Mar 02, 2021 City Council Work Session

AND THEN MAYOR, YOU HAD THE PLANNING COMMISSION APPOINTMENTS AS WELL ON THIS, RIGHT? THAT'S RIGHT.

[D1. Discussion of Planning Commission appointments. (Mayor Adler).]

THANK YOU FOR THAT.

UM, AND LET'S DO THAT, UH, REAL, REAL QUICKLY HERE, UM, IS, I DON'T KNOW IF STAFF IS, IS, IS PRESENT ON THAT ISSUE COMPLAINTS, AS YOU WILL RECALL, UM, ON THE PLANNING COMMISSION, UH, ITEM, UH, THERE WAS SOME QUESTION ABOUT WHETHER OR NOT THERE WERE MORE THAN THE ALLOWED FOR PEOPLE THAT HAD THE REQUISITE TIES TO A REAL ESTATE, UH, THAT LED TO A DISCUSSION THAT WAS BROADER, UH, IN TERMS OF, UH, HOW, HOW WE EMPLOYED, UH, PLANNING COMMISSION MEMBERS AND HOW WE GIVE EVERYONE EQUAL ACCESS TO THOSE POTENTIAL FOUR SPOTS.

UM, WE ALSO WANTED TO TALK ABOUT HOW WE MAINTAIN DIVERSITY ON THAT SOVEREIGN BOARD SO THAT WE HAVE, UM, A REPRESENTATIVE POINTS OF VIEW FROM, UH, FROM ACROSS THE CITY.

SO WE INFORMALLY ADOPTED A POLICY THAT SAID BEFORE ANYBODY MADE ANY APPOINTMENTS, UH, NEW PEOPLE, THEY WOULD CIRCULATE THEIR RESUMES AT LEAST 10 DAYS AHEAD OF TIME.

UH, WE ALSO, UH, PASS TO SOMETHING THAT SAID WHEN WE

[00:05:01]

FIRST GOT TOGETHER, UH, WE WOULD, WE WOULD BEGIN TO TALK ABOUT HOW WE DO THE PLANNING COMMISSION, UH, APPOINTMENTS, UM, UH, TO MAKE SURE THAT WE WERE ALL RECONCILED.

WE HAVE PEOPLE THAT HAVE STARTED TO MAKE PLANNING COMMISSION APPOINTMENTS.

WE HAD A CAST MEMBER POOL LAST WEEK.

AND AS WE TALKED ABOUT LAST WEEK, UH, HER APPOINTMENT WAS NOT ONE THAT IMPACTED THAT, UH, UH, LIMITATION ON FOUR.

I THINK THE STAFF HAS WORKED UP A PRESENTATION.

THEY CAN TALK TO US ABOUT TERMS, UH, BECAUSE I THINK THAT WAS A QUESTION THAT WAS COMING UP AND, AND, AND, AND I THINK THAT WOULD BE HELPFUL IN JUST A SECOND, BUT BY WAY OF FURTHER BACKGROUND, THE CLERK HAS GIVEN US KIND OF AN OUTLINE OF WHO IT IS THAT THAT'S ON COUNCIL.

UM, YOU KNOW, FROM, FROM, FROM WHERE I SIT ON THIS AND TRYING TO LOOK AT NAMES, UH, IT APPEARED AS IF, UH, AISD IN A TIGHT, UM, UH, B UH, BOARD OF ADJUSTMENT EX-OFFICIO I WAS DON LIGHTEN BURWELL, UH, DISTRICT NUMBER TAN, UM, UH, WILDS, PATRICIA SEEGER, BUT I GUESS THE WORD WISE IS THAT POTENTIALLY THAT COULD BE GRACE IN COX, UH, APPOINTMENT.

I THINK ALISON, I THINK THERE WAS SOME INDICATION OF THAT, UH, DISTRICT NUMBER NINE WITH, UH, HAVEN'T HEARD ANYTHING ABOUT, UH, PERMANENTE, UM, ALITO MOVING DISTRICT EIGHT, UH, POTENTIALLY WAS CLAIRE HEMPHILL.

I THINK SHE WAS ALREADY EXISTING TODD SHAWN SEVEN IN DISTRICT SIX.

UH, THERE WAS AN INDICATION THAT, UH, GREG ANDERSON MIGHT BE REPLACED WITH, UH, JENNIFER MUCH TALLER.

I THINK THAT RIGHT.

UH, MACKENZIE DISTRICT FIVE WAS ROBERT SCHNEIDER DISTRICT FOR A JOB, PAULA CONNELLY, UH, DISTRICT THREE, JEFFREY THOMPSON DISTRICT TWO, UH, LOOKED LIKE IT MIGHT BE MOVING TO, UH, TO, UH, UH, SALVAGE ROSA PRACTICE POTENTIALLY.

I THINK YOU'RE SHAKING YOUR HEAD YES.

ON THAT.

UH, AND THEN, UH, UH, , UH, EVA FLORES, ALL PEOPLE THAT ARE ON THEIR DAD BEING REAPPOINTED.

I MENTIONED THAT ALL TO SAY THAT BY THAT COUNT, IT LOOKS TO ME LIKE MAYBE TWO OF THEM, IF THAT HAVE A TIE TO REAL ESTATE, UH, CERTAINLY NOT THE FOUR.

AND I THINK THAT, UH, IS, UH, WHAT THE CLARK'S ANSWERS MAY SHOW US.

UH, AND IF THAT IS THE GROUP THAT ACTUALLY COMES FORWARD, UH, IT LOOKS AS IF WE HAVE, UM, UH, FIVE FEMALE EIGHT MALE THAT WE HAVE, UH, HALF OF IT, A WHITE HALF OF A DEAF COLOR WITH THREE HISPANIC OR BLACK, UH, UM, MORE THAN TWO ARE NOT DIRECTLY OR DIRECTLY CONNECTED WITH REAL ESTATE.

AND THE LIKE, UM, SO I THINK WE MAY BE HITTING, UM, PERHAPS THE DIVERSITY ISSUE, NOT RUNNING INTO THE OTHER, OTHER PROBLEM OR THE CHALLENGE THAT WE HAD.

UH, AND THAT'S WHY WE WANTED TO TOUCH BASE COLLECTIVELY AS A, AS A GROUP.

I KNOW THAT STAFF HAS PREPARED SOMETHING AND CAN TALK TO US ABOUT TERMS AND WHEN PEOPLE START AND DON'T, WHICH WE CAN CERTAINLY HEAR FROM, BUT IF OTHER PEOPLE HAD COMMENTS OR THOUGHTS, I JUST WANT GUYS OUT SO THAT PEOPLE PUT YOUR FORWARD WITH, UH, WITH APPOINTMENTS, THEY ARE PRO TIME A MAYOR.

HE DIDN'T MAKE ANY REFERENCE TO THE APPOINTEE FROM THE DISTRICT ONE, JUST OUT OF CURIOSITY, IS IT BECAUSE YOU DON'T HAVE ANY QUESTIONS THERE OR IF I RAN OFF, IF I DIDN'T DO THAT, I HAD ATTACKED COWARD.

I HAD PATRICK HOWARD IS SOMEONE, I THINK THAT HIS NAME.

SO GOT IT.

COUNSEL FOR KITCHEN DISTRICTS.

SORRY, I DIDN'T MEAN TO LEAVE THAT OFF.

FIVE IS A REAPPOINTMENT OF, OR ROB SNYDER AND, UM, NO CONNECTIONS, NO TIES.

CONFLICTS SOUNDS GOOD.

COUNCIL MEMBER, AUTHOR.

UM, SO I AM, EXCUSE ME.

SO I AM PROPOSING TO REAPPOINT, UH, TO, TO A POINT, UM, GRAYSON COX, HIS NAME WAS CIRCULATED TO THE COUNCIL A FEW WEEKS AGO AND WAS INADVERTENTLY LEFT OFF OF THE, UM, APPOINTMENT, THE INITIAL VERSION OF THE APPOINTMENT FORM FOR THURSDAY AND WILL BE ADDED TO THAT.

COMMISSION REQUIREMENTS ARE SET UP IN THE CHARTER, AND THOSE ARE THE ONES THAT, UH, INDICATE THAT THERE ARE 13 MEMBERS, TWO THIRDS OF WHOM MUST BE LAY PEOPLE AS YOU DESCRIBED, NOT RELATED DIRECTLY OR INDIRECTLY TO REAL ESTATE.

COLLEAGUES, DO YOU WANT TO HEAR THE LEGAL PRESENTATION ABOUT, UH, UH, TERMS THAT QUESTION AND YOU WANT TO DO THAT QUICKLY? THANK YOU, MAYOR.

IT'S ACTUALLY JEANETTE, WHO'S GOING TO BE TALKING ABOUT THE TERMS AND I WAS JUST GOING TO DO A TINY INTRODUCTION, WHICH YOU'VE KIND OF HANDLED, UM, WHICH REALLY HAS TO DO WITH THE, UM, THE PLANNING COMMISSION REQUIREMENTS.

THE PLANNING

[00:10:01]

AND, UM, WE, THIS WAS KIND OF HIGHLIGHTED IN 2018 BECAUSE THE CITY WAS SUED OR ARE INDIVIDUAL MEMBERS OF THE PLANNING COMMISSION WERE SUED AND IT WAS CALLED A CO WARRANTY CASE.

MEANING THE LAWSUIT WAS FILED DIRECTLY AGAINST THOSE VOLUNTEER MEMBERS OF THE PLANNING COMMISSION ALLEGING THAT THEY WERE, UM, THEY SHOULDN'T BE ON THERE BECAUSE OF THIS CONFLICT WITH THE CHARTER ON THE NUMBER OF PEOPLE WHO WERE RELATED DIRECTLY OR INDIRECTLY TO, TO REAL ESTATE.

UM, WE, WE REPRESENTED THE INDIVIDUALS ON THE PLANNING COMMISSION.

THOSE MEMBERS, UH, MADE ARGUMENTS AMONG, AMONG THEM, UH, WAS THAT THE COUNCIL HAS DEFERENCE TO DECIDE WHO MEETS THE REQUIREMENTS OF THE CHARTER.

AND, UM, THE PEOPLE IN THE LAWSUIT CHANGED OVER TIME BECAUSE THE MEMBERS OF THE PLANNING COMMISSION CHANGED OVER TIME.

AND ULTIMATELY THE, THE ATTORNEY GENERAL DID DISMISS THE LAWSUIT AFTER WE HAD FILED A MOTION FOR SUMMARY JUDGMENT, ASKING THE COURT TO DO THAT.

AND SO GIVEN THAT THEN IN 2019, YOU ALL STARTED THIS PROCESS, WHICH THE MAYOR HAS JUST DESCRIBED TO REALLY TRY AND LOOK AT THE MEMBERS AS A SLATE TO MAKE SURE THAT WE'RE NOT IN AT BRITONLEE, UM, GETTING IN THE, IN THE MIDST OF A PROBLEM WITH THE CHARTER ABOUT PEOPLE RELATED TO LAND DEVELOPMENT AND REAL ESTATE.

SO THAT'S WHERE WE ARE TODAY.

AS FAR AS THE LITIGATION HAS GONE, UM, THINGS HAVE GONE WELL, AND I THINK JEANETTE WAS GOING TO HAVE A PRESENTATION, UM, ABOUT THE DATE OF THE APPOINTMENTS.

MAYOR, THIS IS JANETTE.

CAN YOU HEAR ME? WE CAN.

HAD INDICATED EARLIER ON THAT I WOULD LIKE TO BE A PART OF THE MOBILITY COMMITTEE AND THAT DIDN'T HAPPEN.

UM, SO YOU ALL SHOULD HAVE RECEIVED A PRESENTATION.

I DON'T KNOW IF YOU WANT US TO GO THROUGH THAT ENTIRE PRESENTATION, OR IF YOU JUST WANT ME TO POINT OUT SOME OF THE HIGHLIGHTS THAT RELATE TO THE TERMS. I THINK THE HIGHLIGHTS RIGHT IN THE TRUNKS, I THINK THE REST OF THE STUFF WE'VE WORKED OUR WAY THROUGH, AND I WANT TO MAKE SURE WE GET DONE WITH THE FIRST EXECUTIVE SESSION ITEM BY 1230, WHICH IS WHEN WE'LL TAKE OUR BREAK.

NOW I CAN JUST DO IT REAL QUICKLY.

THAT'D BE GREAT.

SO AS YOU ALL KNOW, UM, AND IF YOU HAVE THE PRESENTATION, UM, WHERE I'M AT AS ON SLIDE THREE, UM, PRETEND ONE, THERE WERE A COUPLE OF CHANGES THAT IMPACTED THE PLANNING COMMISSION.

ONE IS, UM, THEY SAID A TERM START DATE OF JULY 1ST, UM, FOR PLANNING COMMISSION MEMBERS, BUT A MARCH 1ST FOR THE OTHER COMMISSION MEMBERS.

THIS WAS TO GIVE EVERYONE A TIME TO GET ALL OF THE APPOINTMENTS MADE.

UM, IT DID CAUSE A LITTLE BIT OF HEARTACHE, UH, DOWN THE ROAD BECAUSE PLANNING COMMISSIONS AT THAT TIME, THEIR MEMBERSHIP WAS, UH, TWO YEARS SET TERM.

UM, AND SO THAT LEFT, UM, GOING FORWARD, THE PLANNING COMMISSION MEMBERS HAD A JULY 1ST START DATE.

UM, WE CORRECTED THAT, UM, SINCE THEN THROUGH A CHARTER AMENDMENT, UM, TO SET THE PLANNING COMMISSION, UM, TERMS TO UP TO TWO YEARS, UM, AND ELIMINATED THE JULY 1ST, UM, START DATE FOR THE TERMS. UM, SO THIS WILL ALLOW US NOW TO START GETTING ALL OF THE TERMS IN ALIGNMENT WITH THE OTHER, UM, OTHER COMMISSIONERS FOR A MARCH 1ST, UM, TIMELINE THAT WILL BE THEIR START DATE GOING FORWARD.

UM, SO EACH COUNCIL MEMBER, AS YOU GET ELECTED OR REELECTED, BECAUSE THE COMMISSION MEMBERS FOR THE PLANNING COMMISSION STILL HAVE A TWO YEAR TERM, YOU WILL NEED TO REAPPOINT OR APPOINT A NEW MEMBER AT EACH FOLLOWING EACH ELECTION.

SO WE WILL, UM, IN JANUARY FOLLOWING EACH ELECTION FOR MUNICIPAL, UM, OFFICERS, WE WILL SEND OUT THE SPREADSHEET THAT YOU RECEIVED THIS YEAR, SHOWING YOU WHO THE CURRENT MEMBERSHIP IS.

UM, AND ANY THAT WE KNOW, UM, THAT HAS BEEN FORWARDED TO US AS INTERESTED IN BEING APPOINTED.

UM, SO THAT YOU GUYS, YOU CAN HAVE SOME TYPE OF CONVERSATION ABOUT THE MEMBERSHIP MAKEUP AND WHO YOU MAY OR MAY NOT WANT TO SUBMIT AS A NOMINEE.

GREAT, THANK YOU.

YEP.

COLLEAGUES.

SO AT THIS POINT IT LOOKS LIKE WE HAVE THREE PEOPLE THAT HAVE INDICATED A CHANGE.

I GIVEN YOU THE DEMOGRAPHIC INFORMATION, DOES IT APPEAR TO BE THAT ISSUE WITH RESPECT TO, UH, INTERESTED IN REAL ESTATE? SO I THINK THAT WE'RE OKAY FOR PEOPLE TO MOVE FORWARD WITH, UH, WITH THEIR NOMINATIONS.

ALL RIGHT.

ANYTHING ELSE ON THAT? YEAH, THAT'S MY PROTEST, NOT ON THAT MAYOR, BUT, UM, I

[00:15:01]

SO I WONDER IF THIS IS THE TIME WHERE WE HAVE THE CLERK TO INCLUDE ME ON THE MOBILITY COMMITTEE.

THAT'D BE FINE.

WE HAVE FOUR PEOPLE ON THE MOBILITY COMMITTEE.

WE CAN ADD A FIFTH PROTOTYPE WE'D LIKE TO SERVE ON IT.

ANY OBJECTION TO THAT.

SO IF THE CLERK WOULD PLEASE MAKE THAT NOTE OF THAT, WE'RE ADDING COUNCIL, THE MAYOR PRO TEM TO MOBILITY.

YOU'RE WELCOME COLLEAGUES.

LET'S GO.

THAT WE BUILD THAT PRESENTATION AND CONVERSATION INTO THURSDAYS COUNCIL MEETING.

UH, UH, CATHERINE ELLIS.

THANK YOU MAYOR.

AS THE CHAIR OF MOBILITY, UH, WE WOULD BE VERY EXCITED TO HAVE MAYOR PRO TEM HARBOR MADISON JOIN US.

UM, I DID WANT TO TAKE JUST A BRIEF MOMENT.

I KNOW THE MOBILITY BOND BRIEFING HAS BEEN REMOVED FROM THE SCHEDULE, BUT, UM, I WANTED TO JUST HIGHLIGHT THE IMPORTANCE OF SIDEWALK AND BIKE SAFETY.

UM, IN NOVEMBER, THE VOTERS OVERWHELMINGLY APPROVED $460 MILLION OF BONDS TO ASSIST WITH URBAN TRAILS, BIKE LANES AND SIDEWALKS AND MAJOR CAPITAL IMPROVEMENTS.

UM, THIS WEEKEND I WAS IN MY OWN BICYCLE ACCIDENT, UM, CROSSING ONE OF THE BRIDGES THAT IS HIGHLIGHTED OR PRELIMINARY ENGINEERING, TRYING TO AVOID THAT DANGEROUS SITUATION ENDED UP IN A BICYCLE ACCIDENT MYSELF.

SO, UM, IF I'M A LITTLE SLOW THIS WEEK OR YOU SEE ME KIND OF TAKING MY TIME TO MOVE AROUND, UH IT'S BECAUSE I BANGED MYSELF UP PRETTY GOOD AND JUST BROUGHT, BROUGHT TO, UH, BROUGHT TO LIGHT, UM, HOW IMPORTANT THIS MOBILITY BOND IS, UM, HOW MUCH OUR COMMUNITY IS PASSIONATE ABOUT ALL MOBILITY NEEDS AND HOW EXCITED WE ARE TO GET TO WORK ON THESE REALLY IMPORTANT BIKE SAFETY IMPROVEMENTS.

SO I JUST WANTED TO DAYLIGHT THAT WHILE WE WERE ALL HERE TOGETHER IN CASE I'M MOVING A LITTLE BIT SLOW THIS WEEK.

UM, I'M OKAY.

BUT RECOVERING FROM A PRETTY SERIOUS ACCIDENT.

GOOD TO HEAR YOU'RE OKAY.

COLLEAGUES WITH THAT.

THEN THE COUNCIL IS NOW GOING TO GO OUT, GO INTO CLOSED SESSION TO TAKE UP TO FIVE ITEMS OR SO INTO FIVE, FIVE, ONE OH SEVEN ONE, THE GOVERNMENT WE'RE GOING TO DISCUSS LEGAL MATTERS.

WE'LL HIT AN ITEM B TWO FOR LAWSUITS AND CLAIMS RELATED TO THE AUSTIN POLICE DEPARTMENT DURING THE PROTEST THAT OCCURRED ON MAY 30TH AND 31ST PURSUE INTERSECTIONS, FIVE, FIVE, ONE OH SEVEN FOR THE GOVERNMENT CODE CITY COUNCIL WILL DISCUSS PERSONNEL MATTERS RELATED TO ITEM THREE 45 AND SIX, WHICH ARE THE DUTIES AND ASSIGNMENTS AND PERFORMANCE OF THE CITY CLERK, CITY AUDITOR, MUNICIPAL CLERK, AND THE CITY MANAGER.

UH, IT IS 1136 WITHOUT OBJECTION.

WE WOULD GO INTO EXECUTIVE SESSION.

YOU UNDERSTANDING IS, IS THAT ABOUT 1230? WE'RE GOING TO BREAK FOR LUNCH AT ONE 30.

WE WILL COME BACK OUT TO THE PUBLIC FORUM IN ORDER TO BE ABLE TO GET THE BRIEFING ON THE POLICE MATTER.

UH, AND THEN WE CAN FIGURE OUT AN EXECUTIVE SESSION, UH, HOW WE HANDLE THE SCHEDULING OF THESE FIVE MINUTES.

WE'RE GOING TO BEGIN WITH MANAGING THE LOBSTERS AND PLANTS FOR ME TO DATE PD.

SO THE CHIEF IS AFTERNOON COUNCIL MEMBER, TOTO MAYOR.

I APOLOGIZE THAT I MISSED THE OPPORTUNITY FOR THIS A LITTLE BIT EARLIER.

ALSO COUNCIL MEMBER ELLIS WAS SAYING, COUNCIL MEMBER LSM.

SO SORRY TO HEAR ABOUT YOUR, YOUR BIKE ACCIDENT.

UM, CERTAINLY WISH YOU SPEEDY RECOVERY MIRA.

I'M SORRY.

I MISSED THE OPPORTUNITY TO MENTION THIS EARLIER, BUT I, I DID HAVE SOMETHING I WANTED TO SAY ABOUT THE COUNCIL AGENDA AND IT SEEMS LIKE NOW IS THE BEST TIME WE HAD INITIALLY WE HAD AN ITEM ON OUR AGENDA OF OUR LAST REGULAR MEETING WAS, UM, RELATED TO RAINEY TO THE DOWNTOWN DENSITY BONUS PROGRAM AND RAINY STREET.

AND I HAD REQUESTED A POSTPONEMENT AND REQUEST AT THAT BEFORE IT COME BACK, WE HAVE A COUNCIL WORK SESSION PRESENTATION ABOUT IT BECAUSE WE HAVE TWO CASES COMING UP THAT RELATE TO THE DOWNTOWN DENSITY BONUS PROGRAM AND HOW IT INTERACTS WITH THE RAINEY PROGRAM.

AND ALSO, UM, SOME QUESTIONS I THINK THAT NEED TO BE BEFORE COUNCIL ABOUT HOW WE, HOW WE REGARD, UM, ZONING REQUESTS THAT EXCEED BOTH OF THOSE PROGRAMS. SO THAT WOULD HAVE BEEN TODAY FOR OUR POWERPOINT, FOR OUR PRESENTATION FROM STAFF AND OUR COUNCIL DISCUSSION, GIVEN THAT THERE WERE SO MANY WORK SESSION BRIEFINGS ALREADY SCHEDULED, AND SOME OF WHICH WERE TIME WERE VERY TIME-SENSITIVE.

UM, I LET THE STAFF KNOW THAT I WAS COMFORTABLE WITH, WITH THAT PRESENTATION NOT HAPPENING TODAY, BUT I WOULD ASK MY COLLEAGUES, UM, TO POSTPONE ITEM 24 ON THIS COUNCIL AGENDA UNTIL OUR NEXT COUNCIL MEETING, SO THAT WE CAN HAVE THAT CONVERSATION AT OUR WORK SESSION THE PREVIOUS TUESDAY.

SO IF THERE ARE CONCERNS ABOUT THAT POSTPONEMENT, UM, IT WOULD BE GOOD TO KNOW THEM NOW, BECAUSE THEN I WOULD REQUEST THAT WE HAVE THAT,

[00:20:01]

OTHERWISE I THINK, I THINK THESE BOTH CAN, CAN COME, UM, BOTH THE PRESENTATION AND OUR PRESENTATION SLASH CONFERENCE COUNCIL CONVERSATION AND THE ZONING CASE ON THAT LATER MARCH DATE, CATHERINE TOHO.

I SUPPORT YOU IN, UH, THE POSTPONEMENT OF THAT ITEM TO THE NEXT MEETING COLLEAGUES.

ANY CONCERNS ABOUT THAT KITCHEN? JUST FOR THE RECORD, HE'S NOT HEARING ANY CONCERNS.

LET'S GO TO EXECUTIVE SESSION.

THAT'S A MEMBER OF KITCHEN.

THANK YOU VERY MUCH.

APPRECIATE IT.

I JUST WANTED TO HIGHLIGHT FOR PEOPLE.

I APOLOGIZE IF YOU ALREADY SAID THIS, BUT THE BRIEFING ITEM ON THE BROCCOLI HAS BEEN POSTPONED UNTIL THE END OF MARCH TO A DATE CERTAIN TO THAT MARCH 23RD MEETING.

BASICALLY.

ANYTHING ELSE BEFORE WE BREAK FOR EXECUTIVE SESSION HEARING NONE,

[Executive Session]

SO 1145 MINUTES AGAIN, TO BE ABLE TO MAKE THAT TRANSITION AT 1145, WE'LL START, UH, WITH, UH, ITEM E TWO.

SO YOU GUYS THERE.

CONVENE NOW FOR THE, UH, A BRIEFING ON RE-IMAGINING PUBLIC SAFETY, THE UPDATE OR THE RESOLUTION, THE PRELIMINARY ASSESSMENT OR TRAINING ACADEMY.

UH, IT IS A ONE 33.

IT IS, UH, STILL, UH, MARCH 2ND, 2021.

THIS IS A CONTINUATION OF THE CITY OF AUSTIN CITY COUNCIL WORK SESSION.

UH, WE, UH, UM, ARE NOW OUT OF CLOSED SESSION IN CLOSE SESSION.

WE DISCUSSED, UH, LEGAL MATTERS RELATED ITEM E TWO AND PERSONNEL MATTERS RELATED ITEMS. , UH, IT'S A PRESENT INTENT TO, UM, UH,

[B2. Re-imagining Public Safety: Update on Resolution 20191205-066 - Preliminary Assessment of Training Academy.]

UM, WHEN WE'RE DONE WITH THIS PRESENTATION, UH, WE'LL GO BACK INTO THE EXECUTIVE SESSION THAT CONTINUE ON THE PERSONNEL ADDERS.

LET'S SEE HERE WE HAVE ONE, TWO, THREE, FOUR, FIVE, SIX SEVENS, OR WE'RE STILL MISSING FIVE.

UM, I DON'T KNOW IF YOU WANT TO READY YOUR, YOUR STAFF TO JUMP ON.

I THINK AB IS MOVING SOME PEOPLE OVER, CORRECT? IT'S LIKE A FEW OF YOUR COLLEAGUES HAVE ALSO JOINED, WHICH IS GREAT.

WE HAVE, UH, KATHY AND NESSA THE CRITICAL MASS NOW MANAGER, IF YOU WANT TO START, THANK YOU, MAYOR AND COUNCIL, THANKS FOR THE OPPORTUNITY TO PROVIDE A BRIEFING THIS AFTERNOON, AS PART OF THOSE CITIES, RE-IMAGINING PUBLIC SAFETY PROCESS AND AN UPDATE ON RESOLUTION 66, AS YOU KNOW, THIS WAS ORIGINALLY SCHEDULED FOR FEBRUARY 16TH, BUT THE WEATHER EVENT CANCELED THAT WORK SESSION.

AND I ASSUME WE APPRECIATE THE FLEXIBILITY OF OUR PRESENTERS TO MAKE THIS NEW TIME WORK.

I'LL NOTE THAT THERE ARE THREE DOCUMENTS AND BACKUP ON THIS ITEM WITH THE FEBRUARY 26TH MEMO FROM COLE ASSOCIATES TITLED PRELIMINARY ASSESSMENT OF THE AUSTIN POLICE TRAINING ACADEMY, AS WELL AS THE PRESENTATIONS, YOU WILL SEE TODAY FROM CROWELL AND THE AUSTIN POLICE DEPARTMENT.

WE CERTAINLY HAVE A LOT TO GET THROUGH AND I WILL FIRST PASS IT OFF TO FARAH MUST IN OUR DIRECTOR OF OPPOSITE POLICE OVERSIGHTS SITES, AND ALSO THE PROJECT MANAGER ON THIS WORK TO FRAME THE CONVERSATION AND THEN TO INTRODUCE OUR CONSULTANTS.

I WANT TO PARTICULARLY THANK DIRECTOR MUSKET IN AS WELL AS DEPUTY CITY MANAGER, NURIA RIVERA, VANDER, MINE WHO HAVE BEEN LEADING AND VERY ENGAGED IN THIS WORK TO ENSURE WE HAVE A TRAINING ACADEMY THAT REFLECTS THE VALUES OF OUR COMMUNITY WITH THAT A DIRECTOR MUST GET IN.

THANK YOU, CITY MANAGER, CON GOOD AFTERNOON, MAYOR COUNCIL FARE, MUSKET, AND DIRECTOR OF THE OPPOSITE POLICE OVERSIGHT.

I'M PLEASED TO BE HERE TODAY WITH YOU TO INTRODUCE OUR, UM, CONSULTANTS FROM COLIN ASSOCIATES.

UM, JUST BRIEFLY AS JUST A REFRESHER, OBVIOUSLY COUNCIL PASSED RESOLUTION 66 BACK IN DECEMBER, 2019, AND WE'VE BEEN WORKING VERY HARD TO GET, UM, THIS COMPREHENSIVE ASSESSMENT AS APD STARTED AT THE DIRECTION OF THE CITY MANAGER.

WE BROKE DOWN THE COMPONENTS OF THAT RESOLUTION AND INSTITUTED

[00:25:01]

A PHASED APPROACH IN PHASE ONE.

THE PHASE THAT WE ARE CURRENTLY IN IT IS AN ASSESSMENT OF THE TRAINING ACADEMY AND ALSO USE OF FORCE IN PUBLIC INTERACTIONS BETWEEN THE COMMUNITY AND APD.

TODAY, YOU WILL HEAR FROM KROLL ON THEIR PRELIMINARY ANALYSIS OF THE TRAINING ACADEMY WITH, WITH US TODAY ARE THREE OF THE CONSULTANTS THAT ARE PART OF THE TEAM FROM COLE, COLE AND ASSOCIATES.

THEY INCLUDE MARK EHLERS, RICK BROWN, AND DAN LINSKEY.

AND WITH THAT, I'D LIKE TO TURN IT OVER TO THEM, TO PRESENT TO YOU TODAY.

FAIR.

I JUST WANT TO CHECK TO MAKE SURE, UM, YOU CAN SEE ALL OF US, UH, UH, AS WELL AS RICK, RICK, AND DAN AND SEE YOU AND DAN AND NOT RICK YET.

UM, BUT HE MAY JUST NEED TO TURN ON THE SCREEN.

OKAY, RICK, CAN WE HEAR YOU? ARE YOU, CAN YOU, UH, ARE YOU THERE? OKAY.

YES, I CAN HEAR EVERYONE.

I JUST, I DON'T HAVE VIDEO FOR SOME REASON.

I DON'T HAVE A VIDEO ICON ANYWHERE ON HERE.

THE BOTTOM OF THE SCREEN.

SO HE STOPPED, STARTED, STOPPED WITH YOU.

TECHNICALLY CHALLENGED, RIGHT.

LET'S SEE IF THIS, DOES IT TRY.

THERE WE GO.

I WAS LOOKING IN THE WRONG SPOT.

SORRY.

LEAD US OFF BY INTRODUCING YOURSELF.

AND THEN WE'LL GO TO DAN AND THEN TO ME, AND THEN I, I CAN, UH, GO OVER THE PART OF THE PRESENTATION.

THAT THAT WAS, UH, ENOUGH FOR, UH, LAW ENFORCEMENT FOR US.

UH, GOOD AFTERNOON, EVERYONE.

UH, AS MARK SAID, MY NAME'S RICK BROWN.

UM, I RE UH, SPENT A LITTLE OVER 29 YEARS WITH THE PENNSYLVANIA STATE POLICE DEPARTMENT WITH OVER 4,600 SWORN MEMBERS IN 1900 CIVILIAN PERSONNEL.

UM, AT THE END OF MY CAREER, I HAD EXECUTIVE OVERSIGHT OF A VARIETY OF FUNCTIONS, UH, THAT, THAT TIE RIGHT INTO WHAT WE'RE DOING HERE IN AUSTIN.

UH, AREAS LIKE INTERNAL AFFAIRS DISCIPLINE, UH, OUR DIVERSITY EFFORTS WHEN IT CAME TO RECRUITMENT, COMMUNITY ENGAGEMENT, UH, EEO RELATED ISSUES, SUCH AS DISCRIMINATION AND HARASSMENT IN THE WORKPLACE, UH, ALSO HAD OVERSIGHT OF OUR BUREAU OF TRAINING AND EDUCATION AND OUR FIVE REGIONAL TRAINING CENTERS.

UH, LASTLY, BEFORE I, UH, I LEFT, I HAD, I WAS, UH, OVERSEEING THE DEPARTMENTS.

FIVE-YEAR INDEPENDENT BIAS BASED POLICING STUDY, UH, WITH THE UNIVERSITY OF CINCINNATI POLICING INSTITUTE.

UM, I RETIRED IN 2010, UH, AND SERVED ON.

SO FOR THE PAST 11 YEARS AS A CONSULTANT, I'VE BEEN, UH, ON INDEPENDENT MONITORING TEAMS, UH, IN OAKLAND, CALIFORNIA, AND, UH, DETROIT, MICHIGAN, NIAGARA FALLS, NEW YORK, MOST RECENTLY THE AMERICA COUNTY SHERIFF'S OFFICE IN PHOENIX, ARIZONA, UH, AND THESE CONSENT DECREES THAT I WAS INVOLVED WITH, UH, MY, MY SUBJECT MATTER EXPERTISE INVOLVED, OVERSEEING AND CHECKING FOR COMPLIANCE ISSUES RELATED TO THEIR COMPLAINT, PROCESS PROCESSES, INTERNAL INVESTIGATIONS, DISCIPLINE USE OF FORCE AND THEIR REVIEWS BY THEIR COMMAND AND SUPERVISORY PERSONNEL, UH, AND TO MAKE SURE THEY WERE IN COMPLIANCE WITH COURT ORDERS.

UH, LASTLY, I'D JUST LIKE TO MENTION, I WAS A MEMBER OF THE DEPARTMENT OF JUSTICE, INVESTIGATIVE TEAM, UH, OF THE BALTIMORE POLICE DEPARTMENT, THEIR PATTERN PRACTICE INVESTIGATION.

MY ROLE IN THAT INVESTIGATION WAS ASSESSED THE BALTIMORE POLICE DEPARTMENT USE OF FORCE.

UM, AND I WAS ALSO A TECHNICAL ADVISOR TO THE SUPERINTENDENT OF PROFESSIONAL RESPONSIBILITY ON ALL OF THEIR ACCOUNTABILITY PROCESS FOR THE PUERTO RICO POLICE DEPARTMENT, WHICH AT THE TIME HAD 17,000 MEMBERS, UH, THAT LED TO A MEMORANDUM OF UNDERSTANDING WITH THE DEPARTMENT OF JUSTICE FOR COMPREHENSIVE POLICE REFORM, INHALING POLICE MISCONDUCT.

SO THAT'S MY BACKGROUND AND A SNAPSHOT.

AND THANK YOU FOR YOUR TIME AND APPRECIATE BEING HERE.

OKAY, LADIES AND GENTLEMEN, MY NAME IS DAN LINSKEY.

I'M A RECOVERING POLICE OFFICER.

I SPENT 28 YEARS WITH THE BOSTON POLICE DEPARTMENT.

I'M NOW SEVEN YEARS OUTSIDE.

I ACTUALLY HAVE CONVERSATIONS WITH MY CHILDREN NOW AS OPPOSED TO INTERVIEW AND INTERROGATIONS WITH MY CHILDREN.

SO I'M SLOWLY GETTING OUT OF MY OLD ROLE.

UM, I WAS A REAL COP.

I LIKE TO SAY FOR 18 YEARS WHERE I WORKED ON THE COVER, I BOUGHT DRUGS, GUNS, UH, DID SEARCH WARRANTS WAS ON, UH, I WAS A HUSK NEGOTIATOR, UH, SWAT TEAMS, AND DID ALL OF THE STUFF YOU SEE ON TV.

THEN I BECAME A BOSS, UH, AND I DID POWERPOINTS AND MEETINGS FOR A NUMBER OF YEARS.

I RAN THE UNIFORM DIVISION FOR BPD WAS IN CHARGE OF THE COMMUNITY ENGAGEMENT STRATEGY.

AND LIKE, UH, ONE OF MY PROUD MOMENTS IS GETTING A BUNCH OF COPS OUT OF CARS ONTO THE STREET TO DO WALKING BEATS, TO ENGAGE THE COMMUNITY IN CONVERSATIONS, UH, BEFORE THERE WAS AN EVENT OR AN ISSUE.

I BECAME THE CHIEF OF POLICE.

IT'S BEEN FIVE YEARS AS THE CHIEF OF THE BOSTON POLICE DEPARTMENT.

