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[00:00:13]

ALL RIGHTY.

IT IS 6 0 1.

[CALL TO ORDER]

THIS IS A MONI, THE CHAIR OF THE CPRC.

AND I AM CALLING THIS MEETING TO ORDER.

WE WILL GO AHEAD AND START WITH OUR FIRST AGENDA ITEM,

[1a. Racial Equity Recommendations]

WHICH IS WALKING THROUGH OUR RACIAL EQUITY RECOMMENDATIONS.

OUR TEAM HAS BEEN WORKING HARD AND KIND OF AGGREGATING OR IDEAS, UM, RESEARCHING DIFFERENT TOPICS, UM, AND REALLY COMING TOGETHER TO TRY TO COMBAT UNCONSCIOUS BIAS IN POLICING, UM, AS WELL AS DISCRIMINATION AND DISPARATE OUTCOMES THAT AFFECT MARGINALIZED COMMUNITIES.

SO I WILL SHARE MY SCREEN AND WE'LL, WE WON'T WALK THROUGH ALL OF THE DETAILS OF THE RESEARCH, ALL OF THE REFERENCES, BUT WE WILL KIND OF DO A HIGH LEVEL AND I'D LOVE, UM, JUST TO OPEN IT UP TO DISCUSSION FOR THE COMMISSIONERS OF ANYTHING WE FEEL MAY STILL BE MISSING FROM THIS DOCUMENT THAT WE WANT TO FOLLOW UP WITH AN ADDENDUM ON, OR, YOU KNOW, IF WE THINK IT'S IN A GOOD PLACE, UM, AND WE'LL, WE'LL TAKE A VOTE AT THE END.

SO ME, UM, CHRISTINA, IS THERE A WAY TO ENABLE SHARED SCREEN? YES.

GIVE ME ONE SECOND.

I'M GOING TO MAKE YOU A COHOST.

APPRECIATE IT.

THANK YOU.

WHILE WE ARE WAITING.

UM, IF ANYONE WANTS TO SHARE A LITTLE BIT OF THEIR BACKGROUND, UM, ON WORKING ON THIS DOCUMENT OR WHERE YOU KIND OF SEE THE FUTURE POTENTIALLY OF THIS WORK GOING I'LL, I'LL GIVE EVERYONE A MOMENT TO, TO SHARE.

SINCE I KNOW WE'VE BEEN TINKERING ON THIS FOR AWHILE, UM, I WORKED A LITTLE BIT ON THE RECOMMENDATIONS AROUND REPORTING.

SO THROUGHOUT THE WORK ON THIS PROJECT, WE WERE LOOKING FOR, I WAS JUST LOOKING FOR DIFFERENT INFORMATION.

I COULD FIND ABOUT THE DEPARTMENT AS A WHOLE.

AND I REALIZED THAT THERE WASN'T A LOT OF INFORMATION TRACK FROM YEAR TO YEAR ABOUT WHO WAS ON THE FORCE AND WHY PEOPLE LEFT THE FOREST.

AND I THINK, UM, OUR RECOMMENDATIONS SPEAK TO HELPING US TO TRACK THAT OVER TIME AND WHAT THAT LOOKS LIKE COMPARED TO WHAT THE FOREST WILL LOOK LIKE COMPARED TO THE COMMUNITY.

AND THEN ALSO THINKING ABOUT PEOPLE WHO ARE LEAVING FOR NEGATIVE REASONS AND PEOPLE WHO ARE LEAVING BECAUSE THEY'VE SERVED THE CITY FOR MANY YEARS AND ARE READY TO RETIRE.

SO, GOTCHA.

I APPRECIATE THAT, JESSICA.

UM, SO IT'S ABOUT EIGHT PAGES OF RECOMMENDATIONS.

I WILL SKIP OVER OUR INTRODUCTION, BUT JUST TO SAY THAT WE HAVE INCLUDED BOTH SHORT-TERM AND LONG-TERM STRATEGIES THAT WE HOPE THAT THE AUSTIN POLICE DEPARTMENT, THE CITY OF AUSTIN WITH THE OFFICE OF POLICE OVERSIGHT AND EQUITY OFFICE WILL BECOME PARTNERS WITH US IN MAKING AND ENSURING THAT THESE ARE IMPLEMENTED AND THAT, UM, WE CONTINUE TO PROMOTE EQUALITY AND INCLUSION IN OUR POLICE FORCE.

SO OUR FIRST SET OF RECOMMENDATIONS DEAL WITH THE CADET TRAINING ACADEMY.

AND THIS IS FROM PREVIOUS RESEARCH AND PRESENTATIONS THAT WERE GIVEN TO THIS ORGANIZATION FROM THE COMMUNITY REPORT THAT REALLY TALKED ABOUT INCORPORATING ADULT LEARNING INTO THE CURRICULUM AND MAKING SURE THAT IT WAS COMPREHENSIVE.

UM, SO I'LL, I'LL LEAVE IT THERE.

UM, AND GO ON TO THIS SECOND POINT, WHICH IS CREATING COMMUNITY ACCOUNTABILITY IN THE PROCESS.

THAT WAS ONE OF THE THINGS THAT WAS POINTED OUT, AS WELL AS ENSURING FURTHER TRANSPARENCY, UM, NODDING A LITTLE BIT TO WHAT JESSICA WAS TALKING ABOUT IN HOW DO WE ACCESS RESOURCES TO EVEN BECOME PARTNERS IN THE PROCESS OF BOLSTERING WHAT CURRENTLY EXISTS AS IT RELATES TO CURRICULUM AND SUPPORTING OUR POLICE DEPARTMENT, UM, AS THEY CONTINUE TO KIND OF ITERATE AND GROW IN WHAT THEIR TRAINING AND KIND OF ONBOARDING THE FUTURE OF THE AUSTIN POLICE DEPARTMENT TO LOOK LIKE.

AND THEN OUR THIRD RECOMMENDATION IS EXAMINE AND DEVELOP HIRING STANDARDS TO COMBAT RACIAL OR GENDER DISPARITIES AND CADET CLASSES.

SO AGAIN, APART SOME OF THIS RESEARCH, UM, WAS JUST ON THE RATE OF INJURY THAT MARGINALIZED COMMUNITIES WERE HAVING WHILE IN TRAINING BEING EXTREMELY DIFFERENT THAN THOSE OF THEIR WHITE COUNTERPARTS.

AND FOR US TO ENSURE THAT, YOU KNOW, WE'RE TAKING THE SAME CARE AND SAFETY PRECAUTIONS, UM, TO MINIMIZE THOSE SO THAT WE CAN HAVE MORE DIVERSITY WITHIN OUR POLICE FORCE AND PEOPLE AREN'T BEING INJURED

[00:05:01]

OUT BEFORE THEY'VE EVEN STARTED.

UM, SO THESE ARE THINGS THAT WERE TOP OF MIND AS WE WERE CREATING.

UM, THESE RECOMMENDATIONS.

WE BRIEFLY HAVE A SUMMARY, UM, JUST ABOUT THE FUTURE OF THE DEPARTMENT AND ENSURING THAT OFFICERS HAVE A FOUNDATION OF DIVERSITY EQUITY INCLUSION AS THEY BEGIN TO SURFACE TO OUR COMMUNITY.

ANY COMMENTS ON THE CADET TRAINING, THOUGHTS, UM, EXPANSIONS MOMENTS WHERE WE FEEL WE WANT TO ADD IN THIS FIRST ROUND, UM, FROM ANY OF THE COMMISSIONERS ALL OPEN IT UP.

UM, I THINK ONE THING THAT WE WERE THINKING ABOUT WHEN WE WERE MAKING, DOING THE RESEARCH AND MAKING THE RECOMMENDATIONS IS THAT THERE HAVE BEEN SO MANY OTHER RESEARCH EFFORTS, UM, AND, UM, SO MUCH MORE ANALYSIS THAT OTHER GROUPS HAVE DONE AS WELL INTO, UM, TRAINING.

AND SO I THINK A LOT OF WHAT WE ARE PROPOSING HERE IS ECHOING THAT BECAUSE I THINK A LOT OF OTHER GROUPS LIKE THE EQUITY OFFICE, UM, AND, UM, I BELIEVE THE KROLL RAPPORT AND, UM, THE GROUP THAT REVIEWED THE TRAINING VIDEOS DID A REALLY FANTASTIC JOB OF THAT.

SO, UM, A LOT OF IT WAS US JUST KIND OF LENDING OUR SUPPORT TO THAT.

THAT'S A GREAT CALL-OUT RYAN, APPRECIATE IT.

ANY OTHER COMMENTS ON THIS SECTION BEFORE WE MOVE FORWARD? NOPE.

THANK YOU.

WE WILL MOVE TO RECOMMENDATIONS ON ETHICS AND CULTURAL STRATEGIES.

UM, SO HERE WE REALLY DID, UM, AND REALLY KUDOS TO THE SUBCOMMITTEE WHO, WHO WENT INTO THE RESEARCH WITHIN THAT COLE MEMO.

UM, IN THE PAST YEAR, THERE'VE BEEN SEVERAL COMPLAINTS AND PUBLIC ALLEGATIONS MADE ABOUT THE AUSTIN POLICE DEPARTMENT AS IT RELATES TO RACISM WITHIN THE DEPARTMENT, UM, AND OFFICER TREATMENT AND WHAT WE, WHAT WE FOUND IN, IN DOING SOME OF THAT RESEARCH AS A, AS A GROUP IS REALLY THAT THERE'S A CULTURE OF FEAR AND MISTRUST, UM, WITHIN THE AUSTIN POLICE DEPARTMENT THAT IS IN CONFLICT AND RESISTANCE TO, YOU KNOW, REFORM CHANGES AND THINGS OF THAT NATURE.

SO FOR US TO COME IN AND JUST SAY, HEY, HERE ARE THESE GREAT IDEAS THAT WE HAVE FOR, YOU KNOW, CREATING WHAT WE THINK IS A MORE ETHICAL AND MORE EQUITABLE, UM, ORGANIZATION.

WE FIRST HAVE TO DEAL WITH WHAT IS CURRENTLY THERE AND THE REALITY OF TODAY, AND ENSURE THAT WE'RE BRINGING EVERYONE ALONG AND CREATING THAT BUY-IN WITHIN THE DEPARTMENT TO SAY, WE WANT TO CREATE A HEALTHIER ENVIRONMENT FOR EVERYONE HERE.

AND THAT MEANS FOCUSING ON BOTH OFFICERS AND OUR COMMUNITY SO THAT WE CAN COME TOGETHER AND BUILD A PARTNERSHIP THAT IS TRANSPARENT, THAT CREATES A DYNAMIC, UM, WHERE THE COMMUNITY FEELS SUPPORTED AND WE'RE OFFICERS ARE EQUIPPED TO DO THEIR JOB.

UM, SO OUR FIRST RECOMMENDATION IS IN MILITARISTIC CULTURE AND PRACTICES INCLUDED, BUT NOT LIMITED TO RELIANCE ON STRENGTH AND AGGRESSION AND A FAVOR OF THE ESCALATION BEHAVIORS, PROMOTION OF AUTHORITARIAN SECURITY AND WIN, LOSE DYNAMIC THAT WE SOMETIMES SEE IN POLICING, WHICH CAN, YOU KNOW, KIND OF PROMOTE CONFLICT RATHER THAN FOCUS AND CENTER ON DEESCALATION.

