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[CALL TO ORDER 3:00-3:05pm ]

[00:01:20]

I APOLOGIZE IN MY CALL TO ORDER.

I MEANT TO MENTION THAT, UH, BECAUSE OF SOME PRESSING ISSUES THAT WE HAVE TO GET INTO THIS MONTH'S AGENDA, WE'RE GOING TO MOVE OUR FIRST NEW BUSINESS ITEM OF THE AFD, THE FIRE DEPARTMENTS, QUARTERLY REPORT.

WE'RE GOING TO MOVE IT TO THE END, JUST IN CASE WE HAVE TO PUSH IT TO MARCH.

BUT AS OF RIGHT NOW, UH, WE'RE GOING TO BE THAT TO THE END.

AND IF WE HAVE TIME, WE'LL DO IT.

IF NOT, IT WILL BE PUSHED TO MARCH.

SO WE'LL START, UH, WITH APPROVAL OF THE MINUTES.

SO WE HAVE TO BOTH DECEMBER AND JANUARY MINUTES TO APPROVE.

SO LET'S START WITH COMMISSIONER.

CAN WE USE BOTH AT THE SAME TIME OR DO I HAVE TO DO A ROLL CALL FOR BOTH OF THEM?

[Citizen Communications 3:05-3:20pm (from speakers signed up to speak) ]

PARDON THE INTERRUPTION? WE THINK WE MAY HAVE THE CITIZEN ALIGN AND WE'RE GOING TO PERFECT.

SEE IF MR. LEE LEON IS ONLINE.

CORRECT.

WONDERFUL.

THANK YOU, MR. LAMB.

UH, YOU HAVE THREE MINUTES.

ALL RIGHT.

SO AT CARLOS LELAND, FIRST AND FOREMOST, COULD I SAY I SAW THE LIST FOR LETTING ME SPEAK TO THE LOCAL NATIONAL PUBLIC SAFETY ISSUE AFFECTING US ALL THAT MUST BE FULLY FIXED RIGHT NOW, ELECTION INTEGRITY FOR THE GOOD OF THE COUNTRY, HEALING AND UNITY, UNPACK AND UNDO.

NOW THE MASSIVE VOTING COUNTING FRAUD GENERATING CERTIFIED FALSE RESULTS OF THE NUMBER THREE, NOVEMBER THREE, 2020 ELECTION BIDEN IS ILLEGITIMATELY ILLEGAL OCCUPYING THE WHITE HOUSE BECAUSE PRESIDENT TRUMP WON REELECTION IN A LANDSLIDE COUNTY, EACH LEGAL LEGITIMATE BOAT.

ONCE ONLY WITH EQUAL WAITING ONLINE, READ DR.

PIER NAVARRO, HIS THREE VOLUME EVIDENCE-BASED ELECTION REPORT AND ROBERT BURNS.

HOW DJT LOST THE WHITE HOUSE TO DEFEAT THE DEEP STATE GASLIGHTING YOU WITH THE UPSIDE DOWN THE BULL CRAP TRADER BIDEN IS THE ENEMY INSURRECTIONISTS TO IMPEACH WHEN MOVING PROSECUTED, NOT PRESIDENT TRUMP, MORE SWING STATE, DEEP DIVE FORENSIC OFFICE BUY HONEST, TRANSPARENT, INDEPENDENT ENTITIES LIKE ALLIED SECURITY OPERATION GROUPS.

AND FROM MICHIGAN FORENSICS REPORTS AND GIOVAN PULITZERS RELATED WORK IN GEORGIA MUST BE DONE NOW TO RIGHT THIS WRONG.

NOW THEN CANCEL THE TRONIC VOTING MACHINES AND MAIL IN BALLOTS AT EACH POLLING STATION.

USE PAPER BALLOTS AND VOTER ID ONLY.

SO CITIZENS VOTE IN PERSON ONCE ONLY ON ELECTION DAY, ONLY AT THE POLLING LOCATION CLOSEST TO THEIR HOME.

ONLY VOTER CHECKS IN GETS CLEANED BALLOT, AND THEIR NAME GETS CROSSED OFF THAT LOCATION UP-TO-DATE ELIGIBLE LIST.

HE OR SHE VOTES ALONE IN BOOTH THEN PUTS DONE BALLOT IN PLAIN VIEW, CLEAR CONTAINER, MULTIPLE OBSERVERS FROM MULTIPLE PARTIES, OBSERVE AND VIDEO RECORD THESE PROCESSES FROM START TO FINISH FROM POLE OPENING TO CLOSING WHEN EACH POLLING LOCATION CLOSES TABULATE, THE VOTES EVENT, AND THEY'RE IN PERSON ON VIDEO IN FRONT OF MULTIPLE FIGHTING PUBLICLY DOCUMENT AND REPORT EACH LOCATION RESULTS FOR EACH RACE SLASH ITEMS TO OBSERVERS AUTHORITIES AND AN ONLINE DATABASE ACCESSIBLE TO ALL IN REAL TIME.

IF NEEDED USE MAPS AND SIX FOOT DISTANCE THING AGAINST CHINA VIRUS ON LOCATION CANCELED BIG TECH AND THEY'RE STALKING CENSORSHIP IN SILENCING OF US DEPLORABLE, CONSERVATIVE CHRISTIANS FOR NETWORK AND SPEAKING TRUTH ONLINE ABOUT HOW THIS ELECTION WAS STOLEN FROM PRESIDENT TRUMP AND OUR COUNTRY FROM US, GOOGLE TWITTER, FACEBOOK, AMAZON, AND APPLE ARE TRUE DOMESTIC TERRORISTS WHO NEED TO BE PROSECUTED AND DEEP PLATFORM.

NOW REPEAL SECTION TWO 30.

NOW LAST WEEK'S MULTI-BILLION DOLLAR WALL STREET BATTLE BETWEEN GAME STOP AND CORPORATE HEDGE FUNDS SHOWED REAL SECULAR WAR, NOT ABOUT RACE OR PARTY, BUT CLASS.

WE, THE PEOPLE FREE MARKET CAPITALISM AND HUMAN LIBERTY CHAMPIONED BY PATRIOT PRESIDENT

[00:05:01]

TRUMP VERSUS THE ESTABLISHMENT ALIEN DEEP STATE TROLLS AND THEIR GLOBALISTS COMMUNIST CRIMINAL PUPPET.

CHINA, JOE NEVER ACCEPT THIS FAKE WOKE FALSE MATRIX.

WE NEED GOD'S HELP TO DEFEAT THIS SUPERNATURAL, EVIL AND DESTROY ITS WORKS TO WIN THE SPIRITUAL WAR TO MAKE AMERICA GREAT.

AGAIN, GOD BLESS AMERICA JESUS NAME.

AMEN.

THANK YOU, LORD GOD, TEXAS, THE UNITED STATES OF AMERICA CONSTITUTIONAL LAW TRUTH AND ABOVE ALL GOD'S WORD.

ALL RIGHT.

UH, THANK YOU, MR. LEON.

OKAY, SO

[1. APPROVAL OF MINUTES – December 7, 2020 and January 4, 2021 3:20pm-3:25pm ]

NOW WE'LL BE MOVING TO OUR FIRST ITEM ON THE AGENDA OF APPROVAL OF MINUTES.

I ACTUALLY BELIEVE WE DON'T NEED TO TAKE A, I REMEMBER WE DON'T NEED TO TAKE A ROLE ON THE MINUTES, SO LET'S JUST START WITH THE DECEMBER 7TH, 2020 THERE, ANY DISCUSSION OF THOSE MINUTES.

OKAY.

OKAY.

UM, I THINK EVERYONE IS ON THAT'S EVERYONE'S ON VIDEO SO I CAN SEE IT.

GREAT.

UM, OKAY.

NO, NO DISCUSSION.

SO WE WILL APPROVE THE MIS UH, DECEMBER 7TH MEETING MINUTES.

LET'S SHALL WE MOVE ON TO THE JANUARY 4TH, 2021 FIRST MEETING OF 2021.

UM, AND YOU DISCUSSION ON THOSE MEETINGS, THE MEETING MINUTES.

OKAY.

WITH NO DISCUSSION, UH, BOTH DECEMBER 7TH, 2020, AND JANUARY 4TH, 2021 MEETING MINUTES HAPPEN IN PRISON.

THANK YOU.

[2.a. Continued Presentation –Austin Police Department Audit, APD Racial Inequities and Institutional Racism report by Joyce James (sponsors: Commissioner Gonzales and Webber) 3:25pm-4:00pm ]

ALL RIGHT.

MOVING ON TO OUR FIRST PRESENTATION OF OLD BUSINESS, WE HAVE THE CONTINUED PRESENTATION OF THE AUSTIN POLICE DEPARTMENT AUDIT BY AN APD RACIAL INEQUITIES AND INSTITUTIONAL RACISM REPORT BY JOYCE JAMES AND CONSULTANTS.

MS. JAMES, THANK YOU FOR BEING ONLINE.

I SEE THAT COLLEAGUES WITH YOU AS WELL, MR. BAUMANN AND MS. HILL.

SO, UM, I BELIEVE WHAT WE WANTED TO DO.

IF, IF YOU WOULDN'T MIND, I KNOW YOU SENT US A QUICK OVERVIEW PRESENTATION.

UH, WE ACTUALLY HAVE, LET'S SEE HERE, I'VE GOT ABOUT, UH, A LITTLE BIT MORE THAN 30 MINUTES FOR YOU.

SO WE'VE GOT, UM, THAT PRESENTATION THAT YOU SENT AND THEN I JUST WANTED TO LOOK OVER THOSE HIGHLIGHTS AND THEN OPEN IT UP TO QUESTIONS SINCE WE DIDN'T HAVE QUESTIONS LAST TIME IS THAT WORK? THAT WORKS WONDERFUL.

SO IF WE CAN PULL UP THE POPE, UH, THE PRESENTATION, AND IF YOU CAN JUST TAKE US THROUGH, UH, THE OVERVIEW AND HIGHLIGHTS BE, IT WOULD BE THE OTHER ONE, SORRY.

YEAH, THERE YOU GO.

THAT'S IT.

OKAY.

YES.

AND, UM, WE HAVE QUITE A FEW SLIDES, BUT WE HAD NO INTENTION OF GOING THROUGH ALL OF THOSE.

THE GESTURE CAN, UH, FRAME THE PRESENTATION AROUND THE REQUESTS COMING FROM THE CITY OF AUSTIN'S OFFICE OF EQUITY BACK IN MARCH, UH, TO ENGAGE WITH US AND DOING A COMPREHENSIVE REVIEW OF MULTIPLE OTHER REPORTS THAT HAD BEEN DONE ON, UH, BY TATUM, UH, USE OF FORCE POLICE PROFILE, AND A COUPLE OF OTHER REPORTS THAT WE WERE LOOKING AT TO TRY TO BRING IT ALL INTO ONE PLACE.

SO THAT, THAT IT WOULD BE EASIER FOR, UH, THE EQUITY OFFICE AND APD, UH, TO WORK FROM A COMPREHENSIVE REPORT.

