THAT WE WANT TO ACHIEVE WITHIN NINE MINUTES AND 59 SECONDS. 
          UM, AND SO WE, WE, WE DON'T DO AN AVERAGE. 
          UH, WE DO A 90 PERCENTILE IS OUR GOAL OF BEING COMPLIANT TO ALL THE CALLS WITHIN THAT CATEGORY TO NINE MINUTES AND 59 SECONDS PICK AT YOU. 
          YES, MR. LANE, OH, JASPER BROWN. 
          I JUST WANTED TO COMMEND Y'ALL AND EAT THOSE TIMES. 
          I KNOW THAT IT'S BEEN EXTREMELY DIFFICULT TO GET FOLKS, UH, FROM ALERT TO THE SCENE OF PEOPLE THAT NEEDED IN THE CITY. 
          I JUST WANTED TO REALLY QUICK CHECK IN WITH YOU AND SEE WHAT HAS BEEN THE BIGGEST BARRIER THAT YOU'VE SEEN TO ANYONE BEING ABLE TO MEET THESE TIMES, UH, WHETHER THAT BE HAVING AN ADD-ON EXTRA PPE OR ANYTHING LIKE THAT. 
          IF YOU'D LIKE TO TALK 
          [00:10:01]
ABOUT IT. 
          UM, EARLY ON WE WERE SAYING SOME, UH, UM, I WOULDN'T SAY SLOWER RESPONSE TIME, BUT LONGER RESPONSE TIME TO DO ADDITIONAL TRIAGE WE WERE DOING, UM, FOR THE COVID TO DETERMINE WHETHER WE NEEDED ADDITIONAL PPE OR WE WERE GOING TO HAVE THE PATIENT, UH, SCHEDULE AN APPOINTMENT FOR THEIR DOCTOR OR SEEK OTHER ALTERNATIVES, OR JUST STAY IN PLACE AT HOME. 
          UM, WE'RE STILL DOING THAT. 
          UM, SO NOTHING'S CHANGED THERE, BUT EARLY ON, WE WERE SEEING SOME ADDITIONAL LENGTH OF TIME. 
          UM, BUT EVEN PREVIOUS TO COVID, WE WEREN'T MEETING THAT RESPONSE TIME AND, AND AGAIN, CHANGING OUR, OUR PROFILE OF, OF SOME UNITS AND WHERE THEY'RE POSITIONED AT AND STARTING THEM OUT IN DIFFERENT AREAS THAN WHERE THEY NORMALLY START AT, I BELIEVE WAS THE KEY FACTOR IN, IN, UH, INCREASING OUR COMPLIANCE. 
          UM, WE'VE ALSO AT THE BEGINNING OF THE YEAR ADDED A 24 HOUR UNIT THAT THE COUNCIL, UM, UM, FUNDED AND IN JANUARY, WE WILL BE ADDING SOME ADDITIONAL UNITS, UM, AND WHICH WILL HELP TREMENDOUSLY, UH, IN MEETING COMPLIANCE. 
          ALSO, THANK YOU FOR THAT CLARIFICATION, UH, CHEAPER, UH, MICHELIN MIRRORS. 
          GO AHEAD. 
          I JUST HAD A QUESTION ABOUT THE VOLUME OF CALLS. 
          UM, IT LOOKS LIKE THE LAST THREE MONTHS, THERE'S JUST A HUNDRED CALLS LAST SUMMER. 
          THE VOLUME IS DOWN SIGNIFICANTLY, OR IS THAT SIGNIFICANT, I GUESS IS MY QUESTION? UM, I DON'T BELIEVE IT'S SIGNIFICANTLY DOWN WHEN YOU'RE ABOUT A HUNDRED CALLS, UM, THROUGHOUT THE COVID AREA WE'VE SEEN, UM, WELL, LESS CALLS THAN PREVIOUS TO COVID. 
          UM, YOU KNOW, THE, THE EARLY CLOSURES IN MARCH AND APRIL, UM, REALLY RAMPED OUR, BROUGHT DOWN THE CALL VOLUME, ESPECIALLY IN THE DOWNTOWN AREA. 
          UM, AND WE HAVEN'T SEEN THE INCREASE BACK TO THE ALMOST PRE COVID TIMES NOW WE BUSY, UM, BUT NOT TO THE EFFECTS THAT WE WERE BEFORE. 
          UM, PRE COVID, YOU KNOW, DECEMBER, JANUARY OF LAST YEAR, UM, BAR STILL AREN'T FULLY OPEN DOWNTOWN. 
          UM, I KNOW THERE ARE DOING ALTERNATIVE THINGS OF FOOD DELIVERY IN SOME ESTABLISHMENT, SO THEY ARE OPEN, BUT AS FAR AS TRULY THE SIXTH STREET, THE WAREHOUSE DISTRICT, ALL THOSE PLACES, YOU KNOW, BUILDING REALLY OPENING AND LIKE THEY WERE BEFORE, WE DON'T SEE THAT SAME VOLUME. 
          UM, WE STILL DON'T SEE PEOPLE GOING OUT AS MUCH, UM, YOU KNOW, ON THE HIKE AND BIKE TRAILS AND THOSE THINGS, THERE ARE STILL PEOPLE OUT AND HAVE ACCIDENTS, BUT NOT TO THE, AGAIN, TO THE VOLUME THEY WERE PREVIOUSLY. 
          SO, UM, I MEAN, WE ARE DOWN A LITTLE BIT, BUT, UM, UH, IT, IT IS STEADY AND IS VERY BUSY. 
          OKAY. 
          THANK YOU. 
          COMMISSIONER COMMISSIONER CONSOLE IS, UH, IS HAVING TECHNICAL DIFFICULTIES, HER COMPUTER JUST CRASH. 
          UH, I WOULD LIKE TO ASK COMMISSIONER WEBBER, IF YOU COULD PLEASE STEP IN, IN THE MEANTIME UNTIL SHE'S UP AND RUNNING AGAIN, WOULD THAT BE POSSIBLE FOR YOU? ABSOLUTELY. 
          THANK YOU. 
          CAN YOU, COULD YOU, WERE YOU GOING TO DO A, UH, A SUMMARY OF THE COVID NUMBERS? YES, MA'AM YES, I WAS. 
          ALL RIGHT. 
          IF YOU COULD PUT THE, THE NEXT, UM, DOCUMENT UP, UH, CITY HALL. 
          YEAH, THERE WE GO. 
          THANK YOU FOR THE INCREASE IN FONT SIZE. 
          UM, SO THIS IS THROUGH THE, UH, LATEST REPORTING OF, UM, ALMOST UP TO DECEMBER 30TH, ALMOST THE END OF THE YEAR. 
          UM, WE HAD 75, UH, SWORN PERSONNEL, UM, UH, TEST POSITIVE FOR COVID, UM, HAD 34, UM, CIVILIANS, UM, AT 69% OF THOSE TWO TOTALS IS SWORN VERSUS CIVILIANS. 
          THAT'S SIX, NOT 69% OF OUR WORKFORCE. 
          THAT'S JUST 69% OF THOSE TWO NUMBERS TOGETHER, UM, ARE PERCENT, UH, POSITIVE COVERED BY WORKER'S COMPENSATION, 54 OF THOSE. 
          UM, THAT'S, UH, 72% OF THOSE ARE COVERED BY WORKERS' COMPENSATION. 
          UM, AND I'M JUST GOING DOWN THE SWORN NUMBERS HERE, UM, EMPLOYEES CURRENTLY OFF DUE TO COVID, WE HAVE 47. 
          UM, BUT, AND THAT INCLUDES PEOPLE IN QUARANTINE, NOT NECESSARILY TESTING POSITIVE. 
          AND SO THAT'S WHERE WE HAVE A LARGER NUMBER AND 47, UM, JUST OFF DUE TO COVID AND THEN, UH, EMPLOYEES OFF DUE TO COVID TOTALLY, SINCE THAT TIME WE'VE HAD 352, UM, SWORN EMPLOYEES ALL DUE TO SOME SORT OF A QUARANTINE OR OTHER, UH, DUE TO COVID. 
          SO THAT'S 399 OF OUR SWORN EMPLOYEES WE'VE HAD OFF AT ONE TIME OR ANOTHER SINCE, UH, WE STARTED TRACKING ON, UH, UH, FOR, UH, COVID POISE, GIVEN ADA ACCOMMODATIONS. 
          UH, WE HAVE NINE IN OUR SWORN RANKS. 
          [00:15:01]
UM, UH, THERE'S 19 IN THE CIVILIAN EMPLOYEES WHO RECEIVED A CITY EMERGENCY LI UM, THAT'S 135 SWORN 110 CIVILIAN AND EMPLOYEES WHO RECEIVED, UH, EMERGENCY LEAVE DUE TO WORK MS. COMP EXPOSURES 113. 
          AND, UM, SO THAT'S, UM, HOLD ON, UH, AB IS THIS THE CORRECT DOCUMENT? I'M SEEING ALL THE DIFFERENT DOTS WITH YELLOW, ARE YOU, UM, WELL FOR YOU DOCTOR, I'M JUST GOING THROUGH THE NUMBERS AND I JUST SEEM RIGHT. 
          THOSE AREN'T CORRECT NUMBERS SHOULD HAVE OUR LOGO ON IT AND HAS YELLOW IN IT. 
          WE'RE GOING TO DOUBLE CHECK THAT FOR YOU. 
          YEAH, I THINK THAT MIGHT'VE BEEN THE POLICE DEPARTMENT. 
          YEAH, I THINK THAT, SO, CAUSE I, WHEN I STARTED LOOKING AT WAS NOT MAKING SENSE, ALTHOUGH I WAS READING RIGHT FROM IT, LIKE, YEAH. 
          PERFECT. 
          BUT Y'ALL EVERYONE SHOULD NOTE THEN. 
          UM, I THINK WE'RE GONNA SEE SOME DIFFERENT PERCENTAGES, SO IT WAS GOOD FOR YOU TO REVIEW LESS LAST MONTH IN THE FIRST MAYBE, UM, YOU SHOULD HAVE RECEIVED IT. 
          I DON'T KNOW IF IT'LL BE ON THE WEB. 
          UM, BUT, UM, I'LL GO THROUGH THE SWORN. 
          OUR POSITIVITY IS 39, UM, SWORN PERSONNEL, UH, CONTRACT, UM, THERE'S 13 OF THEM WERE COVERED BY WORKERS' COMP, UH, OFF DUE TO COVID IT'S 26 CURRENTLY TODAY EMPLOYEES PREVIOUSLY OFF THE DUTY, COVID 307. 
          UH, WE HAVE 333 PEOPLE OFF MEDICS, UM, SWORN PERSONNEL OFF DUE TO COVID. 
          NOW THAT'S CLOSE TO 399. 
          THAT'S A LOT, BUT YOU EVEN OUR FOLKS, BUT, UM, I KNEW THE NUMBERS WERE DIFFERENT WHEN WE HAD, UH, ADA ACCOMMODATIONS. 
          WE'VE ONLY HAD ONE OF OUR SWIMMER, UH, GIVEN ACCOMMODATION DUE TO COVID. 
          UM, AND THEN POLICE WHO RECEIVED CITY EMERGENCY LEAVE. 
          WE HAVE 165 SWORN AND THEN CITY EMERGENCY DUE TO WORKMAN'S COMP IS, IS ZERO. 
          UM, NOW THAT IS DIFFERENT. 
          IF YOU LOOK IN THE COMPARISON AND WHEN IT REALLY, I NOTICED THE DIFFERENCE IN THE NUMBERS, UM, FOR US, WHEN WE LOOKED AT ANYBODY WHO WAS CONSIDERED RECEIVING WORKERS' COMP, BECAUSE THEY, THEY QUALIFIED UNDER WORKERS' COMP, THEY RECEIVE WHAT'S CALLED LINE OF DUTY PAY. 
          UM, AND IT'S COVERED COMPLETELY. 
          SO THERE WAS NO NEED TO USE THE CITY EMERGENCY LEAVE DUE TO WORKERS' COMPENSATION EXPOSURE, BUT THAT'S WHY IT'S A ZERO THERE. 
          UM, BUT THEY WORKED, THEY DID NOT HAVE TO PUT TIME IN THAT CASE IF THEY WERE CLASSIFIED AS, UH, AS IS CONSIDERED A WORKERS' COMP, UM, IT'S CALLED LINE OF DUTY INJURY, IT'S COVERED UNDER CIVIL SERVICE AND OTHER STATUTES. 
          SO, UM, THAT IS, LIKE I SAID, WHEN I STARTED READING THE NUMBERS, I KNEW FOR US, IT WAS A ZERO THERE. 
          UM, AND INTO THE VERY END, THE LAST BOX IS EMPLOYEES WHO RECEIVED EMERGENCY LEAVE AND EXPANDED FMLA, UH, FOR THEIR CHILDREN WAS 11 ON OUR SWORN SIDE AND THREE ON OUR SIDE. 
          UH, WE'LL LOOK FOR HER, GIVE ME A SECOND TO BREATH. 
          WE GOT A BACKUP, UM, ON 1231 AT 7:49 PM AND I WAS LOOKING FOR IT. 
          YEAH. 
          I COULD BRING IT UP AND SHARE MY DESKTOP IF YOU NEED TO. 
          UM, I CAN DO THAT TOO. 
          YEAH. 
          BUT, UM, WELL, DOES IT, UM, DOES ANYONE HAVE QUESTIONS AS WE TRY TO GET UP THE RIGHT ASSET? I SEE, UH, COMMISSIONER LANE. 
          I MEAN, OF COURSE I THINK IT'S OBVIOUS THAT I HAVE QUESTIONS. 
          I WANT TO TALK TO YOU ABOUT THESE, THESE NUMBERS OF THE 33% AND RELATION TO WHAT WE'RE SEEING HIT THE NUMBERS WE SAW ACCIDENTALLY JUST BEFORE THIS THAT WERE NOT RELATED TO THIS, WHICH ARE, I GUESS, APDS NUMBERS, UM, WANT TO UNDERSTAND WHAT WOULD CAUSE SOMEBODY NOT TO GET WORKMAN'S COMP COVERAGE, UH, IF THEY HAD A COVID-19 EXPOSURE, UM, YOU WALK ME THROUGH WHY THAT, WHY THAT WOULD LOOK LIKE THAT. 
          SURE. 
          UM, IT, WHEN THEY'VE HAD AN EXPOSURE, IF, IF THEY, UM, HAVE ANY KIND OF EXPOSURE TO A PATIENT THAT CALLS COMPLETELY REVIEWED TO SEE WHETHER THEY HAD PPE ON, WAS THERE ANY KIND OF BREACH IN THE PPE 
          [00:20:01]
AND THOSE TYPES OF THINGS. 
          SO, AND WE'LL FILE A CALL LIKE THAT. 
          IF THEY ENCOUNTER A PATIENT THAT, UH, HAS COVID AND EVEN IF THERE WAS NO POTENTIAL BREAK IN THE PPE, UH, WE WOULD LOOK AT IF THAT'S COVERED UNDER WORKMAN'S COMP, IF, IF YOU REPORT THAT YOUR SPOUSE HAS, YOU KNOW, HAS JUST TESTED POSITIVE AND YOU HAVEN'T TESTED POSITIVE AND YOU GO INTO QUARANTINE BECAUSE OF YOUR SPOUSE AND THEN BECOME POSITIVE THAT WOULDN'T FALL INTO WORKMAN'S COMP. 
          AND SO WE DO SEE A LOT OF EXPOSURES FROM, UH, OUTSIDE OF THE WORKPLACE. 
          UM, AND SO, UM, WE FOLLOW THE GUIDELINES FOR OUR THIRD PARTY, UM, REVIEWS, ALL OUR, UH OGI AND, UH, IT MAKES THE FINAL DETERMINATION, BUT WE DO TRY TO RUN EVERY ONE OF THEM THROUGH THE OJI PROCESS TO SEE IF THEY MEET THE QUALIFICATIONS Y'ALL THAT'S ON THE JOB INJURIES. 
          YEAH. 
          AND I'M SORRY YOU SAY YOU RUN PEOPLE THROUGH THAT PROCESS. 
          CAN YOU TELL ME, CAN YOU TELL ME WHAT THAT LOOKS LIKE? UM, CAUSE I'M JUST, I'M, I'M STILL HAVING A HARD TIME UNDERSTANDING. 
          UH, CAUSE WHAT I THINK YOU'RE TELLING ME IS YOU KIND OF DO AN INVESTIGATION INTERNALLY AND THEN SOMEONE MAY HAVE GOTTEN EXPOSED FROM HOME SOMEHOW YOU'RE YOU'RE ABLE TO KIND OF GO, OH, THAT'S BECAUSE THEY, YOU KNOW, IT HAPPENED HERE, CHICKEN AND EGG KIND OF THING. 
          AND THAT'S HOW YOU DETERMINE THEY CAN OR CAN NOT BE COVERED. 
          CAN I JUST SO THAT EVERYONE ELSE KNOWS WHAT WE'RE TALKING ABOUT? SO THE NUMBERS THAT COMMISSIONER LANE IS FOCUSING ON IS THE FACT THAT WE LEARNED LAST MONTH AT APB HAS I THINK OVER 70% OF THEIR PEOPLE WHO'VE HAD TO TAKE TIME OFF, HAVE RECEIVED HIS COMPENSATION. 
          WHEREAS WE SAW THE DEEP SEA IN OUR BACKEND PMS. IT'S ABOUT 30% OF THE PEOPLE WHO HAVE HAD TO HAVE PUBLIC SERVANTS. 
          YOU'VE HAD TO HAVE TIME TO ASK YOU TO COVID OUR WORKER'S COMPENSATION. 
          AND SO BRIAN IS NOW GOING TO EXPLAIN TO US TACKLE EMS GETS TO THAT 30%. 
          SO, UM, AGAIN, ANYONE IN THAT FIRST REPORTS OF, UM, POTENTIAL THAT I HAVE A FEVER, ANY OF THE INFLUENZA LIKE ILLNESSES THAT WE GO BACK AND LOOK AT ALL THE PATIENTS THEY MADE CONTACT WITH TO SEE IF THEY WERE, HAD ANY EXPOSURES TO ANY TYPE OF, UH, UH, UH, COVID PATIENT. 
          UH, AND WE LOOK AT THOSE AND FOLLOW UP WITH THAT. 
          AND THEN, UH, IF THEY HAVE, AND THEY DON'T REPORT ANY OTHER KIND OF EXPOSURE FROM HOME OR ANYWHERE ELSE, THEN WE, YOU KNOW, WE FOLLOWED DOWN THE, UM, OJAI ON THE JOB INJURY ROUTE. 
          WE DO NOT MAKE A DETERMINATION BY THE DEPARTMENT, WHETHER THEY MEET OR DON'T MEET CERTAIN CRITERIA. 
          THERE'S A THIRD PARTY THAT'S EMPLOYED BY THE CITY THAT ACTUALLY DETERMINES WHETHER THEY QUALIFY OR NOT. 
          UM, WE SEND IN ALL THE PAPERWORK AND THOSE TYPES OF THINGS, WE'LL CODE THEM AS THEY WERE, I HAD, UH, ON THE JOB INJURY. 
          UM, BUT THEY LOOK AT EVERYTHING, UM, OUTSIDE OF THAT, UM, AND MAKE THAT DETERMINATION IF THE EMPLOYEE HAS HAD NO, UM, CONTACT AT WORK WITH A COVID PATIENT OR THAT THEY'VE, UH, ARE AREN'T CURRENTLY SHOWING ANY SIGNS OR SYMPTOMS, BUT, UH, REPORT THAT, HEY, UM, MY KIDS JUST TESTED POSITIVE. 
          UM, YOU KNOW, AND NOW WE'RE GOING INTO QUARANTINE, UM, BECAUSE I'VE OBVIOUSLY AROUND MY KID AND THEN THEY FALL UNDER THOSE EMPLOYEES THAT WE TAKE OFF. 