UM, MY MOST CULMINATING EVENT, I WAS IN CHARGE, UH, ON A MARATHON DAY, UH, DURING THE MARATHON BOMBING ATTACK ON BOYLSTON STREET, OR WAS RESPONSIBLE FOR GETTING FOLKS OUT OF THERE AS QUICKLY AS HE COULD AND TRY AND SAVE AS MANY LIVES AS WE COULD AND OVERSAW THE INVESTIGATION FOR THE BPD WOUND UP 102 HOURS LATER, UH, WITH THE TERRORIST AND A GUN BATTLE IN WATERTOWN.

UH, MY WIFE AND I DECIDED

[00:30:01]

I RETIRED STARTING MY OWN CONSULTING GROUP.

UH, GOT A COUPLE OF CONTRACTS WITH DEPARTMENT OF JUSTICE.

I WENT TO FERGUSON, MISSOURI AFTER THE MICHAEL BROWN SHOOTING TO HELP TRY AND FIGURE OUT WHAT HAPPENED THERE AND HOW WE COULD PREVENT THAT IN OTHER LOCATIONS AND FIX WHAT WAS GOING ON.

UH, DID A LOT OF WORK FOR THE UNITED STATES STATE DEPARTMENT TRAINING, OUR PARTNER NATIONS, UH, THE LAW ENFORCEMENT AGENCIES IN SETTING UP POLICE ACCOUNTABILITY PRACTICES AND POLICE TRAINING PRACTICES.

I'M A PASSIONATE TRAINER.

UH, I BECAME AN INSTRUCTOR OF THE ACADEMY AFTER SEVEN YEARS ON THE JOB, UH, TAUGHT AT LAW ENFORCEMENT COUNTIES THROUGHOUT MASSACHUSETTS SINCE LEAVING, UH, BPD.

I HAVE TAUGHT, UH, LAW ENFORCEMENT AGENCIES IN 44 STATES AND IT'S 13 OR 14 COUNTRIES.

NOW IT'S MY HONOR AND PRIVILEGE TO BE HERE.

I'M LOOKING FORWARD TO THE DISCUSSION.

AND GOOD AFTERNOON, EVERYONE.

MY NAME IS MARK AND I'M A MANAGING DIRECTOR, UH, AT KROLL I'M IN OUR PHILADELPHIA OFFICE AND I'M ACTING ESSENTIALLY AS THE ENGAGEMENT LEADER FOR THIS, UH, FOR THIS PROJECT, WITH THE CITY OF AUSTIN AND THE AUSTIN POLICE DEPARTMENT.

UM, JUST BY WAY OF BACKGROUND, I HAVE BEEN WITH KROLL FOR 14 YEARS.

I HAVE, UM, DONE, UH, MANY INTERNAL INVESTIGATIONS, EVERYTHING FROM WORKPLACE MISCONDUCT, UH, ALLEGATIONS OF SEXUAL HARASSMENT, DISCRIMINATION TO FRAUD AND FINANCIAL IMPROPRIETIES.

I'VE DONE A LOT OF WORK WITH, UH, STATE AND LOCAL GOVERNMENTS AND POLICE DEPARTMENT INVESTIGATIONS AND REVIEWS.

SINCE I'VE BEEN AT CROLL.

UH, ALSO DO A LOT OF WORK IN THE TITLE NINE AREA WITH UNIVERSITIES AND COLLEGES.

AND PRIOR TO JOINING CROWELL, I WAS AN ASSISTANT US ATTORNEY FOR 18 YEARS.

I STARTED OUT, UM, IN WASHINGTON, DC, UH, FOR AS A PROSECUTOR THERE FOR EIGHT YEARS DOING PRIMARILY, UM, THE LOCAL, UH, STREET CRIME PROSECUTIONS.

I SPENT ABOUT HALF MY TIME IN THE RAPE UNIT AND THEN THE HOMICIDE UNIT THERE.

AND THEN I WENT TO THE EASTERN DISTRICT OF PENNSYLVANIA IN PHILADELPHIA, AND I SPENT 10 YEARS, UM, UH, AS A FEDERAL PROSECUTOR AND EIGHT YEARS IN THE ORGANIZED CRIME STRIKE FORCE.

SO, UH, WE'RE VERY HAPPY TO BE HERE TODAY.

AND WHAT I'D LIKE TO DO IS, UM, IF WE COULD, UH, I WAS TOLD I WAS GOING TO BE ABLE TO SHARE MY SCREEN.

I DON'T KNOW IF THAT'S POSSIBLE, SO I COULD SHARE THE, UH, UH, POWERPOINT THAT WE HAVE.

UM, I DON'T HAVE THE SHARE FUNCTION AT THE MOMENT.

HOWEVER, OUR AB FOLKS SHOULD BE ABLE TO BRING IT UP THIS MOMENT.

WE'VE JUST GIVEN YOU PERMISSION.

CAN EVERYBODY SEE, UH, SEE THE SCREEN? YES, WE CAN.

FOR POLICING AND DIVERSITY, CONSISTENT WITH BEST PRACTICES AND TO SEEK A TRANSFORMATIONAL POLICE ACADEMY THAT ADDRESSES RACIAL AND GENDER EQUITY EMPHASIZES DEESCALATION AND MOVES AWAY FROM A STRICTLY REGIMENTED PARAMILITARY ACADEMY TO A TRUE ADULT LEARNING ACADEMY.

UH, OKAY, WELL, THANK YOU.

SO, UH, WHAT WE'D LIKE TO DO IS JUST KIND OF RUN THROUGH OVER THE NEXT 20 MINUTES OR TWENTY-FIVE MINUTES, KIND OF A, A HIGH LEVEL, UH, SUMMARY OF WHAT IS IN OUR MEMORANDUM OF FEBRUARY 26TH, UH, OUR PRELIMINARY FINDINGS AND RECOMMENDATIONS RELATED TO OUR ASSESSMENT OF THE TRAINING ACADEMY.

UM, BEFORE I GET INTO THAT THOUGH, LET ME JUST TELL YOU JUST A LITTLE BIT ABOUT A FEW OTHER, OTHER MEMBERS OF OUR PROJECT TEAM.

UM, SO YOU'VE MET RICK AND DAN AND MYSELF, UM, BUT WE ALSO HAVE TWO, UH, KIND OF ACADEMIC CONSULTANTS WORKING WITH US, UH, DR.

ROBIN ANGLE.

WHO'S A PROFESSOR OF CRIMINAL JUSTICE AT THE UNIVERSITY OF CINCINNATI, AND SHE'S THEIR DIRECTOR OF THEIR CENTER FOR POLICE RESEARCH AND POLICY.

SHE'S BEEN DOING THIS FOR OVER 25 YEARS, AND SHE'S AN EXPERT IN BIAS BASED POLICING.

UH, AND SHE'S WORKING WITH US ON BEST PRACTICES WITH RESPECT TO THE TRAINING ACADEMY, AS WELL AS, UH, WILL BE HEAVILY INVOLVED WITH US IN PHASE B OF THIS PROJECT, AS WE, AS WE MOVE FORWARD.

UM, DR.

CASSIE FIELDS IS A HUMAN CAPITAL EXPERT.

UH, SHE'S PARTICULARLY A STUDENT RECRUITMENT AND PROMOTION STRATEGIES AND REMOVING ROADBLOCKS AND BIAS AND HIRING AND PROMOTION WORKS WITH A LOT OF PUBLIC SERVICE AGENCIES AROUND THE COUNTRY.

UH, AND THEN WE HAVE TWO COMMUNITY ENGAGEMENT ADVISORS THAT WE'RE WORKING WITH.

LARRY MAYS.

WHO'S LIKE DAN BASED IN BOSTON.

UH, HE'S DONE A LOT OF WORK, UH, IN THE CIVILIAN INPUT OF POLICE INVESTIGATIONS AND REVIEWS.

UH, HE SERVED ON THEIR COMMUNITY OVERSIGHT PANEL OF THE BOSTON POLICE DEPARTMENT.

UH, CURRENTLY HE'S THE VICE PRESIDENT OF PROGRAMS FOR CATHOLIC CHARITIES IN BOSTON.

UH, HE'S A FORMER CABINET CHIEF FOR THE MAYOR OF BOSTON, WAS CHIEF OF HUMAN SERVICES THERE FOR A NUMBER OF YEARS.

AND, UM, J BINGHAM IS OUR LOCAL AUSTIN POINT OF CONTACT.

AND HE'S HELPING US WITH COMMUNITY, UH, OUTREACH AND IS ESSENTIALLY OUR LIAISON TO THE AUSTIN COMMUNITY, UH, ON THIS PROJECT.

SO, UH, JUST BRIEFLY THE PROJECT OBJECTIVES OF THIS ASSESSMENT CONSISTENT WITH, AND ESSENTIALLY DIRECTED BY, UH, COUNCIL RESOLUTION 66, WE ARE ASSESSING THE TRAINING ACADEMY'S ABILITY AND READINESS TO PREPARE CADETS

[00:35:01]

NOW, THIS IS OBVIOUSLY A PRELIMINARY ASSESSMENT.

SO LET ME JUST GIVE YOU A HIGHLIGHTS OF THE WORK PERFORMED TO DATE.

UM, WE HAVE EXAMINED A SERIES OF INDEPENDENT REPORTS CONCERNING VARIOUS ASPECTS OF THE TRAINING ACADEMY.

THESE INCLUDE THE SWOT ANALYSIS, UH, BY DR.

SARAH VILLANOVA, THE CURRICULUM REVIEW BY DR.

FERGUSON, UH, THE REPORT OF THE EQUITY OFFICE, UM, ASSESSMENT, THE RACIAL INEQUITIES ANALYSIS BY JOYCE JAMES CONSULTING AND THE REPORTS OF THE COMMUNITY VIDEO REVIEW PANEL.

UH, IN ADDITION, WE'VE CONDUCTED, UH, INTERVIEWS AND MEETINGS WITH OVER 45 STAKEHOLDERS, INCLUDING, UH, DEPARTMENT LEADERSHIP, ACADEMY INSTRUCTORS, FORMER CADETS, COMMUNITY LEADERS, AND ACTIVISTS, AND THE AUTHORS OF THE INDEPENDENT REPORTS, UH, AMONG OTHERS.

UH, WE'VE BEEN RESEARCHING BEST PRACTICES IN POLICE TRAINING ACADEMIES, AND WE'RE REVIEWING A LARGE VOLUME OF DOCUMENTS AND DATA FROM THE CITY AND, AND THE DEPARTMENT.

UH, WE HAVE WORK TO DO STILL WE'RE IN THE PROCESS OF CONDUCTING ADDITIONAL INTERVIEWS, UH, AND CONDUCTING MORE RESEARCH AND ANALYSIS.

SO ALTHOUGH OUR ASSESSMENT IS NOT YET COMPLETE OUR FEBRUARY 26TH, MEMORANDUM CONTAINS A NUMBER OF PRELIMINARY FINDINGS AND RECOMMENDATIONS, UH, WHICH WE'RE GOING TO HIGHLIGHT NOW, BUT I SHOULD EMPHASIZE THAT THESE FINDINGS ARE PRELIMINARY IN NATURE.

AND THEY'RE SUBJECT TO REVISION, OBVIOUSLY AS REVIEW ADDITIONAL INFORMATION.

UH, WE'VE BROKEN OUR FINDINGS DOWN INTO A NUMBER OF KEY AREAS FIRST AND FOREMOST IS FIRST AND FOREMOST IS DIVERSITY.

UM, AND WHAT WE'VE FOUND TO DATE IS THAT ACADEMY LEADERSHIP AND SUPERVISORY STAFF CURRENTLY REFLECT A MUCH IMPROVED LEVEL OF GENDER RACIAL AND ETHNIC DIVERSITY THAN IN YEARS PAST.

UH, WE ALSO FOUND THAT THE RECRUITING UNIT AT THE ACADEMY ALSO INCLUDES SIGNIFICANT DIVERSITY THROUGHOUT ITS RANKS.

HOWEVER, OUR ACADEMY INSTRUCTORS ON THE WHOLE ARE FAR LESS DIVERSE.

THEY'RE STILL PREDOMINANTLY WHITE MALE, ALTHOUGH THERE'S BEEN SOME IMPROVEMENT, UM, IN THE LAST YEAR OR TWO AND, AND SOME SIGNS OF IMPROVEMENT.

AND IT DOES APPEAR THAT THE DEPARTMENT RECOGNIZES AND ACKNOWLEDGES THE NEED TO INCREASE DIVERSITY AMONG THE INSTRUCTOR RANKS.

UM, NEVERTHELESS, THE ACADEMY DOES APPEAR TO HAVE AN EFFECTIVE OUTREACH AND RECRUITING PROGRAM, AND THAT EXTENDS TO OTHER CITIES AND STATES, UH, AND INCLUDES TARGETING HISTORICALLY BLACK COLLEGES AND UNIVERSITIES, LATIN X ORGANIZATIONS, AND MILITARY VETERANS AMONG OTHERS.

AND AS A RESULT, THE ACAT COULD THAT CANDIDATES THAT ARE CURRENTLY SCHEDULED FOR THE 140 FOURTH CLASS IS REFLECTED IN THE CHART HERE ON THE RIGHT OF THIS SLIDE, UM, CONSISTS OF WHAT WE UNDERSTAND TO BE ONE OF THE MOST DIVERSE CLASSES IN RECENT APD HISTORY.

IF, IF IT HOLDS UP IN ADDITION, I WOULD NOTE THAT WITHIN THE PAST YEAR, UH, DEPARTMENT LEADERSHIP, UM, HAS ATTENDED ANTI-RACISM AND EQUITY WORKSHOPS, UH, IN AN EFFORT TO ADDRESS AND BETTER UNDERSTAND ISSUES OF SYSTEMIC AND INSTITUTIONAL RACISM WITHIN THE DEPARTMENT.

UH, THE ACADEMY DOES APPEAR TO DO A GOOD JOB OF TRAINING CADETS ON LGBTQ ISSUES, UH, AS WELL AS RECRUITING AND THE LGBTQ COMMUNITY.

UH, HOWEVER, THE DEPARTMENT, UH, NEEDS TO IMPROVE AND EXPAND ITS TRAINING, UH, IN THIS AREA ON A DEPARTMENT BASIS.

UH, IT DOES HAVE A VALUE MENTORSHIP PROGRAM FOR FEMALE CADETS, UH, TO HELP GUIDE THEM THROUGH THE ACADEMY AND BEYOND, AND, AND, AND COULD BE A, A MODEL FOR OTHER MENTORSHIP PROGRAMS. WE ALSO LOOKED AT THE CULTURE OF THE ACADEMY AND CURRENTLY THE, UH, TRAINING ACADEMY REMAINS A PREDOMINANTLY PARAMILITARY TRAINING MODEL WITH FORMAL CLASSROOM SETTINGS AND A REGIMENTED CHAIN OF COMMAND, UH, THOUGH, THOUGH IT'S LESS RIGID THAN IN YEARS PAST, UM, HOWEVER, APD LEADERSHIP.

AND REALLY, I WOULD SAY THE DEPARTMENT THROUGHOUT, UH, BELIEVES STRONGLY THAT A PARAMILITARY STRUCTURE IS AN ESSENTIAL COMPONENT OF POLICE TRAINING AND IS NECESSARY TO ENSURE THE CADETS ARE ATTUNED TO THE CHAIN OF COMMAND AND KNOW HOW TO RESPOND IN CRISIS SITUATIONS.

UM, ALTHOUGH LEADERSHIP TENDS TO DOES FAVOR THE WARRIOR VERSUS GUARDIAN, UH, TERMINOLOGY.

THEY ESSENTIALLY TRAIN CADETS TO BE IN THEIR OWN WORDS, 70% GUARDIANS AND 30% WAR, UM, BASICALLY, YEAH, WITH THE UNDERSTANDING THAT THEY TRAIN, UH, OFFICERS TO BE GUARDIANS ON A DAY-TO-DAY BASIS, BUT THEY HAVE TO BE READY TO MAINTAIN A WARRIOR MINDSET ON A MOMENT'S NOTICE IF A THREAT OCCURS AND THAT THE ONLY PLACE TO LEARN HOW TO DO THAT, UH, TO IN THEIR MIND IS AT THE ACADEMY, UM, TO REDUCE YOU HAD INJURIES AND LOWER THE RATE OF ATTRITION,

[00:40:01]

WHICH HAD DISPROPORTIONALLY IMPACTED FEMALES AND CAUSE THAT'S OF COLOR, THE ACADEMY HAS MODIFIED OR ELIMINATED A COUPLE OF PAST PRACTICES.

UH, ONE WAS WHAT THEY USED TO CALL A FIGHT DAY.

UH, THEY HAD MODIFIED IT TO WHAT WAS CALLED WILL TO WIN.

UM, ALTHOUGH WE FOUND IT WAS STILL ESSENTIALLY, UH, OPERATED IN THE SAME WAY.

UH, THEY DID IN FACT, UH, UH, GET RID OF TWO INSTRUCTORS WHO WERE FOUND TO BE PARTICULARLY AGGRESSIVE DURING A FIGHT DAY PRIOR TO THE 140 SECOND CADET CLASS.

UH, THESE, THESE INDIVIDUALS WERE AGGRESSIVE, ESPECIALLY TO FEMALE CADETS AND THEY'VE SINCE BEEN REMOVED AND REPLACED AT THE ACADEMY.

THE ACADEMY HAS ALSO ELIMINATED, UH, STRESS REACTION TESTING, WHICH WAS A SERIES OF INTENSE EXERCISES, UH, THAT PUSH CADETS TO THEIR PHYSICAL AND PSYCHOLOGICAL LIMITS TO SEE HOW THEY ACTED UNDER EXTREME STRESS.

UH, WE BELIEVE THAT, UH, WE'RE FOUND THAT THIS APPEARED TO OPERATE, UH, IN A SENSE AS A SORT OF HAZING RITUAL, UH, TO FORCE OUT CADETS EARLY ON, WHO COULD NOT TAKE IT.

UH, THIS HAS BEEN REPLACED BY A TEAM-BUILDING EXERCISES, WHICH IS A, UM, STILL A STRESSFUL, BUT A MUCH MORE POSITIVE, UH, UH, APPROACH TO THESE, UH, THESE EXERCISES.

NOW THE REPORT OF THE COMMUNITY VIDEO REVIEW PANEL, WE'VE HIGHLIGHTED A COUPLE OF TIMES IN OUR, IN OUR MEMORANDUM.

UH, THIS WAS RELEASED IN JANUARY.

IT ALSO HIGHLIGHTED CONCERNS REGARDING THE ACADEMY'S PARAMILITARY CULTURE, AND THESE CONCERNS WERE ECHOED BY MANY OF THE COMMUNITY LEADERS WE'VE SPOKEN WITH TO DATE.

UM, PARTICULARLY THEIR CONCERN IS THAT, UH, THE DEPARTMENT TRAINS CADETS WITH AN US VERSUS THEM BIAS BY PRIORITIZING OFFICER'S SAFETY OVER SAFETY OF THE COMMUNITY BY TREATING CITIZEN ENCOUNTERS IS GOOD GUY VERSUS BAD GUY INTERACTIONS, UM, BY UNDERPLAYING THE VALUE OF AN OFFICER'S EMOTIONAL INTELLIGENCE AND BY, UH, TEACHING CADETS THAT OFFICERS ARE ESSENTIALLY AGENTS OF CONTROL AND THAT THE PUBLIC NEEDS TO BE CONTROLLED.

AND SO THESE, UH, AND OTHER FACTORS, YOU KNOW, POTENTIALLY ESCALATE ENCOUNTERS BETWEEN POLICE AND PEOPLE OF COLOR HOMELESS INDIVIDUALS, UH, AND PEOPLE WITH MENTAL ILLNESSES IN PARTICULAR MENTAL HEALTH ISSUES IN PARTICULAR.

UM, NOW WE ALSO TOOK A LOOK AT THAT.

WE'VE TAKEN A LOOK AT THE CURRICULUM AND THE CLASS SCHEDULES AT THE ACADEMY, UH, AND THIS WAS ALSO THE SUBJECT OF A COUPLE OF THE REPORTS REVIEWED, UM, PARTICULARLY THE REPORT COMPLETED BY DR.

VILLENUEVA IN MAY AFFIRM THE NEED FOR THE ACADEMY TO BETTER DEVELOP AND INCORPORATE ADULT LEARNING THEORIES INTO HIS TEACHING METHODS.

UM, WE FOUND THAT WHILE ACADEMY INSTRUCTORS HAD BEEN REVISING COURSE CONTENT TO GET READY FOR THE NEXT CLASS, THEIR FOCUS HAS BEEN PRIMARILY TO ENSURE THAT EACH COURSE COMPLIES WITH STATE MANDATES.

THAT IS A TEXAS COMMISSION ON LAW ENFORCEMENT, UH, STANDARDS AND THE BASIC PEACE OFFICER CERTIFICATION REQUIREMENTS, UH, AS FOR INCORPORATING MORE ADULT LEARNING STRATEGIES, MANY INSTRUCTORS INDICATED THEY WERE AWAITING GUIDANCE FOR THE NEW, UH, ORGANIZATIONAL TRAINING AND DEVELOP MANAGER.

UH, NEVERTHELESS, THE MAJORITY OF ACADEMY STAFF HAS ATTENDED TWO TEACHING SEMINARS WITHIN THE PAST FEW MONTHS.

UH, AND THESE SEMINARS HAVE ADDRESSED HOW TO EFFECTIVELY PRESENT COURSE CONTENT AND TEACHING WAYS THAT ENHANCE LEARNING.

WE FOUND A STORE HISTORICALLY ACADEMY INSTRUCTORS HAVE BEEN RELUCTANT TO INCORPORATE A LOT OF OUTSIDE INPUT INTO TRADING CONTENT AND PLANS ARE CURRENTLY UNDERWAY TO PURCHASE AN AUTOMATED LEARNING MANAGEMENT SYSTEM, WHICH IS SOMETHING THAT WILL HELP FACILITATE BETTER ORGANIZATION, OF COURSE, MATERIALS AND ALLOW FOR MORE EFFICIENT CURRICULUM PLANNING IN THE FUTURE.

HOWEVER, THE DEPARTMENT IS YET TO ACTUALLY MATURE, UH, THIS SYSTEM NOW COMMUNITY INPUT WAS ANOTHER AREA.

WE, UM, PUT A LOT OF FOCUS ON AND A COUPLE OF THINGS TO HIGHLIGHT HERE.

UM, ALTHOUGH THE LENGTH OF A PLAN, A 140 FOURTH CADET CLASS, UH, HAS BEEN REDUCED FROM 32 TO 28 WEEKS.

UH, THE ACADEMY IS ADDING 30 HOURS OF COMMUNITY ENGAGEMENT PROGRAMMING THAT WAS NOT PREVIOUSLY INCLUDED.

THEY'RE CURRENTLY REACHING OUT TO MANY OF THE ORGANIZATIONS LISTED HERE AMONG OTHERS.

AND THIS IS WITH THE STATED INTENT TO INCREASE PARTICIPATION AND INPUT FROM COMMUNITY LEADERS WHO WILL BE INVITED TO SPEAK TO CADETS.

WE LOOK AT THAT AS A, AS A, AS A POSITIVE EFFORT IF IT'S EXECUTED PROPERLY.

SURE.

EHLERS, IF YOU'LL ALLOW ME A MOMENT, UH, MAYOR, IS THERE ANY POSSIBLE WAY FOR US TO MAKE THIS A LITTLE BIT LARGER, ESPECIALLY THE, THE LAST SLIDE.

I DON'T WANT TO MISS ANY OF THAT INFORMATION, BUT IT WAS, IT'S JUST TOO SMALL.

I CAN'T SEE IT.

I'M SORRY.

Y'ALL IT'S ALSO BEEN POSTED TO OUR BACKUP.

[00:45:01]

OH, OKAY.

YOU MIGHT BE ABLE TO GET A FULL SCREEN ON THE TOP, ON THE VIEW BUTTON AND TO MAKE IT BIGGER.

IT'S ACTUALLY TAKEN UP MY ENTIRE SCREEN.

SO I DON'T KNOW HOW TO, LET ME SEE, HAS THIS ALSO BEEN POSTED TO THE BACKUP MAYOR PRO TEM NOW HOW'S THAT FOR? THANK YOU.

AND I JUST DID THE FULL SCREEN OPTION FOR ANYBODY ELSE WHO, WHO DOESN'T KNOW IT, IT MAKES IT PERFECTLY VISIBLE.

SORRY FOR THE INTERRUPTION.

OH, NO PROBLEM.

MAKE SURE WE'RE CONTINUING THE ADULT LEARNING MODEL AND MAKING SURE THAT THE ACADEMY REFLECTS THE CHALLENGES OF, UM, LEARNERS WHO ARE NOT, UH, UM, GOING TO SIT IN A CLASSROOM AND JUST GET INFORMATION THAT'S SORT OF OFF A POWERPOINT, UM, WANT TO MAKE SURE THAT THAT PERSON HAS A MANDATE AND AUTHORITY THAT THEY ARE SPEAKING, UH, AND THAT ARE, IT'S NOT A SUGGESTION OR A THOUGHT OR AN IDEA IT'S ACTUALLY ACTUALLY A WAY IN WHICH THE LEADERSHIP OF DEPARTMENT WANTS TO MOVE FORWARD AND THEY'RE INVESTING HEAVILY IN IT.

SO, UM, UH, ALSO ON THE COMMUNITY INPUT FRONT, WE, WE DO WANT TO HIGHLIGHT AGAIN, THE WORK OF THE COMMUNITY VIDEO REVIEW PANEL.

UH, WE WOULD NOTE THIS WAS A DIFFICULT, BUT, UH, POSITIVE COLLABORATION IN OUR MINDS, AT LEAST BETWEEN THE DEPARTMENT AND THE COMMUNITY THAT SPANS, UH, SEVEN MONTHS.

THE PANEL DID FIND THAT MANY OF THE 110 TRAINING VIDEOS REVIEWED WERE OUTDATED, UH, UNPROFESSIONAL AND PERPETUATED HARMFUL STEREOTYPES AGAINST BLACK AND BROWN COMMUNITIES.

UM, AND, AND ALTHOUGH COMMUNITY MISTRUST REMAINS HIGH.

AND I THINK SOME PANEL MEMBERS, UM, UH, WERE, WERE FEELING A LITTLE JADED FROM THE PROCESS.

UH, THE DEPARTMENT IS ACTIVELY MAKING CHANGES TO ITS VIDEO LIBRARY IN RESPONSE TO THOSE RECOMMENDATIONS.

AND WE BELIEVE THIS IS A MODEL THAT CAN BE BUILT ON MOVING FORWARD.

NOW, WE ALSO LOOKED AT CADET INJURIES AND GRADUATION RATES, UH, BASED ON DATA THAT THAT WAS EXISTED AND, AND REPORTED, UH, I BELIEVE IN THE EQUITY OFFICE REPORT.

AND IT'S, IT'S THAT, UH, BASED ON, UH, UH, APD DATABASE ON THE LAST FIVE YEARS, AND THIS DATA ILLUSTRATES THE BLACK CADETS ARE LESS LIKELY THAN THEIR PEERS TO GRADUATE FROM THE ACADEMY AND MORE LIKELY TO BE INJURED THAN OTHER CADETS.

UH, FEMALE CADETS ALSO HAVE LOWER GRADUATION RATES THAN WHITE MALE AND HISPANIC MALE CADETS.

AND AS A RESULT BACK, BLACK CADETS, UH, BOTH GENDERS AND FEMALE CADETS GRADUATING FROM THE ACADEMY HAVE BEEN UNDERREPRESENTED, UH, WHEN COMPARED TO THE POPULATION OF BOSTON AS A WHOLE.

SO I WOULD NOTE THAT THE DIFFERENTIALS IN THE LAST TWO CLASSES HAVE, HAVE NOT BEEN MATERIALLY SIGNIFICANT.

SO THAT'S A POTENTIALLY A POSITIVE, UH, DEVELOPMENT.

AND FINALLY, BEFORE WE GET INTO THE RECOMMENDATIONS, UH, I JUST WANTED TO HIGHLIGHT A FEW, UH, ADDITIONAL THINGS THAT I THINK CAN BE LABELED AS POSITIVE TAKEAWAYS FROM OUR ASSESSMENT TO DATE.

UM, AND I'LL HIGHLIGHT A FEW HERE.

UH, FIRST OF ALL, THE ACADEMY DOES DEVOTE AN ENTIRE WEEK OR 40 HOURS, UH, TO CRISIS INTERVENTION TEAM TRAINING.

AND THIS IS A VERY IMPORTANT TRAINING, WHICH GIVES OFFICERS MORE TOOLS TO DO THEIR JOB SAFELY AND IMPROVES THEIR KNOWLEDGE OF MENTAL ILLNESS AND COMMUNITY RESOURCES AND ENHANCES DEESCALATION SKILLS.

THEY'VE ALSO RECENTLY INCORPORATED 10 HOURS TO WHAT'S CALLED INTEGRATING COMMUNICATIONS ASSESSMENT AND TACTICS OR ICAT TRAINING.

AND THIS IS THE ONLY POLICE DEESCALATION TRAINING SHOWN THROUGH INDEPENDENT, EMPIRICAL RESEARCH TO DATE, TO SIGNIFICANTLY REDUCE A USE OF FORCE CASES.

WE ALSO FOUND THAT THE ACADEMY STAFF, BOTH THE INSTRUCTORS AND THE SUPERVISORS, UH, ARE PROFESSIONAL AND PASSIONATE ABOUT WHAT THEY DO AND THE ACADEMY A BEST IN CLASS INSTITUTION.

WE BELIEVE THAT CREATING THE ORGANIZATIONAL DEVELOPMENT AND TRAINING MANAGER POSITION WAS A POSITIVE AND PROACTIVE INITIATIVE THAT WILL HELP FURTHER TRANSITION THE ACADEMY INTO A TRUE ADULT LEARNING INSTITUTION IF GIVEN THE PROPER BACKING AND SUPPORT.

UH, I THINK THERE WAS SOME INDICATION THAT THE PRIOR, UH, MANAGER WAS NOT GIVEN AS MUCH SUPPORT AS SHE SHOULD HAVE BEEN.

AND I THINK THERE'S BEEN SOME DISCUSSIONS AND A FOCUS ON MAKING SURE THAT HAPPENS, UH, WITH THE NEW, WITH THE NEW INDIVIDUAL.

UH, OVERALL THE DEPARTMENT HAS ESTABLISHED A FOUNDATION WE BELIEVE FOR MORE INCLUSIVE POLICE, COMMUNITY COLLABORATION AND AN IMPROVED EMPHASIS ON DIVERSITY AND ISSUES OF RACIAL EQUITY.

ALTHOUGH THERE'S OBVIOUSLY STILL A LOT OF WORK TO DO IN THIS AREA.

SO, UM, ALTHOUGH A TRULY TRANSFORMATIONAL CHANGES TO ACADEMY CULTURE AND TACKLING LONG-TERM ISSUES OF SYSTEMIC RACISM, UH, WILL CERTAINLY REQUIRE A LONGER-TERM STRATEGY AND COMMITMENT.

UH, WE BELIEVE THERE ARE A NUMBER OF SHORT-TERM AND LONG-TERM MEASURES THAT CAN AND SHOULD BE ADDRESSED IMMEDIATELY.

SO, UM, I'M GOING TO ASK RICK BROWN TO DISCUSS THE SHORT TERM MEASURES, AND THEN DAN LINSKEY WE'LL WE'LL ADDRESS THE LONG-TERM AND MARK, I JUST GOT A TEXT FROM RICK THAT HE JUST LOST HIS CONNECTION, AND HE'S TRYING TO GET BACK IN, SO I'LL CONTINUE IT UP.

UM, IF YOU WANT TO HIT THE NEXT SLIDE AND WE'LL GO THROUGH THE PRELIMINARY RECOMMENDATIONS AND THEN HOPEFULLY RICK WILL BE ABLE TO JOIN US SHORTLY.

SO WE WANT TO CONTINUE THE WORK OF DR.

VILLANOVA AND HIRE REPLACEMENT, UH, TO GET THAT POSITION FILLED, TO

[00:50:01]

NEXT ONE, MARK.

UH, WE WANT TO HIRE A TRAINING SPECIALIST, UH, WITH INPUT FROM THE ODT M UH, TO HELP IN BUILD THE TRAINING, UH, AND, UH, ASSIST IN MAKING SURE THAT THE COURSES ARE REFLECTIVE OF NOT JUST, UH, CHECKING THE BOX OF, YOU KNOW, 40 HOURS OF VISTA, 10 HOURS OF NAP, BUT, UH, A NARRATIVE THAT GOES THROUGHOUT THE FLOW OF THE DAY, THE FLOW OF THE WEEK, THE FLOW OF THE TRAINING, WHERE, UH, DEESCALATION AND ALL OF THE COURSEWORK IS WOVEN TOGETHER, ALONG WITH THE ETHICAL RESPONSIBILITIES AND THE, AND THE, UH, THINGS WE NEED OUR POLICE OFFICERS TO BE INVOLVED WITH TODAY.

UM, AND YOU KNOW, THE BLENDED CIVILIAN POLICE LED ACADEMY, UH, WE THINK THERE SHOULD BE A REVISED SCHEDULE FOR THE ONE 44TH ACADEMY.

UH, I AM A FORMER UNITED STATES MARINE.

I HAVE BEEN TO PARIS ISLAND.

I'VE BEEN TO QUANTICO OCS TRAINING.

I'VE BEEN TO POLICE ACADEMIES.

I'M A FIRM BELIEVER IN A PAIR OF MILITARY INSTRUCTION.

AND THAT, THAT TRAINING IS ESSENTIAL.

UH, I CAN TELL YOU, IN MY EXPERIENCE IN WATERTOWN, WHEN DOES AN, I HAVE BROTHERS WERE USING EXPLOSIVE DEVICES AND, UH, FIREARMS AGAINST MY OFFICES AND I, UH, THAT THAT TRAINING WAS, UH, NECESSARY AND ABSOLUTELY NECESSARY.

I'M ALSO A FIRM BELIEVER IN INSTRUCTION WHERE LEARNERS LEARN A DIFFERENT WAY I'M DYSLEXIC.

AND I HAVE ALWAYS WORKED WITH ACADEMIES WHERE THE STRESS AND THE PHYSICAL FITNESS AND THE, UH, PARAMILITARY PART OF THE TRAINING OCCURS OUTSIDE WITH PHYSICAL FITNESS AND DRILL AND DEFENSIVE TACTICS.

AND THEN WE GO INTO AN ACADEMY SETTING WHERE WE LEARN ABOUT WHAT WE'RE DOING, HOW WE DO IT, WHAT OUR COURSES ARE, WHY WE DO IT, UH, OUR ETHICS OF WHEN WE DO IT.

AND WE DON'T, WE ALLOW LEARN IS TO LEARN IN THE CLASSROOM WITHOUT THAT STRESS THAT WE HAVE IN THE PARAMILITARY ORGANIZATION.

SO I SUPPORT IT FULLY, BUT I THINK IT SHOULD BE SEPARATED.

AND WE, WE RECOMMEND A REVISED SCHEDULE FOR THE ONE 44TH THAT SEPARATES PT FROM ACADEMICS.

UM, UH, AGAIN, AS A UNITED STATES MARINE, I SPENT MANY A DAY OUT IN THE SAND PIT, BUT DOING PHYSICAL FITNESS BECAUSE SOMEBODY MADE A MISTAKE OR DIDN'T KNOW THEIR INFORMATION, UH, THAT HAS BEEN THE WAY THAT THEY WERE DOING SOME TRAINING AT THE ACADEMY.

IT'S OUR UNDERSTANDING APD IS GONNA ADDRESS THAT AFTER OUR PRESENTATION, AS TO THEIR THOUGHTS ON THAT.

UM, ISIS, I SUPPORT WRITING REPORTS, UH, WHEN, WHEN RECRUITS MAKE MISTAKES, BECAUSE THAT'S WHAT WE HAVE THEM DO IN THE REAL POLICE WORLD.

UM, THAT SKILL WE NEED THEM TO DO IS TO WRITE THINGS DOWN, UH, IN REPORT AND DOCUMENT THEM ARTICULATE EFFECTIVELY, AND I'D RATHER HAVE THEM PRACTICE THOSE SKILL SETS.

IT ALSO PROVIDES A TRACK RECORD OF HOW WELL A RECRUIT IS DOING IN THE ACADEMY, UH, AS OPPOSED TO JUST SOME THIS RECRUIT IS, IS BETTER THAN ANOTHER COULD.

I CAN ACTUALLY LOOK AT THE FILE AND SEE HOW MANY TIMES THEY HAVE NOT KEPT WITH THE PROGRAM AND NEEDED SOME, UH, EXPEDITED WORK.

THERE'S A LOT TRAINING GOING ON OVER THERE.

AND I WANT TO REITERATE WHAT MARK SAID.

