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From YouTube: Public Safety Committee
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B
B
B
B
Meeting
code
9477,
your
phone
will
be
muted,
you'll
hear
the
meeting
live
at
this
point.
Callers
will
will
here
for
more
options.
Press
star,
3.,
pressing
star
3
will
allow
callers
to
continue
to
listen,
live
and
join
the
speaker
queue
as
stated
on
the
agenda.
Public
comment
will
now
be
heard
at
the
beginning
and
the
end
of
the
public
safety
meeting.
Callers
may
comment
only
once
during
these
general
public
comment
sessions,
either
during
the
beginning
or
end
of
public
comment
period.
Not
both
callers
will
have
three
minutes
each.
B
We
will
be
taking
public
comment
after
council
and
staff
introduction.
So
if
you
would
like
to
make
a
comment,
please
join
the
speaker,
q
now
by
pressing
star
three,
if
you're,
watching
the
meeting
through
the
live
stream,
while
you're
listening
to
the
meeting
by
phone,
please
be
sure
to
turn
down
the
volume
on
your
device
before
speaking
I'll
now
go
through
and
introduce
all
the
committee
members
and
staff
who
are
participating
virtually
just
give
us
a
quick
hello,
councilwoman
kilgore.
B
A
Yes,
we
have
two
callers
and
I'll.
Let
you
know
if
any
more
join
in
okay.
H
H
Now
that
we've
seen
it
can
be
done.
I
encourage
this
committee
to
require
the
same
advanced
publication
of
documents
for
all
future
meetings.
Regarding
apd's
presentation,
I
call
the
committee's
attention
to
a
few
points.
First,
I
want
to
point
out
what
is
missing.
At
the
last
council
meeting
apd
presented
questionable
data
and
significant
policy
changes.
That
information
was
never
brought
to
this
committee
and
it
appears
there's
no
plan
to
do
so
in
the
future.
I
encourage
this
committee
to
do
its
job
and
provide
oversight
and
opportunities
for
public
input
on
these
significant
policy
changes.
H
The
presentation
does,
however,
contain
six
slides
justifying
actions
in
aspen
park.
I
encourage
this
committee
to
ask
necessary
questions.
For
example,
public
records
indicate
that
apd's
7-day
notice
for
camps
was
still
in
effect
in
december
2021..
How
can
apd's
actions
be
within
policy?
If
that's
the
case,
the
disconnect
between
publicly
available
policies
and
what
officers
on
the
ground
are
saying
is
concerning
regarding
the
arrest
of
journalists,
this
committee
must
again
ask
questions
what
steps
did
apd
take
to
allow
the
press
to
do
their
job?
H
H
H
The
city's
press
release
states.
This
idea
is
in
the
exploratory
stage
and
has
not
been
presented
to
council
for
policy
consideration.
Yet
public
records
clearly
indicate
the
council
was
in
fact
presented
with
a
policy
proposal
at
your
check-ins
last
week
that
and
the
details
of
that
policy
proposal
further
contradict
the
city's
press
release
as
members
of
council.
You
know
that
the
city's
press
release
was
inaccurate,
yet
I
haven't
heard
any
of
you
speak
up
and
clarify
the
facts
to
the
public.
Your
silence
is
deafening
to
the
members
of
this
committee.
It's
time
to
shift
course.
H
Do
the
right
thing
and
tell
the
truth:
you're,
considering
a
wildly
unpopular
ordinance
that
betrays
the
values
many
in
our
city
hold.
This
effort
was
never
mentioned
at
a
public
meeting.
Yet
council
was
receiving
reports
from
staff.
It
appears
that
this
work
was
happening
behind
closed
doors
intentionally.
H
I
I
I
I
think
it's
also
important
that
we
follow
the
cdc
guidelines
around
the
dispersal
of
camps.
We
are
still
in
the
middle
of
covid.
We
are
also
in
the
middle
of
winter,
and
I
did
not
see
any
information
in
the
new
apd
policy
around
how
things
might
be
treated
differently
in
the
wintertime.
There's
basic
human
necessities
that
are
harder
to
meet
for
our
unhoused
populations
in
these
colder
months,
not
to
mention
covid,
and
I
think
that
should
be
taken
strongly
into
consideration.
When
deciding
about
dispersing
or
not
dispersing.
These
camps.
I
I
think
we
need
to
really
understand
this
issue
better
about
what
I've
actually
accomplished
when
camps
are
dispersed.
How
is
that
supposed
to
help
our
community,
even
those
business
owners
or
people
who
are
complaining
about
trash
and
needles
and
other
things?
What
happens
when
a
camp
gets
dispersed?
I
B
Okay,
thank
you.
Moving
on
to
the
next
item
on
our
agenda.
Is
there
a
second
to
approve
the
minutes?
Can
I
get
a
motion
move
to
a
second
okay
I'll?
Do
a
roll
call
got
it
councilwoman?
B
B
Minutes
have
been
approved
before
we
go
any
further.
I
think
we
have
another
new
addition
to
our
city
team.
I
failed
to
introduce
rachel
wood
she's,
a
new
assistant
city
manager.
I
think
this
is
her
first
committee
meeting.
She
might
she
may
be
assigned
to
this
committee
so
welcome
to
you
rachel
uncle.
Thank.
A
B
Good
morning,
good
morning
to
you
all
right,
our
next
item
is
a
franchise
agreement
for
pedicab
service.
Ken
putnam
will
present
this
item.
D
Thank
you
vice
mayor
smith
and
council
members,
we'll
give
it
a
second
for
it
to
load
next
slide,
please
jaina!
Thank
you
this.
This
is
a
franchise
agreement
by
is
going
to
be
named
blue
ridge
rickshaw,
and
they
want
to
provide
a
pedo
bicycle
taxi
service
in
asheville,
and
this
is
classified
as
a
slow
moving
vehicle
operation
which
could
have
a
minor
impact
on
vehicular
traffic
flow.
So,
in
the
past,
we've
brought
these
requests
to
the
public
safety
committee
for
review
and
input
next
slide.
D
D
The
residential
service
areas
include
the
burton
street
hillcrest,
lee
walker
heights,
bursting
walton
livestream
heights
communities
and
there's
a
complete
list
in
the
franchise
agreement
itself.
The
service
plans
to
operate
seven
days
a
week
between
seven
a.m
and
thr.
Until
three
am
next
slide,
please,
it
will
be
prohibited
from
operating
on
any
public
street
where
the
speed
limit
is
35
miles
per
hour
or
higher
third-party
advertising
on
the
outside
of
the
vehicle
is
not
allowed,
and
the
applicant
is
aware
of
this
requirement.
J
Yes,
thank
you.
So
in
the
past,
when
we've
seen
a
business
seeking
to
use
the
public
right
or
way
for
profit,
these
kinds
of
proposals
have
come
through
the
multimodal
transportation
commission
and
as
the
liaison
to
that
advisory
board.
I
haven't
seen
this
on
an
agenda.
I'm
not
aware
that
it
has
so.
Could
I
receive
clarion
if
it
has
already
gone
to
or
is
intended
to
go
to
the
multimodal
for
recommendation.
D
J
Right
so,
while
I
do
appreciate
that
it
is
coming
here,
we
do
have
the
highest
bike
and
pedestrian
accident
ratio
in
the
state
of
north
carolina.
I
also
acknowledge
that
this
is
a
non-vehicular
mode,
so
I
had
a
couple
specific
questions
for
this
presentation.
D
J
J
K
Yes,
hey,
my
name
is
jordan
rivnick.
The
only
thing
is
just
timing.
I
was
looking
to
get
started
spring
so
april
or
may,
and
it
just
affects
the
amount
of
time
for
me
to
purchase
the
vehicle
and
get
started
so.
J
Thank
you.
I
appreciate
that,
and
I
think
this
really
comes
down
to
the
internal
process
and
the
expectation
that
our
advisory
boards
be
able
to
navigate
this
before
it
comes
to
a
council
committee
and
then
a
very
specific
question
that
I
have
around
this
presentation
is
impeding
the
traffic
flow.
J
So
we
know
from
multiple
studies
that
traffic
moving
slower
is
safer
for
everyone
using
any
mode
of
transportation.
I'm
prepared
to
recommend
this
to
the
full
council,
but
as
a
process
part,
I
do
still
have
the
same
concerns,
so
I
think
we
could
do
better
in
the
future
right
did
you
want
to
chime
in.
L
Thank
you,
madam
chairman.
I
I
just
want
to
add
a
little
additional
context
to
the
points
that
councilwoman
rony
was
making
from
a
process
standpoint.
It's
important
to
note
that
these
particular
agreements,
which
would
be
a
franchise
agreement
in
nature,
actually
require
two
separate
readings
before
the
council.
So,
in
terms
of
planning
this
out,
we
would
have
two
separate
meetings,
so
we'll
take
approximately
a
full
month
of
council
before
they
could
make
a
final
determination,
and
I
just
want
to
make
everyone
aware
of
that
from
a
timing
perspective.
J
So,
just
as
a
process
point,
if
public
safety
makes
a
recommendation
today
to
send
this
forward
to
council,
then
we
have
the
multimodal
recommendation
and
for
some
reason
in
a
franchise
agreement
in
the
future.
If
an
issue
was
brought
forward
public
safety,
I
would
just
ask
that
we
address
that
again.
B
B
I
recommend
that
public
safety
committee
approve
a
motion
recommending
that
the
franchise
agreement
to
blue
ridge
rickshaw
to
operate
a
pedal
bicycle
taxi
service
with
the
city
of
asheville,
be
moved
to
full
council
for
review
and
approval,
and
we
have
a
second
there
do
a
roll
call
vote
for
approval,
councilwoman,
kilgore.
G
D
Thank
you,
everyone
and
we
will
make
improvements
to
our
internal
process.
I
can
assure
you
that.
B
E
Thanks
chi
good
morning,
everybody
and
thank
you
for
having
myself
kelly
hines
as
a
fire
marshal,
as
well
as
a
fire
department
to
speak.
E
We've
made
great
strides
in
continuous
improvement
in
the
public
safety
realm
of
the
fire
department,
fire
prevention,
which
is
the
fire
marshal's
office,
and
about
two
years
ago
we
went
to
a
new
restructure
if
you
can
go
to
the
next
slide.
Please
jenna,
thanks
in
that
purpose
of
restructuring,
was
to
to
try
to
improve
safety,
increase
resources
and
better
our
outcomes
in
all
areas
of
the
fire
marshal's
office.