          UM, SO THEY REPORT, YOU KNOW, THAT, THAT THEY'RE IN THE QUARANTINE. 
          AND SO THAT INCLUDES OUR NUMBERS. 
          AND THEN IF THEY END UP TESTING POSITIVE DAYS LATER, UM, BECAUSE OF THEIR FAMILY MEMBER, THE ASSUMPTION THEN IS THAT POINT THAT THEY CONTRACTED IT AWAY FROM WORK. 
          UM, THEY CAN STILL ASK THAT I HAVE THAT, UH, CASE, UH, REVIEWED AND FALL IN AND BROUGHT FORWARD INTO THE OGI REALM. 
          UM, AND WE DO THAT AND WE'LL SEND IN THE PAPERWORK, BUT AGAIN, WE DON'T MAKE THAT DETERMINATION, BUT WHEN SOMEBODY HAS BROUGHT FORWARD AND SAYS THEIR FAMILY MEMBER OR SOMEBODY ELSE THAT HAS HAD COVID, THEY'VE ALREADY, YOU KNOW, GONE THREE TO FIVE TO SEVEN DAYS IN QUARANTINE, AND THEN THEY CONTRACT IT WHILE THEY'RE IN QUARANTINE, THE LIKELIHOOD OF THEM COMING, CATCHING IT AT WORK, THEN IT'S DECREASING AND IT'S MORE LIKELY THEY GOT IT, UM, FROM A FAMILY MEMBER OR SOMETHING ELSE. 
          WHAT IS THE DEPARTMENT'S INTERESTS IN STRICTLY SCRUTINIZING THESE WORKERS' COMP? I MEAN, CLEARLY APD ISN'T LOOKING INTO WHETHER OR NOT SOMEONE CAME INTO CONTACT WITH A PATIENT OR A CITIZEN. 
          WHO HAS, I JUST, I DON'T UNDERSTAND WHY THE TWO DEPARTMENTS ARE HANDLING IT SO DIFFERENTLY. 
          IS SOMEONE ON FOR MAPD? I DON'T SEE ANYBODY CURRENTLY. 
          IS SHE GAY JOINING THIS MEETING? MS. JACKSON? YEAH. 
          BESSIE 
          [00:25:01]
JAY'S BOX IS COMING UP. 
          YES. 
          HE'S BEEN MOVED OVER ANYWAY. 
          I MEAN, WE'RE JUST, I MEAN, HELP US UNDERSTAND THE CHIEF BROWN CHIEF GAVE, WHY ARE THE TWO DEPARTMENTS HANDLING? IT SAID DIFFERENTLY. 
          AND WHAT IS THE DEPARTMENT SENT THAT? LIKE, WHY DO YOU CARE? WHERE THERE MORE PEOPLE GET WORKER'S COMP? WELL, AGAIN, I, WE DON'T MAKE THE DETERMINATION. 
          IT'S NOT THE DEPARTMENT, UH, CLASSIFY SOMEBODY AS, AS CLASSIFIED AS AN ON THE JOB INJURY. 
          UM, WE PROCESS THE PAPERWORK AND TURN IT OVER TO A THIRD PARTY. 
          UM, UH, THAT MAKES THAT DETERMINATION. 
          UM, AND FOR ME, I I'M, I'M NOT, I DON'T WANT TO KEEP ANYBODY OUT OF OJI OR NOT. 
          UM, IF THEY FALL UNDER THOSE CATEGORIES, WE, YOU KNOW, WE PROCESS THE PAPERWORK, SEND IT IN. 
          UM, BUT, UM, I'VE, I'VE TALKED TO OUR HR DEPARTMENT EARLY ON BECAUSE I KNOW THERE WERE SOME QUESTIONS ABOUT OUR NUMBERS AND OTHER, HOW OTHER DEPARTMENTS WERE DOING IT. 
          UM, I KNOW OUR HR CONTACTED THE, UH, AFD AND AUSTIN FIRE DEPARTMENT AND AUSTIN POLICE DEPARTMENTS, HR DEPARTMENT, AND THAT THEY WERE FOLLOWING THE SIMILAR OR SAME TYPE OF PROCESSES FOR THEIR FOLKS. 
          UM, AND THEN EVEN, UH, CHECKED WITH CORPORATE HR TO ENSURE THAT WE'RE FOLLOWING WHAT, HOW CORPORATE HR WANTS US TO HANDLE THESE. 
          SO, UM, I'LL LET CHIEF GAYE SPEAK TO ANYTHING ELSE. 
          SHARP YOU'RE MUTED, YOU'RE MUTED. 
          UM, COMMISSIONER, WEATHER. 
          THANK YOU. 
          SORRY ABOUT THAT. 
          IT'S CORPORATE HR TRACK. 
          THIS THE WAY THAT THE PUBLIC SAFETY COMMISSION HAS SORT OF STARTED ASKING IT TO BE PART OF MONTHLY DATA POINTS THAT WE'RE GETTING, LIKE, ARE THEY AWARE OF HOW STARK KIND OF STUCK? I, I DON'T KNOW THEY ARE TRACKING IT, UM, BUT WE CAN DEFINITELY MAKE SURE THEY GET THE INFORMATION, UM, AND, UM, LET THEM KNOW THAT THERE'S SOME INTEREST IN IT AND THEY CAN LOOK INTO IT. 
          WE CERTAINLY WELCOME ANYONE TO LOOK INTO HOW WE'RE PROCESSING IT, UH, FROM THE, THE CORPORATE LEVEL OR OTHER FOR, UM, BUT, UM, SO I'LL, I'LL LET YOU SPEAK, UH, THANK YOU. 
          I JUST WANT TO SAY THAT YOU'RE FOLLOWING THE SAME PROCESSES AS, AS, UH, CHIEF BROWN. 
          I WOULD SAY THAT WE, WE DO ASSUME THAT IT WAS A WORK-RELATED INJURY AND LIST, UNLESS OTHERWISE, SO THAT THAT'S, THAT'S STILL WHERE WE'RE AT, BUT WE STILL DO THE SHIT AND PUSH IT FORWARD AT THE WORKERS' COMP CLAIM. 
          IF SOMEONE DOES HAVE AN EXPOSURE, UH, IF SOMEONE TELLS US THAT THE EXPOSURE DID NOT HAPPEN AT WORK, THEN OF COURSE THAT WOULD NOT BE A WORKERS' COMP CLAIM, BUT WE CAN MAKE THE ASSUMPTION THAT IT DOES HAPPEN AT WORK UNLESS TOLD OTHERWISE. 
          BUT I DO THINK THAT SHE, BROWN MAY BE A VALID POINT. 
          UH, WE COULD GET BACK WITH HR AND MAYBE HAVE A CONVERSATION WITH ALL OF THE, UH, PUBLIC SAFETY AGENCIES TO MAKE SURE THAT WE ARE CAPTURING AND, UH, HAVING THE SAME PROCESSES. 
          THANK YOU VERY MUCH FOR THAT INSIGHT. 
          I WOULD COMPLETELY AGREE THAT THE CHIEF THAT WE NEED TO LOOK AT LITTLE DEEPER IS THE PIECE OF ASSUMING THAT THIS IS WORK-RELATED. 
          SO WHAT I, WHAT I AM DEEPLY CONCERNED ON, I DON'T, I'M NOT A PERSON THAT BEATS AROUND THE BUSH. 
          I WAS FAILED BY THE CURRENT SYSTEM THAT DOES FILL, I AM HERE IN THIS POSITION TO TALK ABOUT WHAT I THINK IS A PROBLEM. 
          THIS PROBLEM WITH LIZ, WE ARE IN A PANDEMIC. 
          WE SHOULD BE ASSUMING BECAUSE WE HAVE HOUSE TYPE OF STUFF, AND BECAUSE ALL THROWING ON SIMILAR CALLS AND THEY ARE THAT YOU CAN GET SICK FROM, WE SHOULD BE ASSUMING. 
          AND I THINK YOU JASPER THAT A THIRD PARTY. 
          SO WE SHOULDN'T BE ASSUMING THAT WE NEED TO STREAMLINE THIS PROCESS A BIT. 
          UM, AND I WANT TO UNDERSTAND BETTER. 
          WHAT THAT, WHAT DOES THAT PROCESS LOOK LIKE? YOU'RE, YOU'RE TELLING US, WE MIGHT NEED TO TELL HR, THEY'RE NOT EVEN LOOKING AT THIS. 
          I DON'T KNOW HOW THAT'S POSSIBLE, AND THIS NEEDS TO BE TOP OF OUR MIND RIGHT NOW IN A LOT OF WAYS FOR PROTECTION. 
          SO HELP ME UNDERSTAND BETTER HOW, HOW, HOW WE PUSH THE PUSH FOR THIS TO BE, UM, SOMETHING THAT WE KIND OF CONSIDER AS A MORE EVEN WAY ACROSS ALL THE PUBLIC SAFETY FOLKS. 
          TELL ME FROM YOUR PROFESSIONAL PERSPECTIVE, WHAT NEEDS TO BE DONE FOR KNOWLEDGE TO BE IN A PLACE WHERE THEY HAVE A SIMILAR PROCESS AND OUTCOME. 
          I'D LOVE TO SEE THAT COME UP AND I JUST WANT TO OPEN UP. 
          SURE. 
          AND, UM, MY COMMENT OF THAT HR MAY NOT BE TRACKING IT THE WAY WE ARE. 
          I DON'T TAKE THAT AS THEY ARE NOT LOOKING AT IT OR THAT THEY'RE NOT CONCERNED WITH THE PENNY, UM, EMPLOYEES ARE THERE, UM, IF THEIR EXPOSURES TO COVID, UM, 
          [00:30:01]
IS JUST IN THIS MANNER, I DON'T BELIEVE, UM, THAT THEY ARE, I DON'T BELIEVE THEY ARE TRACKING IT. 
          THEY MAY BE. 
          UM, AND, UM, BUT IT'S, IT'S AS SIMPLE AS, UM, I KNOW JUST AS CHIEF GAYE SAID, UM, WE CAN MAKE A CALL TO, UM, SOME OF THEIR, UH, ASSISTANT, UM, DIRECTORS AND JUST HAVE A DISCUSSION, UM, ABOUT THESE NUMBERS AND OUR NUMBERS AND OUR PROCESSES, AND BOTH OF THEM, EVEN BEFORE THE AUSTIN FIRE DEPARTMENT REPORTS THERE'S IN NEXT MONTH AND JUST HAVE THAT DISCUSSION WITH THEM TO MAKE SURE WE'RE FOLLOWING THE PROCESSES. 
          UM, AGAIN, UM, WE CAN ALWAYS MAKE THE ASSUMPTION, YOU KNOW, UH, AND, AND, AND PUSH THE PAPERWORK FOR WHICH I BELIEVE OUR, MY STAFF IS DOING. 
          UM, I DON'T KNOW, THE NUMBERS WILL CHANGE. 
          UM, ONCE A THIRD PARTY LOOKS AT THEM AND REVIEWS THEM AND MAKES ANY DETERMINATION WHETHER SOMEBODY IS, IS, IS COVERED UNDER ON THE JOB INJURY. 
          UM, UH, AND AGAIN, REALLY BETWEEN AN ON THE JOB INJURY IS, IS, YOU KNOW, YOU, YOU HAVE SOME OTHER PROTECTIONS FOR LONG-TERM, UM, UH, UH, DIFFERENT TYPE OF BENEFIT LEAVE. 
          LIKE I WAS SAYING UNDER, UH, UM, YOUR, UM, HOW DID I SAY EMERGENCY LEAVE, BUT, UH, OPINE OF DUTY LEAVE OF INJURY THROUGH A CIVIL SERVICE, BUT, UM, YOU KNOW, PREVIOUSLY WHEN THERE WAS THE, THE, UH, FIRST STACK, UH, EXTENDED LEAVE AND OTHER LEAVES THAT PEOPLE WERE ABLE TO TAKE, AND, AND THOSE TYPES OF THINGS WE WERE DOING, UH, CONTINUING EDUCATION FROM HOME OR OTHER THINGS, AS LONG AS THEY WERE AVAILABLE AND NOT, YOU KNOW, TOO ILL AT THE TIME TO BE ABLE TO DO CERTAIN THINGS. 
          SO, UM, UM, BUT CERTAINLY WE CAN, ALL IT IS, IS A QUESTION TO HUMAN RESOURCES, UM, AND, AND SEE WHAT THEY'RE TRACKING AND, AND, AND WHAT THE COMPARISONS WOULD LEAVE BETWEEN THE DEPARTMENTS. 
          JUST OUT OF CURIOSITY, HOW MANY STAFF, PEOPLE AT EMS, AND THEN HOW MANY STAFF, PEOPLE AT APD HELP YOUR STAFF GET THROUGH A COMPLICATED PROCESS? LIKE, WHAT DO YOU HAVE BY OF ASSISTANCE? SO, UM, I MEAN, WE HAVE PROBABLY ONLY, WE HAVE ONE PERSON WHO HANDLES, UM, OUR FMLA PROCESS, UM, AND OUR INJURY, UM, PROCESS. 
          AND WE HAVE SEVERAL OF THEIR HR, UM, STAFF POSITIONS THAT SUPPORT THAT INDIVIDUAL, IF THEY'RE OUT OR IF THEY, YOU KNOW, INCREASED WORKLOAD. 
          UM, I DO NOT KNOW THE OTHER NUMBERS FOR THE OTHER DEPARTMENTS, BUT I ALSO KNOW IN OUR OWN STAFF, IF YOU LOOK AT THE, YOU KNOW, SOME OF THOSE SIX, UM, COVID CASES CAME IN OUR HR DEPARTMENT, OUR CIVILIAN SIDE, AND AT ONE POINT WE WERE DOWN SEVERAL PEOPLE. 
          UM, AND THAT'S, YOU KNOW, THEY'RE ALSO PROCESSING PAYROLL MANUALLY BECAUSE OUR PAYROLL PROCESS IS A MANUAL PROCESS OF ENTERING INTO A BANNER SYSTEM. 
          UH, AND, UM, SO THERE THERE'S A LOT THAT'S BEING DONE, UM, ON OUR HR STAFF AND DURING THAT TIME, BUT, UH, THEY ARE ALSO, UH, WE ALSO HAVE SOME SWORN STAFF THAT ARE DOING FOLLOW UP, UM, DURING THIS COVID PERIOD OF THE PEOPLE WHO ARE IN TRACKING THEM, WHETHER THEY'RE ON, UM, THEIR QUARANTINE TIME AND THINGS LIKE THAT. 
          BUT OVERALL, WE HAVE ONE PERSON THAT WORKS OUR FMLA IN, UM, ON THE JOB INJURY PROCESS. 
          IT'S HER, THAT REVIEWS THE INITIAL, UM, CLAIM. 
          UH, I'VE BEEN SICK TO SEE IF THE, UM, STAFF PERSON AFFIRMATIVELY CLAIMED THAT IT WAS ON THE JOB. 
          IT'S THAT PERSON'S JOB TO REVIEW THE PACKET. 
          UH, IT'S ONE PERSON'S JOB TO COMPLETE THE PACKET YES. 
          AND SEND IT IN. 
          AND THEY DO THAT BASED ON AN INTERVIEW WITH THE INJURED WORKER OR A WRITTEN STATEMENT, THEY DO IT ON A, ON A WRITTEN OR A PHONE CALL TOO, WITH THAT EMPLOYEE. 
          UM, IT'S, THEY DON'T THE EMPLOYEE DOESN'T HAVE TO PROVIDE A WRITTEN STATEMENT. 
          IT'S A PHONE CALL, UM, FOLLOW UP, UM, BASED ON THE INFORMATION WE GOT FROM THE, WHEN THEY CALL INTO OUR MEDICAL OPERATIONS CENTER, LET THEM KNOW THAT I HAVE INFLUENZA-LIKE ILLNESSES, OR ONE OF MY FAMILY MEMBERS I'VE HAD AN EXPOSURE, UH, WHERE THEY'VE GOTTEN THE EXPOSURE AND THAT INFORMATION IS PASSED ONTO OUR HR DEPARTMENT AND OUR CHART POWER CONTACTS, THE INDIVIDUAL, AND THEN SOME PAPERWORK. 
          BUT WHAT ABOUT A CASE WHERE SOMEONE'S CHILD TESTS POSITIVE, AND THEN, YOU KNOW, THEY, THEY, SO THEY NEED THE TIME OFF, BUT THEN THEY COME TO REALIZE IT WAS THEMSELVES THAT INFESTED THEIR CHILD BECAUSE OF WORK EXPOSURE. 
          LIKE, I THINK IT SEEMS TO ME THAT THERE SHOULD BE A BASELINE PRESUMPTION WHEN IT COMES TO PUBLIC SAFETY PEOPLE THAT THEY WERE EXPOSED AT WORK ESSENTIAL WORKERS, OR, YOU 
          [00:35:01]
KNOW, HAVE TO WORK. 
          SO CAN YOU, WOULD YOU CONSIDER CHANGING THE WAY THAT YOU REALIZE THE, THE COVID CASES? SURE. 
          I MEAN, THAT WOULD HAVE NO PROBLEM IN, IN LOOKING DEEPER INTO THAT. 
          I, I JUST KNOW FOR ABSOLUTE FACT THAT THERE'S BEEN SOME INDIVIDUALS THAT, UH, THEY REPORT, UM, THAT THEY'VE HAD AN EXPOSURE, A FAMILY MEMBER OF, UH, THEY GO INTO QUARANTINE. 
          UM, THEY'VE BEEN TESTED EARLY ON, THEY TEST NEGATIVE. 
          AND AT THE TIME, 14 DAYS AT THE END OF THAT TIME PERIOD, THEY THEN TURNED POSITIVE. 
          UM, AND THEY HAVEN'T BEEN AT WORK FOR ALMOST 14 DAYS, UH, AT, AT, AT SOME POINT THAT WE CAN DO PAPERWORK, BUT THEY'RE NOT GOING PROCESS IT'S UPON JOB INJURY WHEN THE PERSON HASN'T BEEN AT WORK FOR ALMOST 14 DAYS, UH, AND THEY, YOU KNOW, HAVE A FAMILY MEMBER. 
          SO W WHY DO YOU CARE? LIKE LEGIT PAYS PEOPLE TO STAY HOME WHEN THEY'RE INJURED ON THE JOB. 
          IT, WHETHER IT COMES OUT OF THE DEPARTMENT'S BUDGET TO COVER THE TIME AND, AND, AND AGAIN, UH, THE LINE OF DUTY, UH, PAY. 
          I'M JUST TELLING YOU THE PROCESS. 
          WE DON'T, AGAIN, WE DON'T MAKE THE DETERMINATION OUT. 
          I, WE CAN TURN EVERY EMPLOYEE PAPERWORK IN. 
          UM, I JUST DON'T BELIEVE THAT WE WILL SEE ANY CHANGE IN THOSE NUMBERS. 
          UM, AND IN THE PROCESS THAT'S BEING FOLLOWED RIGHT NOW. 
          UM, AND IF, IF WE DO, IT'S FINE, UH, AGAIN, IT'S NOT COMING OUT OF MY, UH, PERSONAL BUDGET OR ANYTHING ELSE LIKE THAT. 
          SO, UH, WE WILL DEFINITELY LOOK AT IT AND MAKE SURE WE'RE FOLLOWING THE APPROPRIATE PROCESSES. 
          UM, AND IN SIMILAR PROCESSES ACROSS THE BOARD WITH THE OTHER DEPARTMENTS. 
          YEAH. 
          WE ONLY HAVE THREE MORE MINUTES ON THIS ITEM AND, UM, I THINK OTHER PEOPLE WANT TO SPEAK SO WAVE AT ME IF YOU HAVE SOMETHING TO SAY ON THAT. 
          NO. 
          OKAY. 
          WELL, UM, CHIEF, CAN YOU QUICKLY JUST TELL US HOW MANY STAFF PEOPLE AT THE POLICE DEPARTMENT HELP INJURED WORKERS GET THEIR WORKERS GET THROUGH THE WORKERS' COMPENSATION APPLICATION PROCESS WITH THIS COMPLICATED? WE'RE VERY SIMILAR TO CHIEF BROWN. 