UH, WHAT OUR DOCTOR JUST SAY IS THERE CONSISTENTLY ACROSS THE BOARD, IN THE REPORT FINDINGS AND IN THE INTERVIEWS AND SURVEYS THAT WE DID, THERE WAS CONSISTENCY IN TERMS OF WHAT PEOPLE SHARE AND, AND WHAT WAS FOUND IN THE REPORT.

SO IF WE COULD GO ONTO THE, UH, NEXT SLIDE, SO SOMEONE ELSE'S ADVANCING THOSE.

RIGHT.

OKAY.

OKAY.

UH, WE'RE GOING TO SHARE WITH YOU JUST SOME BRIEF OVERVIEWS, THE QUICK WINS THAT WE RECOMMENDED THAT APD COULD START TO DO NOW, AND THEN SOME LONGER TERM STRATEGIES THAT WE WERE ASKED TO PROVIDE, UH, TO THE OFFICE OF EQUITY AND APD.

AND ONE OTHER THING THAT WE'LL SHARE WITH YOU IS APDS RESPONSE, UH, TO THE INTENSIVE GROUNDWATER ANALYSIS WORKSHOP WE DID ON RACISM WITH THE CHIEF AND ASSISTANT CHIEFS AND SOME FOLKS IN OFFICES, EVEN FROM THE COMMUNITY.

SO WE CAN GO TO THE NEXT SLIDE.

THIS IS JUST OUR MISSION AND WHY WE'RE ENGAGED IS BECAUSE I HAD DEVELOPED A MODEL WHEN I WORKED AT THE STATE LEVEL THAT HAD BEEN EFFECTIVE IN REDUCING RACIAL INEQUITIES.

WE CAN GO TO THE NEXT SLIDE, UH, THE FRAMEWORK THAT I USED PREVIOUSLY AND THAT WE USE IN OUR CONSULTING WORK WITH OTHER SYSTEMS AND INSTITUTIONS IS THE SAME ONE THAT WE'RE USING, WHAT APD.

OKAY, EXCELLENT.

AND THE COMPONENTS WILL COME UP LATER.

UH, WE'LL HAVE SOMETHING UNDER

[00:10:01]

EACH OF THOSE.

SO WE DON'T HAVE TO GO THROUGH THOSE RIGHT NOW, BUT YOU CAN GO TO THE NEXT SLIDE, THE NEXT ONE.

OKAY.

SO, UH, THE FIRST REPORT THAT WE ACTUALLY, UH, REVIEWED WAS THE TATUM REPORT REPORT.

AND WHAT WE FOUND IS THAT AS WE REVIEW THE FINDINGS IN THE TATUM REPORT, AND AS WE DID INTERVIEWS WITH BOTH, UH, CIVILIAN AND SWORN, UH, STAFF WITHIN APD AND PEOPLE WITHIN THE COMMUNITY, UH, WE FOUND THAT ALL OF THESE THINGS REALLY CAME TOGETHER, UH, TO KIND OF REPORT ALLEGATIONS OF INTERNAL NEGATIVE ISSUES THAT APD, UH, BOTH IN THE AREAS OF RACE, GENDER, AND SEXUAL ORIENTATION.

UH, THERE WAS A SENSE FROM INTERVIEWEES REGARDING THE HANDLING OF THE REPORT.

UH, MANY PEOPLE KNEW ABOUT THE REPORT, BUT THEY WERE SOMEWHAT CONCERNED THAT NO SPECIFIC ACTION HAD BEEN TAKEN TO REMEDIATE THE PROBLEMS THAT WERE IN THE REPORT.

UH, THE SURVEY DATA ALSO INDICATED THAT AFRICAN-AMERICANS WERE LESS SATISFIED WITH THE WORKPLACE CLIMATE RELATED TO THINGS LIKE PROMOTIONS, COMPLAINTS, FAIRNESS, UM, MELISSA, THEN OUR HISPANIC, LATINO, AND WHITE AND WOMEN WERE MORE DISSATISFIED THAN MEN ALONG ALL OF THESE SURVEY DIMENSIONS.

OKAY.

WE CAN GO TO THE NEXT PAGE.

THIS IS ONE OF THE, UH, UH, THE SURVEYS THAT WE DID WHERE WE GATHERED INFORMATION FROM, UH, INTERNAL, UH, SWORN AND CIVILIAN.

AND I WANT DR.

BAUMAN TO JUST BRIEFLY SPEAK TO THE RESULTS OF THAT SURVEY.

THANK YOU.

COULD YOU ALL HEAR ME? OKAY.

UM, THE PATTERN YOU'RE WANTING TO LOOK AT ON THE RIGHT WITH THE GRAPHS IS THE BLUE PATTERN RELATIVE TO THE GREEN AND THE RED PATTERN.

THE BLUE PATTERN ARE AFRICAN-AMERICANS THE RED AND THE GREEN, WHITE, AND HISPANIC.

AND AS YOU CAN SEE ON, ON EVERY DIMENSION THERE, WHICH I'LL JUST LET YOU READ, UH, AFRICAN-AMERICANS FEEL LESS STRONGLY ABOUT, UM, THINGS LIKE, UM, HOW, HOW MUCH, UH, RACISM IS TOLERATED, UH, UH, HOW THE ORGANIZATION TREATS WOMEN AND SO FORTH AND SO ON.

AND YOU CAN SORT OF READ THEM OVER, BUT BASICALLY WHAT YOU GUYS HAVE DIFFERENCE BETWEEN THE AFRICAN-AMERICANS AND HISPANICS AND THE, AND THE ANGLOS.

AND SO THIS IS, UH, COMPARED TO SOME OF THE THINGS THAT WERE IN THE CHATHAM REPORT.

AND THEN WHEN YOU LOOK AT THE SURVEY, IT CONFIRMS THOSE SAME FINDINGS AS GOOD, THE INTERVIEWS THAT WE DID WITH STAFF, AS WELL AS WITH COMMUNITY.

AND YES, YOU DO YOUR OWN, UH, YOUR OWN SURVEY THAT YOU DID.

IN ADDITION TO THAT, THE PREVIOUS REPORTS, ABSOLUTELY.

WE DEVELOPED THE SURVEY, WE ADMINISTERED IT.

UM, THE RESPONSES CAME BACK THROUGH, UH, UH, MY NINE, EIGHT TO US.

IT WAS, UH, CONFIDENTIAL.

AND WE HAD APPROXIMATELY 1000, UH, APD SWORN AND CIVILIAN STAFF.

SO IT'S, IT'S PRETTY VALID IN TERMS OF ITS FINDINGS.

AND AGAIN, THERE'S THAT PATTERN OF, UH, HISPANICS AND WHITES BEING MORE CLOSELY RELATED IN THEIR RESPONSES TO, UH, THE ORGANIZATION AND HOW IT HANDLES ISSUES OF RACE AND ETHNICITY, AND THERE BEING SOME OF, UH, FAIR TO SIGNIFICANT DIFFERENCES IN THE RESPONSE OF AFRICAN-AMERICANS.

THANK YOU.

OKAY.

THE NEXT SLIDE IS, UH, THE REVIEW OF POLICE RACIAL PROFILE, AND WE NOT ONLY LOOKED AT APD DATA, BUT WE ALSO DID SOME NATIONAL COMPARISONS.

AND SO NATIONAL AND LOCAL DATA BOTH INDICATE A HIGHER PERCENTAGE OF AFRICAN-AMERICANS AND LATINOS WERE STOPPED, CITED, ARRESTED, AND SEARCHED THAN WHITES AND NATIONALLY.

ALTHOUGH THIS HASN'T BEEN STUDIED THIS WAY IN APD, WHAT WE SEE NATIONALLY IS THAT WHEN PEOPLE ARE STOPPED AT NIGHT, THAT RACE IS LESS OF A FACTOR IN TERMS OF WHO IS STOPPED.

AND SO THAT SPEAKS TO QUESTIONS RELATED TO RACIAL PROFILING.

IN THAT IT'S LESS, WHEN IT'S NIGHT DRIVING, I CAN GO ONTO THE NEXT GRAPH AND YOU WILL SEE THAT DR.

BAUMAN WILL SPEAK TO THESE BRIEFLY, BUT THEY PRETTY MUCH CONFIRMED WHAT WE SAW AT THE LAST MEETING.

I THINK THE OFFICE OF POLICE OVERSIGHT SHOWS SOMETHING DIFFERENT, VERY SIMILAR DATA.

AND WE'RE FINDING THAT ALL OF THE REPORTS PRETTY MUCH SAY THE SAME THING, BUT DR.

BAUMA CAN SPEAK BRIEFLY TO THIS.

OH, UM, ALL

[00:15:01]

IT SAYS IT'S THE SAME.

IT'S REALLY THE SAME ANALYSIS IS DATA WE HAD WAS UP THROUGH 2018.

AND THIS IS THE, AN EXAMPLE OF WHAT ALL OF THE DATA SHOW, AND YOU CAN SEE ON THE FAR LEFT, UM, THE DIFFERENCE BETWEEN, UM, THE WHITES AND ON THE FAR RIGHT, THE AFRICAN AMERICANS AND THE HISPANICS NEXT TO THAT, THAT THERE'S A GREAT DEAL OF DISPARITY ACROSS THE BOARD, WHETHER YOU'RE TALKING ABOUT STOPS WARNINGS, UH, CITATIONS OR ARREST, THE, UH, THE, THE DIFFERENCES ARE ON LARGEST IN REGARD TO ARRESTS.

UM, THE NEXT SLIDE, IF YOU LOOK THAT UP, JUST SHOW US, UM, THE DATA OVER TIME.

AND THE ONLY IMPORTANT POINT TO MAKE HERE IS YOU'LL NOTICE THAT THINGS SEEM TO BE GETTING WORSE AT LEAST FROM 2015 TO 2018, WHICH AS FAR AS WE HAD, I DON'T KNOW IF THE 2020 DATA THAT YOUR STAFF SHOWED LAST WEEK INCLUDED THIS, BUT IT'S INTERESTING TO NOTE THAT BOTH FOR HISPANICS AND AFRICAN-AMERICANS, UH, THE, UH, AT LEAST STOPS SEEMED TO BE WORSE.

YES.

AND, YOU KNOW, SO, YOU KNOW, WHAT THAT SAYS TO US IS THAT OVER TIME, EVEN THOUGH THESE REPORTS HAVE BEEN DONE ON A REGULAR BASIS, THAT THE INTERVENTIONS THAT HAVE BEEN PUT IN PLACE HAVE NOT ADDRESSED, UH, HAVE NOT REDUCED, UH, THE, THE PROFILE AND THE RACIAL INEQUITIES THAT WE SEE.

OKAY.

SO NEXT SLIDE IS LOOKING AT, UH, POLICE PROFILE AND, UH, IN OUR INTERVIEWS AND THE SURVEY DATA, WHICH WE ASKED QUESTIONS, AS IT RELATED TO ATTITUDES TOWARDS RACE, GENDER, AND SEXUAL ORIENTATION, ALL OF THAT CAME TOGETHER TO PAINT A PRETTY CONSISTENT, UH, PICTURE OF THE INSTITUTIONAL CULTURE AT APD.

AND WHAT IT SPEAKS TO IS THAT THERE WAS A LACK OF ACCOUNTABILITY AT THE LEADERSHIP LEVEL IN RESPONDING TO REPEATED COMPLAINTS ABOUT RACISM, GENDER, AND SEXUAL ORIENTATION.