E
E
E
So
let
me
tell
you
a
bit
about
fire
inspection
fire
investigations
we
by
this
date,
the
fire
chief,
is
tasked
with
making
sure
that
all
fires
that
occur
within
the
jurisdiction
are
investigated.
The
purpose
of
that
is
simply
to
find
what
the
cause
and
the
origin
of
that
fire
was.
Once
we
have
that
data,
we
can
then
try
to
prevent
it
or
minimize
the
impact
of
the
fire
that
occurred
and
fires
that
may
occur
in
the
future.
E
We
can
identify
trends
that
happen
over
time
and
that's
exactly
you
know
at
the
point
that
we're
just
now
receiving
enough
data
in
our
collection
to
provide
some
better
outcomes.
E
We
have
also
in
that
restructure,
teamed
up
with
apd
and,
along
with
that
coordination,
we
have
been
able
to
increase
the
closure
of
fire
investigations
that
are
of
criminal
nature,
because
we
asked
the
professionals
that
deal
with
crimes
on
a
regular
basis
to
help
us
in
specializing
in
those
crimes
and
apd
has
helped
us
achieve
better
outcomes
in
that
area
as
well.
E
M
All
right
good
morning,
everyone,
so
the
asheville
fire
department
has
a
fire
investigation
program,
is
very
structured
and
very
unique.
We're
one
of
a
few
fire
departments
in
the
state
of
north
carolina.
M
So
this
slide
right
here
talks
about
the
number
of
fires
that
we
have
investigated
from
our
fm10
position,
so
you
can
see
in
2016
we
had
about
73
and
then
now,
as
of
last
year,
we
were
at
109
fires
that
we
have
investigated
this
year.
When
I
did
this
slide,
we
were
at.
We
had
five
fires
so
far
for
this
year
and
as
of
today,
we're
up
to
11..
M
If
you
will
go
to
the
next
slide,
please
so
some
of
the
outcomes
from
our
program,
as
as
I
talked
about
in
2016,
we
had
73
fires
and
out
of
those
we
were
able
to
determine
the
origin
and
cause
71.3
percent
of
the
time.
So
when
we
say
determine
the
the
cause
we
have
to
do,
we
have
to
follow
the
scientific
method,
as
outlined
in
nfpa
921,
which
is
the
guide
for
fire
and
exploding
investigations.
M
And
essentially,
if
we
have
two
hypotheses
we
cannot
roll
out,
then
we
have
to
call
the
fire
an
undetermined
fire,
so
we
were
able
to
determine
the
cause
71
percent
of
the
time,
which
is
pretty
pretty
good
for
2016..
M
We
had
14
incendiary
fires,
which
incendiary
fire
is
a
fire
that
is
purposely
set,
so
we
had
five
arrests
and
that
was
about
a
35.7
clearance
rate.
We
didn't
have
any
any
records
on
what
happened
after
the
arrest
was
made.
That
was
due
to
in
2016.
We
had
a
fire
investigator
that
was
hired
through
the
fire
department,
but
it
was
also
a
sworn
officer,
so
they
maintained
all
their
own
records
and
some
of
those
records
are
were
still
held
under
lock
and
key
due
to
the
nature
of
criminal
investigations.
M
So
since
this
reorganization,
as
of
last
year,
we
had
109
fires
investigated
and
we
were
able
to
determine
the
origin
and
cause
84.5
percent
of
the
time
which
was
about
a
13
increase.
So
that's
that's
excellent
work.
We
had
12
incendiary
fires
as
of
last
year,
so
we
had
one
arrest
and
four
individuals
were
committed
to
mental
health
programs,
so
that
allows
for
a
41.6
clearance
rate.
I
put
a
note
on
here
that
that's
a
5.9
improvement
from
2016
and
it's
18
above
the
national
average.
M
So
that's
that's
great
work
using
this
this
model
and
being
assisted
by
apd.
If
you
will
go
to
the
next
slide,
please
so
out
of
all
the
fires
that
we
have
investigated,
here's
the
the
trends
of
what
we're
we're
seeing.
So
our
our
largest
cause
of
fires
is
cooking,
which
is
in
line
with
the
national
average
about
31
and,
as
you
can
see,
we
have
28
vehicle
fires
and
it
just
kind
of
goes
down
from
there.
M
So,
as
of
last
year,
we
5.9
just
shy
of
six
percent
of
all
of
our
fires
were
set
fires.
If
you
will
go
to
the
next
slide,
please.
So
how
do
we
use
these
trends?
So
we
offer
public
educational
opportunities
so
being
the
supervisor
for
our
fire
life
safety
educator,
any
information
we
gain
from
fire
investigations.
We
turn
over
to
them
if
they're
able
to
educate
the
public
to
prevent
fires.
M
So
if
we
have
a
fire
in
an
apartment,
building
due
to
unattended
cooking,
our
educator
can
provide
safety
and
training
to
those
to
the
apartment
complexes
really
quickly,
so
that
it's
still
fresh
on
people's
minds
and
they
can
start
keeping.
You
know
just
have
a
better
understanding
of
what
the
innocent
happened.
While
it
was
still
fresh
on
their
mind.
M
We
do
have
a
some
juvenile
fire
center
that
we
come
across
on
time
to
time
and
we
are
working
to
revamp
our
juvenile
fire
center
program
to
provide
better
assistance
to
them
to
break
that
habit
prior
to
them
going
to
a
criminal
court
code
enforcement.
If
we
find
something
that
is
caused
due
to
a
fire
code
violation,
we
provide
that
information
to
our
inspectors,
so
they
can
better
educate
our
our
businesses
unsafe
products.
Last
year
we
found
a
light
ballast
that
was
unsafe
product.
M
M
If
you
will
go
to
the
next
slide,
please
so
in
2019,
the
asheville
fire
department
received
a
fema
fire
prevention
safety
grant
and
devoted
to
updating
our
fire
investigation
equipment.
So
as
as
such,
we
provided
each
investigator
personal
protective
equipment,
respiratory
protection
to
prevent
or
reduce
our
cancer
risks
for
investigators,
new
tools,
new
fire
scenic
excavation
equipment,
new
lighting,
new
documentation
equipment
and
a
new
matterport
camera
that
we're
really
excited
about.
M
If
you
want
to
go
to
the
next
slide,
please
so
what
the
matterport
camera
is
a
3d
imaging
camera
and
allows
investigators
to
do
a
virtual
walk-through
of
a
fire
scene
after
the
fact,
this
allows
us
to
work
closely
with
our
suppression
personnel
for
their
after
action
reviews,
be
able
to
explain
to
insurance
investigators
what
we
found
and
if
we
were
to
ever
go
to
court.
We
would
be
able
to
take
that
to
court
with
us
there's
a
link
down
there,
the
https
dot.
My
my
excuse
me
my
matterport.com.
M
A
M
So
what
this
camera
allows
us
to
do
like
I
said
it's
a
virtual
walkthrough,
so
we
can
actually
manipulate
this
this
this
view
to
be
able
to
walk
through
this
entire
fire
scene
together
each
time
so
yeah
you
can.
M
As
you
can
see,
you
can
view,
what's
what's
around
you
in
3d,
but
anywhere
on
the
floor
level,
where
there's
that
white
circle,
if
you
can
see
one
of
those
probably
close
to
one
of
those
heaters
by
that
door,
we'll
actually
be
able
to
move,
move
the
camera
closer
and
be
able
to
walk
through
that
entire
fire
scene.
So
this
is
unfortunate
to
that
csi
effect
that
we
see
from
tv.
This
is
the
type
of
thing
that
juries
and
attorneys
and
other
places
are
expecting
us
to
be
able
to
provide.
M
So
now
that
we
have
this
tool,
this
is
we
are
being
able
to
to
offer
this
like.
I
said
this
is
just
a
great
tool.
We
were
really
excited
to
show
this
off
and
to
let
you
know
that
this
is
something
that
we
were
provided
through.
A
fema
grant
so
feel
free
to
if
you
have
access
to
that,
that
link
after
this
presentation
feel
free
to
take
a
look
at
it
and
and
walk
through
that
fire
scene.
M
So
that's,
I
believe
what
we
have
for
for
our
presentation.
If
anyone
has
any
questions
I'll
be
happy
to
answer
those.
M
J
Ma'am
ken
well,
first
I'll
start
with
a
thanks
to
kelly
and
bill
and
your
team
for
presenting
this
information,
and
I
wanted
to
start
with
what
does
breaking
a
habit
of
juvenile
fire
setting.
Look
like.
M
M
J
M
M
So
right
now,
that's
that
juvenile
does
have
a
potential
of
being
charged
with
a
felony
of
burning
with
certain
school
buildings.
So
our
goal
would
be
to
work
with
the
district
attorney's
office
to
instead
of
pursuing
criminal
charges,
which
would
follow
them
for
their
their
adulthood
would
be
to
get
them
into
an
education
program
and
get
health
and
human
services
involved
to
prevent
those
fires
from
happening
again.
J
I
really
appreciate
that,
so
what
I
saw
a
lot
of
today
gives
me
a
great
sense
of
hope
and
appreciation,
so
what
I
heard
was
there's
a
serious
effort
to
look
at
the
cause
and
origin.
Those
were
the
words
that
were
used
to
review
trends
with
the
purpose
of
seeking
better
outcomes,
and
I
really
appreciate
that.
So
I
think
the
part
for
me,
that's
still
missing
is
I
saw
the
trend
data
from
2021.
So
now
the
public
has
two,
but
I'm
hoping
we
can
come
back
and
see
a
maybe
longer
term,
like
here's.
J
F
Okay,
thank
you,
jenna.
I
was
asked
today
to
update
public
safety
on
our
current
levels
of
staffing
and
also
on
our
recruitment
efforts.
Next,
please,
the
key
takeaways
from
this
presentation
since
may
of
2020
apd
has
lost
97
officers.
F
Although
we
have
179
sworn
officers,
27
are
currently
in
training,
that's
either
field
officer,
training
or
field
training
officers
or
basic
law
enforcement
training,
and
they
are
not
available
for
solo
patrol
at
that
time,
which
leaves
us
down
36
percent
of
our
sworn
strength
on
a
daily
basis.
F
We
have
133
officers
available
for
duty
on
a
daily
basis,
which
leaves
us
down
44
of
our
sworn
strength
on
a
daily
basis.