YOU HAVE VERY PASSIONATE, VERY DEDICATED ACADEMY INSTRUCTORS WHO UNDERSTAND THAT THEY ARE RESPONSIBLE FOR MOLDING THE FUTURE OF POLICING YOUR CITY.

AND THEY ALSO UNDERSTAND THAT WHEN THEY WENT TO AN ACADEMY 10 OR 15 YEARS AGO, THE THOUGHTS AND CHALLENGES AND NEEDS OF POLICE OFFICERS IN COMMUNITY TODAY ARE DIFFERENT.

AND THEY'RE TRYING TO FIGURE OUT WHAT THE BEST CONTENT IS THAT THEY CAN PRESENT TO THAT.

UH, AND WE'LL, WE'LL HELP THEM WITH THAT AS A LEARNING MANAGEMENT SYSTEM THAT WILL HELP TRACK POLICY, UH, PROGRAMS, TRAINING, CURRICULUM SCHEDULES, AND, UH, MAKE SURE THAT'S ON TRACK.

GOOD MARK.

MUST BE THOROUGHLY TRAINED, NO PROPER DEFENSIVE TACTICS, CROP CONTROL.

HEY DAN, I THINK, ALL RIGHT, TAG, YOU'RE IT RECORD YOU BACK ON, UM, I'M BACK ON, OKAY.

SLIDE 23, RICK, IF YOU WANT TO PICK UP FROM THERE, IT'S LIKE, EVERYTHING'S SHUTTING OFF ON ME HERE, MARK.

THE ACADEMY SHOULD ESTABLISH AN INTERNAL CURRICULUM REVIEW PANEL WITH COMMUNITY REPRESENTATION.

THE PURPOSE WOULD BE TO EVALUATE WAYS TO INCORPORATE DEI CONTENT INTO ALL ASPECTS OF TRAINING.

UH, THE CURRENT SILOED APPROACH WOULD BE MODIFIED TO ENSURE CONSISTENT MESSAGING THROUGHOUT ALL ACADEMY TRAINING A CHECK.

THE BOX APPROACH NEEDS TO BE RESISTED WHILE CADETS

[00:55:01]

AND SO ON THE ACADEMY NEEDS TO DRAW HOME THE ETHICAL RESPONSIBILITIES OF POLICING AND TEACH A SENSITIVITY TO LEGITIMATE COMMUNITY FEARS THAT ARE BASED IN HISTORY.

IMPLICIT MESSAGES, WHETHER FROM TRAINING VIDEOS OR COURSE CONTENT SUGGESTING THAT CERTAIN PEOPLE OR CERTAIN NEIGHBORHOODS ARE MORE DANGEROUS THAN OTHERS REINFORCING NEGATIVE STEREOTYPES, RACIAL AND GENDER STEREOTYPES MUST BE RESISTED.

ENCOUNTER APD SHOULD FORMALIZE YOUR PROCESS TO CONTINUE TO COMMUNITY REVIEW OF POLICE TRAINING VIDEOS MOVING FORWARD.

THIS IS AN EXCELLENT OPPORTUNITY FOR APD TO CONTINUE TO ENGAGE THE COMMUNITY AND BUILD RELATIONSHIPS.

NEXT SLIDE, MARK A WILL TO WIN.

IT SHOULD BE CONVERTED TO A SELF-DEFENSE EXERCISE NEAR THE END OF ACADEMY TRAINING AFTER CADETS HAVE BEEN PROPERLY TAUGHT DEFENSIVE TACTICS AND HAND ENCOUNTERS AND SIMILAR TACTICS, WE UNDERSTAND THAT APD HAS ALREADY AGREED TO THIS RECOMMENDATION, THE USE OF THE SANDPIT AND HAVING CADETS CARRY SANDBAGS IT'S PUNISHMENT FOR MESSING UP SHOULD ALSO BE MODIFIED OR ELIMINATED.

THERE'S A CERTAIN LEVEL OF PHYSICAL AND PSYCHOLOGICAL STRESS ASSOCIATED WITH POLICING AND WITH TRAINING, BUT THE OLD SCHOOL MANNER OF YELLING AND SCREAMING AT CADETS AND OTHER TACTICS SERVE LITTLE PURPOSE OTHER THAN TO INSTILL A MILITARY LIKE BOOT CAMP ATMOSPHERE THAT IS COUNTERPRODUCTIVE TO PREPARING OFFICERS TO SERVE AS GUARDIANS OF THE COMMUNITY.

THE ACADEMY SHOULD PRACTICALLY ENGAGE A VARIETY OF COMMUNITY LEADERS AND ACTIVISTS WILLING TO WORK PRODUCTIVELY WITH APD AND PRESENTING GENUINE COMMUNITY PERSPECTIVES TO HELP SLOWLY BREAK DOWN BARRIERS OF COMMUNICATION AND BUILD MEANINGFUL RELATIONSHIPS.

THE ACADEMY SHOULD REVIEW ALL DEI RELATED COURSES AND DETERMINE WHICH MAY BENEFIT FROM A MORE ACADEMICALLY ORIENTED CONTENT EXPERT OR COMMUNITY PERSPECTIVE.

MOST OF THESE COURSES CAN BE TAUGHT MORE EFFECTIVELY PURSUANT TO A CO-FACILITATION MODEL WITH CIVILIAN INSTRUCTORS IN BOTH THE DESIGN AND DELIVERY OF THIS SPECIFIC TRAINING.

THE DEPARTMENT SHOULD CONSIDER TAPPING INTO THE RESOURCES OF ITS EXISTING OFFICER BASE TO TEMPORARILY TEMPORARILY ASSIGNED DIVERSE OFFICERS OF EXCEPTIONAL SKILLS TO ASSIST WITH THE ACADEMY INSTRUCTION, PARTICULARLY IN COURSES WHERE A DIVERSE PERSPECTIVE WOULD BE WORTHWHILE ANTI-RACISM WORKSHOPS SHOULD BE ADOPTED EITHER INTO ACADEMY CURRICULUM, OR AS PART OF ANNUAL TRAINING FOR ACADEMY STAFF AND FOR EVENTUALLY OFFICERS, THESE EDUCATIONAL OPPORTUNITIES, UH, OPPORTUNITIES FOR OPEN AND HONEST COMMUNICATIONS HELP REDUCE INCIDENTS OF BIAS.

SO DOES THE ANTI RACISM WORKSHOPS ARE IMPORTANT, UH, CONSIDER DEVELOPING A REINSTITUTING AND MENTORSHIP PROGRAM FOR ALL CADETS, ESPECIALLY RECRUITS A COLOR THAT WILL PROVIDE ADDITIONAL SUPPORT FOR CADETS AND HELP THEM SUCCEED AT THE ACADEMY.

NEXT SLIDE, MARK FINALLY REQUIRE AN ONGOING INDEPENDENT REVIEW OF THE ACADEMY BY AN OUTSIDE MONITOR.

ONCE THE 140 FOURTH ACADEMY CLASS BEGINS TO ENSURE EFFECTIVE AND IMPLEMENTATION OF THESE RECOMMENDATIONS TO HELP ENSURE THAT FURTHER ADJUSTMENTS AND IMPROVEMENTS ARE MADE MOVING FORWARD.

AND OF COURSE, THAT WOULD BE REPORTED TO THE APPROPRIATE STAKEHOLDERS.

UH, WE'LL MOVE ON TO LONG-TERM MEASURES NOW, AND I'LL TURN THAT PART OVER TO DAN LINSKEY.

UH, CHANGING THE PHYSICAL FITNESS, UH, CAPABILITIES THAT THE ACADEMY TO GIVE THEM MORE TIME TO WORK OUT, UM, COMMUNITY ENGAGEMENT STRATEGIES.

RIGHT.

UH, ONE OF THE THINGS THAT WE THINK LONG-TERM THE DEPARTMENT SHOULD INVEST IN IS TO CONSIDER PROFESSIONAL MEDIA LITERACY, EDUCATED, TO DEVELOP EFFECTIVE TEACHING VIDEOS.

AND THAT COMES FROM DR.

FERGUSON'S REPORT AS WELL, ESPECIALLY WITH THE WORK THAT WE SAW FROM THE COMMUNITY VIDEO ADVISORY PANEL.

THIS WOULD PROVIDE THE OPPORTUNITY TO MAKE VIDEOS THAT FIT CIRCUMSTANCES EITHER UNIQUE TO AUSTIN OR UNIQUE TO AROUND THE COUNTRY THAT COULD TRAIN OFFICERS OF PEER, THE OFFICERS, UH, FOR ALL THE CHALLENGES THAT ARE OUT THERE.

WELL, THEY ARE EFFECTIVELY LOOKING AT AND PREVENTING BIAS, UH, FROM BEING BUILT INTO THE VIDEO PROGRAM THAT THEY'RE PUTTING FORWARD.

UH, CERTAINLY SOMETHING.

AND I JUST WANT COMMENT THAT I WORK WITH A LOT OF POLICE DEPARTMENTS AROUND THE COUNTRY.

NOBODY HAS DONE THE WORK THAT THE VIDEO REVIEW PANEL HAS DONE.

UH, EVERY POLICE AGENCY IN AMERICA IS POLICE ACADEMY.

IF THEY WERE TO LOOK AT THEIR VIDEOS IS GOING TO FIND THE SAME ISSUES AND CONCERNS THAT, UH, BOSTON FOUND.

AND I GIVE CREDIT TO AUSTIN AND THE COMMUNITY FOR TAKING ON SOME HARD WORK AND GOING FORWARD IN ADDRESSING THAT.

AND THAT'S A RECOMMENDATION THAT EVERY POLICE ACADEMY IN AMERICA SHOULD BE FOLLOWING.

UM, ACADEMY INSTRUCTORS TEACH THEIR CLASSES, UH, AND THEY DO A GREAT JOB DOING SO, BUT THEN THEY HAVE TIME WHEN THEY'RE NOT TEACHING.

AND WHAT WE FIGHT AGAINST SOMETIMES IS, UH, THE YOUNG CADET GETS OUT

[01:00:01]

OF THE ACADEMY.

HE GOES INTO A CAR WITH A FIELD TRAINING OFFICER AND, YOU KNOW, THE OLD TIMER SAYS, DON'T, DON'T LISTEN TO WHAT THEY TOLD YOU IN THE ACADEMY.

I'LL TELL YOU HOW IT REALLY IS.

WELL, UH, WE'VE TAKEN STEPS ACROSS AMERICA AND SINCE TAKEN IT TO MAKE SURE THE ACADEMY IS TRAINING RECRUITS FOR HOW IT REALLY IS AND MAKING SURE THAT THE FTO PROGRAM DOESN'T, UH, DISCOURAGE THE TRAINING THAT OCCURRED AND TRY AND CHANGE SOME OF, UH, THE FOUNDATIONS THAT WERE PUT IN THESE RECRUITS.

WE THINK THAT HAVING ACADEMY INSTRUCTORS SERVE AS FTOS WILL ONE, UH, HAVE MORE PEOPLE IN THE IT DEPARTMENT INTERESTED IN BECOMING AN ACADEMY INSTRUCTOR BECAUSE THERE'S SOME CONCERNS AND ISSUES WITH, UH, BEING AN INSTRUCTOR AT THE ACADEMY THAT FTO POSITION MIGHT ASSIST IT ALSO ALLOW THE FTO IS THE ACADEMY STAFF TO GO OUT AND RIDE TO MAKE SURE THAT THE FTO TRAINING OFFICERS ARE KEEPING UP THEIR END OF THE BARGAIN.

AND THEY ARE TRAINING RECRUITS AND MAKE HOLDING RECRUITS ACCOUNTABLE TO WHAT THE ACADEMY TRAIN THEM.

AND THEY CAN BE EXTRA EYES ON THE STREET FOR THE ACADEMY LEADERSHIP AND THE DEPARTMENT LEADERSHIP TO MAKE SURE RECRUITS ARE FOLLOWING THE POLICIES, PROCEDURES, AND THE TRAINING.

AND I CAN TELL YOU THAT RECRUITS BUILD A RELATIONSHIP UP WITH KIND OF A MENTOR RELATIONSHIP WITH ACADEMY INSTRUCTORS.

AND IF THEY GO OUT ON THE STREET AND THEY'VE GOT SOME ISSUES, CONCERNS, IT'S AN ETHICAL CHALLENGE OR A THOUGHT OR IDEA OR SOMETHING DOESN'T FEEL RIGHT TO THEM.

IF THEY ARE, HAVE THE ABILITY TO TEAM BACK WITH INSTRUCTORS THAT SAY THEY SERVE AS ROLE MODELS THAT WILL PUT ICE FOR THE ABILITY TO, TO BUILD AN ACTIVE BYSTANDER PRESENCE IN YOUR POLICE DEPARTMENT.

WE WANT TO HAVE AS POLICE OFFICERS, WHEN THEY SEE SOMETHING GOING WRONG, THEY DON'T ACT AS BYSTANDERS WHO LET THINGS GO ON.

WE WANT THEM TO BE ACTIVE BYSTANDERS WHO TAKE ACTION AND DO SOMETHING TO ADDRESS IT.

WE BELIEVE THEY SHOULD DEVELOP STRATEGIES TO ENHANCE LONG-TERM RACIAL, ETHNIC, AND GENDER DIVERSITY OF ACADEMY STAFF.

UH, YOUR RECRUITING PROCESSES IS AMAZING.

I COULD ONLY RECRUIT IN THE CITY OF BOSTON.

UH, YOU HAD TO BE A RESIDENT A YEAR BEFORE TO COME IN.

SO WE WERE LOSING OUT ON GREAT, UH, UH, ETHNICITIES, UH, PEOPLE OF COLOR, UH, VETERANS WHO HAD SERVED, UH, THAT WE COULDN'T EVEN CONSIDER FOR OUR ACADEMY PROCESS THROUGH OUR CIVIL SERVICE REGULATIONS.

AND YOUR TEAM HAS GONE FAR AND WIDE TO FIND FOLKS, YOU HAVE A VERY DIVERSE RECRUITING TEAM, AND THEY START WITH THE RECRUITS UPFRONT, KNOW THEM AND DEVELOP RELATIONSHIPS.

WE THINK THERE'S AN OPPORTUNITY TO SHIFT SOME OF THEM OVER TO HELP AND CONTINUE THE TRAINING.

ONCE THEY GET THE RECRUITS IN THE ACADEMY AND TO HELP THEM TO GET OTHER DIVERSE CANDIDATES COME TO THE ACADEMY, IT HELPS SHARE THEIR LESSONS WITH THE RECRUITS.

UM, THE WAY IN WHICH TEXAS TRAINING IS SET UP IS THROUGH A PROCESS CALLED T CALL.

I'M SURE YOU'RE ALL FAMILIAR WITH IT.

UM, I'M DYSLEXIC AND I HAVE TO LEARN IN A CERTAIN WAY.

AND IF I WENT TO SIT IN YOUR AUSTIN POLICE ACADEMY AND HAVE 40 HOURS IN ONE WEEK OF THE SAME POLICE INSTRUCTOR GIVING ME THE SAME COURSE OF INSTRUCTION FOR 40 HOURS, AND I'M TESTED ON AT ONCE, I WOULD LOSE OUT ON A LEARNING OPPORTUNITY.

I DON'T LEARN THAT WAY.

I'M BETTER OFF LEARNING, UH, TWO HOURS ON MONDAY, UH, TWO HOURS ON TUESDAY THAT TOUCHES ON THE WORK ON MONDAY TWO HOURS ON FRIDAY TOUCHES ON, UH, TUESDAYS AND MONDAYS WORK.

I HAVE A TEST ON MONDAY.

I LEARNED SOME THINGS, RIGHT.

WELL, I LEARNED SOME THINGS NOT SO WELL.

I GET TO GO OVER A STUDY GROUP AND FIND OUT WHAT, YOU KNOW, WHAT I DID RIGHT AND WRONG.

AND WE MAKE THE ACADEMY PROCESS, A WHOLE LEARNING PROCESS WHERE ALL OF THAT INFORMATION IS WOVEN IN.

AND THEN WE'RE DOING THAT WITH OUR OTHER COURSES.

IF IT'S A CRIMINAL PROCEDURE OR CONSTITUTIONAL LAW, IF IT'S ETHICS, IF IT'S COMMUNITY ENGAGEMENT STRATEGIES, IF IT'S, UH, YOU KNOW, POLICING A DIVERSE COMMUNITY, YOU PATISSERIE POLICING BY CHANGING THE BLOCK COURSES, THE WAY THEY CURRENTLY ARE STRUCTURED.

YOU COULD HAVE AN ACADEMY WHERE YOU CAN HAVE A THEME OF KNOWLEDGE AND A THEME OF ETHICS AND A THEME OF A CULTURE GO THROUGHOUT THE ENTIRE ACADEMY DAY.

I WOULD FULLY RECOMMEND STARTING AN ACADEMY AT 7:00 AM.

IT'S TEXAS.

YOU GUYS ARE VERY HOT, UH, RECRUITS, I THINK SHOULD SHOW UP FOR WORK AND THEY'RE IN THEIR PHYSICAL FITNESS UNIFORM.

AND MAYBE MARK, WE'LL GO TO THE NEXT SLIDE CAUSE I'M PROBABLY TALKING TO ONE SLIDE AHEAD.

UM, I KNOW, UH, THIS MIGHT, I DON'T THINK YOU HAVE ENOUGH PHYSICAL FITNESS IN THE ACADEMY, BUT I LOOKED AT IT, IT WAS 40 HOURS WHEN IT WAS A FULL ACADEMY.

IT'S EVEN LESS.

WHEN THE ACADEMY WAS SLIMMED DOWN A BIT, I WOULD LIKE TO SEE RECRUITS, BE PHYSICALLY FIT, PHYSICALLY, RECRUIT, FIT, RECRUITS, USE LESS FORCE.

THEY'RE MORE COMFORTABLE IN THEMSELVES.

THEY'RE LESS LIKELY TO ENGAGE IN AGGRESSIVE BEHAVIOR.

AND I THINK YOU COULD BENEFIT FROM STARTING THE DAY AT 7:00 AM TO YOUR ROLL CALL, RECRUITS, GET LIMBER STRETCH, HAVE PHYSICAL FITNESS, GET CLEANED UP.

WE CAN DO ALL KINDS OF STRESS AND, AND PARAMILITARY WORK WITH THEM FOR THE TWO HOURS IN THE MORNING.

AND THEN WE PUT THEM IN AN ACADEMIC SETTING WHERE INSTRUCTORS ARE PLAYING OFF OF EACH OTHER'S THEMES SO THAT THE INSTRUCTOR IN THE AFTERNOON IS TAKING INFORMATION THAT I TAUGHT IN THE MORNING AND WE'RE SHARING AND WHERE WE'RE LEARNING FROM EACH OTHER.

AND WE'RE LEARNING TOGETHER AS A TEAM.

AND I THINK THERE'S A WAY TO IMPROVE THAT ALONG WITH,

[01:05:01]

I WOULD LIKE TO SEE COMMUNITY ENGAGEMENT STRATEGIES.

WE THINK COMMUNICATION STRATEGIES ARE HUGE.

WE DON'T WANT THEM TO BE SOMEBODY COMING INTO THE ACADEMY FOR TWO HOURS AND WE CHECK A BOX.

AND WHEN WE LOOKED AT RECRUIT SURVEYS, THEY SAID, IT SEEMED LIKE PEOPLE THAT WE JUST HAD TO GET THROUGH THIS CLASS.

WE DON'T WANT CLASSES THAT ARE IMPERATIVE FOR RECRUITS, CAREERS, AND IMPERATIVE FOR OUR COMMUNITY ENGAGEMENT STRATEGIES TO BE A BOX CHECKING MISSION.

WE WANT THEM TO BE AN IMMERSION INTO WHAT POLICING IS ALL ABOUT.

HAVING THEM GO TO HOMELESS SHELTERS AND SEEING WHAT THE HOMELESS ADVOCATES DO.

HAVING THEM GO TO MENTAL HEALTH CLINICS, WHERE PEOPLE ARE IN CRISIS AND SEEING THAT THEY HAVE, BUT FOR THE GRACE OF GOD GO, I, UH, AND THEN TREATING YOUR FELLOW MAN.

UH, BUT WHAT YOU WANT TO BE TREATED IS PROBABLY THE WAY EVERY POLICE OFFICER SHOULD START HIS DAY OUT I'VE OF AN ACADEMY, UM, UH, CLASS OR OUT OF HIS CRUISER.

UH, AND AUSTIN HAD SOME FOLKS THAT THEY HIRED, UH, FOR THE CLASS THAT HAD MOVED INTO ALASKA AND THEY WERE TO BRING THEM IN AND THEY'VE BEEN USING THEM AS A CIVILIAN LIAISON TO THE NEIGHBORHOODS.

AND THEY'VE BEEN EXPERIENCING WHAT THE COMMUNITY IS LOOKING FOR EACH COMMUNITY IN EACH NEIGHBORHOOD IS DIFFERENT.

AND WE NEED TO MAKE SURE THAT THE COMMUNITY IS INVOLVED IN HOW THEY WANT TO BE POLICED BY THE POLICE.

AND THAT, UH, INVOLVEMENT IS LOUD AND CLEAR.

AND WE THINK THAT THOSE IMMERSION PROGRAMS IN THE COMMUNITY, NOT AS, UM, THE POLICE CADET, UM, HE HAD, UH, YOU KNOW, BE THE SAVIOR, BUT TO BE AN EDUCATIONAL PIECE FOR THESE CADETS SO THAT THEY UNDERSTAND THE HISTORY THEY'RE COMING INTO AND THEY UNDERSTAND THE CHALLENGES OF THE COMMUNITY.

I HAVE POLICE OFFICERS FRUSTRATED IN BOSTON WHEN COMMUNITY MEMBERS WOULD WITNESS VIOLENT CRIME, SO THEY WOULDN'T COME FORWARD AND HELP.

AND THEY WOULD SAY, WHY, YOU KNOW, WHY WOULD PEOPLE NOT HELP? WELL, SOME PEOPLE LIVE WITH VERY LEGITIMATE FEAR IN THEIR COMMUNITIES AND IT'S A REALITY FOR THEM.

AND WE HAVE TO MAKE OFFICERS AWARE OF THAT AND THEY HAVE TO BUILD THEIR OWN RELATIONSHIPS TO BUILD THAT TRUST.

UH, I CAN'T TRAINING, UH, IS A PHENOMENAL PROGRAM.

AND WE'D LIKE TO SEE THAT CONTINUED AS A REFRESHER AND CONTINUE TO WORK ON HOW DO WE DEESCALATE? HOW DO WE, HOW DO WE DO EVERYTHING POSSIBLE TO MAKE SURE THAT ENCOUNTERS WITH POLICE OFFICERS ARE, UH, YOU KNOW, BY THE OUT OF SUNSUPER, UH, THE BEST BATTLE IS THE ONE WHERE WE NEVER HAD A WAGE BATTLE AND WE CAN TALK OURSELVES OUT OF ISSUES AND CONCERNS.

AND WE, WE, WE WANT TO MAKE SURE IT WILL.

AUSTIN'S INVESTING IN A HEALTH AND WELLNESS BUILDUP FOR RECRUITS, UH, AND MAKE SURE THAT THEY UNDERSTAND WELLNESS AND EMOTIONAL SURVIVAL.

UH, IF YOU DON'T HAVE A GOOD EMOTIONAL SURVIVAL TRAINING PROGRAM, UH, RECRUITS, UH, CAN TAKE THE STRESS OF LAW ENFORCEMENT AND IT CAN BECOME AN US VERSUS THEM.

IF WE'RE NOT LETTING SOME OF THE THINGS THAT THEY SEE ON THE STREET BE DEALT WITH AND IN A WAY THAT'S, UH, THAT'S HELPFUL AND, AND HELPS THEM KEEP, UH, WELL, UH, AND ACADEMY STAFF CAN BE BURNED OUT SOMETIMES TO THOSE A LONG HOURS, LONG DAYS.

AND, UH, MAKING SURE WE HAVE A PROCESS TO ASSIST THEM.

MARK.

I THINK WE, UH, WE GO BACK TO YOU NOW WITH, UH, NEXT STEPS, UH, ONCE WE COMPLETE A GROUP BAG.

THE THOUGHTFULNESS AND THOROUGHNESS OF THIS PRELIMINARY REPORTS.

THANK YOU, DAN.

AND, UH, THIS'LL JUST BE VERY QUICK.

I JUST WANTED TO, UM, LET THE COUNCIL KNOW, KIND OF JUST REMIND THE COUNCIL THAT WE STILL HAVE WORK TO DO IN, IN THE ASSESSMENT OF THE TRAIN AND ACADEMY.

UM, BASICALLY WE'RE, YOU KNOW, WE'LL BE IDENTIFYING POLICE ACADEMIES AND EVIDENCE-BASED BEST PRACTICES.

WE'VE GOT SOME MORE INTERVIEWS TO DO AND RESEARCH AND ANALYSIS BEFORE SUBMITTING A FINAL REPORT, UH, WHICH I BELIEVE WILL BE COMING OUT IN, IN EARLY TO MID APRIL.

THE LATEST, UM, GROUPIE IS, IS THE NEXT PHASE.

AND THAT'S GOING TO BE DUE AT THE END OF SEPTEMBER.

THAT'S GOING TO TAKE A DEEPER DIVE INTO RECRUITMENT, RECRUITMENT, AND PROMOTION PRACTICES.

UH, WE'RE GOING TO TAKE A LOOK AT A LARGE NUMBER OF USE OF FORCE INCIDENT, UH, REPORTS AND ANALYZE THOSE, UH, WHAT ARE WE LOOKING AT DATA ON POLICE, CITIZEN INTERACTIONS AND, UH, REVIEWING, UH, BIAS AND DISCRIMINATION COMPLAINTS OVER THE LAST 10 YEARS AMONG OTHER THINGS.

AND THEN, UH, TWO PHASES OF THIS, A REVIEW THAT WOULD STILL PENDING COUNCIL APPROVAL.

AND IF APPROVED AT SOME POINT, UH, GROUP C WOULD INCLUDE, UH, UH, COMPLIANCE, UH, REVIEW OF, OF RACE AND DISCRIMINATION, EMPLOYMENT LAWS, UM, UH, LITIGATION REGARDING ALLEGED POLICE MISCONDUCT AND, UH, IDENTIFYING PATTERNS OF SYSTEMIC RACISM AND, AND OTHER FORMS OF DISCRIMINATION.

AND THEN GROUP DAY, IF, IF APPROVED, UH, IN THE FUTURE IS, UH, WOULD BE THE ELECTRONIC COMMUNICATIONS OF REVIEW AND, AND LOOKING AT PUBLIC POSTS ON SOCIAL MEDIA PLATFORMS, UM, AND IDENTIFYING, UH, ELECTRONIC EVIDENCE OF, UH, BIAS, RACISM, HOMOPHOBIA, AND, AND SO FORTH.

AND SO THAT, UM, IS, ARE, UH, BASICALLY AN OVERVIEW.

UM, WE'RE HAPPY TO ANSWER QUESTIONS EITHER NOW OR, UH, AT AN APPROPRIATE TIME, UM, THIS AFTERNOON.

SO THANK YOU VERY MUCH.

I'LL STOP SHARING THE SCREEN.

THANK YOU, MARK.

DAN AND RICK REALLY APPRECIATE

[01:10:01]

I'M GONNA NOW TURN IT OVER TO OUR APD LEADERSHIP, BUT CHIEF MANN IS GOING TO KICK IT OFF AND THEN, UH, PASS IT OVER TO CHIEF OF STAFF GAYE, UH, TO PROVIDE SOME INITIAL RESPONSE TO THESE RECOMMENDATIONS.

AND THEN WE'LL OPEN IT UP TO QUESTIONS FROM THE MAYOR AND COUNCIL.

YEP.

MANAGE.

WE'LL JUST MAKE SURE THAT YOU CAN HEAR ME.

WE CAN.

UH, HELPING US WITH THIS, UH, ENDEAVOR.

VERY GOOD.

UH, RICK MARK, DAN, GOOD TO SEE YOU ALL AGAIN.

AND MAYOR AND COUNCIL.

UH, I ACTUALLY VERY MUCH APPRECIATE THE OPPORTUNITY FOR US TO BE BEFORE YOU TODAY TO HIGHLIGHT THE WORK THAT WE HAVE BEEN DOING WELL OVER A YEAR NOW TO MOVE FORWARD THE, UH, TRAINING ACADEMY, THE CURRICULUM, THE INSTRUCTOR, UH, COMPETENCIES, UH, ALL IN PREPARATION OF, UH, RE RESTARTING OUR CADET CLASS.

UH, WE HAVE VERY MUCH ENJOYED THE ENGAGEMENT WITH CROWELL AND WHAT YOU WILL SEE HERE SHORTLY AS A PRESENTATION FROM THE AUSTIN POLICE DEPARTMENT REGARDING THE RECOMMENDATIONS THAT CROLL JUST PRESENTED.

AND AS YOU WILL SEE, WE ACCEPT AND AGREE WITH EACH OF THESE RECOMMENDATIONS.

WHEN YOU LOOK AT THE SHORT TERM RECOMMENDATIONS, UH, YOU WILL SEE THAT OTHER THAN A, OF THEM THAT ARE MORE OF AN ONGOING RECOMMENDATION, WE DO EXPECT TO COMPLETE EACH AND EVERY ONE OF THOSE SHORT-TERM RECOMMENDATIONS IN THE MONTH OF APRIL, UH, AS IS BEEN WELL, UH, DISCUSSED.

AND AS YOU ALL ARE WELL AWARE, UH, I HAVE ANNOUNCED MY RETIREMENT AND WILL BE LEAVING THE ORGANIZATION HERE SHORTLY.

SO, UH, CHIEF OF STAFF, TROY GAY, WE'LL GO OVER A PRESENTATION HERE IN A FEW MINUTES, OUTLINING ALL OF THE PROGRESS WE HAVE ALREADY MADE ON EACH OF THESE RECOMMENDATIONS, THE PLAN FOR FULL IMPLEMENTATION, AND THEN WE TOO WILL BE AVAILABLE FOR QUESTIONS, BUT, UH, SINCE CHIEF GAY WILL BE HERE FOR THE, THE CONTINUED IMPLEMENTATION OF THESE RECOMMENDATIONS, HE WILL GIVE YOU THE PRESENTATION.

AND THEN AGAIN, WE WILL BE AVAILABLE FOR QUESTIONS ON THE BACK END.

SO I WILL NOW TURN IT OVER TO CHIEF GAY.

THANK YOU, CHIEF.

I APPRECIATE IT.

UM, CAN Y'ALL HEAR ME GETTING THE NOD? UM, I'LL JUST WAIT FOR THE PRESENTATION TO, UH, COME UP BY WE'RE WORKING FOR THAT.

I JUST WANT TO RECOGNIZE AS CURL DID THAT THE, UH, THE PASSION, UH, OF THE CADET INSTRUCTORS AND LEADERSHIP, UH, THEY HAVE DEFINITELY BEEN WORKING VERY DILIGENTLY OVER THE LAST, UH, YEAR OR SO, UH, FOLLOWING DR.

VILLANOVA'S ROADMAP THAT SHE, UH, SHE WORKED ON.

SO VERY EXCITED TO GIVE YOU AN UPDATE.

CAN WE GO TO THE NEXT SLIDE, PLEASE? I WILL TRY NOT TO READ THESE.

I'LL JUST SORT OF SUMMARIZE, I KNOW THIS WAS SENT TO YOU YESTERDAY.

I'M EXCITED TO SAY THAT, UH, WE HAVE HIRED A, UH, A DIVISION MANAGER, WHICH IS THE ORGANIZATIONAL DEVELOPMENT TRAINING MANAGER.

UH, IT IS DR.

ANNE CRANKING.

UH, SHE IS A PHD WITH A MAJOR FIELD IN CRIMINAL JUSTICE HAS DONE WORK WITH OTHER AGENCIES IN THEIR HIRING AND TRAINING IN THEIR ACADEMY.

SO WE'RE VERY EXCITED TO ONBOARD HER IN, UH, MARCH 15TH.

UH, ALSO WE WILL, WE'RE EXCITED THAT DR.

VILLANOVA HAS AGREED TO STAY ON AS A TEMPORARY EMPLOYEE, NOT ONLY TO ONBOARD, UM, DR.

UH BUT ALSO TO STAY ON AS A RESOURCE FOR OUR DEPARTMENT, WE DID RECOGNIZE, AND, UH, WHAT, UH, KROLL HAD MENTIONED ABOUT, UM, MAKING SURE THAT THIS POSITION IS HELD TO THE HIGHEST LEVEL OF THAT AS A, AS A COMMANDER.

UM, AS I MENTIONED, THE ORGANIZATIONAL DEVELOPMENT TRAINING MANAGER WITH A LOWER POSITION IN OUR ORGANIZATION, WE HAVE ELEVATED THIS POSITION TO A DIVISION MANAGER, WHICH IS EQUAL WITH THE COMMANDER.

UH, THIS WILL ALSO, UH, BE, UM, WE WILL MAKE SURE THAT THE LEADERSHIP, UH, COMMAND AS WELL AS THOSE IN THE ACADEMY, UNDERSTAND THE POSITION AND AN AUTHORITY THAT THIS POSITION BRINGS.

UH, ALSO WE'RE EXCITED THAT WE WILL BE HIRING A, UH, IT SAYS TRAINING SPECIALIST, BUT WE ARE IN THE PROCESS OF RECLASSIFYING THIS POSITION TO A MORE APPROPRIATE TITLE OF A TRAINING SUPERVISOR, WHICH WILL HELP THIS, UH, DIVISION MANAGER MOVE FORTH WITH, I BELIEVE DR.

FERGUSON IN HIS REPORT REALLY MENTIONED THE NEED TO HAVE SOMEONE THAT IS A SUBJECT MATTER EXPERT IN CURRICULUM BUILDING.

SO, UH, THIS PERSON, UH, WILL, UH, BE THERE TO ASSIST THE DIVISION MANAGER IN,

[01:15:01]

UH, AS THEY MENTIONED, THE LEARNING MANAGEMENT SYSTEM, WE ARE ON TRACK, UH, TO EXPEDITE THE PROCUREMENT OF THIS PROCESS.

WE DID GET THE RFQ BACK ON FEBRUARY 12TH.

UH, WE ARE ON TRACK TO SELECT A PREFERRED VENDOR, UM, BY MID APRIL.

UH, AND THEN WE WILL BE WORKING WITH CITY MANAGEMENT TO, UH, EXPEDITE BRINGING THAT FORWARD TO A CITY COUNCIL FOR, UH, APPROVAL.

UH, THE, UH, NEXT RECOMMENDATION FIVE WAS TO FORMALIZE THE, UH, INTERNAL REVIEW PANEL.

UH, WE ARE EXCITED THAT WE ARE WORKING TOWARDS, UH, THE CREATION OF THIS PANEL.

I THINK THAT THE WORK THAT WE DID WITH THE VIDEO REVIEW PANEL SORT OF HIGHLIGHTED THE NEED TO HAVE A COMMUNITY REPRESENTATION.

UH, WE ARE WORKING WITH BOTH OPO AND EQUITY OFFICE TO IDENTIFY POTENTIAL, UH, INDIVIDUALS THAT COULD SERVE ON THIS ROLE, AS WELL AS POTENTIALLY, UH, MEMBERS THAT SERVED ON THE VIDEO REVIEW PANEL.

WE DO ANTICIPATE THAT THE GROUP WILL BE ESTABLISHED BY MID-MARCH, UH, AND OF COURSE THE TRAINING SPECIALIST OR THE TRAINING SUPERVISOR, UH, WILL COME ON BOARD, UH, IN MID APRIL.

UH, NEXT IS THE, UM, WE WILL BE, UH, LOOKING AT, UH, HOW TO INCORPORATE THIS INTERNAL REVIEW BOARD.

SO, AS I, AS I MENTIONED IS THAT, UH, WE HAVE ALREADY BEGUN THE EVALUATION OF SEVERAL OF OUR COURSES.

WE WENT THROUGH THE FIRST 10 WEEKS, AND ONCE WE GET OUR, UH, DIVISION MANAGER ON BOARD, UH, SHE WILL BE, UH, STARTING THAT REVIEW ON THE FIRST 10 WEEKS.

AND WE ANTICIPATE THAT BETWEEN, UH, MID MARCH AND APRIL SHOULD BE ABLE TO REVIEW THE FIRST 10 WEEKS AS WELL AS THE REST OF THE ACADEMY CURRICULUM.

TACTICS OR OTHER TYPE OF SKILLS THAT WE LEARNED IN THE ACADEMY.

UH, THIS PARTICULAR, UH, RECOMMENDATION WAS REALLY TO, UH, EFFECTIVELY TRAIN ON PROPER DEFENSIVE TACTICS, UH, AND MESSAGING THROUGHOUT THE ACADEMY.