AND WHAT I, WHAT I WANT TO SAY HERE IS, YOU KNOW, BASED ON THE MANY, MANY YEARS OF EXPERIENCE THAT I'VE HAD DOING WORK WITH SYSTEMS, UH, TO WORK TO UNDO RACISM IS REALLY WHAT IT'S ABOUT IS THAT WHEN WE SPEAK TO THE LACK OF LEADERSHIP, IT'S NOT NECESSARILY THE SAME AS SPEAKING TO LEADERSHIP IN GENERAL, BECAUSE MOST LEADERS HAVE NOT BEEN TRAINED TO LEAD WORK, TO UNDO RACISM.

AND SO I JUST REALLY WANT TO WANT TO SPEAK TO THAT, THAT THERE'S A DIFFERENCE BETWEEN GENERAL LEADERSHIP AND LEADING SYSTEMS TO UNDO, UH, RACISM.

AND THAT'S WHERE WE SEE THE LACK OF ACCOUNTABILITY, UH, IN RESPONDING TO COME REPEATED COMPLAINTS ABOUT RACISM, UH, IS THAT THERE, THERE NEEDS TO BE A LOT OF WORK DONE TO DEVELOP THE CAPACITY OF THE LEADERSHIP TO FOCUS IN ON THIS TYPE OF WORK, UH, BECAUSE THERE IS NO DISCIPLINE THAT REQUIRES THIS MEMBERS TO HAVE AN ANALYSIS ON UNDERSTANDING OF INSTITUTIONAL AND STRUCTURAL RACISM.

AND SO WE DON'T COME FROM OUR INSTITUTIONS OF HIGHER LEARNING TRAIN NOR REQUIRED, UH, TO HAVE THAT.

AND SO THE SURVEY DATA ON ATTITUDES TOWARDS RACE ALSO INDICATED THAT AFRICAN-AMERICANS ARE IN LESS AGREEMENT THAT APD DOES NOT TOLERATE RACISM, INSTITUTIONAL AND STRUCTURAL RACISM, NON-DISCRIMINATORY PRACTICES, AND THEIR ABILITY TO RAISE QUESTIONS AND PROVIDE SOLUTIONS ALONG THESE LINES.

AND SO WE HAVE A GRAPH ON THE NEXT PAGE THAT SHOWS THE RESPONSE TO, UH, THE QUESTIONS ON THE SURVEY AS IT RELATES TO ATTITUDES TOWARDS RACE DR.

ABOUT, YEAH.

AND THEN THE PATTERN TO NOTICE HERE IS THAT THE BLUE LINE, THE AFRICAN-AMERICANS, UM, ARE ALWAYS LESS THAN, UH, EXCEPT ONE EXCEPTION THAT I'LL POINT OUT IN A MINUTE ARE LESS THAN HISPANICS AND, UH, AND WHITES.

THE THIRD ONE, I THINK IS INTERESTING IN THE SENSE THAT THE QUESTION I ASK IS EMPLOYEES.

MY BELIEVED THAT INSTITUTIONAL AND STRUCTURAL RACISM EXISTS.

THIS IS THE ONE EXCEPTION YOU COULD ASK FOR AMERICANS RELATIVE TO HISPANICS AND ANGLOS.

THEY BELIEVE THAT EXISTS MORE SO THAN DO THE OTHERS, RIGHT? AND SO THERE'S JUST, IT'S A, IT'S A PRETTY SIMILAR PATTERN AGAIN, IN THAT AFRICAN-AMERICANS TEND TO, UH, HAVE A GREATER LEVEL OF DISAGREEMENT AS IT RELATES TO THE CULTURE AND ITS RESPONSE AND TOLERANCE TO, UH, ADDRESS AND RACE AND RACISM.

I HAVE A QUICK QUESTION ON THE QUEUE.

THE TWO THINGS

[00:20:01]

THAT SEEM IN CONFLICT TO ME ARE, UM, THE ONE THAT SAYS THAT INSTITUTIONAL RACISM ACTUALLY EXISTS.

SO THE THIRD QUESTION, AND THEN ON THE BOTTOM, IT SAYS, I UNDERSTAND HOW SYSTEMIC INSTITUTIONAL AND INSTITUTIONAL RACISM AFFECT THE ORGANIZATION'S OPERATIONS.

SO THAT SEEMS INTERESTING TO ME THAT ONLY 28% OR 28% BELIEVE THAT IT EXISTS YET 60% SAY THAT THEY UNDERSTAND HOW IT OPERATES WITHIN THE ORGANIZATION.

SO THAT SEEMS COUNTERINTUITIVE TO ME, DOES IT NOT EXIST? AND THEN HOW DOES IT, IF IT DOESN'T EXIST, HOW EXACTLY DO YOU KNOW THAT IT AFFECTS YOUR OPERATIONS? SO THAT'S INTERESTING TO ME, DO YOU HAVE ANY INSIGHT ON THOSE TWO QUESTIONS THAT WAS REALLY STUCK OUT TO ME AS SOMETHING I WANT TO DIG INTO A LITTLE A NO, I ACTUALLY DON'T.

I, AND IT'S INTERESTING THAT YOU POINTED THAT OUT.

I, I HADN'T NOTICED THAT, BUT IT IS A CONTRADICTION IN A SENSE.

UM, I'D HAVE TO THINK ABOUT IT A LITTLE BIT, BUT, UM, THAT, I THINK IT'S CLEAR TO ME THAT AFRICAN-AMERICANS DO SAY THEY BELIEVE THAT THAT INSTITUTIONAL AND STRUCTURAL RACISM EXISTS, UM, HOW IT AFFECTS THE ORGANIZATION.

THEY SEEM LESS, UH, I GUESS, LESS CERTAIN ABOUT IT AS DO HISPANICS.

IT'S INTERESTING THAT THEY'RE ABOUT THE SAME FROM A AFRICAN-AMERICAN AND MORE SO IN HIS HISPANIC, BUT IT'S ABOUT THE SAME 40 TO 44% AND BELIEVING IT GIVES US AND UNDERSTANDING HOW IT, HOW IT WORKS.

UM, THAT JUST, THAT JUST SEEMED INTERESTING TO ME.

SO, YEAH, AND IT, AND IT COULD BE THAT, UH, I HATE TO, I DON'T WANT TO SPECULATE HERE, BUT IT COULD BE THAT THE RESPONSE TO THE QUESTION, UH, EMPLOYEES IN MY ORGANIZATION BELIEVE THAT IT EXISTS, UH, WORTH SMALLER NUMBERS FOR, UH, WHITES AND HISPANICS, AND THEN UNDERSTANDING HOW SYSTEMIC AND INSTITUTIONAL RACISM AFFECTS THE ORGANIZATION, UH, COULD BE IN THE VEIN THAT IT'S NOT AS PREVALENT.

SO IT COULD BE THAT IT'S REALLY NOT AFFECTING.

YES.

RIGHT? YES.

WE COULD GO.

SURE.

WE GO TO THE NEXT SLIDE.

UH, WE'RE LOOKING AT THE BILL AND THE WAIVER, UH, TRAINING.

NO, WE'RE AT USE OF FORCE.

I'M SORRY.

WE'RE AT USE OF FORCE.

SO, UM, THE DATA CLEARLY SHOWED, UH, THAT FORCE AND FOR SEVERITY IS DISPROPORTIONATELY USED ON AFRICAN-AMERICANS.

AND ONE OF THE, UH, INTERESTING THINGS FOR US IS EVEN WHEN OTHER NEIGHBORHOOD DEMOGRAPHIC CHARACTERISTICS.

AND SO WHAT WE MEAN BY THAT IS THAT, UH, IN NEIGHBORHOODS WHERE, UH, POVERTY AND CRIME IS, HAS BEEN CONSIDERED AS A FACTOR THAT RACIST A STRONGER PREDICTOR WHEN ALL OF THE FACTORS ARE THE SAME.

AND WE SEE THAT NOT ONLY IN USE OF FORCE, BUT I MEAN, WE SEE IT IN, IN ALL AREAS LIKE, YOU KNOW, DISCIPLINE AND PUBLIC SCHOOLS AND WHOSE CHILDREN GET REMOVED BY CHILD WELFARE AND, YOU KNOW, ALL, UH, WHO'S, WHO'S MORE LIKELY TO GO TO JUVENILE LOCKUP THAT IN THE VERY SAME OF SIMILAR, UH, SITUATIONS, THAT RACE WILL BE THE MOST PREVALENT PREDICTOR OF THE RESPONSE FROM THE SYSTEM.

AND THAT'S WHAT WE FOUND HERE IN TERMS OF USE OF FORCE.

AND SO EVEN WHEN WE LOOK AT, UH, NATIONAL DATA ON POLICE SHOOTINGS SHOW THAT AFRICAN-AMERICAN MEN AND WOMEN AND LATINO MEN AND LATINO WOMEN ARE FAR MORE LIKELY TO BE KILLED AND WHITE MEN AND WOMEN.

AND, YOU KNOW, SO INTERVIEWEES WERE SUGGESTING MORE CONSISTENT USE OF BODY CAMERAS AND TRAINING THAT FOCUSES ON EXAMINING THOSE ATTITUDES AND ASSUMPTIONS THAT LEAD TO OFFICES, BEING AFRAID IN SOME COMMUNITIES, MORE SO THAN OTHERS, UH, THAT WE CERTAINLY BELIEVE HAS A STRONG IMPACT ON ARRESTS AND EVEN SHOOTINGS BASED ON THAT BELIEF THAT THERE THEIR LIVES ARE IN MORE DANGER.

AND THE SURVEY ALSO INDICATED THAT MOST RESPONDENTS ARE AWARE OF THE POLICE REPORTS THAT ARE CONTAINED IN THESE DOCUMENTS, INCLUDING PROFILE AND THE USE SUPPORT.

SO IT WAS REALLY NO SURPRISE, UH, THE DATA AS IT RELATES TO WHAT PEOPLE KNEW.

UH, SOME OF THE, UH, DISAPPOINTMENT, AS WE MENTIONED EARLIER, WAS THE LACK OF ATTENTION TO THESE AREAS.

OKAY.

NEXT SLIDE.

OKAY.

AND SO THIS IS REALLY, UH, ABOUT THE REPORTS AND WHO KNEW ABOUT THEM AND, AND, UH, ALL OF THOSE DIFFERENT SECTIONS.

JOHN, YOU WANT TO JUST BRIEFLY SPEAK TO THE SURVEY QUESTIONS ON THIS PART.

YEAH.

I THINK THERE'S ONE INTERESTING ONE TO POINT OUT.

I THINK THAT EVERYBODY PRETTY MUCH HAS AS

[00:25:01]

KNOWS ABOUT THE REPORTS.

UH, SOMETIMES AFRICAN-AMERICANS A LITTLE BIT MORE SOMETIMES, UH, WHITES A LITTLE BIT MORE, BUT THE LAST QUESTION IS THE ONE THAT CAUGHT MY EYE.

IT SAYS MY ORGANIZATION'S COMMITTED TO REDUCING RACIAL PROFILING OF BLACKS AND HISPANICS.