This
is
the
highest
level
we
have
been
at
since
may
of
2020
down
44
on
a
daily
basis.
F
Regarding
attrition
what
we
know,
how
many
officers
we
normally
use
lose
per
year
and
you
can
see
the
tremendous
spike
in
2020
and
2021,
despite
the
fact
that
we
were
able
to
hire
25
officers
in
2021,
you
can
see
that
we
lost
39,
so
our
rate
of
attrition
is
higher
than
our
ability
to
find
replacements.
F
Next,
please,
this
just
kind
of
shows
going
back
to
may
of
2020
just
the
losses
that
we
incurred
month
to
month
to
the
present
day
and
really
what
we're
just
trying
to
say
here
is
you
know
you,
you
can
see
already.
We've
lost
four
officers
in
january
of
2022,
so
the
losses
are
continuing.
We're
we're
not
seeing
really
much
of
an
abatement
in
in
officers
not
leaving
it.
It
continues
at
a
steady
rate.
F
Next,
please!
This
is
our
staffing
by
division.
You
can
see
that
our
patrol
operations
we're
64
below
criminal
investigations
down
by
58
community
engagement
down
50
percent,
our
management
team.
You
know
just
running
the
daily
operations
and
professional
standards
and
property
rooms
and
things
like
that.
We're
fully
staffed
and
we
need
to
be
fully
staffed,
but
you
can
see
significantly
down
in
both
patrol
and
criminal
investigations
and
community
engagement
is
where
we're
have
the
highest
percentage
of
vacancies
and
then,
of
course,
down
at
the
bottom.
You
can
see.
F
As
far
as
recruitment
goes,
police
recruitment
excuse
me
is
difficult
in
asheville,
that's
different,
difficult
across
north
carolina
and
in
agencies
across
the
country,
the
18
000
agencies
across
the
country.
So
everyone
is
having
a
difficult
time
in
law
enforcement
not
only
retaining,
but
in
obtaining
replacements
we
do
have
replacements
coming.
However,
the
timeline
to
get
them
to
solo
patrol
on
the
road
and
get
them
on
the
street
is
significant.
F
F
Jenna
there
yeah
these
are
just
some
headlines.
We
clipped
from
all
over
the
country
from
philadelphia
some
of
the
biggest
cities
in
america
with
new
england
states,
everybody's
struggling
right.
Now,
it's
it's
not
just
us.
Of
course,
we
have
been
hit
particularly
hard
percentage-wise.
F
We
have
seen
some
of
the
biggest
losses
than
any
other
agency
in
the
country,
but
it
is
a
national
issue.
Next,
please!
F
F
We
have
10
possible
recruits
scheduled
for
our
july
22
blet
class.
They
will
not
be
available
until
april
of
2023,
so
it
really
takes
about
14
months
by
the
time
someone
comes
in
shows
an
interest
in
working
for
apd
and
they
fill
out
their
application.
It
takes
about
14
months
to
actually
get
them
to
the
street.
F
We
had
hoped
we
were
working
with
av
tech
to
hope
to
potentially
run
a
class
in
march,
but
that
just
fell
through
because
we
could
not
get
the
potential
recruits.
We
could
not
get
them
here
fast
enough
for
a
march
class,
so
the
class
size
was
just
not
big
enough
for
them
to
run
a
full
training
academy.
F
So
again,
the
the
timeline
to
get
them
here
is
considerable.
It's
14
months!
F
As
I
said,
council
approved
in
december
of
21
a
contract
with
epic
recruiting.
This
will
greatly
enable
apd
in
the
city
of
asheville
to
be
shown
on
a
national
level
as
a
great
place
to
serve
and
work.
F
What
we'll
be
looking
to
do
is
showcase
the
professionalism
of
being
a
law
enforcement
officer
for
one
of
western
north
carolina's
outstanding
places
to
call
home,
so
we're
really
going
to
feature
the
quality
of
life
that
we
have
to
offer
here:
the
mountains,
the
people,
the
culture
and,
of
course,
safety
all
for
a
connected
for
a
great
quality
of
life.
Our
contract
with
epic
recruiting
is
for
two
years,
and
our
team
is
aggressively
working
on
moving
forward.
Epic
will
be
here,
beginning
in
march
to
to
start
their
work
with
us.
F
N
N
Okay,
so
before
I
start
and
move
into
the
slides
I'll
introduce
myself,
like
the
chief
said,
my
name
is
janae
tune.
I
am
the
digital
marketing
director
with
epic
recruiting.
I
also
sit
on
the
oro
valley,
police
department's
chief
chiefs
advisory
board,
where
I
help
out
with
recruitment
and
specifically
recruiting
in
diversity
and
inclusion,
and
so
the
way
that
we
do
this
there's
kind
of
a
multi-pronged
approach.
Jenna,
if
you
want
to
hit
the
next
slide,
the
way
that
we
do.
N
This
is
obviously
the
two
key
things
that
need
to
happen
is
that
trust
needs
to
be
built
within
police
agencies
and
the
surrounding
community,
or
you
know,
city
that
they
support
as
well
as
the
story
being
told.
I
can
definitely
echo
what
the
chief
is
saying
about
this
being
a
national
problem.
N
We
are
busy
beyond
belief
in
fact,
yesterday
and
today
I
was
actually
presenting
at
the
ninth
annual
police,
recruitment
and
retention
summit
in
philadelphia,
and
there
were
over
a
hundred
departments
just
at
this
one
event
that
they
put
on
they
put
on
multiple
throughout
the
year,
all
with
the
same
exact
story.
All
with
you
know,
very
high
attrition
rates,
and
so
we've
recognized,
obviously
that
there's
a
problem
and
so
the
way
that
we
battle.
This
is
through
a
two-pronged
part,
at
least
in
the
digital
marketing
regard.
N
We
do
this
in
social
media
content,
and
we
do
this
in
paid
advertisement
and
so
some
of
the
the
ways
that
we
do,
that
some
of
the
approaches
that
we
have
are
to
one
to
use
counter
stereo
to
type
imagery
on
websites,
social
ads
to
kind
of
rectify
the
misconceptions.
So,
if
you
think
about
it,
obviously
we
all
know
that
there
is
a
narrative
that
surrounds
law
enforcement
right
now
and
it's
not
always
for
each
department.
N
This
is
not
always
based
on
the
department's,
true
heart
or
their
conduct,
or
their
desire
as
an
agency,
and
so
a
lot
right
now,
a
lot
of
people
when
they
think
about
police
officers.
The
idea
that
they
have
in
their
head
is
them
kicking
down
doors,
and
you
know
holding
people
on
the
ground
and,
and
so
what
we
do
is
we.
You
know
we
show
police
officers
in
in
our
high
content
or
high
engaging
content.
N
We
utilize
imagery
that
is
counter
stereotypical,
so
we've
got
you
know,
as
you
see,
even
in
this
photo,
women
in
law
enforcement
people
have
different
ethnic
backgrounds
in
law
enforcement,
because
I
think
there
are
a
lot
of
people
that
believe
that
that
doesn't
exist
or
rarely
exists,
or
that
they
can't
survive
in
that,
because
they've
got
to
choose
a
side
in
some
way
or
another
them
smiling,
so
that
you
know
we
remember
that
police
are
kind
and
that
they
serve
the
public.
N
So
we're
very
intentional
about
the
content
that
we
put
out,
because
that
helps
to
tell
the
story
of
asheville
police
department
so
that
the
view
someone
has
when
they
think
about
a
career
in
law
enforcement,
isn't
one
put
there
by
people
who
don't
know
asheville
police
department,
or
you
know,
officers
or
the
chief.
The
next
thing
is
this
is
kind
of
a
best
practice
that
we
put
into
play
that
we
also
hope
that
the
department
echoes
as
well
and
that's
celebrating
holidays
of
underrepresented
cultures
within
social
media
posts.
N
The
biggest
thing
for
recruiting
diverse
demographics
is
to
allow
them
to
feel
like
they
can
see
themselves
in
that
position
to
truly
be
able
to
relate
and
feel,
seen
and
so
celebrating
holidays
that
aren't
the
major
holidays
of
christmas,
but
you
know
kwanzaa
hanukkah
juneteenth,
you
know
allows
people
to
see
that
asheville
not
only
knows
that
these
things
exist
but
supports
these
cultures
as
well
as
welcomes
them
into
their
agency
culture.
One
or
two
social
posts
per
month
are
dedicated
to
highlighting
women
and
people
of
color.
These
are
not
stock
images.
N
These
this
is,
you
know,
people
from
the
agency
and
again
this
kind
of
speaks
to
telling
asheville's
story,
and
so
you
know
in
the
last
50
to
100
years,
police
really
have
not
had
to
worry
about
telling
their
stories.
N
People
grew
up,
wanted
to
be
police,
and
we
know
that
during
recent
events,
this
has
kind
of
shifted
and
they're
having
a
hard
time
recruiting
and
retaining,
and
so
this
just
basically
allows
us
to
to
get
in
front
of
things
and
and
tell
asheville
police
department
story,
and
so
it
you
know,
highlights
some
of
the
women
that
be
maybe
they're.
People
of
color
people
of
different
sexual
orientations.
N
Just
to
be
able
to
highlight
that
asheville
police
department
is
a
place
where,
where
different
different
demographics
can,
you
know,
become
a
part
of
the
team
as
well
as
thrive
and
succeed.
We
also
run
multiple
ad
campaigns
which
contain
copy
meaning
just
wording
and
graphics
that
promote
promote
both
gender
and
ethnic
diversity.
So
we'll
have
you
know,
probably
10
to
12
campaigns
that
are
running
all
of
them.
With
a
specific
goal
in
mind.
N
Excuse
me
obtaining
more
women
obtaining
you
know,
more
ethnic
diversity,
whatever
it
is,
that
asheville
is
looking
for,
and
I
know
that
they've
presented
a
desire
to
do
so
to
expand
and
to
recruit
a
more
diverse
field
of
you
know,
applicants
and
lateral
transfers,
and
then
we
also
utilize
specially
targeted
audience
features
for
inclusive
and
expansive
reach
of
those
diverse
individuals.
N
The
great
thing
about
social
media
and
being
in
2022
is
that
platforms
like
instagram
facebook.
They
really
allow
us
and
google
ads
as
well.
They
really
allow
us
to
target
certain
audiences.
So
if
I'm
creating,
you
know
an
ad
campaign
to
speak
to
and
appeal
to
an
african-american
audience
or
the
female
audience,
I
can
really
target
that
specific
audience
within
a
specific
region.