THE SECOND IS TO END A CULTURE OF BULLYING, HARASSMENT, AND INTIMIDATION, UM, AND BULLYING IN A WORKSPACE AND IN A, A DEPARTMENT SPACE CAN BE REALLY KIND OF SUBTLE.

SO WHAT WE'RE GETTING AT IS JUST FOSTERING AN ENVIRONMENT WHERE THERE IS INCLUSION REALLY CENTERED IN THAT.

UM, THE THIRD IS, IS KIND OF A SUB POINT, BUT GOING ON PRIVACY AND JUST ENSURING THAT THERE IS NO RETALIATION FOR OFFICERS WHO DO SPEAK UP AND REPORT MISCONDUCT AND THAT THE PROCESS IS CLEARLY OUTLINED SO THAT PEOPLE KNOW WHERE TO GO WHEN THEY NEED THAT SUPPORT.

UM, AND THEN LASTLY, SECURING BUY-IN TO MAKE SURE THAT THE CHANGE IS EFFECTIVE AND LONG LASTING.

SO I WILL PAUSE HERE AGAIN, IF THERE ARE ANY COMMENTS, UM, REALLY ON THIS CULTURE PIECE, IS THERE THINGS THAT WE FEEL WE NEED TO ADD, OR, OR WE MIGHT, UM, CHANGE WILLIAMS IF THERE WAS A TYPO AND DEESCALATION IN THAT FIRST SUB BULLET, THE, WHERE WE SUB BULLET OF WHICH NUMBER? WELL, NO, IT WAS JUST A, IT WAS IN THE CHAT.

SOMEONE WROTE THAT.

UNDERSTOOD THAT IN ONE.

OKAY.

WE WILL FIX THAT.

TYPO.

APPRECIATE THAT.

OKAY.

[00:10:02]

LET'S SEE HERE.

LET ME SEE.

GREAT.

ANY OTHER CHANGES? NOPE.

WE WILL MOVE TO RECOMMENDATIONS ON CHANGE MANAGEMENT STRATEGIES.

APPRECIATE IT.

SO THE FIRST ONE IS TO CREATE THE ABOVE.

WE'RE TALKING ABOUT WHAT WE WANT TO CHANGE AND MAYBE STOP DOING.

AND THIS RECOMMENDATION REALLY IS OKAY, WHAT DO WE WANT TO SWITCH TO? WHAT ARE WE GOING TO REPLACE? UM, SOME OF THEM WERE NEGATIVE OR BEHAVIORS THAT NO LONGER SERVE OUR COMMUNITY.

WHAT ARE WE GONNA PLAY, REPLACE THEM WITH? UM, SO WE WANT TO CREATE AN INTERNAL CULTURE THAT PROMOTES INTERPERSONAL RESPONSIBILITY, ACCOUNTABILITY, AND ETHICS, UM, AND REALLY GOING TO PROHIBITING THE AFFILIATION AND PARTICIPATION OF HATE GROUPS.

I KNOW THAT CURRENT APD POLICY, UM, DOES HAVE A OFFICER CONDUCT POLICY RELATED TO THIS, BUT IN HERE, WHAT WE REALLY OUTLINE IS WHAT THE DETAILS AND SPECIFICS OF THAT LOOK LIKE.

SO THAT THERE ISN'T ANY CONFUSION ON, YOU KNOW, WHAT GROUPS ARE OR ARE NOT A PART OF HATE ORGANIZATIONS.

AND TO JUST GIVE A LITTLE BIT OF STRUCTURE TO THE EXISTING POLICY.

UM, THE SECOND IS TO CREATE A CULTURE OF HIGH QUALITY CUSTOMER SERVICE, REALLY TO REPLACE, UH, APATHETIC POLICE CENTERED MINDSET WITH ONE THAT SAYS, WHAT DOES THE COMMUNITY NEED ME TO DO? UM, AND REJECT AN US VERSUS THEM MENTALITY WHEN IT COMES TO OFFICERS.

AND THEN THIS FOURTH ONE IS TO MAKE HOLISTIC HEALTH AND WELLNESS, UM, A STRATEGIC PRIORITY.

SO THIS IS BOTH FOR OUR COMMUNITY AND FOR THE INTERNAL ORGANIZATION OF OFFICERS.

SO REALLY WITH THE FOCUS ON MENTAL HEALTH TRAINING AND MAKING SURE THAT WE'RE PROPERLY IDENTIFYING, PROVIDING RESOURCES FOR MEMBERS OF OUR COMMUNITY THAT ARE EXPERIENCING MENTAL HEALTH CRISIS AND ENSURING THAT THE INTERNAL PROGRAMS LIKE PEER SUPPORT WITHIN THE DEPARTMENT ARE HAVING EQUITABLE ACCESS AMONGST THE OFFICERS, UM, THAT THEY'RE SERVING.

I THINK ONE OF THE KEY, UM, OF THE KEY MOMENTS THAT WE KIND OF REALIZED AND WERE LOOKING AT WAS OFFICER'S TRAINING AND JUST THE MINIMAL HOURS THAT ARE ALLOTTED TO MENTAL HEALTH AND UNDERSTANDING THAT AND HOW IT'S NOT SOMETHING THAT IS THAT THERE IS EXTENSIVE TRAINING ON.

AND AS WE WENT, AS WE WERE IDENTIFYING THE NEEDS OF THE COMMUNITY, THIS IS SOMETHING THAT WE WANTED TO MAKE MORE OF A PRIORITY.

THE SECOND ONE IS ESTABLISH HARASSMENT PREVENTION AS BOTH A LONG AND SHORT-TERM STRATEGIC PRIORITY.

SO WHAT THIS LOOKS LIKE FOR US IS MAKING SURE THAT IN THE NOW WE'RE TAKING CARE OF VICTIMS AND LONG-TERM, WE'RE CREATING STRATEGIES THAT REALLY CENTER THEM AS A PART OF OUR RESPONSE.

SO THIS LOOKS LIKE ADOPTING A VENT, A VICTIM CENTERED APPROACH, UM, AND TAKING MEASURES TO LOOK AT OUR POLICY AS WELL AS THE PRACTICES AS, AND DEVELOPING, UM, A NEW POLICY TO HANDLE OFFICER INVOLVED IN DOMESTIC VIOLENCE WITH, UM, DISCIPLINE WITH TERMINATION DISCIPLINE AFTER A SECOND SUSTAINED ALLEGATION OF DOMESTIC VIOLENCE.

SO RIGHT NOW I DO NOT BELIEVE THAT WE HAVE CONCRETE DETAILS ON WHAT THE POLICY LOOKS LIKE IF WE DO HAVE IT OUTLINED FOR OFFICER INVOLVED SPECIFICALLY.

SO REALLY JUST OUTLINING THAT.

SO BOTH THE COMMUNITY IS SAFE AND WE'RE MAKING SURE THAT, UM, WE'RE CREATING A POLICE DEPARTMENT THAT IS PROMOTING AND HOLDING THESE I'LL USE TRUE IN THEIR LIVED EXPERIENCES.

UM, THE THIRD KIND OF SUB POINT UNDER THIS IS EQUITY TRAINING AND RESOURCES.

SO I'LL TOUCH ON THIS A LITTLE BIT LATER WHEN WE GO INTO OUR REPORTING, BUT ESSENTIALLY CREATING A FEEDBACK LOOP ON A QUARTERLY BASIS WHERE THE POLICE DEPARTMENT IS COMING TO THE COMMUNITY AND SHARING THEIR UPDATES ON HOW MANY OFFICERS POTENTIALLY THEY'VE IDENTIFIED THAT WERE A PART OF HATE GROUPS.

I NEVER RECEIVED DISCIPLINE THE AMOUNT OF OFFICERS OR, OR, UM, LANGUAGE THAT HAS BEEN USED THAT THEY'VE IDENTIFIED THAT HAS BEEN, YOU KNOW, DISCRIMINATORY AND WHAT THE RESULTS WERE AFTER THAT, AS WELL AS, UM, KIND OF THAT FEEDBACK ON THESE ARE THE RECOMMENDATIONS THAT WE'VE IMPLEMENTED.

AND THESE ARE THE ONES THAT WE STILL HAVE LEFT, SO THAT THERE IS A TRANSPARENCY AND INABILITY TO TRACK WHAT IS GOING ON, WHAT IS HAPPENING AND WHAT ARE THE NEXT STEPS ON A CONTINUAL BASIS, SO THAT THERE IS TRANSPARENCY WITHIN THE COMMUNITY AND EVERYONE CAN KNOW WHAT IS HAPPENING AND WHERE, UM, THIS ALSO

[00:15:01]

UNDERNEATH THIS BUCKET, WE HAVE DEVELOPED A METHOD TO PROVIDE RACIAL EQUITY TRAINING ON AN ONGOING BASIS.

ONE OF THE STRUGGLES THAT WE HAD, UM, JUST AS A GROUP AND IN OUR DISCUSSION WAS TALKING ABOUT, YOU KNOW, UNCONSCIOUS BIAS TRAINING AND DOES THAT ACTUALLY HELP AND WHAT ARE THEIR PROS AND CONS, UM, BUT REALLY WANTING TO FIND ROBUST CURRICULUM THAT SUPPORTS THE VISION THAT WE HAVE AS A COMMUNITY IN BOTH LEARNING ABOUT NEW CULTURES THAT YOU MAY NOT HAVE EXPERIENCED BEFORE, AND ALSO DEALING WITH OUR INTERNAL PREJUDICE THAT CAN BE INSTITUTIONALIZED IN ACTIONS THAT WE MAY NOT EVEN BE AWARE OF.

SO WE WANT TO MAKE SURE THAT WE HAVE SOMETHING THAT IS ROBUST AND COMPREHENSIVE TO SUPPORT THE DEPARTMENT.

UM, AND THEN LASTLY, RECRUIT AND DEVELOP MATERIALS TO PROMOTE A DIVERSITY OF BACKGROUNDS AND PERSPECTIVES TO DEVELOP A DEEPER UNDERSTANDING AND A STRONGER RELATIONSHIP WITH THE COMMUNITY.

OKAY.

I WILL PAUSE THERE AND JUST DEAL WITH THE ABOVE.

UM, ARE THERE ANY COMMENTS FROM, FROM COMMISSIONERS ON KIND OF THIS, THE SECTION HERE ABOUT HOLISTIC HEALTH AND WELLNESS AS A STRATEGIC PRIORITY CUSTOMER SERVICE ETHICS? I CAN'T SEE THE CHAT.

SO IF THERE'S SOMETHING IN THE CHAT, LET ME KNOW, UM, I WILL MOVE FORWARD.

SO THIS LAST SECTION WITHIN THAT IS RECRUIT AND RETAIN LEADERSHIP COMMITTED TO VALUES OF THERE SHOULD BE A BIT OF THAT HERE, THE AUSTIN COMMUNITY.

SO THIS IS BOTH A WILLINGNESS TO ENGAGE THE COMMUNITY AND A WILLINGNESS TO REALLY PUT THESE STRIKE STRATEGIC PRIORITIES AT THE FOREFRONT AND ENABLE THE DEPARTMENT TO SUPPORT WHERE THE COMMUNITY IS GOING AND WHAT THE COMMUNITY IS ENVISIONING FOR THE FUTURE OF THE DEPARTMENT.

