►
From YouTube: Tuesday, January 14, 2020 Public Safety & Albany Community Policing Advisory Joint Meeting
Description
The Committee had a discussion with Chief Eric Hawkins on Albany Police Department reorganization of the neighborhood engagement unit and new beat map.
A
First,
welcome
to
our
actually
a
first
floor.
That's
a
joint
effort
between
affected
community
and
the
whole
purpose
of
this
meeting
is
for
the
chief
to
give
his
briefing
on
the
reorganization,
but
the
main
thing
is:
go
gives
that
and
then
we're
looking
for
feedback,
so
questions,
okay,
the
only
thing
is
what
we'd
appreciate
it.
If
you
have
a
question,
let
me
go
to
a
question
and
maybe
a
follow-up
question.
A
Dominated
by
people,
don't
other
further
questions
by
no
means
come
back
up
with
another,
but
just
we
don't
want
to
so
just
to
keep
that
flow.
If
you
don't
get
a
chance,
ask
a
question
or
if
you
want
some
more
information
later
on,
we
have
a
sign-up
sheet
at
the
back,
where
you
can
put
an
email
and
leave
a
question
with
us
whose
cards
got
here.
You
leave
a
question
we'll
get
an
answer
to
that
question
will
get
an
option
right
now.
What
I'd
like
to
do
is
have
the
IFAC
members
introduce
himself.
D
D
D
F
D
G
All
right,
thank
you
a
good
evening.
It
gives
everybody
in
dump
so
glad
to
have
you
all
here
just
want
to
quickly
go
over
some
of
the
things
that
have
been
happening
in
the
police
department.
Some
considerations
that
we
had
in
terms
of
staffing
and
adjustments
to
the
police,
organizational
structure,
then
you
know
I'm
here
to
take
comments,
suggestions,
concerns
and
things
like
that.
I
think
it's
important
that
we
hear
we
hear
from
from
the
community
when
we're
when
things
like
this
are
happening
in
and
and
we're
we're
looking
forward
to
that.
G
I'm
gonna
have
at
some
point.
Lieutenant
McDade
also
is
going
to
join
me
to
talk
about
parts
of
this
plan
also,
but
so
what
is
this
all
about?
So
this
is
really
an
adjustment
to
the
police,
organizational
structure.
You
know,
we've
heard
that
this
is
a
reorganization
and
that
it's
a
restructuring.
You
know,
I,
haven't
really
thought
about
it.
G
Is
that
three
things
emerged,
no
matter
where
I
was
in
the
city
and
they
were
three
primary
concern
and
visibility
is
in
terms
of
police
presence
in
the
neighborhoods
everywhere
I
went
in
the
city.
People
told
me
they
wanted
to
see
more
police
officers
in
the
community.
They
wanted
to
see
more
market
rolls
I've
heard
stories
from
people
who
have
been
here
for
30
or
40
years,
and
they
said
that
you
know
years
ago,
we'd
see
a
police
officer
regularly
in
our
neighborhoods.
G
We
don't
see
officers
in
the
neighborhoods
and
traffic
enforcement
everywhere,
I
went
that
was
an
issue,
but
there
was
running.
Stop
signs,
speeding,
school
zones
whatever
was
that
consistently
across
this
city?
That
was
a
concern
and
they
last
everybody.
Everybody
talked
about
the
importance
of
community
policing
and
they
had
talked
about
where
this
community
came
from
in
terms
of
community
policing
how
it
evolved
in
the
city.
G
Would
it's
meant
to
people
in
this
city
how
it's
helped
with
police
community
relations,
and
particularly
people
in
this
community
were
very,
very
proud
of
the
neighborhood
engagement
unit,
we're
very
very
proud
of
the
beat
officers
in
this
community.
So
at
the
same
time,
that
I
was
canvassing
the
city
during
that
whole
year.
G
I
was
also
doing
things
within
the
police
department
because
that,
because
now
and
I
had
a
sense
of
what
the
community
wanted,
I
had
a
sense
of
what
the
priorities
were
in
the
community
and
so
now
and
I
needed
to
know
what's
happening
in
the
police
department.
Do
we
even
have
the
capacity
and
the
capabilities
of
giving
this
community
what
it
has
prioritized
in
terms
of
in
terms
of
policing
in
the
city,
and
so
as
I
started
talking
with
officers
and
non
storms
in
the
police
department?
G
C
G
Department
is
severely
short-staffed.
It
was
short-staffed
back
in
September
of
two
18
and
we
continue
to
have
that
challenge
and
what
was
so
concerning
to
me
over
the
course
of
the
year
was
with
the
officers
were
telling
me
about
how
they
felt
in
how
this
the
short
staffing
was
impacting
these
officers.
What
was
happening
professionally
to
these
officers?
G
What
was
happening
personally
I
was
hearing
consistently
stories
about
officers
simply
because
we
didn't
have
enough
staff
and
forth
ship
that
was
onboarding
having
to
work
and
being
forced
to
work
being
forced
to
help
pulled
over
I
was
consistently
hearing
stories
about
officers
who
had
to
work
30
or
35
consecutive
days
in
a
row
simply
because
we
didn't
have
the
staffing
when
the
ships
were
onboarding
to
have
minimum
staffing
out
on
the
road.
They
were
telling
me
that
they
were
stressed.
G
They
talked
about
this
concept
of
inversa.
An
inversing
is
simply
when
one
shift
ends.
If
we
don't
have
enough
staffing
for
the
ship,
that
starts
a
bet
that
is
immediately
following.
Then
we
have
to
go
back
to
that
ship
descending
and
go
by
seniority,
low
seniority
and
for
officers
to
stay
over
for
that
following
shift,
so
we
were
consistently
seeing
us
and
out
of
these
young
officers,
because
there's
an
versi
concept
and
they're
very
low
seniority,
they're
reinforced
so
many
days
in
a
row
to
work,
they're,
missing,
holidays,
they're,
missing
family
time.
G
G
They
talked
about
training,
they
simply
were
not
getting
enough
training
and
because
a
lot
of
it
was
we
just
simply
did
not
have
the
staffing
to
take
people
out
of
service
to
do
certain
trainings.
We
didn't
have
the
staffing
to
do
in-service
training
and
they
all
wanted
it.
Just
what
every
officer
I
talked
to.
They
talked
about
their
desire
to
have
more
training
within
the
police
department.
Now
these
two
things
alone
should
cause
alarms
any
place
because
those
two
things
in
combination
recipe
for
disaster,
the
community.
G
If
it's
not
checked
and
if
it's
not
corrected
and
if
things
aren't
put
into
place
to
minimize,
though
what's
happening
with
those
two
things,
because
if
you
have
officers
who
are
stressed,
they're
overworked,
they
are
frustrated
and
then
they're
in
their
minds,
they're
not
being
properly
trained.