N
So
not
only
does
it
get
to
the
right
person
or
your
ideal
candidate,
but
then
also
we
can
watch
on
the
back
end
and
see
how
those
perform
and
all
of
those
things
are
just
kind
of
standards
of
how
we
operate
and
the
the
tangible
things
that
we
do
within
digital
marketing
to
ensure
that
we're
recruiting
and
making
asheville
police
department
feel
like
it's
a
place
that
you
know
anyone
can
be
and
feel
comfortable
and
feel
supported.
N
If
you
go
to
the
next
slide,
this
is
now
considerations
and
best
practices
that
we
recommend
to
asheville
and
carry
out
with
them
through
digital
marketing
and
the
rest
of
our
recruiting
services
to
make
sure
that
asheville
police
department
truly
is
a
place
where
anyone
can
come
and
be
accepted
and
supported,
and
so
obviously
the
first
step
to
fixing
a
problem
is
to
admit
that
there
is
a
problem
and
so
there's
no
real
way
to
successfully
recruit
people
in
a
diverse
population.
N
Without
acknowledging
and
repairing
that
relationship
between
the
two
and
so
building
trust
is
a
there's
going
to
have
to
be
an
intentionality,
and
so
we
obviously
help
out
with
that
as
well
and
hope
that
that
the
department
echoes
these
same
things
and
so,
like
I
said
we,
we
hope
to
and
plan
to
reverse
that
occurrence,
specifically
within
asheville
and
the
community,
that
it
serves
with
the
digital
marketing
strategies
that
I
talked
about
in
the
first
slide.
N
It's
also
done
with
the
department,
by
conducting
open
dialogue
and
kind
of
assessing,
taking
inward
looks
at
the
department,
the
culture,
the
policies
from
which
I've
you
know
heard.
Just
in
this
this
committee
meeting,
it
seems
as
though
the
entire
city
of
asheville
really
has
a
commitment
to
assessing.
N
If
policies
are,
you
know
beneficial
so,
and
we
do
that
as
well,
so
on
the
social
media
posts
it
allows
obviously
for
for
possible
recruits
or
possible
new
hires
or
just
people
in
the
public,
on
the
recruitment,
specific
social
media
that
we'll
build
it'll,
allow
them
to
engage
in
us
to
engage
positively
as
well,
which
also
will
speak
to
telling
the
story
correcting
any
misconceptions
about
asheville
and
then
on.
The
next
slide,
you'll
see
that
the
next
consideration
of
best
practices.
Oh,
can
we
go
back
one?
N
Oh
there's
one
missing,
so
I'm
going
to
I'll
just
tell
you
this
one,
so
that
is
to
start
young,
reaching
young
people
of
different
genders
and
backgrounds
and
ethnicities.
N
It's
really
important
to
start
trying
to
reach
whether
that's
through
advertising
social
media,
community
programs
reaching
them,
while
they're
still
forming
their
identities
and
world
views,
because
this
allows
them
to
be
open
to
law
enforcement
and
the
positive
truth,
like
I
said
nothing
about
what
I
do
is
about
manipulation
or
mistruth.
N
All
of
it
is
just
highlighting
positive
truths
about
asheville
law
enforcement,
and
you
know
our
team
has
the
unique
ability
to
do
that,
because
not
only
do
we
understand
and
appreciate
and
are
considerate
of
and
passionate
about,
law
enforcement,
but
we
are
just
as
passionate
about
you
know:
gender
diversity
and
ethnic
diversity,
and
so
it
puts
our
team
and
even
more
specifically
me
in
this
really
unique
position
to
be
able
to
make
police
departments
successful
in
that
regard,
because
we
stand
for
both
of
them
with
equal
passion.
N
N
If
there's
any
community
programs
like
an
explorers
program
or
cadet
program
or
mentorship
program,
your
school
resource
officers,
those
are
the
kind
of
things
that
we
take
and
then
we
use
those
same
digital
market
marketing
strategies
to
push
those
out
to
the
community
and
also
you
know,
to
address
those
current
issues
and
you
know,
fix
those
mis
representations
as
curriculum
and
any
of
that,
if
you
guys
have
citizens
academies
or,
like
I
said,
explorer.
N
Cadets
really
being
able
to
start
young
and
addressing
that,
because
looking
the
other
way
obviously
isn't
a
way
to
tell
someone
hey,
we
see
you
and
we
want
you
here
so
the
next
slide.
This
is
just
to
be
overt
and,
like
I
said
with
all
of
these
steps.
N
These
are
things
that
epic
recruiting
will
be
doing
on
behalf
of
asheville
police
department
and
also
suggesting
that
they
echo
within
the
agency
themselves,
but
really
just
being
intentional,
and
this
is
in
office
and
online,
and
so
you
just
want
to
be
able
to
show
your
heart.
You
know
we
know
that
police
officers
have
amazing
hearts
and
that
there
is
massive
sacrifice
and-
and
we
also
know
on
the
other
side,
that
there
are
you
know
or
cultures
that
feel
unseen,
or
that
there
is
strain
on
that
relationship
between
them
and
law
enforcement.
N
And
so
we
really
just
want
people
who
are
looking
to
be
able
to
not
only
feel
like
they
can
see
themselves
in
the
position,
but
to
see
that
they
can.
All
of
them
is
supported
in
the
position
so
because,
obviously,
if
you
look
at
someone
like
myself,
if
I
was
to
be
a
recruit
for
asheville
police
department,
I
am
going
to
be
in
law
enforcement,
and
I
am
also
going
to
be
an
african-american
woman.
N
N
I
know
the
the
heart
of
the
chief
and
the
command
staff
is
really
to
have
diversity
really
to
show
that
they
are
community
oriented
and
that
they
want
the
city
to
thrive,
and
so
our
job
is
to
just
be
very
overt
and
pushing
that
via
content
via
you
know,
wording,
advertising,
recruitment,
specific
social
media
and
just
ensure
be
ensuring
that
the
community
around
them
knows
that
this
is
their
heart
rather
than
allowing
you
know,
maybe
a
national
stage
or
a
personal
experience
that
they've
had
in
the
past
to
write
that
narrative
we
get
out
and
so
really
asheville
police
department
is
already
asheville
police
department
and
they
are
already
great
people.
N
Our
job
is
to
just
tell
that
story
to
everyone
else,
and
so
that's
kind
of
the
way
that
epic
recruiting
works.
There's
obviously
some
you
know
web
design
and
things
of
that
nature
as
well,
but
as
far
as
the
digital
marketing
aspect,
those
are
kind
of
the
ways
that
we
plan
on
getting
in
front
of
that
and
to
speak
to
that.
Like
I
said,
we've
got
hundreds
of
departments
across
the
region
that
you
guys
are
in
as
well
as
thousands
across
the
nation
that
are
having
these
same
problems.
N
Aurora
colorado
berkeley
was
having
very
severe
issues.
You
know
everyone
is
really
in
that
place,
and
these
are
clients
of
ours
that
we've
not
only
employed
these
practices,
but
watch
them
be
able
to
succeed
specifically
in
in
the
the
city
I
live
in
in
arizona.
N
You
know,
I've
done
these
same
things
and
pushed
this
same
thing
within
our
department
and
we've
seen
large
increases
in
female
officers
and
officers
of
different
sexual
orientations
as
well
as
ethnic
backgrounds,
and
so
these
things
truly
work,
and
so
we're
really
excited
to
be
able
to
do
that
with
asheville
and
to
be
able
to
create
and
help
them
create
a
department
where
their
department
reflects
their
community,
because
I
think
we
all
know
that
if
a
department
reflects
what
the
community
makeup
is,
they
are
better
at
policing
that
community,
and
so
that's
just
that's
our
job
here
at
epic
and
my
team's
job
and
me
specific,
specifically
to
run
that
is
to
help
asheville
successfully.
N
O
Thank
you
very
much
today
for
putting
on
this
presentation.
I
I
saw
it
in
advance,
but
I
didn't
really
didn't
expect
it
to
be
such
a
a
program
that
could
actually
change
a
complexion
of
issues
that
we're
facing
now,
and
I
see
that
from
the
things
that
you've
done
here.
O
I
can
actually
see
that
the
positive
outcome
would
be
amazing
for
any
community
because,
like
you,
said
sort
of
telling
the
story
about
the
positive
in
image
and
the
positive
narrative
of
the
police
department
prior
and
and
then
taking
that
into
consideration
of
improving.
You
know
people
in
the
community
wanting
to
improve
the
policing
how,
as
before
and
now
to
reflect
the
community
that
we
live
in,
and
I
basically
what
I
want
to
say
here
is
this.
O
I
know
you
were:
are
you
basically
sort
of
gearing
toward
hiring
and
recruiting
local
officers
here
with
your
campaign?
Does
that
mean
less
is
where
it's
been
most
successful
to
in
local.
N
So
we,
it
kind
of
depends
on
the
the
department.
You
know:
we've
had
people
who
only
who
have
such
a
big
area
around
them,
that
they
only
or
their
state
or
county
policy
says
that
they
can
only
hire
from
those
right
around
them.
N
If
ithaca
new
york
is
one
of
those
that
says
they
have
to
be
within
that
county
or
a
surrounding
county,
but
we
have
others
like
in
california
that
target
places
around
them
in
seattle
and
oregon
and
arizona,
some
that,
like
temple
texas,
that
look
nationally,
because
obviously
the
wider,
the
net,
the
bigger
chance
you
have
of
pulling
people
who
are
quality
candidates,
while
also
still
being
targeted
in
in
the
type
of
people
that
you're
speaking
to
so
that'll
all
depend
on
what
the
goals
as
we
launch.
N
Everything
we'll
speak
with
actual
police
department,
their
command
staff
and
everybody.
That's
working
with
epic
and
we'll
kind
of
pin
down
exactly
what
their
goals
are,
what
their
their
ideal
candidate
is
and
where
they
want
to
be
able
to
look
how
big
they
want
those
boundaries
to
be,
and
then
then
from
there
I'll.
Just
do
you
know
whatever
it
is
that
they're
looking
for.
O
Okay,
but
but
this
is
what
I
want
to
find
out,
have
you
discovered
in
this
process
that
a
lot
of
times
by
hiring
local
do
you
think?
Sometimes
it
may
be
more
successful,
because
people
are
familiar
with
the
people
in
the
community.