THERE ARE TWO THINGS IN THE CHAT.

I DON'T KNOW.

I THINK HOLISTIC ON NUMBER FOUR WAS SPELLED INCORRECTLY.

THERE SHOULD BE NO, W TWO, THANK YOU.

SOMEBODY ELSE WROTE UNDER DOMESTIC FIRST SUB BULLET.

I DO NOT THINK YOU MEANT DISCIPLE IN THE TEXT.

YUP.

WELL, GO THROUGH AND LOOK AT THIS ONE AND THAT'S EVERYTHING I SEE IN THE CHAT.

OKAY.

DOMESTIC VIOLENCE SECTION ON TERMINATION RECOMMENDATIONS.

APPRECIATE IT, AMANI.

YEAH, THIS ALL LOOKS GOOD TO ME, BUT DOWN AT THE LAST POINT THAT WE WERE LOOKING AT, UM, AROUND THE RECRUITING LEADERS, UM, MY ONLY, UH, THE ONLY LANGUAGE THAT I'M NOT SUPER FOND OF IS THE LANGUAGE AROUND, UH, LEADERS WHO CARE ABOUT THE MENTAL WELLNESS OF THEIR OFFICERS, JUST BECAUSE I THAT'S, IT'S KIND OF HARD TO MEASURE AND HARD TO SORT OF HOLD FOLKS ACCOUNTABLE FOR THEIR FEELINGS AND INTENTIONS.

AND I WONDER IF THERE'S MAYBE SOME LANGUAGE THERE THAT'S A LITTLE BIT MORE, UM, UH, I'M KIND OF THINKING ON MY FEET HERE, BUT RECRUIT LEADERS MAYBE WHO, UM, UH, WHO PRIORITIZE THE MENTAL WELLNESS OF THEIR OFFICERS OR SOMETHING OF THAT NATURE.

I AGREE.

THANK YOU FOR CALLING THAT OUT.

JP, ANY OTHER COMMENTS ON THIS SECTION BEFORE I SCROLL? OKAY, HERE WE GO.

SO WE HAVE OUR RECOMMENDATIONS FOR KIND OF NEW POLICIES AND EDIT THE POLICIES.

SO THIS ONE IS CREATE POLICIES TO ADDRESS AND INFLUENCE UNCONSCIOUS BIAS IN POLICING.

SO THIS IS INVESTIGATING, IDENTIFYING, AND CORRECTING ADULT VACATION BIAS.

THIS IS SOMETHING THAT THE DEPARTMENT WOULD HAVE TO TAKE ON THEMSELVES WITH OUR LIMITED RESOURCES AS A COMMISSION.

THIS IS NOT SOMETHING, UM, THAT WE, I BELIEVE CAN FULLY INTEGRATE INTO THEIR CULTURE TO UNDERSTAND HOW THIS MIGHT PLAY OUT.

BUT I THINK IT IS SOMETHING THAT'S IMPORTANT TO CALL OUT THAT THEY SHOULD IDENTIFY AND UNDERSTAND AND TAKE CORRECTIVE MEASURES, WHETHER THAT'S INTERVENTION TRAINING OR WHETHER THAT'S, UM, SOME

[00:20:01]

OTHER METHOD OF TRAINING FOR THEIR OFFICERS TO BE AWARE OF THIS SYSTEM THAT IS, THAT CAN INFLUENCE THEIR ACTIONS, UM, WHEN THEY'RE INTERACTING WITH THE COMMUNITY.

UM, THE SECOND ONE FALLS THE SAME LINE, AND IT'S JUST A LITTLE BIT BROADER, BUT INVESTIGATE AND CORRECT SEROTYPES THAT REMOVE A PRESUMPTION OF INNOCENCE AND CREATE DISPARATE OUTCOMES.

SO ONE OF THE THINGS WE HAVE SEEN IS BOTH WITH STOPS, UM, AND WITH POLICE USE OF FORCE THAT TYPICALLY SOCIOECONOMIC STATUS CAN BE AN INDICATOR.

UM, AND LOOKING AT THE REGIONS OF AUSTIN THAT ARE HEAVILY IMPACTED, UM, AND WANTING TO JUST CORRECT.

UM, CORRECT THAT.

SO I SEE THERE WAS A COMMENT.

IF SOMEONE CAN READ THE CHAT FOR ME, WHEN IT COMES IN, THAT WOULD BE GREAT SUKI ROAD, TRAIN LEADERSHIP TO IDENTIFY DISCIPLE PERSONNEL THAT PERPETUATE.

SO IT SHOULD BE DISCIPLINED.

DO DO, DO THAT'S IN NUMBER ONE.

YEP.

THANK YOU.

THANK YOU.

OKAY.

ROLLING.

AND SHOULD DO A WORD SEARCH ON THAT.

YEP.

YOU PULLED WHAT PROFESSIONALS CALL AND EXPERTS CALL IT A SUKI.

SO SHE DEFINITELY, YEAH, DEFINITELY THAT ONE WORD THROUGHOUT THIS WHOLE DOCUMENT.

OKAY.

SO WITH OUR NUMBER TWO, WE HAVE CREATE PRIORITY OR POLICY TO END INVESTIGATIVE DISCRETION, ORATORY STOPS AND OFFICER INITIATED CALLS EXCEPT FOR TRAFFIC VIOLATIONS THAT CAUSE UNDUE HARM OR BURDEN ON THE CITY, SUCH AS DWI RUNNING A STOP SIGN, ET CETERA.

SO, UM, SUKI, GREAT TIME THAT YOU POPPED IN.

I WILL LET YOU KIND OF LEAD THE DISCUSSION IN CONTEXT AROUND, UM, INCLUDING THE SUGGESTION AND WHAT YOUR THOUGHTS WERE ON IT.

UM, ALL RIGHT.

WE'RE AT NUMBER TWO THERE CREATE PRIORITY FOR POLICY AND INVESTIGATIVE DISCRIMINATIVE.

DISCRETIONARY STOPS OFFICER INITIATED CALLS, UH, EXCEPT FOR TRAFFIC VIOLATIONS THAT CAUSED AN UNDUE HARM AND BURDEN ON THE CITY SUCH AS DWI RUNNING STOP SIGNS, ET CETERA.

UH, SO ESSENTIALLY THIS IS WHEN OFFICERS ARE ABLE TO, UH, DECIDE, UM, ON THEIR OWN TO INITIATE A CALL.

UM, AND OFTEN SOMETIMES, BUT OFTEN, UH, THOSE CAN END IN A RACE-BASED OR BY IT STOPS.

UH, SO THIS IS, UH, A CALL TO CALL THAT OUT, FIRST OF ALL, UM, AND TO REALLY DRILL DOWN INTO THE HARMS THAT ARE BEING PAUSED THERE.

UM, AND, UH, ESSENTIALLY THAT'S WHERE WE ARE, UH, FOCUSED THERE.

UM, I BELIEVE THAT THIS WAS A RECOMMENDATION FROM, UM, THE REIMAGINE PUBLIC SAFETY TASK FORCE, UM, EITHER THERE OR THE OPI, SORRY, JUNE FROM TWO DIFFERENT REPORTS.

IT'S EITHER FROM THE OPIOIDS, A RACIAL BIAS REPORT OR FROM THE REIMAGINE PUBLIC SAFETY TASK FORCE.

SO THIS IS AN UPLIFTING OF THE RESEARCH THAT THEY DID THERE AS WELL.

GOTCHA APPRECIATE YET, UM, IN THE OTHER COMMENTS ON THIS POLICY SECTION, AND ONE THING I WANT TO NOTE REALLY QUICKLY IS I THINK FOR THIS GROUP, A LOT OF OUR POLICY RECOMMENDATIONS COME OUT OF THE CASES THAT WE REVIEW.

AND SO A LOT OF TIMES IN A DOCUMENT LIKE THIS, THERE ARE LESS POLICY RECOMMENDATIONS BECAUSE WE TEND TO COVER THEM ONCE WE SEE AN ACTUAL EXPERIENCE PLAY OUT, AND THEN WE CAN REALLY PINPOINT AND IDENTIFY THE MISSTEPS THAT WE FEEL, UM, WERE TAKEN AND THEN CREATE POLICIES AND RECOMMENDATIONS ON THOSE ISSUES AS WE SEE THEM HAPPEN, UM, RATHER THAN LIKE SCROLLING THROUGH THE 900 PAGES, UH, POLICIES TO CREATE NEW NET NEW POLICIES.

SO I THINK THAT'S SOMETHING THAT'S SUPER IMPORTANT, UM, AS WE CONTINUE THIS WORK IS JUST LOOKING AT, OKAY, HOW DOES THIS HAPPEN IN REAL TIME? WHAT IS THE REAL LIFE SCENARIO AND HOW CAN WE CREATE POLICIES TO, YOU KNOW, JUST HAVE A SAFER INTERACTION WITH THEM, POLICE HERE IN AUSTIN, AND THEN I'LL OPEN IT UP FOR OTHER COMMENTS, WE'LL KEEP IT MOVING.

OKAY.

SO THIS IS OUR SECTION ON DATA REPORTING SYSTEMS AND ASSESSMENTS.

SO, UM, AS WE SPOKE ABOUT A LITTLE BIT IN THE BEGINNING WANTING TO CREATE AN ANNUAL REPORT WHERE WE CAN SEE, UM, WHAT PERSONNEL TURNOVER LOOKS LIKE AND WHAT ARE THE DIFFERENT REASONS AS WELL AS

[00:25:01]

WHAT IS THE DIVERSITY AND THE MAKEUP OF THE DEPARTMENT LOOK LIKE, UM, BY SOME OF OUR CHARACTERISTICS BY RANK, UM, TO REALLY HAVE A BETTER UNDERSTANDING OF HOW PEOPLE ARE MOVING IN, FLOWING WITHIN THE DEPARTMENT AND POTENTIALLY, UM, WHAT IS SUCCESSFUL AND WHAT IS NOT AS SUCCESSFUL IN CREATING, UM, EQUITY AND DIVERSITY WITHIN THE DEPARTMENT, AS WE START TO IMPLEMENT THESE STRATEGIES.

THE SECOND, UM, IS TYING BACK TO SOME OF THE CHANGE MANAGEMENT STRATEGIES THAT WE HAD TALKED ABOUT AS IT RELATES TO BULLYING AND AUTHORITARIANISM, UM, TO REALLY MEASURE HOW WE MAKE PROGRESS ON THAT.

THERE ARE SEVERAL EXISTING RESOURCES THAT CAN BE ADOPTED BY THE DEPARTMENT, UM, THAT HAVE BEEN USED IN OTHER ORGANIZATIONS TO HELP UNDERSTAND WHAT IS THE LEVEL OF AUTHORITARIANISM.

WHAT DOES IT LOOK LIKE IN PERSONNEL AND RECRUITING, AND THEN HOW CAN THEY ADAPT AND SHIFT TO A MORE EMPATHETIC CENTERED, UM, CULTURE AND VALUE SYSTEM.

AND THEN THIS LAST ONE HERE IS CONDUCTED QUARTERLY RACIALLY RACIAL EQUITY AND INCLUSION PLAN UPDATES.

SO THIS IS, UM, BOTH THE REPORT WE MENTIONED BEFORE ABOUT THE AFFILIATION WITH HATE GROUPS.