WE TOTALLY AGREE, UM, UH, WITH THIS TRANSITION AND WITH THIS AGREEMENT, UM, THAT THESE PARTICULAR TOPICS, UH, WILL BE ADDRESSED THROUGHOUT THE ACADEMY.

UM, WE ARE GOING TO HAVE INCREASED EFFORTS ALIGNED WITH DR.

VILNA WAIVER AND THE CRO RECOMMENDATIONS TO ENSURE THERE IS CONSISTENT MESSAGING THROUGHOUT THE ACADEMY.

SO IT'S NOT JUST A ONE AND DONE COURSE IT'S SOMETHING THAT WILL CONTINUALLY BE MESSAGED THROUGHOUT THE ACADEMY.

UH, ALSO IN THE NEXT RECOMMENDATION REALLY IS THAT WE HAVE CREATED THAT FRAMEWORK, AS CROWE MENTIONED.

UH, WE HAVE, UH, WORKED WITH THE COMMUNITY MEMBERS ON THE COMMUNITY VIDEO REVIEW PANEL.

UM, WE ARE VERY EXCITED THAT WE HAVE, UM, REALLY TAKEN THE TIME TO BE ABLE TO WORK WITH THE COMMUNITY TO IDENTIFY AND AGREE.

UH, WE WILL DEFINITELY NOT BE SHOWING ANY VIDEOS THAT HAVE NOT GONE THROUGH A REVIEW PROCESS AND REALLY LEANING TOWARDS MORE OF A LEARN, UH, ADULT LEARNING METHODS TO REPLACE SOME OF THE VIDEOS THAT HAD BEEN USED IN THE PAST.

UH, NEXT SLIDE PLEASE.

UH, AS MENTIONED WE DID, UH, WE ARE REPLACING THE WILL TO WIN WITH A SELF-DEFENSE.

SO WE DO AGREE THAT THIS SHOULD MOVE TOWARDS THE END OF THE ACADEMY.

UH, WE DEFINITELY WANT TO MAKE SURE THAT OUR, UH, NEW OFFICERS ARE FULLY TRAINED, UH, WITH THE ESCALATION COMMUNICATIONS AND, AND OTHER TRAINING PRIOR TO GOING THROUGH THIS SELF-DEFENSE EXERCISE.

UH, 10 IS ALSO IN THAT SAME, UH, LINE THAT WE DEFINITELY WANT OUR CADETS TO BE FULLY EXPOSED TO DEFENSIVE TACTICS.

PRIOR TO THAT LAST EXERCISE.

UM, THE NUMBER 11 REALLY GOES OVER, UH, AS WAS MENTIONED, UM, TO HAVE CADET SUCCEED BY GIVING THEM THE TOOLS, THE SELF-DEFENSE TRAINING, THE CHALLENGES THAT OCCUR WITH BT.

SO DEFINITELY, UH, WE, UH, IN 10 TO REALLY EMPHASIZE SERVICE AND, UH, IN THE ACADEMY, UH, I KNOW IT WAS MENTIONED ABOUT THE WARRIOR VERSUS A GUARDIAN.

WE DEFINITELY BELIEVE THAT THE, THE DAILY WORK OF OUR OFFICERS IS IN THE GUARDIAN, UH, MINDSET, AND THAT'S WHAT WE NEED TO BE TEACHING ON.

ALTHOUGH WE DO NEED TO HAVE OUR OFFICERS PREPARED, AS MARK HAD MENTIONED, UH, WHEN THE, THE, THERE IS A THREAT THAT WE HAVE TO BE ABLE TO, UH, USE DEFENSIVE

[01:20:01]

UH, IT WAS MENTIONED ABOUT, UH, UTILIZING THE SAND PIT OR CARRYING SANDBAGS AS A PUNISHMENT OR DISCIPLINE.

UH, THIS WAS ELIMINATED, THIS WAS COMMUNICATED WITH THE STAFF AS OF FEBRUARY 1ST.

SO THIS WILL NO LONGER BE USED IN THE ACADEMY.

UH, THE NEXT SLIDE OR THE NEXT RECOMMENDATION 13 ABOUT PHYSICAL FITNESS TEAM BUILDING.

UH, IT WAS MENTIONED BY DAN THAT, UH, PHYSICAL FITNESS TRAINING SHOULD BE SEPARATED FROM, UH, YOUR ACADEMIC LEARNING, YOUR TEAM BUILDING.

WE TOTALLY AGREE WITH THAT.

WE WILL ALSO BE PLACING ALL OF OUR PHYSICAL FITNESS TRAINING ON THE CALENDAR.

SO, UH, WE AGREE WITH THAT RECOMMENDATION, UH, AS PART OF ITS COMMUNITY ENGAGEMENT PROGRAM, THE ACADEMY SHOULD PRO PROACTIVELY REACH OUT TO A WIDE VARIETY OF COMMUNITY LEADERS, UH, WILLING TO WORK.

SO WE HAVE ALREADY BEEN, UH, WORKING TO IDENTIFY COMMUNITY GROUPS.

AS MARK HAS MENTIONED, WE ADDED 30 ADDITIONAL HOURS, UH, IN THE ACADEMY WE ARE WORKING TO, UM, TO ACTUALLY, UH, FIGURE OUT WHAT GROUPS WE'LL BE UTILIZING AND WHAT WE WANT TO GAIN FROM EACH OF THE CLASSES.

WE BELIEVE THAT THE LEARNED AND LIVED EXPERIENCES FROM OUR COMMUNITY IS REALLY GOING TO, TO HIGHLIGHT, UH, THAT SERVICE AS WELL AS A LINE OUT THE COMMUNITY'S EXPECTATIONS FOR OUR OFFICE.

UH, IT WAS TALKED ABOUT THE HISTORY OF POLICING.

UH, THIS COURSE, UH, WAS RECOMMENDED.

IT WAS DEVELOPED, UH, UH, THROUGH THE WORK OF, UH, OPO AND THE UNIVERSITY OF TEXAS, UH, LAW DEPARTMENT.

UH, WE HAVE ACCEPTED THE CURRICULUM.

UH, WE HAVE ACTUALLY FOUND A SUBJECT MATTER EXPERT, UH, IN THE COMMUNITY WHO HAS AGREED DR.

COURTNEY ROBINSON TO TEACH THIS COURSE, WHICH WILL ALSO BE CO UH, TAUGHT BY ONE OF OUR SERGEANTS WHO IS THERE AT THE TRAINING ACADEMY.

SO WE'RE VERY EXCITED ABOUT, UH, REALLY INTRODUCING, UH, THIS PARTICULAR COURSE, AS WELL AS MAKING SURE THAT THIS COURSE IS THE FOUNDATION TO WHERE IT CAN BE REINFORCED THROUGHOUT THE ACADEMY, UM, UH, FOR, FOR OUR PARTICULAR CADETS, UH, ALSO IN THE NEXT, IT TALKS ABOUT THE NUMBER 16 ABOUT THE ABOVE COURSE, WHICH IS THE HISTORY OF POLICING IS REALLY, UH, COUPLED WITH A TRAINING COMMUNITY OUTREACH, UH, EMERGING STRATEGIES, SUCH AS CADETS, SPENDING TIME IN FOOD PANTRIES.

UH, THIS IS SOMETHING THAT, UH, WE'LL TALK MORE IN THE LONGTERM STRATEGIES, BUT WE HAVE BEEN ALREADY LOOKING AT THE SUCCESS THAT WE HAD WITH THE EIGHT CADETS THAT HAD BEEN WORKING, UH, WITH THE DISTRICT REPRESENTATIVES OUT IN THE COMMUNITY, AND REALLY TRYING TO CO-CREATE A TWO WEEKS PRIOR TO THE ACADEMY, WHICH WE HOPE TO HAVE IMPLEMENTED BY THE VETERAN 45TH, UH, POLICE ACADEMY.

UM, THE NEXT IS THE 17, WHICH IS TALKING ABOUT REALLY MAKING SURE THAT ALL THE COURSES ARE LOOKED WITHIN A DEI LENS.

UH, AS WE TALKED ABOUT ABOVE THAT, WE ARE NOT ONLY DOING THE HISTORY OF POLICING, BUT LOOKING AT ALL OUR CLASSES TO MAKE SURE THAT WE ARE LOOKING, UH, AT OUR COURSES THROUGH A DEI LENS.

AND WE DO ANTICIPATE THAT THAT WILL BE AT THE COMPLETION OF APRIL WHEN WE HAVE OUR NEW DIVISION MANAGER ON BOARD TO RE-LOOK AT OUR CURRICULUM.

UH, THE NEXT SLIDE, PLEASE, UH, AS IT WAS MENTIONED, WE HAVE, UH, TAKEN A LOT OF EFFORTS TO TRY TO DIVERSIFY OUR, UH, OUR RECRUITING AND TRAINING ACADEMY.

WE HAD MADE EFFORTS AND RECOGNIZE THAT THERE IS STILL WORK TO BE DONE.

UM, ALTHOUGH WE HAVE ADDED ADDITIONAL INSTRUCTORS, WE RECOGNIZE THAT WE NEED TO BRING, UH, MORE OFFICERS WITH DIVERSITY.

SO WE ARE IDENTIFYING MORE ADJUNCT INSTRUCTORS THAT I CAN ACTUALLY FILL THAT ROLE UNTIL WE ACTUALLY INCREASE THE DIVERSITY WITH OUR INSTRUCTORS.

WE DO, UH, LIKE THE CONCEPTS OF COACH FACILITATING, AND THAT WOULD BE NOT ONLY WITH, UH, ADJUNCT INSTRUCTORS WITHIN OUR ORGANIZATION, BUT ALSO BRINGING IN, UH, COMMUNITY MEMBERS ON PARTICULAR COURSES THAT HAVE BEEN IDENTIFIED TO WHERE IT WILL BE CRITICAL TO HAVE THAT VIEWPOINT FROM, UH, THE COMMUNITY.

UM, WE DEFINITELY ARE REALLY LOOKING AT THE GROUNDWATER

[01:25:01]

ANALYSIS.

UH, THIS IS PART OF THE DEPARTMENT'S, UH, EQUITY PLAN, UM, UH, FOR OUR DEPARTMENT AND THE TRAINING ACADEMY WILL BE PART OF THAT.

WE ANTICIPATE HERE IN THE NEXT, UH, SEVERAL WEEKS THAT WE WILL BRINGING FORTH A LONG-TERM PLAN, UH, TO COUNCIL TO, UH, HOPEFULLY APPROVED THAT WILL, UH, REALLY LOOK AT, UH, OUR LEADERSHIP, OUR UNDERSTANDING OUR DEI LENS, AS WELL AS LOOKING AT THE GROUNDWATER ANALYSIS, UH, THAT WILL BE, UM, UH, TALK THROUGH, UH, FOR ALL OF OUR OFFICERS IN THE DEPARTMENT.

UM, WE TALKED ABOUT THE ACADEMY SHOULD RE-INSTITUTE THE PRACTICE OF FOLLOWING UP WITH CADETS? UH, ALTHOUGH THAT THIS HAS BEEN SOMETHING THAT INFORMALLY HAS ALWAYS BEEN DONE, UH, WE RECENTLY PUT THAT INTO THE SLPS, UH, AND IS ALREADY COMPLETE, AND WE WILL MAKE SURE THAT THAT IS DONE, UH, ON A REGULAR BASIS.

UH, WE DO HAVE A VERY, UH, SUCCESSFUL, UH, WOMEN'S MENTORING GROUP.

UH, THIS IS SOMETHING OVER THE LAST COUPLE OF YEARS, WE'VE FELT THAT IT WAS NECESSARY.

THINK THAT IT WAS ALREADY MENTIONED THAT WE WERE LOSING, UH, FEMALE CADETS AND WE, WE REALLY WANTED TO CREATE THAT MENTORING GROUP.

WE RECOGNIZE THAT, UH, THEY ARE NOT THE ONLY GROUP THAT NEEDS TO BE MENTORED THROUGHOUT THE ACADEMY.

WE'LL BE UTILIZING THE BEST PRACTICES LEARNED FROM THAT PARTICULAR GROUP AND WORKING WITH AFFINITY GROUP GROUPS TO REALLY ESTABLISH, UM, UH, MENTORING GROUPS, UH, FOR ALL OF OUR CADETS.

UH, THE LAST IS REALLY, UH, WHAT WAS, UH, IDENTIFIED IN THE SHORT TERM OF HAVING THAT INDEPENDENT REVIEW, REALLY MAKING SURE THAT WE ARE BEING HELD ACCOUNTABLE AND THAT WE ARE ACTUALLY IMPLEMENTING THE, UH, THE REVIEWS.

WE WILL BE WORKING WITH, UH, CITY MANAGER'S OFFICE TO IDENTIFY POTENTIAL CONSULTANT THAT CAN DO THAT WORK, UH, THAT IS ALL THE SHORT TERM.

AND I'LL QUICKLY GO OVER THE LONG-TERM AND THEN I WILL TURN IT OVER NEXT SLIDE, PLEASE.

UH, WE DEFINITELY AGREE, UM, ON THE, UH, NUMBER FOR ONE, WHICH IS TO BUILD THAT POSITIVE COLLABORATION BETWEEN APD AND THE COMMUNITY.

UH, I, AGAIN, I JUST KEEP POINTING BACK TO THE COMMUNITY VIDEO REVIEW PANEL.

I BELIEVE THAT IT REALLY, UH, BROADENED THE LENS OF OUR INSTRUCTORS AND REALLY RECOGNIZE THE NEED THAT WE NEED TO HAVE COMMUNITY INPUT.

UH, WHEN WE ARE DEVELOPING OUR CURRICULUM, UH, THIS WILL BE ASSIGNED TO OUR DIVISION MANAGER WHEN SHE COMES ON BOARD IN, IN MARCH.

UH, WE ALSO RECOGNIZE THE NEED, UH, FOR OUR MTOS.

UH, WE DO NOT WANT TO HAVE A CULTURE TO WHERE YOU GRADUATE FROM THE ACADEMY, AND THEN YOU GO OUT AND THE FTO SAYS, WELL, WE'RE GOING TO, UH, UH, NOW WE'RE REALLY GOING TO TEACH YOU HOW TO DO REAL POLICE WORK.

WE DO NOT BELIEVE THAT THAT IS THE CULTURE, BUT WE DO BELIEVE THAT THERE ARE FTOS NEED TO BE IN SYNC WITH OUR ACADEMY.

THEY DO COME TO OUR ACADEMY TOO, TO DO ANNUAL TRAINING.

WE WILL MAKE SURE OR THAT THEY UNDERSTAND THE EXPECTATIONS OF OUR DEPARTMENTS AND ALSO FOLLOW THROUGH WITH THEM.

UH, WE ARE ALSO INCORPORATING A SURVEY, UH, UH, UH, JUST LIKE YOU SAW WITH THE DR FERGUSON'S REPORT, UH, WITH OUR CADETS, FOR CADET INSTRUCTORS, WE WILL ALSO BE DOING THAT FOR OUR MTOS TO ENSURE THAT THEY ARE, ARE, UM, UH, ALIGNED WITH THE MISSION OF OUR DEPARTMENT.

UH, WE DO HAVE OUR INSTRUCTORS RIVE QUARTERLY, AND THAT IS REALLY JUST TO MAKE SURE THAT, UM, THAT THINGS ARE ALIGNED WITH HOW THEY'RE TEACHING AND THEY'RE ALIGNED WITH WHAT'S GOING ON WITH PATROL OPERATIONS AND REALLY OVERSEEING THAT FTO PROGRAM.

CONJUNCTION WITH THE LEARNING MANAGEMENT SYSTEM AS WELL.

UH, THIS IS THE INTENTIONAL STRATEGY FOR ENHANCING LONGTERM DIVERSITY.

I BELIEVE I'VE ALREADY COVERED THAT, AND WE RECOGNIZE THAT, AND WE DEFINITELY HAVE MADE EFFORTS TOWARDS THAT, AND THIS WILL BE A CONTINUOUS PROCESS OF THE NEXT IS THE, UH, ACADEMY CLASS SCHEDULES.

UH, WE DO AGREE THAT, UH, UH, THIS SHOULD BE TAUGHT IN SMALLER SEGMENTS, UH, AS MENTIONED, TICO IS, UM, HAS RECOMMENDATIONS.

AND WHEN THEY PROVIDE RECOMMENDATIONS, IT'S, IT'S, UH, RECOMMENDATIONS THAT THEY REALLY BELIEVE IT SHOULD BE TAUGHT IN A 40 HOUR BLOCK.

I DO BELIEVE, UH, THAT IN WORKING WITH TIKO AND WORKING WITH OUR APD TICO ADVISORY, UH, THAT WE CAN POTENTIALLY GET THAT CHANGED.

UH, BUT LIKE YOU SAID, THAT IS A LONG-TERM STRATEGY, AND WE BELIEVE THAT WE CAN GET THIS INCORPORATED BY THE 140 FIFTH CLASS IN

[01:30:01]

UH, THIS IS ABOUT OUR PHYSICAL FITNESS.

WE TOTALLY AGREE THAT PHYSICAL FITNESS IS KEY.

UH, CURRENTLY TIKO DOES NOT REQUIRE ANY PHYSICAL FITNESS STANDARDS FOR POST-GRADUATION.

THIS IS SOMETHING THAT OUR DEPARTMENT HAS BEEN WORKING ON FOR SEVERAL YEARS ABOUT SETTING A BASELINE FOR OUR OFFICERS.

THIS IS ALSO SOMETHING THAT HAS BEEN BROUGHT UP IN LEGISLATION FOR THE LAST, UH, TWO SESSIONS, AT LEAST.

AND THERE HAS BEEN A PUSHBACK BY ASSOCIATIONS, UH, REGARDING SETTING THESE STANDARDS, UH, BUT WE WILL CONTINUE TO WORK ON THIS PROJECT AND THINK IT IS KEY TO HAVING A, UH, A HEALTHY WORKFORCE, UH, AND PHYSICAL FITNESS IS, IS, IS PART OF THAT.

UH, NUMBER SIX IS REALLY THE PART ABOUT EXPANDING PHYSICAL FITNESS TRAINING TO A DAILY REGIMEN.

AND THIS IS WHERE I'M REALLY STARTING IN THE MORNING.

AND WE ALREADY TALKED ABOUT SEPARATING THE ACADEMIC AND THE PHYSICAL FITNESS.

UH, THERE ARE SOME LIMITATIONS TO THE SIZE OF OUR FACILITY, UH, BECAUSE IT IS, UH, FOR THREE OF OUR PUBLIC SAFETY AGENCIES, UH, WE WILL BE WORKING TO IDENTIFY SOME SHORT-TERM AND LONG-TERM GOALS OF HOW TO, UH, UH, GET THIS ACCOMPLISHED.

THIS IS ABOUT THE TWO WEEK COURSE, THE PROJECT CONNECT THAT I TALKED ABOUT ALREADY, WE'RE VERY EXCITED, UH, TO, UH, CO-CREATE THIS WITH THE COMMUNITY AND, UH, REALLY FOR OUR NEW OFFICERS TO REALLY CONNECT WITH THE COMMUNITY AND UNDERSTAND THAT, THAT LEVEL OF SERVICE AND THE EXPECTATIONS OF OUR COMMUNITY FOR OUR DEPARTMENT AND OUR OFFICERS, WE HAVE ALREADY ADDED 30 ADDITIONAL HOURS TO THE ACTUAL CURRICULUM, WHICH OF COURSE WE'LL HAVE OUR COMMUNITY MEMBERS WHO WILL BE ABLE TO SHARE THEIR LEARNED AND LIVED EXPERIENCES WITH OUR CADETS.

UH, IT WAS ALREADY MENTIONED ABOUT THE ICAT TRAINING.

WE DEFINITELY BELIEVE THAT DEESCALATION IS KEY AND NEEDED DEPARTMENT AND BELIEVE THAT WE NEED TO HAVE CONTINUED REFRESHER TRAINING, AND THIS WILL BE, UH, BUILT INTO OUR, UH, OUR, OUR, OUR, OUR BUYING, YOUR TRAINING THAT TIKO REQUIRES, BUT WE WILL ALSO BE ADDING THAT INTO A MANDATE, UH, THAT WILL BE DONE, UH, WITH ALL OF OUR, UH, OFFICERS.

I BELIEVE I HAVE ONE MORE SLIDE.

UM, THIS IS TO, UH, PROMOTE, UH, WELLNESS AND BURNOUT.

UH, WE DEFINITELY AGREE WITH THIS.

WE ARE GOING TO TRY TO SCHEDULE, UH, OUR ACADEMIES TO WHERE WE DO HAVE A, A BREAK.

UH, WE BELIEVE JUST LIKE IN THE ACADEMIC WORLD OF A INSTITUTION OF HIGHER LEARNING, THAT IS WHERE, UH, INSTRUCTORS WILL USE THE SUMMER TIME OR A SHORT BREAK TO WORK ON THEIR, THEIR CURRICULUM, UH, WORK ON, UH, UH, NEW, UH, LEARNING STYLES, THEIR PROFESSIONAL DEVELOPMENT.

SO WE DEFINITELY AGREE THAT WE NEED TO BE ABLE TO BUILD IN THAT TIME, AS IT WAS ALREADY MENTIONED IS THAT ONE OF OUR, UH, KEY TAKEAWAYS IN OUR DEPARTMENT IS REALLY THE OFFICER WELLNESS.

AND THIS GOES RIGHT IN LINE WITH, UH, OUR, OUR VISION FOR THAT PARTICULAR PROGRAM.

THE LAST IS THE LONG-TERM SYSTEM OF INTERNAL AND EXTERNAL REVIEWS.

UH, THIS IS AN ONGOING PROCESS.

UH, IT, ALTHOUGH WE DO AGREE THERE SHOULD BE PERIODIC REVIEWS.

UH, WE BELIEVE CLASSES SHOULD BE REVIEWED AND CRITIQUED AND CHANGED ON A REGULAR BASIS AFTER THEY'RE TAUGHT.

SO THIS IS AN ONGOING PROCESS, AND I DO BELIEVE THAT THAT WAS THE LAST, UH, SLIDE.

SO I APPRECIATE IT.

AND IF YOU HAVE ANY QUESTIONS, UH, WE WILL BE HERE TO ANSWER.

FOR ME WAS SEPARATING PT FROM ACADEMICS.

THANK YOU, CHIEF, AND REALLY APPRECIATE YOU AND YOUR COLLEAGUES LEANING INTO THIS, YOU KNOW, AGREEING WITH ALL THE RECOMMENDATIONS AND BEING CLEAR ABOUT HOW YOU ARE AND TRUSTING THEM, UH, AS PART OF THIS REVIEW, UH, I'LL JUST REMIND, UH, THE AMERICAN COUNCIL THAT THE CROWELL WILL BE COMING BACK WITH THE FINAL REPORTS AT THE END OF THE MONTH.

AND SO WE WILL BE PROVIDING THAT TO YOU, BUT I'D LIKE TO NOW PASS IT BACK TO YOU MAYOR AND OPEN IT UP FOR ANY QUESTIONS.

THANK YOU, MAYOR PRO TEM, AS YOU CAN IMAGINE, MAYOR, UH, MY, MY OPPOSITE, I, WE HAVE MANY, MANY, MANY, MANY QUESTIONS, UM, BUT I WILL, I WILL TRY TO, UH, ONLY TAKE UP THE APPROPRIATE AMOUNT SPACE.

UM, SOME OF THE QUESTIONS THAT CAME UP

[01:35:01]

YOU HAVE TO FORGIVE ME.

IT WAS THE GENTLEMAN WITH A VERY STRONG NORTHEAST ACCENT.

WAS IT MR. LINDSEY? YES MA'AM BUT I WOULD REMIND YOU THAT THE PILGRIMS LANDED JUST OUTSIDE MY HOUSE HERE.

SO THAT'S THE ORIGINAL ACCENT AND I DON'T KNOW WHAT HAPPENED ONCE I WENT ACROSS THE COUNTRY, BUT YESTERDAY YOU SAID THE THING THAT YOU SAID IT WAS SOMETHING THAT AS A LAYMAN, IT HAD OCCURRED TO ME ON MULTIPLE OCCASIONS.

LIKE I WONDER IF THERE SHOULD BE SOME SEPARATION BETWEEN THE ACADEMIC COMPONENT AND THE PHYSICAL COMPONENT.

AND SO I REALLY, I WOULD LIKE VERY MUCH TO, UM, JUST GET A LITTLE MORE INSIGHT FROM YOU ABOUT WHAT, WHAT DO YOU THINK THAT LOOKS LIKE WHEN IT ACTUALLY, UM, MANIFESTS IT? WHAT, WHAT DOES THAT LOOK LIKE? SO I WAS THE DRILL INSTRUCTOR FOR THE BOSTON POLICE ACADEMY.

I WAS A PHYSICAL FITNESS INSTRUCTOR AND I WAS ALSO THE CRIMINAL LAW INSTRUCTOR.

SO AT 7:00 AM, THEY SHOWED UP AND, YOU KNOW, THE INTENSITY CHANGES AS YOU GO AND YOU BUILD RELATIONSHIP WITH RECRUITS AND YOU GET THEM USED TO THE PROCESS.

UH, BUT, UH, DID I SEE SHE'S GAY NODDING HIS HEAD BECAUSE I KNOW HE WAS A PARASITE AT ONE POINT WITH ME, UH, I SCREAMED AND YELLED AND GOT THEM NERVOUS AND GOT THEM, UH, HYPER WITH THEIR HEART RATE UP BECAUSE THAT'S, WHAT'S GOING TO HAPPEN.

IF THEY'RE CHALLENGED WITH PHYSICAL FORCE OR VIOLENCE ON THE STREET, YOU GO FROM TALKING TO CITIZENS TO, UH, IMMEDIATELY REACTING YOUR HEART RATE GOES UP.

AND WE USED TO TRAIN RECRUITS TO DEAL WITH AN ELEVATED HEART RATE, AND THEN TO HAVE THAT STRESS AND TO GO BACK TO THE TRAINING, TO GO BACK TO WHAT THEY WILL LEARN IN PHYSICAL FITNESS AND, AND DEFENSIVE TACTICS TO WE'LL, WE'LL LEARN IN DEESCALATION.

UH, WE'LL LEARN WHAT THE POLICIES, RULES, AND PROCEDURES AND LAWS ARE.

I CAN TELL YOU THE NUMBER OF TIMES PEOPLE COME UP AND SCREAMED AND YELLED IN MY FACE.

UM, BUT THAT'S NOT AGAINST THE LAW.

UH, IT'S, IT'S ACCEPTABLE.

AND, UH, YOU HAVE A HUMAN REACTION AND WE HAVE TO TRAIN THAT HUMAN REACTION OUT OF RECRUITS.

THE WAY TO DO THAT IS WHEN YOU, SO FOR US, YOU SHOW UP AT SEVEN O'CLOCK, UH, EVERYONE STARTS AND WE START OUT IN THE PARKING LOT WITH OUR ROLL CALL UNIFORMS. WE STRETCH OUT TO MAKE SURE WE'RE REDUCING.

UM, WHEN I FIRST WAS ACADEMY INSTRUCTOR, MY, MY LIEUTENANT WAS SAYING, GO OUT THERE AND GET THEM.

THE GOAL WAS TO STRESS THESE KIDS OUT AND SEE WHO WE QUIT.

AND THEN I BECAME THE CHIEF AND I SAID, WAIT A MINUTE, I HAVE INVESTED A HUNDRED THOUSAND DOLLARS IN RECRUITING TO GET THESE KIDS IN THE ACADEMY AND MAKE THE BEST CLASS WE HAD.

I DON'T WANT TO GO AWAY.

I WANT TO GIVE THEM THE TOOLS TO SUCCEED.

SO WE WENT TO WHERE WE YELL AND SCREAM AND IT'S REGIMENTED.

AND WE PUT THEM UNDER STRESS WHEN THEY PUSH UPS AND SIT UPS.

AND, YOU KNOW, WE'RE GETTING THEM IN SHAPE THE SAME TIME, PREPARING THEM FOR THAT STRESSFUL SITUATION AND PREPARING THEM FOR A PARAMILITARY ORGANIZATION IS THIS PROCEEDING BECAUSE THERE'S ORDER.

BUT THEN WHEN YOU GO BACK INTO THE CLASSROOM, UM, I WOULD TURN IT OFF.

AND I WOULD COME IN MY FIRST DAY WHEN I WAS THERE, AND SAY, LISTEN, MY ROLE AND RESPONSIBILITY OUT THERE IS A DIFFERENT ROLE RESPONSIBILITY HERE.

MY JOB HERE IS TO GIVE YOU INFORMATION AND TO PROVIDE YOU WITH THE KNOWLEDGE YOU NEED TO BE THERE TO BE A COP, AND TO TELL YOU HOW TO DEAL WITH PEOPLE AS A PERSON.

AND I WOULD TEACH MY CLASS WITHOUT ANY STRESS.

THERE WAS A OPEN CONVERSATION.

I REALIZED SOME, SOME STUDENTS LEARN DIFFERENT THAN OTHERS, AND YOU GOT TO FIGURE OUT HOW CAN I GET THIS STUDENT, UNDERSTAND IT? AND THAT STUDENT UNDERSTAND IT AND TO MAKE SURE I WAS GETTING THE INFORMATION ACROSS.

AND THEN I CAN'T DO THAT.

IF THEY'RE WAITING FOR THE DOOR TO OPEN IN SOMEONE, TO SCREAM AND YELL AT THEM AND TAKE THEM OUTSIDE AND HAVE TO DO PHYSICAL FITNESS AND ADDRESS DRESS UNIFORMS, UM, IT'S JUST AS AN EFFECTIVE AT ALL.

THERE IS A TIME FOR THAT.

THERE'S A PLACE FOR IT.

IT'S NOT THE ACADEMY SETTING.

AND I THINK IF YOU EXPAND YOUR PHYSICAL FITNESS TRAINING, SEPARATED OUT AND THEN START THE ACADEMIC DAY WHERE THEY CAN BE TASKED WITH LEARNING.

AND I GO BACK TO THAT 40 HOUR BLOCK, UH, I CAN'T LEARN IN A 40 HOUR BLOCK AND I WANT TO MAKE SURE WE'RE TALKING ABOUT ETHICS AND HOW WE TREAT PEOPLE.

AND, AND MY LIFE, WHEN MY, WHILE WORKING ON THE COVERING OF THE HOMELESS GUY SAVED MY LIFE.

AND I SHARE WITH MY RECRUITS THAT EXPERIENCE AND TRY AND GET THEM TO REALIZE THAT, YOU KNOW, NOT EVERYONE WHO'S BEEN ARRESTED IS A BAD PERSON, RIGHT? WE ALL HAVE BAD DAYS AND TRY AND HUMANIZE THAT POLICE WORK.

AND THEN THE INSTRUCTOR WHO CAME BEHIND ME WHEN HE WAS DOING PATROL PROCEDURES, TRIED TO BRING THAT SAME THEME THAT OUR ACADEMY COMMANDER HAD PUT INTO US AND PUT FORWARD.

SO I THINK THERE IS A TIME FOR STRESS AND PHYSICAL FITNESS AND ACADEMICS SHOULD BE.

WE LEARNED ABOUT A DIFFERENT WAY.

SOME PEOPLE ARE SIGHT ORIENTATED.

SOME PEOPLE ARE SOUND ORIENTATED, SOME PEOPLE EXPERIENCE TRULY ORIENTATED, AND WE WANT TO GIVE THEM THE OPPORTUNITY TO LEARN WITHOUT UNDUE STRESS.

THE ACADEMY'S A STRESSFUL PLACE AS IT IS.

UH, AND I'VE BEEN SEPARATING THE TWO, I THINK WOULD BE BENEFICIAL TO WALK.

THANK YOU, MR. I THINK I'LL FOLLOW UP WITH YOU.

I DON'T KNOW THAT I GOT THE CLARITY I WAS LOOKING FOR, BUT THIS IS NOT THE ONLY OPPORTUNITY WE'RE GOING TO HAVE TO COMMUNICATE.

UM, THE OTHER QUESTIONS THAT I HAD.

SO DURING THE COURSE OF

[01:40:01]

THE CONVERSATION, DID I HEAR SOMEBODY SAY THAT WE'RE GOING TO GO FROM A 32 WEEK TO 28 WEEK, UM, TIMEFRAME? AND IF SO, I WOULD JUST LIKE TO KNOW WHAT THE IMPLICATIONS ARE OF LOSING THOSE FOUR WEEKS.

NO, I CAN, I CAN ADDRESS THAT REAL QUICK.

AND YOU AND RICK, BUT UH, MR. ELLIS, MR. ELLIS, HOW ARE YOU DOING? UH, JUST, YEAH.

WHAT, WHAT WE UNDERSTAND THE ACADEMY IS BEING KNOCKED DOWN FROM 32 ORIGINALLY WAS 32 TO 26 WEEKS.

AND WHAT THEY WERE CUTTING OUT WAS, UH, PREDOMINANTLY THE INTERMEDIATE COURSE CONTENT THAT THEY ARE NOT ELIMINATING IT ENTIRELY.

WHAT THEY'RE DOING IS THEY'RE JUST TAKING IT OUT OF THE INITIAL ACADEMY TRAINING.

AND THEN THE GRADUATING OFFICERS WILL BE, UM, TAUGHT THESE INTERMEDIATE COURSES OVER THE FIRST TWO YEARS OF BEING AN OFFICER.

SO THEY WILL BE COMING BACK TO ACADEMY ONCE THEY'RE OUT ON THE STREET PATROLLING AND, AND THEY'VE GRADUATED AND, UH, PROGRESSED TO OFFICERS.

UM, AND SO THAT INTERMEDIATE CONTENT PROBABLY TAKES UP.

I'M NOT SURE IF IT WAS FOUR WEEKS OR SIX WEEKS OF CONTENT.

UM, BUT WHAT THEY DID WAS THEY ELIMINATED THAT AND THEN THEY ADDED 30.

IT'S NOT REMOVED ENTIRELY.

IT'S JUST REMOVED FROM INITIAL THAT'S.

UH, THANK YOU.

I APPRECIATE THAT MEN IN PARTICULAR.

SO BY REMOVING THE INTERMEDIATE COURSES, THAT'S A MISS LET'S BEGIN BY REMOVING THAT COURSE.

THOSE ARE COURSES THAT ARE BETTER EXPERIENCED BY A POLICE OFFICER WHO HAS SOME TIME ON THE JOB WHO WAS OUT THERE AND EXPERIENCED IT.

AND IT'S IT'S IT'S.

SO I APPLAUD APD FOR MOVING THOSE COURSES DOWN THE ROAD.

IT ALSO GIVES THEM SOME TOUCH POINTS WITH NEW POLICE OFFICERS.

SO WE GRADUATED ACADEMY RECRUITS, THEY DO A GREAT JOB TRAINING THEM.

THEY GO OUT THE DOOR, THEY START TO GET, YOU KNOW, A LITTLE SALTY CAN GET SOME BAD HABITS.

THIS ALLOWS THEM TO COME BACK INTO THE ACADEMY AND WE CAN LOOK AT WHAT THEY WENT THROUGH IN THE PAST SIX MONTHS, NINE MONTHS A YEAR, TRAIN THEM ON ADDITIONAL THINGS.

NOW THAT YOU'VE GOT SOME EXPERIENCE, YOU MIGHT UNDERSTAND THIS BETTER, THAT FREED UP MORE TIME TO PUT SOME OF THE COMMUNITY POLICING INITIATIVES BACK INTO THE ACADEMY, UH, AND SUPPLEMENT THAT TIMEFRAME ON THE OTHER END.

SO WE, WE AGREE WITH PUSHING OUT TO EACH MEDIA AT WORK FOR ME, IT ALSO, YOU CAN FOCUS THE BAN ON THE GUARDIAN, UH, MENTALITY AND TRAINING CARDS, HOW TO BE ABLE TO GO OUT AND ENGAGE PEOPLE THAT AND DEAL WITH THE COMMUNITY FIRST.

AND THEN WE CAN TEACH THE TACTICAL STUFF THAT, YOU KNOW, WE MIGHT NEED SOME DAY ON THE JOB, BUT THE MAJORITY OF TIME, WE'RE NOT GOING TO NEED THAT, BUT THAT WHEN WE FOCUS ON GETTING OFFICERS OUT THE JOB WITH A COMMUNITY UNDERSTANDING, AND THEN WE CAN FOCUS ON TRAINING FOR A TERRORIST EVENT IN MY, MY EXPERIENCE OR OTHERS THAT, YOU KNOW, ONCE YOU'RE A GUARDIAN, YOU CAN, YOU CAN LEARN THE OTHER SKILL SETS.

THAT'S THE THOUGHTS I THINK THEY HAD ON IT.

I AGREE WITH THAT.

I THINK OUR TEAM AGREES WITH IT.

APPRECIATE THAT.