That
is
a
serious,
serious
problem
that.
C
G
Serious
red
flags
with
me
when
I
started
hearing
just
those
two
things
alone:
okay,
you
know
little
stuff,
you
know
the
officers
were
telling
me
this,
there's
just
no
opportunities
to
move
over
and
do
different
things.
You
know
they
can't
go
and
work
in
the
detective
bureau.
They
can't
do
tactical
stuff.
You
know,
promotional
opportunities
were
drying
up.
You
know
all
those
look
like
now.
G
G
It's
an
incredibly
competitive
environment
out
there
for
police
officers.
Everybody
is
hired
right
now
and
I
was
told
that
we're
50
officers
short
in
every
single
department
around
here
is
hired,
so
we're
competing
with
all
these
different
places.
So
what
are
these
young
recruits
in
perspectives?
Officers
look
at
among
other
things,
are
they're.
Looking
at
what
kind
of
opportunities
are
there
in
that
Police
Department?
If
I
go
there,
you
know,
can
I
do
different
things
or
I'm
going
to
go
there
and
get
stuck
on
Midnight's
for
12
years.
G
Are
there
opportunities
for
me
if
I
work,
hard
and
I
take
the
classes
I'm
supposed
to
take
and
I
go
to
school?
Are
there
opportunities
to
get
promoted?
So
that's
what
attracts
people
in
and
in
this
work
is
what
retains
people
as
well.
So
that
may
seem
like
a
small
thing,
but
that's
a
huge
thing
in
this
competitive
environment.
They
were
doing
right
now
is
getting
recruiting
people
in
and
keeping
them
here,
and
that
was
one
thing
that
that
officers
consistently
told
me
about
the
place
and
then
you
know
we
talked
about.
G
They
talked
about
the
staffing,
the
balance.
You
know
we
just
did
too
many
officers
in
one
place
and
they're
just
not
enough
with
others
and
in
other
places,
and
it's
creating
stress
in
the
department,
it's
creating
stress
in
the
organization-
and
you
know
just
in
general,
from
top
to
down
into
lying
officers.
They
consistently
told
me
that
the
organizational
structure
had
some
issues,
not
because
it
was
bad,
but
simply
because
times
had
changed
and
the
department
had
not
assessed
and
evaluated
the
organizational
structure
in
so
many
years.
G
So
you
end
up
having
an
organizational
structure
that
works,
maybe
five
years
ago
or
six
or
seven
years
ago.
But
as
things
changed
in
the
environment,
there
was
a
need
to
assess
it
and
I
was
consistently
told
that
we
needed
to
take
a
look
at
our
organizational
structure
to
make
sure
that
we're
operating
in
the
most
efficient
manner
possible.
G
G
Were
you
know
some
things
just
kind
of
popped
up,
and
you
know
it
is.
It
was
very
clear
to
me
right
away
that
the
organizational
structure
was
just.
It
was
just
unsustainable
with
some
of
the
challenges
with
some
of
the
unique
challenges
that
we're
facing
right
now.
The
reason
why
some
of
those
officers
are
working
so
many
hours
right
now
and
while
some
of
these
officers
would
be
important
being
mandated
to
work
some
of
these
hours
that
we
simply
don't
have
enough
officers
in
our
patrol
division
to
cover
for
vacancies
and
a
cover
for
shortages.
G
Don't
have
enough
officers
to
balance
that
it
was
a
clear
imbalance.
It
was
sit-in,
and
so
we,
if
we
have
like
we've,
had
before
a
large
number
of
officers
retire
or
leave
because
remember
in
public
safety
people
get
into
this
business
and
after
20
years
or
so
it's
time
to
retire
and
they
go
do
something
else,
and
so
at
any.
G
So
we
had
to
have
some
adjustments
so
that
if
we
have
which
we
will
we've
had
it
before
and
we're
going
to
happen
again,
there
is
going
to
be
another
time
where
we're
gonna
have
15
or
20
officers
leave
at
a
time,
not
because
the
place
is
bad
but
because
they've
done
their
time.
So
where
is
gonna
happen
then?
Are
we
gonna
place
there?
We're
gonna
keep
putting
these
officers
through
the
cycle
of
every
time.
We
have
people
leave
that
now.
G
We're
mandating
these
folks
to
work
all
these
hours
and
put
all
these
stress
upon
these
officers.
We're
going
to
look
for
to
see
if
we
can
have
an
organizational
structure
that
gives
us
sort
of
balance
during
these
sorts
of
times,
so
that
we
don't
have
it
sort
of
pressure
and
then
Traffic
Safety.
We
just
simply
don't
have
the
resources
with
to
do
traffic
be
sure
pretty
much.
Everybody
in
this
room
has
a
traffic
related
story.
G
We
have
somebody
who's,
running
red
lights
or
running,
stop
signs
or
speeding
in
a
school
zone,
and
we
get
the
calls
all
the
time
we
don't
have
the
resources
right
now.
We
don't
have
the
capacity
right
now
to
deal
with
all
of
those
things.
You've
got
to
build
this
into
organizational
structure.
This
is.
B
G
G
Now
and
then
just
routine
patrol
these
officers
want
to
work
they
get
into
this
line
of
business
because
they
want
to
go
out.
There
do
all
the
stuff
that
you
hear
they
want
to
go,
protect
and
serve
and
all
it
stuff,
but
they
don't
get
a
chance
to
do
a
lot
of
that
stuff,
because
they're
going
from
halt
to
call
to
call
they
finished
one
and
they
go
to
another
and
they're
doing
this
one
entire.
They
don't
get
a
chance
to
go
cruise
through
our
neighborhood
to
see.
G
If
there's
something
that's
out
of
sorts
in
the
neighborhood,
they
don't
get
a
chance
to
go
cruise
through
and
talk
to
mrs.
Johnson
about
something
that
happened
on
their
Street.
They
don't
get
that
opportunity.
Now.
We
just
don't
have
the
capacity
in
the
world
with
the
current
organizational
structure,
to
give
those
officers
an
opportunity
to
do
that
and
I'm
sure
that
that
most
of
you
here
want
to
see
that
you
want
to
see
officers
who
have
time
to
go
and
cruise
through
neighborhoods
and
and
it
just
interact
more
with
the
community.
G
And
then
we
talked
about
this.
The
the
special
assignments
and
the
lateral
transfers
and
the
promotions,
and
so
with
all
of
that,
then
we
have
some
other
emerging
challenges
that
we
have
as
well.