THIS IS CONDUCTING QUARTERLY TECHNOLOGY REVIEWS TO SCREEN FOR AFFILIATION, AS WELL AS DISCRIMINATION, UM, AND MESSAGES BOTH INTERNALLY AND TO THE COMMUNITY, UM, AND REALLY WANTING TO MAKE THIS A PUBLIC PRESS CONFERENCE SO THAT IT'S EASILY ACCESSIBLE TO EVERYONE.

AND IT'S NOT SOMETHING THAT IS BEHIND CLOSED DOORS OR PRIVATE WHERE PEOPLE HEAR ABOUT CHANGE GOING ON, BUT DON'T HAVE A GREAT UNDERSTANDING WHAT IS HAPPENING AND THE DETAILS BEHIND THAT.

AND IF THERE'S ACTUAL PROGRESS BEING MADE.

UM, I THINK THE MORE THAT WE CAN HAVE TRANSPARENCY AND OPEN PUBLIC DIALOGUE ABOUT WHAT'S GOING ON IN OUR CITY, THE MORE THAT WE CAN GET MARGINALIZED GROUPS INVOLVED TO REALLY HAVE THEIR VOICE, UM, IN POLICING AND HAVE IT BE A POINT WHERE THEY CAN HOLD OUR DEPARTMENT AND OUR CITY IN OUR COMMUNITY ACCOUNTABLE FOR WHAT HAPPENS RATHER THAN BEING LIKE, I THINK I REMEMBER SOMEONE MENTIONED THIS, BUT NOT EVER HAVING A SPOT TO PINPOINT OR A PERSON TO GO BACK TO TO FOLLOW UP.

UM, AND THEN NUMBER FOUR IS MAINTAINED THROUGH AN ACCURATE, ACCURATE DOCUMENTATION OF COMPLAINTS, INVESTIGATIONS AND FINDINGS, AS WELL AS PUBLISH A REPORT ON INTERNAL AFFAIRS INVESTIGATION TO BE PRESENTED TO CITY COUNCIL, THE CPRC AND PUBLISHED ON THE WEBSITE.

SO, UM, I WILL PAUSE BEFORE WE GET TO OUR CONCLUSION, UM, AND ASK FOR ANY UPDATES OR COMMENTS ON THE REPORTING SECTION.

YEAH.

UM, I JUST, UH, PARTICULARLY LIKE, UH, THE FIRST RECOMMENDATION ON, UM, THE RECRUITMENT AND HIRING AND RETENTION, UM, AS A PRESENTATION TO US AND OTHER DEPARTMENTS, UM, THINK IT REALLY HELPS TO UNDERSTAND, UM, NOT JUST THE COMINGS AND GOINGS OF POLICE OFFICERS, BUT, YOU KNOW, UM, RELATED ISSUES, UH, YOU KNOW, PAY AND HOW MUCH PEOPLE ARE BEING, UM, COMPENSATED AND YOU KNOW, WHERE, UH, YOU KNOW, I THINK ONE OF THE RECOMMENDATIONS THAT THE OPO PUT OUT WAS THAT YOU HAVE THESE NEW CADETS WHO ARE COMING OUT OF, UH, IMPROVED, UM, TRAINING ACADEMY AND THEN GOING INTO A CULTURE THAT EXISTS THAT IS, UH, AS MANY FIND IT TOXIC AND RACIST AND WHAT IT MEANS WHEN THE, WHEN YOU HAVE THAT DYNAMIC, WHERE THERE'S NOT ENOUGH NEW TO COMBAT THE OLD OR TO PUSH THE NEEDLE ON, YOU KNOW, WHAT THEY'RE GOING INTO.

SO IT'D BE GOOD TO KNOW FOR THOSE REASONS, YOU KNOW, WHEN, UH, WHEN THERE WILL BE AN AGING NOW I SUPPOSE, OR RETIRE, EXPECTED RETIREES, UM, I THINK THAT WOULD BE HELPFUL INFORMATION FROM THAT REPORT AS WELL.

APPRECIATE THAT CALL OUT ANY OTHER COMMENTS.

OKAY.

WE WILL MOVE TO OUR CONCLUSION AND THIS IS WHERE I WOULD REALLY LOVE FEEDBACK OUR COMMISSION.

I PUT IN A RESPONSE BY SIX SEPTEMBER SIX, UM, AND THEN IMPLEMENTATION ON THE QUARTERLY LIKE INCLUSION PLAN, UM, STARTING IN JANUARY OF NEXT YEAR.

I'D LOVE TO GET YOU ALL'S FEEDBACK ON THAT TIMING.

IF YOU FEEL LIKE THAT'S REALISTIC, IF YOU FEEL LIKE

[00:30:01]

THAT IS TOO LOOSE, UM, IF YOU FEEL LIKE IT'S, IT'S UNREALISTIC AND TOO FAST OF A TIMELINE FOR THEM TO ONE RESPOND AND THEN BEGIN IMPLEMENTATION WITH THAT PUBLIC TRANSPARENCY OF, OF WHAT THEY'RE DOING AS FAR AS NEXT STEPS.

UM, SO PLEASE FEEL FREE TO SHARE ON THAT TIMELINE I'LL NOTE THAT SEPTEMBER SIX OR THAT SEPTEMBER MEETING, WHENEVER THAT IS GOING TO BE PROPOSED, THAT WILL LIKELY BE THE FINAL MEETING FOR COMMISSIONERS WHO ARE, UH, LEAVING THE COMMISSION.

SO THAT WOULD BE, I THINK BY THAT DATE WOULD BE IMPORTANT.

SO THERE IS A SENSE OF CONCLUSION FOR FOLKS WHO HAVE PUT IN ON THIS REPORT, UM, AND TO SEE THAT THERE IS FORWARD MOVEMENT ON IT.

ANY, ANY OTHER COMMENTS OR FEELINGS ABOUT SEPTEMBER OR JANUARY, UM, FOR COMMISSIONERS WHO ARE BOTH LEAVING AND THOSE WHO WILL STAY ON, UM, AND CONTINUE THIS WORK, I GUESS I THINK JANUARY SEEMS KIND OF QUICK.

UM, I DEFINITELY THINK SEPTEMBER SIX IS A GOOD DATE FOR THEM TO SAY, HEY, THIS IS WHAT WE PLAN ON DOING.

I DON'T KNOW IF ALL OF THESE COULD BE IMPLEMENTED BY JANUARY.

UM, SO I DON'T KNOW IF WE CAN BE FLEXIBLE ON MAYBE THINGS THAT MAYBE ARE EASIER TO IMPLEMENT VERSUS OTHER THINGS THAT MAY TAKE LONGER TO IMPLEMENT, BUT I'M JUST NOT SURE ON WHAT THAT TIMELINE SHOULD BE TO TANYA'S POINT.

UM, MAYBE WHAT THEY NEED TO BRING US IN JANUARY IS, UH, A PLAN FOR, UM, YOU KNOW, UH, LIKE A TIMELINE, A SCHEDULE FOR, UH, WHICH, UM, WHICH ACTIONS WILL BE IMPLEMENTED WHEN, UM, YOU KNOW, FOR THE ENTIRE COMING YEAR, UM, OR SOMETHING, OR FOR THE NEXT, OR FOR THE COMING SIX MONTHS OF THE YEAR FOR SIX MONTHS OF THE YEAR OR SOMETHING OF THAT NATURE.

SO THEY'RE, YOU KNOW, THEY'RE PRESENTING TO US CONCRETE ACTIONS THAT WILL BE TAKEN, UM, EVERY MONTH, BUT IT DOESN'T REQUIRE THEM TO NECESSARILY IMPLEMENT EVERYTHING ALL AT ONCE BY, UH, JANUARY OR SOMETHING OF THAT SORT.

YEAH, THAT SEEMS FAIR.

AND ALSO BY THAT POINT, WE WILL HAVE A NEW POLICE CHIEF, AND I THINK THAT THIS WOULD BE A GOOD TO SHARE WITH THAT PERSON AND TO, UH, TO ENCOURAGE ENGAGEMENT WITH HIS COMMISSION.

UH, THIS WOULD BE A FIRST, UH, GOOD PRIORITIZATION FOR THAT PERSON AS WELL.

UM, ALONGSIDE OF RESPONDING TO OUR OTHER, UH, POLICY WORK, UM, AS THEY PERTAIN TO SPECIFIC CASES.

BUT I THINK THAT THIS WOULD BE, UM, A VERY, UH, WORTHWHILE COMMITMENT FOR THAT PERSON IN THEIR FIRST YEAR.

SOUNDS GOOD.

I'M GONNA STOP SHARING THIS DOCUMENT.

UM, IF THERE ARE ANY OTHER COMMENTS ON THAT DATE CHANGE, UM, FEEL FREE TO UNMUTE AND SHARE THEM NOW, SPECIFICALLY ON THAT JANUARY DATE, IT SEEMS LIKE THE SEPTEMBER, WE WERE LOCKED ON THE JANUARY, WE WANT TO SEE A TIMELINE.

UM, JESSICA SAN FRANCISCO IS ACTUALLY LABOR DAY, ARE WE MEAN ON THAT DAY? WE ARE, BUT THAT'S A GOOD CALL-OUT THAT DATE PROBABLY NEEDS TO BE MOVED TO THE SEVENTH, EVEN IN THIS DOCUMENT.

I THINK WE'LL NEED TO ASK, UM, OPO AS WELL.

I THINK WE'VE TENDED TO PUSH OUT A WEEK TO ANOTHER MONDAY, BUT MAYBE THAT'S NOT A THING WE HAVE TO AGREE ON AT THIS MOMENT, SO WE CAN CHECK CALENDARS WITH THEM.

SURE.

I THINK AS IT RELATES TO THIS DOCUMENT, I'M JUST GOING TO PUSH IT TO THE ACTUAL WEEKDAY.

UM, BUT FOR OUR NEXT MEETING IN OUR, OUR SEPTEMBER MEETING, UM, I THINK THAT'S STILL SOMETHING WE WANT TO DISCUSS AND MAKE SURE THAT EVERY ONE OF THE AVAILABLE.

OKAY.

SO IT LOOKS LIKE WITH THIS DOCUMENT, UM, WE NEED TO DO ONE MORE KIND OF GRAMMAR SPELLCHECK THROUGHOUT, UM, AND THE BIG CALL-OUT WAS TO CHANGE THE RACIAL EQUITY AND INCLUSION PLAN IMPLEMENTATION TO A TIMELINE WITH REOCCURRING, UM, UPDATES.

IS THAT A CHANGE IN A DENIM THAT WE CAN ACCEPT AND,

[00:35:01]

AND VOTE ON AND MOVE FORWARD? BOTH THOSE CHANGES, BOTH THE GRAMMAR SPELLCHECK AS WELL AS THE AGENDA FOR THE TIMELINE.

OKAY.

SO WHAT I WILL GO AHEAD AND DO IS JUST ASK COMMISSIONERS WHO ARE WILLING TO ADOPT THIS DOCUMENT WITH THOSE TWO CHANGES IN MIND, UM, TO JUST RAISE YOUR HAND FOR A QUICK VOTE ON THE RECORD, UM, IN FAVOR OF ADOPTING THIS DOCUMENT, AND THEN WE WILL MAKE THOSE CHANGES, GET EVERYONE'S SIGN OFF VIA EMAIL AND SHARE THIS BOTH WITH THE OFFICE OF POLICE OVERSIGHT AND WITH THE AUSTIN POLICE DEPARTMENT.