THAT IS LIKE, YOU KNOW, UM, AND YOU'LL NOTE THAT BOTH AFRICAN-AMERICANS AND HISPANICS FEEL THAT, UH, THAT THERE ARE LESS THAN THE ORGANIZATION IS LESS COMMITTED THAN DO ANGLOS.

OKAY.

AND THAT'S JUST A REITERATION OF WHAT WAS ON THE PREVIOUS PAGE IS TO SHOW VAMP, READOUT THAT INFORMATION BY COLLECTING THE RESPONSES FROM THE SURVEYS AND INTERVIEWS.

OKAY.

EXCELLENT.

OKAY.

AND THIS IS THE, UH, VILLAIN NEW WAIVER, UH, TRAINING REPORT.

UH, AND OF COURSE THE WEAKNESSES THAT WERE FOUND IN THE CURRICULUM, UH, PREPARE A MILITARY FORMAT AND BEST ATTENTION TO DIFFERENT LEARNING STYLES AND COMMUNITY POLICE, AND WERE FOUND TO LEAD TO GREATER ATTRITION.

AND THIS WAS A CONSISTENT THEME, UH, BOTH IN THE REVIEW OF THE REPORT, AS WELL AS IN THE INTERVIEWS THAT WE DID.

AND SO SOME OF THE SUGGESTIONS THAT CAME OUT OF THAT ARE MORE DIVERSE RECRUITING, GREATER DISCUSSION ON THE CRITERIA FOR WHEN PEOPLE ARE REJECTED, AS IT RELATES TO CREDIT FINANCIAL STATUS, UH, THOSE KINDS OF THINGS.

AND WHAT WE FOUND WAS THAT, UM, INTERVIEWS ALONG WITH THE NEED FOR RESOLVING COMPLAINTS BY RECRUITS, THEY PEOPLE THERE SHOULD BE BETTER MENTAL HEALTH AND TRAUMA TRAINING, IMPROVE, RECRUITED MORE OFFICERS OF COLOR AND WOMEN, UH, THAT THERE NEEDED TO BE MORE DIVERSITY ON THE INSTRUCTORS AND THE MATERIALS TO THE VAN AND MORE INFORMATION ON INSTITUTIONAL AND STRUCTURAL RACISM, YOU KNOW, TO CREATE A, UH, A BETTER CAREER PATH AND TO, AND FOR STAFF RETENTION.

OKAY.

NEXT MONTH, NEXT MONTH YOU WON'T GO.

OKAY.

OKAY.

SO, UM, THIS IS, UH, SOME OF THE INFORMATION AS IT RELATES TO COMMUNITY POLICING BY RACE AND ETHNICITY AND THE RESPONSES ABOUT THE ORGANIZATION WORK TRAINER, UH, AND HOW IN, HOW IT IMPACTS THE LIVES OF ALL PEOPLE.

AND AGAIN, YOU CAN SEE THE, THAT AFRICAN-AMERICANS WERE LESS LIKELY TO FEEL LIKE APD WAS FAIRLY IMPACT IN THE LIVES OF ALL THE PEOPLE THAT THEY SERVE.

UH, AND THEY WERE LESS LIKELY TO FEEL LIKE THE ORGANIZATION WORK WELL WITH THE COMMUNITY AND SOUGHT THEIR INPUT ON MATTERS THAT AFFECTED THEIR LIVES.

AND SO THAT'S PRETTY STANDARD AND IT IS CONSISTENT WITH THE SURVEYS FROM THE COMMUNITY AS WELL.

SO WE CAN GO TO THE NEXT SLIDE.

I'M GOING TO TRY TO QUICKLY MOVE WITH FOUR BECAUSE WE HAVE, SO THESE ARE SOME OF THE QUICK WINS THAT WE CAME UP WITH.

UM, WE THOUGHT THAT THIS REPORT BEING VERY COMPREHENSIVE INCLUDE IN RECOMMENDATIONS COULD BE USED BY APD, UH, AS A, UH, TO IMPROVE COMMUNICATION, WHICH WAS ANOTHER AREA THAT WAS SILENT AS BEING PRETTY WEAK WAS THE WAY THAT INFORMATION WAS COMMUNICATED.

AND TO USE THE REPORT AS A VEHICLE FOR OPENING THE LINES OF COMMUNICATION, ACKNOWLEDGING MISTAKES, MAKING THE COMMITMENT TO LEAD THE WORK OF CREATING AN ANTI-RACIST INSTITUTIONAL CULTURE.

AND THAT THIS WAS SOMETHING THAT COULD HAVE BEEN DONE IMMEDIATELY AND, AND USED ON AN ONGOING BASIS.

UH, WE ALSO FELT LIKE WE COULD HAVE, UH, SET UP, UH, A PLAN TO PROVIDE THE WORKSHOP TO THE RECRUITERS AND TRAINING OFFICERS, UH, IN ADVANCE OF THE NEXT CADET CLASS.

AND THAT WAS BASED ON THE VERY, VERY POSITIVE RESPONSE AS THE CHIEF AND ASSISTANT CHIEFS AND SOME OF THE OTHER COMMANDERS IN OFFICES AND COMMUNITY PEOPLE HAD, UH, IN THAT SPACE, WE HAD PEOPLE WITH HUNDREDS OF YEARS OF EXPERIENCE.

SO WE INDICATED THAT THIS WAS THE BEST WORKSHOP THEY HAD EVER ATTENDED.

THEY HAD A MUCH CLEARER UNDERSTANDING ANALYSIS OF WHAT WE MEANT WHEN WE WERE TALKING ABOUT RACISM, SUCH THAT THEY COULD OPEN THEMSELVES UP TO SOME NEW THINKING AND A NEW LENS AND A NEW UNDERSTANDING.

AND SO WE TALKED ABOUT COLLABORATING WITH, UH, TO SHARE AND DISCUSS THE REPORT WITH THE COMMUNITY AND TO GET THEIR FEEDBACK ON THE RECOMMENDED STRATEGIES.

OKAY.

NEXT SLIDE.

UH, OTHER, UH, QUICK WINS WAS TO BEGAN PLANNING TOWARDS SPECIFIC COMMUNITY ENGAGEMENT INITIATIVES.

THAT WAS SOME DISCUSSION THAT ALSO

[00:30:01]

CAME OUT, UH, WITH THE CHIEF AND ASSISTANT CHIEFS, THAT TO REBUILD A RELATIONSHIP WITH COMMUNITIES THAT PERHAPS WE COULD PICK, UH, ONE OF THE SECTORS, UH, DO SOME REAL COMMUNITY ENGAGEMENT IN THAT SECTOR, INCLUDING BRINGING IN COMMUNITY, UH, AND TO DO TRAINING WITH APD OFFICES.

UH, WE TALKED ABOUT INCORPORATING THOSE STRATEGIES, UH, THAT THEY WERE WORKING ON WITH TPO INTO THIS FRAMEWORK SO THAT IT WOULD NOT BE A SEPARATE PIECE OF WORK, BUT THAT IT WOULD ALL OPERATE UNDER ONE FRAMEWORK.

UH, ALSO IN THE IMPORTANCE OF ENGAGING AND UTILIZING THE VOICES OF THE COMMUNITY MEMBERS WHO PARTICIPATED IN THE WORKSHOP WITH THE CHIEF AND ASSISTANT CHIEF SO THAT THEIR IDEAS DID NOT GET LOST.

THEY WOULD BE ABLE TO BE AN ALLY TO APG AND THE OLD AND REBUILDING THE TRUST OF THE COMMUNITY, WHICH THEY COMMITTED TO DO OPENLY IN THOSE SESSIONS.

OKAY.

RIGHT.

SO I BELIEVE THIS IS THE TOP SEVEN OF YOUR QUICK WINS, IS THAT CORRECT? SO, UM, CAN WE, CAN WE TAKE A MOMENT RIGHT HERE? PAUSE, I WOULD LOVE TO, UH, TALK TO TEETH GATE.

MY FIRST QUESTION IS, YOU KNOW, THERE WAS SEVEN WINS THAT WERE RECOMMENDED TO APD BASED ON THIS REPORT.

AND CAN, CAN YOU LET US KNOW WHERE YOU ARE ON THOSE? AND THEN I'D LOVE TO OPEN IT UP TO OTHER QUESTIONS FROM THE COMMISSIONERS FLUENTLY.

THANK YOU, COMMISSIONER WEBER.

UH, WE HAVE BEEN IN EATING THIS WITH THE EQUITY OFFICE.

OF COURSE, SOME OF THE THINGS REQUIRE US TO ACTUALLY HAVE ANOTHER CONTRACT THAT WE NEED TO MOVE FORTH AND WORK ON THAT SCOPE.

UH, I HAVE ALREADY REACHED OUT TO BOTH EQUITY OFFICE AND MS. JAMES IN, UH, DOING A GROUNDWATER ANALYSIS FOR OUR TRAINING DIVISION.

SO HOPEFULLY THAT CAN OCCUR PRIOR TO THE NEXT ACADEMY CLASS.

SO SEVERAL OF THESE THINGS WE AGREE WITH, IT'S JUST GOING TO TAKE US TIME TO GO AHEAD AND WORK, TO DEVELOP OUR EQUITY ACTION PLAN, WHICH WE'RE WORKING WITH THE EQUITY OFFICE TO DO A CURRENT, BUT THE TIMELINE FOR THOSE, THE, JUST THE MOVING FORWARD OF GETTING THESE THINGS ON THE CALENDAR WITH EQUITY AND WITH, WITH MAKING THINGS, DO YOU HAVE ANY IDEA WHAT, WHAT THE TIMELINE IS FOR CONTRACT AND MOVING VOTED THAT RIGHT NOW, OF COURSE IT WOULD HAVE TO GO TO COUNCIL.

SO WE'RE, WE'RE AT LEAST TAKE EIGHT WEEKS OUT FROM, FROM THAT POINT.

UH, SO, SO I WOULD SAY PROBABLY TWO TO THREE MONTHS TO POTENTIALLY HAVING A CONTRACT, WE ARE LOOKING AT OUR CURRENT SPENDING AUTHORITY ON WHAT WE CAN DO OUTSIDE OF A CONTRACT TO GET SOME OF THESE THINGS MOVING FORWARD, BECAUSE IT SEEMED TO ME THAT THERE WAS SOME THINGS ON THERE THAT ARE FULLY IN THE CONTROL OF APG ABOUT, YOU KNOW, USING THE RECORD, THE COMMUNICATIONS, KEEPING THE COMMUNITY INVOLVED.

I DON'T BELIEVE THAT THAT WOULD NECESSARILY BE SUFFOCATED BY A CONTRACT OR EXCHANGES ORGANIZATION.

UM, LEADING THAT CHARGE.

WE'VE, WE'VE MET WITH THE EQUITY OFFICE THIS WEEK OF THE CHIEF AND I, AS WELL AS OUR EQUITY MANAGER THAT WE'VE, UH, APPOINTED TO SORT OF HELP LEAD SOME OF OUR EQUITY EFFORTS HERE IN THE DEPARTMENT.

WE ARE CURRENTLY WORKING ON AN EQUITY ACTION PLAN WITH THE EQUITY OFFICE TO INCLUDE A TRAINING PLAN.