We've
got
to
deal
with
that
this
organizational
structure
is
just
just
as
not
as
an
opportunity
to
efficiently
deal
with.
We
are
going
to
a
lot
of.
You
may
have
heard
that
we
require
the
facility
now
that
will
allow
allow
us
to
train
as
many
as
many
as
50
recruits
at
a
time.
G
We've
constantly
spinning
our
wheels,
we're
hiring
we're
giving
people
lands
that
we
just
weren't
keeping
up
with
with
the
pace
of
people
who
are
leaving
it.
So
now
we
have
some
exciting
developments
and
then
we
can
now.
We
now
have
the
capacity
to
train
as
many
as
50
routes
at
a
time,
so
with
that
it
means
that
we're
going
to
have
more
recruits
that
need
to
be
trained
and
we're
going
to
have
to
have
not
only
those
recruits
trained,
but
some
of
the
end
service
training,
the
annual
end
service
training
for
current
officers.
G
That
has
to
be
taken
care
of
as
well.
So
with
this
expanded
capacity
is
creating
the
need
to
have
more
training
within
our
art
department.
We've
got
to
place
some
resources.
We
have
to
play
some
assets
in
the
training
in
order
to
accommodate
this.
Otherwise
we're
going
to
bring
in
all
these
new
people
and
they're
not
going
to
be
properly
training,
and
then
we've
got
obviously
the
new
legislation
that
they
were
dealing
with
and
the
one
that
really
concerns
me.
G
The
most
it
impacts
operations
is
that
the
discovery
laws
well,
we
have
to,
within
a
certain
period
of
time,
have
all
of
our
discovery
materials
presented
to
the
district
attorney's
office,
so
that
they
can
be
in
turn
turned
over
to
the
front.
To
the
defense
attorneys,
and
so
that
that
has
presented
some
challenges
for
us
and
some
additional
stresses,
because
now
I
have
to
allocate
more
and
shift
more
resources
into
that
area,
because
at
the
time
of
the
enactment
of
when
these,
with
a
new
discovery,
laws
were
enacted.
G
We
didn't
have
the
capacity
we
didn't
have
the
staffing
to
deal
with
that
the
consequences.
If
we
did
not
shift
some
resources
there,
we're
that
we
were
going
to
lose
cases,
cases
weren't
going
to
be
prosecuted,
we're
gonna
have
people
who
were
victimized
or
the
families
were
victimized,
and
simply
because
we
didn't
have
the
staffing
to
get
all
this
discovery
material
to
the
truck
to
the
district
attorney's
office.
Now
some
of
this
stuff
may
not
have
got
the
prosecutor.
We
put.
G
G
With
all
the
challenges
that
we
have
and
with
all
of
the
emerging
things
that
are
happening
in
our
industry,
we
put
together
a
committee
of
individuals
in
the
police
department,
sworn
and
nine
swarm,
ranking
the
nine
ranking
from
different
stations
within
the
police
department
to
get
their
perspective
of
a
top-down
and
wide
perspective
of
what
our
people
within
the
police
department,
with
their
knowledge
and
experience
working
inside
the
police
department.
What
type.
G
G
Those
recommendations
must
have
taken
into
consideration
the
feedback
that
I
received
from
the
community
over
that
year,
namely
that
priorities
were
clearly
traffic
related
concerns.
We
did
patrol
in
patrol
more
patrols
in
our
neighborhoods
and
we
needed
to
maintain
our
community
engagement
unit
in
our
beat
officers.
Those
things
we're
non-negotiable,
as
they
were,
assessing
and
evaluating
the
organization
and
here's
what
they
came
up
with
and
a
lot
of
it
wasn't
surprising.
G
It
was
very
clear
from
once
they
assess
this,
that
a
redistribution
of
personnel
was
necessary.
It
was
unavoidable,
there's
no
way
that
we
can
operate
and
that
we
could
handle
and
deal
with
these
challenges
that
we
were
having.
If
we
did
not
redistribute
some
of
our
staff,
you
know.
Clearly
it
was
a
staffing
imbalance.
G
We
saw
an
opportunity
to
make
it
where
all
of
the
officers,
even
the
patrol
officers,
now,
will
have
the
duty.
The
obligation
to
go
out
engage
with
our
community
work
with
our
beat
officers
work
with
our
neighborhood
engagement
unit
and
make
that
program
even
more
impactful
and,
at
the
same
time
give
us
some
relief.
Some
much-needed
relief
to
keep
this
organization
sustainable.
G
G
Redistribution
of
personnel,
a
redistribution
of
a
number
of
officers
to
certain
areas
and,
at
the
same
time
providing
some
relief
and
provided
some
resources
in
support
and
training
to
our
feed
officers
in
our
neighborhood
engagement
unit.
To
make
that
unit
even
more
impactful,
you
know,
I
give
lieutenant
McDade
and
his
staff
so
much
credit
for
taking
a
finite
amount
of
resources.
As
I've
heard,
it
said
before
you
know
how
you're
doing
this
shifting
resources
to
shifting
the
problem.
G
Someplace
else
you
just
taking
still
if
we
Peter
to
take
Paul
kind
of
kind
of
deal
with,
but
we
hear
this
in
detail
what
he's
talking
about?
It
really
was
just
just
a
magnificent
way
of
doing
this.
It's
taking
some
limited
resources
and
making
an
area
even
more
impactful,
with
fewer
staff
and
making
the
entire
organization
even
more
sustainable.
Give
us
an
opportunity
to
be
even
more
effective,
more
impactful
in
this
community
and
again
the
tender
gate
is
going
to
talk
about
that
piece
of
it
here.
G
Know
gives
us
more
stability,
some
of
the
things
I
talked
about
earlier,
so
now,
with
this
new
structure
with
added
officers
and
certain
areas.
If
we
have
an
influx
of
officers
now
and
then
leave
five
years
from
now
or
two
years
from
now,
we
now
have
the
capacity
to
still
operate
to
still
operate
efficiently,
without
placing
that
additional
stress
on
the
officers
who
remain,
we
could
minimize
the
chances
of
officers
now
if,
when
it
happens,
because
this
will
happen
it.
G
This
is
what
happens
in
public
organizations
and
when
it
does,
we
could
minimize
the
chances
of
officers
telling
us
that
they've
been
forced
to
work
35
days
in
a
row
that
they
haven't
seen
birthdays
and
they're
missing
holidays
and
they're,
tired
they're
over
words.
We
can
minimize
those
chances.
We
can
give
these
officers
even
more
enjoyment
at
work
to
do
the
things
that
they
got
into
this
business
form.
G
It
maintains
the
structure
and
integrity
of
the
meu
unit,
again
lieutenant
Davis
I'm
talking
about
that
piece
of
them
that
talked
about
the
officers
all
along
all
officers.