SO IF GO AHEAD AND VOTE, UM, FOR SHARING THIS DOCUMENT, PLEASE RAISE YOUR HAND.

OKAY.

IT IS UNANIMOUS.

THANK YOU SO MUCH.

UM, THAT WILL CONCLUDE OUR DISCUSSION ON OUR RACIAL EQUITY POLICIES.

AND WE WILL NOW MOVE TO AGENDA ITEM ONE

[1b. 8 Can’t Wait Town Hall Recommendations]

B, WHICH IS OUR TOWN HALL RECOMMENDATIONS.

SO THESE ARE STILL IN A DRAFT FORM, AND THIS IS SOMETHING I WANTED TO BRING UP BECAUSE WE ARE NOT DOING AN AUGUST MEETING.

SO THIS WILL BE A PROJECT THAT WE TAKE OFFLINE AND WE WILL PUBLISH ON OUR WEBSITE, BUT IT'S NOT SOMETHING THAT WE WILL DISCUSS IN A PUBLIC FORM MOST LIKELY UNTIL WE COME BACK IN SEPTEMBER.

SO THIS IS SOMETHING THAT AS A COMMISSION, BECAUSE WE HAVE SEVERAL CASES COMING UP AND I KNOW WE ARE REVIEWING ONE NOW WITH OUR WORKLOAD, WE'LL WORK ON OVER THE SUMMER, BUT IT'S SOMETHING THAT WE'LL SHARE AND TALK ABOUT AND DISCUSS WITH THE COMMUNITY, UM, IN THE FALL.

SO QUICK UPDATE ON THAT.

UM, AND THEN WE WILL MOVE TO AGENDA ITEM ONE C UNLESS THERE ARE ANY COMMENTS ON THAT ERICA REAL QUICK.

UM, WE DO HAVE, UH, SOMEBODY WITH A RAISED HAND IN THE, UM, ATTENDEES, UM, LIST.

AND THEN ALSO THERE WAS SOMEBODY WHO ASKED A QUESTION, UM, IN THE Q AND A, AND I'M NOT SURE IF THIS IS, UH, RESPONDING TO THE PREVIOUS, THE DOCUMENT.

OKAY.

UM, IF, IF THAT RAISED HAND CAN DROP THEIR COMMENT IN THE CHAT, DO OUR PARTICIPANTS HAVE THAT ACCESS? UM, I'M NOT SURE IF THAT QUESTION IS FROM THE SAME PERSON OR NOT.

UM, BUT I CAN READ THE QUESTION THAT WE HAVE IN THE Q AND A, AND THAT IS, UM, I'M WONDERING HOW YOU ARE PROTECTING YOUR WITNESSES THAT HAVE BEEN UNDERCOVER.

INTERESTING.

UM, SO WITH THE CPRC WE DON'T CONDUCT INVESTIGATIONS, SO WE DON'T TAKE ANY WITNESS STATEMENTS.

ALL OF THE INVESTIGATIONS FOR MISCONDUCT ARE HANDLED THROUGH INTERNAL AFFAIRS OR THE OFFICE OF POLICE OVERSIGHT.

SO I DON'T KNOW THAT I HAVE ENOUGH INFORMATION OR CONTEXT AROUND THAT QUESTION TO GIVE IT A FAIR ANSWER.

SURE.

AND THEN I DON'T KNOW IF WE HAVE TO HAVE CHRISTINA, UM, ALLOW, UH, ERIC TO SPEAK IN ORDER TO GET THE QUESTION.

I'M NOT SURE HOW THAT WOULD WORK.

WE HAVE A SECTION FOR PUBLIC COMMENT AT THE END OF OUR MEETING.

SO I'LL ASK YOU TO HOLD THAT QUESTION OR DROP IT IN THE CHAT FOR US.

APPRECIATE IT.

SO WITH OUR PHONES SCHEDULE,

[1c. CPRC Fall Schedule Updates]

UM, THIS IS SOMETHING I WANT TO BRING UP AS THE END OF TERM FOR COMMISSIONERS IS APPROACHING.

UM, THE END OF TERM FOR US WILL BE IN SEPTEMBER.

UM, SO WHAT THAT LOOKS LIKE IS OVER THE SUMMER, WE HAVE, UM, SEVERAL CASES THAT WE WILL CONTINUE TO REVIEW, AND WE WILL GO IN ROTATION WITH OUR SUBCOMMITTEES.

I KNOW, UM, WHERE THERE IS SUPPORT NEEDED.

I WILL ALWAYS JUMP IN, UM, AND WE WILL HANDLE THAT WORKLOAD AS IT COMES AND CONTINUE TO DO OUR RESEARCH WORK AS WELL, PLUG INTO THE, UH, CHIEF SEARCH.

SO THERE ARE MANY AREAS FOR US TO GET INVOLVED IN THE COMMUNITY AND WHERE WE ARE, UM, ACTIVELY SERVING AND WORKING.

SO WE WILL CONTINUE THAT, UM, AROUND THE SEPTEMBER TIMEFRAME, AS WE ARE TRANSITIONING OUT, WE WILL WELCOME IN, UM, THE NEW CLASS AND OUR LAST MEETING, WHICH WILL BE IN SEPTEMBER.

WE HAVE NOT NAILED DOWN THAT DATE.

UM, IT WILL BE OUR EXISTING COMMISSION WITH OUR VISITING NEW, OKAY, I GUESS, COMMISSION AS ATTENDEES, SO THAT THEY'RE ABLE TO UNDERSTAND THE FLOW, HOW WE WORK, WHAT WE DO.

UM, AND ONE OF THE THINGS THAT I'VE BEEN WORKING ON OVER THE SUMMER IS JUST CREATING DOCUMENTS FOR THE NEXT LEADERSHIP TEAM CHAIR AND MY SHARE OF WHAT HAS WORKED FOR US AND WHAT HASN'T, UM, AS A COMMISSION, WE ARE LIMITED ON WHAT WE CAN SPEAK ON.

UM, SO AS, AS AN OUTGOING, UM, COMMISSIONER, I THINK THERE WILL BE OPPORTUNITY TO SHARE MORE FREELY AND MORE HONESTLY WHAT,

[00:40:01]

WHERE WE FEEL THE CITY STILL HAS STRIDES, UM, THAT THEY NEED TO MAKE IN COLLABORATION WITH THIS COMMISSION.

AND THAT'S SOMETHING THAT I LOOK FORWARD TO, AND I WELCOME ANY OTHER COMMISSIONERS WHO HAVE INSIGHT AND THEY WANT TO SHARE AND PARTICIPATE IN THAT DOCUMENT AND RECOMMENDATIONS, UM, THAT THAT'S A PROJECT THAT WE CAN CONTINUE TO WORK ON OVER THE SUMMER.

UM, OKAY.

I WILL, I'LL SAY, UH, ONE OF THE TOPICS OF DISCUSSION THAT WE HAD IN OUR LAST MEETING WAS BRIEFLY ON IN-PERSON VERSUS VIRTUAL AND HOW WE'RE GOING TO HANDLE THAT IN THE FALL.

UM, IT DOES LOOK LIKE CITY COUNCIL AND OTHER CITY COMMISSIONS ARE GOING BACK A HUNDRED PERCENT IN PERSON.

UM, ONE OF THE CONVERSATIONS THAT RUNS THROUGH MY MIND IS AS WE'VE BEEN TALKING ABOUT ACCESSIBILITY, UM, FOR OUR DIFFERENT COMMUNITY MEMBERS DOES HAVING AN ONLINE SPACE PROVIDE BETTER ACCESS FOR FOLKS, UM, WHO ARE UNABLE TO TRAVEL ACROSS THE CITY IN RUSH HOUR TO GET TO ONE OF OUR MEETINGS, UM, BUT STILL WANT TO PARTICIPATE.

UM, I KNOW THAT SOME OF THE TRANSLATION HASN'T WORKED AS WELL.

SO I FEEL LIKE THERE'S LIKE FOR DIFFERENT COMMUNITIES, THERE MAY BE DIFFERENT NEEDS THAT WE NEED TO HAVE.

SO POTENTIALLY A HYBRID IS SOMETHING THAT WE WANT TO CONSIDER, BUT I'LL JUST OPEN IT UP FOR THOUGHTS.

WE'RE NOT MAKING A DECISION TODAY ON WHAT IT WILL LOOK LIKE.

UM, BUT IF YOU HAVE IDEAS OR COMMENTS OR THINGS YOU'VE BEEN CONSIDERING ABOUT THAT, FEEL FREE TO UNMUTE AND SHARE.

I THINK, UM, WE W UH, MUSCLE COMMUNITY, WE KIND OF DISCUSSED IT EARLIER TODAY, UH, WHEN WE WERE TOGETHER.

UM, I THINK PROBABLY ONE OF THE BEST THING THAT WE CAN DO IS KIND OF, LIKE YOU SAID, HAVE A HYBRID, HAVE SOME PEOPLE IN PERSON TO SOME PEOPLE REMOTELY, UH, AND WE CAN FIGURE IT OUT DOWN THE ROAD, HOW WE WANT TO DO IT BASED ON LOCATION OR, UH, WHO, YOU KNOW, JUST HOWEVER WE CAN GET IT DONE.

BUT I THINK, UM, MAYBE HAVING HALF OF THE COMMISSION PHYSICALLY ON SITE, THE OTHER HALF, UH, YOU KNOW, HAVING THESE MEETINGS REMOTELY MIGHT BE OUR BEST COURSE OF ACTION GOING FORWARD.

APPRECIATE THAT.

GRAYSON.

ANY OTHER THOUGHTS? YEAH.

I JUST WANT TO BE MINDFUL OF WHATEVER TECHNOLOGICAL DIFFICULTIES THERE MIGHT BE OF DOING A HYBRID MODEL IS, UH, THE SPACE, UH, IT'S NOT THE MOST TECHNOLOGICALLY ADVANCED, SO I THINK WE'VE ALL BEEN, UH, YOU KNOW, SUBJECT TO THAT.

SO I JUST WANT TO BE SURE THAT WHATEVER WE OFFER IS GOING TO ACTUALLY WORK FOR PEOPLE.

I AGREE.

AND, UM, REALLY QUICKLY, I WANT TO PAUSE ERIC.

I SEE THAT YOUR HAND IS STILL UP.

UM, I ENCOURAGE YOU, UM, FOR YOUR COMMENT, IF YOU CAN'T LEAVE A COMMENT IN THE CHAT, PLEASE SEND US AN EMAIL.

UM, OUR EMAIL ADDRESS IS CPRC AT AUSTIN, TEXAS.GOV.

UM, SO THAT IS THE BEST WAY TO REACH US WITH YOUR COMMENT.

AND WE'LL BE SURE TO GET BACK TO YOU IN A TIMELY MANNER TO ADDRESS ANY, ANY NEEDS THAT WE CAN SUPPORT YOU IN.

OKAY.

UM, NOW WE HAVE OUR AGENDA ITEM TWO, WHICH IS OUR

[2a. OPO Annual Report]

OPO ANNUAL REPORT.