N
Yeah
yeah,
so
they
it
definitely
is.
I
think,
obviously-
and
it's
successful
it's,
I
think,
looked
at
as
a
success
on
both
sides,
because
not
only
do
you
are
you
hire
for
the
community,
are
they
hiring
it's
looking
like.
You
know
the
way
that
you
vote
in
you
know
a
council,
member
or
anybody
else.
You've
got
someone
in
that
can
speak
on
your
behalf
that
understands
what
you're
going
through,
and
so
I
think
for
the
community.
N
They
love
to
see
someone
local,
whether
that's
within
the
city
or
just
you
know
slightly
around
it,
be
able
to
come
in
and
be
a
part
of
that
change
and
that
you
know
that
recruitment
and
also
for
the
department,
it's
great,
because
you've
got
people
who
already
have
a
heart
for
the
people
that
you're
serving
and
so
there's
definitely
a
success.
N
You
do,
you
know,
want
to
be
open
to
other
areas,
but
I
I
would
say
the
biggest
win
that
you
can
have
is
seeing
people
locally
come
into
the
police
force,
because
not
only
are
they
successful
because
of
the
reasons
I
just
said,
but
then
you
also
think
every
new
person,
that's
local.
In
asheville,
that
becomes
a
part
of
the
police
department.
N
Now
becomes
an
ambassador
for
the
things
that
I'm
talking
about
the
positive
narrative,
and
so
you
really
then
have
walking
billboards
within
your
city
compounding
on
these
digital
marketing
efforts
compounding
on
the
police,
their
recruiting
efforts.
And
so
I
definitely
see
you
know
to
be
the
biggest
win
to
be
able
to
find
people
who
are
local.
P
J
So
I
want
to
start
with:
the
council
has
been
looking
at
the
racial
disparities
that
who's
vulnerable
in
our
community
to
domestic
violence.
N
So
I
think
that
would
probably
be
more
of
a
question
for
the
department
just
because,
obviously,
like
I
was
saying
with
sandra,
that
we
kind
of
take
their
when
we
do
the
launch
we
kind
of
take
their
goals
and,
and
things
like
that
is
what
we're
looking
for,
because
what
we
want
to
do
isn't
just
check
off
diversity
boxes
right,
like
the
the
reasons
they're.
N
Bringing
us
in,
is
to
truly
be
able
to
make
a
positive
difference
in
the
department,
and
so
those
kind
of
statistics-
or
you
know
more
complex
issues
or
just
very
real
struggles-
that
the
community
is
going
through
is
the
way
that
we
want
to
be
able
to
form
our
entire
marketing
strategy
around.
And
so
I
I
think
I
would
probably
kick
that
question
over
to
the
chief
just
because
I
haven't
been
brought
in
the
loop
on
on
those
statistics
or
that
issue
to
be
able
to
speak
to
it
as
well.
N
But
I
can
tell
you
that
from
an
epic
recruiting
side
that
anything
that
you
guys
have
in
asheville,
that
seems
to
be
kind
of
a
consistent
issue
or
devastating
issue.
Like
domestic
violence
statistics.
N
We
take
all
of
those
into
play
when
we
have
kind
of
this
day-long
discovery
day
and
brainstorming
time
with
the
department
to
ensure
that
we
are
not
only
solving
the
department's
problems
but
but
working
to
solve
the
community's
problems
as
well,
so
that
they
truly
are
safer
with
asheville
police
department.
Around.
F
J
So
to
rephrase
it
now
that
the
question
is
moved,
are
we
asking
to
address
the
racial
disparities
in
our
folks
who
are
vulnerable
to
domestic
violence,
and
it
may
be
need
to
be
restructured
as
like
is
what
we're
asking
for
with
intent?
Or
do
we
have
a
plan
to
address
the
disparities
in
enforcement
and
the
root
causes
of
crime.
F
F
What
we're
looking
for
in
our
recruitment
effort
is
to
bring
in
police
officers
who
have
a
level
of
maturity
or
have
a
level
of
intelligence
and
have
a
level
of
empathy
that
will
assist
them
in
in
addressing
and
dealing
with
victims
of
crime
in
general.
So
that's
the
type
of
officer
that
we're
looking
for
we're.
Looking
for
that.
You
know
the
dedication
to
service
and
the
commitment
and
again
also
just
the
maturity
and
the
empathy
to
deal
with
these
complex
issues.
You
know,
hopefully,
during
our
recruiting
process.
F
J
So
what
I
hear
is
that
the
root
causes
are
diverse
and
in
previous
meetings,
I've
heard
that
poverty
is
among
those
root
causes
and
that
we're
looking
to
recruit
police.
That's
the
purpose
of
this-
and
I
agree
that
is
the
purpose
of
this.
When
I
see
on
this
last
slide
that
the
apd's
sworn
staff
is
down
by
44
on
a
daily
basis,
can
we
go
back
to
slide?
I
think
it's
11
or
12
about
the
ad
okay.
Thank
you.
J
So
this
is
for
the
public
that
are
listening
to
this
as
part
of
the
public
record,
we're
44
down
and
staff
the
needs
of
our
community
health,
and
we
well-being
can't
wait.
The
city
of
asheville
has
service
expectations
and
obligations
that
aren't
being
met
and
with
the
vacancies
that
we
see,
the
council
has
the
way.
I
see
it.
Two
options
on
the
extreme
one
is
that
we
stubbornly
insist
and
not
adapt
to
the
situation
at
hand,
or
we
provide
new
instructions
for
the
city
manager
and
take
this
opportunity
to
mean
meaningfully
respond.
J
So
we
need
apples,
we're
asking
to
recruit
oranges,
we
pay
for
messaging,
we
got
it.
We
contracted
for
storytelling,
but
I'm
hearing
from
so
many
people
of
asheville
that
it
doesn't
line
up
with
the
story
of
asheville
in
part
because
it
doesn't
acknowledge
the
history
of
how
we
got
here.
So
it
doesn't
match
our
story.
J
And
so
I
understand
that
so
many
people
are
frustrated
with
us
in
this
situation.
Right
now-
and
it's
because
we've
not
just
we're
not
able
to
respond,
and
I'm
not
sure
that
this
is
the
appropriate
instruction
to
give
our
staff
with
what
we
have
at
hand,
because
it's
not
addressing
the
root
clauses.
J
B
Chief,
I
have
a
question
about
us
starting
to
give
tasks
to
epic
on
exactly
what
we're
looking
for
with
our
new
recruitment
efforts.
I
know
that
there
is
a
high
demand
from
specific
areas
in
our
city
for
police
coverage,
specifically
housing.
B
The
public
housing
they've
been
having
questions
about
coverage,
as
well
as
the
the
number
of
officers
to
really
dedicate
their
time
and
their
resource
to
building
building
relationships
and
trust,
so
that
we
gain
a
strategy
that
can
be
very
specific
to
those
areas.
We
also
see
a
high
demand
with
our
central
business
district.
B
They
have
a
different
set
of
needs,
but
the
same
police
coverage,
building
trust
with
individuals
who
frequent
our
downtown
area,
both
of
those
can
be
recruitment
efforts,
but
each
demand
is
very
customized
to
that
area.
Is
there
an
interest
in
in
the
spirit
of
diversity?
Is
there
an
interest
in
doing
a
special
police
recruitment
effort
where
we
recruit
for
areas
like
our
public
housing,
where
it's
designated
to
a
certain
culture,
a
certain
way
of
living
and
that
the
challenges
that
are
that
frequent
just
those
areas
or
in
the
same
spirit
of
special
police
officers?
F
Absolutely
I
I
I
think
janae
did
mention
this.
I
mean
our
ultimate
goal
would
be
to
recruit
hometown
talent.
That's
that's
what
we're
looking
for
most
of
all
and
I
think,
with
their
targeted
approach,
we
can
reach
communities
that
we
haven't
traditionally
been
able
to
to
reach.
So
that's
when,
when
epic
comes
here
in
march,
as
we
map
out
our
strategy
and
our
plan,
that
will
be
a
big
part
to
to
maybe
get
into
areas,
not
maybe
but
definitely
get
into
areas
that
we've
had
a
hard
time
penetrating.
F
So
that's
going
to
be
the
work
of
epic.
When
you
talk
about
you
know,
then
once
we
got
we
have
these
recruits.
We
have
these
officers.
How
specifically
they're
deployed
we're
already
doing
that
our
officers
in
housing,
our
officers
who
are
working
in
our
community
engagement
division,
our
officers
who
are
sros.
F
These
are
officers
who
are
square
pegs
and
square
holes.
We
know
that
the
role
that
we're
putting
them
into
and
it's
not
for
everyone-
everyone
can't
be
an
effective
sro.
Everyone
can't
be
an
effective
community
engagement
officer
to
the
level
that
we
may
need
them.
Some
just
human
nature.
F
Some
people
aren't
as
well
at
communicating,
as
are
others,
so
what
we
do
when
we
make
these
assignments
and
we
put
these
officers
into
these
specialized
units
and
divisions.
We
are
looking
for.
You
know
not
only
their
their
level
of
skill,
their
knowledge
of
the
law,
but
also
do
they
have
the
right
personality.
Everyone
can't
interview
a
victim
of
sexual
assault.
It's
a
it's
a
special
person
that
has
the
capability
to
do
that
so
and
you're
right
you.
F
You
have
to
have
a
different
mindset
if
you're
working
in
public
housing
as
opposed
to
working,
perhaps
downtown
so
yeah,
we
try
to
fit
the
square
pegs
and
the
square
holes
by
identifying
the
characteristics
that
we're
looking
for
to
address
the
population
that
we
serve.
But,
of
course,
right
now,
as
you
know,
being
down
44
of
staff
on
a
daily
basis,
we're
we're
plugging
holes
with
the
bodies
that
we
have
and
we
think
those
officers
are
doing
a
very
good
job.
F
But
as
we
expand
the
size
of
our
workforce,
train
them
up
and
identify
the
characteristics
of
leadership
and
and
service
that
those
particular
units
require
we're
going
to
put
them
in
those
slots.
B
Yeah-
and
I
hear
that
and
and
to
me
that
is
the
a
linear
approach.
What
I'm
saying
is
to
reverse
that
effort
instead
of
casting
a
big
big
net
and
then
ciphering
through
that
for
deployment
to
these
specific
areas.