All
officers
in
the
department
practicing
community,
policing,
principals,
all
officers,
embracing
this
additional
resources
and
trained
and
given
to
our
existing
neighborhood
engagement
office.
Are
there
beat
officers
traffic
now,
once
we
start
to
repopulate,
we
can
get
that
traffic
in
the
backward
needs
to
be.
G
We
get
that
traffic
unit
to
a
place
now
where
it
could
be
responsive
to
what's
happening
in
the
community,
so
we
could
cost
about
for
speeding
through
school
zones
or
habitually
running
traffic
lights
in
a
certain
area.
We've
got
some
resources.
We've
got
some
staffing
now
to
deal
with
that
training,
critical,
critical
with.
C
G
The
challenges
that
we
have
right
now,
if
we
don't
train
these
officers
right
now
and
we
don't
get
the
proper
training,
it's
a
risk
management
issue
for
this
entire
city,
we're
going
to
put
some
resources,
put
some
assets
and
that
training
unit,
so
they
take
care
of
that
piece
of
it.
And
then
we
got
the
officers
in
the
neighborhoods
and
we
got
professional
development
opportunities
and
in
the
executive
team
you
know
what
one
of
the
things
that
that
we
did
was
create
and
another
executive
position
in
the
police
department
so
that
we
can
forecast
the.
G
So
we
can
look
at
some
of
these.
Some
of
these
high
level
type
situations
that
that
are
occurring.
So
we
can
see.
So
we
have
more
people
in
the
upper
level
of
the
police
department
to
look
in
trends,
to
look
at
best
practices
in
country
to
look
and
see
if
six
months
from
now
something
there's
some
challenges
that
maybe
we
need
to
start
right
now.
Adjusting
for
so
we've
put
something
up.
G
B
J
G
No
give
these
officers
some
some
some
better
job,
satisfaction.
This
helps
with
recruitment.
This
helps
with
retention.
You
all
may
have
heard
also
that
we've
lost
some
officers
to
other
departments
because
of
certain
opportunities
that
they
may
see
in
other
places
wellness.
Let's
do
something
about
that.
Everybody.
G
K
G
E
K
C
K
K
G
G
K
F
L
C
G
M
Hi
I'm
Joey,
dad
I'm
lieutenant
and
every
gauge
me
in
it
yeah
that's
kind
of
want
to
talk
about
with
the
reorganization.
How
are
you
going
forward
today?
So
today
is
the
first
day
of
the
training
ba
before
any
training
I
put
together
for
the
new
officers.
It
becomes
any
commute
service
officers.
So
the
idea
is
how
you
have
the
beats
got
expanded
unless
officers
who
want
to
make
that
better
trained,
so
they're,
better
trained
in
your
neighborhoods,
they
can
help
you
guys
solve
problems.
M
20
minutes
does
not
sound
like
a
lot
of
time
for
you
officer
beyond
the
community,
but
19
times
it's
gonna
happen
on
the
day
shift
and
the
afternoon
show
did
I
eat
the
idea.
Is
you
want
to
troll
officers
to
embrace
the
idea
of
community
policing,
so
they
can
also
be
seen
out
there
that,
when
you
guys
solve
problems
to
be
cop
along
can't
do
this
anymore,
if
they
they
need
help
in
control
division.
M
So
the
idea
team
policing
is
going
to
actually
give
you
guys
a
better
service
with
the
training
of
the
receiving
in
the
over
next
four
days.
The
last
two
days
on
is
exciting.
Already
hired
someone
from
California
to
come
out
and
couch
concepts
of
problem-oriented
policing,
a
new
problem
or
do
policing
is
a
little
different.
It
sense
that
it
analyzes
the
problems
and
it
can
create
strong
term
solutions,
and
it
teaches
you
officer
how
to
solve
problems.
M
M
Not
excited
about
it,
so,
in
addition
to
the
team
policing
concept
with
patrol
officers
getting
out
and
walking
the
beat
for
20
minutes,
any
cops
are
never
required
and
do
a
to
our
collaboration
with
the
patrol
officer
in
the
patrol
car.
We're
here
required
and
getting
a
patrol
car
two
hours
a
week.
Ride
with
that
officer
and
kind
of
have
discussions
about.
M
B
B
M
M
E
E
M
B
M
M
Policing,
it's
more
about
analyzing
problems,
figuring
out
why
they're
happening
happening
using
data
for
our
analysis
center
and
formulating
a
plan
to
go
after
it
and
one
of
the
concepts
of
problem
or
completes
things
after
you
develop
a
plan
based
on
your
analysis
and
gathering
all
the
information
you
can
and
figuring
out
what
a
problem
is
happening.
Is
you
develop
a
response
plan
and
part
of
the
whole
thing
is
the
assessment
which
is
a
final
phase
after
you
develop
your
response
and
you
execute
it
excessive.
M
Did
it
work
if
it
did
move
on
if
it
did
not
work,
come
back
to
the
table,
re
analyze,
your
data,
get
more
information,
develop
a
new
response
plan
and
glide
to
the
problem.
We're
trying
to
get
away
from
the
idea
of
just
rolling
up
on
a
corner,
make
it
an
arrest
and
move
it
on
to
the
next
pop.
We
want
to
solve
our
problems.
We
might
create
long
term
solutions
and
this
training
is
going
to
get
you
officers
up
to
speed
to
do
that.
For
you.
M
So
going
forward
on
our
city
website,
we
have
all
the
beats
and,
with
all
the
beats,
we
have
all
the
beat
officers
on
that
website
and
contacted
for
that.
So
I
apologize
for
experience
that
you
did
have
what
our
personnel,
it's
not
how
we
conduct
business
in
city
of
Albany
and
that
could
be
address
or
should
have
been
addressed
by
a
supervisor
well
going
forward.
All
of
our
beats
are
filled
a
day
time
and
an
afternoon
meet
with
exception.
D
M
H
M
N
M
There's
research
out
there
that
dictates
when
you
have
a
hot
spot,
20
minutes
of
patrol
officers
engagement,
a
community
is
worth
more
and
does
more
than
just
putting
a
patrol
car
there
for
four
hours
or
just
having
cops,
run
in
and
run
out.
20
minutes
is
a
good
number
based
on
research
that
we
figure
will
be
successful
for
us.
H
E
H
That
there's
transparency
to
the
park
bench
because
that
remains
to
trust
and
compensation.
So
I'm
really
concerned
about
what's
happening
now
that
I'll
have
this
fits
into
your
skip,
Europe
America
nations,
but
I'm
really
concerned
that
we're
not
as
transparent
as
we
used
to
be.