SO I BELIEVE THAT WE HAVE A SPEAKER AND THERE'LL BE SHARING A LITTLE BIT OF THE SUMMARY OF A LOT OF THE STATISTICS THAT INFORMED THE RECOMMENDATIONS THAT WE CREATE, UM, AND THAT WE'LL WANT TO KEEP AN EYE ON LOOKING FOR MOVING FORWARD.

OKAY, GOOD AFTERNOON, EVERYBODY OR EVENING NOW, UH, I'M HERE TO TALK ABOUT OUR ANNUAL REPORT.

I'M EXCITED TO TALK ABOUT IT.

I'M SO HAPPY THAT WE HAVE A LITTLE TIME AND SPACE FOR ME TO SHARE WHAT OPO DATA IN 2019 AND 2020.

UM, ALTHOUGH WE WEREN'T PERFECT AND WE STILL HAVE A LOT OF IMPROVEMENTS WE WANT TO MAKE, UM, FAR IN AWAY 2019 AND 2020 WERE BANNER YEARS FOR OPO.

UM, AND I'M EXCITED TO SHARE WITH YOU GUYS EXACTLY.

WELL, SOME HIGHLIGHTS I'LL SAY HIGHLIGHTS BECAUSE IT'S A 30 PAGE REPORT AND READING IT ALL TO YOU JUST SEEMS LIKE UNFAIR TREATMENT.

UM, SO CHRISTINA FIELDS SERVES UP, WE'LL START WITH THE AGENDA.

UH, ANOTHER QUICK INTRODUCTION TO OUR REPORT, UH, SPECIFICALLY, I'M GOING TO COVER A HIGHLIGHTS FROM OUR COMPLAINTS DIVISION, OUR POLICY AND RESEARCH DIVISION IN OUR COMMUNICATIONS AND COMMUNITY ENGAGEMENT DIVISION.

WE'LL KEEP IT PRETTY HIGH LEVEL.

UM, ONE OF THE MAIN

[00:45:01]

THINGS WE KEPT IN MIND WHEN WE WERE WRITING THIS REPORT WAS, WAS TWOFOLD.

WE WANT IT TO BE ABLE TO WRITE THE REPORT IN ORDER TO GET ANYONE WHO PICKED UP THE REPORT OR LANDED ON OUR WEBSITE, THE ABILITY TO UNDERSTAND WHAT WE DID AND HOW WE DID IT.

SO IT'S REALLY WRITTEN AS THE INAUGURAL REPORT TO GIVE PEOPLE SOME CONTEXT AND BACKGROUND INTO THE DIFFERENT DIVISIONS AND THE WAY THAT THEY OPERATE AS ONE.

SO WE KEPT THAT IN MIND.

UM, AND THE OTHER GOAL WAS TO REALLY PRESENT TO THE COMMUNITY, PRESENT TO, YOU KNOW, THE PEOPLE WHO TESTIFIED FOR EIGHT HOURS, THAT WE HAVE REALLY ATTEMPTED TO INTRODUCE AND INTEGRATE AS MANY ADVANCEMENTS AS WE COULD FOR TRANSPARENCY TO FURTHER OUR MISSION.

SO I'M EXCITED TO GET STARTED AND GO INTO A LITTLE BIT MORE ABOUT THE DIVISIONS.

HMM.

UM, SO THIS IS OUR FIRST REPORT.

UH, OBVIOUSLY WE, WE WERE CREATED NOVEMBER 15TH, 2018 AND WE INTENTIONALLY WAITED.

WE HAVE DATA THAT WE'VE COLLECTED IN 2019.

AND AGAIN, DATA WE COLLECTED IN 2020, AND WE FELT LIKE DOING THE INAUGURAL REPORT TO COVER TWO YEARS WOULD BE MORE BENEFICIAL.

WE'RE REALLY EXCITED ABOUT THE DATA THAT WE'VE COLLECTED SO FAR THIS YEAR.

UM, OUR NEXT ANNUAL REPORT WE'LL HAVE MUCH MORE OF A DATA COMPONENT TO IT NOW THAT WE WILL HAVE THREE YEARS TO LOOK AT.

SO WE'RE EXCITED ABOUT THAT.

UM, AND AGAIN, THIS IS JUST TO GIVE YOU GUYS AN IDEA OF HOW THESE THREE DIFFERENT DIVISIONS WHO ARE ALL VERY UNIQUE, REALLY WORK TOGETHER TO PROVIDE A HOLISTIC OVERSIGHT OF THE APD.

THAT WAS THE GOAL HERE.

ALL RIGHT, GO AHEAD, CHRISTINA.

WE'RE JUMPING RIGHT INTO DATA.

SO THE NUMBER ONE QUESTION WE GET IS HOW MANY TIMES DO PEOPLE CONTACT US? IN 2019? WE HAD CONTACTS THAT WERE 1,353.

SO IT'S IMPORTANT TO NOTE THAT A CONTACT DOES NOT NECESSARILY GENERATE A COMPLAINT THAT'S, THAT'S IMPORTANT TO UNDERSTAND RIGHT UP FRONT.

UM, YOU CAN SEE THAT, THAT NUMBER MORE THAN DOUBLED IN 2020, OBVIOUSLY, BECAUSE THERE WERE A LOT OF PROTESTS COMPLAINTS.

THERE WAS A LOT OF PROTEST ACTIVITY AND THIS YEAR IS DEFINITELY GOING TO BE AN OUTLIER 20, 27.

I'M GOING TO BE AN OUTLIER, BUT WE'RE EXCITED ABOUT WHAT WE'RE SEEING IN THE TREND OF THE DATA SO FAR THIS YEAR AS WELL.

SO WE THINK WE'RE GOING TO SURPASS THE 2019 NUMBERS AND WE'RE EXCITED TO DO SO.

SO WE HAVE A LITTLE OVER 2,820 20, AND A LITTLE OVER 13, 50 AND 2019, WHICH ARE STILL REALLY GREAT NUMBERS.

UM, A PART OF THIS CHART, WE ALSO INCLUDED THE THANK YOU.

SO IT'S PART OF OUR MANDATE.

WE COLLECT COMPLAINTS AND COMPLIMENTS FOR APD PERSONNEL.

IN 2019, WE RECORDED 158 AND IN 2020 WE RECORDED QUOTED 177.

WE'RE NOT SEEING THAT SAME NUMBER TRACK THIS YEAR, BUT IT'S EARLY.

AND WE'LL SEE HOW THAT TURNS OUT WITH THE DATA AT THE END OF THIS YEAR.

UH, AND THIS IS JUST ANOTHER DATA POINT, JUST, JUST TO SHARE THAT WE STILL, WE STILL OVERWHELMINGLY GET THE NUMBER OF COMPLAINTS OVER THE PHONE, AND WE'VE DONE OUR BEST TO LISTEN TO THE COMMUNITY.

WHEN THEY SAID WE WANT AN ONLINE COMPLAINT FORM.

WE HAVE ONE, AND YOU CAN SEE BETWEEN 2019 AND 2020, THE USAGE OF THE ONLINE COMPLAINT FORM MORE THAN DOUBLED.

UM, AND OUR EMAILS EXPONENTIALLY ALSO WENT UP IN 2020, BUT THE MAJORITY OF THE COMPLAINTS WE RECEIVED STILL COME FROM PHONE CALLS.

AND I THINK THAT, I THINK THAT'S INDICATIVE OF THE FACT THAT WE HAVE STAFF ON WHO ARE ALWAYS WILLING AND HAPPY TO ANSWER THE PHONE.

EVEN I ANSWER THE PHONE, EVERYBODY IN THE OFFICE ANSWERS THE PHONES BECAUSE WE UNDERSTAND WE ARE THE POND, WHICH THE COMMUNITY, WE ARE, THE ONES THAT THEY EXPECT TO ANSWER THE PHONE, IF THEY HAVE SOMETHING HAPPEN WITH A POLICE OFFICER.

UM, SO THIS IS JUST AN INTERESTING DATA POINT THAT WE ALWAYS LIKE TO IMPROVE BECAUSE AS TECH FORWARD, AS, AS AUSTIN WANTS TO BE THIS IT'S, IT'S STILL VERY MUCH A CASE WHERE PEOPLE CALL US WHEN SOMETHING HAPPENS.

AND WE LISTEN TO THEM.

UM, AGAIN WITH JUST A LITTLE NOTE AT THE BOTTOM THAT IN 2020, IT'S LIKELY THE PROTESTS THAT, THAT INCREASES NUMBER SO EXPONENTIALLY.

UM, THE SECOND MOST FREQUENT QUESTION THAT WE GET, ANYTIME WE TALK ABOUT, UM, OFFICERS AND DATA IS HOW MANY OFFICERS WERE DISCIPLINED.

UH, YOU CAN TELL LOOKING AT THIS CHART, THERE'S A LOT OF OFFICERS WHO ARE DISCIPLINED WITH WRITTEN REPRIMANDS AND ORAL REPRIMANDS.

IT'S JUST A, IT'S JUST A LEVEL OF DISCIPLINE.

IT'S NOT CONSIDERED SEVERE, BUT IT'S CONSIDERED FORMAL.

UM, BUT I THINK IT'S INTERESTING THAT YOU CAN SEE IN 2020, WHEN WE HAD SUCH AN INCREASE IN COMPLAINTS, AND WE HAD SUCH AN INCREASE IN COMPLAINTS THAT WE WERE SENDING TO APD RECOMMENDING INVESTIGATION, WE SAW A DECREASE IN DISCIPLINE.

WE SAW A DECREASE, UH, I BELIEVE THE NUMBER FOR 2019 WITH 200 OFFICERS BEING DISCIPLINED.

AND THE NUMBER FOR 2020 WAS 159.

HOW THAT HAPPENS IN A YEAR WHERE THERE'S EXPONENTIALLY MORE COMPLAINTS, EXPONENTIALLY, MORE FORMAL COMPLAINTS.

LPL IS SENDING TO APD.

YOU CAN DRAW YOUR CONCLUSION FROM THAT.

BUT WE HAVE NOTE TO THE OVERSIGHT OFFICE.

IT'S IMPORTANT TO POINT OUT THAT WE SAW OFFICER DISCIPLINE DECREASED BY 21%

[00:50:01]

IN A YEAR THAT WAS UNPRECEDENTED IN COMPLAINTS.

SO THAT'S, THAT'S THE REASON WE WANT TO COVER THAT HERE.

UM, THIS IS JUST A LITTLE BIT OF GENERAL INFORMATION FOR MOST OF THE COMMISSIONERS.

THIS IS, THIS IS LIKELY INFORMATION, YOU KNOW, BUT IT'S SOMETHING WE LIKE TO MAKE SURE THAT PEOPLE UNDERSTAND THE LPL DOES NOT INVESTIGATE COMPLAINTS.

WE DON'T HAVE THE ABILITY TO, SO WE SAY RIGHT UP FRONT APD INVESTIGATES THEIR COMPLAINTS.

THERE'S TWO INTERNAL AND EXTERNAL INTERNAL ARE COMPLAINTS THAT APD GENERATES EXTERNAL OR COMPLAINTS THAT OPO GENERATES AND NOTIFIES APD REQUESTING INVESTIGATION.

AGAIN, BECAUSE LPL CAN NOT PERFORM AN INVESTIGATION ON OUR OWN.