          WE, WE DO HAVE A RISK MANAGEMENT DIVISION, WHICH IS JUST A COUPLE OF PEOPLE. 
          WE HAVE ONE PRIMARY PERSON THAT IS CONNECTED WITH HR THAT REVIEWS ALL THE WORKER'S COMP CLAIMS. UH, COURSE, UH, OUR PROCESS OF COURSE, STARTS WITH A PAPER TRAIL THAT THE INFORMATION THE DOCUMENT TAKES IN IS, IS FILLED OUT, GOES TO OUR WORKER'S COMP INDIVIDUALS, AND THEN THEY TAKE IT FROM THERE. 
          SO, SORRY, WHAT DO YOU MEAN BY OUR WORKER'S COMP INDIVIDUALS? ARE THESE POLICE DEPARTMENT STAFF, PEOPLE THAT WERE ASSIGNED TO HELP? YES, MA'AM, IT'S, IT'S, THEY'RE ASSIGNED TO HR AND THEY'RE IN OUR RISK MANAGEMENT AREA THAT HANDLED ALL OUR WORKERS' COMP. 
          YOU HAVE TWO FULL-TIME PEOPLE WHO DO WORKER'S COMP. 
          THERE IS ONE THAT'S DEDICATED TO WORKER'S COMP. 
          YEAH, IT WILL TWO MINUTES. 
          UM, I WOULD LIKE TO OFFER, MAYBE PASS A RECOMMENDATION. 
          UM, IT WOULD SAY THAT WE RECOMMEND THAT THE CITY COUNCIL REQUIRE THE CITY MANAGER TO HAVE A PRESUMPTION THAT OUR PUBLIC SAFETY PERSONNEL ARE INJURED OFF THE JOB WHEN THEY GET COVID. 
          UM, AND THAT THE DEPARTMENTS POSSIBLY NEED TO GET SOME MONEY TO HIRE SOME EXTRA THAT BEFORE PEOPLE TO HELP GET THESE BENEFITS, IT'S NOT EASY. 
          I MEAN, I'M A LAWYER AND LIKE, I WOULD HIRE SOMEONE IF I GOT HIM TO GET ME THROUGH TO GET ME WORKERS' COMP. 
          UM, AND THEN, SORRY, I WAS, I WAS SAYING I WANTED THE SECOND TO YOU. 
          I DIDN'T KNOW IF WE WERE KEEPING YOU AT CHAIR OR IF YOU HAD TO TELL 'EM TO, UM, I'M SURE. 
          CHECKING THE BOX. 
          ARE YOU BACK? YEAH, I'M BACK. 
          I DIDN'T THINK IT WAS, UM, IT MADE SENSE FOR ME TO INTERRUPT YOU MID PROCESS. 
          SO I THOUGHT WE'D FIGURED IT, WOULDN'T CLOSE THIS ONE OUT AND THEN WE'LL MOVE TO THE NEXT ONE. 
          YES, MA'AM SO, OKAY. 
          SO, UM, I AM PROPOSING THAT WE PASS A RECOMMENDATION TO THE CITY COUNCIL. 
          THERE'LL BE A PRESUMPTION FOR PUBLIC SAFETY PERSONNEL THAT THEY WERE INTERVIEWED ON THE JOB, AND THAT WE REALLY HELP PEOPLE THROUGH THIS PROCESS, QUITE POSSIBLY HIRING MORE HR IF WE NEED TO DO THAT. 
          BUT LANE HAS SECONDED IT. 
          IS THERE ANY DISCUSSION MR. IS I THINK, UH, JUST QUICK POINT, DO WE NEED TO INCLUDE IN THE RECOMMENDATION SOMETHING TO MAKE SURE THAT THE PROCESSES ARE BEING, UM, TOOK CARED, LIKE THERE'S THERE'S YES. 
          SO THAT WOULD BE, THAT WOULD BE A THIRD POINT. 
          UM, AND SO I'LL AMEND 
          [00:40:01]
MY MOTION TO SAY THAT IN ADDITION, THERE NEEDS TO BE SOME OVERSIGHT OF THIS TO MAKE SURE THAT EVERYONE'S BEING TREATED FAIRLY AND EQUITABLY ACROSS THE COMMISSIONER. 
          AND COULD YOU HAVE SOMETHING? UM, I STILL CAN'T HEAR YOU. 
          CAN ANYONE HEAR DANIELLA? YEAH. 
          UM, IF YOU WOULD LIKE TO CALL, IF YOU HAVE AN ADDITIONAL POINT THAT YOU WOULD LIKE COMMISSIONER WEBER TO INCLUDE, TO GET THAT DONE NOW. 
          ALL RIGHT. 
          SHALL WE TAKE A VOTE OR IS THERE ANY MORE DISCUSSION? OKAY. 
          NO MORE DISCUSSION. 
          ALL RIGHT. 
          SO WE'LL HAVE TO DO A ROLL CALL VOTE FOR THIS. 
          SO COMMISSIONER LANE? YES. 
          COMMISSIONER WEBBER. 
          COMMISSIONER NUNEZ. 
          JUST GIVE US A YES. 
          UH, COMMISSIONER HODGSON PLUG. 
          YES. 
          COMMISSIONER SIERRA  YES. 
          COMMISSIONER BERNHARDT. 
          YES. 
          COMMISSIONER RAMIREZ. 
          YES. 
          MYSELF. 
          I VOTE YES. 
          AS ALSO THAT PASSES UNANIMOUSLY OR ANONYMOUS. 
          ALL RIGHT. 
          THANK YOU VERY MUCH. 
          SORRY TO CUT THAT OFF SHORT, BUT I THINK WE HAVE A CONSENSUS ON THAT ONE AND WE CAN 
          [3. 2019 Racial Profiling Report – Office of Police Oversight (sponsors: Commissioner Gonzales and Webber) 3:40pm-4:30pm Speaker:  -Farah Muscadin, Director Office of Police Oversight  -Kerry O’Connor, Chief Innovation Officer, City of Austin  -Kimberly Olivares, Chief Performance Officer, City of Austin  -Brion Oaks, Chief Equity Officer, City of Austin ]
MOVE TO A NUMBER THREE ON OUR AGENDA, THE 2019 RACIAL PROFILING REPORT FROM THE OFFICE OF POLICE OVERSIGHT, UH, DIRECTOR MUSCADET. 
          AND I THINK YOU ARE ON AND YOUR TEAM. 
          THANK YOU AGAIN FOR PUSHING FROM LAST MONTH. 
          UH, I APPRECIATE YOUR FLEXIBILITY. 
          THERE YOU ARE. 
          HI. 
          HI. 
          UM, I'M JUST, I FEEL LIKE WE JUST, I THINK WE KNOW WHAT WE'RE HERE FOR NO NEED TO SET IT UP. 
          SO I'LL JUST GO AHEAD AND LET YOU GET STARTED. 
          OKAY. 
          UM, GOOD AFTERNOON COMMISSIONERS. 
          UM, I'M JOINED BY MY COLLEAGUES, KIM ALVEREZ CHIEF PERFORMANCE OFFICER, UM, CARRIE O'CONNOR INNOVATION OFFICER AND BRYANT CHIEF EQUITY OFFICER. 
          UM, AND SO WE'RE GOING TO START AT WITH KIM ALVEREZ FIRST GOOD AFTERNOON. 
          UH, AS PHARAOH SAID, I'M KIM ALAVAREZ, I'M THE CHIEF PERFORMANCE OFFICER FOR THE CITIES. 
          THANK YOU FOR HAVING US THIS AFTERNOON. 
          UM, THE REASON I'M HERE IS BECAUSE THE RACIAL PROFILING REPORT DATA HAS BECOME A SIGNIFICANT COMPONENT OF THE STRATEGIC DIRECTION, 2023 PERFORMANCE DASHBOARD. 
          UM, WHO CAN SOMEBODY HIT? NEXT SLIDE, PLEASE. 
          HERE WE GO. 
          SO, AS YOU MAY RECALL, UM, THIS PAST SUMMER, WHEN COUNCIL PASSED THE VARIOUS RESOLUTIONS RELATED TO PUBLIC SAFETY, UM, IN ITEM 50 FROM JUNE 11TH, UH, IT INCLUDED A DESIRE FOR US TO ESTABLISH ZERO RACIAL DISPARITY GOALS, UM, FOR THE SAFETY OUTCOME, PARTICULARLY AMONGST THE MOTOR VEHICLE STOPS CITATIONS ARREST AND AN ARREST RESULTING FROM MOTOR VEHICLE STOPS AS WELL AS USE OF FORCE INCIDENTS. 
          UM, IT ALSO DIRECTED STAFF TO UTILIZE THE JOINT ANALYSIS REPORT TO SERVICE THE BASELINE MEASUREMENT OF METRIC , WHICH IS A BUNCH OF, UH, TO REALLY JOBS SPEAK, UM, FOR THE, HOW WE KEEP TRACK OF ALL THE MEASURES THAT COME FROM STRATEGIC DIRECTION, 2023, UM, STRATEGIC DIRECTION, 2023, IF YOU'RE NOT FAMILIAR WITH IT IS THE CITY OF AUSTIN STRATEGIC PLAN. 
          IT WAS PASSED IN SPRING OF 2018. 
          AND, UM, SINCE THEN THE CITY HAS BEEN TAKING A NUMBER OF STEPS TO, TO ADDRESS STRATEGIC ALIGNMENT THROUGHOUT THE ORGANIZATION, IN TERMS OF THE PROGRAMS AND SERVICES WE PROVIDE, BUT ALSO IN TERMS OF THE MEASURES OF PERFORMANCE MEASUREMENT DATA THAT WE'RE PRESENTING TO SHOW OUR PROGRESS OR CHALLENGES THAT WE MAY BE ENCOUNTERING IN TERMS OF COMPLICATING THE VARIOUS ASPECTS OF THE STRATEGIC OUTCOMES WITHIN THE PLAN. 
          UH, NEXT SLIDE. 
          SO SINCE THAT RESOLUTION SPOKE SPECIFICALLY TO A MEASURE FROM SD TWENTY-THREE, UM, WE, WE KNEW THAT THIS COULDN'T BE SOMETHING JUST HANDLED, LIKE HANDLED, LIKE THE OTHER MEASURES THAT ARE PART OF THE PERFORMANCE DASHBOARD. 
          SO WE ASSEMBLED SOME OF THE LEADERSHIP TEAM, UM, AS WELL AS SUPPORTING STAFF FROM EACH OF OUR OFFICES, FROM POLICE OVERSIGHT, EQUITY, INNOVATION POLICE DEPARTMENT, AND MY TEAM TO COLLABORATE ON THE DASHBOARD CONTENT AND THE VISUALIZATIONS THAT WOULD SUPPORT IT. 
          UM, WE DO HAVE FOR THE SD TWENTY-THREE PERFORMANCE DASHBOARD, WE HAVE A TYPICAL TEMPLATE THAT WE USE FOR EACH OF THE MEASURES. 
          SO WE TRY TO HONOR THAT AS BEST WE COULD. 
          WELL, WE ALSO RECOGNIZE THAT, UM, THERE WERE SOME ADJUSTMENTS WE WOULD HAVE TO MAKE, UM, PARTICULARLY RELATED TO THESE MEASURES, UH, IN ORDER TO MEET THE RESOLUTION REQUIREMENTS, BUT ALSO BECAUSE, UM, THE CONTENT WITH THAT WE'RE HANDLING 
          [00:45:01]
WITH THIS MEASURE IS A LITTLE BIT DIFFERENT THAN MOST OF THE OTHER MEASURES YOU MIGHT SEE. 
          UM, WHEN WE DEVELOPED THE CONTENT, WE INCORPORATED KEY INFORMATION FROM THE REIMAGINING PUBLIC SAFETY WEBSITE, UM, NOT ONLY COUNSELORS WHICH ARE 50, BUT OTHER RESOLUTIONS, AS WELL AS THE RACIAL PROFILING REPORTS. 
          AND WHEN YOU VISIT THE SITE, YOU CAN LEARN MORE ABOUT THE MEASURES. 
          UM, YOU CAN BREAK DOWN, UH, YOU CAN ALSO SEE THE BREAKDOWNS OF THE OUTCOMES OF THE DIFFERENT MOTOR B OF THE MOTOR PEOPLE STOPS RELATED TO CITATIONS ARRESTS AND SO ON, AND YOU CAN ALSO ACCESS THE RAW DATA. 
          NEXT SLIDE. 
          SO, UM, THIS IS, UH, JUST A SMALL SCREENSHOT OF, UH, THE, UM, THE MEASURE PAGE. 
          UM, AND I REALIZED WHEN WE FIRST, WE PRESENTED THIS INFORMATION TO THE COUNCIL COMMITTEE. 
          WE ALSO HAD PULLED UP THE DASHBOARD, SO WE DON'T NECESSARILY HAVE THE RIGHT RIGHT NOW. 
          UM, WE COULD PULL THAT UP QUICKLY IF, UH, IT FOLKS DESIRE TO BE ABLE TO SEE A LITTLE BIT MORE DETAIL. 
          UM, BUT WE HAVE THE, THE, AS THE BASELINE INFORMATION, WE HAVE THE 2018 JOINT ANALYSIS REPORT DATA. 
          NOW THE 2019 REPORT HAS BEEN RELEASED. 
          UM, WE HAVE PLANS IN PLACE. 
          UM, WE ACTUALLY HAVE A DISCUSSION SCHEDULE FOR THIS WEEK, UH, TO BEGIN ADDING THE 2019 DATA, UM, BUT ALSO UPDATING THE VISUALIZATIONS AND TURNING INFORMATION AND TRYING TO, UM, CONTINUALLY IMPROVE THE, THE RELATED CONTEXT THAT WE HAVE FOR, UM, AROUND THE VARIOUS COMPONENTS OF THE MEASURES. 
          UH, WE ALSO HAVE SOME OTHER MEASURES IN PLACE OR WITHIN SD 23, SUCH AS USE OF FORCE, AS WELL AS THE REST STATED THAT WE WANT TO MAKE SURE THAT WE'RE LOOKING AT, UM, WE'RE CLOSELY TO ENSURE WHERE HAVE WE HAD THE BEST INFORMATION OUT THERE. 
          UM, WE HAVE, UM, WE'RE AND WE'RE HONORING THE, UH, THE PROCESS THAT'S TAKING PLACE IN TERMS OF REIMAGINING PUBLIC SAFETY. 
          UM, IN ADDITION TO THE DIRECTION WE RECEIVED FROM COUNCIL, UM, SO THAT WE CAN, UM, NOT JUST SIMPLY PUT NUMBERS OUT THERE, BUT PUT, UH, THE, THE CONTEXT AROUND IT TO HELP FOLKS UNDERSTAND WHAT ARE THEY LOOKING AT? WHAT DOES IT MEAN? WHAT ARE WE USING THIS DATA FOR? THINGS LIKE THAT. 
          SO, UM, THAT IS MY LAST SLIDE. 
          I CAN, IF THE, IF, IF FOLKS WOULD LIKE, I COULD QUICKLY PULL UP THE, THE MEASURE, BUT I WOULD NEED TO BE ABLE TO SHARE MY SCREEN. 
          UM, AND I DON'T NECESSARILY HAVE THAT CAPABILITY RIGHT NOW. 
          SO IF FOLKS JUST LET CHAIR, IF YOU WOULD LIKE TO LET ME KNOW HOW YOU WOULD PREFER TO PROCEED. 
          UM, I WONDER IF WE SHOULD JUST MAKE OUR WAY THROUGH THE PRESENTATION AND THEN IF WE HAVE TIME AT THE END TO SEE IF WE CAN GET YOU THAT ABILITY TO SHARE YOUR SCREEN, THAT WORKS. 
          IS THAT OKAY? SURE, ABSOLUTELY. 
          SO I'LL PASS IT TO FARAH. 
          THANK YOU, CHAIR. 
          I WILL ACTUALLY PASS IT ONTO CARRIE O'CONNOR. 
          SHE'S GOING TO START OUT WITH OUR DISCUSSION ON THE 2019 REPORT. 
          GOOD AFTERNOON, COMMISSIONERS. 
          MY NAME IS CARRIE O'CONNOR. 
          I'M THE CITY OF AUSTIN'S CHIEF INNOVATION OFFICER. 
          UM, SO WE WANT TO TALK A LITTLE BIT ABOUT, UH, THE METHODOLOGY BEHIND THE JOINT REPORT, UM, IN, UM, I THINK, I THINK WE GO TO THE NEXT SLIDE. 
          YEAH, THERE WE GO. 
          UM, SO WE LOOKED AT 2019 MOTOR VEHICLE STOP DATA FROM THE CITY OF AUSTIN OPENDATA PORTAL AND TO CONDUCT AN ANALYSIS ON PROPORTIONALITY. 
          WE USED THE CITY OF AUSTIN POPULATION DATA FROM THE 2010 CENSUS, UM, WHEN WE CONDUCT A DISPARATE OUTCOMES ANALYSIS, UM, FOR THOSE DECISIONS THAT HAPPEN AFTER A STOP, UM, WE'RE REALLY LOOKING AT, UH, AN ANALYSIS OF THE OUTCOMES AS A PERCENTAGE OF, UH, DRIVERS THAT WERE STOPPED. 
          SO IT'S LIKE YOU HAVE A DECISION TO STOP, AND THEN YOU HAVE A DECISION AFTER THAT STOP. 
          UM, AND SO WHEN WE'RE LOOKING AT DISPARATE OUTCOMES WHERE WE'RE LOOKING AT BOTH OF THOSE DECISIONS, NEXT SLIDE. 
          SO, UH, JUST A NOTE ON DISPROPORTIONALITY AND DISPARATE IMPACT DISPROPORTIONALITY IS THE RATIO BETWEEN THE PERCENTAGE OF PERSONS IN A PARTICULAR RACIAL OR ETHNIC GROUP AT A PARTICULAR DECISION POINT OR EXPERIENCING AN EVENT COMPARED TO THE PERCENTAGE OF THAT GROUP IN THE OVERALL POPULATION, DISPARATE IMPACT. 
          ON THE OTHER HAND, DESCRIBES THE SITUATION IN WHICH AN OUTCOME OR ADVERSE EFFECT FALLS DISPROPORTIONATELY ON A RACIAL OR ETHNIC GROUP COMPARED TO OTHER RACIAL OR ETHNIC GROUPS. 
          NEXT SLIDE. 
          SO WHEN WE'RE TALKING ABOUT, UH, THE DISPARATE IMPACT, UH, IN 2019 BLACK AFRICAN-AMERICAN 
          [00:50:01]
DRIVERS WERE THE MOST OVERREPRESENTED GROUP IN MOTOR VEHICLE STOPS MAKING UP 8% OF THE AUSTIN POPULATION. 
          14% OF THE MOTOR VEHICLE STOPS 25% OF SEARCHES, 25% OF THE ARRESTS. 
          AND WE'RE THE ONLY DEMOGRAPHIC GROUP TO RECEIVE MORE HIGH DISCRETION AND LOW DISCRETION SEARCHES, HISPANIC, LATINO DRIVERS MADE UP 33% OF MOTOR VEHICLE STOPS. 
          AND 44% OF MOTOR VEHICLE STOPS THAT RESULTED IN A CITATION. 
          THE COMPRISED 31% OF AUSTIN'S ADULT POPULATION, WHITE DRIVERS, REALLY MOST UNDERREPRESENTED IN TOTAL TOTAL MOTOR VEHICLE STOPS. 
          ASIAN DRIVERS ARE SLIGHTLY UNDERREPRESENTED IN TOTAL MOTOR VEHICLE STOPS. 
          NEXT SLIDE. 