That
is
typically
with
camp
of
the
body.
Cams
footage
we've
been
asking
for
footage,
there's
a
case
now
where
a
woman
is
asked
for
body,
cam
footage
and
the
apartment
is
hiding
behind
58,
which
the
appellate
court
said.
You
can't
do
that
so
I
think
the
part
that
is
acting
illegally.
H
They
are
not
giving
the
information
based
on
58
restrictions,
which
says
that
the
public
must
have
access
to
that
information,
but
unless
it's
related
to
a
personnel
of
the
confidential
personnel,
a
matter
okay
and
you're,
not
doing
that,
so
we
go
through
all
this
and
the
community
doesn't
trust
us
because
we're
not
being
transparent,
I
think
the
whole
thing
does
fall
apart,
so
I
think,
right
now
the
department
is
acting
illegally.
Does
this
denying
people
access
to
those
me,
those
body
cams
under
58
the
support?
H
G
Thank
you
doctor,
thank
you
to
dr.
grainy
and
you
have
sue
Lee
right.
I
mean
with
transparency.
I
mean
now
that
the
issue
that
she
just
brought
up,
though
I'm
not
familiar
with
that
particular
kids.
But
what
I
can
tell
you
is
what
my
direction
to
my
staff
has
been
as
it
pertains
to
the
release
of
any
of
this
information,
and
my
direction
is
very
clear
and
that
is
we
comply
with
the
law.
G
Now
we
have
now,
there
are
some
pieces
of
when
there
are
our
inquiries
and
when
there
is
requests
for
information
and
when
those
come
up-
and
there
are
legal
issues
involved,
we
obviously
have
a
legal
team,
and
that
advises
the
police
department
with
those.
And
so,
if
with
me,
not
knowing
the
case
that
you're
talking
about
it
being
familiar
with
it,
I
will
tell
you
that
we
rely
on
our
legal
advice.
G
If
there's
a
legal
question
as
to
whether
or
not
something
needs
to
be
released,
and
if
it's
not
being
released,
it's
not
because
we're
trying
to
hide-
or
which
is,
we
try
and
express
some
lack
of
transparency.
It's
just
simply
that
the
legal
issues
need
to
be
resolved
by
the
legal
experts
in
whoever
is
requesting.
This
information
has
legal
experts
on
their
side.
That's
requesting
it
in
that,
and
the
whole
thing
needs
to
be
properly
adjudicated.
H
G
I
appreciate
that
and
again
I
don't
know
what
the
legal
issues
are,
but
I
will
simply
say
this.
My
direction
to
my
staff
has
been
that
we
will
comply
with
the
law
and
if
the
law
requires
us
to
release
information
where
this
body
cam
information
or
whether
it's
a
police
report
or
whatever
it
may
be,
then
we
comply
with
the
law
now.
Sometimes
there
are
some
legal
questions
there.
G
There
you,
you
have
legal
experts
who
disagree
on
what
the
legal
issue
is
and
when
stuff
like
that
happens,
then
I
fully
expect
that
whoever
whoever
is
asking
for
this
information
has
some
competent
legal
counsel.
We
have
competent
legal
counsel
on
the
police
department
side
and
that
there's
a
an
appropriate
judicial
process
to
determine
how
it's
going
to
be
released
at
that
point,
but
again,
I'm.
D
H
Q
G
K
K
Of
folks
who
knew
what
they
mean
thought
my
question
about
the
salary
changes
because
in
my
mind-
and
that
is
the
question-
but
in
my
mind,
if
the
officers
don't
doesn't
have
or
feel
comfortable
with
the
pay,
then
what's
coming
down
the
pipeline,
they
don't
have
proper
gear
to
deal
with
the
community.
You
know
what
I
mean
all
the
popular
resources
in
order
to
go
ahead
and
follow
up
with
the
community.
K
G
They
have
negotiate
the
officers
union
because
it's
the
unionized
environment,
they
have
to
negotiate
with
the
city
for
salary
and
wages
and
benefits,
and
so
they're
working
that
piece
out
right
now.
There's
some
internal
things
within
the
officers
you
mean
that
they're
working
out
at
this
point,
but
certainly
and
out,
say
I've,
said
it
before
and
I'll
say
it
publicly.
Now
they
need
to
be
fairly
compensated.
Quick
for
this
job.
D
G
I
think
it's
important
with
that
and
dr.
Robinson
talked
about
the
importance
of
having
when
those
types
of
strategies
are
developed,
making
sure
that
we
have.
You
know
the
community
members
that
that
are
involved
be
involved
with
us
as
we
as
we
talk
about
some
of
those
issues.
I
was
talking
to
Councilwoman
love
earlier
today
and
what
we
pledged
to
do
over
the
next
within
the
next
two
weeks
is
we're.
Gonna
have
a
meeting
right
now,
so
that
we
can
discuss
some
of
the
challenges
in
in
her
ward
and
then
some
of
the
other
wards.
G
G
It's
making
sure
that
we're
engaging
with,
as
we
always
do
with
the
community
with
some
of
these
problems
and
developing
strategies,
but
here's,
but
the
bigger
plan
with
this
is
this-
gives
us
an
opportunity,
have
much
more
flexibility
in
terms
of
the
deployment
of
officers,
because
now
we
have
more
officers
who
will
be
dedicated
to
just
regular
role
patrol
work.
These
officers
are
going
to
be
just
like
each
other
McDade
said:
they're
going
to
be
helping
and
working
with
and
being
integrated
into
regular
nau.
G
They
have
an
opportunity
now
to
go
and
do
more
regular
patrol
proactive
patrolling
at
the
beginning
of
their
shift
when
they
get
information
about
some
issues
that
may
have
happened
on
the
prior
ship,
instead
of
going
from
run
to
run
to
run
back
to
back
to
back
now,
those
officers
are
going
to
get
a
chance
to
go
out
and
just
kind
of
go
through
some
of
these
areas.
That
may
have
had
some
some
challenges
either
just
before
or
or
even
a
longer
period
of
time
before
that,
so
it
gives
us
a
lot
more
flexibility.
H
C
M
A
good
question,
so
one
of
the
one
of
the
ways
we
measure
success
with
Adi
cop
is
relationships
he
or
she
has
out
in
community.
One
thing
you
want
is
want
to
strengthen
that
relation
to
here
you
have
a
neighbor
association
meeting.
The
cops
are
required
to
go
to.
If
you
need
to
beef
up
their
exchange
information,
you
can
get
out
of
an
email
to
our
back
porch
or
back
and
forth
if
bombs.
M
J
L
The
Romani
Police
Department
is
permitted
to
the
property
community.