What
I'm
saying
is
recruit
for
those
specific
areas
that
type
of
skill
set,
that
type
of
interest
in
providing
safety
and
protection
for
our
homeless
community
or
are,
on
the
other
end
providing
safety
and
protection
for
the
elderly.
The
women
and
the
children
of
certain
geographical
areas
go
out
that
way.
B
N
Yeah,
so
just
going
back
to
that
really
kind
of
talking,
speaking
to
yourself
and
then
kim
as
well
and
what
she
said,
you
know
about
the
the
issues
bringing
police
officers
in
who
are
then
going
to
be
facing
the
exact
same
thing
that
you're
facing
at
this
point,
because
if
root
things
are
not
changed,
obviously
it's
just
going
to
be
a
bigger
population
of
law
enforcement
officers
facing
the
same
thing
or
leaving
all
over
again,
and
so
that,
speaking
to
your
suggestion
about
the
reverse
engineering,
I
know
at
least
from
epic
side.
N
That
is
something
that's
that
is
kind
of
the
way
that
we
like
to
launch
the
diversified
ad
campaigns
that
I
was
speaking
to,
and
so
that
definitely
can
be
if
that
was
something
that
asheville
police
department
wanted
to
do.
That
is
something
that
we
have
the
capacity
to
do
to
say.
You
know
really
gear
a
recruitment
ad
campaign
that
is
multi-level
on
social
media,
on
google
ads
on
the
you
know,
paid
search
results
when
they
type
in
keywords
that
really
just
point
to.
N
Instead
of
hey
join
astropd,
you
can
be
a
police
officer
that
say
you
know
that
are
speaking
to
and
describing
the
type
of
work
that
they
do
like.
Let's
say
within
public
housing.
I
think
we
all
know
that
there's
obviously
a
specific,
very
specific
and
unique
culture
and
need
for
policing
in
that
area.
N
But
then,
like
the
chief,
was
saying
you
know
we're
also
all
aware
that
they're
they're
in
order
for
someone
to
have
a
true
impact
there
to
not
only
be
comfortable
enough
to
police
without
policing
and
fear
to
be
able
to
reach
and
relate
to
the
demographic
that
fills
those
areas
or
even
let's
say,
like
the
homeless
in
the
downtown
region.
N
Those
take
a
specific
type
of
person
and
so
putting
out
very
specified
calls
to
people
who
can
see
themselves
in
that
position
based
on
their
character,
allowing
them
to
come
to
the
door
us
bringing
them
to
the
door
and
then
asheville
police
department
from
there
being
able
to
cipher
out
whether
or
not
they
truly
are
because,
like
you
said
from
what
it
sounds,
like
they've
already
got
officers
in
those
positions,
so
they
they
kind
of
know.
N
The
land
of
what
those
communities
or
parts
of
the
communities
need,
but
just
from
an
epic
standpoint,
I
can
tell
you
that,
should
that
be
something
that
you
guys
want
to
do
or
would
maybe
address
issues
more
head-on
rather
than
in
a
general
approach.
That's
definitely
something
that
we
can
do
so
that
you
are
pulling
specific
people
out
rather
than
getting
you
know.
N
Let's
say,
on
average,
we
bring
about
three
to
500
interested
applicants
to
a
department
within
the
first
month
of
the
the
launch
campaign,
and
so
rather
than
maybe
saying
bringing
500
people
and
hoping
that
someone
in
there
is
good
at
you
know,
could
be
good
in
one
of
those
specialized
positions.
We
can
put
specific
campaigns
out.
N
You
know,
in
addition
to
the
general
campaigns,
but
specialized
campaigns
as
well,
so
that
we
make
sure
that
within
that
number,
there's
actually
someone
that
you're
looking
for
to
address
those
issues
and
hopefully
make
the
community
feel
safer
and
not
just
parts
of
the
community,
but
every
culture.
Every
dynamic,
every
area
within
asheville.
B
Yes
and
that's
exactly
what
I
was
aiming
for,
because
and
not
even
not
to
seclude
this
conversation
to
public
housing
in
the
downtown
district,
it
can
also
cover
domestic
violence
and
crimes
against
youth.
You
know
just
being
very
specific
at
the
targets
we
want
to
reach
and
let
that
be
our
direction
rather
than
like.
B
I
said
before,
casting
a
big
big
net
and
then
trying
to
cipher
through
and
make
connections,
but
I
also
want
to
specify
that
I'm
also
using
language
around
special
police
officers,
because
a
lot
of
people
don't
want
to
do
the
broader
work
they
have
a
skill
set.
They
have
passion,
they
have
backgrounds
and
expertise
in
a
certain
area.
So
while
it
might
be
stigmatized
to
be
an
officer
right
now
for
them
to
be
in
that
line
of
work
and
also
protect
and
serve,
would
probably
help
us
kind
of
reimagine.
J
This
is
kim
I'll
just
go
ahead
and
add
that
part
of
asheville's
story,
we
already
have
a
story
of
having
a
law
enforcement
officer
approach,
three
youth
with
a
semi-automatic
assault
rifle,
and
I
take
personal
issue
with
us,
recruiting
with
advertisement
of
military
gear
and
semi-automatic
assault,
assault
rifles.
I
don't
think
it's
going
to
help
us
meet
our
end
goals.
It's
just
it's
insulting
to
me
and
to.
J
B
Yeah,
and
and
and
to
to
to
just
not
justify
anything
that
we've
seen
or
heard,
because
I
hear
you
and
I
know
where
you're
coming
from
exactly,
but
I
think
we're
caught
on
this
slide.
Another
thing
that
miss
toon
mentioned
was
substantiating
every
advertisement
by
doing
the
work
by
talking
about
the
challenges
by
talking
just
talking
about
some
of
the
root
causes
and
where
some
of
these
crisis
are
conflicts
between
community
and
law,
law
enforcement
law
enforcement.
B
Intersect
because
she
said
that
to
me,
it
sounded
like
there
was
a
designated
effort
to
have
these
conversations
not
alongside,
but
before
these
ads
come
out,
so
that
yes,
won't
just
be
for
show.
But
it'll
be
a
manifestation
of
conversations
and
strategies
that
have
been.
You
know
evolved
from
good
conversation,
janae.
N
And
also
touching
on
that,
I
want
you
guys
to
know
you
know
like,
so
we
don't
there's
not
like
six
images
that
we
recreate
with
departments
so
anytime,
epic
comes
out
to
do
a
shoot,
we're
talking
about
thousands
of
photos
and
we're
talking
about
multiple
videos,
but
these
are.
These
are
based
on
their
stories.
So,
like
the
the
department
shown
on
this
slide
is
just
an
example
of
someone's
ad
now
this
is
a
town
that
is
surrounded
by
it's
a
heavy
demographic.
N
A
large
majority
like
70
of
their
population,
is
military
veterans
and
people
looking
to
still
kind
of
walk
from
where
they
were
to,
where
you
know,
they're
going
to
be
when
they
come
out
of
the
military.
Asheville
story
is
obviously
something
different,
or
at
least
sounds
like
from
what
you're
saying
has
gone
on
is
something
different
and
so
just
like
in
or
colorado
or
other
places
where
that
may
be
the
case.
This
would
not
be
something
that
would
be
posted.
N
N
When
epic
comes
out
in
march,
there
is
like
a
one
to
three
day
period,
like
full
long
12
to
14
hour
days
or
we're
sitting
around
the
table
with
command
staff.
Telling
us
you
know.
Basically,
who
are
you
what's
your
story
been?
Who
are
your
hearts,
but
also
what's
been
going
on
in
the
community?
What
are
people's
concerns?
N
What
are
the
obstacles
that
stops
people
from
either
respecting
the
police,
having
a
positive
relationship
with
the
police,
trusting
the
police,
and
so
we
can
take
those
things
and-
and
that's
the
intentional-
you
know
the
intentional
content
creation
that
comes
in
that.
So
I
don't
want
you
to
look
at.
You
know
a
specific
image
put
together
by
our
art
director
put
on
here
so
that
they
can
kind
of
you
know
it's
two
officer
smiling
and
think
that
it's
a
one
size
fits
all.
It
is
the
complete
opposite.
N
This
is
very
tailored
to
rebuilding
trust
in
your
community,
and
so,
if
that
is
rooted
in
things
like
the
episode
that
you
were
just
talking
about,
we
create
these
ad
campaigns
with
a
massive
amount
of
sensitivity.
N
I
think
you
know
without
stating
the
obvious
I
am
a
young
black
woman,
and
so
I
am
probably
the
last
person
who
is
going
to
head
a
department
that
creates
and
pushes
anything
that
is
going
to
trigger
you
know
emotional
distress
in
the
population
that
we're
sending
it
to
that
is
going
to
falsify
the
story
of
a
police
department
that
is
going
to.
You
know,
create
a
circumstance
where
we
are
not
seeing
or
acknowledging
concerns
of
the
community,
and
so
that
is
something
that
is
addressed
and
so
what
you're?
Seeing?
N
I
don't
want
you
to
just
take
the
image
and
assume
that
we
copy
and
paste
so
given
asheville's
the
little
bit
of
asheville's
story
that
I
hear
I
I
would
agree
with
you
and
say
that
that
would
not
be
something
that
we
would
be
putting
you
know
in
any
military,
snipers
the
swat.
You
know
we
a
lot
of
people
want
to
highlight
their
swat
teams
and
tactical
missions.
These
things
would
probably
be
not
included
as
much
and
really
trying
to
bring
to
the
light.
You
know.
J
B
Okay,
well,
if
there's
there's
no
action
required
with
that.
That
was
just
a
a
discussion,
so
we'll
move
on
to
our
last
item.
It
is
a
follow-up
to
concerns
brought
up
at
the
january
11th
city
council
meeting
regarding
engagement
with
campers
and
demonstrators.
F
Q
Q
Going
back
to
april
of
2021,
we
had
a
series
of
illegal
campers
occupy
aston
park
during
the
solution
process.
To
that
those
campers
were
given
a
seven-day
notice
of
a
requirement
to
vacate
the
city
park
by
city
staff
prior
to
the
end
of
that
seven-day
period,
most
of
the
actual
campers
left,
but
they
were
replaced
by
activists
and
demonstrators
who
erected
additional
additional
tents
and
expanded
the
footprint
of
the
original
encampment.
Q
Some
of
our
officers
were
tackled
struck,
one
had
a
body
worn
camera
removed
from
his
equipment
forcefully,
and
that
resulted
in
several
arrests.