          ONCE THEY ARE PULLED OVER, WE LOOK AT THE DISPARATE OUTCOME OF THE NEXT SET OF DECISIONS, WHITE CAUCASIANS AND ASIANS RECEIVED A HIGHER PERCENTAGE OF WARNINGS AND FILLED OBSERVATIONS AT 63 AND 64% RESPECTIVELY BLACK AFRICAN-AMERICAN AND HISPANIC LATINOS RECEIVED HIGHER PERCENTAGES OF SEARCHES THAT RESULTED IN ARREST AT 10% AND 7% RESPECTIVELY HISPANIC LATINOS RECEIVED THE HIGHEST PERCENTAGE OF CITATIONS AT 44% BLACK AFRICAN-AMERICANS WERE THREE TIMES MORE LIKELY TO BE SEARCHED AND APPROXIMATELY THREE TIMES MORE LIKELY TO BE ARRESTED THAN WHITE CAUCASIANS. 
          NEXT SLIDE. 
          AND SO NOW I'LL HAND IT BACK TO DIRECTOR MUSKEGON TO GO FURTHER INTO THE DATA ANALYSIS. 
          THANK YOU, CARRIE. 
          UM, SO JUST WANT TO START OFF WITH JUST TALKING ABOUT, UM, THE REPORT, GENERALLY SPEAKING. 
          UM, MOST OF YOU KNOW, THAT WE, WE, UM, RELEASED OUR, UH, 2018, UM, RACIAL PROFILING REPORT AT THE BEGINNING OF LAST YEAR, OR I THINK MAYBE IT MIGHT'VE BEEN IN DECEMBER. 
          UM, AND SO IT WAS NEVER REALLY OUR INTENTION TO DO TWO REPORTS IN ONE YEAR. 
          UM, BUT PARTICULARLY AFTER COUNCIL PASSING RESOLUTION 50 IN JUNE, WHICH SET OF GOAL OF ZERO DISPARITIES IN TRAFFIC STOPS AND ARRESTS, WE FELT IT WAS REALLY IMPORTANT THAT WE ANALYZE APDS 2019 RACIAL PROFILING REPORT. 
          AND, YOU KNOW, BY STATE LAW, THEY WERE REQUIRED TO ISSUE A RACIAL PROFILING REPORT, UM, BY MARCH 1ST OF EVERY YEAR. 
          SO AT THE END OF FEBRUARY, THEY, THEY RELEASED THEIR 2019, UM, REPORT. 
          AND IT IT'S IMPORTANT THAT, YOU KNOW, THE COMMISSION KNOW, AND THE PUBLIC THAT ARE WATCHING IS THAT THIS ANALYSIS IS 100% BASED ON APD DATA. 
          SO IT'S, THEY, THEY UPLOAD THE INFORMATION IN THE OPEN DATA PORTAL. 
          THERE'S SOME INFORMATION THAT WE HAVE TO REQUEST FROM APD, BUT IT IS 100% APD DATA. 
          AND SO THE REASON, UM, WHY, UM, YOU KNOW, WE, WE ARE HERE THE OFFICE OF POLICE OVERSIGHT, EQUITY OFFICE INNOVATION OFFICE, AND THE PERFORMANCE MANAGEMENT PERFORMANCE MANAGEMENT OFFICE ARE HERE TO PROVIDE A DIFFERENT LENS. 
          RIGHT? WE RECEIVED A LOT OF FEEDBACK FROM THE COMMUNITY OF, YOU KNOW, IN TERMS OF BEING STOPPED AT A DISPROPORTIONATE RATE. 
          AND SO THIS REPORT KIND OF SUPPORTS WHAT THE COMMUNITY HAS BEEN SAYING. 
          UM, AND IT IS REALLY AN AFFIRMATION OF THAT, AND IT IS PRESENTED IN A DIFFERENT WAY, UM, BECAUSE OBVIOUSLY WITH THE DEPARTMENTS THAT ARE WORKING ON THIS, WE PROVIDE A DIFFERENT LENS. 
          UM, AND SO I JUST WANT TO SET THAT AS KIND OF THE BASE FOR OUR CONVERSATION, AS WE TALK ABOUT RACIAL PROFILING AND PROVIDE YOU SOME CONTEXT IN TERMS OF WHY WE CAME TOGETHER, WHY THERE WERE TWO REPORTS AND ALSO REALLY OPENING UP THE CONVERSATION THAT BECAUSE WE COLLECTIVELY ALL HAVE TO WORK TOGETHER TO GET TO ZERO DISPARITIES, THIS IS NOT SOMETHING THAT APD CAN DO ON ITS OWN. 
          NEXT SLIDE, PLEASE. 
          SO CURIOUS, YOU DID A GREAT JOB OF TALKING ABOUT DISPROPORTIONALITY. 
          AND SO AGAIN, WE LOOK AT THE PERCENTAGE OF A PARTICULAR RACE, ETHNIC, ETHNIC GROUPS POPULATION, AND THEN WE LOOK AT THE PROPORTION OF VEHICLE STOPS. 
          AND HERE YOU SEE, UM, THE GRAPH THAT LOOKS AT 2015 TO 2019. 
          UM, AND I'M JUST GONNA PRIMARILY FOCUS ON 2019 CAUSE THAT WHAT THIS REPORT IS. 
          AND THEN WHEN WE LOOK AT AFRICAN-AMERICANS, WE SEE THAT AFRICAN-AMERICANS ARE 6% OVER-REPRESENTED FROM THEIR PORTION OF THE POPULATION. 
          WE SEE HISPANIC, LATINO IS OVERREPRESENTED BY 2%, FROM THEIR PERCENTAGE, THEIR PERCENTAGE OF THE POPULATION. 
          WHEN WE LOOK AT ASIAN, WE SEE ASIANS ARE UNDERREPRESENTED FROM THEIR PROPORTION OF THE POPULATION. 
          BY 3% IN WHITE, CAUCASIAN IS UNDERREPRESENTED BY SIX. 
          UH, NEXT SLIDE PLEASE. 
          SO THIS, THIS CHART IS THE EXACT SAME INFORMATION AS THE PREVIOUS CHART, BUT HERE WE'RE GIVING YOU THE RAW NUMBER. 
          SO YOU CAN SEE, UM, THE NUMBER OF STOPS BY RACE, 
          [00:55:01]
ETHNICITY, THAT PERCENTAGE, AND THEN THE POPULATION. 
          AND WE LOOKED AT PARTICULARLY AGES 18 AND OVER, AND THEN THEIR PORTION OF THE POPULATION. 
          AND THEN YOU SORT OF YOU SUBTRACTED AND THAT'S WHERE YOU GET THE DISPROPORTIONALITY OF THE OVER-REPRESENTATION OR THE UNDER-REPRESENTATION. 
          SO THIS IS EXACTLY THIS, THIS IS REFLECTING THE EXACT SAME DATA THAT WE SAW ON THE PREVIOUS SIDE, BUT HERE YOU'RE ABLE TO SEE YOU'RE ABLE TO SEE THE NUMBERS. 
          SO OVERALL IN 2019, THERE, I BELIEVE, UM, SO KIND OF IN HOLIDAY BRAIN, BUT, UH, BUT I THINK ABOUT 130,000, 139,000 OVERALL TRAFFIC STOPS. 
          AND SO YOU CAN SEE HOW THIS BREAKDOWN, UM, BY, BY RACE, ETHNICITY, UM, AND AGAIN, THE, ON THE FAR RIGHT, YOU SEE THE OVER AND UNDER-REPRESENTATION NEXT SLIDE, PLEASE. 
          SO THIS, THIS IS, UM, THIS SLIDE I LOVE TO TALK ABOUT BECAUSE IT IS SOMETHING THAT CAME OUT IN OUR PRESENTATIONS FROM COUNCIL AND FROM OUR CONVERSATIONS WITH COMMUNITY, WHEN WE PRESENTED OUR 2019 OR 2018 REPORT, WE WERE ASKED REPEATEDLY, WELL, WHY WERE PEOPLE STOPPED? AND SO WE DIDN'T HAVE THAT INFORMATION IN THE 2018 REPORT WHERE WE MADE SURE TO PUT IN, IN 2019 REPORT. 
          AND SO THAT'S WHY WE APPRECIATE THESE CONVERSATIONS BECAUSE IT GIVES US MORE THINGS ADD TO THE REPORT, AND THERE'LL BE SOME OTHER THINGS THAT I'LL POINT TO TOO, THAT CAME FROM THE COMMUNITY AND CAME FROM COMMISSIONS AND VARIOUS CONVERSATIONS. 
          AND SO WHEN WE LOOK AT OVERALL, YOU KNOW, WHY PEOPLE WERE STOPPED IN THE FIRST PLACE, THE VAST MAJORITY OF IT, 7% IS MOVING TRAFFIC VIOLATION. 
          SO WE'RE TALKING ABOUT SPEEDING FAILURE TO KEEP IN LANES, FAILURE TO USE YOUR SIGNAL, STUFF LIKE THAT. 
          WHEN WE TALK ABOUT PREEXISTING, UM, KNOWLEDGE, WE'RE TALKING ABOUT LIKE, UM, IF THE OFFICERS ARE AWARE OF THE PERSON HAS A WARRANT, SO THAT'S A VERY, VERY SMALL POPULATION. 
          UM, AND THEN VEHICLE TRAFFIC REGISTRATION, VERY SMALL NUMBER. 
          AND THEN WE DIDN'T REALLY FIND A GOOD EXAMPLE OF A VIOLATION OTHER THAN TRAFFIC, BUT REALLY THE POINT OF THIS SLIDE IS TO SHOW THAT THE MAJORITY OF THESE STOPS ARE OCCURRING FROM BASIC MOVING VIOLATIONS. 
          NEXT SLIDE, PLEASE. 
          SO HERE, AND LET ME TAKE THIS, THIS, SOMETIMES IT GETS CONFUSING. 
          SO I'M GOING TO TAKE A LITTLE BIT OF TIME TO EXPLAIN IT. 
          SO WE HAVE A UNIVERSE OF A HUNDRED, ABOUT 139,000 TRAFFIC STOPS THAT OCCURRED IN 2019 AND OF THAT UNIVERSE, A SUBSET OF THEM RESULTED IN ARRESTS, RIGHT? SO WHAT THIS SLIDE TALKS ABOUT IS THAT WHEN WE LOOK AT THAT SMALLER SUBSET OF PEOPLE WHO WERE STOPPED AND IT SUBSEQUENTLY LED TO AN ARREST, WHAT WAS THE BASIS FOR THEIR STOP? AND THAT'S WHAT THIS SLIDE SHOWS. 
          SO WHEN WE LOOK AT THOSE WHO WERE ARRESTED SUBSEQUENT TO A TRAFFIC STOP IN 2019, WHAT WAS THE INITIAL REASON FOR THEIR STOP? AND AGAIN, MAJORITY OF IT IS A MOVING TRAFFIC VIOLATION HAS 68%. 
          UM, AND THEN YOU SEE THE OTHER PERCENTAGES 3%, UM, PREEXISTING KNOWLEDGE, UM, FOR EXAMPLE, A WARRANT OR A VIOLATION OTHER THAN TRAFFIC. 
          SO FUNDAMENTALLY WE'RE REALLY LOOKING AT, UM, MINOR TRAFFIC AS THE BASIS FOR THE STOP, UM, WHEN WE'RE LOOKING AT DATA AND NEXT SLIDE, PLEASE. 
          SO THIS, UM, ANOTHER, UM, ANOTHER POINT THAT, UM, WHEN WE SAW THE DATA, THAT WAS A LITTLE CONCERNING IN TERMS OF THE DISPROPORTIONALITY THAT WE SAW AS IT RELATES TO SEARCHES. 
          AND WE SAW THAT BOTH AFRICAN-AMERICAN AND HISPANIC, LATINO WERE OVERREPRESENTED WHEN IT COMES TO SEARCHES BY 18 AND 13% RESPECTIVELY, AND THAT ASIAN AND WHITE CAUCASIAN WERE UNDERREPRESENTED BY FIVE AND 25% RESPECTIVELY. 
          AND WE WENT A LITTLE BIT DEEPER WHEN WE LOOK AT WHAT'S CALLED HIGH AND LOW DISCRETION SEARCHES. 
          THAT'S ON THE NEXT SLIDE. 
          SO AGAIN, IN HERE, UM, AND THIS, THIS, THIS ACTUALLY CHANGED A LITTLE BIT FROM 2018, FROM 2019. 
          YOU SEE, UM, LET ME EXPLAIN A LITTLE BIT ABOUT HIGH DISCRETION. 
          HIGH DISCRETION SEARCHES ARE, UM, DISCRETIONS THAT OR SEARCHES WHERE OFFICERS HAVE A LEEWAY, RIGHT? IN TERMS OF WHETHER OR NOT THERE'S A SEARCH LOW DISCRETION MEANS. 
          AND FOR EXAMPLE OF THAT IS AS A SEARCH SUBSEQUENT TO AN ARREST. 
          SO IF THERE'S PROBABLE CAUSE FOR ARREST AND AN OFFICER ARRESTED BUDDY, THAT OFFICER SHOULD CONDUCT A SEARCH THAT'S ACCORDING TO POLICY, RIGHT? SO THAT'S CONSIDERED A LOW DISCRETION SEARCHES. 
          SO WHEN WE LOOKED AT THE NUMBERS FOR EVERY RACE ETHNICITY GROUP, THE LOW DISCRETION NUMBER WAS HIGHER, RIGHT? 
          [01:00:01]
IF YOU SEE THAT THE BOTTOM NUMBER, BUT FOR AFRICAN-AMERICANS THE HIGH DISCUSSION SEARCHES FOR THE HIGHEST PERCENTAGE, AND THIS PERCENTAGE INCREASED BY, I MAY GIVE YOU THE NUMBER BY 7.7% FROM 2018. 
          SO AS WE'VE BEEN HAVING THESE CONVERSATIONS PUBLICLY, UM, ONE OF THE THINGS PARTICULARLY THAT COUNCIL ASKS US BECAUSE IT'S A LOT OF INFORMATION COUNCIL ASKED US TO DRILL DOWN A LITTLE BIT FURTHER, AND THIS IS ONE OF THE AREAS THAT WE ARE GOING TO DRILL DOWN AND LOOK AT, YOU KNOW, ONE, WHAT W WHAT WAS THE REASON FOR THE INCREASE? AND CAN WE LOOK AT MORE IN TERMS OF WHAT THESE HIGH DISCRETIONS ARE? UM, BECAUSE ONE OF THE THINGS THAT'S INTERESTING WHEN WE LOOK AT HIGH AND LOW DISCRETION SEARCHES, AND YOU WILL SEE THIS IN REPORT, THE HIT RATE FOR THE FOUR ETHNICITIES ARE ALMOST ABOUT THE SAME K RATE MEANS WAS CONTRABAND, OR WAS ANYTHING FOUND. 
          IT IS A RESULT OF THE SEARCH, RIGHT? SO EVEN THOUGH WE SEE, YOU KNOW, AFRICAN-AMERICANS AND HISPANIC, LATINO SEARCHED HIGHER, PARTICULARLY ON HIGH DISCUSSION SEARCHES, THE HIT RATES WERE ABOUT THE SAME. 
          SO THIS IS KIND OF THE, THE IMPETUS FOR SOME OF THE DRILL DOWN BACK COUNSEL ASKED US TO DO NEXT SLIDE, PLEASE. 
          SO AGAIN, KAREN TALKED ABOUT, THIS IS AN ADDITION TO THE REPORT THAT WE DIDN'T HAVE IN 2018 IS WE LOOKED AT THE OUTCOMES AND OF EACH PARTICULAR RACE, ETHNICITY, AND IT WAS IMPORTANT FOR US TO DO THAT BECAUSE I THINK THAT WE HAD TO GO FURTHER INTO THE DATA SO THAT WHEN WE LOOK AT, UM, UM, OUTCOMES FOR MOTOR VEHICLE STOPS FOR ASIANS, WE FOUND THAT 64% OF THEM RECEIVED WARNING WARNINGS AND FILLED OBSERVATIONS, 2% ARREST, 6%, UM, UH, 34% CITATIONS. 
          AND THEN WHEN WE LOOK AT BLACK, AFRICAN-AMERICAN 55% IN TERMS OF WARNINGS AND FIELD OBSERVATIONS, 10% ARREST AND 35 IN CITATIONS, PLEASE. 
          AND WHEN WE LOOK AT THE LA, UH, HISPANIC LATINO POPULATION, WE SEE THAT THEY RECEIVED 40% WARNINGS, FIELD OBSERVATION, 7%, 7% ARREST, AND 44%, UM, CITATIONS. 
          AND THEN WE LOOKED AT WHITE CAUCASIAN, THERE WAS 63% FIELD OBSERVATIONS, 34% CITATIONS, AND, UM, UH, 4% ARREST. 
          AND SO FROM THIS, WE WERE ABLE TO ASCERTAIN, UM, WHEN WE DID THE DRILL DOWN THAT AFRICAN AMERICANS ARE THREE TIMES MORE LIKELY TO BE SEARCHED AND APPROXIMATELY THREE TIMES MORE LIKELY TO BE ARRESTED THAN THEIR WHITE COUNTERPARTS. 
          NEXT SLIDE, PLEASE. 
          THIS WAS, UM, ANOTHER, UM, EXPANSION THAT WE, IT WAS IN OUR 2018 REPORT, BUT WE, WE WENT A LITTLE BIT FURTHER WITH LOOKING AT KIND OF THE RAW DATA WHERE IT REALLY JUST SHOWS, UM, THE DIFFERENCE IN TERMS OF FIELD OBSERVATIONS AND, UM, ARREST, UM, GEOGRAPHICALLY, AND KIND OF WHERE, WHERE THEY'RE PLACED, ONE OF THE THINGS THAT WE'RE HOPING TO DO. 
          AND I HOPE WE CAN WORK WITH THE DEPARTMENT ON THIS IS WE'RE NOT ABLE TO GEOTRACK CITATIONS. 
          AND I THINK THAT IT WOULD BE IMPORTANT FOR US TO DO THE SAME TYPE OF ANALYSIS WITH FIGURING OUT GEOGRAPHICALLY WHERE OUR CITATIONS, UM, GIVING THROUGHOUT THE CITY. 
          AND SO I'M HOPING THAT WHEN WE GET TO THE NEXT ITERATION, UM, OR THE THERE 2020 REPORT, WE'LL BE ABLE TO DO A SIMILAR MAP FROM WE'LL INCLUDE CITATION IN, IN THAT ANALYSIS. 
          AND THAT IS IT FOR ME, AGAIN, THIS IS JUST A HIGH LEVEL OVERVIEW. 
          THE REPORT IS 40 PAGES LONG. 
          THERE'S A LOT OF DATA. 
          THIS IS JUST KIND OF THE HIGH POINTS, BUT AGAIN, I JUST WANT TO REITERATE, UM, THAT OBVIOUSLY WE KNOW THIS IS NOT NEW TO ANY OF YOU. 
          THIS IS NOT NEW TO ANYBODY IN AUSTIN, THAT WE DO HAVE AN ISSUE WITH RACIAL PROFILING, BUT I JUST FEEL VERY STRONGLY THAT IT'S GOING TO TAKE ALL OF US TO FIGURE OUT HOW WE WRAP OUR ARMS AROUND IT, TO ADDRESS SO THAT PEOPLE IN, IN AUSTIN AND WHO VISIT AUSTIN, OUR POLICE EQUITY. 
          SO NOW I'LL PASS IT ON TO MY COLLEAGUE, BRIAN OAKS, TO TALK ABOUT OUR RECOMMENDATIONS. 
          AND I BELIEVE YOU'RE ON MUTE STILL. 
          OH, THE DREADED YOU BUTTON. 
          UM, AS SARAH MENTIONED, UH, IN THIS REPORT, UH, WE ALSO HAVE RECOMMENDATION, UH, YOU KNOW, SHE ALSO TALKED ABOUT THE FACT THAT WE HAD TWO REPORTS IN THE SAME YEAR. 