ABOUT MAKING SURE THAT OUR COMMUNITY UNDERSTANDS THAT WE ARE NOT TALKING OVER THEM, THAT WE'RE TALKING DIRECTLY TO THEM.

SO THEN ONE OF THE OTHER THINGS THAT WAS SAID, UM, WAS ABOUT EMOTIONAL SURVIVAL, WHICH GOT ME THINKING ABOUT ANOTHER ITEM.

IN ADDITION TO THIS ONE THAT MY OFFICE, UM, THOUGHT THROUGH WAS AROUND MENTAL HEALTH AND WELLNESS.

UM, I'D LIKE VERY MUCH TO GET A CLEARER PICTURE OF GIVEN THE OPPORTUNITY TO HAVE VERY THOROUGHLY ASSESSED, YOU KNOW, HOUR.

WELL, AS MUCH AS YOU HAVE BEEN ABLE TO THUS FAR, YOU KNOW, UNTIL WE GET THE LATTER HALF OF THE REPORT, UM, THE ABILITY TO ASSESS WHAT DO WE HAVE THE APPROPRIATE PROTOCOL IN PLACE TO, FIRST OF ALL, AS PEOPLE COME THROUGH, UM, MAKE ASSESSMENTS ABOUT MENTAL HEALTH AND WELLNESS AND WHETHER OR NOT WE ARE RECRUITING THE APPROPRIATE PARTIES IN TERMS OF MENTAL HEALTH AND YOU KNOW, WHO, WHO SHOULD BE IN THIS POSITION.

UM, BUT THEN MORE IMPORTANTLY, WHAT IS THE FUTURE LEVEL ASSESSMENT LOOK LIKE? HOW FREQUENTLY SHOULD WE BE DOING THAT? THE TRUTH OF THE MATTER IS I DON'T THINK ANY OF US, UM, DON'T RECOGNIZE THE DIFFICULTY OF THE JOB AND THE EXPOSURE TO TRAUMA CONSISTENTLY.

UM, YOU ALL ON THE LINE, YOU DON'T KNOW ME, BUT MY HUSBAND IS A FIRST RESPONDER IN WHICH CASE I, YOU KNOW, FOR ALMOST 19 YEARS NOW, I'VE BEEN WATCHING WHAT IT LOOKS LIKE WHEN THEY COME HOME.

I KNOW WHAT THIS LOOKS LIKE THAT TO SAY.

I DO THINK THERE SHOULD BE SOME VERY CLEAR AND CONCISE OPPORTUNITIES FOR US TO CHECK BACK IN AND MAKE SURE EVERYBODY'S OKAY MENTALLY.

AND SO I'M NOT ASKING YOU TO ANSWER THAT QUESTION RIGHT NOW.

I JUST WANT IT TO AIR IT.

IN FACT, YOU DON'T HAVE TO ANSWER IT.

I KNOW MY COLLEAGUES HAVE QUESTIONS AND THEN THE ONE LAST THING I WOULD LEAVE, UM, WITH MULTIPLE PEOPLE TALKED ABOUT TRAIN CHAIN OF COMMAND CIVILIANS.

DON'T KNOW WHAT Y'ALL ARE TALKING ABOUT.

UM, YOU KNOW, WE ALL KNOW, YOU KNOW, TOO MANY COOKS IN THE KITCHEN, SOME OF THESE OTHER CLICHES, BUT THEY DON'T KNOW WE GOT WITH TALKING ABOUT WHEN YOU TALK ABOUT CHAIN OF COMMAND.

UM, SO I WOULD LIKE VERY MUCH IN THE FUTURE WHEN WE HAVE THESE CONVERSATIONS WITH OUR, OUR CONSTITUENTS ARE LISTENING.

I JUST WANT TO MAKE SURE THAT YOU SAID TICO B PLOT.

YOU KNOW, I WANT TO MAKE SURE THAT WE'RE VERY CAREFUL

[01:45:01]

AND THAT IS VERY IMPORTANT THAT THEY UNDERSTAND THE CONVERSATION AS WELL, AND THAT WE'RE NOT GOING TO USE, UM, A VERNACULAR THAT THEY DON'T UNDERSTAND.

UM, AND I THINK THERE'S NOBODY WHO DOESN'T UNDERSTAND WHAT CHAIN OF COMMAND IS.

THEY GET IT.

IT'S LIKE YOU PICK A BOSS AND THEN YOU PICK A COUPLE OF PEOPLE UNDER THEM.

THERE'S NO WAY THAT ONE PERSON CAN ALWAYS BE THE PERSON THAT YOU, YOU RUN TO.

BUT WHAT THE IMPLICATIONS THERE ARE, AGAIN, WE DON'T HAVE TO ANSWER THAT TODAY.

I WOULD LIKE TO IN THE FUTURE, UM, GETS THEM ANSWERS FROM Y'ALL ABOUT WHAT THAT LOOKS LIKE AND WHAT ARE THE IMPLICATIONS FOR ENGAGEMENT WITH THE COMMUNITY.

BUT THANK YOU FOR EVERYBODY FOR YOUR TIME.

I REALLY APPRECIATE THAT.

Y'ALL SAID THE THING THAT I THINK WE THOUGHT THIS ALL ALONG, THIS IS A BEAUTIFUL OPPORTUNITY FOR AUSTIN TO BE THE TEMPLATE FOR THE REST OF THE COUNTRY, FOR US TO GET IT RIGHT.

SO MUCH SO THAT PEOPLE LOOK AT US AND SAY, WOW, HOW DID Y'ALL DO THAT? SO WHEN YOU SAID THE THING ABOUT HOW, YOU KNOW, AUSTIN CONTRIBUTED THIS MUCH, SO FAR TO THIS PROCESS, AND NOBODY ELSE IS DOING IT, AND EVERYBODY ELSE SHOULD BE, I'VE BEEN TRYING TO SAY THAT ALL ALONG.

I REALLY THINK THIS WAS AN OPPORTUNITY AND I'D LIKE VERY MUCH TO MAKE SURE WE ALL KEEP THAT SAME POSITIVE, OPTIMISTIC ENERGY AND TAKE THIS AS AN OPPORTUNITY TO GET IT SO, RIGHT.

IT'S WHAT EVERYBODY ELSE LOOKS TO AS THE EXAMPLE.

SO THANK YOU FOR YOUR TIME.

WE APPRECIATE YOU AND ALL THE COMMUNITY MEMBERS WHO HAVE ATTRIBUTED AS WELL.

WELL, THANK YOU EVERYONE FOR THIS REALLY THOROUGH PRESENTATION.

AND THANK YOU, MAYOR PRO TEM FOR BRINGING UP THE ALPHABET SOUP.

I KNOW A LOT OF TIMES DURING STAFF MEETINGS OR EVEN COUNCIL MEETINGS, I SOMETIMES DON'T UNDERSTAND WHAT WE'RE TALKING ABOUT.

EVEN WITH THE PUBLIC SAFETY BACKGROUND, IT CAN GET CONFUSING.

UM, I HAVE A COUPLE OF QUESTIONS.

MY FIRST ONE, I WAS HOPING TO ASK CHIEF MANLEY WHAT HIS THOUGHTS WERE ON HIS PRESENTATION, CHIEF.

UH, WHAT DO YOU SEE AS THE BIGGEST CHANGE PROPOSED HERE AND THE MOST SIGNIFICANT FINDING FURTHER? DO YOU HAVE ANY THOUGHTS ON THIS PROCESS AND PRESENTATION ON YOUR VISION FOR THE ACADEMY? I, I GUESS MAYBE WHAT THE BEST FINDING OR, OR WHAT I HOPE THAT PEOPLE SEIZE ON IS THE FACT THAT WE ARE AGREEING WITH ALL OF THE RECOMMENDATIONS AND THAT THERE HAS BEEN A TREMENDOUS AMOUNT OF WORK DONE OVER THE PAST YEAR ON IMPLEMENTING THEM SO MUCH SO THAT ALL OF THE SHORT-TERM RECOMMENDATIONS WE EXPECT TO BE COMPLETED BY MID APRIL, OTHER THAN THOSE, THAT ALL WILL BE COMPLETE, BUT ONGOING.

SO I THINK THAT THIS IS A OPPORTUNITY TO HIGHLIGHT THE WORK THAT THE MEN AND WOMEN HAVE BEEN DOING AND WORKING ON.

UH, WE STARTED THIS BY BRINGING IN OUTSIDE EXPERTS, UH, PRIOR TO THESE REPORTS WITH DR.

VILLANUEVA.

AND, UH, I THINK THIS IS A FURTHER INSIGHT OF THAT.

UH, I DO BELIEVE THAT, UH, PARTNERING WITH CROLE, UH, BROUGHT IN EXPERT THAT BOTH HAVE EXPERIENCE, UM, REAL LIVED EXPERIENCE SERVING IN COMMUNITIES ACROSS OUR COUNTRY, SERVING AS LAW ENFORCEMENT OFFICERS, BUT ALSO BRING A COMPLETELY DIFFERENT FOCUS.

THAT COMMUNITY FOCUS THAT IS SO IMPORTANT HERE IN THIS MOMENT RIGHT NOW, AND THAT THEIR RECOMMENDATIONS ARE VERY WELL BALANCED.

AND AGAIN, WE ARE WELL ON OUR WAY TO FULL IMPLEMENTATION, ESPECIALLY OF THOSE SHORT TO COMPLETE PRIOR TO THE NEXT CLASS.

THANK YOU SO MUCH FOR THAT.

AND THEN MY LAST QUESTION REALLY IS FOR THE CITY MANAGER, UH, SPENCER, THANK YOU SO MUCH FOR BRINGING THIS TO COUNCIL.

I WOULD HOPE THAT MAYBE YOU COULD EXPLAIN WHAT OUR NEXT STEPS MIGHT BE TO ENSURE THAT OUR CITY IS ABLE TO START START A NEW ACADEMY.

I KNOW CURRENTLY WE'RE ABOUT 250 OFFICERS SHORT OF WHERE WE SHOULD BE ACCORDING TO OUR CITY'S POPULATION.

AND THEN WE'RE REALLY AT STAFFING LEVELS IN THE POLICE DEPARTMENT WHERE WE WERE IN 2011, WHAT ARE OUR NEXT STEPS TO START A NEW ACADEMY? WHAT WOULD THAT LOOK LIKE? THANK YOU, COUNCIL MEMBER.

AND I THINK THE FIRST STEP IS REALLY GETTING THIS FEEDBACK FROM THE, FROM YOU AND YOUR COLLEAGUES TODAY ON THE WORK THAT HAS BEEN GOING ON, AND THAT WE WILL CONTINUE TO DO.

AS YOU'VE HEARD, THERE HAS BEEN TREMENDOUS AMOUNT OF LEADING INTO THE RECOMMENDATIONS THAT HAVE BEEN PRESENTED, UH, BOTH THE ONES THAT HAVE BEEN COMPLETED, THE ONES THAT ARE ONGOING AND THEN THE PATH FORWARD TO COMPLETING THE REST.

UH, WE, AS MANAGEMENT ARE COMMITTED TO GETTING THIS ACADEMY STARTED AS SOON AS POSSIBLE, AND WE AWAIT FURTHER DIRECTION FROM COUNCIL.

AND SO TODAY'S CONVERSATION WILL BE AN IMPORTANT ONE.

THANK YOU SO MUCH FOR THAT.

I LOOK FORWARD TO WORKING WITH MY COLLEAGUES AS WELL AS YOUR OFFICE AND OUR CONSULTANTS TO ENSURE THAT WE CAN HAVE THE BEST POLICE DEPARTMENT IN THE ENTIRE COUNTRY.

AND THEN ALSO OUR CITIZENS HERE IN AUSTIN ARE WELL-PROTECTED FROM THE THINGS THAT HAPPEN EVERY DAY.

I THINK THAT PUBLIC SAFETY HAS ALWAYS BEEN PARAMOUNT AND I LOOK FORWARD TO ENSURING THAT WE HAVE THE BEST DEPARTMENT IN THE COUNTRY.

THE EXPERTISE OF OUR CONSULTANTS HERE.

I REALLY APPRECIATE ALL THE WORK, UM, THAT WENT INTO THIS AND, UM,

[01:50:01]

I WANTED TO DRILL DOWN A LITTLE BIT.

UM, WE JUST RECEIVED THIS YESTERDAY, SO I APOLOGIZE IF THIS IS FULLY IN THE REPORT.

UM, BUT I HAD SOME QUESTIONS SPECIFIC TO, UM, THE ICAT, UM, THE INTEGRATING COMMUNICATIONS ASSESSMENT AND TACTICS TRAINING.

UM, I NOTICED THAT THAT WAS PRAISED FOR BEING 10 HOURS.

UM, BUT THEN ELSEWHERE IT SAYS THAT THE GOLD STANDARD IS 16 HOURS.

UM, SO CAN SOMEONE PLEASE TELL ME WHAT WE'RE PLANNING MOVING FORWARD, UH, WITH RESPECT TO THE NUMBERS OF HOURS FOR THAT TRAINING, WHICH AS I UNDERSTAND IT IS THE, UM, OLD STAR TRAINING FOR DEESCALATION AND NOT USING FORCE.

SO LET ME TAKE, I'LL TAKE A INITIAL CRACK AT THAT COUNCIL MEMBER.

UM, YEAH, I THINK WHAT WE INTENDED TO DO WAS TO WE PRAISE THE FACT THAT THE POLICE ACADEMY HAS INCORPORATED ICAT TRAINING INTO THEIR CURRICULUM.

I BELIEVE IT WAS INSTITUTED, UH, APPROXIMATELY A YEAR AGO, IF I'M NOT MISTAKEN.

UM, HOWEVER, I WOULD NOTE THAT THE, YOU KNOW, THIS IS A CURRICULUM THAT IS DESIGNED BY THE POLICE EXECUTIVE RESEARCH FORUM.

AND, UH, NORMALLY IT IS MORE THAN 10 HOURS.

I THINK IT'S A 16 HOUR, UH, COURSE CONTENT.

WHAT WE UNDERSTAND IS, AND WE WILL BE DOING MORE ANALYSIS OF THIS BEFORE THE FINAL REPORT COMES OUT, UH, TAKING A CLOSER LOOK AT IT, EXACTLY WHAT CURRICULUM THE ACADEMY IS USING WITH RESPECT TO ICAT, UM, AND HOW EFFECTIVE WE BELIEVE THAT IS UNDER 10 HOURS.

UH, THEY DO HAVE ADDITIONAL, UH, DEESCALATION TRAINING.

UM, SO I BELIEVE IT WAS ANOTHER EIGHT HOURS OF SPECIFIC DEESCALATION TRAINING THAT THEY KIND OF DO IN CONJUNCTION WITH ICAT, UH, THAT HAS TO DO WITH THINGS LIKE VERBAL JUDO AND, AND OTHER THINGS THAT I THINK, YOU KNOW, RICK OR DAN COULD PROBABLY SPEAK TO, UM, BETTER, BUT, UH, THAT'S SOMETHING WE NEED TO TAKE A DEEPER DIVE IN.

UM, BUT WE WERE PRAISING THE FACT THAT THEY'VE AT LEAST INSTITUTED ICAT.

THAT'S A STEP IN THE RIGHT DIRECTION.

NOW WE NEED TO ANALYZE AND CONTINUE TO EVALUATE IT.

AND WE'LL HAVE MORE TO SAY, I THINK IN OUR FINAL REPORT ABOUT THAT.

AND I CAN'T ORIGINALLY WAS DESIGNED FOR IN-SERVICE OFFICERS CLASSES WHO HAD ALREADY GRADUATED THE ACADEMY.

THEY WERE OUT, THEY HAD EXPERIENCED TO TRY AND BRING THEM BACK IN AND GET THEM ENGAGED IN DEESCALATION TACTICS.

UM, AND THEN THERE WAS A CURVE COME UP WITH WHAT THEY THOUGHT WAS THE APPROPRIATE TIME.

SO I BELIEVE THAT'S THE COURSE THAT WAS TAUGHT TO ALL OF THE ACTIVE DUTY OFFICERS AT, UH, BOSTON PD THAT FULL COURSE AND LOOKS LIKE THEY ADOPTED SOME OF THE ICAT TRAINING IN ADDITION TO OTHER DEESCALATION TRAINING, WHICH I BELIEVE IT'S A TOTAL OF, I THINK MARK SPANK WAS ON THE CALL 20 HOURS OF DEESCALATION AND COMMUNICATIONS CRISIS COMMUNICATIONS TRAINING THAT THEY PUT TOGETHER.

SO, UM, THAT'S WHERE I THINK I ORIGINALLY WAS AN IN-SERVICE TRAINING PROGRAM AND IT'S EVOLVED INTO BE A RECRUIT, UH, SUPPLEMENTAL PROGRAM AS WELL.

UH, DISCOVERY AS TO WHAT'S IN THE CURRICULUM FOR ACADEMY INSTRUCTORS, WHATEVER ADJUNCT PEOPLE COMING IN AND SAYING THAT ARE POLICE OFFICERS WHO DEAL WITH SOME OF THE SPECIALIZATION UNITS.

SO I APPRECIATE THAT WHEN YOU DO COME BACK AT THE END OF THE MONTH WITH YOUR REPORT, I HOPE WE CAN HAVE SOME GREATER CLARITY ON WHAT THOSE RECOMMENDATIONS.

I THINK ONE OF THE BIGGEST CONCERNS WE HAVE IS AN ACTUAL OR PERCEIVED, UM, ADDITIONAL USE OF FORCE WHEN MAYBE WE IT'S NOT NECESSARY.

SO I THINK THAT MAKING SURE WE HAVE THE GOLD STANDARD FOR THAT TRAINING AS WE'RE DOING THIS, UM, IS IMPORTANT.

UM, ANOTHER AREA THAT WAS OF CONCERN TO ME, UM, WHICH I DIDN'T SEE COVERED HERE IN TERMS OF THE TRAINING ACADEMY IS WHAT TRAINING IS BEING OFFERED WITH RESPECT TO VICTIMS AND TRAUMA INFORMED APPROACHES TO VICTIMS. AS I UNDERSTOOD IT PREVIOUSLY, IT WAS SOMETHING LIKE ONE DAY ON VICTIMS. UM, AND I KNOW THAT, UM, WE HAVE A LOT OF EXPERTISE EVEN WITHIN APD IN OUR VICTIM SERVICES UNIT.

UM, THEY PLAY A ROLE SOMETIMES OF, UM, YOU KNOW, TEACHING OFFICERS ABOUT HOW STRATEGIES TO USE WHEN YOU HAVE TRAUMA, BECAUSE THEY HAVE THAT TRAINING.

ADDITIONALLY.

UM, BUT I HAVE THE SENSE THAT OUR OFFICERS WOULD BENEFIT FROM ADDITIONAL TRAINING IN THAT AREA.

SO WHAT ARE YOUR RECOMMENDATIONS ON THAT AREA? SO THAT'S SOMETHING WE HOPE TO DIG FURTHER INTO, UM, BECAUSE THERE'S A NUMBER OF ADJUNCT INSTRUCTORS WHO COME IN, WHO WORK IN SEXUAL ASSAULT, UH, DOMESTIC VIOLENCE, UH, UNITS WHO DO TRAINING AS WELL.

I KNOW THAT, UH, ONE OF THE INSTRUCTORS THAT'S AN ENTRANCE INSTRUCTOR THAT COMES IN, UH, IS A, A MEMBER OF THE GAY COMMUNITY AND TALKS ABOUT THE ISSUES AND CHALLENGES THAT MEMBERS OF THE LGBTQ COMMUNITY DEAL WITH AS VICTIMS AND HOW THEY'RE VICTIMIZED AND HOW THEY INTERACT WITH POLICE SOMETIMES WHEN THEY'RE VICTIMIZED AND THEY MIGHT BE, UH, KEEPING A PORTION OF THEIR LIFE FROM, FROM OTHERS AND DON'T WANT TO BE PUBLICLY OWNED.

UM, SO THAT'S THE PROCESS WE'RE GOING THROUGH WITH THE ACTUAL CURRICULUM,

[01:55:01]

I KNOW WE HAVE A CHILD WITNESS TO VIOLENCE PROGRAM WAS VERY SUCCESSFUL FOR OUR POLICE OFFICERS WHO HAD A DOMESTIC VIOLENCE CASE.

WE REALIZED THAT THE CHILDREN NEED TO BE TREATED AS WELL AS, UH, DEALING WITH WHATEVER LAW ENFORCEMENT ACTION WE HAD TO TAKE.

AND, UM, WE'RE ASSESSING EXACTLY WHAT THAT IS, INCLUDING COMMUNITY VOICES, UH, WHAT IS, WHAT USED TO BE THE COMMUNITY VOICES, AND THEN HOPEFULLY TO FIGURE OUT WHAT THE NEW COMMUNITY VOICE HAS COMING IN RN IS, UH, THE, UH, DEPARTMENT FIGURES OUT WHO THEY'RE BRINGING IN TO KIND OF CO PRESENT SOME OF THESE TOPICS.

SO THAT'S, THAT WILL BE SOMETHING WE'LL BE ADDRESSING, UH, HOPEFULLY THE END OF THIS MONTH FOR YOU IN, OKAY.

I WOULD JUST LIKE TO EXPRESS THAT I'D LIKE TO SEE US REALLY TAKE SERIOUSLY THE OPPORTUNITY TO PROVIDE TRAUMA INFORMED TRAINING.

UM, YOU KNOW, WE HAVE A LOT OF SEXUAL ASSAULTS AND A LOT OF DOMESTIC VIOLENCE ISSUES THAT WE'RE DEALING WITH AND OUR OFFICERS ARE CALLED TO DEAL WITH.

UM, AND ONE DAY OF TRAINING JUST DOESN'T SEEM, UM, SUFFICIENT FOR THAT.

UM, YOU KNOW, AND THOSE ARE CASES I THINK THEY WOULD, WOULD ENCOUNTER ON A REGULAR BASIS.

UM, THE THIRD AREA THAT I WANTED TO ASK ABOUT, UM, YOU KNOW, AUSTIN, WE HAVE A VERY LARGE SPANISH SPEAKING POPULATION.

UM, AND I WAS SORT OF SHOCKED WHEN WE WERE GOING THROUGH THE PROGRAM IN EARLIER CONVERSATIONS THAT WE HAD WITH HOW LITTLE SPANISH LANGUAGE, UM, TRAINING WAS OFFERED, EVEN ON A VOLUNTARY BASIS, UM, THROUGH THE ACADEMY.

UM, CAN YOU SPEAK TO WHAT YOU'RE LOOKING AT AND, AND, YOU KNOW, IN A COMMUNITY THAT HAS A LARGE SPANISH SPEAKING POPULATION, WHAT IS THE BEST PRACTICE FOR THAT? THAT'S A CHALLENGE LAW ENFORCEMENT IS DEALING WITH ACROSS THE COUNTRY TO MAKE SURE WE'RE GETTING WELL LANGUAGE SKILLS OUT THERE.

UM, WHAT WE HEARD FROM RECRUITS AND CADETS IS THAT THEY WANT MORE SPANISH TRAINING.

THEY FOUND IT TO BE VALUABLE, UH, FOUND IT TO BE SOMETHING THAT WAS INTERESTING TO THEM WAS PRESENTED WELL IN AN INFORMATIVE MANNER.

AND THE ONLY CHALLENGE WITH THE ACADEMY IS WE TRY TO GET ALL KINDS OF KNOWLEDGE IN A PERIOD OF TIME AND THEN HAVE THEM OUT IN THE STREET.

SO WE WILL EVALUATE EXACTLY WHAT THE LANGUAGE PROGRAM IS, BUT, UH, EVERY NOT EVERY, BUT MAJORITY OF RECRUITS ASKED THAT MORE, UH, SPANISH LANGUAGE TRAINING BE PUT INTO THE CURRICULUM GOING FORWARD.

AND IT MIGHT ALSO BE ONE OF THOSE INTERMEDIATE CLASSES THAT WE CAN GET THEM TRAINED UP AS RECRUITS, AND THEN, YOU KNOW, REINFORCE SOME OF THAT, UH, LANGUAGE SKILLS GOING FORWARD.

UH, I KNOW SOME, UH, DEPARTMENTS ACTUALLY INCENTIVIZE PEOPLE WHO ARE BILINGUAL AND ABLE TO DO TRANSLATION AND THERE'S A FINANCIAL INCENTIVE TO DO IT SO THAT PEOPLE GO TO CLASSES AND, AND GET, UH, THE TRAINING THAT THEY NEED SO THEY CAN HAVE THEIR SKILLSETS.

AND AT THE SAME TIME, UH, BE A BETTER COP ON THE STREET WITH IT.

I'M GOING TO HAVE SOMEONE WHO'S A LANGUAGE LOVER.

I WOULD JUST SAY THERE'S ALSO A LOT OF, YOU KNOW, ONLINE OPTIONS THAT DIDN'T TRADITIONALLY USED TO BE THERE THAT HAVE COME REALLY FAR, IF SOMEONE'S ACTUALLY INTERESTED IN LEARNING THE LANGUAGE, UM, TO HELP BUILD AND REINFORCE WHAT THEY LEARN IN PERSON.

UM, AND THEN MY FINAL QUESTION RIGHT NOW IS ABOUT THE LEARNING MANAGEMENT SYSTEM AND THE OPTION IS THERE.

UM, WE SOMETIMES HAVE A TENDENCY NOT TO BUY THE CADILLAC VERSION AND, UM, I I'D LIKE TO MAKE SURE THAT WE ARE GETTING WHAT WE NEED GIVEN THE HIGH PRIORITY THAT OUR COMMUNITIES PLACED ON MAKING SURE THAT WE SET UP AN ACADEMY.

UM, THAT IS A LEARNING ENVIRONMENT THAT IS, IS, UM, YOU KNOW, COMMENSURATE WITH THE TASKS THAT WE'RE ASKING OUR POLICE OFFICERS TO TAKE AND THE RISKS SO THAT THEY ARE PREPARED.

UM, SO CAN YOU SPEAK A LITTLE BIT MORE TO THAT LEARNING MANAGEMENT SYSTEM AND SORT OF HOW YOU RECOMMEND ME PROCEED WITH THAT? I HAVEN'T SEEN THE RETURNS AND THE VENDORS THAT ARE RESPONDING.

UH, I AGREE WITH YOU WHOLEHEARTEDLY.

UM, TH THERE'S NO SENSE IN INVESTING SOMETHING THAT IS NOT GOING TO BE, UH, STEADY, UH, AND WITH YOU FOR YEARS TO COME.

AND, UH, SOMETIMES IN GOVERNMENT WE LOOK FOR THE LOW BIDDER AND, UM, MY MOTHER WOULD SAY, SOMETIMES YOU GET WHAT YOU PAY FOR.

SO IF THERE'S ANY ABILITY TO SET, YOU KNOW, SOMETIMES WE SET STANDARDS ON RFPS IN MY OLD DEPARTMENT WHERE WE WANTED VERY SPECIFIC THINGS AND THAT'S SOMETIMES WOULD, UH, BE A SOLE SOURCE BECAUSE OF THE UNIQUENESS OF A PROGRAM.

SO I WOULD RECOMMEND THAT YOU BUY THE CATEGORY LIKE ESCALATE OF LEARNING MANAGEMENT SYSTEMS. IT'S ONLY GOING TO BE A, AN ITEM THAT IS GOING TO BE NEEDED EVEN MORE AS YOU MOVE FORWARD AND VIDEOS AND ADULT LEARNING AND LEARNING MODULES COME INTO PLAY, ESPECIALLY HOPEFULLY WE'RE OUT OF THE COVID WORLD SOON, BUT ONLINE TRAINING AND PROCESSES ARE SOMETHING THAT I THINK OUR CORPORATION IS INVESTING IN.

SO I WOULD INVEST IN THE CADILLAC.

[02:00:06]

NICE.

ALSO REMEMBER KITCHEN, THANK YOU ALL VERY MUCH.

AND THANK YOU TO OUR POLICE DEPARTMENT FOR THEIR RESPONSE.

I HAD A COUPLE OF QUESTIONS THAT I THINK ARE, ARE AIMED AT THE CONSULTANTS FIRST.

UM, LET'S SEE, THERE WAS A CONVERSATION ABOUT, UM, ABOUT RECRUITERS AND THE FACT THAT I'M SORRY ABOUT THE ACADEMY INSTRUCTORS AND THE FACT THAT THE CA ACADEMY INSTRUCTORS ARE NOT, UM, REFLECTING THE DIVERSITY OF OUR COMMUNITY.

AND IN THE REPORT YOU TALKED ABOUT ABOUT, UM, A VARIETY OF REASONS WHY THE ACADEMY HAS HAD DIFFICULTY INCREASING DIVERSITY AMONG, AMONG THE INSTRUCTORS.

AND I WANTED TO GET A LITTLE BIT OF HOW YOU, HOW YOU, UM, ACCUMULATED THAT INFORMATION.

WAS IT, IT LOOKS LIKE IT WAS, IT, IT LOOKS LIKE IT WAS THROUGH INSTRUCTOR SURVEYS, BUT I WANT TO UNDERSTAND WHETHER THAT INFORMATION CAME JUST FROM CURRENT INSTRUCTORS OR WHETHER IT CAME FROM INDIVIDUALS IN THE FOREST WHO MIGHT'VE CONSIDERED INSTRUCTING TO COMING INSTRUCTORS, AND THEY WERE OFFERING YOU INFORMATION ABOUT WHY THEY WOULDN'T CONSIDER IT.

AND I THINK IT, IT HAD, IT SOUNDED LIKE ONE, UM, THE FINANCIAL THAT THERE WAS A FINANCIAL DISINCENTIVE, UM, AS A LOSS BECAUSE OF THE LOSS OF OVERTIME AND SHIFT DIFFERENTIAL PAY.

AND THEN SOME OTHERS PHYSICAL FITNESS REQUIREMENTS, A PERCEPTION THAT THE INSTRUCTOR POSITIONS LIKE PRESTIGE OR A PATHWAY TO PROMOTION.

SO TWO QUESTIONS THERE.

ONE IS HOW DID YOU THAT INFORMATION AND TWO, UM, CAN YOU GIVE US SOME SENSE OF WHAT THE PRIMARY OR THE PRIMARY FACTOR IS? IS IT PRIMARILY A FINANCIAL DISINCENTIVE? IS IT NOT SEEING A CAREER PATH? YEAH, SO I THOUGHT I'LL TAKE THAT QUESTION.

UM, WE GOT IT FROM TWO SOURCES FIRST, FIRST, FIRST, THE, UH, ONE OF THE INDEPENDENT OUTSIDE EXPERTS.

THEY DID SOME SURVEYS OF THE ACADEMY, UH, THE STAFF THERE, UH, AND TH THAT INFORMATION ABOUT, UM, HAVING ACCESS TO EXERCISE FACILITIES AND ADDITIONAL TRAINING THAT YOU MIGHT NOT GET IN THE FIELD, A BETTER WORK SCHEDULE, THAT INFORMATION WE LEVERAGED FROM THOSE THAT THOSE REPORTS.

UM, BUT IN THE PROCESS IN THE LAST TWO MONTHS, WE'VE INTERVIEWED A NUMBER OF ACADEMY.

SO WE GOT ACROSS SECTIONS.

THERE WAS SOME, THERE WAS SOME, UH, ACADEMY STAFF PERSONS THAT AGREED, UH, WITH THAT, BUT THERE WAS SOME, UH, THAT SAID THE BIGGEST HURDLE IS THE FINANCIAL LOSSES THAT THEY LOSE FROM GETTING OVERTIME IN THE FIELD.

UH, WHEN YOU'RE WORKING IN PATROL, YOU KNOW, YOU HAVE, YOU KNOW, YOU WORK OVERTIME, YOU HAVE A SPECIAL ASSIGNMENTS AND THINGS LIKE THAT.

AND I KINDA GOT, I REMEMBER TALKING TO ONE INSTRUCTOR AND WE GOT KIND OF AN ESTIMATE OF LIKE, HEY, I'M LOSING LIKE MAYBE $1,500 A MONTH BY COMING HERE.

SO I'M LOSING MONEY, WHICH AFFECTS MY FAMILY.

UH, AND, BUT, YOU KNOW, BUT THEN AGAIN, TOO, THERE'S SOME OF THE TRADE-OFF IS BETTER SCHEDULE, MORE, MORE, UH, OPPORTUNITIES TO, UH, HONE THOSE EDUCATIONAL SKILLS WHILE YOU'RE DOING ACADEMY.

SO IT SOUNDS THOUGH, AS IF BOTH, IN TERMS OF THE BENEFITS, AS WELL AS THE DISINCENTIVES, YOU WERE REALLY TALKING TO THOSE WHO ALREADY, WHO HAVE OPTED IN, THEY HAVE BECOME INSTRUCTORS.

WE ALSO DID CONVERSATIONS WITH OTHER OFFICERS WHO WERE IN GROUPS, UM, UNION MEMBERSHIP AND LEADERSHIP AND FOLKS WHO AREN'T ACADEMY INSTRUCTORS AS WELL.

BECAUSE I GUESS I'M WONDERING IF IT WOULDN'T BE PRODUCTIVE TO KIND OF OPEN THAT QUESTION UP TO THE PEOPLE WHO AREN'T CURRENTLY SERVING AS INSTRUCTORS TO SEE WHAT'S, YOU KNOW, WHAT ARE, WHETHER THOSE FACTORS REMAIN TRUE ABOUT, YOU MIGHT NOT BE INTERESTED IN OPTING INTO THOSE POSITIONS.

IT'S SOMETHING THAT WAS RESEARCHED THAT INSTRUCTORS DID BECAUSE THEY WOULD HAVE SOMEBODY THAT THEY THOUGHT WOULD BE A REALLY GOOD CANDIDATE TO COME AND TEACH AND HAD A LOT TO SHARE RECRUITS.

AND THEY SAY, HEY, WHY DON'T YOU COME OVER HERE? AND THEY GOT LIKE, KIND OF HAPPY WHERE I AM FINANCIALLY WORKS FOR ME.

TIME-WISE IT WORKS FOR ME.

UM, THERE'S A PHYSICAL ASPECT OF, UH, YOU KNOW, THE PHYSICAL FITNESS TEST.

IT DOESN'T WORK FOR ME.

SO SOME OF THE INSTRUCTORS TRY AND GET OTHER PEOPLE THAT THEY THINK WOULD BE GOOD FOR THE RECRUITS.

AND THAT'S THE FEEDBACK THEY GET FROM LATE.

THE OFFICERS ARE SPEAKING WITH.

AND WE'VE HEARD THAT FROM SOME OF THE FOLKS WE TALKED TO.

ON PAGE 11 OF YOUR REPORT, IT YOU'VE MADE THE COMMENT, UM, EXCEPT FOR THE HISTORY OF POLICING AND RACE IN AUSTIN.

THAT'S HELPFUL.

SO THERE WERE, THERE WERE SOME REALLY GOOD RECOMMENDATIONS I THOUGHT THROUGHOUT YOUR REPORT ABOUT IS TO INTEGRATE, UM, COMMUNITY VOICES INTO THE CURRICULUM AS THE COURSE IS UNFOLDING.

AND I UNDERSTAND, I UNDERSTAND, UM, THAT THERE IS AN EXTENDED, THE PROPOSAL IS TO HAVE AN EXTENDED PERIOD OF TIME IN THE COMMUNITY, BUT I'M STILL REALLY INTRIGUED AND INTERESTED IN THE RECOMMENDATIONS THAT THAT CAME OUT OF THEIR SUPPORT TO HAVE, UM, HAVE THOSE OUTSIDE CONTENT EXPERTS ACTUALLY BE PART OF THE PART OF THE ONGOING CURRICULUM.

AND SO I GUESS MY QUESTION FOR OUR CA OUR CONSULTANTS

[02:05:06]

THERE DOES NOT APPEAR TO BE ANY INTENTIONAL OR CLEARLY ARTICULATED PLANS TO INCORPORATE OUTSIDE CONTENT EXPERTS.

AND SO I, I WANTED TO OFFER YOU THE, UM, OPPORTUNITY TO TALK A LITTLE BIT ABOUT THAT, AND THEN TO SWITCH TO APD AND, AND SEE WHY OR WHY THAT, UM, IS NOT THE PLAN MOVING FORWARD.

IT WOULD SEEM TO ME, IT WOULD, IT WOULD ADDRESS A VARIETY OF THE ISSUES THAT HAVE BEEN IDENTIFIED.

ONE THAT KIND OF DEATH BY POWERPOINT, I'M USING AN EXPRESSION THAT WAS IN THE REPORT ITSELF WHEN I CAME UP WITH, BUT, YOU KNOW, HAVING THAT CHANGE IN SPEAKERS, I THINK IS IMPORTANT, HAVING THAT THOSE AUTHENTIC VOICES FROM LIVED EXPERIENCE MAKES THE CURRICULUM MORE, MORE POWERFUL, UM, TO THOSE HEARING IT, I THINK IT ADDRESSES SOME OF THE QUESTIONS, SOME OF THE POINTS YOU RAISED, MR. LINSKY, ABOUT A VARIETY OF LEARNING STYLES.