We
want
to
make
sure
that
officers
are
not
coming
in
there
pathologizing
communities
that,
in
the
training
that
you're
talking
about
what
margin
relation
looks
like
we're
talking
about
a
twisted
bias
right.
But
if
the
leader
talking
about
two
communities
like
that
are
the
most
dangerous
and
don't
have
any
factual
now
that
you
all
are
steady
and
not
unless
the
council
people
have
said
that
they
are
in
fear
of
their
own
community.
L
I
would
say
to
the
media:
do
not
put
that
out
there
in
the
community.
Okay,
do
not
pathologize
communities,
because
if
this
is
the
post
supposed
to
be
a
collective
thing
and
supposed
to
be
serving
all
the
residents
of
poverty
in
every
community
who
is
helping
us
safe?
If
you
need
more
resources,
when
we
talk
about
resources
but
do
not
pathologize
communities.
R
R
G
Doesn't
the
plan
going
forward
and
we've
worked
this
out
with
city
administration
is
to
hire
some
civilian
employees
to
help
us
with
that
discovery
process
with
the
administrative
piece
of
that.
So
that
way
we
don't
have
to
divert
so
many
officers
to
that.
We
still
have
to
divert
some
because
there
are
some
materials
that
are
sensitive
in
nature,
that
a
sworn
officer
can
only
have
access
to.
So
we
still
have
to
have
that,
but
we're
confident
that
we
can
have
some
more
civilians
to
help
us
out
with
that
piece
to
relieve
that
pressure.
A
Path,
our
only
purpose
is
really
placing
in
the
city's
wall.
That's
our
only
focus
setting.
So
when
does
it
change
like
this?
We're
gonna
be
taking
a
look
at
data
contacts
with
all
the
information
from
your
survey,
but
we
want
to
keep
an
eye
on
what
is
going
on
in
the
community
now
how
community
increasing
is
working
now
and
then,
as
this
program
goes
through,
is
it's
just
getting
started?
I
mean
they're,
just
getting
the
teams
out.
Let's
see
what
happens
after
they
get
out,
we
want
to
look
at.
A
A
We
have
to
give
them
credit
they're,
trying
something
they
have
to
do
that
with
a
staffing
they
have,
but
I
pack
we'll
be
looking
at
this
over
the
next
year
and
then
when
we
see
something
that
has
to
change
or
the
rethink
has
to
change-
and
this
is
coming
from
the
community-
not
just
a
few
people
on
the
committee,
but
from
the
community
as
well.
Will
advise
the
police
department?
Let's
say
this
is
working
well,
this
isn't
working
so
well.
A
You
might
want
to
look
at
this
we'll
be
having
more
meetings
like
this
and
get
information
from
the
community
as
well,
so
that
members
will
be
out
contacting
people
of
tact.
That
defenders
will
be
immunity,
go
to
meetings
and
looking
at
the
data,
it's
not
just
what
people
have
to
say.
You
know
that's
important.
It's
also
looking
at
the
data
what's
being
done
and
what
isn't
being
done
and
as
we
go
through
this
over
the
next
year,
we'll
be
getting
back
to
you
on
that
as
well,
then.
G
M
Appreciate
that
and
we're
gonna
work
hard
to
change
their
thoughts,
the
process
of
that
we're,
confident
that
we're
going
to
the
better
products
forward,
better
trained
officers,
patrol
officers
participating
in
between
three
concepts
and
days
all
changed
for
your
areas.
Well,
which
is
a
fantastic
stance,
cops,
probably
salaries.
Now
yeah.
B
So
some
of
my
questions
are
okay,
how
many
police
officers
total
doing
the
neighborhood
engagement
communication?
How
many
ideally
are
when
you're
fully
implemented,
are
going
to
be
covering
those
feet?
How
many
patrol
units,
if
we
covers
up
people
beating
teens?
It
sounds
like
this:
going:
there's
overlapping
control,
signed
areas
and
I'm
a
little
unclear
about
where
those
patrol
areas
are
it's
going
to
be
some
level
of
consistency.
B
G
The
organizational
structure,
the
new
one
we
have
it
on
the
back.
So
if
you
want
to
look
and
see
what
it
looks
like
right
now,
where
the
officers
are
assigned
where
they've
been
diverted
to,
you
can
see
that
and
that's
all
on
the
back
table,
but
13
13
officers,
13
officers
were
diverted
from
the
neighborhood
engage
community
back
to
very
series.
Those
officers
were
reassigned
to
regular
Patrol
training.
B
B
S
T
T
And
we
talked
about
them
addressing
hotspots,
but
I
also
want
to
say
that
such
an
important
part
of
community
policing
is
a
preventive
approach
and
I
immediately.
Think
of
how
important
the
neighborhood
engagement
union
has
been
of
our
city,
the
ward
that
I
represent
are
our
officers.
Our
neighborhood
engagement
officers
are
out
there,
you
know
getting
to
know
the
youth
in
the
neighborhoods
and
they're
able
to
form
those
relationships
early
on.
You
know,
positive
role,
models
and
so
on
separate.
So
it's
not
always
just
those
hot
spots.
T
M
With
the
patrolman
get
our
patrolman
getting
out
of
the
car
is
we're
looking
for
noncustodial
engagements,
meaning
we
want
them
to
meet
the
community
in
like
a
non
arrests.
Functions
get
out,
engage
the
youth
age
residents
have
conversations
and
get
to
meet
people
make
relationships.
So
the
idea
we
kept
behind
the
patrol
even
in
a
hot
spot,
we're
not
looking
for
them
to
go
out
and
make
arrests.
M
Unless
don't
we
have
the
fun
to
have
to
we're
looking
to
engage
people
in
hot
spots
and
on
hot
spots,
it's
great
doing
relationships
by
doing
that
that
can
and
will
cut
down
a
crime.
During
that
time,
does
research
either
says
a
noncustodial
engagement?
Conversation
is
just
as
effective,
not
more
than
running
a
trap
to
care
or
making
arrests
on
a
same
intersection.
Thank
you.
M
F
D
M
Thing
real,
quick,
we're
two
guards
patrol
officers,
all
patrol
officers
patrolling
the
team.
They
get
to
pick
the
team
know
and
work.
In
an
example,
a
team
a
is
a
Central
Avenue
and
West
Hill
cars,
101
103
and
107
Morley,
ideally
every
day
and
want
the
officers
to
be
in
the
same
team,
and
they
are
that's
how
we
run
go
forward
with
the
team
policing
concept.
Those
team
cops
will
be
working
with
the
be
cop
in
their
area.
M
N
M
G
M
Be
cop
that
work
second,
that
Judson
is
on
my
corner,
he's
rolling
on
his
bikers
walking
by
we're
starting
to
copy
same
thing.
