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From YouTube: Public Safety Committee
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B
Good
morning
and
welcome
to
the
October
25th
public
safety
meeting
I'm
vice
mayor,
Shamika,
Smith
and
also
the
chair
of
Public
Safety,
all
council
members
and
staff
are
participating
virtually
to
help
our
audience
follow
along
I'll
set
I'll
State
each
section
of
the
agenda
aloud.
We
are
streaming
live
on
the
virtual
engagement
Hub,
which
is
accessible
through
the
virtual
engagement
Club
link
on
the
front
page
of
the
city
website.
We
also
have
the
option
for
the
public
to
listen,
live
by
phone
by
dialing
855-925-2801
and
entering
the
code
9477.
For
today's
meeting.
B
We
have
the
option
for
people
to
call
in
and
comment
live
during
the
meeting
to
call
in
and
comic
Live
use
the
same
number
855-925-2801
meeting
code.
9477
your
phone
will
be
muted
and
you
will
hear
the
meeting
live
at
this
point.
You
are
here
for
more
options:
press
star,
3,
Preston,
star
3,
will
allow
callers
to
continue
to
listen,
live
and
join
the
speaker
queue.
B
Public
comment
will
be
heard
at
the
beginning
and
end
of
Public
Safety
Meeting
callers
May
comment
only
once
during
the
general
public
comment
sessions
either
the
beginning
or
the
end
of
the
public
comment
period.
Not
both
callers
will
have
the
option
to
speak
for
three
minutes,
we'll
be
taking
public
comment
after
the
staff
introduction.
So
if
you
would
like
to
comment,
please
join
a
speaker
queue
Now
by
pressing
star
three,
if
you're
watching
the
meeting
through
the
live
stream.
B
I'll
now
go
through
and
introduce
all
the
committee
members
and
staff
who
are
participating
virtually
make
sure
you
keep
your
microphone
muted
when
you're,
not
speaking
Council
and
staff,
just
say
a
quick
hello,
councilwoman
Sandra
Kilgore
good
morning,
councilwoman
Kim,
Roney,
hello,
city
manager,
Deborah
Campbell,
hello,
City,
attorney,
Brad,
Branham,
hello,.
B
Police
chief
David
Zack
good
morning,
Deputy
fire
chief
Chris
bazinski.
B
A
We
do
I'll
bring
in
the
first
caller
now
and
just
a
reminder
if
you're
on
the
line
listening
to
the
meeting,
if
you
would
like
to
speak,
please
press
star
and
then
option
three
to
join
the
speaker
queue
and
caller
ending
in
2265.
Your
line
is
open.
F
Oh
hi
I
would
like
to
first
and
foremost,
say
an
overwhelming
support
to
Asheville
Police
Department.
Even
with
the
depleted
numbers
they
have,
they
are
tackling
the
big
crime
from
what
I'm
seeing
on
their
website
and,
most
recently,
just
since
the
last
safety
meeting
we've,
we
had
people
in
nearby
Woods
like
screaming
and
shouting
and
becoming
so
intensive
help
and
was
concerned
for
the
safety
of
my
children
when
my
husband
was
at
work
and
who
do
I
call
I
call
APD
and
they
were
here
and
they
helped,
and
it
was
resolved
now.
F
I've
had
recent
conversations
with
the
wealthier
population
here
in
Asheville
about
our
depleted
police
department
and
the
increasing
crime
happening,
and
their
response
is
simple,
higher
private
security.
But
what
about
us?
Those
who
don't
have
those
means
who
can't
afford
private
security
I,
don't
understand
how
we
can
have
members
on
our
Safety
Committee,
who
claim
to
care
about
us
while
pushing
rhetoric
that
directly
harms
us
to
those
against
our
Police
Department.
F
This
is
for
you
next
time,
I'm
fearful
for
my
family
safety,
who
am
I
supposed
to
call,
should
I
call
Miss
Roney,
who
won't
even
face
the
flag
in
Allegiance
with
the
community.
She
was
put
in
a
position
to
serve.
No
one
is
asking
to
worship
or
bow
to
the
flag,
but
standing
in
allegiance
to
we,
the
people
who
you
are
a
public
servant
to
is
the
least
you
can
do.
Thank
you,
Council
and
thank
you
again.
Apd.
A
Okay,
caller
ending
in
755
your
line
is
open.
G
I
would
just
like
to
State
as
a
registered
Democrat
I
too,
very
strongly
support
the
APD
I
think
that
we
as
a
community
need
to
come
together,
regardless
of
our
political
identity
and
support
the
police
department.