WE DO OVERSIGHT WHETHER IT'S AN INTERNAL OR AN EXTERNAL COMPLAINT, REGARDLESS, WE LOOK AT THE INFORMATION, WE ATTEND THE INTERVIEWS, WE MAKE RECOMMENDATIONS.

WE KEEP IN TOUCH WITH THE COMPLAINANT.

WE ALWAYS COMMUNICATE AS BEST WE CAN, THE OUTCOME OF AN INVESTIGATION.

UH, AND THE OTHER THING WE ALSO MAKE CLEAR IS THAT APD DETERMINED THE OUTCOME AND THE DISCIPLINE.

IF, IF THERE IS ANY, UH, ON OUR ONLINE REPORT SYSTEM, YOU CAN SEE, WE WE'VE BEEN PUBLISHED, UH, AN ENTIRE CHART OF THOSE 159 OFFICERS FROM 2020 AND THE 200 OFFICERS FROM 2019.

AND YOU CAN SEE THAT THERE'S, THERE'S QUESTIONS AROUND OFFICERS WHO GET DISCIPLINED FOR THE SAME POLICY VIOLATION, BUT AT DIFFERENT LEVELS.

THAT'S HARD FOR US TO EXPLAIN BECAUSE WE DON'T MAKE THE DETERMINATION, BUT IT'S INFORMATION WE WANT TO SHARE WITH THE PUBLIC IT'S INFORMATION WE WANT TO BE TRANSPARENT ABOUT.

UM, AND THAT REALLY COVERS THIS SLIDE HERE NATURALLY, UM, THAT APD DOES NOT INVESTIGATE EVERY SINGLE COMPLAINT THAT THE OPL SENDS DOWN IN 2019.

THEY DID NOT INVESTIGATE 43%.

AND IN 2020, IT ROSE TO 45%.

THERE ARE A FEW REASONS THAT A COMPLAINT MIGHT BE CLOSE WITH THAT INVESTIGATION.

THE, SOME OF THESE REASONS ARE ADMINISTRATIVE CLOSURE.

THIS ESSENTIALLY MEANS THAT THE CHIEF OF POLICE OR HAS A DESIGNEE HAS DETERMINED IT DOESN'T WARRANT INVESTIGATION, AND THEY CLOSE IT ADMINISTRATIVELY.

THE OTHER REASONS MIGHT BE THAT THE OFFICER, UM, AGREES THAT HE VIOLATED, OR SHE VIOLATED POLICY, AND THAT'S CALLED AN OFFICER FINAL CLASSIFICATION AGREEMENT, BUT THAT'S VERY MINOR.

IT'S A VERY, VERY SMALL NUMBER.

UM, AND IN 2020 WE SAW THE INVENTION OF AN APPLICATION OF SOMETHING APD CALLS THE SUPERVISOR, REFERRAL, MINOR POLICY VIOLATION.

THIS ESSENTIALLY SAYS THAT THE COMPLAINT WAS REVIEWED AND THAT THE CHAIN OF COMMAND HAS DETERMINED THAT IT'S NOT A BIG ENOUGH POLICY VIOLATION TO INVESTIGATE, BUT IT'S MINOR IN NATURE AND THEY SUSTAIN, BUT THEY DON'T INVESTIGATE.

AND IN MOST CASES, THE OPO DOES NOT CONFER WITH THIS DETERMINATION.

WE BELIEVE COMPLAINTS FROM THE COMMUNITY ESPECIALLY SHOULD BE INVESTIGATED IN FULL.

SO THOSE ARE SOME REASONS THAT COMPLAINTS DON'T GET INVESTIGATED EITHER WAY.

WE SAW A GREAT PRODUCTION FROM OUR COMPLAINTS TEAM REALLY QUICKLY.

I WANT TO PAUSE YOU, UM, FOR OUR COMMISSIONERS.

I JUST THINK THAT THIS IS A REALLY IMPORTANT, UM, DATA PIECE THAT WE NEED TO INVESTIGATE FURTHER.

AS WE'RE LOOKING AT IMPLEMENTING LIKE CHANGE MANAGEMENT, CHANGE MANAGEMENT STRATEGIES.

UM, ONE OF THE THINGS THAT I'M AUTOMATICALLY LIKE CURIOUS, AND KIND OF INFERRING FROM THIS DATA IS THAT COMPLAINTS FROM THE COMMUNITY AREN'T SEEN AS A PRIORITY.

UM, AND AREN'T SEEN TO THE SAME LEVEL OF PRIORITY AS THE COMMUNITY IS KIND OF VALUING WHAT, WHAT THEIR NEEDS ARE.

UM, SO THIS IS SOMETHING THAT WE WANT TO KIND OF INVESTIGATE ON A CULTURAL LEVEL.

UM, AND I THINK WE WANT TO KEEP OUR EYE ON, AS I FEEL LIKE THIS NUMBER SHOULD BE GOING DOWN, UM, NOT UP AS IT RELATES TO INVESTIGATING COMMUNITY COMPLAINTS.

APPRECIATE IT ME.

I'LL GO AHEAD.

SURE.

NO, THAT'S A GREAT POINT TO MAKE.

UM, AS I THINK IT'S IMPORTANT TO NOTE, WE HAVE A CHART UP AND THAT COVERS 2019 AND 2020 DATA THAT SAYS, UM, OF THE COMPLAINTS THAT WERE INVESTIGATED OVERWHELMINGLY THE COMPLAINTS THAT ARE INVESTIGATED FROM THE COMMUNITY RESULTS IN A SUSTAINED DISPOSITION.

WHAT THAT TELLS ME IS THAT MY OFFICE IS GOOD AT WHAT WE DO WHEN WE PERFORM A PRELIMINARY REVIEW, WHICH WE ARE ALLOWED TO DO.

WE ARE ABLE TO DETERMINE AND MAKE A RECOMMENDATION ON POTENTIAL POLICY VIOLATIONS.

THE FACT THAT THOSE MOVE FORWARD FOR INVESTIGATION AND THE BULK OF THEM RESULT IN A SUSTAINED BY A VIOLATION THAT ACTUALLY THAT'S, THAT'S CONFIRMING FOR ME, THAT WE KNOW WHAT WE'RE DOING WHEN WE SEND FORWARD FORMAL COMPLAINTS TO APB.

UH, AND AGAIN, THE COMPLAINTS DIVISION, WHICH IS INUNDATED WITH COMPLAINTS IN 2019, AND ESPECIALLY IN 2020, THEY DID A GREAT JOB OF KEEPING A HANDLE ON IT, EVEN THOUGH AT TIMES, THE MOST WE HAD ON STAFF WAS EIGHT PEOPLE, AND THEY REALLY DID A GREAT JOB MANAGING THIS.

UM, AND I'LL STOP AT THE END FOR ANY QUESTIONS THAT YOU GUYS MAY HAVE, BUT LET'S MOVE TO POLICY.

POLICY IS A REALLY EXCITING PART OF OUR OFFICE.

IT'S THE NEWEST DIMENSION THAT WE'VE CREATED.

IT NEVER EXISTED BEFORE 2018, AND IT'S CURRENTLY

[00:55:01]

BEING IMPLEMENTED.

I'LL TELL YOU GUYS A LITTLE BIT MORE ABOUT POLICY THERE'S A, THE THEORY IS THAT WE, WE BELIEVE EXCELLENT POLICIES CREATED WHEN WE'RE ABLE TO PAY EQUAL ATTENTION TO NOT ONLY THE RESEARCH, BUT THEN THE FORMULATION AND THEN THE IMPLEMENTATION OF POLICY.

SO IT'S A, IT'S A THREE-PRONGED APPROACH.

WE DON'T EVER JUST MAKE A RECOMMENDATION ON FEELINGS OR JUST RESEARCH OR JUST IMPLEMENTATION.

WE CONSIDER ALL SIDES OF THIS TRIANGLE IN ORDER TO FORM THE MOST APPROPRIATE UNBIASED POLICY THAT WE CAN.

UM, OUR POLICY TEAM HAS DONE AMAZING WORK SO FAR, ESPECIALLY BEING BRAND NEW.

THEY DID NOT EXIST BEFORE 2020.

SO FOR POLICY, THIS REALLY IS, UH, A 2020 REPORT FOR THEM.

THERE WAS NO DIVISION LIKE THIS IN 2019, THEY HANDLE ALL OF THE POLICY AND TRAINING CHANGES WITH APD.

THEY COMMUNICATE THIS AND WELL-WRITTEN REPORTS, AND THEN THEY DEFEND THIS.

AND I'LL SHOW YOU GUYS SOME EXAMPLES JUST TO HIGHLIGHT A FEW THINGS THAT THEY HAVE DONE IN THE LAST YEAR.

REALLY.

SO AGAIN, JUST TO HAVE THE HIGHLIGHT, EVERYBODY IS AWARE OF THE MOST PEOPLE ARE AWARE OF THE RACIAL PROFILING DATA AND THE REPORTS THAT WE PARTNER WITH INNOVATION EQUITY ON THESE HAVE BEEN GREAT PIECES OF WORK, AND THEY SHOW WHAT COLLABORATION BETWEEN DEPARTMENTS CAN DO TO FURTHER TRANSPARENCY AND ACCOUNTABILITY FOR THE POLICE DEPARTMENT.

SO WE'RE VERY PROUD OF THE RACIAL PROFILING REPORTS THAT WE'VE BEEN INVOLVED IN.

UM, WE'RE ALSO VERY PROUD OF THE FACT THAT WE WORKED WITH UT, UH, AND CREATED THIS CURRICULUM THAT THE TRAINING ACADEMY IS NOW USING ABOUT POLICING IN THE UNITED STATES IN AUSTIN AND UNDER A RACIAL SCOPE, RIGHT.

WE HAVE TO, WE HAVE TO PROVIDE SOME CONTEXT.

UM, SO WE'RE HAPPY TO DO THAT.

IN JUNE, 2020, WE ALSO PUBLISHED OUR FIRST OFFICER INVOLVED SHOOTING REPORT.

AGAIN, THIS WAS SOMETHING WE HAD NEVER PUBLISHED BEFORE WE HADN'T, WE DIDN'T HAVE THE ABILITY TO, UM, IN THIS REPORT, WE EXPLICITLY LOOKED AT EACH OFFICER INVOLVED SHOOTING THAT TOOK PLACE IN 2018 AND THAT INVOLVED IN APD OFFICER THE PURPOSE REALLY WAS JUST TO ANALYZE THE DATA AND SEEK OUT ANY PATTERNS RELATED TO THE EVENTS AND, AND RECOMMEND AREAS FOR IMPROVEMENT.

UM, WHICH AGAIN IS ALWAYS GOING TO BE OUR KEY GOAL WITH POLICY AND RESEARCH.

WE ALWAYS WANT TO FIND THE AREAS OF OPPORTUNITY, MAKE THOSE RECOMMENDATIONS AND MAKE SURE THAT THEY'RE SOUND RECOMMENDATIONS.

SO POLICY IS REALLY DOING WELL.

POLICY IS DOING AMAZING WORK AND DOING A LOT ON RPS AS WELL, WHICH WE'RE GOING TO BE VERY EXCITED TO SHARE IN THE NEXT ANNUAL REPORT, BECAUSE FOR A ONE-YEAR-OLD DIVISION, THE POLICY TEAM IS DOING A GREAT JOB.