What
we
want
is
the
company
be
cop
to
get
together
on
second,
the
Johnston's
and
start
working
on.
Why
are
the
groups
hanging
out
here?
What
can
we
do
to
get
the
groups
to
not
any
on
your
so
part
of
the
idea
in
the
training
that
the
officers
have
in
the
invitation,
it
is
called
septic
crime
prevention
through
Environmental
Design.
M
Perhaps
the
officers
that
have
a
training
address
that
area
and
look
at
other
things,
lighting
cutting
back
to
trees.
We
could
be
cut
back
or
cut
down
a
couple
trees
in
that
corner
to
give
us
better
visibility.
So
we
have
to
address
the
bigger
problem,
but
the
cop
isn't
get
out.
They're
gonna
be
doing
it
just
like
the
beat
cops
doing
it
every
day.
He's
Bryden
it
like
any
remember:
Justin,
Wallace,
yeah,.
N
M
S
I
question
would
be
you
know,
that's
the
size
of
statements
about
community
policing,
and
you
said
a
couple
of
times
going
forward.
We're
going
to
include
the
community
I
want
to
know
how
this
is
gonna
happen.
It's
like
now,
I
want
an
usher.
I
want
an
actual
German,
because
a
pack
was
here
before
the
reorganization
/.
They
did
not
fit
us.
We
are
conventions,
many
the
they
were
we're
spoken
to
afterwards.
I,
don't
remember
anyone
agreeing
that
this
was
how
we
wanted
to
see
things
go
forward.
S
There's
been
a
lot
of
community
members
that
have
said
this
is
not
what
they
want
and
if
I
remember
correctly,
deputy
chief
Hogan's
exact
words
were.
This
is
what
the
community
wanted,
but
we
weren't
really
involved
in
this.
So
how
can
you
assure
us
that
going
forward
we're
actually
going
to
be
involved,
even
though
we
should
have
been
involved
in
community
policing
from
the
beginning,
because
communities
pleases.
G
So,
just
like
I
think
I
responded
to
what
dr.
Robinson
I
think
there
was
a
opportunity
to
do
things
better
here
and
I
mean
I.
Think
I
think
we
missed
an
opportunity
now.
I
think
that
the
the
outcome
I'm
fairly
fairly
pleased
with
the
outcome,
but
the
process
I
think
there
was
an
opportunity
and
I
really
can
see
that
we
missed
the
mark
in
a
certain
way
on
how
this
was
all
happening.
So
going
forward.
We
learned
lesson
and
that's
part
of
sometimes
we
can
do
stuff
like
this.
G
You
know
when
I
came
in
here
when
I
came
in
here
in
September
of
2018.
My
thought
process
was
I'm.
Gonna
go
to
every
neighborhood
association.
Meeting
I'm
gonna
go
to
every
community
meeting.
I
can
go
to
I'm
gonna
talk
to
people
informally,
formally
I'm
tough
to
people
at
the
corners
wherever
wherever
I
can
be
so
I
can
get
a
sense
of
with
of
what
people
prioritized
in
public
safety
and
I
was
gonna.
G
Take
that
what
I
learned
and
take
it
back
to
the
police
department
and
mandate
to
my
officers
that
they
take,
that
they
use
those
priorities
in
terms
of
fashioning
a
system
that
can
relieve
pressure
and
also
make
a
system
that
we
already
have
even
more
impactful.
The
outcome,
I
think
is
OK
the
process.
I
think
we
could
have
done
different,
I
missed
it.
I
miss
it.
G
You
know,
being
new
to
the
community,
I
think
that
there
was
a
way
there
was
it
me
not
knowing
exactly
how
this
community
wanted
to
process
all
this
I
missed
it,
and
so
I
think.
The
way
to
going
forward
is
to
say
that
I
learned
lesson
and
so
going
forward.
I
think
that
there's
some
opportunities
when
things
like
this
happened
to
do
things.
E
M
E
M
M
E
Each
other
you're
talking
about
salaries.
These
officers
need
higher
pay,
there's
no
question
about
it
and
how
long
have
they
been
without
a
contract?
So
don't
talk
to
me
about
how
the
Jinyan
is
talking
to
me
on
between
the
managers
talking
to
me
because
somebody's
not
talking
here
it
wouldn't
be
five
years.
I
worked
for
the
state
of
New
York
I
would
never
go
five
years
without
a
contract.
That's
unacceptable!
E
D
F
F
There,
how
specifically,
is
this
reorganization
or
in
the
during
this
reorganization?
Would
you
be
addressing
those
issues,
because
for
twenty
years
we've
had
gun
buyback
programs?
Okay,
that
used
to
happen
on
Saturdays
past
the
Charlie?
Would
the
conducting
of
a
DEA
store
a
source
and
there's
as
many
guns
on
the
streets
now,
as
there
were
twenty
years
ago?
So
we're
not,
you
know
we're
somehow,
not
not
making
an
impact.
I,
don't
know
what
the
answer
is.
Is
there
anything
inside?
F
G
Quick
answers
that
to
two-prong
answer
to
it's
number:
one
we've
got
to
find
out
where
these
weapons
are
coming
from.
These
weapons
are
coming
from
outside
of
Albany
and
coming
into
the
city.
We
just
recovered
a
gun
from
a
young
man
a
few
days
ago,
and
it's
got
the
stolen
out
of
floor
wasn't
too
long
ago
that
we
took
another
gun
off
somebody.
He
knows
from
other
some
other
parts
of
southern
state
that
was
Stella
stolen.
G
Some
of
these
guns
are
are
bought
legally
and
given
to
somebody
and
transported
all
these
different,
these
different
areas
in
different
states,
so
the
first
thing
is:
we've
got
to
get
a
hold
on
where
these
guns
are
coming
from,
and
that's
why
it's
so
important
for
us
to
maintain
these
partnerships
with
our
federal
partners.
We
have
very,
very
strong
partnerships
with
the
DEA
and
the
FBI,
and
you
know
ATF
and
some
of
these
other
federal
agencies
that
can
track.
G
They
can
help
us
track
these
weapons
through
the
various
states,
so
that
that's
that's
number
one
but
number
two
in
a
more
troubling
part
of
this
is:
why
do
we
have
young
men
and
young
women
feel
that
they
can
use
these
weapons
in
order
to
resolve
conflicts?
What's
happened?
What's
happened
in
a
13-year
olds
life
where
he
or
she
feels
that
it's
okay
to
do
this
is
the
way
to
do
it.
So
it's
the
larger
piece
of
this
is:
we've
got
to
figure
out.
G
What's
driving
this
from
a
social
standpoint,
what's
happening
with
our
families,
what's
happening
with
education,
what's
happening
with
mental
health,
I
mean
so
many.