UH, WE ANTICIPATE THAT WITHIN THE NEXT THREE TO SIX WEEKS IS THAT WE'LL HAVE AT LEAST A FRAMEWORK OF A GOOD ROADMAP MOVING FORWARD, AND THEN WE'LL START OUR IMPLEMENTATION OF THAT.

GREAT.

ANY OTHER QUESTIONS? UH, LET'S GO WITH THAT COMMISSIONER HOFFMAN CLAP FOR BESIDE BRAD.

FIRST, I HAVE A SPECIFIC QUESTION.

I JUST KIND OF HAVE COMMENT AND I DON'T KNOW IF ANYBODY ELSE KIND OF IS THINKING THE SAME THING AS ME, BUT, YOU KNOW, JUST THINKING ABOUT, YOU KNOW, THE POSTPONEMENT OF THE CONNECT CLASSES AND THE RECOMMENDATIONS, AND THEN THE MOVEMENT FORWARD WITH THE REP, YOU KNOW, DIFFERENT RECOMMENDATIONS TO DO IMPROVEMENTS.

AND I FEEL LIKE WE'VE KIND OF GOTTEN A LITTLE BIT STUCK IN THIS WHIRLPOOL OF WE WANTED TO CONNECT CLASS, BUT WE NEED CHANGES TO HAPPEN.

WE CAN'T GET THE CHANGES TO HAPPEN WHEN YOUR TIMELINES, SO I JUST, I GUESS I JUST STRUGGLE WITH, I APPRECIATE SHE GAVE YOU KIND OF A TIMELINE ON SOME OF THE WEEKS, I GUESS, JUST GENERALLY A STRUGGLE WITH HOPEFUL PROGRESS.

I FEEL LIKE WE'RE MAKING TOWARDS GETTING THERE.

YEAH.

UNDERSTAND IF YOU WERE JUST SPEAKING ON APPRECIATING THAT TIMELINE.

I DON'T THINK THERE WAS A, UH, SPECIFIC QUESTIONS YOU CHEEK.

NO, I DIDN'T HAVE A SPECIFIC QUESTION.

I JUST, YEAH, I THINK BACK TO WHEN WE

[00:35:01]

FIRST STARTED THIS CONVERSATION AND NOW WE'RE LOOKING AT, YOU KNOW, A YEAR AGO OR LONGER THAN A YEAR AGO AND, UM, I JUST FEEL KIND OF STUCK.

THAT WAS IT GENERALLY.

AND I SECOND AND REFLECT YOUR FEELINGS.

SO I'M SURE.

RAMIREZ, DO YOU HAVE A QUESTION? I THINK IT WAS ALONG THE SAME LINES.

JUST, I CAN'T REMEMBER WHAT SORT OF, WHAT THE TIMELINE WAS FOR WANTING TO GET THE NEXT CADET CLASS GOING.

IT SEEMS CRAZY TO NOT MAKE THESE CHANGES BEFORE THE NEXT CADET CLASS.

AND SO IT JUST SEEMS LIKE THERE NEEDS TO BE MORE URGENCY.

I FEEL WE'VE HEARD FROM SO MANY DIFFERENT STAKEHOLDERS AND SO MANY DIFFERENT, UM, REPORTS THAT HAVE BEEN CREATED THAN THAT HAVE BEEN GENERATED IN THE PAST YEAR.

THAT ALL SAY THE EXACT SAME THING AND IT JUST, IT NEEDS TO START, IT NEEDS TO GET KICK-STARTED.

AND I DON'T KNOW, LIKE I'M HEARING THAT WE'RE EIGHT WEEKS FROM SHOWING SOMETHING TO COUNCIL.

UM, AND THAT JUST DOESN'T THAT DOESN'T REFLECT THE URGENCY OF THE SITUATION.

IF, IF IN FACT THE NEED A NEW CADETS IS AS URGENT AS IT SEEMS TO BE.

OKAY.

CAN I, CAN I ADD SOMETHING REAL QUICK? I WANT TO MAKE SURE THAT EVERYONE KNOWS THAT WE HAVE BEEN WORKING ON A TIMELINE.

I DO KNOW THAT THE CITY MANAGEMENT SHOULD BE RELEASING, UH, OUR PROGRESS OF WHAT WE HAVE BEEN DOING OVER THE LAST YEAR.

DR.

VILLANOVA'S REPORT WAS RELEASED IN MAY OF LAST YEAR, AND WE'VE BEEN ACTIVELY WORKING ON THAT FIVE-YEAR STRATEGIC PLAN.

UM, SO, UH, THIS REPORT WAS JUST RELEASED.

SO OF COURSE, IN REFERENCE TO DOING ANY CONTINUED WORK WITH MS. JAMES OR THE GROUNDWATER ANALYSIS DOES REQUIRE US TO GO BACK AND DO THE CONTRACTS, BUT WE HAVE PUT OUR CADET INSTRUCTORS THROUGH, UH, EXCELLENCE IN, IN TRAINING WORKSHOPS.

WE HAVE PUT THEM THROUGH BEYOND DIVERSITY TRAINING.

LEADERSHIP HAS GONE THROUGH UNDOING RACISM.

SO WE HAVE BEEN DOING THINGS IN THE DEI ARENA.

WE ALSO JUST RECENTLY RECEIVED THE REPORT FROM THE COMMUNITY PANEL ON SEVEN MONTHS WORTH OF WORK ON JUST VIDEOS IN A DEI LENS.

SO WE HAVE CONSTANTLY BEEN WORKING TOWARDS, UM, MOVING THESE TAGAMI FORWARD THAN ANY INSTITUTION OF HIGHER LEARNING.

AND IT'S A CONTINUOUS PROCESS.

IT'S NOT LIKE A ONE AND DONE, SO WE'RE, WE ARE CONSTANTLY WORKING TO IMPROVE THE ACADEMY.

AND IF THEY'LL FIND MY, JUST ADD TO THAT, UH, THERE, I BELIEVE THAT IN OUR REPORT, IN, AT THE REQUEST OF THE OFFICE OF EQUITY, UH, THAT WE HAD PRESENTED A FRAMEWORK OUT OF WHICH TO WORK SO THAT IT'S IT'S, IT'S LIKE, IT'S NOT A LOT OF DIFFERENT THINGS, BUT IT OPERATES UNDER ONE FRAMEWORK.

AND THAT'S ONE OF THE RECOMMENDATIONS AND IT DOESN'T HAVE TO BE OUR FRAMEWORK, A FRAMEWORK, SOMEBODY IS DOING THIS AND SOMEONE ELSE IS DOING THIS AND THAT PEOPLE ARE CONFUSED.

AND I THINK THAT'S BEEN PART OF THE PROBLEM THAT WE'VE SEEN IN OUR FINDINGS IS THAT THERE NEEDS TO BE A COMMON FRAMEWORK OUT OF WHICH EVERYONE IS OPERATING THEATER AND CONCISE ABOUT WHAT PEOPLE NEED TO REALIZE.

IT BEGAN TO WORK, TO UNDO RACISM.

AND I, I LIKE TO CHIEF AND THE ASSISTANT CHIEFS FOR THEIR RESPONSE.

AND NOW THIS WORKSHOP THAT WE DID, AND TO TELL YOU THAT THEY CAME OUT WITH SOME STRATEGIES, UH, IN A SESSION THAT WE DID FOLLOW IN THE WORKSHOPS.

AND SO THEY TOO CAME OUT WITH A LIFT LIST OF STRATEGIES THAT VERY MUCH MIRROR, THE QUICK WINS THAT WE CAME UP WITH, ALL OF THOSE ARE, UH, DEFINED WITHIN THAT MODEL AND THAT FRAMEWORK THAT WE HAVE PUT FORWARD.

AND SO WE THINK THAT THAT'S THE BEST OPPORTUNITY TO, AGAIN, TO REALIZE SOME CHANGE AS WE HAVEN'T SEEN THE KIND OF CHANGE THAT I BELIEVE THE LEADERSHIP WANTS TO SEE, BECAUSE WE HAVEN'T HAD A FRAMEWORK THAT OPERATES IN A WAY THAT MOVES.

UM, I HAVE ANOTHER QUESTION.

UM, THE TOP RECOMMENDATION IS TO WIDELY CIRCULATE, CIRCULATE THIS REPORT WITHIN THE AGENCY TO OPEN UP THE INTERNAL COMMUNICATION.

UH, I KNOW THE MISTAKES IS MAKING A COMMITMENT.

HAS THAT BEEN DONE INTERNAL TO ABD, CHEESECAKE THE REPORT ITSELF, HANKS GOING OUT CURRENTLY TRYING TO SET UP LIFTING SESSIONS TO TALK TO DIFFERENT GROUPS, SUCH AS TPO AND OTHERS, UH, IN REFERENCE TO THE ASSOCIATIONS, WE, WE HELD

[00:40:01]

FOUR MEETINGS WITH THE TPLF, WHICH IS THE AFRICAN-AMERICAN ASSOCIATION.

WE ACTUALLY LEARNED A LOT FROM THOSE MEETINGS AND ACTUALLY HAVE SEVERAL ACTION ITEMS THAT WE ARE WORKING WITH THOSE BOARDS TO ADDRESS THOSE THINGS THAT WE'VE LEARNED IN THOSE MEETINGS.

SO WE ARE GETTING FEEDBACK FROM OUR EMPLOYEES AND WE ARE ACTIVELY TRYING TO FOLLOW UP ON THOSE RECOMMENDATIONS THAT THEY'RE MAKING THE RECOMMENDATION WAS MADE, UH, IN THE VEIN OF US SUPPORTING THE LEADERSHIP IN MESSAGING.

THIS, WE HAVE NOT BEEN TRAINED TO LEAD SOME CONVERSATIONS ON RACE.

IT WAS NOT HAVE WE BEEN LAID, TRYING TO LEAVE WORK, YOU KNOW, TO JUST BE ABLE TO DO IT.

AND SO I'M, MY RECOMMENDATIONS WERE ACTUALLY BASED ON CONTINUING TO SUPPORT THE LEADERSHIP MESSAGE TO SEND THE RIGHT WAY, YOU OUT TO YOUR ORGANIZATION AND TO SUPPORT THEM IN MESSAGING THEIR COMMUNITY.

OTHERWISE IT, YOU KNOW, IT'S LIKE IT BECOMES FRAGMENTED WHEN PEOPLE WHO MEAN, WELL, GO OUT AND WANT TO DO IT ON THEIR OWN, BUT WITHOUT THE SUPPORT AND YOU DON'T GET THE OUTCOMES THAT YOU WANT.

AND SO AGAIN, YOU KNOW, SO SOME OTHER EXPERT AROUND RACIAL EQUITY SHOULD BE SUPPORT SO THAT THIS TIME COMMITMENTS ARE MADE, WE MAY SEE THE DATA BEGIN TO CHANGE.

GREAT.

WE'VE GOT ABOUT FOUR MORE MINUTES.

DO WE HAVE ANOTHER, ANY OTHER QUESTIONS? SO THE COMMISSION GOING SHARE WITH YOU IN THOSE FOUR MINUTES, A FEW OF THE COMMENTS FROM A WORKSHOP ABSOLUTELY ADVANCE THE, UH, THE SLIDES TO WHAT PAGE WENDY, YOU CAN ADVANCE THE SLIDES TO, UM, PAGE 21.