          YOU'LL SEE THAT A LOT OF THE RECOMMENDATIONS FROM THE FIRST REPORT CARRY OVER, UH, 
          [01:05:01]
TO THIS REPORT AS WELL. 
          AND, UH, WE ADDED SOME ADDITIONS TO THAT, BUT I DON'T REVIEW AT A HIGH LEVEL, SOME OF THE KEY RECOMMENDATIONS. 
          AND I THINK AS A COMMISSION, UM, YOU WOULD BE INTERESTED IN. 
          AND SO IF YOU COULD GO TO THE NEXT SLIDE, UM, WE HAD AN OPPORTUNITY, UM, FROM THE RELEASE OF THE FILM FIRST REPORT FOR 2018, UH, TO DO SOME IN-PERSON COMMUNITY ENGAGEMENT. 
          AND THIS WAS ACTUALLY RIGHT BEFORE THE PANDEMIC BEGAN IN MARCH. 
          WE WERE ABLE TO DO, UM, A COMMUNITY LISTENING SESSION WHERE, UM, WE REVIEWED THE RESULTS WITH, UH, THE COMMUNITY, AS WELL AS WE DID A PANEL AROUND THE DISCUSSION OF THE RESULTS WITH COMMUNITY TO GET THEIR INSIGHTS INTO IT. 
          AND ONE OF THE THINGS THAT WAS CONSISTENT ACROSS THE BOARD FROM COMMUNITY MEMBERS THAT ATTENDED THAT ENGAGEMENT SESSION, UM, WAS THIS ISSUE OF ACKNOWLEDGMENT. 
          AND THEY TALKED A LOT ABOUT, UH, FEELING THAT, UH, OUR LEADERSHIP WITHIN OUR POLICE DEPARTMENT HAD A, UH, RESISTANCE OR DEFENSIVENESS ABOUT THE DATA THAT WAS IN THE REPORT. 
          AND THEY TALKED A LOT ABOUT, UH, THE SERVICE ISSUE OF ACKNOWLEDGMENT. 
          AND, YOU KNOW, I LIKE TO SAY THAT IT IS IMPOSSIBLE FOR US TO FIX A PROBLEM IF WE CAN'T CLEARLY ACKNOWLEDGE THAT WE HAVE ONE. 
          AND SO YOU'LL SEE THAT OUR REPORT REALLY LEADS WITH THIS RECOMMENDATION, UH, AROUND, UM, HOW DO WE SORT OF TRULY ACKNOWLEDGE THAT THE RACIAL DISPARITIES EXIST? BECAUSE WE FEEL THAT THAT IS REALLY TRUE, THE FIRST STEP FOR US TO BE ABLE TO SOLVE IT AND FIGURE OUT HOW DO WE ELIMINATE THESE DISPARITIES. 
          AND SO I THINK AS WE CONTINUE TO WORK IN PARTNER, UM, WITH OUR POLICE DEPARTMENT IS TRULY SORT OF HAVING THOSE DISCUSSIONS AROUND HOW DO WE REALLY STEP INTO THE DATA AND OWN THE DATA AND OWN THE PATTERN OF, OF WHAT WE'RE SEEING. 
          AND IF WE CAN'T DO THAT, WE WON'T REALLY GET THERE FAR DOWN THE ROAD TO REALLY SORT OF, UH, WE SAY VISION ZERO, WHICH IS TO COMPLETELY ELIMINATE THESE, THESE RACIAL DISPARITIES. 
          AND IT'S SO IMPORTANT FOR US BECAUSE I THINK KIM TALKED ABOUT THIS EARLIER IN THE STRATEGIC DIRECTION THAT, UH, WE CANNOT ACHIEVE THE FAIR ADMINISTRATION OF DESTINY AS WE CONTINUE TO LOOK TO THESE DATA SETS AND SORT OF SEE, UH, THESE STATISTICALLY SIGNIFICANT RACIAL DISPARITIES ACROSS HOW WE FUNCTION, HOW WE OPERATE AS A CITY. 
          UH, THE SECOND AREA OF, UM, RECOMMENDATIONS THAT'S IMPORTANT TO DISCUSS IS, UH, AROUND THE NEED FOR COMMUNITY ENGAGEMENT AND, UH, YOU KNOW, FOR US AS AN EQUITY OFFICE, YOU KNOW, ONE OF OUR, UH, CORNERSTONES IN THE WAY THAT WE SORT OF APPROACH THE WORK FOR THE CITY IS THAT RIGHT? UH, AS WE SORT OF REALLY LOOK TO DO EQUITY WORK, UH, AND REALLY SORT OF CONCENTRATED ON RACIAL EQUITY, WE HAVE TO MAKE SURE THAT WE, UH, THAT WE CENTER, UM, THE COMMUNITIES THAT ARE MOST DISPROPORTIONATELY, UH, AND NEGATIVELY IMPACTED BY RIGHT, RATHER THAN POLICING OR HOUSING OR WHATEVER ISSUE. 
          AND SO IN THIS CONTEXT, YOU KNOW, WE TRULY BELIEVE THAT THE COMMUNITY ENGAGEMENT IS GOING TO BE A KEY FOR US TO REALLY SORT OF FIGURE OUT OUR STRATEGIES AND THE SOLUTION OF HOW WE ACTUALLY ADDRESS. 
          AND, UM, AND THAT WE DEAL WITH THESE DISPARITIES AND BEING INTENTIONAL IN TERMS AROUND, UH, THE POPULATIONS THAT WE, THAT WE REACH OUT TO, THAT WE TRY TO WORK WITH, UH, TO HELP US SORT OF GET INSIGHT INTO HELP THE DEPARTMENT ACTUALLY SORTA TACKLE, UM, THESE DISPARITIES THAT WE SEE PLAYING OUT. 
          YOU GO TO THE NEXT PAGE. 
          WE ALSO BELIEVE THAT, UH, IT'S IMPORTANT TO ESTABLISH CLEAR, UH, BENCHMARK, UM, AND THE CREATION OF A STRATEGIC PLAN, UH, TO BE INTENTIONAL AROUND HOW WE ELIMINATE THESE DISPARITIES, RIGHT. 
          AND, YOU KNOW, OUR STRATEGIC DIRECTION IS THAT FOR THE YEAR 2023. 
          AND IF YOU LOOK AT THE WAY THAT THE DATA COMES OUT, IT ALWAYS SUNG A LAG A YEAR BEHIND, UH, ANY TYPE OF INTERVENTIONS, UH, OR STRATEGIC PLANNING OR CHANGES THAT WE PUT IN PLACE. 
          THOSE, THE CHANGES OF THAT UNTIL THE REPORT OF THE NEXT YEAR. 
          SO THAT, SO THAT 20, 24 REPORT WOULD BE THE ONE THAT WE ACTUALLY LOOK TO, UH, TO SORT OF SEE THAT IF HE MADE ANY SIGNIFICANT HEADWAY, ESPECIALLY FROM SPECIFIC INTERVENTIONS OR STRATEGIES THAT WERE ROLLING OUT, UH, TO SEE THEIR IMPACT. 
          BUT ONE OF THE THINGS THAT WE'RE ASKING FOR, OR THAT WE'RE RECOMMENDING IN THIS REPORT IS THE NEED FOR, UM, A STRATEGIC PLAN THAT ACTUALLY SORT OF WALKS US THROUGH HOW WE ARE GOING TO INTENTIONALLY REDUCE AND THEREFORE ELIMINATE THESE DISPARITIES THAT WE SEE AND THAT, UH, FARRAH AND CARRIE TALKED ABOUT. 
          UM, WE ALSO HAVE A RECOMMENDATION AROUND THE COMMITMENT, ESPECIALLY 
          [01:10:01]
THE COMMITMENT FROM OUR LEADERSHIP WITHIN OUR POLICE DEPARTMENT TO REALLY SORT OF COMMIT TO THAT GOAL OF ZERO AND A DECLARATION OF THAT COMMITMENT TO THAT GOAL OF ZERO, UM, NOT ONLY FOR THEM, BUT THEN ALSO FOR, UH, THE STAFF ITSELF WITHIN THE DEPARTMENT. 
          AND, UH, WHAT ARE THE EXPECTATIONS THAT WE'RE SETTING ACROSS THE DEPARTMENT AND THE STAFF, OR OUR COMMITMENT TO GET TO THAT GOAL OF ZERO. 
          UM, WE ALSO BELIEVE THAT, UM, THESE RACIAL DISPARITIES ALSO SORT OF REFLECT, UH, UH, AN OPPORTUNITY TO INTERVENE IN TRAINING AND ARE ASKING THE QUESTION AND MAKING A RECOMMENDATION OF HOW DO WE REALLY ACKNOWLEDGE AND ADDRESS THE ROLE OF OFFERS OF DISCRETION IN OUR TRAINING ACADEMY, UM, IS THIS COVERED. 
          AND FOR US, THERE'S A CLEAR CONNECTION, YOU KNOW, TO THAT, ESPECIALLY WITH THE DATA, UH, THAT FARRAH SHOWED AROUND THE HIGH DISCRETIONARY SEARCHES FOR AFRICAN-AMERICAN DRIVERS AT 54%, IT CLEARLY SORT OF TELLS US THAT, UM, THIS GROUP OF DRIVERS, WHEN WE HAVE THE DISCRETION WITH OUR OFFICERS, WHY DO WE USE IT SO MUCH MORE, UM, WITH AFRICAN-AMERICAN DRIVERS, MORE THAN ANYONE, I THINK, UH, 12 PERCENTAGE POINTS MORE THAN ANYONE ELSE, WHICH WAS HISPANIC, LATINO COMMUNITY. 
          THAT WAS RIGHT FROM WHAT IS IT ABOUT US? UM, WHAT IS IT ABOUT OUR TRAINING? WHAT IS IT ABOUT OUR PREPARATION THAT WE CONTINUE TO PRODUCE THIS PATTERN OF RESULTS? AND SO WE BELIEVE THAT, UH, IN ORDER TO REALLY SORT OF GET THIS RIGHT THERE, THERE HAS TO BE SOME INTERVENTIONS AND ROOT CAUSES AT THE TRAINING LEVEL, UH, FOR US TO REALLY BE ABLE TO HAVE SOME SUCCESS THAT IS ELIMINATING DISPARITIES. 
          AND IF YOU GO TO THE NEXT PLACE, UH, THEY WILL OPEN IT UP FOR QUESTIONS. 
          AND, UM, NO, I'LL TURN IT OVER BACK TO THE CHAIR. 
          THANK YOU. 
          UH, VERY GOOD INFORMATION. 
          I WILL OPEN IT UP TO QUESTIONS FROM THE COMMISSION. 
           GO AHEAD, PLEASE. 
          I HAD TWO QUESTIONS, UH, AT ONE POINT DIRECTOR MOOSE KADINE WAS PRESENTING THE BREAKDOWN OF STOPS. 
          14% OF THOSE STOPS WERE LISTED AS VIOLATION OF LAW, OTHER THAN TRAFFIC. 
          THEN WHEN LOOKING AT STOPS, THAT RESULTED IN ARREST THAT JUMPS TO 28%. 
          UM, I DID NOT GET A CLEAR DEFINITION OF WHAT THESE OTHER CRIMES ARE EXACTLY. 
          UM, I'M NOT SURPRISED AT ALL THAT THE VAST MAJORITY OF STOPS ARE FOR TRAFFIC VIOLATIONS OR FOR EQUIPMENT MALFUNCTIONS. 
          THAT MAKES PERFECT SENSE. 
          UM, BUT THIS IS NOT AN INSIGNIFICANT PROPORTION OF THESE STOPS AND THEY SEEM TO BE OVERREPRESENTED EVEN MORE SO IN THE STOP, THE RESULT IN ARREST, CAN YOU PROVIDE SOME CLARITY ON WHAT THOSE ARE? QUESTION ON THAT SLIDE TOO. 
          CAN I GO AHEAD AND ASK MY QUESTION SO IT CAN ALL BE ANSWERED? ABSOLUTELY, PLEASE. 
          SO I ALSO WANTED TO KNOW, SO I ASSUME THAT SELF REPORTED AT THE TIME BY THE OFFICER WHO MADE THE STOP IN, I WAS JUST THINKING ABOUT LIKE, ALL THE TIMES I'VE BEEN RIGHT ALONG WITH APV, YOU KNOW, THEY'LL BE DOING THE LICENSE PLATE READER, AND WHEN THEY GET A HIT, LIKE THEY'LL FOLLOW THAT PERSON UNTIL THAT PERSON GETS NERVOUS OR WHATEVER, AND BREAKS THE LAW. 
          SO LIKE, I AGREE THAT, YOU KNOW, MAYBE IT WAS, UM, YOU KNOW, A MOVING VIOLATION THAT MADE THE STOP, BUT WHAT WAS IT THAT FIRST MADE THAT OFFICER KEY IN, ON THAT VEHICLE? AND I FEEL LIKE THAT'S IMPORTANT TO YOU. 
          SO, UM, THANKS. 
          YEAH. 
          SO THE, WE, YOU KNOW, THIS IS THE SECOND TIME WE'VE TRIED TO FIND A GOOD EXAMPLE OF THE VIOLATION OTHER THAN TRAFFIC, AND WE HAVE NOT REALLY BEEN ABLE TO FIND A GOOD EXAMPLE. 
          UM, SO I'M JUST GOING TO REALLY HAVE TO TAKE THAT AS A FOLLOW-UP AND SEE WHAT, UM, WHAT, WHAT, WHAT WE CAN DETERMINE WHEN WE CAN DRILL DOWN, BECAUSE, UM, IT'S, IT'S NOT AS SPECIFIC IN THERE, LIKE THE DATA'S PUT IN CATEGORIES AND IT'S NOT AS SPECIFIC. 
          UM, SO I WILL TAKE THAT AS, AS, AS A FOLLOW-UP, BUT TERMS OF THE, THE READERS, AND I'M TRYING TO NOT, NOT CHANNEL MY FORMER PUBLIC DEFENDER, UH, EXPERIENCE BECAUSE, UM, WE HAD A LOT OF CONVERSATIONS ABOUT PRETEXTUAL STOPS AND STUFF LIKE THAT. 
          AND SO, UM, YOU KNOW, THIS, THIS IS JUST KIND OF BASED ON THE ROD DATA. 
          AND SO, YOU KNOW, AN OFFICER WHO MADE YOU A SCREEN READ AND FOLLOW SOMEBODY THAT'S NOT REALLY NECESSARILY GOING TO BE CAPTURED IN THIS, WHAT'S GOING TO BE CAPTURED IS LET'S SAY THE PERSON, MAYBE DIDN'T STOP LONG ENOUGH AT A STOP SIGN AND EVENTUALLY STOPPED FOR FAILURE TO STOP AT A STOP SIGN. 
          AND THEN THAT THEN, YOU KNOW, THE STOP ENSUES FROM THERE. 
          SO IT'S GOING TO BE DIFFICULT FOR US, PARTICULARLY WITH HOW THE DATA'S CAPTURED NOW TO FIGURE OUT 
          [01:15:01]
KIND OF WHAT THE IMPETUS WAS PRIOR TO THE STOP. 
          UM, I KNOW THAT'S NOT A VERY HELPFUL ANSWER, BUT THE DATA JUST DOESN'T CAPTURE THAT, UM, FOR US TO EXPLAIN THAT COMMISSIONER SHEAR OUT OF BOTTLE, DID YOU HAVE ANOTHER FOLLOW-UP ON THAT? YOU'RE ON MUTE. 
          YOU'RE ON MUTE, SIR. 
          UM, SO YES, ONE QUICK FOLLOWUP. 
          UH, AND THEN I THINK BASED ON THAT I HAD, I SUSPECT THE ANSWER AND I WANT TO GET SOME CLARIFICATION ON THAT. 
          SO TO CLARIFY THESE CATEGORIES THAT YOU'RE PRESENTING, THESE ARE PREDETERMINED CATEGORIES THAT ARE BEING POPULATED WITHIN THE APD AND THEN PROVIDED TO YOU. 
          YEAH, THEY'RE THERE. 
          UM, MY UNDERSTANDING IS THAT THEY, THEY ARE KIND OF LARGER CATEGORIES AND THIS IS HOW IT IS UPLOADED IN TERMS OF THE, THE OPEN DATA PORTAL. 
          SO A LOT OF THIS, UM, UM, INFORMATION IS JUST IT'S PUBLIC INFORMATION. 
          SO WE JUST LIKE OUR RESEARCHER JUST PULLED IT OFF OF, UM, PULL IT OFF THERE, THE WEBSITE WHERE THE DATA IS. 
          AND SO I'M, I'M JUST GOING TO HAVE TO, I WILL WORK WITH, UM, WITH JONATHAN, JONATHAN CRINGING TO SEE IF WE CAN REALLY KIND OF NARROW DOWN WHAT SOME SPECIFIC EXAMPLES, BECAUSE ONE OF THE REASONS, ONE OF THE REASONS WHY WE NEED TO DO THIS, UM, COMMISSIONER IS BECAUSE I HAVE AN, ANOTHER PENDING QUESTION IS CONSTANT WANTS TO KNOW WHAT OF THE SAME SLIDE YOU'RE REFERRING TO TELL US A LOT, WANTS US TO REPORT BACK TO THEM. 
          WHAT WERE THESE PEOPLE STOPPED FOR HER? I MEAN, ARRESTED FOR, SO WHILE I'M DOING THAT ANALYSIS, I CAN GO BACK AND DRILL DOWN AND FIGURE OUT SOME, SOME CONCRETE EXAMPLES OF VIOLATIONS OTHER THAN TRAFFICKING. 
          GOT IT. 
          SO, YEAH, THE FOLLOW-UP THERE IS, I'M HOPING SOMEBODY WITH AN APD, MAYBE CHIEF GAYE COULD SHED SOME LIGHT ON, UM, WHAT THOSE OTHER VIOLATIONS MIGHT BE. 
          UM, W W WE'LL HAVE TO FOLLOW UP ON THAT, UH, AS FARRAH, UH, I DON'T KNOW IF WE UPLOAD THEM IN THAT SPECIFIC CATEGORY, BUT WE'LL, WE'LL, WE'LL LOOK AND GIVE YOU SOME EXAMPLES IN, UH, EITHER EMAIL THEM OR PROVIDE THE INFORMATION TO YOU. 
          UM, I KNOW I HAD A QUESTION, UM, MS. ALI BODICE WOULDN'T YOU WERE PRESENTING TALKING LIKE THE WEBSITE, UH, WHERE THIS INFORMATION WAS AND THE, UM, THE, THE DIFFERENT, UM, GRAPHS AND THINGS WE COULD SEE. 
          I DON'T KNOW IF I KNOW WHAT WEBSITE THAT IS. 
          CAN YOU TELL US WHAT THAT IS SPECIFICALLY? SURE. 
          IF YOU GO TO PERFORMANCE DOT AUSTIN, TEXAS.GOV, AGAIN, THAT'S PERFORMANCE DOT AUSTIN, TEXAS, ALL ONE WORD SPELLED OUT.GOV THAT WILL TAKE YOU TO THE LANDING PAGE FOR THE STRATEGIC DIRECTION, 20, 23 PERFORMANCE DASHBOARD. 
          AND FROM THERE, YOU CAN CLICK THROUGH ONTO THE SAFETY OUTCOME AND THEN FIND THAT THAT MEASURE, UM, SPECIFICALLY TO THE DISPROPORTIONALITY ANALYSIS, BUT YOU CAN FIND A LARGE NUMBER OF ADDITIONAL MEASURES RELATED TO ALL SIX OUTCOMES, AND, UH, IT'S KIND OF WEBSITE THAT YOU CAN A COUPLE HOURS CAN GO BY VIEW BEFORE YOU REALIZE THAT YOU'VE BEEN CLICKING ON EVERYTHING AND ANYTHING UNDERSTOOD. 
          VERY GOOD. 
          THANK YOU. 
          UH, COMMISSIONER WEBER, PLEASE GO AHEAD. 