UM, TO ME, I ALWAYS FIND THAT DIFFERENT LEARNING STYLES SOMETIMES RESPOND, RESPOND, UH, YOU KNOW, THAT IT'S IMPORTANT TO HAVE DIFFERENT SPEAKERS SOMETIMES IN THERE, UM, TO, TO HIT, TO REALLY REACH OUT TO PEOPLE WITH DIFFERENT LEARNING STYLES.

SO, IS, WOULD YOU SEE THE APDS RESPONSE AND KIND OF PLAN MOVING FORWARD TO HAVE, HAVE MOST OF THE COMMUNITY VOICES BE PART OF THAT POST ACADEMY COMMUNITY EXPERIENCE RESPONSIVE TO THE, TO THE RECOMMENDATIONS THAT YOU MADE ABOUT WHAT WOULD APPEAR TO BE MORE OF A SEAMLESS INTEGRATION OF THOSE COMMUNITY VOICES INTO THE CURRICULUM? SO WE, WE LOOKED AT WHAT INITIALLY WAS THERE AND ALSO AT WHAT HAD ALREADY BEEN SUGGESTED AND WAS UNDER CONSIDERATION BY THE APD TO BRING IN IF THERE'S POLICING AND WE, AND THEN IT WAS KIND OF AN OPEN BOOK.

WE ALSO FATE THEY'RE LOOKING FOR OTHER VOICES AND WE STRONGLY SUGGEST THROUGHOUT THE VOICES.

I JUST DID MY FOURTH CASE WITH THE INNOCENCE PROJECT.

AND IT WAS A CASE IN PHILADELPHIA, UH, THAT GIRL DID WHERE A YOUNG MAN WAS SHOT BY POLICE OFFICERS AND SAID 19 YEARS IN PRISON FOR SEXUAL ASSAULT.

HE DIDN'T MARRIED.

THE FIREARM THAT WAS FOUND ON HIM WAS BELONGED TO A POLICE OFFICER.

IT'S A TRAVESTY OF A CASE.

UH, THOSE VOICES SHOULD BE IN THE POLICE ACADEMY.

UH, THERE ARE, UH, CIVIL RIGHTS ACTIVISTS WHO HAVE A DIFFERENT LENS.

SO, UH, CHIEF MAILEY AND I HAVE, I'VE SEEN HIM ACROSS THE YEARS AT PER FOR ICP FUNCTIONS.

WE GET TO GO TO PLACES WHERE, AND PEOPLE WITH OUTSIDE THOUGHTS ON RESTORATIVE JUSTICE AND PEOPLE WITH THOUGHTS ON VICTIMIZATION AND IN CRIMINOLOGY GET TO HAVE CONVERSATIONS AND WE GET DIFFERENT EYESIGHTS AND THOUGHTS AND IDEAS.

AND HOPEFULLY WE TAKE THEM BACK TO OUR DEPARTMENTS AND LET THEM GROW.

AND I WOULD ENCOURAGE AUSTIN TO GET THOSE VOICES INTO THE ACADEMY AS EARLY IN, AS OFTEN AS THEY CAN, I WOULD BRING IN YOUR HARSHEST CRITICS AND THEN HAVE THEM, UH, EXPLAIN WHY THEY ARE HARSH CRITICS.

AND, UH, I WOULD BRING IN THE CIVIL RIGHTS ATTORNEY WHO HAS, UH, PROBABLY YOUR CORPORATION COUNSEL HAS WRITTEN NUMEROUS CHECKS TO, FOR INSTANCE, TO CONCERNS.

AND I WOULD HAVE HIM COME IN OR HER COME IN AND EXPLAIN WHAT THEY LOOK AT AND WHY THEY ARE BEING EFFECTIVE AND WHAT THEY NEED YOU TO DO AS A POLICE OFFICER, SO THAT THEY DON'T SUE THE DEPARTMENT AND SUE YOU.

UM, I HAD TO SEE A LAW WHO WAS A YOUNG MAN THAT I CHASED THROUGH THE STREETS OF BOSTON, UH, IS A GANG MEMBER WHO SOLD CRACK COCAINE AND KERRY GUTS CHOOSE.

HE DID A SHOOTING, WENT TO PRISON, FOUND RELIGION.

I CAN'T REMEMBER THE NATION OF ISLAM.

AND THERESA BECAME ONE OF MY STRONGEST PARTNERS IN TRYING TO HELP REEDUCATE GANG MEMBERS COMING OUT OF THE JUSTICE SYSTEM TO BE PREPARED FOR SOCIETY.

AND HE WOULD COME IN AND TALK ABOUT HIS JOURNEY TO OUR POLICE OFFICERS.

AND SOME OF THEM HAVE NEVER EXPERIENCED SOME OF THE CHALLENGES TRUE.

SEEING IS A GROUP HE GREW UP WITH EXPERIENCED, AND THE MORE WE CAN HAVE THEM BUILD RELATIONSHIPS WITH DIFFERENT OPINIONS AND IDEAS IN THE COMMUNITY, THE BETTER OFF WE ARE.

AND I JUST, JUST DON'T WANT TO SAY WE HAVE A COURSE THAT SOMEONE CAME IN AND SPOKE FOR TWO HOURS ABOUT ISSUES ON THIS PARTICULAR GROUP, BECAUSE THAT DOESN'T WORK.

THAT'S A COURSE.

AND WHAT WE HEAR FROM CHIEF MANLEY AND LEADERSHIP OF APD AND THE MANAGER'S OFFICE IS THEY WANT TO CHANGE THE CULTURE WHERE THE UNDERSTANDING STARTS IN THE ACADEMY.

AND AS A LIFELONG LEARNING LESSON ON THE STREET, AND AS LOUD AND INTENSE VOICES OUTSIDE OF POLICING, AND YOU CAN GET IN THE ACADEMY, UH, WE SUPPORT THAT ALL LOUDLY.

HOW YOU'RE USING THOSE SUGGESTIONS TO INFORM? ABSOLUTELY.

AND IT SEEMED TO ME THAT, THAT YOU REALLY MAKE THAT POINT.

IF YOU HAVE THOSE COMMUNITY VOICES INTEGRATED THROUGHOUT THE WHOLE ACADEMY, RIGHT, THEN, THEN IT'S, THEN YOU'RE GETTING YOUR LEARNING, NOT JUST FROM OFFICERS, BUT ALSO FROM THOSE COMMUNITY VOICES.

AND I THINK IT, IT WOULD SEND AN IMPORTANT MESSAGE ABOUT THE WAY WE CONSTRUCT LEARNING, I GUESS, CHIEF, CHIEF GAY CHIEF MANLEY.

COULD YOU TALK ABOUT HOW YOU'RE,

[02:10:01]

AND THAT WAS A GREAT QUESTION.

I WANT TO TOTALLY AGREE WITH, UH, HOW YOU'RE PERCEIVING THE TRANSFORMATION THAT WE'RE LOOKING TOWARDS.

WE DO ANTICIPATE THAT THE COMMUNITY VOICES NEED TO BE HEARD THROUGHOUT THE ACADEMY.

UH, WHAT WE PRESENTED WAS REAL BASIC TO THE RECOMMENDATIONS, BUT WE DO INCORPORATE, UH, THE 30 HOURS, THE PRE-WORK THAT WILL HAPPEN THE ACADEMY, BUT WE WILL, WE DO WANT THAT TO BE INCORPORATED THROUGHOUT THE ACADEMY.

AND AS DAN MENTIONED, IT'S JUST NOT A, UH, CHECKING THE BOX SAYING, HEY, WE HEARD FROM THE COMMUNITY HERE.

WE TRULY BELIEVE THAT IT NEEDS TO BE INCORPORATED.

UH, I BELIEVE ONE OF THE COUNCIL MEMBERS ASKED, WHAT DID WE LEARN, UH, FROM CROLL AND OTHER, UH, PRESENTATIONS.

WE LEARNED THAT THROUGH THE COMMUNITY, UH, VIDEO REVIEW PANEL AND OTHERS THAT THEY BRING A LENS INTO, UM, OUR ENVIRONMENT THAT WE HAVEN'T SEEN BEFORE.

AND IT IS SO CRITICAL THAT OUR OFFICERS UNDERSTAND DIFFERENT PERSPECTIVES.

AND SO, UH, IT IS CRITICAL FOR IT TO BE, UH, INTEGRATED THROUGHOUT THE ACADEMY.

AND THAT IS OUR GOAL.

THANK YOU, ASSISTANT CHIEF GUY.

SO DO YOU SEE THE CURRICULUM MOVING TOWARD THE SUGGESTION THAT WAS MADE IN THE CURL REPORT TO HAVE, HAVE THOSE COURSES BE CO-TAUGHT BY APD INSTRUCTORS IN COOPERATION WITH APPROPRIATE SUBJECT MATTER EXPERTS OR COMMUNITY ALLIES? ABSOLUTELY.

AND WE WE'RE, WE'RE, WE'RE DOING A REVIEW OF ALL THE COURSES AND ANY COURSE THAT WE BELIEVE CAN BE CO-TAUGHT, UH, WE WILL, UH, BE DOING THAT.

UH, I BELIEVE IN CROWS REPORTED, LISTED OVER 15 DIFFERENT ENTITIES THAT WE ARE TRYING TO HAVE CONVERSATIONS WITH AS WELL AS LOOKING, UH, FOR OTHERS AS WELL.

AND IT LOOKED TO ME LIKE THOSE WERE COMMUNITY GROUPS, UM, THAT WOULD BE USEFUL.

I THINK, I THINK THERE PROBABLY ARE ALSO SOME OTHER SUBJECT AREA EXPERTS, BOTH IN OUR UNIVERSITIES AND IN SOME OF THE ORGANIZATIONS ACTIVE HERE IN THE CAPITOL AND, AND OTHERS.

SO I WOULD ASSUME THAT THAT IS JUST A VERY, JUST A SNAPSHOT OF A LIST OF THOSE WHO MIGHT BE CONSIDERED OUT A FEW OTHER QUESTIONS, BUT I, I, I WILL, UM, CONCLUDE HERE FOR NOW.

THANK YOU VERY MUCH.

AND WE'VE SEEN BETTER NUMBERS IN THE RECENT CLASS, UH, WHERE WE DIDN'T SEE THE DROPOUT OF FEMALE CADETS.

UM, I HAVE, UM, TWO QUESTIONS, UH, TWO SETS OF QUESTIONS, I GUESS THE FIRST QUESTION JUST RELATES TO, UM, UH, I WANTED TO NOTE, UM, I THINK IT WAS SLIDE 11, UH, THE, UH, THE, THE CONTINUED UNDER-REPRESENTATION PRETTY SERIOUS UNDER-REPRESENTATION OF WOMEN IN THE ACADEMY.

I THINK IT'S AT 17% OR SOMETHING LIKE THAT.

SO MY QUESTION FOR YOU ALL IS WHEN YOU REVIEWED THE CURRICULUM AND YOU REVIEWED OTHER ASPECTS OF HOW THE TRAINING ACADEMY OPERATES, UM, DID YOU IDENTIFY PARTICULAR ISSUES THAT WERE IMPACTING THE, UM, INTEREST AND ABILITY FOR WOMEN TO PARTICIPATE? AND I, YOU KNOW, I HAVE NOT READ THROUGH YOUR REPORT, SO I APOLOGIZE IF YOU'VE GOT A SECTION OF YOUR REPORT THAT SPEAKS TO THAT.

UH, BUT WOULD LIKE TO UNDERSTAND SPECIFICALLY, UH, WHAT YOU ALL UNCOVERED WITH REGARD TO PARTICIPATION OF WOMEN IN THE ACADEMY IN POLICING, OF COURSE, THAT'S, UH, ONE ASPECT OF THE DIVERSITY THAT WE NEED, UM, IN OUR POLICE DEPARTMENT.

SO INITIALLY WHEN WE LOOKED BACK AT WHERE FEMALES WERE LEAVING THE ACADEMY, IT WAS AROUND A COUPLE OF LOCATIONS.

UM, ONE WAS FIGHT DAY AND THE STRESS REACTION TRAINING, UH, WHERE, UM, THEY, YOU KNOW, WENT INTO THE FIGHT DAY AND WEREN'T TRAINED ON HOW TO DEFEND THEMSELVES, HOW TO THROW A JAB, HOW TO DEFEND, HOW TO PUT YOUR, UH, YOUR FEET TOGETHER, HOW TO MOVE.

AND IT WAS JUST AN ASSESSMENT AS TO WHERE THEY WERE AND THEIR ABILITY TO BE INVOLVED IN A FIGHT.

UM, A LOT OF PEOPLE WHEN FACED WITH THAT, UH, ESPECIALLY FEMALES AND CADETS OF COLOR, UM, DIDN'T GO THROUGH THAT PROCESS.

THEY DECIDED TO LEAVE THE ACADEMY AND PART WAYS AT THAT PROGRAM, UH, HAS CHANGED.

UM, THERE HAS BEEN SOME STAFF THAT WERE MOVED.

UH, THERE WAS AN INDICATION, SOME STAFF APPEAR TO BE MORE AGGRESSIVE WITH FEMALE RECRUITS IN THAT PROCESS, AND THEY ARE NO LONGER INSTRUCTORS AT THE ACADEMY.

IN FACT, I DON'T EVEN KNOW IF THEY ARE EMPLOYED AT NPV ANYMORE.

UM, AND THERE IS NOW A LEAD, UH, FEMALE INSTRUCTOR WHO IS A PACIFIC ASIAN WOMAN WHO IS NOW IN CHARGE OF THE PHYSICAL FITNESS AND THE PHYSICAL TRAINING PROGRAM.

[02:15:01]

SO IT LOOKS LIKE THAT WAS IN THIS FIRST REACTION TRAINING UPFRONT, AND THE FIGHT DAY, UH, WERE TWO OF THE CONTRIBUTING FACTORS THAT WERE IMPACTING RETENTION OF FEMALE CRIPS.

UM, THANK YOU.

DOES YOUR ANALYSIS, UH, IDENTIFY, IS THERE AN I APOLOGIZE I WILL GO AND STUDY IT, BUT, UH, DOES YOUR ANALYSIS, AND THEN YOUR FINAL REPORT THAT'S UPCOMING FOR US, UH, WILL IT INCLUDE SPECIFIC DISCUSSION OF THE IMPACT ON, UH, ON WOMEN, BOTH IN RECRUITING AND THE ACADEMY.

IN OTHER WORDS, YOU JUST PROVIDED SOME, SOME VERY INTERESTING AND HELPFUL INFORMATION, WILL THAT KIND OF INFORMATION BE CALLED OUT IN YOUR COURT, SO THAT, OKAY.

SO, SO IF I'M INTERESTED IN SPECIFICALLY THE IMPACT ON WOMEN, THEN I WILL BE ABLE TO READ THAT SOMEWHERE IN YOUR REPORT.

BOTH PREVIOUSLY, WHAT WAS GOING ON AND, AND WHAT, UH, WHAT HAS CHANGED AND THE DIFFERENCES IN THE, IN RICK DID A LOT OF ANALYSIS AND FOLLOW WITH, UH, FOLKS WHO HAD LEFT THE TRAINING PROCESS TO SEE THE REASONS WHY, AND I BELIEVE WE POINTED THAT OUT INITIALLY IN OUR INITIAL REPORT, BUT WE WILL, UH, GO INTO MORE DETAIL, UH, IN THE FINAL.

UM, AND, UM, THERE, DO YOU HAVE A SLIDE IN THERE WITH THAT, ABOUT THE IMPACT OF INJURIES OR THE ACTUALLY, YEAH, I GUESS THE NUMBER OF INJURIES ON CADETS, I DIDN'T SEE, UM, MENTIONED SPECIFICALLY ON THAT SPOT OR WOMEN, UM, UH, DISPROPORTIONATELY EXPERIENCING INJURIES, THAT'S SIMILAR CIRCUMSTANCE.

SO FIGHT DAY AND THE STRESS REACTION TRAINING, WE WERE SEEING WOMEN AND CADETS OF COLOR WHO WERE EXPERIENCING INJURIES.

NOW.

THERE'S ALSO BEEN, UM, A CHANGE IN, UH, THE TRACKING OF INJURIES AT THE ACADEMY.

SO WHERE INJURIES MAY HAVE BEEN UNREPORTED BEFORE, UH, IF IT WASN'T A MAJOR INJURY NOW, IT'S OUR UNDERSTANDING THAT THE, UH, COMMAND REQUIRES ALL INJURIES TO BE DOCUMENTED, BUT WE DID SEE MORE INJURIES WITH FEMALES AND RECRUITS A COLLAR, UH, IN THE OLD FIGHT DAY AND, AND, UM, UH, STRESS REACTION TRAINING PROGRAMS BEFORE THEY PHASED OUT THOSE PROGRAMS FOR TEAM BUILDING AND WILL TO WIN WHICH THE LAST WILL TO WIN WITH THE NEW, OUR LEADERSHIP.

WE DIDN'T SEE THE INJURIES THAT ARE OCCURRED PREVIOUSLY, UH, AND, UH, WE HOPE WITH THE SELF-DEFENSE THAT THAT WILL CONTINUE.

TO THE BARRIERS TO WOMEN PARTICIPATING.

UM, AND THEN, UH, ONE MORE QUESTION, UH, RELATED TO THIS IS, SO WHAT IS, Y'ALL'S THINKING ABOUT THE, THE, THE REASON BEHIND THE, I THINK IT WAS 17% OF WOMEN AS PART OF THE, UM, IT'S PART OF THE, I THINK 140 FOURTH.

UM, COULD I, CAUSE WHY IS IT THAT LOW AND WAS THAT WITHIN THE SCOPE OF WHAT YOU WERE LOOKING AT? LIKE TO UNDERSTAND THAT I JUST WANT YOU TO SEE YOUR QUESTION CONSOLE IS, SO THE CLASS THAT'S CURRENTLY RECRUITED FOR THOSE RESULTS, IS THAT THE, WELL, IT WAS A NEW SLIDE DECK.

IT WAS A RESULT ON YOUR SLIDE DECK.

YOU WERE, YOU WERE LOOKING AT THE COMPOSITION OF THE CLASS, UM, FOR PURPOSES OF DETERMINING DIVERSITY OF THE CLASS.

AND, YOU KNOW, I DON'T HAVE IT RIGHT IN FRONT OF ME, BUT I THINK IT WAS SLIDE 11 PERHAPS, OR, UM, YEAH, I CAN SPEAK TO THAT BRIEFLY.

UM, SLIDE 11 COUNCIL MEMBER.

I THINK THE, WELL, I THINK ONE THING WE WERE POINTING OUT WAS THAT THE DIVERSITY OF THE PLAN 140 FOURTH CADET CLASS, IT'S ACTUALLY BETTER THAN IN PAST YEARS.

AND IT WAS CONSIDERED ONE OF THE MORE IT'S CONSIDERED ONE OF THE MORE DIVERSE CADET CLASSES.

UM, NOW IT'S TRUE THAT THE FEMALE COULD, THAT NUMBERS ARE LOW THERE, BUT 17%, UH, IS ACTUALLY AN INCREASE, UH, OVER WHAT THE, THE TYPICAL NUMBERS ARE, WHICH I BELIEVE ARE TYPICALLY IN LIKE THE 10% RANGE.

SO, UM, YOU KNOW, OBVIOUSLY THERE'S A LOT OF WORK TO DO TO GET MORE FEMALES INTO THE ACADEMY.

UH, BUT THIS HAS BEEN SOMETHING THAT I THINK POLICE DEPARTMENTS THROUGHOUT THE COUNTRY ARE STRUGGLING WITH FOR A NUMBER OF REASONS.

I THINK DAN HAS TALKED, BUT THAT NUMBER 17% IS ACTUALLY, IF I UNDERSTAND ACTUALLY HIGHER THAN HISTORICALLY WHAT IS TYPICALLY THE CASE.

OH, THANK YOU.

I APPRECIATE THAT.

I JUST WANT TO MAKE SURE AS WE'RE ANALYZING, UH, CURRICULUM AND THE, UH, AND THE, UM, AND OPERATIONS OF THE ACADEMY WE ARE DOING SO WITH A VERY THOROUGH AND, UM, CRITICAL EYE, AS WELL AS A VERY SENSITIVE EYE, UM, AS TO THE ISSUE AS TO WHAT'S GOING ON, THAT, THAT, THAT CONTRIBUTES

[02:20:01]

AND I CERTAINLY UNDERSTAND THAT THERE'S A LOT, A LOT OF DIFFERENT FACTORS IN THE TRAINING ACADEMY.

THE ACADEMY IS NOT THE ONLY THING.

THERE'S A LOT OF FACTORS ABOUT WHY WOMEN MAY OR MAY NOT GO INTO, UM, YOU KNOW, INTO POLICING, BUT I WOULD LIKE TO MAKE SURE I WANT TO MAKE SURE THAT WE REALLY DID A THOROUGH ANALYSIS OF, OF THAT ASPECT OF THE FACT THAT 17% IS BETTER THAN 10% IS GREAT, BUT THAT'S STILL NOT VERY GOOD.

UM, AND SO I WOULD LIKE TO MAKE SURE THAT WE DID THAT LEVEL OF ANALYSIS.

AND THEN, AND SO MY QUESTION REALLY IS, DID, I MEAN, DID, DID YOU, DO I JUST WANNA UNDERSTAND, I WANNA UNDERSTAND THAT YOU USE BEST PRACTICE PRACTICES THAT YOU OF COURSE USED YOUR EXTENSIVE BACKGROUND AND EXPERIENCE, BUT THAT YOU ALSO CONSULTED, UH, WITH WOMEN THAT ARE INVOLVED IN POLICING WHO HAVE AN EXTENSIVE BACKGROUND AND CAN LOOK AT THESE KINDS OF THINGS, UH, THROUGH THEIR LENS.

WELL, LET ME JUST SAY THAT THE ISSUE YOU'RE TALKING ABOUT REALLY GOES TO RECRUITMENT AND RECRUITMENT, AND THAT IS GOING TO BE PART OF OUR PHASE B, UM, AS PART OF PHASE B.

SO THAT REALLY IS NOT PART OF OUR, THE CURRENT ASSESSMENT WE'RE DOING.

NOW.

WE ARE TOUCHING UPON THESE ISSUES A LITTLE BIT TO THE EXTENT THAT WE'RE LOOKING AT ISSUES LIKE DIVERSITY AT THE ACADEMY, BUT WE'LL BE DIGGING MUCH DEEPER INTO THAT IN PHASE B.

AND, UH, ONE OF OUR EXPERTS DR.

KATHY FIELDS, ALONG WITH RICK BROWN, UH, IN PARTICULAR, WILL BE LOOKING VERY DEEPLY IN, YOU KNOW, WHAT ROADBLOCKS EXIST FOR RECRUITMENT EFFORTS, TO WOMEN, TO PEOPLE OF COLOR, TO, YOU KNOW, OTHER, UM, UH, GROUPS THAT HAVE TRADITIONALLY BEEN PERHAPS NOT AS ROBUST IN THE MEMBERSHIP OF THE ACADEMY AND THAT THOSE ARE THINGS WE WILL BE LOOKING AT MUCH MORE DEEPLY PHASE B.

THAT THAT'S, THAT'S VERY HELPFUL.

AND, AND I, AND I, I'M SURE THAT AS YOU LOOK AT RECRUITMENT, THAT'LL PROVIDE SOME INSIGHT, UM, AS, AS TO ANY IMPACT THAT THE ACTUAL TRAINING PROCESS HAS ON RECRUITMENT, RECRUITMENT, OR PERCEPTION OF THE, UH, THE TRAINING PROCESS HAS ON RECRUITMENT.

UM, I WANTED TO ASK ONE OTHER QUESTION, UM, AND THIS FOLLOWS UP ON, I THINK IT WAS COUNCIL MEMBER.

UM, KELLY MAY HAVE ASKED THIS QUESTION.

AND SO THIS MIGHT BE A QUESTION FOR YOU CITY MANAGER, OR PERHAPS FOR YOU CHIEF MANLEY.

I'M TRYING TO UNDERSTAND WHAT ELSE NEEDS TO HAPPEN TO GET US TO THE POINT WHERE WE HAVE MADE THE NECESSARY CHANGES TO CURRICULUM, AND WE'RE READY TO RESTART, UM, RESTART WITH ANOTHER, UM, UM, TO RESTART TRAINING WITH ANOTHER CADET CLASS.

AND WHAT RECOMMENDATION DO YOU HAVE AT THIS POINT, IF YOU DO, AND IF YOU DON'T HAVE A RECOMMENDATION AT THIS POINT, DO YOU EXPECT TO MAKE A RECOMMENDATION AT SOME POINT, I'M JUST NOT CLEAR ON, UH, WHAT, WHAT OUR NEXT STEP IS TO ADDRESS THAT QUESTION.

THANK YOU, COUNCIL MEMBER AGAIN, FIRST STEP IS GETTING THIS FEEDBACK FROM YOU AND YOUR COLLEAGUES.

UM, WE DO BELIEVE THAT WE HAVE, UH, PUT FORWARD A ROBUST PIECE OF BODY WORK THAT NOT ONLY ADDRESSES SOME IMMEDIATE CONCERNS AND RECOMMENDATIONS THAT HAVE BEEN PRESENTED, UM, AND WORKING WITH OUR COMMUNITY TO REALLY LOOK AT THOSE LONGER TERM STRATEGIES THAT WE'RE GOING TO USE.

AND SO WE ARE GOING TO BE TAKING THIS FEEDBACK AND THEN WITH YOU AND YOUR COLLEAGUES ABOUT WHAT THAT NEXT STEP COULD BE, UH, BOTH IN US MANAGEMENT AND WITHIN THE DEPARTMENT ARE READY TO MOVE AS SOON AS POSSIBLE TO GET THIS ACADEMY STARTED.

AGAIN, WE WOULDN'T BE BRINGING FORWARD A BUDGET RECOMMENDATION, A BUDGET AMENDMENTS TO COUNCIL.

AND SO THAT WOULD BE THE COUNCIL ACTION THAT WOULD REALLY TRIGGER US TO BE ABLE TO THAT CLASS.

AND WHEN DO YOU EXPECT TO BRING FORWARD A BUDGET AMENDMENT, OR ARE YOU WAITING TO HAVE THE CONVERSATION WITH US FIRST? I'M WAITING FOR THIS CONVERSATION, BUT WE, WE WOULD BE READY TO EVEN NEXT CYCLE, BUT I WANT TO MAKE SURE THAT WE'RE DOING SO IN A WAY THAT MOVES THE PACE THAT YOU'RE COMFORTABLE WITH.

AND GET THAT CLASS UNDERWAY.

AND THEN IF, YOU KNOW, IF, IF THE COUNCIL IS, AND THEN WE ALL HAVE, WE ALL STILL HAVE A LOT OF QUESTIONS, SO I'M, I'M NOT TRYING TO PRESUPPOSE THAT ANYONE IS READY AT THIS POINT.

I'M JUST TRYING TO UNDERSTAND THE PATH, BECAUSE I KNOW THERE'S A CERTAIN AMOUNT OF TIMEFRAME THAT HAS TO BE BUILT IN.

SO EVEN IF, EVEN IF THE, THE COUNCIL FELT LIKE THE APPROPRIATE CHANGES HAVE BEEN MADE AND WE WERE READY TO PROCEED, HOW MUCH, HOW MUCH, UM, TIME DOES THAT TAKE BETWEEN A DECISION TO PROCEED AND ACTUALLY STARTING, UM, A NEW CADET CLASS? CERTAINLY ONCE WE GET THE GO-AHEAD TO START A CLASS, WE WOULD BE LOOKING AT A FOUR TO SIX WEEK WINDOW TO GO AHEAD

[02:25:01]

WE WOULD NEED TIME TO CONTACT THE RECRUITER, IT'S TIME FOR THEM TO RELOCATE THOSE THAT NEED TO TIME TO BE, OR GET AN ORIENTATION UNDERWAY.

UM, SO THERE WOULD NEED TO BE A LEAD UP TIME FOR THAT.

YOU KNOW, THEY ARE JUST AS VALUABLE ON THE STREETS AS YOU ARE.

THANK YOU VERY MUCH.

JUST REMEMBER KITCHEN.

I THINK IF I REMEMBER CORRECTLY, THE SERIES, THE MAYOR HAD TO STEP OFF THE DICE, SO I'M GOING TO BE MAKING THE NEXT ROUND OF CALLS.

I BELIEVE IT WAS COUNCIL MEMBER ASSAD, AND THEN COUNCIL MEMBER FUNDUS.

WELL, I, I APPRECIATE THE, UM, THE WORK THAT YOU ALL HAVE LAID OUT THAT HAS ALREADY GOTTEN DONE.

UH, THAT'S REALLY IMPORTANT.

AND I APPRECIATE, UH, THE TAKEAWAY THAT YOU MENTIONED CHIEF ABOUT, UM, ALL OF THE RECOMMENDATIONS BEING, UM, ACCEPTABLE TO THE POLICE DEPARTMENT.

AND SO I'M NOT GOING TO FOCUS.

I'M NOT GOING TO FOCUS TOO MUCH ON THE THINGS THAT HAVE BEEN AGREED TO, BECAUSE I THINK WE'VE DISCUSSED THAT A GOOD BIT, BUT FOR THE CONSULTANTS, FOR MY FIRST QUESTION, I AM INTERESTED IN PARTS OF YOUR REPORT WHERE IT SEEMED LIKE THERE MIGHT BE SOME DAYLIGHT OR DIFFERENCES, BECAUSE I WANT TO UNDERSTAND THOSE OR UNDERSTAND IF THEY'RE NOT A DIFFERENCE.

SO I DO APPRECIATE HOW IN MANY PARTS OF THE REPORT, WE LIST THE CHANGES DONE SO THAT THERE'S NOT FIGHT DAY ANYMORE, OR, UH, THAT FOLKS WON'T BE WEARING, UM, MILITARY CAMOUFLAGE, UH, AT THE ACADEMY, THERE WAS A PART WHERE HE MENTIONED THAT THERE WILL BE LESS OF THE, OF THE YELLING AND SCREAMING DIRECTLY ONE-ON-ONE, UH, AT CADETS.

AND THOSE CHANGES I THINK ARE, ARE IMPORTANT.

AND I APPRECIATE THAT.

THOSE SOUNDS LIKE THOSE HAVE GONE INTO EFFECT, AND THOSE ARE AGREED TO, AND THEN, UH, FOR THE FOLKS THAT CRUCIAL PART OF YOUR REPORT SAYS THAT THE DEPARTMENT HAS BEEN RELUCTANT.

THIS IS NOT MY WORDS.

THIS IS JUST FROM THE REPORT THAT'S BEEN DELIVERED TO US.

IT'S YOUR REPORT SAYS THAT APD HAS BEEN RELUCTANT TO EMBRACE SOME OF THE RECOMMENDATIONS PROVIDED CONCERNING COURSE CONTENT AND TEACHING METHODS AND A STRONGER RELUCTANCE TO CHANGE THE PARAMILITARY NATURE OF THE ACADEMY AND A FUNDAMENTAL IN ANY FUNDAMENTAL WAY.

UM, COULD YOU, UM, HELP AS WE TRY TO SORT OUT WHAT THINGS WE CHANGE SHORT TERM AND CHANGE LONG-TERM I THINK IT'S JUST IMPORTANT FOR US TO KNOW WHERE, WHERE, IN WHICH RECOMMENDATIONS YOU ALL HAVE MADE THAT US CONSULTANTS THINK ARE THE RIGHT THING TO DO, BUT THAT WE, UH, EITHER THE DEPARTMENT OR THE CITY DISAGREES WITH OR WERE, OR ARE RELUCTANT TO DO SO THAT WE CAN DETERMINE OURSELVES WHETHER THEIR RECOMMENDATIONS, WE TAKE OUR RECOMMENDATIONS, WE DON'T TAKE, BUT CAN YOU, UM, HELP US UNDERSTAND WHAT SOME OF THE RECOMMENDATIONS ARE YOU'VE MADE THAT, THAT HAVE NOT BEEN IMPLEMENTED, UM, AND WHAT IT WOULD TAKE TO, TO CHANGE SOME OF THE NATURE OF THE ACADEMY IN THAT MORE FUNDAMENTAL WAY? I DON'T KNOW OF ANY RECOMMENDATIONS THAT WE MADE THAT WERE NOT, UM, ACCEPTED BY THE PD.

I CAN TELL YOU THAT DURING THE PROCESS, THERE ARE DIFFERENT VOICES.

SO WE SPOKE WITH A NUMBER OF PEOPLE INSIDE THE ACADEMY, OUTSIDE THE ACADEMY, INSIDE THE DEPARTMENT, OUTSIDE THE DEPARTMENT.

AND WE HEARD FROM DIFFERENT PEOPLE FROM THE WAY OF WHERE THEY'RE SITTING AND THE WAY THEY, THEY THINK.

AND SOMETIMES THERE IS, UH, THE SENIOR LEADERSHIP OF THE CITY AND A SENIOR LEADERS FOR THE DEPARTMENT CAN BE ON ONE, UH, POINT OF THOUGHT AND HAVE COMMUNICATED THEIR THOUGHTS ON THAT.

AND SOMETIMES THE IMPLEMENTATION, UH, IS, YOU KNOW, NOT QUITE UNDERSTOOD.

AND SOMEBODY TAKES WHAT SOMEBODY SAID AND IS WAITING FOR EXAMPLE, UM, THE, UH, TO THEIR CREDIT.

THEY, UH, BROUGHT IN AN OUTSIDE EXPERT TO LOOK AT THE ACADEMIC ACADEMY PROGRAM AND HAVE AN EDUCATION PROFESSIONAL LOOK AT HOW THEY WERE TRAINING RECRUITS.

AND THAT PERSON WAS BROUGHT IN AT A COMMANDER LEVEL WITH THE UNDERSTANDING THAT, YOU KNOW, THEY WOULD SPEAK AS A COMMANDER, UH, AND THAT THEY WOULD HAVE, IF THEY GIVE YOU A SUGGESTION THAT THAT WAS MORE THAN A SUGGESTION, IT WAS SOMETHING YOU NEEDED TO TAKE TO HEART AND, AND EVALUATE.

AND, UM, IF YOU'RE A POLICE OFFICER WHO GROWN UP IN AN ORGANIZATION AND NO ONE'S GIVING YOU CLEAR INSTRUCTION THAT THE CIVILIAN, UH, IS THERE TO HELP YOU IMPROVE, AND THAT YOU'RE SUPPOSED TO TREAT THEM AS IF YOU WOULD A COMMANDER GIVING THE INSTRUCTION.

THERE'S ALSO A, AND I DON'T WANT TO TALK, TALK, TALK, BUT THERE'S A SOMETHING IN TEXAS LAW THAT SAYS SOMEWHERE THAT SWORN POLICE OFFICES CAN'T REPORT TO CIVILIANS.

AND THERE'S SOMETIMES I USED TO HAVE IT IN MY OWN POLICE DEPARTMENT WHERE POLICE OFFICERS FEEL THAT THEY ARE DIFFERENT THAN CIVILIANS.

AND EVERY ONE OF THE POLICING IS TRYING TO WORK HARD TO CHANGE THAT AROUND THE COUNTRY WHERE WE DON'T GIVE DISPATCHES THE RESPECT THEY DESERVE, BECAUSE THEY'RE NOT POLICE OFFICERS.

AND I EXPLAINED TO MY POLICE OFFICERS THAT WE ALL TAKE MULTIPLE, UH, FILL IN THE BLANK TESTS.

AND THAT'S THE DIFFERENCE BETWEEN PEANUT DISPATCHER AND, UH, A POLICE OFFICER SOMETIMES.

AND,

[02:30:01]

AND, UH, ANY POLICE OFFICER HAS BEEN IN A HARD, UH, EVENT THAT HAD A DISPATCH TO BRING HELP TO THEM, CAN TELL YOU THAT, THAT THAT'S TRUE.

SO, UM, THERE WAS SOME DISCONNECT ON WHAT THE MISSION WAS AND SOMETIMES PEOPLE ARE WAITING FOR, YOU KNOW, SOMEBODY TELL THEM EXACTLY WHAT THE MISSION WAS.

AND I THINK WE WERE ABLE TO HEAR THAT FROM BOTH SIDES AND INFORM APD LEADERSHIP, THAT SOME OF THE COMMUNICATION WASN'T AS EFFECTIVE AS THOUGHT.

UM, AND THAT'S WHY I BELIEVE THAT THE NEW RECOMMENDATION HAS THE CIVILIAN, UM, ADVISOR AT A HIGHER LEVEL WHO IS REPORTING NOW, I BELIEVE DIRECTLY TO AN ASSISTANT CHIEF OR, UH, TO WHERE THEY SPEAK FROM THE CHIEF.