You
know
we
think
of
mental
health
and
we
think
older
people,
but
you
know
what
there's
a
there
a
lot
of
undiagnosed
to
over
13
year
olds.
Also,
are
we
doing
enough
as
a
society
to
help
those
young
people
to
navigate
this?
Are
we
given
enough
to
our
parents?
G
G
B
O
There's
only
to
be
be
shipped
well
officer,
won't
get
beat,
is
it
gonna,
be
19
offices,
I'm
gonna
be
walking
the
feet?
Are
they
going
to
be
rotated
so
every
day
we
have
an
officer
as
well
as
if
to
be
officers
not
available.
I'm
still,
gonna
have
well
completed
by
themselves
a
little
over
20
men.
So.
M
M
We
want
the
same
officers
in
the
same
areas,
doing
the
foot
patrols
and
yes,
if
a
beat
cop
is
on
duty,
I
instructed
them
when
they
foot
patrol,
when
officer
the
patrolman
or
throwing
clothes
out
front
will
control
it's
the
beat
cop
on
duty
in
that
area.
He
or
she
is
required
to
hook
up
with
that
officer
and
walk
to
be
with
them.
O
M
They're
gonna
walk
to
be
by
himself
the
same
as,
but
it
becomes
everyday,
be
cops,
walk
to
beat
by
themselves.
Patrol
officer
can
walk
you,
but
himself
explain.
Minutes
and
it'll
be
all
19
cars
on
that
shift,
and
obviously
it
won't
be
all
at
once.
Sergeant's
are
going
to
coordinate
when
they
go
out
on
the
foot
patrols
based
on
qualifying
to
certain
parts
of
the
city.
How.
B
M
Do
officer
of
the
trains,
the
train
or
the
best
to
keep
himself
safe,
take
whatever
measures
you
know
on
cop,
everyday
squashes,
so
they're
gonna
do
the
best
they
can
to
keep
them
safe.
We're
not
gonna.
Let
our
officers
in
hard
way
again
the
D
cop
walks
too
deep
all
day
by
himself
or
herself.
So
what
we're
asking
the
patrol
officers
do
is
nothing
to
them
to
become
to
us.
It's
just
for
my
short
time.
You
don't
have
the
time
to
do
it
all
day,
because
they're
answering
a
call.
P
P
Have
talked
to
officers
just
you
know
weapon
and
our
cameras.
Our
pictures
are
very
draining
they're,
not
quality
oftentimes,
we
more
times
than
not.
They
cannot
be
used
in
criminal
cases,
because
the
pictures
are
so
include
as
the
city
moves
towards
getting
on
internet.
Isn't
it
something
that
we
could
operate
our
cameras,
link
and
utilize.
Some
people
who
monitor
those
cameras
to
more
effectively
and
efficiently
use
the
police
force
that
is
on
patrol
during
those
hours
by.
M
P
D
F
M
You
talking
about
midnight
on
yeah
midnight
on
would
be
something
separate
and
dependent.
What
we're
talking
about
right
now,
the
protocol
we're
talking
about
right
now
will
be
8:00
a.m.
to
midnight,
but
your
area
has
a
need
for
officers
out
walking
at
the
after
midnight.
So
that's
something
we
specifically
could
discuss
with
you,
and
maybe
you
know,
put
something
together
for
your
area
to
meet
your
needs.
M
If
they're,
not
you
know
making
it
as
the
relationships
the
be
cop
reach
out
to
the
sergeants?
We
will
look
into
that.
It
could
be
a
training
issue.
Maybe
the
the
be
cop
needs
to
be
trained
in
some
concern
or
maybe
be
captain's.
I
realized
he
or
she's
not
making
those
relationships,
but
I
would
say
I
reach
out
to
any
use
supervisors,
and
we
could
address.
G
G
My
staff
and
I
are
going
to
be
listening
very
closely
to
the
recommendations
from
Mac
pack.
Is
this
as
we
move
forward
and
as
I
said
before,
based
upon
act,
acts
recommendations
if
things
need
to
be
changed
if
things
need
to
be
adjusted,
if
we
need
to
enhance
something
whatever
it
is,
we're
going
to
make
the
appropriate
adjustments.
S
S
Well,
it's
not
just
a
pop
ups
like
when
there's
something
going
on
in
the
plaza
there
when
there's
something
going
on
in
Washington
Park
their
homes,
their.
You
know
any
time
when
there's
stuff,
you
know
more
stuff
going
on
downtown
at
the
time,
Union.
Moreover,
the
the
path
there's
more
and
more
of
them
are
pulled
for
our
neighborhoods
or
you.
E
S
G
G
And
so,
if
there's
a
large
event,
that's
happening
in
the
city,
we
have
to
have
a
certain
amount
of
office
of
the
working
and
simply
in,
and
if
we
don't,
then
we
haven't
pull
from
whatever
resources
you
have,
and
so,
with
this
structure,
that
pressure
is
going
to
be
lessened
tremendously,
because
now
we
have
so
many
other
officers
in
other
places
to
cover
that
now
it's
I
probably
can't
say
it
enough.
It'll
never
happen,
because
we
don't
know
what
still
of
events
coming
here.
We
don't
know
what
other
kind
of
issues
they're
having
but
I.
A
D
A
The
rock
pot
contact
and
choose
wisely
it's
the
word
that
we
have
to
get
out
of
it.
There's
changes
hop,
everybody
isn't
happy
about
them.
A
lot
of
people
just
don't
know
what's
happening.
You
have
to
get
the
word
out
if
these
changes
are
happening.
Let's
take
a
look
at
it
and
be
vocal
about
it.
Okay,
I
thought
can
make
recommendations
unless
we
hear
from
people.
A
Be
getting
information
out
there?
Is
there
another
forum
coming
up
thinking
two
months,
but
the
forbs
are
only
one
thing:
we're
looking
for
people
right
now
and
trying
to
set
up
of
how
we're
going
to
do
this
evaluation
or
the
police
department.
The
chief
has
been.
The
chief
has
been
very
good
about
saying:
we're
gonna
have
full
access
to
all
the
information
we
need,
so
we're
gonna
be
looking
at.
Are
the
patrols
out
there
what
we're
going
to
be
looking
at
the
number
of
people
and
where
they
offer?
A
These
are
things
that
have
to
be
looked
at
because
that's
community
policing?
We
need
them
in
their
community.
So
we'll
look
at
that.
We'll
report
back
to
the
community
on
it
when
we
start
getting
information,
we're
going
to
have
to
come
up
with
some
other
ways
of
giving
information
back
down
to
the
community.
I
thought.