          SO I HAD A QUESTION ABOUT MR. OAKS SLIDE, WHERE HE HAS THE RECOMMENDATIONS, AND THE FIRST RECOMMENDATION WAS THAT THE POLICE DEPARTMENT ACKNOWLEDGE THAT WHAT THEY'RE DOING IS NOT WORKING TO SOLVE THIS PROBLEM. 
          AND SO I'M HOPING THAT WE CAN TALK ABOUT THAT FOR A MINUTE. 
          UM, MR. OAKS, WHAT DO YOU LIKE? WHAT HAS THE POLICE DEPARTMENT SAID THAT YOU DON'T THINK IS ENOUGH AND WHAT ARE YOU HOPING TO USE? AND THEN SHE GAVE YOU HAVE, YOU KNOW, I JUST SENSE OF WHAT THE POLICE DEPARTMENT HAS BEEN DOING. 
          AND IF YOU BELIEVE THAT IT IS WORKING, I'D LIKE TO USE THAT. 
          SO I'LL LET YOU A GIVEN HIS COMMENTS ABOUT IT. 
          UM, BUT YOU KNOW, I THINK WHEN WE FIRST RELEASED THIS REPORT, UH, WITH THE 2018 VERSION, WE HADN'T HAD EVER HEARD SORT OF PRESENTED THIS DATA IN THIS WAY OF THE CITY, UH, TO TRULY TELL THE FULL STORY AS TO WHAT WAS HAPPENING WITH TRAFFIC STOP. 
          AND IT WAS MY HOPE THAT THERE YOU'RE COMING ALONG WITH THE WAY THAT WE PRESENTED DATA. 
          AND WE TELL THE NARRATIVE OF WHAT'S REALLY HAPPENING. 
          UM, IF I SPEAK TO HER BACK ON THE COMMUNITY ENGAGEMENT, UM, PIECE IS THAT I FELT LIKE WE WERE SPENDING A LOT OF TIME. 
          UH, I'D SAY SOMETIMES WITH THE OVER INTO INTELLECTUAL IZATION, UH, OF, OF DATA. 
          AND WE SEE THIS HAPPEN A LOT IN RACIAL EQUITY WORK. 
          AND SOMETIMES I SORT OF FEEL THAT IT, UM, EITHER IT'S, IT'S OUT OF, UM, AN AREA THAT MAKES US 
          [01:20:01]
FEEL MORE COMFORTABLE SOMETIMES, OR AN AREA FOR US TO NOT TRULY ADDRESS THE BIGGER ISSUE. 
          AND, AND THAT'S THE STUFF THAT, THAT I BELIEVE THAT WE HAVE TO REALLY GET PAST AND, AND OWN THE PATTERN OF DATA. 
          SO FOR EXAMPLE, UM, YOU KNOW, SOME OF THE CRITIQUES THAT YOU MAY HEAR IS, WELL, WHY DID YOU ALL USE THE CENSUS AS, AS THE BASELINE, UH, COMPARED TO THE AMERICAN COMMUNITY SURVEY? THE REALITY IS THAT WHATEVER DATA SETS YOU USE FOR THE BASELINE, WE STILL HAVE THE SAME FIVE-YEAR PATTERN OF RACIAL DISPARITY. 
          SO IT DOESN'T MATTER. 
          RIGHT. 
          AND SO, UM, SO WE STARTED, SOMETIMES WE HEAR SORT OF THESE SORT OF, UH, PUSHBACK FROM SOME OF THE AREAS OF THE METHODOLOGY THAT, THAT FOR ME, UH, THE CHIEF EQUITY OFFICER, UM, REALLY DON'T MATTER THAT MUCH TO ME BECAUSE, YOU KNOW, WHICHEVER ONE YOU WANT TO USE, UH, WE STILL HAVE THE SAME PATTERN PLAY OUT. 
          MAYBE WE HAVE ONE OR TWO POINTS OF DIFFERENCE, BUT NEVERTHELESS, IT'S THE SAME PATTERN. 
          AND IT SORT OF SORT OF PULLS US AWAY FROM THE BIGGER ISSUE IN THAT, UH, WE HAVE THIS CONSISTENCE OR A RACIAL DISPARITY IN THIS PARTICULAR AREA, UM, WITH THIS PARTICULAR ISSUE. 
          AND SO I, I TRULY FEEL THAT IN ORDER FOR US TO REALLY STALLED IT IS THAT, UM, WE HAVE TO SORT OF GET PAST IT. 
          WE HAVE TO GET PAST THE, SORT OF, UH, THIS, THIS IS EXERCISES OF INTELLECTUALIZING, CERTAIN PIECES AND POINTS OF THE DATA, AND REALLY JUST OWN THE BIGGER PICTURE OF WHAT THE PATTERN IS SHOWING HER. 
          AND, YOU KNOW, EVEN I THINK TO THE POINT THAT WE INTENTIONALLY GO BACK FIVE YEARS, BECAUSE WE WANT TO BE WANTING TO, TO, I THINK I'VE GOT THE QUESTION ABOUT THAT IN REGARDS TO ANOTHER REPORT THAT WE'VE HAD RECENTLY COME OUT AS TO WHY DO YOU ALL GO BACK I'M HERE AND LOOK AT THIS DATA? WHY DON'T WE CONCENTRATE, UH, FOR THE DATA FOR THE MOST RECENT YEAR? AND I'D SAY WE GO BACK FIVE YEARS BECAUSE WE HAVE TO SEE THE PATTERN, RIGHT? THESE RACIAL INEQUITIES. 
          WE'RE NOT JUST CREATED IN ONE YEAR AND WE DON'T NECESSARILY SEE CHANGE IN JUST ONE YEAR. 
          SO IN ORDER FOR US TO TRULY GET AN IDEA OR A PATTERN OF WHAT'S HAPPENING, WE HAVE TO LOOK AT MULTIPLE YEARS OF HOW THIS PLAYS OUT FOR, UM, AS, AS A CITY. 
          ARE YOU GOOD FOR ME TO GO NOW? UH, COMMISSIONER WEBER. 
          ALL RIGHT. 
          WELL, FIRST I WANT TO, UH, THINK, UH, BRIAN AND FARAH AND, AND KIM AND CARRIE FOR, FOR PUTTING THE REPORTS TOGETHER. 
          I THINK THAT I DO AGREE WITH, WITH, WITH BRIAN THAT, UH, WHETHER WE AGREE ON WHETHER YOU USE POPULATION OR NOT, I THINK THE DATA ITSELF HAS CONSISTENTLY POINTED TO DISPROPORTIONALITIES AND DISPARITIES, AND THAT IS SOMETHING THAT WE NEED TO ADDRESS. 
          AND I WILL PUBLICLY SAY THAT WE ACKNOWLEDGE AND UNDERSTAND THAT, AND THAT WE ARE WORKING AND HAVE BEEN WORKING TO BE AS TRANSPARENT AS WE CAN. 
          I'M I'M REALLY EXCITED BECAUSE YOU'RE, THIS IS A GREAT SEGUE INTO THE WORK THAT WE HAVE DONE WITH MS. JAMES, WHICH IS THE NEXT REPORT, WHICH IS REALLY TALKING ABOUT NOT ONLY THE SAME REPORTS THAT BRIAN HAS MENTIONED THAT HAS POINTED TO THIS , BUT WE'RE, WE'RE STARTING TO HAVE A BETTER UNDERSTANDING OUR LENSES. 
          THEY'RE STARTING TO CHANGE BECAUSE WE'RE BRINGING MORE PEOPLE INTO THE CONVERSATION AND WHICH IS GOING TO MAKE US A BETTER DEPARTMENT. 
          UH, OUR, WE MADE A GREAT HIRE. 
          Y'ALL ACTUALLY GOT TO, UH, MEET AND HEAR JONATHAN, UH, CARIBBEAN, UH, RE UH, DO YOU HAVE A PRESENTATION ON DATA? UH, LAST, UH, COUNCIL MEETING? UH, HE HAS BROUGHT A, A NEW LENS TO OUR TEAM, UH, WHO HAS BEEN WORKING HAND IN HAND WITH THE EQUITY OPO PERFORMANCE MANAGEMENT INNOVATION TO REALLY DO THIS. 
          AND I THINK FERRIS SAID IT, GREAT. 
          APD CAN NOT DO THIS ALONE. 
          WE CANNOT POLICE ALONE. 
          IT TAKES THE COMMUNITY. 
          IT TAKES ALL OF US WORKING TOGETHER TO, TO MAKE THE EFFORTS TO MOVE FORWARD. 
          SO PUBLICLY, I WANT TO ACKNOWLEDGE WHAT, UH, WHAT IS IN THE REPORT. 
          WE ACKNOWLEDGE IT AND UNDERSTAND IT, BUT THE THINGS THAT WE DO WANT TO MAKE SURE, AND I TOTALLY AGREE WITH BRIAN IS THAT WE HAVE TO COME UP WITH AN EQUITY, AN ACTION PLAN. 
          WE HAVE SEVERAL REPORTS AND RECOMMENDATIONS, AND THAT IS WHAT WE ARE WORKING ON NOW. 
          AND WE'RE WORKING HAND IN HAND WITH BRIAN AND KELLY FROM THE EQUITY OFFICE AND MS. JAMES AND OTHERS TO DO EXACTLY THAT IS TO COME UP WITH AN ACTION PLAN, 
          [01:25:01]
BECAUSE WE DON'T WANT TO JUST CHECK A BOX. 
          WE WANT TO MAKE MEANINGFUL CHANGE TO, TO MOVE THE NEEDLE TOWARDS IT TOOK, I THINK BRIAN SAID THIS, IT TOOK MANY YEARS TO GET WHERE WE ARE TODAY IN THE CRIMINAL JUSTICE SYSTEM, IN, IN A LOT OF, OF AREAS IN GOVERNMENT, WHERE THERE ARE DISPARITIES WITH THEM. 
          THEN WITHIN THE SYSTEM, WE ARE ONE OF THOSE SYSTEMS AND IT'S GOING TO TAKE US WORKING WITH OTHERS AGENCIES, WORKING WITH THE EQUITY OFFICE IN OUR COMMUNITY TO REALLY MAKE MEANINGFUL CHANGE, UH, TO, TO GET TO THAT ZERO DISPARITIES WITH A, WITH A GOAL IN MIND. 
          SO I THINK I COVERED MOST OF THE, UH, THE THINGS THAT BRIAN HAD BROUGHT UP. 
          AND AGAIN, I JUST WANT TO THANK THEM FOR, FOR DOING THIS. 
          THIS IS HARD WORK, UH, AND WE HAVE TO HAVE THIS DIFFICULT CONVERSATION, BUT THOSE ARE OKAY. 
          AND WE'RE WILLING TO HAVE THOSE CONVERSATIONS IN ORDER TO MAKE US THE BEST DEPARTMENT IN THE COUNTRY. 
          THANK YOU FOR THAT COMMISSIONER WEBER. 
          SURE. 
          I W IS IT POSSIBLE TO PUT UP THE RECOMMENDATION, UH, THE ACKNOWLEDGEMENT, BECAUSE YOU WENT PRETTY FAR TO GAIN. 
          I REALLY APPRECIATE THAT, BUT I THINK THERE WAS A PART OF IT. 
          IF SOMEONE COULD JUST READ IT OR PUT IT UP, THAT SAID THERE NEEDS TO BE AN ACKNOWLEDGEMENT THAT THE EFFORTS SO FAR HAVE NOT BEEN ADEQUATE. 
          AND, UM, I DIDN'T REALLY SAY THAT. 
          AND SO I WOULD, I WOULD APPRECIATE THE ACTION ON THAT. 
          SO I WOULD SAY THAT ANY TIME THAT THERE ARE, THERE HAS BEEN DISPARITIES AND DISPROPORTIONALITIES, I WOULD AGREE THAT WE DEFINITELY CAN, CAN, CAN MOVE THE NEEDLE FURTHER. 
          UH, I DON'T WANT TO SAY THAT WE HAVE NOT DONE ANYTHING. 
          UH, I THINK WHAT WAS POINTED OUT IN THE PUBLIC SAFETY COMMITTEE THAT BOTH OF THESE REPORTS WERE PRE, UM, UH, 2020, WHEN WE HAVE REALLY, REALLY BEEN LEANING INTO AND WORKING WITH THE EQUITY OFFICE TO MAKE CHANGES THROUGHOUT THIS WHOLE YEAR, I AM HOPING AND VERY HOPEFUL THAT THE 2020 REPORT AND THE THINGS THAT WE'VE DONE WILL BE RE VERY, VERY REFLECTIVE IN THIS WORK. 
          WE HAVE DONE A LOT OF WORK IN THE FREEDOM CITIES, WORKING GROUPS, UH, WHEN WE WERE CHARGED WITH ADDRESSING THE DISPROPORTIONALITIES IN, UH, ARREST FOR CITE AND RELEASE VERSUS ARREST, WE ARE GOING TO BE PUBLISHING A REPORT FOR BOTH 20, 19 AND 2020 THAT SHOWS THAT WE WERE ABLE TO REDUCE ARREST BY 79% FOR THOSE ELIGIBLE FOR A PSYCH RELEASE VERSUS VERSUS ARRESTS. 
          SO TO ME, DO I THINK THAT WE ARE WORKING AND LEANING INTO MAKING SOME OF THE NECESSARY CHANGES? YES. 
          DO I THINK THAT WE STILL NEED TO WORK HARDER, BUT I'M GOING TO LEAN INTO WHAT, UM, WHAT BRIAN SAID. 
          WE DON'T HAVE AN EQUITY ACTION PLAN AND A ROADMAP LAID OUT. 
          THOSE ARE THE THINGS THAT WE'RE WORKING ON RIGHT NOW. 
          AND I THINK THAT THAT'S GOING TO TIE RIGHT INTO THE REPORT WITH MS. JAMES AND SOME OF THE THINGS THAT SHE'LL BE TALKING ABOUT, AND I'M SEEING IT. 
          I WOULD READ IT IF IT WAS UP THERE, I SEE WHAT THE EXACT VERBIAGE IS, AND I WOULD, UH, I WOULD READ IT AND ACKNOWLEDGE WHATEVER I NEED TO DO THERE, BUT, UH, I DON'T SEE IT. 
          THAT ANSWER YOUR QUESTION. 
          PERMISSION COMES FROM WEBER. 
          THANK YOU. 
          GREAT. 
          UM, ONE MORE QUESTION, UH, UH, COMMISSIONER RAMIREZ, GO AHEAD. 
          THEN WE HAVE TO WRAP IT UP. 
          UM, IT'S ACTUALLY JUST A REALLY QUICK, ACTUALLY, SOMEBODY ELSE WANTS TO GO, CAUSE I FEEL LIKE IT'S A BIGGER ITEM THAN JUST LIKE WRAP IT UP. 
          SO SOMEBODY ELSE WANTS TO GO COMMISSIONER BARNHART. 
          YES. 
          UM, I JUST WANT TO SAY I'M REALLY FRUSTRATED BY THIS CONVERSATION. 
          WE, I SAID IT'S A LONG TIME AGO. 
          I HAD TO LOOK IT UP ONLINE, TEXAS PASSED THE RACIAL PROFILING LAW THAT ORIGINALLY REQUIRED, UH, UM, POLICE DEPARTMENTS AND SHERIFF'S DEPARTMENTS TO KEEP THIS DATA IN 2001. 
          UH, SO I THINK APD HAS BEEN KEEPING THIS DATA TELLING US THAT THERE'S BEEN A DISPROPORTIONALITY SINCE 2001. 
          AND SO I'M REALLY SKEPTICAL ABOUT US GETTING TO THE PLACE WHERE THE BEHAVIOR CHANGES, UH, BECAUSE WE'VE HAD THIS DATA FOR A REALLY LONG TIME. 
          AND I'D LIKE TO PROPOSE, UM, THAT WE ACTUALLY HAVE SOME ACCOUNTABILITY. 
          AND BY THAT, I MEAN THAT ON THESE, UH, HIGH, UM, DISCRETION, HIGHLY DISCRETIONARY SEARCHES THAT WE DON'T PROCEED WITH CRIMINAL CHARGES AGAINST AFRICAN-AMERICANS IN THE CITY OF AUSTIN. 
          [01:30:02]
IF WE'RE JUST PROPORTIONATELY TARGETING AFRICAN-AMERICANS FOR HIGH DISCRETIONARY SEARCHES UNTIL OUR NUMBERS ARE DOWN, BECAUSE IT'S JUST NOT FAIR. 
          WHAT WE'RE DOING IS NOT FAIR. 
          MOST OF THOSE PROSECUTIONS ARE DRUG PROSECUTIONS. 
          WE KNOW THAT AFRICAN-AMERICANS, DON'T USE DRUGS MORE THAN WHITE PEOPLE. 
          SO WE KNOW THOSE PROSECUTIONS ARE GARBAGE. 
          WE SHOULD NOT BE PROSECUTING THOSE CASES. 
          UM, AND I'M JUST HUGELY FRUSTRATED THAT WE DON'T STOP IT, UM, BECAUSE PEOPLE ARE GETTING CHARGED WITH CASES AND IT'S JUST RACISM. 
          DO YOU HAVE A RESOLUTION OR ANYTHING YOU WOULD LIKE TO PROPOSE OUT OF THAT SPECIFICALLY COMMISSIONER BURNER? UM, I MEAN, I WOULD, I WOULD LIKE TO PROPOSE THAT WE TAKE THE CITY COUNCIL THAT UNTIL THE NUMBERS HAVE CHANGED, UH, THAT THE CITY, NOT JUST NOT TAKE CASES, I DON'T KNOW WHAT THE PROCEDURE IS, BUT THAT THEY, THAT THE POLICE DEPARTMENT NOT TAKE CASES TO THE DA'S OFFICE, UM, FROM SEARCHES OF AFRICAN-AMERICANS CARS, IF THEY ARE CONSENT SEARCHES. 
          I'LL SECOND THAT MR. WEBER A SECOND BE A LITTLE MORE TECHNICAL, BUT THE POLICE DEPARTMENT WILL NOT FORWARD, UH, TO THE COUNTY ATTORNEY OR THE DISTRICT ATTORNEY, ANY, UM, ANY CHARGE THAT COMES FROM A CONSENT SEARCH, BUT PEOPLE IN OUR COMMUNITY. 
          SO FERRIS MAY BE ABLE TO HELP WEIGH IN MORE ON THIS, BUT THOSE HIGH DISCRETIONARY SEARCHES, UM, THEY'RE NOT ONLY CONSENT SEARCHES. 
          UH, THEY'RE ALSO, THEY ALSO INCLUDE A HIGH DISCRETION SEARCH, UH, WHERE, UM, THE DRIVERS SUSPECTED OF CONTRABAND. 
          SO THEIR SUSPICION THAT IS INCLUDED IN THAT IS MARIJUANA. 
          SO, SO THERE'S, UH, UM, SO I THINK, I DON'T KNOW IF WE HAVE A SLIDE IN THIS PRESENTATION, BUT THERE IS A SLIDE THAT SORT OF BREAKS DOWN, UM, THE COMPONENTS OF THE DIFFERENT TYPES OF THOSE HIGH DISCRETIONARY SERVICES. 
          AND WE CAN PROVIDE THAT TO YOU ALL AS A COMMISSION. 
          I DON'T WANT YOU ALL TO NOT LEAVE THOSE IN THE HOUSE. 
          UM, WOULD IT BE HELPFUL, UM, CHAIR TO PUT, LIKE, TO PUT SOME WORK INTO THIS AND TO WRITE IT DOWN FOR NEXT? YES. 
          OKAY. 
          THAT WOULD BE FANTASTIC. 
          OKAY. 
          I'LL DO THAT. 
          WE DO HAVE TO FINISH OUT. 
          SO WE HAVE ANY MORE DISCUSSION ON THE RESOLUTION COMMISSIONER LANE. 
          I'M SORRY. 