NOW THOSE ARE THE RECOMMENDATIONS.

I WANT SOME OF THEIR RESPONSES TO THE WORKSHOP.

KEEP GOING, KEEP GOING.

33, PAGE 33.

YEAH, RIGHT THERE.

THAT'S GOOD.

GO AHEAD, WENDY.

YOU CAN SHARE THOSE.

I GO BACK ONE SLIDE.

THERE ARE A COUPLE ON THE, ON THE PREVIOUS SLIDE THAT I THINK WOULD BE IMPORTANT FOR YOU TO HEAR.

AGAIN, THESE ARE, ARE EXCERPTED FROM THE FULL REPORT, UH, PART OF A PENDENCY, UH, AND YOU CAN SEE THAT SOME OF THE FEEDBACK WE HEARD ABOUT Y UNDO HELPED US TO UNDERSTAND HOW THE TEAM WAS THINKING VERY DEEPLY ABOUT GETTING TO THE ROOT CAUSE, UNDERSTANDING IT BETTER.

UH, MAYBE I HAD BLINDERS ON, BUT I DIDN'T FEEL LIKE I WAS WORKING IN A RACIST ORGANIZATIONS, HEARING COMMENTS OVER THE LAST 12 MONTHS HAVE BEEN DISHEARTENING THAT THEY CAME IN VULNERABLE, WILLING TO HAVE CONVERSATIONS ABOUT RACE.

UH, THE NEXT SLIDE, I'LL JUST MOVE THROUGH THESE QUICKLY.

JOYCE, YOU WANT TO CLOSE WITH, UH, IT'S OUR RESPONSIBILITY TO CARRY OUT POLICIES AND PROCEDURES THAT ARE FAIR TO EVERYONE.

UH, I'VE SEEN PEOPLE'S SELF-ESTEEM AND CAREERS RUINED BECAUSE OF RACISM.

SO THERE IS SOME AWARENESS OF IT, EVEN IF WE DIDN'T, WE DIDN'T SEE IT IN TOTAL NUMBERS IN, UH, THE SURVEY.

UH, IF WE COULD GO THROUGH ANOTHER SLIDE OR TWO, WE ASKED THEM TO KIND OF HELP US TO UNDERSTAND BETTER.

YOU KNOW, WHAT ASPECTS OF THIS PROCESS, UM, WAS MOST HELPFUL IN FOR THEM, NOT JUST IN THE DAILY LIFE, BUT AN BOARD, THE WORK EXPERIENCE.

AND YOU CAN JUST SEE THE RANGE OF FEEDBACK THAT WE GOT.

AND LET ME JUST SAY, THIS IS FEEDBACK THAT WE GOT AT THE END OF THE TRAINING, AND WE DO THIS IMMEDIATELY AT THE END OF THE TRAINING SO THAT WE CAN CAPTURE THAT EXPERIENCE, NOT TAINTED BY, YOU KNOW, MAYBE DISCUSSION, YOU KNOW, OUTSIDE THE REALM OF THE SPACE THAT WE CREATE, UNDERSTANDING AND DISMANTLING, SYSTEMIC RACISM, UNDERSTANDING THE ROLE OF SYSTEMS AND OUTCOMES, AND LOOKING WITH A NEW LANDS THERE CLEARLY WASN'T THIS KIND OF INTUITIVE KNOWLEDGE ABOUT INSTITUTIONAL AND STRUCTURAL RACISM AND HOW IT MANIFESTS IN SYSTEMS. AND WE REALLY SAW PEOPLE GRASP THAT TO MOVE BEYOND INDIVIDUAL ACTS OF MEANNESS AND BIAS AND BIGOTRY TO BEGIN TO THINK AT A SYSTEMS LEVEL.

SO WHAT IS IT THAT THE SYSTEM WAS DOING AND CREATING OF THAT WAS CREATING THE OUTCOMES THAT THEY SAW.

THE NEXT ONE, WAIT, JOYCE, THESE WERE THOSE, UH, PRIORITIES AND OPPORTUNITIES AND MEASURABLE ACTIONS THAT WE PULLED FROM THEIR FEEDBACK IN THE EVALUATION,

[00:45:01]

WHERE THEY TALKED ABOUT WANTING TO DEVELOP AND DELIVER A CONSISTENT MESSAGE.

SOMEONE TALKS ABOUT IT BEING AT THE FRONT DOOR, THAT WHEN PEOPLE ENTER APD, THEY NEED TO HEAR THE MESSAGE ABOUT CREATING THIS ORGANIZATIONAL CULTURE.

THEY, THEY THOUGHT THAT THERE NEEDED TO BE THIS THOROUGH ANALYSIS OF DATA TO ENSURE THE FOCUS WAS ON THE MOST APPROPRIATE AREAS.

THEY TALKED ABOUT CADETS, BOTH THE CADETS AND THOSE WHO HAVE BEEN IN DEPARTMENT FOR YEARS ENSURE POLICING IS HANDLED BY THE LEAST INTRUSIVE MEANS.

SO VERY DEEP THINKING HERE ABOUT ENGAGING COMMUNITY MEMBERS AND MAKING SURE THAT THERE WAS ANSWER REACHES A LANGUAGE IN THE APD CORE VALUES AND PRINCIPLES TO HELP STRENGTHEN THE MISSION AND VISION.

AND THESE WERE THEIR VARIOUS WERE THEIR THOUGHTS IN A STRATEGY SESSION.

THEY WERE VERY OPEN AND VULNERABLE AND WILLING, AND IT WAS REALLY AMAZING.

BUT I WOULD EXPERIENCE TELLS US THAT THIS IS NOT SUSTAINED WITHOUT ONGOING LEADERSHIP DEVELOPMENT TO CONTINUE TO BUILD THE CAPACITY, TO HAVE THE LENS AND THE CONSCIOUSNESS, TO SEE RACISM AND TO PUT THE RIGHT STRATEGIES IN PLACE TO ADDRESS THEM.

BUT THERE WAS AN OPENNESS AND A READINESS AND EAGERNESS, AND THEY CAME UP WITH THESE IDEAS.

FANTASTIC.

WELL, YOU KNOW, I HATE TO STOP THIS CONVERSATION BECAUSE WE CAN TALK ABOUT THIS FOR THE WHOLE MEETING, PROBABLY FOR THE NEXT SESSION.

THANK YOU SO MUCH.

UH, MS. JAMES, DR.

BAUMAN, MS. HILL.

THANK YOU SO MUCH FOR, UH, JOINING US AGAIN, GIVING US AN OPPORTUNITY TO ASK MORE QUESTIONS.

UM, THIS IS NOT SOMETHING WE'RE GOING TO LET FALL BY THE WAYSIDE.

WE WILL CONTINUE TO FOLLOW UP.

THANK YOU SO MUCH FOR YOUR TIME.

I APPRECIATE IT.

THANK YOU SO MUCH.

ALL RIGHT, MOVING ON TO OUR NEXT BUSINESS.

WE HAVE, UH, OUR FOLLOW-UP ACTION ITEM THAT WE HAVE TABLED LAST TIME ON THE RACIAL PROFILING REPORTS.

UM, WE HAVE A RECOMMENDATION ON FROM, UH, COMMISSIONER BURNER.

UH, CHRISTIAN, DO YOU WANT TO TAKE A SECOND TO GO OVER WHAT YOU ASSESSED US AND WHAT WE POSTED VIA EMAIL ON YOUR RECOMMENDATION THAT YOU HAVE DRAFTED? SURE.

LET ME TAKE A QUICK LOOK AT IT.

UM, ON MY MULTIPLE SCREENS, WHICH IS CONFUSING ME.

UM, SO, UH, WHAT IT BASICALLY SAYS IS THAT APD HAS COLLECTING RACIAL PROFILING DATA SINCE 2001.

UM, THROUGHOUT THAT WHOLE TIME, THE DATA HAS CONSISTENTLY SHOWN THAT, UH, BLACK AND AFRICAN-AMERICAN DRIVERS IN AUSTIN ARE SIGNIFICANTLY MORE LIKELY TO BE SEARCHED BY APD AT A VEHICLE STOP THAN WHITE AND CAUCASIAN DRIVERS, AND SIGNIFICANTLY MORE LIKELY TO BE ARRESTED.

THE 2019 DATA IN PARTICULAR SAYS THAT BLACK AFRICAN-AMERICAN DRIVERS ARE THREE TIMES MORE LIKELY TO BE SEARCHED AND APPROXIMATELY THREE TIMES MORE LIKELY TO BE ARRESTED THAN WHITE CAUCASIAN DRIVERS.

UM, AND THAT IT ALSO SPECIFICALLY POINTS OUT THAT 58% OF THE TOTAL SEARCHES OF, UM, BLACK AND AFRICAN-AMERICAN DRIVERS, UM, WERE HIGH DISCRETION SEARCHES, WHICH MEANS THAT, UH, THE POLICE DIDN'T HAVE TO DO THOSE SEARCHES.

UM, AND, AND IN COMPARISON OF THE TOTAL SEARCHES OF WHITE AND CAUCASIAN DRIVERS, UM, 34% WERE I, UH, DISCRETION SEARCHES.

UM, AND WE'RE, IT WAS A VERY MUCH SMALLER AMOUNT OF THE TOTAL SWITCHES FOR ACTUALLY CAUCASIANS SEARCHED A LOT LESS, UM, IN GENERAL, LIKE THE NUMBERS ARE JUST A LOT SMALLER.

GOTCHA.

UM, SO THE BASIC RECOMMENDATION IS THAT, UM, THE POLICE STOP REFERRING CASES.

IF THEY DO A HIGH DISCRETION SEARCH THAT THEY JUST DON'T REFER IT TO THE DISTRICT ATTORNEY.

UM, BUT THEN THE RECOMMENDATION GOES ON AND I DON'T KNOW IF FOLKS THINK THIS IS SILLY, UM, BUT TO BASICALLY DEFINE HIGH DISCRETION SEARCHES, TO INCLUDE CONSENT SEARCHES AND SEARCHES CONDUCTED BECAUSE AN OFFICER BASICALLY SMELLED SOMETHING SUSPICIOUS, UM, BECAUSE WE'RE, WE'VE DECRIMINALIZED MARIJUANA, OR WE'RE NOT, I'M NOT ARRESTING PEOPLE FOR A SMALL AMOUNTS OF MARIJUANA IN AUSTIN.

SO IT DOESN'T MAKE SENSE TO DO A SEARCH BASED ON SOMETHING SMELLING LIKE MARIJUANA.

AND THEN SECONDARILY OFFICER'S JUST STOP TAKING HIGH DISCRETION SEARCHES IN THE CITY OF AUSTIN, UH, THAT WE'RE JUST NOT GOING TO DO THAT ANYMORE BECAUSE THEY'RE ALWAYS SEARCHES FOR SMALL AMOUNTS OF DRUGS.

THAT'S WHAT THOSE SEARCHES ARE.

SO LET'S OPEN IT UP FOR DISCUSSION.