AND I HAD THAT IN THE BOSTON POLICE DEPARTMENT, DR.

ANTHONY BRAGGER WAS AN EXPERT I BROUGHT IN AND I HAD HIM HELPING WITH THE HOMICIDE PROJECT FOR ME.

AND I HAD A HOMICIDE AT DAVIS, AND I HAD A HOMICIDE COMMANDER WHO WASN'T GOING TO LISTEN TO A CIVILIAN BECAUSE HE'S A POLICE OFFICER.

AND WE SAID, WELL, NO, HE'S OUR, HE WORKS FOR US AS A SUPERINTENDENT, BASICALLY ON OUR STAFF.

AND LET ME, LET US CLARIFY THIS.

AND, UH, THE COMMANDER DIDN'T WANT TO DO THAT.

SO THEY WERE NO LONGER THE COMMANDER.

UM, SO THERE MIGHT'VE BEEN A NEED IN SOME REC CONVERSATIONS TO HAVE PEOPLE.

UM, AND, AND SOMETIMES, YOU KNOW, WE SPOKE WITH AN INDIVIDUAL SAYS, WELL, I'M NOT GONNA PUT UP WITH ALL THIS STUFF THEY'RE TRYING TO DO TO CHANGE THE ACADEMY.

AND WE SAID, OH, WHAT IS THAT? AND THEY SAID, WELL, THEY'RE TRYING TO GET RID OF PHYSICAL FITNESS.

AND WE SAID, WELL, NO, WE'RE ACTUALLY LOOKING TO, YOU KNOW, WHAT DO YOU THINK OF THIS? OH, THAT'S A GOOD IDEA.

UH, WELL, THEY WERE TRYING TO DO THIS, THAT THEY WANT TO MAKE IT LESS STRESSFUL OUT THERE.

WELL, WHAT DO YOU THINK ABOUT HAVING STRESS ON THE PT FIELD AND NOT WHEN YOU TEACH IN THE CLASS? OH, I AGREE WITH THAT A HUNDRED PERCENT.

SO SOME OF THIS IS, UM, POLICE OFFICERS, MY EXPERIENCE, HEY, TWO THINGS.

THEY HATE CHANGE ANY CHANGE AT ALL, AND THEY HATE THE WAY THINGS ARE.

AND SOMETIMES WE NEED TO, AS LEADERS OR DEPARTMENTS, EXPLAIN TO THE OFFICERS WHY WE'RE DOING THINGS.

AND I CAN TELL YOU FROM THE PASSION OF THE INSTRUCTORS, WHEN THEY UNDERSTAND THE WHY, UM, THEY'RE INVESTED WHOLEHEARTEDLY AND MAKING SURE THEY GET RECRUITS THAT CAN GO OUT AND POLICE THE COMMUNITY EFFECTIVELY, THEY, THEY, THEY WERE TRYING TO FIGURE OUT HOW THEY COULD MAKE IT WORK.

SO I DON'T THINK WE GAVE ANY RECOMMENDATIONS THAT PD SAID, ABSOLUTELY NOT.

UH, THERE WAS SOME THINGS THAT THEY SAID, OH, THAT'S A GREAT IDEA, BUT WE'RE GOING TO NEED SOME TIME ON THAT.

AND, YOU KNOW, I'LL BE HAPPY TO PUSH BACK ON THAT IF, IF, IF THAT'S APPROPRIATE, BUT I DON'T THINK THERE'S ANYTHING THAT WE WERE HEARD.

NO, WE, WE, WE CAN'T DO THAT.

UH, WE HEARD FROM COMMUNITY WHAT THEY THOUGHT THE ACADEMY SHOULD, SHOULD BE DOING.

UM, AND MOST OF THE THINGS WE TALKED TO THE COMMUNITY ABOUT, THEY AGREED WITH OUR THOUGHTS AND IDEAS, AND THAT'S WHAT WE PUT FOR THE TABLE ON THE, ON THE REPORT, FACELESS ALINSKY.

LET ME MAKE SURE THAT I UNDERSTAND SORT OF THE, UM, W WHAT IT IS YOU MEAN IN THE REPORT THEN THAT Y'ALL SENT TO US.

UM, BECAUSE YOU KNOW, WHAT I, WHAT I READ TO YOU WAS STRAIGHT UP STRAIGHT FROM YOUR REPORT, BUT WHAT, TELL ME IF THIS IS RIGHT, WHAT YOU'RE SAYING IS THAT WHEN YOU ALL SAID THAT APD HAS BEEN RELUCTANT TO EMBRACE SOME OF YOUR RECOMMENDATIONS AND EVEN STRONGER RELUCTANCE TO CHANGE SOME OF THE PARAMILITARY NATURE OF THE ACADEMY, WHAT YOU MEAN, WHAT YOU MEAN IN THAT SENTENCE IS THAT THERE WAS THAT RELUCTANCE BY NOW, YOU DON'T SEE THAT RELUCTANCE.

AND LET ME I'LL SPEAK BRIEFLY, JUST, UH, TO CLARIFY, UH, WHAT WE WERE REFERRING TO THEIR COUNCIL MEMBER WAS THE, UM, THERE WERE RECOMMENDATIONS MADE, FOR EXAMPLE, IN A NUMBER OF THE INDEPENDENT REPORTS THAT WE, WE ALSO REVIEWED AND ASSESSED LIKE DR.

BILL AND WAIVE HIS REPORT, FOR EXAMPLE, DR.

FERGUSON'S REPORT ON CURRICULUM REVIEW.

AND THEY ALSO, THEY TALKED A LOT ABOUT THE, KIND OF THE PARAMILITARY NATURE OF THE ACADEMY AND THEIR RECOMMENDATIONS WERE THAT THERE NEEDS TO BE KIND OF A TRANSITION TO A LESS REGIMENTED ACADEMY AND MORE OF AN ADULT LEARNING MODEL.

AND IT WAS CERTAINLY WITH RESPECT TO MANY OF THE RECOMMENDATIONS, AT LEAST WHEN WE FIRST BEGAN TO LOOK INTO THIS, THE RECOMMENDATIONS THAT THEY WERE MAKING, DR.

VILLENUEVA FERGUSON AND OTHERS, UM, THOSE RECOMMENDATIONS THAT WE BELIEVE THAT THE DEPARTMENT WAS RELUCTANT TO ADAPT.

AND PART OF IT WAS SIMILAR TO WHAT WE HAD MENTIONED THAT, UM, YOU KNOW, THEY'RE IN THE PROCESS OF, OF REPLACING DR.

VILLANOVA.

BUT IN THE MEANTIME, WHEN WE WERE TALKING TO INSTRUCTORS, WE WERE TRYING TO FIGURE OUT, OKAY, HAVE YOU LOOKED AT DR.

V'S REPORT? HAVE YOU EMBRACED SOME OF THOSE RECOMMENDATIONS? WHAT ARE YOU DOING TO TRY TO, UH, PUT MORE ADULT LEARNING CONTENT INTO CURRICULUM? AND THE TYPICAL RESPONSE AT THAT TIME WAS, WELL, WE'RE WAITING FOR A NEW WHOEVER REPLACES DR.

VILLANOVA AND WAITING FOR GUIDANCE.

IN THE MEANTIME, WE'RE JUST MAKING SURE THAT THE COURSE HAS COMPLIED WITH THE STATE MANDATES.

SO IT WAS KIND OF IN THAT, THAT REALM THAT WE, I THINK WERE COMMENTING IN OUR FINDINGS SECTION, THAT THERE WAS SOME RELUCTANCE TO EMBRACE EMBRACE THAT.

I THINK WHAT DAN'S SUGGESTING

[02:35:01]

IS THAT AT LEAST AS FAR AS OUR RECOMMENDATIONS GO, CAUSE WE'RE TRYING TO BASICALLY BUILD ON OUR RECOMMENDATIONS.

LOOK, WE AGREE WITH DR.

VILLANOVA AND DR.

FERGUSON IN THIS AREA, THERE DOES NEED TO BE MORE ADULT LEARNING.

THERE DOES NEED TO BE MORE ACTIVE LEARNING AND, AND, AND SO FORTH.

AND I THINK THE DEPARTMENT IS SAYING, YOU KNOW WHAT? WE AGREE WITH THAT.

AND WE'RE WORKING TO GO THERE.

AND PART OF THE WAY THEY'RE GOING THERE IS BY REPLACING, UM, DR.

VILLANOVA, WHICH I BELIEVE THEY'VE HIRED NOW, UH, DR.

ANG, UH, UH, KIND OF BOTCH HER NAME, THE NEW REPLACEMENT OR FOR HER.

AND, UM, AND THAT THAT PERSON WILL NOW HAVE THE PROPER BACKING AND SUPPORT THE PROPER RANK AND AUTHORITY TO WORK WITH AND HAND IN A HANDS-ON WAY WITH ACADEMY SUPERVISORS AND INSTRUCTORS, TO REALLY HELP THEM AS THEY GO FORWARD, BUILD IN MUCH MORE OF THIS ADULT LEARNING CONCEPTS.

SO IT KIND OF COMES FULL CIRCLE THAT WAY, BUT, UH, JUST, I HOPE THAT CLARIFIES A LITTLE BIT, MAYBE THAT GAP THAT YOU WERE SEEING IN THE REPORT THAT'S USEFUL.

THAT WE WOULDN'T RECEIVE THAT, THAT SORT OF A, A REPORT, OR DO YOU THINK THAT, OR, OR IS IT WITH THE RECOMMENDATIONS YOU PROVIDE TODAY AND THE ONES THAT YOU'LL PROVIDE AT THE END OF THE MONTH, BUT YOU THINK THAT WE CAN GET TO A 40 140 FOURTH CLASS THAN IF WE HAD THE EQUITY OFFICE DO A SIMILAR ANALYSIS, WE WOULD GET A, A VERY DIFFERENT ANALYSIS.

UH, I HOPE THE ANSWER TO THIS ONE IS, IS QUICK.

I REALLY APPRECIATE THE RECOMMENDATION, UH, AND THE ACCEPTANCE OF THE RECOMMENDATION FOR US TO HAVE SOMEONE, UH, PRESENCE AND MONITORING THE 140 FOURTH CLASS, UH, TO, TO SEE HOW THESE RECOMMENDATIONS GO AND, UH, TO ENSURE FIDELITY TO THIS WORK IS, IS THAT, UH, A PERSON OR GROUP THAT WE PLAN ON BRINGING ON BOARD BEFORE THAT 140 FOURTH CLASS BEGINS.

I KNOW THAT SOMETIMES IT TAKES US TIME TO BRING FOLKS ONBOARD.

SO HOW WOULD THAT TIMELINE WORK? THAT IS SOMETHING WE'RE LOOKING AT RIGHT NOW, AS FAR AS WHETHER THAT WOULD BE A PARTNERSHIP WITH A GOVERNMENTAL ENTITY THAT WOULD WANT TO COME IN AND DO KIND OF LIKE AN OVERSIGHT AUDITING ROLE, OR WHETHER THAT WOULD BE A PRIVATE CONSULTANT THAT WOULD COME IN AND DO THAT TYPE OF AUDIT.

SO THAT IS SOMETHING THAT IS STILL UNDER REVIEW.

WHAT WE'RE SAYING IS THAT WE DO AGREE THAT THERE SHOULD BE SOME MECHANISM BY WHICH THERE IS, UH, AUDITING OF, OF, OF THE CLASSES, SOME OF THE CLASSES, ALL THE CLASSES, SO THAT THERE CAN BE ACCOUNTABILITY TO THESE CHANGES THAT WE ARE COMMITTING TO MAKE.

UM, BUT AS OF TODAY, WE HAVE NOT YET IDENTIFIED WHAT THAT LOOKS LIKE.

UM, AND THEN OF COURSE, DEPENDING UPON THE COMPLEXITY OF THAT, UM, AND THE COST OF THAT, THAT COULD BE ANOTHER ITEM THAT WOULD HAVE TO GO THROUGH THE PROCUREMENT PROCESS.

SO, UH, THAT'S WHERE WE'RE AT RIGHT NOW, AS FAR AS ASSESSING HOW WE'LL APPROACH THAT RECOMMENDATION, THANK YOU, CHIEF AND, AND MANAGER, UH, WHATEVER WE CAN DO TO GET THAT IN PLACE IN TIME FOR THE BEGINNING, WHENEVER THAT IS.

UM, I THINK THAT THAT WOULD BE IMPORTANT.

UH, AND I APPRECIATE THAT RECOMMENDATION.

MY, MY LAST QUESTION, UM, IS, YOU KNOW, I JUST WANT TO GROUND US BACK INTO, UM, WHAT, HOW WE GOT HERE IN THE FIRST PLACE AND THE RESOLUTION THAT WAS FIRST PASSED ON THIS.

AND SO I JUST WANT TO, UH, YOU KNOW, I THINK EVERYBODY HAS STATED HERE THAT WE WANT TO SEE AN ACADEMY UP AND GOING, AND WE WANT TO SEE AN ACADEMY UP AND GOING WHERE WE DON'T HAVE REPORTS FROM THE, FROM CADETS OR FROM THE EQUITY OFFICE, OR FROM OTHERS THAT READ LIKE SOME OF THE REPORTS THAT WE'VE GOTTEN.

AND SO I WANT TO GROUND US IN THAT READING JUST A SNIPPET FROM ONE OF THE REPORTS THAT WE RECEIVED, UH, AND ASK, UH, COROLLA SORT OF THE LAST QUESTION HERE.

BUT AGAIN, THESE AREN'T MY WORDS.

THIS IS JUST FROM ONE OF THE REPORTS THAT WE GOT FROM THE EQUITY OFFICE.

UM, UH, SO FROM THE EQUITY OFFICE, PART OF THE REPORT SAYS THAT DURING INTERVIEWS CONDUCTED AS A PART OF THIS ASSESSMENT, MULTIPLE CADETS, ALLEGED THAT THE TRAINING ACADEMY FOSTERED A DANGEROUS AND INEFFECTIVE LEARNING ENVIRONMENT THAT DEGRADED DEGRADES AND INJURES HIGHLY QUALIFIED CANDIDATES, MANY OF WHOM DECIDED TO RESIGN FOR FEAR OF PERMANENT PHYSICAL OR MENTAL INJURY, MULTIPLE CADETS EXPRESS CONCERN ABOUT TRAINING STAFF, PROMOTING RHETORIC, ANTAGONISTIC TOWARDS PEOPLE, EXPERIENCING HOMELESSNESS, UH, DANGEROUS TRAINING TACTICS WERE EMPLOYED DESCRIBED BY CADETS WITH MILITARY BACKGROUNDS AS QUOTE WORKS THAN ANYTHING I WENT THROUGH IN US, MILITARY TRAINING AMID NUMEROUS VALID CONCERNS OVER TESTING PRACTICES, UNSAFE PHYSICAL TESTS, RACIST, AND SEXIST LANGUAGE, PHYSICAL ABUSE, FORCED RESIGNATIONS, INEQUITABLE, EMPLOYMENT OUTCOMES, AND A TOXIC TRAINING CULTURE DRIVEN BY AN US VERSUS THEM MINDSET CITY AND APD LEADERS SHOULD REBUILD THE TRAINING ACADEMY AND IMPLEMENT STRUCTURAL REFORMS. SO GIVEN THAT THAT'S WHAT THE REPORT WE GOT FROM OUR EQUITY OFFICE.

UM, WHAT I'M INTERESTED IN FROM KROLL IS DO YOU BELIEVE THAT, UM, WITH THE RECOMMENDATIONS YOU PROVIDED TODAY, THAT IF THOSE ARE IMPLEMENTED WITH FIDELITY THAT AT THE END OF THE 140 FOURTH CLASS, IF THERE WERE A SIMILAR REPORT CONDUCTED

[02:40:01]

SO I THINK IF WE LOOK AT WHERE YOU WERE, UH, WHEN THOSE RECRUITS AND SOME OF THOSE ISSUES CAME FORWARD, I THINK WE'VE BEEN LOOKING AT WHAT'S HAPPENED SINCE THEN, BECAUSE APD TO HIS CREDIT HAS DONE SOME THINGS WITHOUT BEING TOLD TO DO AND HAS MADE SOME CHANGES THAT WERE SIGNIFICANT TO ADDRESS THOSE VERY ISSUES.

UM, WE FOUND THAT THERE WAS ALSO SOME MORE WORK TO DO, AND WE GAVE THE RECOMMENDATIONS THAT WE FEEL ARE SHORT TERM, BUT I WOULD CAUTION THAT THERE IS NO PERFECT ACADEMY CLASS AND THERE NEVER CAN BE.

THERE HAS TO BE A CONTINUING PROCESS OF EVALUATING TRAINING, ADJUSTING TRAINING, LOOKING TO SEE WHAT WORKED AND WHAT DIDN'T WORK.

THAT'S ONE OF THE REASONS I WANTED TO BRING BACK RECRUITERS WHO WHEN PEOPLE LEAVE THE ACADEMY RECRUITERS HAVE SPENT SIX TO NINE MONTHS RECRUITING, UH, OFFICERS GETTING TO KNOW THEM, BUILDING TRUST, GETTING THEM INTO THE ACADEMY PROCESS.

SO IF SOMEBODY LEAVES, THEY ARE PROBABLY TRUSTED PEOPLE WHO CAN HAVE A REAL CONVERSATION ABOUT WHY DID YOU LEAVE? I WAS PHYSICALLY ABUSED DURING FIGHT DAY.

UH, WE, WE, UH, DIDN'T LIKE FLIGHT DATE.

UH, I CAN TELL YOU APD LEADERSHIP, UH, FROM THE ACADEMY DIDN'T LIKE FIGHT DAY AND THEY CHANGED IT.

UM, THEY CHANGED IT TO WILL TO WIN.

WE EVALUATED THAT, AND WE THOUGHT THAT THAT WAS GOOD, BUT IT WASN'T GREAT.

AND WE COME UP WITH SUGGESTIONS FOR WHAT WE THINK WE'LL GET THEM TO GRADE.

SO I WOULD SAY BASED ON THE WORK ALREADY DONE OUR SUGGESTIONS FOR SHORT TERM MILESTONES, THEY CAN PICK UP AN ACADEMY CLASS, AND THEN AS WE RECOMMEND SOMEBODY SHOULD BE THERE ON SITE TO HOLD THE FEET TO THE FIRE, TO THE STAFF THAT IS GOING TO HAVE TO LIVE WITH OUR RECOMMENDATIONS AND FIGURE OUT HOW THEY WORK.

AND SOMETIMES I WOULDN'T BE THE FIRST TIME IN MY CAREER THAT I GIVE RECOMMENDATIONS THAT DON'T WORK IN REAL LIFE AND THEY HAVE TO BE CHANGED AND ADJUSTED WITH PEOPLE WHO ARE ON THE GROUND, WHO MIGHT HAVE BETTER IDEAS.

AND I THINK HAVING THAT PROCESS AND MAKING THIS A TEST CLASS WHERE WE, WE, WE, WE TEST FLY IT AND SEE HOW IT WORKS AND SEE WHAT'S COMMUNITY THOUGHTS OF WHAT HAPPENED IN THIS CLASS.

WHAT ARE THEY INSTRUCTORS, THOUGHTS? WHAT ARE THE CADETS THOUGHTS? ONE OF THE SUPERVISORS WHO HAVE THESE OFFICES COME OUT AND, UH, USING, UH, THEM TO FILL THE SHIFTS ON THE STREET, WHAT ARE THEIR THOUGHTS? AND WE CAN EVALUATE WHAT WORKED, WHAT DIDN'T WORK, HOPEFULLY PUT OUR LONG-TERM RECOMMENDATIONS IN PLACE, AND THEN SEE IF THERE'S OTHER ONES THAT NEED TO BE PUT IN THERE AND ADJUST ADJUSTED.

I HOPE THAT WAS A SHORT ANSWER TO YOUR QUESTION.

AND HOPEFULLY WAS THE INFO YOU WERE LOOKING FOR.

I APPRECIATE IT.

I'M NOT LOOKING FOR THE PERFECT CLASS.

I RECOGNIZE THAT THERE ARE LOTS OF PARTS OF THE CITY EVERYDAY THAT COME BEFORE US, WHERE THERE ARE IMPERFECTIONS AND PROBLEMS THAT WE ALL HAVE TO SOLVE.

BUT I THINK WE CAN ALL AGREE THAT WHAT, UH, WHAT'S IN THOSE PRIOR REPORTS IS, IS, IS WORSE THAN THAT.

AND, AND OF COURSE, MANY OF IT IS ALLEGATION.

UM, UH, BUT THE QUESTION IS JUST DO THE RECOMMENDATIONS THAT YOU'VE PRESENTED IN ADDITION TO THE THINGS THAT HAVE ALREADY BEEN DONE IS THAT GET YOU TO A PLACE WHERE YOU FEEL CONFIDENT THAT IF A CLASS WE STARTED, WE WOULDN'T GET THAT LEVEL OF SHOCKING OF A REPORT, OR IS IT THAT THERE ARE OTHER THINGS THAT YOU ARE STILL TRYING TO COME UP WITH FOR YOUR FINAL REPORT? THAT IS UNCOMING, I'LL SPEAK FOR MYSELF.

I THINK I SPEAK FOR OUR TEAM.

WE FEEL CONFIDENT THAT IF THOSE MEASURES ARE MET AND YOU WILL HAVE THE PROCESS OF AN EFFECTIVE ACADEMY TRAINING PROGRAM, THE ONES THAT YOU'VE PRESENTED TODAY TO BE CLEAR, CORRECT.

AND IF I COULD CHIME IN ON THAT, ONE OF THE OTHER THINGS WE'RE DOING IS, UH, UH, WE HAVE, UH, EARLY ON, WE TALKED ABOUT SOME OF THE OTHER MEMBERS OF OUR TEAM.

UH, WE HAVE DR.

ROBIN ANGLE AND, AND, UH, SHE'S GOING TO WORK WITH US TO DO SOME DATA MINING TO ON THE LEFT.

WE'RE GOING TO DIG DOWN AND SEE EXACTLY WHERE, UH, CERTAIN CADETS ARE FALLING OUT OF THE PROCESS IN TRAINING AND THE DIFFERENT, DIFFERENT LOOKING FOR TRENDS AND PATTERNS.

SO WE'RE GOING TO BUILD THAT INTO THIS NEXT REPORT, UH, TOO.

AND THAT'S SOMETHING THAT WE'LL BE ABLE TO CONTINUE TO MONITOR MOVING FORWARD.

TO RETURN TO THE COUNCIL.

THANK YOU, COUNCILMEMBER POINT THIS, AND BY THE WAY, HANG ON ONE SEC.

IT'S ALMOST FOUR O'CLOCK.

I UNDERSTAND FROM THE CLERK, WE HAVE A HARD STOP AT FIVE.

SO WE'RE GOING TO CONTINUE THIS CONVERSATION.

IT MAY BE THAT WE DON'T GET TO PICK UP THE EXECUTIVE SESSION UNTIL THURSDAY, BUT LET'S SEE HOW IT GOES.

MY QUESTION HAS BEEN COVERED.

SO NO QUESTION TO ME, THAT'S ABOUT POOL.

THANKS REAL QUICK, SPENCER, ON THE CITY MANAGER, I WANTED JUST TO GET SOME, IF YOU COULD REVISIT WHAT YOU SAID ABOUT, UM, YOU WOULD BE READY

[02:45:01]

I THINK YOU SAID NEXT CYCLE WITH A BUDGET AMENDMENT FOR THE NEXT CLASS, NEXT CYCLE, WHERE YOU TALKING ABOUT NEXT MEETING NEXT FISCAL YEAR.

WHAT, WHAT WERE YOU MEANING BY NEXT CYCLE? THE NEXT STEP COUNCIL MEETING, I WANT TO GET THIS FEEDBACK AND THEN I'LL, I'LL FOLLOW UP WITH INDIVIDUAL COUNCIL MEMBERS AND MAKE SURE THAT WE'RE READY TO IMPLEMENT THAT.

BUT, UH, AGAIN, WE WOULD BE READY TO PUT THAT ON ME.

OKAY, GREAT.

SO THAT WOULD BE OUR NEXT MEETING IN MARCH, CORRECT.

UM, MY QUESTION IS, UM, WHAT DO YOU SEE? YOU KNOW, THERE'S A LOT OF BOB COMMUNITY TRAINING AND COMMUNITY POLICING.

WHAT DID YOU SEE THE CADET DOOR DIFFERENT THAN THEY HAVE DONE BEFORE? WHEN IT COMES TO COMMUNITY POLICING AND TRAINING? SO LIKE TO ASK THE EXPERIENCE WITH YOU WILL BE MORE EXPOSURE TO THE COMMUNITY, UM, AND THE HISTORY OF WHAT POLICE, THE COMMUNITY RELATIONS, WHERE BEFORE A RECRUIT PUTS A BADGE ON HIS CHEST OR HER CHEST.

UM, IF I HAD MY DRUTHERS, BUT THIS IS DOWN THE ROAD, I, I WOULD TRY TO PUT RECRUITS IN COMMUNITY FACING ASSIGNMENTS, WHERE THEY WERE WALKING BEATS OR BICYCLE UNITS, UH, WHERE THEY'RE NOT FACING NINE ONE, ONE CALLS AND IN HIGH-SPEED PURSUITS AND, YOU KNOW, RUNNING ON ADRENALINE WHERE THEY'RE GETTING TO KNOW THE, THE OWNERS OF THE GROCERY STORES AND THEIR BODEGAS, AND YOU KNOW, WHAT THE CHALLENGES ARE IN THE, IN THE SCHOOLS AND GET THEM TO KNOW PEOPLE.

FIRST, THAT'S GOING TO TAKE THE TRAINING, THE FORMAL TRAINING OF BEING A GUARDIAN AND AN ENFORCEMENT OFFICER, UH, AND HOPEFULLY GET THEM TO ENGAGE THE COMMUNITY FIRST.

AND THEN COME BACK LATER FOR INTERMEDIATE TRAINING.

AND WE'LL TALK ABOUT THAT.

THE SHOOTER RESPONSE AND, YOU KNOW, ADVANCED DOMESTIC VIOLENCE CASES.

AND THEN WE PUT YOU IN POLICE CARS TO CHASE, NOT ONE CALLS, BUT YOU FIRST LEARNED HOW TO, I WORKED VERY HARD AS A POLICE COMMANDER POLICE TRAINER.

WE TRAIN COPS ON PLAY THEMSELVES.

WHEN THEY'RE TALKING TO A SUBJECT, I WOULD ASSESS IF SOMEONE'S ARMED, BUT ASK QUESTIONS TO GET SOMEBODY TO TRIP THEMSELVES UP.

I SENT A POLICE OFFICER TO A COMMUNITY MEETING AND SAID, CAN YOU COME UP AND TAKE CARE OF THE COMMUNITY MEETING FOR ME? AND I GOT THERE, I WENT ABOUT AN HOUR INTO IT AND OR 25 OF MY COMMUNITY MEMBERS AROUND THE TABLE TALKING ABOUT POLICING THE NEIGHBORHOOD.

AND I HAD A POLICE OFFICER AT THE BACK DOOR STANDING LIKE THIS.

I SAID, DAVID, WHAT ARE YOU DOING? HE SAID, YOU TOLD ME TO GUARD THE COMMUNITY MEETING.

PLUS I HAD TO TEACH HIM, HE WASN'T IN A GUARD, THE COMMUNITY MEETING THAT HE WAS GOING TO BE PART OF THE COMMUNITY MEETING.

AND IF WE GIVE THOSE RECRUITS THE INSTRUCTION AND WE GIVE THEM THE TOOLS TO GO OUT THERE AND MEET AND ENGAGE THE COMMUNITY, AND, YOU KNOW, WE HAVE TO WORK, WE GOT TO KEEP POLICE OFFICERS SAFE.

BUT THE MAJORITY OF THE WORK THEY DO IS, YOU KNOW, MUNDANE AND, AND WRITING REPORTS AND, AND, AND HELPING PEOPLE IN CRISIS.

SO IF WE TRAIN THEM FOR THAT, I'M ALL FOR TRAINING AS THE GUARDIAN UPFRONT ASSIGNMENTS THAT CAN BE, YOU KNOW, LESS TALKS ON TV AND MORE COMMUNITY POLICING, AND THEN BRING THEM BACK IN AND TRAIN THEM TO BE THE WARRIOR.

BECAUSE IN MY EXPERIENCE, WHEN, WHEN TO EVERY SPLIT IN MY CITY, WE NEEDED TO HAVE THAT RESPONSE AND OFFICERS WHO WERE WILLING TO GO INTO HARM'S WAY.

AND I THINK IT'S BEST OF BOTH WORLDS.

UM, I, I REALLY APPRECIATE THAT.

UH, YOU KNOW, I, I, WE WERE WALKING ABOUT OUR NEIGHBORHOOD WITH ONE OF THE FIRST IT EMBRACES COMMUNITY POLICING, AND IT WAS REALLY JUST THE OUTCOME WITH JUST REALLY GREAT, YOU KNOW, WE REDUCED A CRIME.

WE, WE, UH, DIDN'T HAVE THE YOUTH GANG MEMBER PROBLEMS THAT OTHER PART OF THE TOWN WAS HAVING.

UH, I REALLY AM ONE OF THOSE COUNCIL MEMBERS THAT REALLY EMBRACE COMMUNITY POLICING.

AND I'M JUST GLAD THAT YOU'RE GOING TO BE A PART OF THAT.

IT'S GOING TO BE PART OF THE TRAINING OF OUR OFFICER.

WE REALLY NEED TO GET THIS IMPLEMENTED.

UH, SHE, BECAUSE THIS IS A VERY IMPORTANT TO THE COMMUNITY COUNCIL MEMBER.

THANK YOU, MAYOR.

UH, SOME OF THE THOUGHTS THAT I'VE HAD HAVE BEEN COVERED BY A NUMBER OF MY COLLEAGUES.

AND SO I JUST WANTED TO EXPRESS THAT I ALSO AM THINKING FORWARD INTO WHAT DOES THE OVERSIGHT CONTINUE TO LOOK LIKE? HOW DO WE ENSURE THAT THE TRAINING, ONCE IT GETS BACK GOING, UM, IS FRESH, IS UP-TO-DATE.

UM, DO WE HAVE CERTAIN TARGETS THAT EVERY X NUMBER OF YEARS, WE NEED TO BE GOING THROUGH PROCESSES LIKE THIS, TO UNDERSTAND THAT WE'RE STILL DELIVERING CONTENT TO CADETS THAT IS TIMELY AND FRESH.

AND SO WE DON'T END UP IN A SITUATION WHERE THE MATERIALS ARE SO OLD, THAT THEY'RE WAY OUT OF DATE AND NOT HELPFUL TO THE COMMUNITY.

SO I DO WANT TO MAKE SURE WE KNOW WHAT THOSE STEPS ARE BEFORE PROCEEDING WITH, UM, APPROVING ANOTHER CLASS.

UM, AND I ALSO CARE A LOT ABOUT COMMUNITY ENGAGEMENT TO MAKE SURE THAT PEOPLE FEEL LIKE THE ONES WHO ARE MOST EFFECTED BY POLICING HAVE A VOICE IN THIS PROCESS.

[02:50:01]

I KNOW THAT THEY'VE HAD AN OPPORTUNITY TO DO THROUGH THE LAST FEW MONTHS, UM, THAT WE DON'T LOSE SIGHT OF THAT, AND THAT WE CONTINUE TO PROVIDE THAT FORUM FOR PEOPLE WHO ARE, ARE TRYING TO TRAN TO TELL US THE INFORMATION THAT CADETS REALLY NEED TO UNDERSTAND.

SO I WANT TO MAKE SURE THAT WE THINK ABOUT THAT BEFORE MOVING FORWARD AND REALLY UNDERSTAND WHAT THAT IS BEFORE WE, AS A COUNCIL MOVE FORWARD WITH THE MATERIALS AND THE NEXT SETS OF TRAINING.

THAT'S VERY HELPFUL.

THANKS FOR THAT FEEDBACK.

COLLEAGUES.

UM, MY, I THINK WHEN WE, WHEN WE WENT THROUGH THE CLASS AND TALKING ABOUT THE CADET CLASSES EARLIER, WE HAD, I BELIEVE MADE A COMMITMENT TO THE COMMUNITY, NOT TO DO THE CADET CLASSES UNTIL WE THOUGHT WE COULD DO THEM, UH, RIGHT UNTIL WE THOUGHT WE COULD DO THEM BETTER.

UH, AND, AND I THINK THAT'S, SO THE PROMISE THAT WE HAVE TO THE, TO THE, TO THE COMMUNITY, UH, I APPRECIATE THE REVIEW THAT'S GONE ON HERE.

I APPRECIATE ALL THOSE STEPS.

I APPRECIATE THAT COMMENT TOO.

LAST QUESTION.

UM, THINKING OF THIS NEXT CLASS, UH, AS A, AS A TEST CLASS MAKES SENSE TO ME BECAUSE A LOT OF THESE THINGS, I THINK YOU'RE NOT GONNA REALLY BE ABLE TO KNOW HOW THEY TRANSLATE, UH, UNTIL YOU ACTUALLY SEE HOW, HOW THEY, HOW THEY ARE IMPLEMENTED.

AND IT IS PROBABLY THE KIND OF THING THAT, THAT EVOLVES OVER TIME.

I DON'T KNOW IF IT'S POSSIBLE TO, TO LIVE STREAM, UH, THE, THE CLASSES, BUT A CAMERA IN THE BACK OF THE ROOM AND JUST PUT ON A STREAM SOMEWHERE SO THAT PEOPLE IN THE COMMUNITY THAT WANTED TO, TO WATCH HOW CLASSES ARE BEING TAUGHT IN, IN GREEN REAL TIME.

I DON'T KNOW IF THAT, IF THAT IS, IS VIOLATES, UH, ANY OF THE PROTOCOLS OR ISN'T PRACTICAL, BUT THAT MIGHT BE IN KEEPING WITH THINKING ABOUT THIS AS A, AS A TEST CLASS WHEN IT STARTS.

BUT I DO KNOW, I AGREE WITH COUNCILMAN AND SOME OTHERS THAT HAVE SPOKEN COUNCIL MEMBER OF KITCHEN, I THINK, UH, EARLIER.

UM, IF WE, IF, IF WE HAVE MADE A QUANTUM CHANGE IN, IN WHAT WE'RE DOING, IF IT'S GOING TO BE MATERIALLY DIFFERENT, UH, I DO BELIEVE THAT HAVING CADET CLASSES GIVES US AN OPPORTUNITY FOR CULTURAL CHANGE AGENTS, UH, AND AN OPPORTUNITY TO, TO BE ABLE TO AFFECT THE KIND OF, OF, OF CULTURAL CHANGE THAT WE, THAT WE WANT TO, THAT WE WANT TO SEE A PART OF IT MANAGERS IS I'D LIKE TO HAVE YOUR ASSESSMENT BASED ON, ON THESE RECOMMENDATIONS.

I MEAN, DO YOU THINK, CAUSE ULTIMATELY, YOU KNOW, OVER THE COURSE OF THIS, THERE'S GOING TO BE KIND OF A CHANGE IN, IN, IN, IN APD LEADERSHIP.

SO I THINK FOLKS WILL BE LOOKING TO YOU TO, TO BE THE, UH, THE GUARANTOR, UH, THAT IF WE WENT FORWARD WITH A CLASS, A IT'S GONNA RESULT IN A, IN A DIFFERENT KIND OF CLASS AND MOVE US TOWARD A DIFFERENT AND, UM, UH, KIND OF, KIND OF CULTURE.

UH, SO, SO YOUR RECOMMENDATION ON WHETHER YOU THINK, UH, WE'RE WE'RE READY OR WHEN WE'RE READY TO BE ABLE TO DO THIS, I THINK IT WILL BE SIGNIFICANT FOR THE, FOR THE COMMUNITY TO, TO SAY HERE.

UH, I, FOR ONE WOULD LIKE TO HAVE A CLASS SOONER THAN LATER, UH, BUT ONLY TO THE DEGREE THAT, THAT, THAT IT WOULD BE MATERIALLY DIFFERENT, UH, BEAR PRETENDER.

IF PEOPLE WERE ACTUALLY REMOVED FROM THEIR POSITIONS AS A RESULT OF BAD BEHAVIOR, UM, TRUSTED INDIVIDUALS WHO WERE TRAINING OUR CADETS, I'D LIKE VERY MUCH TO GET A LITTLE MORE INSIGHT INTO WHAT, WHAT HAPPENED THERE.

UH, I THINK, UH, MUCH LIKE A LOT OF MY COLLEAGUES HAVE EXPRESSED A LOT OF MY QUESTIONS HAVE BEEN, UM, ANSWERED.