UM, WE ALSO, THIS IS THE TEAM THAT ALSO RESPONDS TO APD AS FAR AS ANY CHANGES TO THEIR GENERAL ORDERS.

THIS IS A, THIS IS A BRIEF EXAMPLE OF SOMETHING THAT OUR POLICY TEAM WROTE TO RECOMMENDING CHANGES TO POLICIES REGARDING RUDENESS OF OFFICERS.

I'M CHOOSING TO HIGHLIGHT THIS ONE, BECAUSE THERE, THERE IS NO, THERE'S NO WAY TO DISPUTE.

THE FACT THAT THE MOST COMMON COMPLAINT WE RECEIVE IS THAT PEOPLE BELIEVE OFFICERS WERE RUDE TO THEM.

THE DEGREE OF RUDENESS CAN VARY, AND THERE ARE ALWAYS POTENTIAL OTHER VIOLATIONS THAT TOOK PLACE.

BUT THE BASELINE COMPLAINT WE HEAR MOST OFTEN IS PEOPLE DON'T FEEL LIKE THEY WERE TREATED WITH RESPECT.

SO EXPLICITLY WITH THIS, WE, WE MOVE FORWARD AND WE MADE RECOMMENDATIONS.

ABD CHOSE NOT TO ADOPT SOME OF THEM.

THEY CHOSE TO ADOPT A FEW OF THEM.

UM, BUT THIS IS A GOOD EXAMPLE OF SPECIFIC WORK RELATED TO COMPLAINTS IN THE OFFICE THAT WE'RE MOVING FORWARD WITH THIS POLICY DIVISION.

AND THEN WE HAVE OUR COMMUNICATIONS DIVISION.

THIS IS THE HOUSE OF OUR COMMUNITY ENGAGEMENT AS WELL.

WE HAVE ALWAYS HAD, UM, A REALLY GREAT ROUTE IN THE COMMUNITY SINCE OPO WAS CREATED IN 2018.

AND A LOT OF THAT IS DUE TO THE FACT THAT THE DIRECTOR PUT HERSELF OUT THERE AND STARTED MAKING THOSE CONNECTIONS IMMEDIATELY, UH, WORKING WITH COMMUNITY, TRYING TO FIND OUT WHAT COMMUNITY, WHY AND WHAT COMMUNITY NEEDED.

SO IN 2019 WE ATTENDED 251 EVENTS.

AND IN 2020, BEFORE COVID, COVID SHOWED US, SHUT US DOWN IN MARCH, WE ATTENDED 76 EVENTS.

UM, WE ALSO HOLD SPECIFIC EVENTS LIKE THE COMMUNITY LEADERS BREAKFAST AS A PLACE TO OPEN SPACE AND HOLD SPACE FOR MEMBERS TO COME AND SPEAK AND LEARN ABOUT OUR WORK AND TO ACTUALLY CONNECT WITH OTHER COMMUNITY MEMBERS.

SOMETIMES PEOPLE ARE MORE COMFORTABLE SPEAKING WITH THEIR COMMUNITY COUNTERPARTS THAN THEY ARE COMING TO A MUNICIPAL OFFICE.

WE UNDERSTAND THAT WE ACCEPT THAT WE'RE WILLING TO WORK WITH THAT.

AND THAT'S A BIG PART OF THE REASON WE DO THIS COMMUNITY LEADERS PRACTICE AS WELL.

UH, IN 2019, WE WERE ABLE TO VISIT ALL 10 COUNCIL DISTRICTS AND WE HELD COMMUNITY OFFICE HOURS WHERE PEOPLE COULD COME UP AND LEARN ABOUT US.

WE DID OUR BEST TO ADVERTISE THEM.

WE REALLY FELT AS IF THIS WAS A GREAT THING THAT WE WOULD INSTITUTE YEARLY.

BUT WITH COVID OF COURSE, LAST YEAR, WE WEREN'T ABLE TO DO THIS.

WE LOOK FORWARD TO DOING IT AGAIN BECAUSE WE FOUND THAT WE GOT A LOT

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OF POSITIVE FEEDBACK FROM THESE EVENTS.

EVEN PEOPLE WHO MAY NOT NEED OUR SERVICE, WE'RE THINKING THAT'S JUST FOR SHOWING UP AND EDUCATING THEM ABOUT WHAT WE DO.

WE DID.

SO OUR COMMUNITY TEAM REALLY LOVES TO BE OUT THERE INTO THE COMMUNITY AND THEY'RE MAKING GOOD INROADS.

UM, ACCESSIBILITY HAS ALWAYS BEEN A FOCAL POINT FOR OPO AND OUR COMMUNICATIONS DIVISION HAS TAKEN THE LEAD HERE.

UM, WE REVAMPED OUR WEBSITE.

WE CREATED A CURRICULUM CALLED KNOW YOUR RIGHTS, EDUCATING THE COMMUNITY ON THEIR RIGHTS WHEN THEY'RE INTERACTING WITH LAW ENFORCEMENT.

AND WE SO HAVE THE COMPLAINT FORM IN TWO DIFFERENT LANGUAGES, BUT WHEN IT COMES TO LANGUAGE ACCESS, WE ALSO, WE ALSO UNDERSTAND THAT THERE'S, THERE'S SUCH A STRONG VARIATION IN AUSTIN.

SO WHEN WE PRINT ANY KIND OF DELIVERABLE, WE CONSIDER NOT JUST SPANISH, BUT VIETNAMESE, ARABIC, CHINESE, KOREAN URDU HINDI, AND OF COURSE, AMERICAN SIGN LANGUAGE IS INCORPORATED FOR ANY EVENTS THAT WE HOST OURSELVES.

WE ALSO RECEIVE, UH, FEEDBACK.

THIS IS, THIS AGAIN WAS TIED TO THE RACIAL PROFILING REPORT.

THIS WAS SOMETHING THAT WE MOVED FORWARD.

WE WERE HAPPY ABOUT.

UM, WE ENGAGE WITH THEM COMMUNITY.

WE SYNTHESIZE THE INFORMATION AND SENT THAT INFORMATION FORWARD TO THE CITY MANAGER'S OFFICE TO BE REPRESENTATIVE OF THIS COMMUNITY, IMPACTING COMMUNITY, HAVING SPACE AND TIME TO GIVE US FEEDBACK ABOUT SOMETHING THAT REALLY WAS, IS INTEGRAL.

IF WE DON'T HAVE FEEDBACK FROM THE COMMUNITY, WE'RE ONLY DOING HALF OF OUR JOB.

SO LOOKING FORWARD, WHAT'S NEXT FOR OPO, THE COMPLAINTS DIVISION SPECIFICALLY, THEY'VE EXPANDED THEIR DATA COLLECTION POINTS TO MORE ACCURATELY CAPTURE THE SCOPE OF THE WORK THAT THEY DO REALLY DAILY AND WEEKLY.

UM, WE BELIEVE THIS ACTION AND I'M EXCITED ABOUT IT BECAUSE I'VE SEEN IT FROM JANUARY TO JUNE.

SO FAR, THIS ACTION SHOULD PROMOTE TRANSPARENCY WITH A LENS THAT WE HAVEN'T BEEN ABLE TO QUITE PROVIDE BEFORE.

UM, SO EXCITED ABOUT WHAT THIS LOOKS LIKE FOR COMPLAINTS DATA IN THE NEXT ANNUAL REPORT.

OF COURSE, THE POLICY DIVISION, AGAIN, WITH, UH, RE-IMAGINING PUBLIC SAFETY.

WE, WE PLAN TO FINISH TWO MAJOR PROJECTS THIS YEAR, BOTH THE AIDE CAN'T WAIT AND THE BODY-WORN CAMERA AND D MAP REPORTING, DIGITAL, MOBILE, AND VIDEO THAT'S THE IN-CAR CAMERA THAT APD USES.

UM, SO WE'RE HOPING TO COMPLETE THOSE TWO MAJOR PROJECTS THIS YEAR WITH FINAL RECOMMENDATIONS MADE TO THE CITY MANAGER'S OFFICE CITY COUNCIL.

AND OF COURSE, APD INCORPORATING AGAIN, COMMUNITY FEEDBACK.

AND AGAIN, THE COMMUNICATIONS DIVISION, THEY PROMOTE EVERY FACET OF THE WORK OPO DOES.

THEY'RE CLOSELY WORKING WITH THE POLICY DIVISION TO IMPLEMENT THE CAMP WEIGHT AND THE BODY-WORN CAMERA FEEDBACK FROM THE COMMUNITY THAT HAPPENS IN THE SECOND PHASE OF THREE PHASES.

SO THERE'S, THERE'S STILL A LOT HAPPENING FOR OPO.

AND A LOT OF IT IS GOING REALLY, REALLY WELL.

WE'RE VERY HAPPY AND PLEASED FOR THE NUMBER OF THINGS THAT WE ACHIEVED IN 2019 AND 2020.

AND WE'RE EXCITED TO BE MOVING.

AND I BELIEVE THIS IS MY LAST SLIDE.

GREAT.

HAPPY TO TAKE ANY QUESTIONS OR FEEDBACK THAT ANYBODY MAY HAVE LOTS OF INFORMATION.

MIA REALLY APPRECIATE YOU COMING TO SHARE WITH OUR COMMISSION AND GIVING US AN UPDATE ON THE WORK YOU ALL HAVE DONE.

UM, OVER THE PAST YEAR, I KNOW THAT THE POLICY, UM, TEAM IS RELATIVELY NEW.

I BELIEVE THE COMMUNICATIONS TEAM ALSO HAS SOME NEW MEMBERS AS WELL, UM, THAT HAVE BEEN PARTNERING AND SUPPORTING US IN OUR, IN OUR EFFORTS TO, UM, PROMOTE AND, AND GET THE WORD OUT TO THE COMMUNITY AS WELL.

SO REALLY APPRECIATE Y'ALL'S PARTNERSHIP OVER THE PAST YEAR.

I THINK, UM, MY QUESTION IS, IS A LITTLE BIT, UM, KIND OF TO THE FUTURE OF OPO, UM, AND KNOWING THAT THERE ARE LIMITATIONS AND EVEN KIND OF REFERENCING BACK TO THAT DATA ABOUT INVESTIGATION AND POTENTIALLY THE FUTURE OF OPO GETTING SOME OF THAT, UH, ACCESS AND, UM, BEING ENABLED TO DO SOME OF THAT WORK.

UM, I THINK IN AUSTIN, ONE OF THE THINGS THAT I'VE LEARNED SERVING ON THIS COMMISSION PARTICULARLY IS THE LIMITED RESOURCES THAT WE ALLOCATE TO SOME OF THE THINGS THAT ARE MOST IMPORTANT TO OUR COMMUNITY.

AND, UM, AND JUST IN SOME OF OUR PREVIOUS CASES, I FELT LIKE THE BANDWIDTH WITH INTERNAL AFFAIRS AND THEIR INVESTIGATIONS AND HOW LONG THAT CAN TAKE, UM, SOME OF IT COULD BE SUPPLEMENTED BY OTHER ORGANIZATIONS, SUCH AS OPO TAKING ON SOME OF THAT WORK, UM, FOR PARTICULAR TYPES OF CASES.

SO I'M JUST WONDERING IF THAT'S SOMETHING THAT YOU ALL