SO WE HAVE A POSSIBILITY TO, UH, TO VOTE ON THE RECOMMENDATION THAT, UH, MR. BERNARD HAS IN FRONT OF US.

IT'S BEEN SECONDED BY COMMISSIONER WEBBER.

UH, I'D LIKE TO OPEN IT UP TO DISCUSSION

[00:50:02]

QUESTIONS, UH, COMMISSIONER SIERRA ANABOLIC, PLEASE.

I WANTED TO GET SOME CLARIFICATION ON HOW HIGH DISCRETION SEARCH IS BEING DEFINED WITHIN THE CONTEXT OF THE APD STOP DATA.

BASED OFF OF THE LAST MEETING, I BELIEVE THERE WAS SOME CLARIFICATION FROM CHIEF GAY THAT HIGH DISCRETION WAS NOT EXCLUSIVELY.

THESE REASONABLE SUSPICION SEARCHES, AND I BELIEVE COMMISSIONER BERNHARD IS REFERRING TO IT.

IN FACT, INCLUDES CONSENT SEARCHES.

IT MIGHT EVEN INCLUDE PLAIN VIEW SEARCHES.

SO THE CHARACTERIZATION HERE THAT HIGH DISCRETION SEARCHES ARE SEARCHES, WHICH QUOTE DIDN'T HAVE AN OFFICER DIDN'T HAVE TO DO.

IT DOESN'T SOUND ACCURATE.

AND I WOULD LIKE CLARIFICATION FROM SOMEONE WHO KNOWS THE FORMAL DEFINITION OF HIGHTEST QUESTION SEARCH, UM, AND SHE'S GAY CAN HELP HER.

MY UNDERSTANDING IS THAT FOR THE DATA THAT THE, UM, AUTHOR OF, UH, THE OFFICE OF POLICE OVERSIGHT COLLECTED, THEY USED A DEFINITION OF HIGH DISCRETION SEARCHES THAT THE POLICE DON'T USE.

UM, AND THAT DEFINITION INCLUDED, UM, PLAIN VIEW SEARCHES IN HIGH DISCRETION SEARCHES.

THE POLICE DON'T CONSIDER PLAIN VIEW SEARCHES TO BE HIGH DISCRETION SEARCHES.

UM, I THINK IF THE POLICE SEE SOMETHING IN PLAIN VIEW, UH, THEY'RE GONNA TAKE ACCOUNT OF IT IN EVERY CASE.

THAT'S NOT A SITUATION WHERE THEY EXERCISE A LOT OF DISCRETION.

UM, IF I'M MISUNDERSTANDING THAT THEN CHIEF GATES SHOULD DEFINITELY SPEAK.

UM, BUT YEAH, NO, I THINK YOU HAVE IT, UH, THAT WAS PRETTY CORRECT.

I DO HAVE DR.

ON THE LINE IN CASE ANYONE WANTS TO GET, UH, HIS TAKE.

HE ACTUALLY WORKED WITH OPO IN THE INNOVATIONS OFFICE ON THE PARTICULAR REPORT AND, UM, CAN PROVIDE ADDITIONAL INFORMATION IF, IF, IF ANYONE HAS IT.

SO, UM, THIS IS, UH, JONATHAN, DR.

CREAGAN, UM, AS FAR AS THE OPO REPORT GOES, THEY USE TWO DIFFERENT CATEGORIZATIONS CATEGORIZATION CALLED LOW DISCRETION AND HIGH DISCRETION.

UM, THAT CHARACTERIZATION HAS COME OUT OF SORT OF ACADEMIC LITERATURE ON POLICING.

UM, AND YET THERE IS NO CONSENSUS AGREEMENT AS TO WHAT IS LOW AND HIGH SEARCH AND, AND, UH, HIGH DISCRETION.

AND IN FACT, IN DIFFERENT JURISDICTIONS, THESE CATEGORIES WOULD BE DIFFERENT.

UM, THEY WOULD ACTUALLY UP IN A DIFFERENT LIGHT HOW HIGH OR LOW, UH, BASED UPON STATE LAW, BASED ON LOCAL ORDINANCES AND POLICIES AND PROCEDURES.

UM, THE RATIONALE THAT WAS USED BY, BY THE AUTHORS OF THE REPORT WAS ADOPTING A SERIES OF DEFINITIONS THAT WERE MADE, THAT WERE USED BY THE URBAN INSTITUTE.

UM, AND THEY ARE PROBLEMATIC IN THAT HIGH DISCRETION IN THIS REPORT INCLUDES PROBABLE CAUSE IT INCLUDES CONSENT.

IT INCLUDES, UH, PLAIN EVIDENCE AND FRISK PERSONALITY.

AND SO THERE, THERE ARE ELEMENTS IN THAT THAT ARE PROBLEMATIC IN PARTICULAR.

UM, I DID WORK WITH LEGAL ON THIS A LITTLE BIT ABOUT WHETHER OR NOT UNDER STATE LAW PLAIN VIEW IS, OR IS NOT DISCRETIONARY.

AND IT'S CLOSING OUT A LEGAL AS IT IS.

ABSOLUTELY NOT WHAT THE GOVERNING, UH, LEGALITY OF IT IS GUIDED BY A STATEMENT THAT SAYS AN OFFICER SHALL NOT THAT AN OFFICER MAY.

AND SO THAT PARTICULAR CATEGORY IS ABSOLUTELY NOT HIGH DISCRETION.

UM, THE FIRST SAFETY IS BECAUSE INCLUDED IN THIS TO GENERATE THESE RATIOS IS A DIFFERENT MATTER BECAUSE IT HAS A FRISK FOR SAFETY OR A TERRI IS FUNDAMENTALLY DIFFERENT THAN A SEARCH FOR EVIDENCE.

SO WE WE'VE DONE SOME INTERNAL ANALYSIS TO TRY TO UNDERSTAND, AND THERE ARE WAYS TO GET AT WHETHER OR NOT CHRIS FOR SAFETY ARE ACTUALLY BEING DONE IN A WAY THAT MIGHT CAUSE, CAUSE FOR CONCERN, THAT THEY'RE BEING MISUSED.

AS THAT WE HAVE DONE SOME INTERNAL ANALYSIS ON THAT.

WE ARE WORKING FURTHER WITH THAT.

NOW THE OTHER TWO CATEGORIES THERE ARE CONSENT, UM, AND PROBABLE CAUSE.

AND SO CONSENT IS IMPORTANT.

UNDERSTANDING AUSTIN CONTEXT AND HAD ABOUT 10 YEARS AGO, YOU'D HAVE SEVEN TO 800, YOU KNOW, SEVEN TO 800 CONSENT SEARCHES PER YOU IN THE 2000 TO 2010 CATEGORY.

AND CONSISTENTLY OVER THE LAST 10 YEARS, THIS NUMBER HAS GONE DOWN A YEARLY.

AND SO AS REPORTED IN THE, UH, AS REPORTED IN THE, UM, UH, I'VE HEARD ONE OF THE REPORT, UH, THAT, THAT POLICE DEPARTMENT HAD PRODUCED STARTING IN ABOUT 2014, THAT STARTS TO GO DOWN TO ABOUT 400.

I CAN TELL YOU THAT BY THESE DATA, THERE ARE ONLY 30 ACTUAL CONSENT SEARCHES IN THIS ENTIRE DATA SET.

SO THERE ARE SOME CHALLENGES HERE WITH AGGREGATING CATEGORIES TOGETHER.

THERE WERE SOME CHALLENGES WITH, UH, IN THIS REPORT ABOUT PRESENTING, UH, PERCENTAGES WITHOUT THINKING ABOUT BASE RATES.

AND SO, AND THEN, UH, SHE COULD SPEAK TO THIS IS THAT THERE'S ACTUALLY

[00:55:01]

A PROCEDURE IN PLACE WITH CONSENT SEARCHES, UM, TO PROVIDE A SUBSTANTIAL AMOUNT OF, OF, UM, DEFAULT TO NOT CONDUCTING THE SEARCH.

RIGHT.

AND SO IT'S, IT'S ACTUALLY CHALLENGING FROM AN OFFICER TO AN APD TO ENGAGE IN CONSENSUS.

SO THE OTHER CATEGORIES THAT YOU HAVE THERE LEFT IS PROBABLE CAUSE IT'S NOT REASONABLE SUSPICION AS ILLEGAL IT'S PROBABLE CAUSE.

AND SO, UM, AND SO WE CAN REVISIT THE DIFFERENT LEVELS OF, UH, THE DIFFERENT LEVELS OF LEGAL JUSTIFICATION FOR SEARCHES, UM, PROBABLE CAUSE IS THE HIGHER STANDARD.

UM, SO THAT'S SOMETHING THAT YOU'D WANT TO THINK ABOUT AS WELL.

SO AT A MINIMUM, I WOULD RECOMMEND IT IF YOU WANT TO PURSUE THE IDEA THAT THERE SHOULD BE SOME CATEGORIES, THINGS THAT MIGHT NOT BE REFERRED TO THE DISTRICT ATTORNEY, I WOULD ABSOLUTELY ADVISE AGAINST THAT, OF USING HIGH AND LOW DISCRETION.

UM, I ALSO THINK THAT IF YOU WANTED TO DO THAT, I THINK THAT ADDITIONAL ANALYSIS WOULD REALLY BE IMPORTANT AND THAT YOU'RE GETTING TO UNDERSTAND NOT JUST THE LEGAL JUSTIFICATION FOR THE SEARCH, BUT WHAT DOES IT ACTUALLY, UH, RESULTING IN? SO GENERALLY SPEAKING, WHEN THIS IS LOOKED AT FROM A LEGAL SPERM ANALYSIS TO SUPPORT A LEGAL UNDERSTANDING, UM, WHAT LOOK AT IS ACTUALLY, WHAT ARE THE RATES, BUT WHAT ARE THE RATES OF IT'S REFERRED TO IN LEGAL DOCTRINE AS PRODUCTIVITY? UM, BUT WHAT IS IT ACTUALLY THAT IS BEING FOUND VIA THESE SEARCHES AND AT WHAT RANGE WE'RE FINDING GENERALLY SPEAKING, UM, ARE NOT LEGALLY TO BE, UM, TO BE, UH, AN IMPLICATE OR THEY'RE NOT TO BE BIASED AGAINST ANY PARTICULAR GROUP.

IF THE RATES BETWEEN GROUPS ARE DIFFERENT, IF THE RATES OF FINDING OF EVIDENCE AND PARTICULARLY MIGHT BE TALKING ABOUT THINGS HERE LIKE WEAPONS AND WHATNOT, WE'RE LOOKING INTO THAT VERY SUBSTANTIAL DETAILS SINCE THAT'S OBVIOUSLY A VERY IMPORTANT CATEGORY, UM, WHEN THOSE RATES ARE SETTLED AND I CAN, WE WORK THROUGH THE, UH, AUSTIN REPORT THROUGH THAT SAME DATA HERE SO THAT WE CAN UNDERSTAND AND REPORT, UM, ON WHAT ARE THESE THINGS, WHAT ARE THEY FINDING AND AT WHAT RATES, UM, AND WE DO SEE, UH, WE DO SEE, ALTHOUGH WE SEE SUBSTANTIAL DIFFERENCES IN THE PERCENT OF STOPS THAT ARE PROBABLE CAUSE, UM, WE LOOK AT THE ACTUAL STOCKS THAT WOULD RESULT IN ARRESTS VERSUS STOCKS THAT RESULT IN FINDING THE CERTAIN KINDS OF EVIDENCE WHEN WE SEE THOSE TWO, THESE MUCH MORE BALANCED, RIGHT? SO WE DON'T SEE SUBSTANTIAL DIFFERENCES IN TERMS OF PROBABLE CAUSE SEARCH RESULTING IN AN ARREST.