          I JUST WANTED TO SAY THANK YOU TO THE PEOPLE THAT HAVE PUT THIS TOGETHER AND TOOK TAKING THIS EXTRA TIME, BUT ALSO, UH, IF THERE'S A WAY FOR US TO, UM, TO, UH, GET SOME ADDITIONAL REFERENCE, UH, RECOMMENDATIONS FROM THEM ON ACCOUNTABILITY MEASURES. 
          IT WAS MENTIONED EARLIER. 
          SO LATER, LATER, UM, I'LL NEED TO TAKE THAT OFF. 
          WE NEED TO FINISH OUT THIS ONE BEFORE WE MOVE ON TO ANYTHING ELSE. 
          I APOLOGIZE. 
          NO FURTHER DISCUSSION WE NEED TO VOTE ON THE RESOLUTION. 
          IS THAT CORRECT? UM, IT SOUNDED TO ME LIKE IT WAS PEOPLE I WOULD BE HAPPY TO MOVE. 
          UM, IF, IF WE COULD PASS IT TODAY THAT, UM, BASICALLY WHAT REBECCA BERNHARDT SUGGESTED THAT, THAT WE, UM, ENLARGE, BROADEN IT TO INCLUDE ALL THOSE KINDS OF DISCRETIONARY SEARCHES, WHETHER THEY WERE CONSENT OR NOT. 
          IF SOMEONE, IF, IF, UM, MR. BURKHART, I GUESS SECOND BEST, AND I GUESS WE CAN INCLUDE CONSENT SEARCHES AND THEN SEARCHES WHERE THERE WAS A SUSPICION OF CONTROVERSY. 
          ALL RIGHT. 
          THAT UP. 
          ALL RIGHT. 
          SO SHALL WE TAKE A VOTE OR WERE YOU TABLING IT TO THE NEXT ONE? NO, I THINK WE'VE, UH, WE HAVE A MOTION ON THE TABLE IN A SECOND. 
          OKAY. 
          ALL RIGHT. 
          SO WE HAVE A MOTION AND A SECOND CHEESECAKE, IF YOU HAVE SOMETHING TO SAY ABOUT THAT, I, I APOLOGIZE. 
          I WASN'T GONNA SAY ANYTHING CAUSE I THOUGHT YOU WERE TABLING IT. 
          UH, ONE IS THAT I KNOW THAT WE EVEN TALKED ABOUT THIS AT THE PUBLIC SAFETY COMMITTEE DUE TO THE HIGH DISCRETIONARY ALSO INCLUDES A EVIDENCE POINT OF VIEW. 
          AND SO I JUST WANTED TO MAKE SURE IT COULD, BECAUSE WE'VE BEEN WORKING WITH LEGAL AND OTHERS ON THE PLAIN VIEW PIECE. 
          AND ACCORDING TO THE CODE OF CRIMINAL PROCEDURES IS THAT EVIDENCE IN PLAIN VIEW IS NOT DISCRETIONARY. 
          AND SO I JUST, I KNOW THAT YOU'RE TRYING TO PUT IT INTO A CATEGORY, BUT I DO THINK THAT THERE ARE THINGS WITHIN THE HIGH DISCRETIONARY THAT THAT SHOULD REALLY BE EXAMINED A LITTLE BIT MORE, BUT I JUST WANTED TO GIVE YOU ALL THE INFORMATION THAT WAS OFF. 
          SO IT'S GOOD IN THAT MISTAKE 
          [01:35:01]
IN YOUR DATA. 
          LET'S JUST GO AHEAD AND SAY, I MEAN, YOU'RE TELLING ME THAT IN THAT, IN A CATEGORY THAT YOU HAVE REPORTED AS HIGHLY DISCRETIONARY, THERE IS ACTUALLY NO IMPRESSION, NO, WE HAVE NOT REPORTED IT THAT WAY. 
          THAT IS THE WAY THAT THIS REPORT WAS WRITTEN. 
          WE DO NOT CONSIDER THAT HIGH DISCRETIONARY. 
          OKAY. 
          SO, SO I JUST WANT TO MAKE SURE THAT I WAS CLEAR, LIKE I SAID, I DON'T WANT TO DISAGREE AND PUSH BACK. 
          I, I, WE'RE LEANING INTO THIS REPORT. 
          WE ARE ABOUT TO RELEASE OUR RESPONSE TO THIS REPORT, BUT I MISSED BECAUSE YOU'RE ABOUT TO VOTE. 
          I WANTED YOU TO MAKE, I WANTED TO MAKE SURE YOU HAD ALL THE INFORMATION REGARDING THAT. 
          SOME OF THESE AREAS IN HIGH DISCRETION, WE DO NOT BELIEVE ARE REALLY HIGH DISCRETION CATEGORIES THAT DISSOLVE. 
          AND SO THAT DECISION TO LIST IT AS HIGHLY, HIGHLY DISCRETIONARY WAS BY THE AUTHORS OF THE REPORT. 
          AND YOU'RE SAYING NOTHING TO SAY, I AM SAYING IN THAT PARTICULAR DEAL IS THAT WE DO NOT DISAGREE WITH THE HYPE DISCRETIONARY CATEGORIES THAT WERE DONE. 
          YES. 
          AND SHE'S ON THE LINE. 
          SHE CAN MAYBE EXPLAIN WHY THEY CHOSE TO PUT THOSE CATEGORIES TOGETHER. 
          AND I JUST WANT TO MAKE SURE YOU HAVE ALL THE INFORMATION BEFORE YOU GO. 
          SO WE ARE LOSING A LOT OF TIME, UNFORTUNATELY, AND WE REALLY, I REALLY WOULD LIKE TO GIVE MS. JAMES AND HER, UM, GROUP THEIR DUE. 
          SO I'M JUST GOING TO GO AHEAD AND SAY, WE TABLE THIS FOR NEXT MONTH AND WE'LL GO FROM THERE. 
          ALL RIGHT. 
          THANK YOU FOR YOUR FLEXIBILITY, MS. JAMES. 
          I SEE YOU ARE ALREADY ON THE LINE, MR. KOCH'S, MS. MUSKETT IN MS. ALVEREZ AND MS. O'CONNOR. 
          THANK YOU VERY MUCH. 
          WE APPRECIATE YOUR TIME, UH, 
          [4. Austin Police Department Audit (sponsors: Commissioner Gonzales and Webber) 4:30pm4:55pm Speaker:  -Joyce James: President and CEO of Joyce James Consulting, LLC ]
SPEEDY IN THE, UM, HOPES FOR EXPEDIENCY. 
          I WILL GO AHEAD AND TURN IT OVER TO YOU, MS. JAMES, THANK YOU SO MUCH FOR, UH, COMING ON TO SPEAK TO US ABOUT THE, UM, UH, REPORT YOU HAVE SUBMITTED ON APD. 
          YES. 
          THANK YOU ALL VERY MUCH FOR THE OPPORTUNITY I WOULD LIKE TO UPFRONT OFFER, UH, THAT IF WE'RE NOT ABLE TO, UH, HAVE TIME TO ANSWER ALL THE QUESTIONS AND GO THROUGH THE REPORT, THAT WE WOULD BE GLAD TO COME BACK, UH, AND SPEND MORE TIME WITH YOU ON THIS REPORT. 
          UH, ONE OF THE FIRST THINGS THAT I WOULD LIKE TO SAY, UH, FIRST OF ALL, TWO OF MY COLLEAGUES ARE JOHN AND ME, DR. 
          DON BAUMAN, WHO IS A RESEARCHER WHO I'VE WORKED WITH FOR THE LAST 27 YEARS AND ADDRESSING RACIAL INEQUITIES AND, UH, LARGE SYSTEMS, UH, INCLUDING LOOKING AT ENFORCEMENT ACTIONS AS IT RELATED TO TEXAS CHILD PROTECTIVE SERVICES AND CHILD REMOVALS AND INVESTIGATIONS. 
          AND ALSO JOINING ME IS WENDY HILL. 
          WHO'S WORKED WITH ME FOR THE LAST 10 YEARS. 
          UH, THE PREVIOUS REPORT ACTUALLY, UH, MIRRORS A LOT OF THE FINDINGS THAT WE HAVE. 
          AND SO I WON'T NECESSARILY GO TO ALL OF THOSE THINGS, BUT JUST TO SAY THAT WE WERE BROUGHT IN, UH, BACK IN MARCH, REALLY, WE WERE INTRODUCED, UH, THE EQUITY OFFICE TO, UH, AUSTIN POLICE DEPARTMENT, UH, NAMELY CHIEF GAYE AND LATER, UH, CHIEF MANLEY JOINED US IN THAT DISCUSSION, UH, BECAUSE THEY WERE LOOKING AT, UH, OUR, UH, EXPERTISE IN MAKING LARGE SCALE SYSTEMS CHANGE BY ADDRESSING INSTITUTIONAL AND STRUCTURAL RACISM. 
          AND SO, UM, WE, WHEN WE CAME IN, I FELT LIKE, INSTEAD OF JUST DOING A NEW STUDY, THERE HAVE BEEN SO MANY STUDIES ALREADY DONE, UH, THAT WE FELT IT WOULD BE IMPORTANT FOR US TO DO A COMPREHENSIVE REVIEW OF ALL OF THOSE REPORTS. 
          AND LET'S JUST TAKE A LOOK AT IT AND BRING IT ALL TOGETHER IN ONE PLACE. 
          SO THAT APD HAS A COMPREHENSIVE ANALYSIS. 
          AND YOU KNOW, WHAT I CAN TELL YOU IS THAT, UH, WHAT WE FOUND IN THOSE REPORTS, UH, THEY ALL PRETTY MUCH HAVE THE SAME THEME. 
          YOU KNOW, SOMEONE SAID THEY'VE BEEN CAPTURING DEGAS SINCE 2001. 
          UH, AND, AND ACTUALLY WHAT WE SEE IS THAT AS YOU LOOK ACROSS ALL OF THESE VARIOUS REPORTS AND EVEN THE DATA AND OUTCOMES THAT EVEN THOUGH THERE HAS BEEN ACKNOWLEDGEMENT, UH, BY APD, UH, OF THESE FINDINGS, THAT WHAT WE SEE THAT IS DIFFERENT IN TERMS OF WHAT WE HAVE PRESENTED IS THAT NONE OF THE OTHER REPORTS HAVE PROVIDED A FRAMEWORK TO APD FOR, YOU KNOW, WHAT ARE THE THINGS THAT YOU NEED TO DO DIFFERENTLY TO BEGAN TO REALIZE, UH, SOME CHANGE. 
          AND SO, UH, I'M GOING TO LET DR. 
          BAUMAN AND JUST A LITTLE BIT, UH, TALK ABOUT, UH, THE ADA AND THE REVIEW, BUT WE ACTUALLY, UH, LOOKED AT THE DATA SIMILAR TO WHAT WAS LOOKED AT IN THE PREVIOUS REPORT. 
          WE DEVELOPED THE CLIMATE RACIAL EQUITY CLIMATE SURVEY OVER A THOUSAND, UM, APD STAFFS, ONE AND CIVILIAN RESPONDING TO THAT. 
          WE DID INTERVIEWS WITH STAFF, 
          [01:40:01]
UH, WITH COMMUNITY FOLKS WITH EX OFFICES AND ALL OF THAT INFORMATION TOGETHER ACTUALLY CONFIRMED REINFORCE, UH, THE FINDINGS THAT HAD BEEN DOCUMENTED IN ALL OF THOSE REPORTS. 
          WE ALSO APPROACH THIS WORK FROM THE BELIEF THAT MOST OF THE WORK THAT HAS BEEN DONE HAS BEEN TO ADDRESS, UH, AT AN INDIVIDUAL LEVEL VERSUS EXAMINING AND MAKING CHANGE AT THE INSTITUTIONAL AND THE ORGANIZATIONAL LEVEL OF APB. 
          AND SO WE HAVE PROVIDED, UH, THAT KIND OF A FRAMEWORK, UH, TO SAY THAT WHAT WE SEE IN APG IS NOT UNIQUE TO ANTI D. 
          IF YOU DO A REPORT AND A STUDY ON ANY OTHER POLICE DEPARTMENT, BUT ACROSS THE COUNTRY AND NOT JUST THE POLICE DEPARTMENT, BUT IF YOU DO THE SAMUEL STUDY, LOOKING AT EDUCATION, JUVENILE JUSTICE, AND HEALTH AND HOUSING AND CRIMINAL JUSTICE AND EMPLOYMENT, WHAT WE SEE IS THAT ALL OF THESE SYSTEMS PRODUCE THE SAME DISPARATE OUTCOMES FOR THE SAME POPULATIONS OF PEOPLE, WHICH MEANS THAT WE HAVE TO GO DEEPER THAN THE SYMPTOMS OF THE PROBLEM THAT THE SOLUTIONS ACTUALLY HAVE TO BE INFORMED BY AN ANALYSIS OF INSTITUTIONAL AND STRUCTURAL RACISM, WHICH WE FOUND NOT TO BE FIT. 
          YOU KNOW, THAT THE LEADERSHIP WITHIN APD MAY HAVE WANTED TO SAY THAT THEY'RE GRIEVING WANTING TO MAKE CHANGE, BUT WITHOUT THAT ANALYSIS AND UNDERSTANDING CHANGE DOESN'T HAPPEN. 
          AND THEN IT APPEARS TO BE RESISTANCE, WHICH IN, IT MAY BE SOME PART RESISTANCE, BUT A BIG PIECE OF IT BECAUSE NOT HAVING AN ANALYSIS AND A FRAMEWORK TO DO THE WORK. 
          AND SO, AS WE HAVE SHARED WITH, UH, APD AND WITH COMMUNITY, THIS FRAMEWORK THAT HAS BEEN AN EFFECTIVE, WE HAVE BEEN ABLE TO SEE SOME MOVEMENT TOWARDS BEING MORE OPEN TO RECOGNIZING THAT WHEN WE TALK ABOUT INSTITUTIONAL AND STRUCTURAL RACISM, WE'RE NOT TALKING ABOUT WHO IS RACE. 
          AND WE BELIEVE THAT THE RESISTANCE COMES IN. 
          PEOPLE FEELING LIKE IF YOU HAVE THESE FINDINGS AND YOU'RE ASKING ME TO ACKNOWLEDGE THEM, THEN THAT MEANS THAT WE'RE RAISED. 
          AND WHEN WE THINK ABOUT RACISM AND THE OLD DEFINITION, INDIVIDUAL ACTS OF MAINTENANCE, HATRED, AND BIGOTRY, BUT NONE OF US REALLY WANT TO BE ASSOCIATED WITH THAT DEFINITION. 
          AND SO WHAT WE HAVE BEEN ABLE TO DO IS TO CREATE A SPACE THAT WE CALL LIBERATED THAT WE BROUGHT IN THE CHIEF AND ASSISTANT CHIEFS AND SOME OF THE COMMANDERS, AND EVEN SOME COMMUNITY PEOPLE INTO A SPACE WHERE IT HAS GIVEN US SOME HOPE THAT NOW THERE IS GREATER AWARENESS AND CONSCIOUSNESS AND A LENS THAT SHOULD LEAD TO GREATER ACCOUNTABILITY ON THE PART OF LEADERSHIP TO NOT SAY, WELL, YOU KNOW, WE HAVE RACISM, BUT I DON'T KNOW WHAT IT MEANS, RIGHT? SO WE HAVE MOVED THE NEEDLE TO THE POINT WHERE THE EXPECTATION SHOULD BE THAT THERE IS SOME LEVEL OF CONSCIOUSNESS AND AWARENESS ABOUT THE RACISM THAT EXISTS INSIDE OF APD AND A WILLINGNESS FOR LEADERSHIP TO BE TRANSPARENT AND ALL OF THEM IN COMMITTED TO BE AN INTENTIONAL AND DELIBERATE ABOUT ADDRESSING IT AT THE INSTITUTIONAL LEVEL, BOTH INTERNAL TO APD, AS WELL AS EXTERNAL, BECAUSE THE REPORTS SHOWED THAT IN THE SURVEY, AS IT RELATES TO THE CLIMATE, THAT THERE IS A DIFFERENCE IN THE EXPERIENCES OF BLACKS VERSUS THE EXPERIENCES OF WHITES AND EVEN HISPANIC, LATIN X POSTS, AS IT RELATES TO THEIR EXPERIENCES AROUND RATES. 
          AND WE SEE THE SAME THING MIRRORED IN OUR COMMUNITIES. 
          AND SO WE HAVE TO UNDERSTAND THAT, YOU KNOW, WE COULD KEEP DOING MORE STUDIES, BUT THEY'RE GOING TO YIELD THE SAME RESULTS, RIGHT? AND SO IT IS TIME FOR ACTION AND ACCOUNTABILITY. 
          AND WE OFFER DATA STRATEGIES, LEADERSHIP DEVELOPMENT, TO BUILD A CAPACITY OF LEADERSHIP, TO HAVE AN ANALYSIS AND UNDERSTANDING OF RACISM, TO BE ABLE TO TALK ABOUT IT AND COMMUNICATED AT EVERY LEVEL OF THE INSTITUTION, TO BE ABLE TO INVITE COMMUNITY AND ENGAGE THEM IN THE DISCUSSION IN A WAY THAT WOULD BEGAN TO REGAIN SOME OF THE TRUST THAT HAS BEEN LOST, UH, FROM THE COMMUNITY FROM RECENT ACTIONS, THAT EVERY LEVEL OF THE ORGANIZATION HAS TO HAVE LEADERSHIP ROLE MODELING THE IMPORTANCE OF THIS WORK, RIGHT? THE OPENNESS, THE SPACE TO SAY YES IS INSTITUTIONAL AND STRUCTURAL RACISM. 
          AND HERE'S WHAT IT LOOKS LIKE. 
          AND WE'RE GOING TO ENGAGE ALL OF OUR MEMBERS AND THE COMMUNITY IN PARTNER WITH US TO EXAMINE THE RECOMMENDATIONS THAT WE'VE PUT OUT. 
          WE PUT OUT SOME QUICK WINS, RIGHT? SOME THINGS 
          [01:45:01]
THAT CAN BE DONE RIGHT NOW. 
          AND THE FIRST THING THAT WE HAVE OFF WITH IS TO USE THIS REPORT AS A TOOL TO COMMUNICATE AND TO REEL UP A COMMUNICATION STRATEGY THAT MANY INSIDE OF THE ORGANIZATION HAS SAID DOES NOT EXIST. 
          THAT THERE IS NOT A LOVE ENOUGH COMMUNICATION FROM THE TOP DOWN TO EVERY LEVEL OF THE ORGANIZATION. 
          AND TO USE THAT REPORT, TO COMMUNICATE, TO BE VULNERABLE, TO BE TRANSPARENT, AND TO REALLY SEND A MESSAGE ABOUT CHANGING THE INSTITUTIONAL CULTURE. 
          I'M GOING TO SAY ONE MORE THING THAT I'M GOING TO ASK DR. 
          RAHMAN TO JUST SPEAK ABOUT THE REPORTS. 
          SO SOME OF THE RECOMMENDATIONS THAT HAVE COME FORWARD WITH THAT FROM US IS THAT APD NEEDS TO REALLY LOOK DEEPER AT THE IMPLICIT BIAS THAT INDIVIDUALS HAVE. 
          WELL, WE ALL HAVE IMPLICIT BIAS ACROSS RACIAL LINES. 
          WE ALL HAVE IT. 
          AND SO AN ACCOUNTABLE INSTITUTION WILL UNDERSTAND INSTITUTIONAL AND STRUCTURAL RACISM TO THE EXTENT THAT THEY UNDERSTAND HOW WE'VE BEEN SOCIALIZED AROUND BREAKS. 
          THE FEAR AND LAW ENFORCEMENT ACROSS THE COUNTRY HAS, UH, COMMUNITIES OF COLOR IS BASED ON THE MESSAGES THAT THEY HAVE RECEIVED ABOUT THOSE COMMUNITIES. 