Next
slide,
please
going
into
december
of
21
early
in
the
month.
Local
activists
and
demonstrators
began
planning
a
series
of
protest
activities
to
be
carried
out
on
the
aston
park
property,
those
planners
orchestrated
the
procurement,
the
transport
and
the
placement
of
large
quantities
of
debris
and
refuse
in
aston
park,
specifically
in
an
effort
to
disrupt
city
of
asheville
activities
and
place
the
cleanup
burden
on
city
staff
on
december
25th
at
10
p.m.
Q
Q
Q
Those
individuals
that
were
arrested
repeatedly
refused
to
leave
the
park.
Our
officers
engaged
in
repeated,
extended
conversations
with
them,
leading
up
to
that
point,
offered
them
multiple
opportunities
to
leave
the
park
and
exhibit
compliance,
and
at
that
point,
once
the
laws
are
broken
willingly
and
knowingly.
One
ceases
to
be
an
independent
observer
if
you're
a
journalist
and
you're
you're
there
as
an
independent
observer,
but
you
willingly
break
laws.
Now
you
become
a
participant,
you
become
a
participant
in
illegal
activity.
Q
Next
slide,
please.
Our
goal
is
to
protect
all
those
involved
to
include
the
campers,
the
broader
community
and
city
staff.
Everything
we
did
that
night
in
both
of
those
instances
in
december
were
warranted
legal
and
within
policy.
We
gave
advance
notice
to
campers
and
the
city
provided
service
information.
J
Before
I
ask
my
question,
council
has
been
presented
with
multiple
opportunities
to
diversify.
Our
response.
One
was
to
to
folks
experiencing
homelessness.
One
is
emergency
shelter,
one
is
instructions
about
how
our
staff
should
respond
to
folks
who
are
experiencing
unsheltered
homelessness,
and
I
my
concern
comes
from
a
place
if
the
end
in
mind
is
that
we
keep
having
neighbors
experiencing
unsheltered
homelessness,
neighbors,
who
care
who
are
trying
to
help
partner
with
solutions
and
putting
our
staff
in
this
terrible
situation.
J
P
So
as
your
as
your
city
manager,
I
I
cannot
make
a
determination
about
that
particular
question
in
terms
of
the
transition
from
being
a
journalist
to
being
a
participant,
because
I'm
not
a
law
enforcement
officer,
I
have
all
faith
and
confidence
that
that
police
officer
is
doing
their
job
in
making
a
distinction
and
I'm
hoping
being
as
fair
and
objective
in
terms
of
implementation
of
that
policy
or
that
law
or
ordinance
once
they
intervene
and
address
the
the
issue.
I
I
also
now
that
I
kind
of
have
the
floor.
P
Systemic
issues
related
to
the
cause
of
crime
and
so
forth
that
were
identified
in
the
other
conversation
apologize.
I
didn't
interject
then,
but
we
have
been
talking
about
public
safety
as
though
again
it
is
a
single
department's
responsibility
to
address
and
solve
crime,
and
in
2020
we
said
we're
going
to
reimagine.
P
We
are
going
to
look
at
public
safety
in
a
holistic
manner.
We
are
not
just
going
to
look
at
the
police
department
as
having
the
sole
responsibility
for
addressing
one
of
the
most
complex
social
issues
and
dynamics
that
our
community
faces,
and
so
to
suggest
that
you
know
it
is
the
responsibility
of
the
asheville
police
department.
P
Only
to
address
crime,
I
think
is,
is
unfair
and
it's
unrealistic
quite
frankly,
because
they
don't
have
the
resources
and
what
we
are
hearing
is
that
we
need
additional
police
coverage,
but
we
need
police
officers
that
are
trained
that
have
cultural
sensitivity
that
will
address
issues
that
are,
I
guess,
possibly
unique
to
that
particular
population
or
the
geographical
area,
that
they
are
canvassing
and
addressing
and
do
it
in
a
humane
and
sensitive
manner.
P
What
we
saw
in
aston
park.
It's
something
that
I
don't
think
this
community
wants
to
replicate
and
no
it
isn't
the
city
manager's
desire
to
have
any
altercation
between
campers
between
staff
between
the
people
who
are
not
being
able
to
have
access
to
that
space.
When
we
have
campers
in
an
aston
park
or
pritchett
park
or
other
parks,
our
goal
is
to
house
people
not
to
have
them
live
in
tents.
Yes,
we
need
the
entire
community
again
to
help
us
address
this
issue.
P
L
Brad,
yes,
thank
you
chief
for
that
I
might
be
able
to
provide
some
context
from
a
legal
perspective.
There
are
certainly
certain
protections
that
are
afforded
any
citizen
and
are,
and
those
that
are
particular
to
journalists.
L
The
first
amendment
is
something
that
is
guaranteed
and
that
would
include
the
ability
of
journalists
to
take
pictures
film,
as
well
as
observe
any
sort
of
a
protest
or
other
activity
that's
occurring
on
public
property.
However,
those
are
limited
to
a
certain
degree.
L
This
is
a
federal
law
that
protects
the
content
of
either
filming
or
photographs
that
they
make,
but
in
any
case,
it
is
important
to
say
that
they
are
not
immune
from
having
to
follow
reasonable
police
instructions
in
the
event
of
a
protest
or
to
abide
by
other
laws
such
I
believe,
in
this
case
we're
referring
to
laws
regarding
trespass.
So
I
hope
that
provides
some
additional
context
from
a
legal
standpoint.
Q
B
It
doesn't
look
like
it.
Thank
you
all
for
your
presentation,
unless
you
all
have
more
we'll
move
on
to
public
comment.
B
All
right,
jenna:
are
there
any
callers
in
the
speaker
cube.
S
Hi
there
asheville
police
are
leaving
in
droves.
Maybe
it
is
because
they
do
not
want
to
fight
other
working-class
people
in
our
streets.
We
continue
to
say
we
are
reimagining
public
safety,
and
yet
we
continue
to
recruit
militarized
police
with
the
power
to
arrest,
but
people
in
our
community
clearly
don't
want
to
do
this.
Work
like
the
recruiting
company
said
this
is
happening
all
over
our
country.
It's
not
asheville.
S
If
you
stood
for
diversity
with
equal
passion,
we
would
can
we
wouldn't
continue
to
disproportionately
target
communities
of
color
in
our
policing.
Police
were
created
to
capture
enslaved
people
and
they
continue
to
target
communities
of
color
and
poor
folks
to
protect
property
over
people
and
are
not
addressing
the
root
causes
of
so-called
crime.
S
At
this
point,
it's
become
abundantly
clear
that
police
change
the
rules
as
they
go
to
get
the
outcomes
they're
looking
for
sometimes
they
even
change
their
policy,
while
they're
on
the
job
by
lying
and
later
updating
their
policies
to
reflect
their
lives.
So
I
think
you
all
made
a
big
mistake
with
this
ordinance,
because
any
veil
that
the
community
continued
to
have
that
the
intentions
of
these
police
rules
were
to
create
safety,
have
disappeared.
S
I
continue
to
support
sanctuary
camping
now
with
supportive
strategies
in
place
and
with
the
goal
of
this
being
as
short
term
as
possible
on
the
path
to
housing.
We
need
to
put
supportive
strategies
in
place
to
support
victims
of
domestic
violence
and
protect
the
families
in
our
community
right
now
that
are
struggling
greatly
through
this
pandemic,
as
our
wealth
gap
widens
and
makes
access
to
basic
needs
even
more
difficult.
We
need
to
start
allocating
the
money
of
the
44
of
our
police
department
that
is
missing
to
fund
our
community
immediately.
S
You
can't
even
fill
these
roles.
If
you
wanted
to
the
city
manager,
says
it's
unfair
and
unrealistic
to
expect
police
officers
to
handle
safety
all
on
their
own,
and
yet
our
budget
continues
to
reflect
that
as
the
goal.
It
feels
absurd
to
continue
to
hear
that
we
are
building
trust
when
we
are
kicking
down
the
doors
of
trust
and
holding
folks
down
on
the
ground,
making
any
steps
to
come
up
illegal
along
the
way
and
when
journalists
want
to
report
on
that,
we
make
that
illegal
and
arrest
them
too.
S
Who
would
do
this
job,
especially
folks,
who
live
in
our
community
and
care
deeply
about
it?
When
is
the
time
that
we
come
back
to
the
table
and
talk
about
what
true
public
safety
looks
like?
It
seems.
Our
reimagining
in
our
reimagining,
we
are
so
heavily
focused
on
using
armed
police,
with
the
power
to
arrest
that
arrest,
journalists,
blind
protesters
and
break
skulls.
It's
time
we
come
back
to
the
table
and
fund
our
community.
Our
needs.
T
Hi,
my
name
is
marisha
mcmoren
and
I'm
the
executive
director
of
food
connection.
Our
mission
is
to
ease
hunger
and
reduce
waste
by
redistributing
surplus
prepared
food
to
serve
our
neighbors
in
need.
Since
our
inception
in
2015,
we
have
connected
385,
000
meals
to
those
experiencing
food
insecurity.
T
Food
connection
works
closely
with
partner
agencies
and
community
leaders
to
identify
and
eliminate
barriers
to
nutritious
prepared
foods.
The
cobot
19
pandemic
showed
us
the
great
need
for
distributing
individually
portioned
meals
directly
into
neighborhoods
to
serve
those
who
might
not
have
access
to
other
sources
of
prepared
food.
T
U
U
I
am
asking
the
city
council
to
take
a
cooperative
approach
to
creating
a
solution
for
improving
public
safety
of
our
city.
That
will
require
participation
by
the
city,
our
non-profits
public
service
groups,
small
business
owners,
unhoused
representatives
and
experienced
negotiators
and
counselors
familiar
with
the
social
issues
we
are
facing.
U
U
I
understand
the
economic
impacts
and
the
importance
of
our
downtown
to
tourism
and
small
businesses,
but
we
cannot
ignore
that
as
we
equally
have,
and
we
cannot
ignore
that.
We
equally
have
a
responsibility
to
protect
the
people
who
have
nowhere
else
to
go
and
are
equally
victim
to
the
few
who
are
creating
the
problems
you're
trying
to
address.
U
C
Hi,
my
name
is
chloe
moore,
I'm
a
black
farm
worker
and
I've
been
farming
for
10
years,
and
today
I
really
want
to
focus
on
food
justice,
the
injustice
of
policing
and
the
possible
ordinance
to
limit
food
sharing
in
public
parks.