UM, IN FACT, THE HIGHEST LIKELIHOOD OF A PROBABLE CAUSE SEARCH IS COMMUNAL CUSTODY AMONG IS AMONG WHITE MOTORISTS, WHICH ARE ARRESTED BASED UPON PROBABLE CAUSE.

SEARCH IS ABOUT 64%.

WHEN WE LOOK AT BLACK AND HISPANIC MOTORISTS, 54 OR 56% AND ASIAN MOTHERS, DOC, DR.

, THANK YOU FOR ALL THAT INFORMATION, BUT THIS IS NOT SOMETHING THAT'S IN FRONT OF US.

SO I KNOW I'M PUTTING A LOT OF THINGS IN FRONT OF US THAT WE HAVE NOT BEEN ABLE TO SEE AND LOOK AT, AND THIS IS SEEMS COUNTERINTUITIVE AND COUNTER PRODUCTIVE TO WHAT WE'VE GOTTEN FROM THE OPO.

SO WE NEED TO STAY FOCUSED AND MAKE SURE THAT WE HAVE THE RIGHT INFORMATION AND THAT WE'RE PUTTING THEM INTO OUR RECOMMENDATIONS.

UM, COMMISSIONER SARAH, UH, REBOLLO IN ANOTHER WE'RE RUNNING SHORT.

NO, YEAH, THANK YOU.

SO THIS, THIS, THIS BRINGS ME TO WHAT I WAS ACTUALLY CONCERNED ABOUT WITH THE BOOK, WITH THE LANGUAGE THAT WAS PUT FORTH IN THE RECOMMENDATION.

UM, MY ASSUMPTION IS, AND I, IT HAS BEEN CONFIRMED THAT THESE CATEGORIES OF HIGH AND LOW DISCRETION ARE OVERLY BROAD AND I BELIEVE THE LANGUAGE WAS THAT ALL CONTRABAND, ANY CONTRABAND THAT WAS FOUND WOULD NOT BE RECOMMENDED TO THE DISTRICT ATTORNEY.

UM, I'M NOT SURE OF THE PROPER PROTOCOL HERE, IF THE GOAL IS TO KEEP IN LINE WITH RECENT CHANGES IN AUSTIN LAW IN PRACTICE TO NOT CRIMINALIZE THE POSSESSION OF SMALL AMOUNTS OF NARCOTICS, SUCH AS MARIJUANA, SMALL AMOUNTS OF OTHER KINDS OF NARCOTICS.

AND I THINK THE RECOMMENDATION SHOULD HAVE A LANGUAGE EDITED TO SPECIFICALLY THINKING ABOUT NARCOTICS, UH, TO BE ABOUT THESE THINGS.

CURRENTLY, I BELIEVE IT TO BE A VERY OVERLY BROAD RECOMMENDATION.

UM, AS FAR AS I CAN TELL IT WOULD MEAN THAT ANY CONTRABAND, WHETHER THAT BE WEAPONS, WHETHER THAT BE LARGE AMOUNTS OF NARCOTICS, VARIOUS KINDS OF ALSO BE INCLUDED IN CHARTERS THAT WOULD NOT BE RECOMMENDED TO THE DA.

I DON'T THINK THAT THAT IS THE INTENTION.

UM, THAT WOULD BE A RECOMMENDATION THAT I WOULD PUT FORWARD TO THE COMMISSION.

HOW DO YOU FEEL ABOUT THAT EDIT TO THE, TO THE RECOMMENDATION? I MEAN, I'M, I'M NOT SURE.

I THINK THAT, UH, IN REALITY, IN BOTH CONSENT SEARCHES AND PROBABLE CAUSE SEARCHES THAT ARE TRIGGERED BY, UH, SMELLING SOMETHING FUNKY IN THE CAR, THE VAST MAJORITY OF THE CONTRABAND IS NARCOTICS.

UM, I THINK YOU'RE RIGHT THAT OCCASIONALLY WE'RE GOING TO TALK ABOUT A CONSENT SEARCH THAT COMES UP WITH AN ILLEGAL WEAPON.

UM, I'M, UM, I'M NOT REALLY THAT CONCERNED ABOUT IT.

MY MOTIVATION WAS BASICALLY TO CREATE AN INCENTIVE FOR THE POLICE TO STOP RACIAL PROFILING, THAT IF THEY COULD BEHAVE AND

[01:00:01]

NOT RACIALLY PROFILE, THEN THEY GET THEIR POWER TO SEARCH BACK.

UM, BECAUSE SINCE 2001, I MEAN, WE HAVE A 20 YEAR RECORD OF THE POLICE DEPARTMENT TARGETING AFRICAN-AMERICANS AT A RATE THREE TIMES THE CAUCASIAN POPULATION AND NOTHING HAS CHANGED.

UM, AND I, UM, I'M, I'M WILLING TO LET A HANDFUL OF CASES GO BECAUSE THE POLICE ARE NOT BEHAVING APPROPRIATELY AND THEY SHOULD, THERE SHOULD BE SOME ACCOUNTABILITY.

UM, IF TO GET THIS PROPOSAL PASSED, WE NEED TO NARROW IT.

UM, I'M OKAY WITH THAT BECAUSE I THINK THE POLICE REALLY CARE ABOUT ARRESTING PEOPLE FOR SMALL AMOUNTS OF NARCOTICS, EVEN THOUGH IT'S RIDICULOUS AND, AND DOES NOT SERVE A PUBLIC SAFETY PURPOSE.

SO, UM, SO, SO WE CAN PUT IT BACK ON THE TABLE, UNLESS THERE'S ANY OTHER DISCUSSION, I DON'T KNOW WHERE OTHER FOLKS ARE ADDING, IF THEY FEEL STRONGLY ABOUT THE GUN ISSUE.

UM, YEAH, THAT'S, THAT'S WHAT I WOULD LOVE TO GET.

IT'S LIKE, IF SOMEONE FEELS STRONGLY, IF SOMEONE HAS QUESTIONS, I'LL JUST MAKE A COMMENT REAL QUICK.

I MEAN, I, I WE'RE IS GOING WITH THIS ABOUT, YOU KNOW, LAYING THIS OUT TO GET THE POINT ACROSS.

UM, I ALSO WORRY A LITTLE BIT THAT, YOU KNOW, CURE THE OTHER SIDE WHERE, YOU KNOW, THIS IS SO GENERAL, WILL IT EVEN HAVE ANY EFFECTS? YOU KNOW, WE SEND SOMETHING AS GENERAL COUNSEL WE MAKE JUST GO RIGHT THROUGH THERE AND THEY MAY NOT DO ANYTHING.

AND SO I'M KIND OF ON THE FENCE, BUT I JUST WANT TO THROW THAT OUT THERE THAT MAYBE BY MAKING IT MORE SPECIFIC, IT WOULD STICK WELL, EVEN THOUGH I UNDERSTAND THAT THE BIGGER POINT IS MADE BY KEEPING IT GENERAL.

SO LET ME KNOW, UM, QUICK, QUICK PAUSE.

I'LL, I'LL GIVE, UH, I'LL GIVE HIM A TIME BACK UP THERE.

SHE IS COMMISSIONER .

THANK YOU GUYS FOR BRINGING HER UP.

WONDERFUL, UH, COMMISSIONER LONDON, YOU HAD SOMETHING ELSE.

UM, JUST, I, I TOTALLY SUPPORT THE SPIRIT OF TRYING TO FIGURE OUT HOW TO, UM, MATCH THE, THERE NEEDS TO BE MORE EQUITY IN THERE WITH REGARDS TO RACIAL PROFILING.

LIKE IT NEEDS TO GO AWAY IN ORDER BEFORE WE CAN START.

SO I, I GET THE SPIRIT OF IT, BUT DEFINITELY THE LANGUAGE IS FEELING A LITTLE BROAD AND I, MYSELF DON'T FEEL, UM, EQUIPPED TO PARSE THE LANGUAGE RIGHT AT THE SECOND MUTED.

WE CAN'T CARE.

OKAY.

SORRY ABOUT THAT.

WE CAN VOTE TO, UM, IF, IF, UH, COMMISSIONER VERMONT AND COMMISSIONER WEBER, WHO ARE THE AUTHORS OF THIS, UM, RESOLUTION RECOMMENDATION, IF THEY AGREE, WE CAN VOTE, AGREE TO GET THEM TO, UH, WITH THOSE, UH, NARROWING DOWN.

AND THEN WE CAN, UM, I BELIEVE IS WHAT, AND IF YOU, IF YOU DON'T SUPPORT IT, EVEN WITH THE LIMITATIONS, YOU DON'T HAVE TO VOTE FOR IT, OBVIOUSLY.

ALL RIGHT.

ANY OTHER QUESTIONS, COMMENTS, DISCUSSION, BEFORE WE TAKE A VOTE.

ALL RIGHT.

UH, WE ARE OPENING TO VOTE FOR THE RECOMMENDATION, UH, FROM, UH, COMMISSIONER .

UH, DID YOU, I APOLOGIZE.

DID YOU AGREE TO NARROW THE, UH, LANGUAGE COMMISSIONER? OKAY.

YOU WERE ON MUTE.

I'M SORRY.

SORRY.

UM, WE CAN NARROW THE LANGUAGE TO SEARCHES THAT RESULT IN, UM, CONTRABAND.

THAT IS, UH, NARCOTICS.

OKAY.

SO THE LANGUAGE WILL BE EDITED TO SAY, UH, SEARCHES WHERE THAT RESULT IN .

THAT IS A NARCOTIC.

IS THAT, IS THAT, IS THAT OKAY WITH EVERYBODY? SO I THOUGHT, SO THE CLARIFICATION WAS THAT IS THE, THAT IS THE OUTCOME.

SO THOSE CHARTERS HAVE NOT TO REPORT TO THE DA, I BELIEVE IS WHAT IT'S CAUSE WHAT'S HAPPENING.

THAT MEANS THAT I THINK THE LANGUAGE CAN STAY ABOUT THIS VERY DICEY, REASONABLE SUSPICION ABOUT SMELLING IS, IS ALL WELL AND GOOD.

I COMPLETELY AGREE.

THAT'S A THAT'S ANY ONE THAT'S ONE OF ANY NUMBER OF OFFICERS CAN SAY TO, TO ENABLE A THEN LEGAL STOP.

UM, WHAT IS THE LANGUAGE AROUND? WHAT KIND OF STOPS ARE, SAY WHAT KINDS OF SEARCHES? UM, IF WE'RE KEEPING WITH THE OPO DEFINITION THAT HIGH DISCRETION ENCOMPASSES BASICALLY ALMOST EVERY KIND OF SEARCH THAT YOU CAN