          AND THEY WILL NOT ON MARNE THAT UNLESS THERE'S A DELIBERATE AND INTENTIONAL EFFORT TO, FROM THE MESSAGES THAT WE PUT OUT TO RECRUIT TO WHO ULTIMATELY ENDS UP A FUND TO COME INTO APD TO THE CADET TRAINING, THAT THE CULTURE OF THE INSTITUTION IS GOING TO SEND A MESSAGE THAT IT IS BECOMING AN ANTI-RACIST INSTITUTIONAL CULTURE, AND THAT IT WILL SUPPORT EVERY MEMBER, BOARD, SOME EXAMINATION OF OLD ATTITUDES, ASSUMPTIONS, AND STEREOTYPES THAT WE HOLD THAT CREATE THE FEAR THAT OFFICES GO INTO COMMUNITIES OF COLOR WITH. 
          SO IF I'VE BEEN SOCIALIZED TO BELIEVE THAT THOSE COMMUNITIES ARE MORE DANGEROUS, THAT MY LIFE IS MORE IN DANGER AND THOSE COMMUNITIES, THEN WHEN THE CALL FIRST COMES, I'M ALREADY HAVING ALL OF THIS STUFF RUNS THROUGH MY HEAD. 
          AND WE HAVE BEEN ABLE TO HAVE COMPENSATIONS WITH APD AND LEADERSHIP TO SAY THIS EXISTS. 
          AND SO ARE YOU REALLY AFRAID BECAUSE HOW MANY TIMES ACROSS THE COUNTRY HAVE WE HEARD OFFICERS SAY, I FEARED FOR MY LIFE? AND SO WE SAY MAYBE THEY DID REALLY FEAR FOR THEIR LIFE BASED ON SOCIALIZATION. 
          SO HOW DO WE UNDERSTAND THAT TO THE EXTENT THAT WE BEGAN TO UNDO IT AT THE FRONT DOOR, RIGHT? WE BEGAN TO EXAMINE IT SUCH THAT INDIVIDUALS WHO REALLY MAY BE RACIST WILL COME INTO A CULTURE THAT IS SO ANTI RACIST, THAT THEY WILL NOT BE COMFORTABLE LONG. 
          THEY'RE NOT AS JUST A VERY, VERY SHORT VERSION OF A REAL DETAIL REPORT THAT WE WOULD LIKE TO HAVE AN OPPORTUNITY TO PROVIDE TO YOU TO TALK ABOUT THE GROUND WATER ANALYSIS AND THE TRAINING. 
          AND SOME OF THE RESPONSE FROM THE CHIEF, THE CHIEF AND THE ASSISTANT CHIEF AND THE PRESENCE OF COMMUNITY AND SOME OF THE LANGUAGE THAT THEY WERE ABLE TO USE, AND THAT THEY WERE EVEN ABLE TO COME UP WITH SOME STRATEGIES THAT WE THINK IF THEY COMMIT TO THEM AND CONTINUE TO DEVELOP THEIR CAPACITY AS LEADERS, THAT MAY BE BY THE TIME A COUPLE OF YEARS DOWN THE ROAD ON ANOTHER REPORT IS DONE, THERE WILL BE CHANGE VERSUS THINGS REMAINED THE SAME OR GETTING WORSE. 
          AND SO I'M JUST GOING TO STOP AND ASK DR. 
          BUT I'M GOING TO JUST TALK BRIEFLY ABOUT, UH, THE DATA AND THEN SEE IF THERE'S TIME FOR YOU TO ASK A FEW QUESTIONS. 
          WELL, THANK YOU. 
          THANK YOU, JOYCE. 
          CAN YOU ALL HEAR ME OKAY. 
          AND, YOU KNOW, OKAY, GOOD. 
          I, I WASN'T SURE IF I UN-MUTED OR NOT, UM, I'M GOING TO DO, UH, JUST A BRIEF OVERVIEW OF, OF WHAT WE DID. 
          UM, WE WERE ASKED TO REVIEW SOME APD DOCUMENTS, UH, THAT I'LL GO OVER A SHORTER PIECE BY PIECE WITH YOU. 
          AND WE WERE ALSO ASKED TO DO SOME, UH, REVIEW OF NATIONAL DATA AND WHAT WE DID AT BROADENED. 
          WE REALLY BROADEN THAT TO INCLUDE AS, AS GOOD A REVIEW AS WE COULD GET, UH, ACROSS THE, ACROSS ALL THE THINGS THAT WE WERE READING. 
          AND I, I, I REALLY CAN'T COUNT. 
          I WAS TRYING TO COUNT UP THE NUMBER OF THINGS THAT WE READ, BUT LET'S JUST CALL IT MORE THAN 30. 
          OKAY. 
          I, THERE WERE, THERE WERE A LOT OF THINGS THAT WE DID READ, AND THERE WERE MANY, MANY, UH, INTERVIEWS THAT WE CONDUCTED MANY MORE THAN I'D EVER DONE. 
          IN FACT, UM, I WOULD SAY IT'S MORE THAN A HUNDRED, UH, ROUGHLY JUST UNDER THOUSAND SURVEYS WERE ADMINISTERED ACROSS THE BOARD AND IN OUR INTERVIEWS. 
          AND IN OUR SURVEYS, WE TRIED TO GET A PRETTY GOOD SMATTERING OF, UH, SWORN AND UNSWORN AND ADVOCACY, ADVOCACY GROUPS, AND SO 
          [01:50:01]
FORTH AND SO ON. 
          SO WE, UM, COULD GET A GOOD UNDERSTANDING OF WHAT WAS GOING ON FROM THE CITIZENS IN AUSTIN AND FROM APD AND FROM THE CIVILIANS AND APD AND, AND SO FORTH. 
          AND ONE THING THAT JUST STRUCK ME THROUGHOUT THIS, AND I RARELY DO YOU HAVE THIS HAPPEN WHEN YOU'RE DOING RESEARCH, THE SAME STUFF, TAILS SO READILY, BUT, UM, THE WAY WE WROTE THIS REPORT IS TO FIT THE SURVEYS AND THE INTERVIEWS WITHIN THE CONTEXT OF THE REPORTS THAT WE WROTE AND PROVIDE NATIONAL DATA. 
          SO WHAT YOU READ IN THE REPORT, IF, WELL, HERE'S WHAT THEY SAY NATIONALLY. 
          HERE'S WHAT WE SAY IN AUSTIN ABOUT THIS PARTICULAR REPORT. 
          HERE'S WHAT YOUR INNER HERE'S WHAT WE GOT IN THE INTERVIEWS FROM PEOPLE. 
          AND BY THE WAY, IN THE INTERVIEWS, UM, WHAT YOU FIND IS THAT WHEN, AS THE INTERVIEWS WENT ON AND AS WE WERE COMING MORE TOWARD THE END OF THEM, AS YOU GET HALFWAY THROUGH AND SO FORTH, PEOPLE WERE, UM, REALLY, REALLY WILLING TO, UH, TALK ABOUT THINGS THAT I THINK THAT THEY HAD, THEY, THEY DIDN'T EXPECT TO TALK ABOUT. 
          AND, AND I, I, I WAS CERTAINLY STRUCK BY THEIR HONESTY. 
          UM, SO WHAT WE DID IN THE REPORT IS WEAVE THESE THINGS TOGETHER AND BELIEVE IT OR NOT, YOU GET THIS THING THAT I DIDN'T EXPECT AT ALL, BUT THIS TREMENDOUS AMOUNT OF CONSISTENCY. 
          SO YOU READ THE TATUM REPORT AND TATUM REPORT REALLY IS ABOUT RACIST LANGUAGE AND DISCRIMINATORY BEHAVIOR. 
          AND SO IF YOU ASK PEOPLE IN INTERVIEWS ABOUT THOSE KINDS OF THINGS, THEY'RE VERY FORTHCOMING WITH WHAT THEY SEE AS GOING ON WITH THOSE KINDS OF THINGS. 
          ESPECIALLY AS YOU GET FURTHER INTO THE INTERVIEWS, IF YOU LOOK AT THE SURVEYS, JOYCE MENTIONED THIS, YOU FIND THAT, UM, AFRICAN-AMERICANS RESPOND VERY DIFFERENTLY THAN ANGLOS AND HISPANICS TO QUESTIONS ABOUT, UH, RACIST LANGUAGE, DISCRIMINATORY BEHAVIOR AND SO FORTH AND SO ON. 
          SO WHAT YOU GET WITH THE TATUM REPORT IS YOU GET GREAT CONSISTENCY WITH WHAT THEY WERE LOOKING FOR WITH YOUR INTERVIEWS AND WITH YOUR SURVEYS. 
          THE SECOND THING WE DID, AND I'M NOT GOING TO GO INTO THIS IN AS MUCH DETAIL, OUR POLICE PROFILING BASICALLY REVIEWED THE 2020 DOCUMENT. 
          I HAVE TO TAKE MY HAT OFF TO YOU ALL WHO DID THE NUTS THAT THE 2020 DATA OURS WENT UP TO 2018. 
          YOU DID A WONDERFUL, WONDERFUL JOB. 
          OUR RESULTS ARE, AS JOYCE SAID, VERY, VERY CONSISTENT WITH, WITH WHAT YOU GOT. 
          UM, PEOPLE ARE VERY, VERY AWARE OF IT. 
          UM, IT'S BEEN ACKNOWLEDGED IN THE PAST AND AS JOYCE POINTED OUT, UM, THE, THE THING AND THE CHIEF DID TOO, UM, IT, IT APPEARED TO US, PEOPLE WERE WANTING ACTION. 
          IF SEEN THE DATA, YOU KNOW, ALL THE DATA AND, YOU KNOW, IT'S LIKE DEATH BY POWERPOINT OR SOMETHING. 
          YOU KNOW, IT, THEY WERE REALLY WANTING REAL ACTION STEPS AND A FRAMEWORK AND, AND HOW TO SORT OF MOVE ALONG. 
          WE ALSO REVIEWED, UM, DATA NATIONALLY THAT YOU MIGHT FIND THIS INTERESTING ON, UM, POLICE PROFILING NATIONALLY. 
          UM, THEY'VE DONE SOME THINGS THAT WE TRY AND GET AT HERE. 
          AND THEN I NOTICED YOU ALL TRIED TO GET AT THAT ARE VERY, VERY DIFFICULT TO DO, AND THAT'S TAKING OTHER FACTORS INTO ACCOUNT. 
          THERE, THERE WAS A BRILLIANT STUDY DONE THAT I, I JUST HAVE TO TAKE MY HAT OFF. 
          THEY LOOKED AT, UH, WHAT HAPPENS WITH A STOP, A CITATION WITH ARREST AND SO FORTH AND SO ON WHEN IT'S A DAY STOP VERSUS A NIGHT STOP, WHICH I THOUGHT WAS REALLY INTERESTING BECAUSE IN A NIGHT, STOP YOUR DISPARITIES DISAPPEAR. 
          I FIND THAT REALLY INTERESTING AND THAT DAY THEY DON'T. 
          I THOUGHT THAT WAS THAT'S SOMETHING WORTH KNOWING ABOUT THE NATIONAL DATA AND IT'S THAT STUFF IS CITED IN OUR REPORT TO, UM, BUT ANYWAY, OUR PROFILING DATA MATCHES YOUR PROFILING DATA. 
          THE INTERVIEWS MATCH THAT UP. 
          EVERYBODY'S QUITE AWARE OF IT. 
          EVERYBODY WANTS ACTION ON IT. 
          THEY, THE SURVEY DATA TENDS TO MAP WITH THAT TO USE OF FORCE DATA NATIONALLY THERE'S THERE, THERE SEEMED TO BE A GREAT DEAL OF DATA ON USE OF FORCE NATIONALLY, MORE THAN WE WERE ABLE TO FIND HERE, PROBABLY BECAUSE THEY HAVE A LARGER GROUP TO LOOK AT. 
          BUT WHAT, WHAT YOU LOOK AT NATIONALLY IS YOU FIND THAT, UH, LATINEX AND AFRICAN-AMERICAN MEN AND WOMEN ARE KILLED AT A MUCH HIGHER RATE THAN ANGLOS, FOR EXAMPLE, UH, BY POLICE, UM, HERE, IT'S ALSO THE CASE, BUT THE NUMBERS ARE QUITE SMALL AND RE WE REPORT THAT, UH, IN, IN, IN THE, IN THE, IN THE REPORT THAT YOU'VE GOT. 
          UM, WE, UH, I, I ALSO THOUGHT IT'S WORTH NOTING THAT, UM, YOU ALL BROUGHT IN THE URBAN INSTITUTE TO DO A STUDY ON USE OF FOREST. 
          IT'S QUITE A GOOD ONE. 
          AND THEY TOOK, UM, OTHER 
          [01:55:01]
FACTORS INTO ACCOUNT IN AN INTERESTING WAY AND SOMETHING I, I DO WANT TO NOTE, AND THIS IS TRUE IN ALL MY YEARS OF DOING THIS WORK AND DISPROPORTIONALITY. 
          UM, YOU FIND THAT THERE ARE OTHER FACTORS INVOLVED IN DISPROPORTIONALITY, AND TO PUT IT IN A KIND OF DIFFERENT CONTEXT FOR YOU, UM, YOU GET DISPROPORTIONALITY IN ALL THESE AGENCIES AND ORGANIZATIONS THAT JOYCE MENTIONED EARLIER. 
          UM, BUT YOU ALSO GET POVERTY RELATED TO THESE KINDS OF THINGS. 
          AND THE QUESTION BECAME IN THE CONFERENCES I WENT TO AND THE ARTICLES I'VE WRITTEN AND SO FORTH IS WHAT, WHAT DO YOU FOCUS ON? YOU FOCUS ON THE THINGS THAT ARE UNDER YOUR CONTROL AND YOUR AGENCY LIKE PROFILING, FOR EXAMPLE, OR DO YOU FOCUS ON POVERTY BECAUSE IT'S THE LARGER THING. 
          AND IF YOU LOOK AT THE DATA ARE BOTH TRUE AND THEY ARE, THEY ARE BOTH TRUE. 
          SO WHAT YOU'LL FIND AS YOU GO THROUGH YOUR, UM, REPORTS ON FORCE AND YOUR, AND THIS IS WHAT THE URBAN INSTITUTE DID IS THEY FOUND THAT EVEN THOUGH THE DRUGS AND JOE ACCOUNT CRIME AND OTHER KINDS OF THINGS, THAT RACE STILL EMERGED AS A FACTOR, AND I'M CERTAIN YOU WOULD FIND THE SAME THING IN PROFILING. 
          OKAY, DON, I THINK, I THINK MAYBE WE WANT TO JUST STOP FOR A MINUTE, UH, YOU KNOW, AND JUST TO ROLL IT UP AND SAY THAT WHEN ALL OF THE FACTORS THAT ARE THE SAME ACROSS MULTIPLE SYSTEMS AND INSTITUTIONS, WHEN YOU DO THE ANALYSIS, WHAT WE FIND IS THAT RACE IS THE NUMBER ONE PREDICTOR OF A PERSON'S OUTCOMES. 
          AND SO TO WORK WITH SYSTEMS AND INSTITUTIONS AT ALL LEVELS, TO REALLY UNDERSTAND THAT IN A WAY THAT'S ABOUT OPENING THEMSELVES UP TO EXAMINE THEIR OWN ATTITUDES, ASSUMPTIONS, AND STEREOTYPES THAT DRIVE DECISION-MAKING INCLUDING FEAR. 
          AND SO WE'RE HOPING AS DEEP BASIS THAT WE WILL HAVE AN OPPORTUNITY TO DO WHAT WE WERE ENGAGED TO DO. 
          YOU'LL SEE A LOT OF RECOMMENDATIONS FOR APD TO USE THE GROUNDWATER ANALYSIS OF THE CHECKS AS MODEL. 
          AND WE'RE NOT SELLING THAT. 
          WE WERE ASKED TO DO THAT WHEN WE WERE BROUGHT IN, IT WAS TO DO AN ANALYSIS AND THEN TALK ABOUT HOW WE COULD WORK WITH APD AND THE LONG-TERM TOWARDS BEGINNING TO DO SOME ACTIONABLE ITEMS THAT WOULD ACTUALLY YIELD SOME RESULTS LIKE WE HAVE SEEN IN OTHER SYSTEMS THAT HAVE USED THIS MOP. 
          AND SO AREN'T GOING TO STOP AND PERFECT TIMING, MS. JAMES. 
          I WAS ABOUT TO SAY THAT'S ABOUT THE PERFECT WAY I THINK, TO WRAP IT UP AND WHAT I WOULD LIKE IF YOU ARE AVAILABLE IS IF YOU WOULD COME BACK TO OUR NEXT MEETING NEXT MONTH, I REALLY AM GOING TO IMPLORE THE COMMISSION TO LOOK INTO RE THIS DOCUMENTATION THAT WAS PUT TOGETHER BY THE TEAM. 
          AND I WOULD LOVE FOR US TO HAVE VERY SPECIFIC OUTCOME GENERATED BY THIS NEXT CONVERSATION. 
          I WOULD LIKE TO KNOW CHIEF GAY OF THESE RECOMMENDATIONS IN THESE QUICK WINS THAT ARE IN THE REPORT, WHAT IS HAPPENING. 
          I W I WOULD LIKE TO SEE AN ACTION PLAN. 
          I WOULD LIKE TO SEE IF APD IS TAKING THESE RECOMMENDATIONS AND HOW YOU ARE MOVING THEM FORWARD. 
          SO THAT IS HOW I WOULD LIKE TO HAVE OUR NEXT CONVERSATION GO. 
          AND I APOLOGIZE FOR CUTTING YOU OFF. 
          WE UNFORTUNATELY HAVE A HARD STOP RIGHT. 
          AT FIVE O'CLOCK AND WE HAVE, WE WILL COME BACK TO THE NEXT MEETING. 
          THANK YOU SO MUCH. 
          I APPRECIATE IT. 
          THANK YOU SO MUCH. 
          I APPRECIATE IT. 
          [5. Future Agenda Items 4:55 – 5:00pm]
UM, SO IN THE ONE MINUTE WE HAVE LEFT, IS THERE ANY, WE HAVE A COUPLE OF ITEMS, OBVIOUSLY FOR OUR NEXT MEETING ALREADY. 
          ANY FUTURE AGENDA ITEMS THAT WE CAN GO OVER IN THE NEXT MINUTE HERE. 
          I JUST WANT TO MAKE SURE THAT WE GET THE SAME COVID DATA FROM THE FIRE DEPARTMENT NEXT MONTH WHEN THEY DO THEIR QUARTERLY DATA. 
          GOTCHA. 
          ANYONE ELSE? NOPE. 
          I'M SORRY. 
          I DIDN'T HAVE ANYTHING. 
          UM, EQUITY CAME OUT WITH A REPORT ABOUT THE, UM, TRAINING DIVISION OF APD. 
          UM, I DON'T KNOW IF WE WANT TO PUT THAT ON THE AGENDA, BUT, UH, THE REPORT IS INCREDIBLE. 
          GREAT, WONDERFUL. 
          ANYONE ELSE? ALL RIGHT. 
          WITH THAT, I DO. 
          I HAVE A MOTION TO ADJOURN MOTION TO ADJOURN. 
          ANY SECONDS. 
          FANTASTIC. 
          I HAVE TO GO THROUGH THE ROLL CALL, UNFORTUNATELY, UH, COMMISSIONER. 
          YES, YES. 
          UH, COMMISSIONER HALSTON FLOCK. 
          YES. 
          COMMISSIONER WEBBER. 
          COMMISSIONER RAMIREZ. 
          YES. 
          COMMISSIONER LANES. 
          COMMISSIONER BERNHARDT. 
          YES. 
          COMMISSIONER . 
          YES. 
          YES. 
          AND I ALSO AGREE AS WELL. 
          THANK YOU VERY MUCH FOR YOUR WONDERFUL CONVERSATION. 
          AND WE WILL TALK TO YOU AGAIN NEXT MONTH. 
          THANK YOU SO MUCH. 
          .
* This transcript was created by voice-to-text technology. The transcript has not been edited for errors or omissions, it is for reference only and is not the official minutes of the meeting.