So
currently
I
have
the
privilege
of
being
able
to
work
for
two
black
lead
organizations
in
asheville,
south
side
and
shiloh,
community
gardens
and
so
sharing
food
is
a
really
important
part
of
my
job.
It's
what
it's
all
about.
C
I
grow
food
and
I
share
it
with
people
and
one
example
of
this
that
I
do
is
sharing
free
produce
in
shiloh
park,
which
is
a
park
parks
and
rec
land
across
the
street
from
shiloh
community
garden
and
something
that
we
do
there
as
part
of
our
practice
is
especially
during
the
warm
months
when
there's
football
practice
going
on,
and
there
are
a
lot
more
than
25
people
in
the
park.
We
will
take
produce
over
from
the
community
garden
and
share
it
freely
with
people.
C
Sometimes
we
even
give
out
recipes
and
do
things
like
that
and
share
produce,
and
so
my
role
in
this
community
should
be
supported
and
not
criminalized
this
this
ordinance
and
a
lot
of
focus
of
policing,
intentionally
targets,
oppressed
people,
houseless
folks,
black
people,
poor
people
and
targets
solidarity
between
groups
of
people.
C
G
Hello,
this
is
keaton
hill,
I'm
calling
from
north
asheville.
I
share
the
concerns
of
other
callers
about
the
city's
transparency
and
approach
around
this
food
ordinance
from
the
city's
own
internal
documents,
which
what
has
been
drafted
so
far
seems
to
only
increase
barriers
to
food
sharing
and
not
to
increase
safety.
G
As
the
previous
caller
said,
please
do
not
criminalize
the
vocation
of
food
sharers.
I
also
just
have
deep
concerns
about
the
presentation
by
epic.
There
are
really
really
good
reasons
why
there
is
a
national
nationwide
attrition
from
the
policing
industry
and
it's
more
fun
fundamental
than
just
marketing
or
messaging.
G
I'm
a
parent
of
school-aged
children
and
I
was
quite
alarmed
to
hear
that
there
would
be
a
strategy
of
epic
consultancy
to
quote.
Recruit
children
quote
starting
young.
How
will
the
consent
of
families
be
obtained
if
you
are
going
into
our
community
programs,
our
mentoring
programs
and
trying
to
recruit
children
into
the
policing
industry?
This
is
deeply
disturbing
to
me.
It
sounds
like
a
very
dangerous
approach,
and
this
does
not
build
trust
with
me
around
policing
at
all
or
around
what
it
means
for
us
to
work
together.
G
V
V
I
want
to
speak
on
a
few
aspects
of
this
meeting
honestly.
My
favorite
part
of
this
meeting
was
to
hear
of
the
continued
and
steady
decline
of
officers
on
the
streets
and
the
continued
barriers
to
get
more
officers
on
the
streets.
I'm
glad
that
this
community
this
makes
our
community
44
safer
from
a
violent
police
force.
V
V
V
How
ironic
is
it
to
post
holidays
like
juneteenth
when
police
literally
started
a
slave
patrol,
and
that
continues
today
the
city
is
holding
funding
and
economic
opportunities
for
police
debra.
As
you
mentioned,
we
shouldn't
be
putting
the
full
responsibility
on
the
police
force,
but
can
that
continue
to
be
the
right
priority
of
where
funding
is
going?
V
V
V
W
Good
afternoon
this
is
victoria
hyatt
and
I
live
and
work
in
downtown
asheville.
I'm
calling
in
today
to
voice
my
support
for
the
apd
and
my
frustration
to
the
city
council
in
general,
and
this
group
in
particular
for
not
supporting
the
police,
chief
and
other
leaders
and
our
officers.
Mostly
ms
roney.
You
do
not
speak
for
the
majority
of
the
city
and
you
are
so
out
of
touch
with
the
issues
that
business
owners
and
residents
of
this
city
have.
The
homeless
issue
has
reached
fever
pitch
and
you
still
want
to
defund
the
police.
W
I
want
you
to
hear
me
right
now.
We,
the
business
community
and
taxpayers,
want
the
police.
We
are
proud
of
the
asheville
police
department.
I
think
you
should
be
removed
from
this
committee
as
you
will
never
work
with
police,
listen
to
police
or
let
police
be
police.
In
addition,
you're
offended
by
a
picture
of
an
officer
holding
a
part
of
his
uniform
in
a
recruitment
ad.
I'm
offended
that
you
don't
realize
the
amount
of
guns
and
drugs
officers
in
asheville
have
taken
off
the
streets
with
gun.
Violence
rising
in
our
area.
W
X
Hello,
my
name
is
alex
cobb,
I'm
running
for
city
council
here
in
asheville.
What
I
mean,
what
I
am
seeing
is
outraged
by
citizens
before
any
proposals
have
been
made.
The
asheville
free
press
reported
that
members
of
council
reportedly
told
people
that
the
city
may
be
requiring
a
permit
for
feeding
the
homeless.
Why
would
this
happen?
X
I
believe
this
was
not
even
discussed
in
this
meeting.
Nobody
is
willing
to
take
away
the
ability
to
feed
our
our
unhoused
neighbors.
People
are
simply
wanting
public
spaces
to
be
kept
clean
and
usable
by
all
people.
This
should
be
a
shared
value.
It's
important
for
our
environment
to
be
kept
clean.
It
is
important
to
keep
taxpayer
funded
parts
and
spaces
clean
and
usable
when
talking
to
a
variety
of
people
that
work
with
our
homeless
population.
X
X
Just
some
crime
stats
for
you,
property
crime
per
1000
residents.
Asheville
is
three
times
the
national
median
crimes
per
square
mile.
Asheville
is
five
times
the
national
median
violent
crime
per
one
thousand
is
eight
times
or
is
it
as
double
did
national
media?
We
are
currently
down
forty
four
percent
of
our
police
force.
How
much
experience
are
we
losing?
X
We
are
steadily
losing
officers.
How
much
taxpayer
are
we
losing
when
we
train
and
lose
these
officers
experienced
cops
are
less
likely
to
make
mistakes
north
street
and
crime
hotspot
in
the
area
we
were
spending
225
000
on
recruiting,
plus
the
cost
of
training.
The
silence
from
our
city
leaders
is
deafening
for
the
support
of
asheville
police
department.
If
we're
going
to
retain
our
officers,
we
have
to
show
the
community
that
we
stand
with
our
officers,
not
against
them.
X
There's
always
room
for
improvement
and
more
training,
but
we
do
have
a
very
great
police
department.
I
have
been
talking
to
many
people
of
all
backgrounds
and
they
are
very
very
unhappy
with
the
crime
and
feelings
of
unsafety
as
a
gay
man.
I'm
very
concerned
that
about
this
you
have
the
duty
to
the
best
of
your
ability
to
keep
us
all
safe,
and
I
want
the
police.
X
R
R
Some
of
the
goals
stated
today
of
the
department
and
the
recruiting
effort
through
epic
is
to
diversify
the
recruitment
pool
and
to
re-establish
broken
trust
between
law
enforcement
and
communities
of
color
the
strategies
the
city
is
pursuing
to
accomplish.
This
include
media
campaigns
with
counter
stereotype,
imagery
celebrating
holidays
of
underrepresented
cultures
and
open
dialogues.
R
I
don't
believe
that
trust
between
the
public
and
law
enforcement
was
fractured
by
social
media
mismanagement
or
misplaced
holiday
greetings.
So
I
don't
think
they
are
sensible
solutions
to
repairing
it.
The
idea
that
marketing
with
images
full
of
when
full
military
gear
and
enormous
high
power
rifles
does
little
to
build
trust,
the
smiles
genders
and
skin
and
those
images
don't
break
stereotypes.
They
reinforce
them
when
they
are
dressed
in
that
way
holding
those
weapons.
R
I
appreciate
that
ms
toon
addressed
this
concern
that
the
city
can
focus
on
different
aspects
of
policing,
but
still
those
are
the
images
that
epec
selected
and
presented
today.
Similar
images
are
featured
on
their
website.
None
of
this
seems
to
have
slowed
down
the
process
of
engaging
this
firm
to
attract
officers
to
and
within
our
community.
By
all
appearances,
this
focus
on
delivering
force
and
violence
from
a
diverse
workforce
has
raised
no
eyebrows,
except
from
one
council
member
today,
and
I
appreciate
her
raising
that
concern.
R
The
defensive
posture
of
the
department
and
city
attorney
branham
today,
with
respect
to
the
aston
park
camp
further
erodes
public
trust
in
law
enforcement
officers
and
the
department
exercise
enforcement
discretion
every
hour
of
every
day.
The
fact
that
you're,
legally
able
to
arrest
observers
for
not
leaving
the
park
doesn't
make
arrests
a
necessary
or
morally
justifiable
move.
The
same
will
be
true
if
you
provide
a
legal
justification
for
arresting
people
for
sharing
food.
R
Y
Y
I
connect
deeply
with
parents
like
keaton
hill
who
raise
deep
concerns
about
children
being
involved
in
recruitment
around
policing
and
also
the
deep
concerns
of
pictures
of
officers
with
militarized
gear
guns
and
smiles
on
their
faces.
This
is
not
the
kind
of
thing
that
builds
trust
in
our
community.
Y
I
also
want
to
echo
others
like
food
connection
and
many
many
faith
communities
around
our
city
who
are
deeply
concerned
about
the
proposal
around
regulating
or
curtailing
the
sharing
of
food
and
resources
in
our
community
parks
for
decades
and
decades
and
decades.
My
life
has
been
shaped
around
this
kind
of
sharing
of
resources
and
food.
It's
something
I
have
taught
my
children
and
something
that
I
learned
as
a
child,
the
deep
value
of
sharing
and
loving
our
neighbors.
Y
This
is
a
very
ancient
tradition,
a
tradition
that
is
connected
deeply
with
our
cultures
and
our
ways
of
life.
These
are
things
that
don't
need
to
be
regulated.
We
need
to
continue
to
say
we
can't
regulate
compassion,
especially
during
a
worldwide
deadly
pandemic.
When
so
many
people
in
our
community
are
suffering.
Z
Z
E
J
I
just
would
ask
for
a
future
agenda
item
that
we
get
a
comparison
regarding
the
updates
to
the
fire
department
and
how
they're
addressing
the
investigation.
So
we
can
get
some
side-by-side
data
and
see
how
the
new
restructuring
is
working
out.