UH, I THINK THE ONE THING THAT I WONDER IF WE'RE PUTTING THE APPROPRIATE AMOUNT OF ATTENTION TO IS HOW WE GOT HERE IN THE FIRST PLACE, BUT THINGS THAT HAVE TRANSPIRED THE REPORTS, THE DATA THAT LIKE HOW WE GOT HERE IN THE FIRST PLACE, WHAT THE PROBLEMATIC ELEMENTS WERE.

UM, I JUST WANT TO MAKE SURE THAT WE DON'T LOSE SIGHT OF THAT.

UM, TAKING THE OPPORTUNITY TO SEE, YOU KNOW, THAT WE CAN GET THIS RIGHT AND DO IT REALLY WELL.

I DON'T THINK IT SHOULD, UM, TAKE AWAY THE OPPORTUNITY TO RECOGNIZE HOW WE GOT HERE IN THE FIRST PLACE.

UM, AND SOME OF THE DATA, YOU KNOW, THROUGHOUT THE COURSE OF THIS PROCESS, YOU KNOW, WHILE CROWE WAS DOING THE WORK THAT THEY WERE DOING, THE COMMUNITY MEMBERS WHO WERE DOING THE WORK THAT THEY'RE DOING, SOME OF THE DATA THAT'S BEEN PRESENTED TO US, EVEN AS A RESULT OF THAT, ABOUT, UM, RACIAL PROFILING AND SOME OF THE OTHER REALLY PROBLEMATIC ELEMENTS, INCLUDING I THINK SOMEBODY MIGHT'VE SAID TODAY AND I'LL FOLLOW UP WITH THE ACTUAL QUESTION, BUT

[02:55:01]

UM, BUT THEN ONE OF THE OTHER THINGS THAT EARLY ON WHEN WE WERE TRYING TO PUT TOGETHER THIS RESOLUTION, SOMETHING WE TOOK INTO CONSIDERATION WAS WHAT IS THE APPROPRIATE ORDER OF OPERATIONS? IS IT CADET CLASS? IS IT RECRUITMENT? IS IT, YOU KNOW, WE WERE ASKING THE QUESTIONS CAUSE WE DON'T KNOW.

I'M SO GRATEFUL THAT WE HAVE THE PROFESSIONALS ON SAME THAT TO SAY THOUGH, I DON'T WANT US TO FORGET WHY WE GOT HERE, HOW WE GOT HERE IN THE FIRST PLACE.

I ALSO WOULD LIKE TO ASK SOME QUESTIONS THAT, YOU KNOW, EARLY ON FOR ME WERE PROBLEMATIC AND I HAVEN'T HEARD US DISCUSS THEM.

MY HOPE IS THAT MAYBE THIS IS, YOU KNOW, A PART OF THE NEXT PHASE, BUT THERE WERE SOME PROBLEMATIC DISQUALIFICATION CODES.

FOR EXAMPLE.

UM, I HEARD ABOUT A DQ CODE THAT TALKED ABOUT HAIR.

YOU WERE DQ.

IF YOU HAD LOCKS, THERE WERE A GROUP OF BLACK OFFICERS WHO GOT THAT, FIXED THAT TO SAY THE FACT THAT THEY HAD TO REPEATEDLY ASKED TO GET THAT FIXED.

THAT'S A VERY RACIST, PROBLEMATIC DISQUALIFICATION CODE.

THE FACT THAT WE WEREN'T, WE DIDN'T ADDRESS IT FASTER IS A PROBLEM THAT I'VE HEARD SOME CONCERNS ABOUT DKI CODES THAT HAVE TO DO WITH PEOPLE'S PERSONAL CREDIT.

I'D LIKE VERY MUCH TO MAKE CERTAIN THAT AS WE ARE DOING THESE ASSESSMENTS AND WE ARE REALLY REVOLUTIONIZING HOW WE DO THIS, WE MAKE SURE THAT WE ASK ALL THOSE HARD QUESTIONS, UM, ABOUT THE RECRUITMENT COMPONENT AND THE DISQUALIFICATION CODES AND MAKE CERTAIN THAT EVERYTHING IS FAIR.

I HEARD A STORY ONE TIME WHERE ONE CADET HAD THIS SERIES OF EVENTS, THE OTHER HAD ANOTHER SERIES OF VINCENT JUST SO HAPPENS.

THE WHITE CADET WAS PUSHED FORWARD.

THE BLACK CADET WAS DISQUALIFIED.

I JUST WANT TO MAKE SURE THAT WE DON'T LOSE THE OPPORTUNITY TO MAKE CERTAIN THAT THINGS HAPPEN IN A WAY THAT THEY'RE UNILATERAL THE SAME LEVEL OF EXPECTATION FOR EVERY CADET AND THINGS LIKE, YOU KNOW, A GROUP OF WHITE MEN MAKING AN ASSESSMENT ABOUT WHETHER OR NOT YOU'RE QUALIFIED TO BE A POLICE OFFICER BECAUSE OF BLACK HAIR THAT THEY DON'T KNOW ANYTHING ABOUT.

SO LET'S, I JUST WANT TO MAKE CERTAIN THAT, YOU KNOW, I CERTAINLY DON'T WANT TO MAKE, UM, I DON'T WANT TO MAKE, I DON'T WANT TO INTRODUCE ANY FURTHER PROBLEMATIC ELEMENTS TO THESE CONVERSATIONS, BUT I WANT TO MAKE CERTAIN THAT WE ARE HAVING VERY DIFFICULT POSITIONS, UH, OR I'M SORRY, DIFFICULT CONVERSATIONS.

I JUST, I JUST WANT TO MAKE SURE THAT WE DO THAT.

UM, SO, UH, I THINK THE LAST THING THAT I HEARD THAT GIVES ME PAUSE, UM, IS THE CONVERSATION ABOUT RESUMPTION OF CADET CLASSES I LAYER WHILE I CAN APPRECIATE YOUR IDEOLOGY ABOUT A TEST CLASS.

THESE ARE PEOPLE'S CHILDREN.

THESE ARE PEOPLE'S PARENTS.

THESE ARE, ARE, ARE I DON'T, I DON'T WANT TO TEST THEM OUT.

I DON'T WANT THEM TO BE PUT IN A POSITION THAT COULD BE HARMFUL.

SO I JUST WANT TO MAKE CERTAIN THAT THE SINGULAR ELEMENT OF CONSIDERATION BEFORE WE RESUME A CADET CLASS IS THAT EVERYBODY WILL BE SAFE, INCLUDING OUR CADETS.

I CERTAINLY DIDN'T MEAN TO IMPLY OTHERWISE.

I SAID YES.

YOU DID NOT.

I JUST WANT TO MAKE SURE I WAS CLEAR.

THANK YOU, MAYOR.

I AGREE WITH WHAT YOU SAID.

UH, ANYTHING ELSE ON THIS GUYS ON THIS ISSUE? POLICING MANAGER.

YEAH, JUST TO CLOSE THIS OUT AGAIN.

TIMELINES AS WE MOVE FORWARD.

AND THE CRAWL TEAM FOR THIS THOUGHTFUL ASSESSMENT OF THE WORK AGAINST PRELIMINARY, UH, OF THE WORK DONE TO DATE, TO DESIGN OUR CURRICULUM AND TRAINING WITH THE POLICE ACADEMY, WHICH REALLY PLACES THIS PRIORITY ON DIVERSITY AND EQUITY.

UM, WE'RE ALSO ALL THE COMMUNITY VOICES THAT HELPED SHAPE SEVERAL OF THESE RECOMMENDATIONS, PARTICULARLY THE WORK OF THE VIDEO REVIEW.

AND AS WE'VE SAID BEFORE, THE NEXT STEPS IN THIS PROCESS, WE'LL BE, UH, RECEIVING THE FINAL REPORT CONTROL THIS MONTH.

WE'RE GOING TO MAKE SURE THAT WE SEE ALL THE SHORT-TERM MEASURES ARE OUTLINED AND IMPLEMENTED.

WE NEED TO HAVE THAT CLEAR PATH AND PLAN AND TIMELINE FOR IMPLEMENTING THE LONG-TERM RECOMMENDATIONS IN THIS PRELIMINARY REPORTS.

AND THEN WE'LL BE GATHERING ADDITIONAL FEEDBACK FROM THE COMMUNITY, INCLUDING OUR CITY COMMUNITY TASK FORCE, UH, THAT WILL BE INCORPORATED WITH THIS FEEDBACK.

AGAIN, THANK YOU.

I'LL I'LL, UH, MAYOR AND COUNCIL FOR YOUR IMPORTANT ENGAGEMENT IN THIS CONVERSATION TODAY.

AND THEN WHEN WE DO FEEL LIKE WE HAVE, UH, ACHIEVE THESE OBJECTIVES, WE'LL BE ABLE TO MOVE FORWARD WITH A PLACE IN A BUDGET AMENDMENT ON THE AGENDA FOR YOUR CONSIDERATION TO RESTART THE ACADEMIES, BUT KEEPING YOU INFORMED OF THESE SPECIFIC

[03:00:01]

AGAIN, REALLY APPRECIATE THIS CONVERSATION TODAY, A LOT MORE TO COME, BUT WANT TO THANK OUR CONSULTANTS.

OUR DIRECTOR MUST GET IN AND OUR DEPUTY CITY MANAGER, UH, NERDY AROUND THE MIND FOR REALLY SPEARHEADING THIS WORK.

THANK YOU ALL.

AND YOU'LL COME BACK WITH THE NEXT MEETING WITH, UH, FOLKS WITH A BUDGET AMENDMENT THAT WOULDN'T BE ABLE TO LAST TO ACT, BUT YOUR RECOMMENDATION ON WHETHER YOU THINK WE'RE READY TO DO THAT.

I CAN CERTAINLY DO THAT.

UH, ANYTHING ELSE ON THIS POLICING ISSUE IN FRONT OF US NOW AT COUNCIL MEMBER? UH, KELLY? YES.

THANK YOU SO MUCH.

UH, OBVIOUSLY THERE'S AN INCREDIBLE AMOUNT OF WORK THAT WENT INTO EVEN GETTING THIS FAR AND I'M REALLY HOPEFUL FOR THE OUTCOME THAT WILL COME ACROSS WITH OUR FUTURE POLICE ACADEMY.

I DO WANT TO ADDRESS SOMETHING THAT YOU SAID EARLIER, MAYOR, WHERE YOU WERE TALKING ABOUT LIVE STREAMING THE ACADEMY.

I WOULD HOPE THAT MAYBE WE COULD CONSULT WITH LEGAL ABOUT THAT.

I KNOW THAT CAN BE TOUCHY AND I DON'T WANT TO PUT US INTO SOME SORT OF PRECARIOUS POSITION WITHOUT GETTING THEIR OPINION ON THAT.

AND WHILE I DO BELIEVE IN TRANSPARENCY, I THINK IT'S A VERY IMPORTANT THING FOR A CITY GOVERNMENT TO HAVE.

I JUST WANT TO MAKE SURE THAT IF WE DO MOVE FORWARD WITH THAT, WE DO IT WITH CONSULTING WITH LEGAL FIRST, IF I COULD CHIME IN ON THAT, UH, FROM KROLL, UM, ONE OF THE, YOU KNOW, WE HAVE SOME CONCERNS ABOUT LIVE STREAMING IN AN EDUCATIONAL ENVIRONMENT.

YOU KNOW, IT COULD STIFLE LEARNING, UH, UH, BESIDES THE PRIVACY CONCERNS THAT YOU WOULD PROBABLY BE TALKING WITH YOUR LEGAL DEPARTMENT ABOUT, UH, CADETS ENTER THE ACADEMY, LIKE DAN SAID EARLIER, THEY HAVE DIFFERENT STRENGTHS, DIFFERENT WEAKNESSES, DIFFERENT LEARNING ABILITIES.

UM, AND IF THEY KNOW THEY'RE GOING TO BE LIVE STREAM THAT COULD HINDER LEARNING AND CLASS PARTICIPATION AND THAT'S SOMETHING THAT WE'RE CONCERNED ABOUT.

AND THEN WHEN IT COMES TIME TO HAVE THOSE DISCUSSIONS, THOSE OPEN AND HONEST DISCUSSIONS, ESPECIALLY ABOUT RACE AND GENDER DNR, DNI ISSUES THAT COULD KEEP THOSE INDIVIDUALS FROM SPEAKING OUT, KNOWING THAT THEIR CONVERSATIONS AND THEIR SHARED LIFE EXPERIENCES COULD BE OUT FOR THE PUBLIC TO SAY, SO, YOU KNOW, AS, AS CONSULTANTS, WE HAVE THAT CONCERN IN ADDITION TO WHAT LIBERAL CONCERNS YOU MIGHT IDENTIFY, BUT WE HAVE THE CONCERN ABOUT HOW IT COULD HINDER LEARNING AND SOMEBODY IMPORTANT CLASSES WE'RE TALKING ABOUT IMPLEMENTING, MOVING FORWARD.

THANK YOU FOR THAT CHIEF MANLEY.

DID YOU HAVE ANYTHING YOU MIGHT WANT TO ADD BASED ON YOUR KNOWLEDGE AND BACKGROUND ABOUT THE POSSIBILITY OF LIVESTREAMING, SOMETHING LIKE THIS? UH, I ACTUALLY BELIEVE THE COMMENTS THAT I WOULD HAVE MADE WERE JUST ADDRESSED THAT WE WOULDN'T WANT TO DO ANYTHING THAT WOULD INHIBIT THAT FREE FLOW, THAT DISCUSSION AND ALL OF THAT BECAUSE PEOPLE WERE FEARFUL.

AND SO, UM, I JUST WOULD NEVER WANT TO TAKE THAT OUT OF THAT ENVIRONMENT BECAUSE I THINK THAT'S WHERE THE TRUE LEARNING IS GOING TO TAKE PLACE, ESPECIALLY WITH ALL THESE CHANGES WE'RE WORKING TO IMPLEMENT WHEN WE WANT OUR CADETS TO BE OPEN AND FREE WITH EACH OTHER ABOUT THEIR LIVED EXPERIENCES.

AND SO THAT WOULD BE SOMETHING WE WOULD HAVE TO, UH, HAVE TO ADDRESS.

SO THANK YOU.

THANK YOU FOR THAT.

AND MAYOR, I REALLY DO APPRECIATE THAT SUGGESTION.

I JUST KNOW, COMING FROM A PUBLIC SAFETY BACKGROUND MYSELF, THAT MIGHT BE A REALLY PECULIAR SITUATION TO PUT PEOPLE INTO.

AND SO I WANT TO MAKE SURE THAT WE LOOK AT IT FROM EVERY ANGLE BEFORE WE OFFER IT.

AND AGAIN, I AM A BIG PROPONENT OF BEING TRANSPARENT IN GOVERNMENT MOSTLY, BUT THIS IS A PARTICULAR SITUATION THAT WE SHOULD PROBABLY PAY A LITTLE MORE ATTENTION TO.

SO THANK YOU VERY MUCH FOR LETTING ME SPEAK.

OH, NO, I APPRECIATE THAT.

AND I WOULD LIKE FOR US TO DO SOMETHING THAT ENABLES US TO LEARN FROM THIS CLASS, WASN'T RECOMMENDING THAT, THROWING THAT OUT, BUT I, BUT I WOULD LIKE FOR US TO TRY AND FIGURE OUT HOW WE CAN MAKE SURE AND MOVING FORWARD WITH A CLASS THAT, THAT IS IN FACT ACHIEVING THE GOALS THAT WE WANTED TO COUNCIL MERCOSUR.

I JUST WANTED TO CATCH THE LAST PART OF THE CONVERSATION HERE I HAD HEARD EARLIER FROM THE MANAGER WAS THAT HE WAS GOING TO CONSULT WITH US AND THINK ABOUT WHEN THE BUDGET AMENDMENT WAS RIGHT THEN AT THE END OF THE CONVERSATION, IT SOUNDED LIKE Y'ALL WERE CONFIRMING THAT THE BUDGET AMENDMENT IS COMING IN TWO WEEKS.

I JUST WANT TO UNDERSTAND WHAT THE, UH, WHAT THE PATH MOVING FORWARD IS.

WHAT I WAS ASKING FOR WAS THE, I THOUGHT IT WAS CONSISTENT WHERE WE WOULD HAVE THE ABILITY TO BE ABLE TO DO IT, BUT WE'RE NOT NECESSARILY DOING IT.

I'VE ASKED FOR A RECOMMENDATION AS TO WHETHER AND WHEN WE SHOULD.

UH, BUT UH, HAVING THE ABILITY TO BE ABLE TO DO IT ON THAT TIMING IS SOMETHING THAT I WOULD LIKE TO SEE US HAVE.

I DON'T KNOW WHETHER IT'S THE RIGHT THING TO DO OR NOT.

WHAT'S THE PROCEDURE THAT WE WOULD FOLLOW HER.

I JUST GENERALLY SEE IT EITHER AS THE MANAGER'S ROLE TO PUT IT ON THE AGENDA WHEN HE RECOMMENDS IT OR AS THE COUNCIL'S ROLE TO PUT IT ON THE AGENDA, IF THERE'S FOUR MEMBERS TO PUT IT ON AN AGENDA.

UM, AND SO IF WE'RE GOING TO DIVERGE FOR THAT PROCESS, I JUST WANT THAT TO BE EXPLICIT.

SO LET'S TALK ABOUT, I MEAN, AND ASK THE QUESTION MANAGER, SAY IF WE WERE READY TO DO IT, THIS PSYCHO GUY ASKED THE QUESTION WHAT CYCLE MEANT.

AND HE SAID BY THE END OF THE NEXT MEETING, SO

[03:05:01]

THEN I GUESS IF THE MANAGER IS NOT GOING TO PUT IT ON THE AGENDA, HE HAS TO GIVE US SUFFICIENT NOTICE SO THAT SOMEBODY ELSE HAS THE ABILITY TO PUT IT ON THE AGENDA IF THEY WANT TO.

WHICH MEANS THEN WE'RE LOOKING FOR A RECOMMENDATION FROM YOU MANAGER SOMETIME PRIOR TO TWO WEEKS BEFORE THE MEETING.

SO AS TO GIVE THE COUNCIL THE OPPORTUNITY TO BE ABLE TO, TO RESPOND DOES THAT WORK? YEP.

AND IN THAT CONTEXT IS, IT'S JUST USEFUL TO KNOW THAT THAT'S THE GENERAL TIMELINE BECAUSE I, YOU KNOW, I, AND OTHERS OF COURSE KEPT OUR QUESTIONS SHORT TODAY.

UH, AND THEY'RE, YOU KNOW, IT'S A, IT'S A REPORT THAT WE JUST GOT LAST NIGHT.

SO I THINK THERE'S GOOD REASON FOR US TO, TO HAVE FURTHER DISCUSSIONS, TO LAND ON A TIMELINE AND, AND, AND PLACE.

I WAS JUST TRYING TO AVOID US INITIATING THAT CONVERSATION AT THE END OF THE MONTH, IF IN FACT THAT'S SOMETHING THAT WE WANTED TO BE ABLE TO DO, UM, COUNCIL MEMBER ALTAR.

SO I WANTED TO JUST GET CLARITY OVER WHEN WE WOULD HAVE THE FINAL REPORT, WHICH IS SUPPOSED TO BE AT THE END OF THE MONTH, WHICH OUR MEETING IS LIKE MARCH 23RD OR 25TH.

SO, UM, IS THAT, I MEAN, WOULD WE HAVE EVEN HALF THE FINAL REPORT FOR WHEN WE WOULD BE VOTING? I CAN CONFIRM WITH THE CONSULTANTS AND WITH OUR STAFF, THEN WE CAN, WE CAN GIVE YOU AN UPDATED MEMO ON THE TIMEFRAME.

WE HAVE, UH, FOUR ITEMS ON THE AGENDA THIS WEEK THAT SPEAK TO A COVID RESPONSE.

UM, YOU KNOW, BROADLY SPEAKING, I, I FAVOR US BEING ABLE TO MOVE FORWARD WITH AN ACADEMY AS OTHERS HAVE SAID, AS SOON AS WE ARE CLEAR THAT WE HAVE A MATERIAL DIFFERENCE.

UM, WE DID JUST RECEIVE THE REPORT.

UM, YESTERDAY THIS HAS BEEN A PROCESS, UM, THAT THE COMMUNITY HAS ENGAGED WITH US.

UM, AND I DO DO BELIEVE THAT A LITTLE BIT OF TIME FOR FOLKS TO, TO DIGEST IT.

I'M NOT SAYING LOTS OF EXTRA TIME, BUT, BUT WE DO NEED TO PROVIDE SOME TIME FOR FOLKS TO DIGEST IT AND PROVIDE SOME FEEDBACK AND THOUGHTS.

UM, MOVING FORWARD, I WOULD BE COMFORTABLE WITH A SPECIAL CALLED MEETING IF WE NEEDED TO THAT FIRST WEEK OF APRIL, IF WE CAN WORK IT AROUND PASSOVER AND EASTER APPROPRIATELY, I THINK THE MAGNITUDE OF WHAT WE'RE TRYING TO DO WITH THIS, UM, BEING ABLE TO HAVE IT IN A SEPARATE MEETING WHERE WE CAN BE VERY FOCUSED, THERE MAY BE VALUE TO THAT.

UM, AND THAT WOULD JUST BE SOMETHING I WOULD ASK THE CITY MANAGER TO CONSIDER AS AN OPTION, UM, SO THAT WE CAN, UM, MOVE FORWARD WITH MATERIAL CHANGES, BUT ALSO WITH THE SPEED WITH WHICH WE NEED TO IN ORDER TO BE ABLE TO MOVE FORWARD WITH THE CLASS, GIVEN THE LEAD TIME THAT'S NECESSARY.

THOSE ARE GOOD KIND OF LADIES, ANYTHING ELSE ON THIS TOPIC? OKAY.

CONSULTANTS, THANK YOU ALL FOR THE REPORT AND FOR THE CONTINUED WORK.

UH, THANK YOU FOR ALL, FOR YOUR PROJECT LEAD ON THIS WORK MANAGER, THINGS, TWO THINGS TO ADDRESS BEFORE WE WOULD GO BACK INTO, UM, UH, UM, PERSONNEL.

[A. Pre-Selected Agenda Items]

UH, WE'VE JUST HEARD THAT, UH, THE GOVERNOR, UH, IS, UM, UH, REMOVING, UH, HIS, UH, CONSTRAINTS ON BUSINESSES, UH, AS WELL AS I ENDING HIS MASK MANDATE, UM, WHICH IS, UM, UM, NOT SUPPORTED BY ANY OF THE SCIENTISTS OR ANY OF THE DATA THAT I'VE, THAT I'VE HEARD, UM, CONSISTENT WITH, UH, THE FOUR ITEMS THAT WE HAVE THIS, THIS WEEK ON THE COVID STUFF MANAGER, UM, IS, DO YOU KNOW, UM, I MEAN, I WOULD HOPE THAT THE CITY WOULD CONSIDER, UH, STILL REQUIRING MASKING AND ALL CITY FACILITIES AND CITY ACTIVITIES.

I WOULD HOPE THAT JUDGE BROWN WOULD CONSIDER THE SECOND THING I WOULD, I SEE THIS CHAMBERS ISSUED A STATEMENT, ENCOURAGING ALL BUSINESSES TO CONTINUE DOING MASKING.

IT JUST SEEMS TO BE SOMETHING FUNDAMENTALLY UNFAIR ABOUT NOT HAVING SUFFICIENT VACCINES YET FOR FRONTLINE WORKERS, UH, IN BUSINESSES.

AND THEN HAVING THEM GO TO THOSE BUSINESSES AND REMOVING A MASK WHILE THEY'RE NOT ALL OUT THERE TO PROTECT THEMSELVES.

SO I HOPE THAT WHILE WE FIGURE OUT WHAT THE RIGHT RESPONSE IS AT THE VERY LEAST FOR CONTINUING TO DO EVERYTHING THAT, THAT WE CAN THANK YOU FOR BRINGING THAT UP, MAYOR, WE, I AGREE AND HAVE ALL YOUR CONSULTANT HR AND MAKING SURE THAT WE COMMUNICATE THAT OUT TO HAVING

[03:10:01]

ALL OF THE CITY OWNED FACILITIES THAT STILL REQUIRE MASKING.

SO THAT WILL BE THE CASE.

I JUST WANTED TO MAKE SURE I UNDERSTAND, UM, THEN THE EXAMPLE THAT YOU JUST GAVE.

SO, UM, YOU WERE SAYING THAT THE WORKERS IN A, YOU KNOW, LIKE A RESTAURANT WOULDN'T BE ABLE TO PROTECT THEMSELVES, BUT THEY CAN STILL WEAR A MASK.

RIGHT? I MEAN, THE GOVERNOR HASN'T SAID, NO ONE CAN WEAR A MASK.

HE HE'S SAYING THAT WE'RE NOT REQUIRED TO, BUT WE STILL CAN.

AND I CERTAINLY EXPECT THAT MANY AUSTINITES WILL.

SO IN THE EXAMPLE THAT YOU GAVE, SO YOU WANT TO TRY THAT.

ONE LAST ITEM WE HAVE ON OUR AGENDA, UH, THE OPPORTUNITY TO TAKE ACTION WITH RESPECT TO BALLOT LANGUAGE.

WHAT I WAS REFERENCING, WHY, SO NOW THEY'RE NOT ENTITLED TO GET A VACCINE YET, BECAUSE IF YOU HAVE A WORKER THAT'S UNDER 65, BUT A FRONTLINE WORKER, THEY CAN'T GET VACCINATED YET BECAUSE THEY DON'T QUALIFY.

THEY CAN'T PROTECT THEMSELVES THAT WAY.

BUT YET WITH THE GOVERNOR'S ORDER WHERE WE'RE HAVING THEM POTENTIALLY BE IN THE POSITION WHERE THEY'RE GOING TO BE INTERACTING WITH SOMEONE THAT, THAT, THAT POSSIBLY COULD NOT BE WEARING A MASK AND THEY CAN WEAR THE MASK AND PROTECT THE OTHERS AROUND THEM.

BUT IT'S THE OTHERS AROUND THEM WEARING A MASK THAT PROTECTS THE WORKER.

SO I, I HOPE EVERYBODY IN OUR COMMUNITY CONTINUES TO PROTECT THOSE FRONTLINE WORKERS, UH, BY CONTINUING TO WEAR, TO WEAR A MASK.

BUT YOU'RE ABSOLUTELY RIGHT.

CATHERINE AND BULL, I GOVERNOR'S ORDER, DIDN'T SAY YOU COULDN'T WEAR A MASK.

IT JUST SAID THAT, UH, UH, UH, CITIES WERE NOT, THAT, THAT CITIES WERE NOT ALLOWED TO ENFORCE THE MASK MANDATE WITH THE PANEL.

GREAT.

THANK YOU SO MUCH.

UM, COUNCIL MEMBER KELLY, THANK YOU, MAYOR.

I JUST WANT TO ECHO WHAT COUNCIL MEMBER POOLE SAID.

WE ALL NEED TO PRACTICE PERSONAL RESPONSIBILITY HERE AND BE GOOD NEIGHBORS TO ONE ANOTHER.

AND WHERE I'M ASKED UNTIL WE'RE THROUGH THIS, EVEN THOUGH THE GOVERNOR SAID THAT THERE'S NO MASS MANDATE, IT'S STILL A GREAT IDEA TO HELP ONE ANOTHER OUT IN THE COMMUNITY AND WHERE ONE, WHEN IT'S APPROPRIATE, ESPECIALLY AROUND PEOPLE WHO ARE VULNERABLE AND HAVEN'T YET BEEN VACCINATED BECAUSE WE REALLY NEED TO GET THROUGH THIS TOGETHER.

AND THE ONLY WAY WE CAN DO THAT IS IF WE CONTINUE TO MASK UP LIKE DR.

SO WE CAN ALL BE STRONGER AT THE END OF THIS TOGETHER.

THANK YOU, COUNCILMAN KELLY.

UH,

[1. Approve an ordinance amending Ordinance No. 20210209-004 ordering a special municipal election regarding a criminal offense and a penalty for camping in public areas without a permit, certain types of solicitation, and sitting, lying, or sleeping outdoors in certain public areas, declaring an emergency; and waiving Section 1-2-4(A) of the Procedure for Austin City Council Meetings, Public Hearings and Appeals (Council Rules) to allow Council to vote on a work session item that is also on the Thursday agenda.]

I THINK THE SUPREME COURT'S ROLE, AND I'M GOING TO TURN IT OVER TO YOU TO INTRODUCE THIS NEXT SUBJECT.

UM, AND I JUST SENT AN EMAIL TO ALL OF YOU COUNCIL MEMBERS WITHIN THE LAST 20 MINUTES OR SOMETHING.

THE SUPREME COURT OF TEXAS HAS RULED IN THE DECISION.

YOU MAY REMEMBER THAT, UH, AFTER WE CALLED THE ELECTION, WE WERE SUED BY A GROUP OF INDIVIDUALS WHO CHALLENGED THE LANGUAGE THAT WE USE FOR THE BALLOT FOR THE ORDINANCE CITIZEN INITIATED ORDINANCE CONCERNING SIT LIGHT, CAMPING SOLICITATION.

UH, THEY MADE AN ARGUMENT THAT OUR LANGUAGE WAS, UM, UH, MISLEADING.

THE THIRD COURT OF APPEALS DETERMINED THAT IT WAS NOT AND DID NOT ISSUE THE MANDATE.

THEY WENT IMMEDIATELY TO THE TEXAS SUPREME COURT, WHICH WOULD EARLIER TODAY.

UM, THE PLAINTIFFS ARGUED THAT THE, THE COUNCIL SHOULD HAVE USED THE PETITION, UH, CAPTION THAT WAS ON THE PETITION ITSELF.

AND THEN THERE ARGUED THAT THE LANGUAGE THAT WE S WE USED WAS, UH, EMPHASIZE THE CRIMINAL PENALTIES TOO MUCH, AND ALSO HAD THE USE, USE THE WORD ANYONE WITHIN THE BALLOT LANGUAGE TO DESCRIBE WHO WILL BE SUBJECT TO THE PROHIBITION ON SITTING IN LINE AND CAMPING.

THE SUPREME COURT SAID, UH, THOSE THREE ARGUMENTS, THE ONE THAT THEY DETERMINED, UH, WAS PROBLEMATIC WAS THE USE OF THE WORD.

ANYONE, BECAUSE WITHIN THE ORDINANCE ITSELF, THERE ARE EXCEPTIONS TO HAVING TO BE CRIMINAL OR PENALIZED FOR, UH, SITTING OR LYING OR CAMPING.

AND THOSE, AS YOU REMEMBER, UM, AN EXCEPTION IN SECTION SEVEN ABOUT SITTING IN LINE ON THE SIDEWALK AND THE EXCEPTIONS ARE, IF YOU'RE HAVING A MEDICAL EMERGENCY, YOU'RE OPERATING OR PATRONIZING A COMMERCIAL ESTABLISHMENT YOU'RE PARTICIPATING OR VIEWING A PARADE OR FESTIVAL YOU'RE SITTING IN A CHAIR OR BENCH SUPPLIED BY AN AGENCY BUDDING TO THE SIDEWALK, YOU'RE AT A BUS STOP, OR YOU'RE WAITING IN LINE FOR GOODS.

SO THERE ARE EXCEPTIONS TO THE SUPPLY.

AND I THINK THAT WHEN WE USE THE WORD, ANYONE, IT WAS TO CLARIFY THAT, UM, THAT THIS WAS NOT, UM, SELECTIVELY LOOKING AT ANY PARTICULAR KIND OF PERSON,

[03:15:01]

IT WAS ACROSS THE BOARD.

NEVERTHELESS, WE DON'T HAVE TIME TO HAVE A FULL ARGUMENT IN FRONT OF THE SUPREME COURT.

WHAT THEY'VE ASKED IS THEY'VE CONDITIONALLY GRANTED THE MANDAMUS TO, TO GRANT THAT RELIEF.

AND SO THERE ARE CERTAIN THAT THE CITY COUNCIL WOULD MAKE THE CHANGE THAT IS NECESSARY, WHICH IS SIMPLY TO REMOVE THE WORD ANYONE FROM THE BALLOT LANGUAGE.

SO WE HAVE DONE THAT IN THE BALLOT LANGUAGE, THE, OR CAROLINE WEBSTER HAS CREATED AN ORDINANCE THAT HAS THAT LANGUAGE TAKEN OUT.

SO IT'S THE BALLOT LANGUAGE IS EXACTLY THE SAME, EXCEPT IT REMOVES THE WORD, ANYONE IN THOSE TWO PLACES.

AND SO WE WOULD, OUR REQUEST WOULD BE THAT YOU TAKE THE ACTION TODAY SO THAT THE COUNTY CAN CALL THE ELECTION TIMELY AND, UM, VOTE ON THE ORDINANCE AND WE'LL PUT IT IN THE BACKUP RIGHT NOW.

CAN YOU READ THE LANGUAGE WHERE ANYONE COMES OUT? YEAH, WELL, THE LANGUAGE THAT WE HAD SAYS, SHARON ORDINANCE BE ADOPTED THAT WOULD CREATE A CRIMINAL OFFENSE AND THE PENALTY FOR ANYONE SITTING OR LYING DOWN ON A PUBLIC SIDEWALK OR SLEEPING OUTDOORS IN AND NEAR THE DOWNTOWN AREA AND AROUND, AND, AND THE AREA AROUND THE UNIVERSITY OF TEXAS CAMPUS CREATE A CRIMINAL OFFENSE AND PENALTY FOR SOLICITATION DEFINED AS REQUESTING MONEY OR ANOTHER THING OF VALUE AT SPECIFIC HOURS AND LOCATIONS, OR FOR SOLICITATION, A PUBLIC AREA THAT IS DEEMED AGGRESSIVE IN MANNER.

SEMI-COLON CREATE A CRIMINAL OFFENSE AND PENALTY FOR ANYONE CAMP, ANYONE CAMPING IN A PUBLIC AREA, NOT DESIGNATED BY THE PARKS AND RECREATION DEPARTMENT.

SO AGAIN, IT'S SIMPLY REMOVING THE WORDS, ANYONE IN THOSE TWO PLACES MODIFYING THE SIT LIE IN THE CAMPING PIECE OF THIS.

SO AT REED, UH, SEAN ORMSBY JOB THAT WOULD CREATE A CRIMINAL OFFENSE AND PENALTY FOR SITTING OR LYING DOWN IN A PUBLIC SIDEWALK, CORRECT.

CONTINUING ON.

I THINK I UNDERSTAND THAT CHANGE COUNCIL MEMBER CASAR, I'D MOVE THAT WE ADOPT THAT.

IS THERE A SECOND TO THE MOTION, UH, MAYOR PRO TEM SECONDS.

IS THERE ANY DISCUSSION I'M FINE WITH THIS LANGUAGE, TO ME, IT, IT, THE MOST TO PEOPLE READING EVERYTHING IT'S GONNA READ THE SAME, UH, IT'S BEEN MOVED AND SECONDED FOR THE DISCUSSION.

I WAS IN FAVOR OF MAKING THE CHANGE.

PLEASE RAISE YOUR HAND THOSE OPPOSED.

AND I THINK THAT IS, UH, THAT'S ALL OF US PASSES, UM, COLLEAGUES, THAT'S ALL.

AND, UM, THE ONLY THING WE HAVE LEFT IS, UH, THE EXECUTIVE SESSION ON PERSONNEL, WHICH WE CAN CERTAINLY GO BACK TO, OR WE CAN PICK IT UP ON THURSDAY, UH, COUNCIL MEMBER KITCHEN, THEN THE MAYOR PRO UM, I JUST WANTED TO MAKE A QUICK REMINDER ANNOUNCEMENT FOR FOLKS.

UH, TOMORROW IS OUR JOINT OVERSIGHT, UH, JOINT AUSTIN ENERGY AND WATER OVERSIGHT COMMITTEE MEETING.

UM, I HAVE POSTED ON THE MESSAGE BOARD, THE AGENDA FOR THE WATER OVERSIGHT COMMITTEE PORTION OF THE MEETING.

I BELIEVE THAT COUNCIL MEMBER POOL HAS ALSO POSTED ON THE MESSAGE BOARD, UM, THE, UM, THE APPROACH FOR THE AUSTIN ENERGY PORTION OF THE MEETING.

SO I INVITE YOU ALL TO TAKE A LOOK AT THAT.

IF YOU HAVE ANY COMMENTS OR QUESTIONS, IT'D BE GREAT.

IF YOU HAVE A CHANCE TO SEND THEM TO ME TONIGHT, YOU CAN ALSO SEND THEM IN THE MORNING.

SO JUST WANTED TO, I KNOW WE'VE ALL BEEN IN THIS MEETING ALL DAY, SO I JUST WANTED TO BRING THAT TO YOUR ATTENTION THAT THAT'S POSTED ON THE MESSAGE FOUR.