My
stance
has
always
been
that
even
amidst
criticism,
I
don't
think
there
are
too
many
of
us
who
would
relish
sending
one
of
our
loved
ones
off
to
work
every
day
in
a
police
uniform
right
now
and
I
think
that
it's
imperative
that
as
a
community,
we
support
them.
G
I
do
not
understand
why
she
doesn't
speak
up
more
in
support
of
our
police
department
and
I.
Don't
appreciate
a
negative
vote
on
providing
them
with
the
safety
equipment.
They
need
again
as
a
registered
Democrat.
I
do
not
understand
that
and
I
don't
support
that
position.
Thank
you.
Asheville
Police
Department
keep
doing
the
good
work,
keep
working
to
improve
your
department
and
to
the
community.
Please
start
supporting
our
Police
Department
as
well,
because
they're
a
vital
part
of
our
community.
Thank
you.
H
Hello
and
thank
you
for
allowing
me
to
speak,
I
wanted
to
call
in
to
show
my
appreciation
to
APD
and
for
all
they
have
accomplished
this
month.
The
community
sees
all
you're
doing
to
help
curb
crime,
and
it's
not
going
unnoticed.
Over
the
past
year,
I've
seen
so
many
new
community
groups
grow
and
form
over
the
topic
of
safety
and
showing
support
to
you.
It
seems
those
who
should
have
advocated
for
you
a
long
time
ago
are
finally
coming
around
know
that
there
are
communities
and
organizations
all
over
the
city
supporting
you.
H
Thank
you
for
taking
steps
to
recognize
breast
cancer
awareness
week.
Thank
you
for
engaging
in
the
drive-through
medication
drop-off
for
safe
disposal.
Thank
you
for
clearing
encampments
that
pose
a
risk
to
the
community
that
reside
on
public
property
and
for
doing
so
in
a
Humane
and
thoughtful
way,
always
offering
notice
and
always
offering
resources.
Thank
you
for
arresting
a
drug
dealer
with
more
than
a
dozen
Firearms
400
pounds
of
drugs
and
forty
thousand
dollars
in
cash.
Thank
you
for
engaging
schools
and
students
in
active
shooter
preparedness
training.
H
Thank
you
for
apprehending
a
man
in
East
Asheville
who
was
running
from
you
and
had
several
crimes,
including
a
assault
on
a
woman.
Thank
you
for
removing
the
drug
trafficker
who
was
arrested
for
trafficking,
61
grams
of
cocaine
and
so
much
more.
Thank
you
for
removing
more
guns
from
the
streets,
especially
since
we
know
there
have
been
multiple
gun
discharges
in
West
Asheville
this
month.
Thank
you
for
removing
a
known
and
wanted
rapist
off
the
streets
and
utilizing
the
community
to
help,
and
thank
you
for
and
continually
engaging
the
community.
H
In
fact,
based
research
on
crime,
including
the
recent
outline
of
how
repeat,
offenders
are
responsible
for
a
disproportionately
high
number
of
crimes
of
the
crimes
where
an
offender
is
known,
one
out
of
every
four
offenders
who
committed
multiple
offenses
since
2020.
While
repeat,
offenders
comprise
only
25
percent
of
known
offenders,
they're
responsible
for
51
of
the
crimes
where
the
offender
is
known.
This
highlights
that
the
D.A
is
allowing
repeat
offenders
to
roam
the
streets.
Therefore
increasing
crime
in
Asheville
from
the
same
people.
Over
and
over
again,
you
are
seen
heard
and
appreciated.
H
We
won't
sit
back
any
longer
and
allow
these
meetings
to
be
a
slanderous
demeaning
experience
for
those
officers
who
put
their
lives
on
the
line
every
day.
We
support
you
and
we
recognize
all
that
you're
doing
even
amidstopposition
from
a
small
select
portion
of
this
community.
The
majority
majority
of
us
are
on
your
side.
Don't
forget
that
and
thank
you.
I
Good
morning,
everybody
number
one
I
want
to
make
out
a
special
call
out
to
the
Asheville
Police
Department
they're,
doing
an
unbelievable
job.
Chief
Zach
keep
doing
what
you're
doing.
We
understand
that
you
have
your
hands
tied
behind
your
back.
Just
keep
doing
the
best
that
you
can
with
what
you
have
Kim
Roney,
listen
I,
know
that
you
probably
feel
attacked
by
a
lot
of
people
out
there
I
get
it.
I
You
just
can't
do
that.
I
think
that
it's
an
overreaction
and
yeah.
If
we
get
a
bad
cop,
we
gotta
prosecute
them.
We
got
to
put
him
in
jail,
just
like
the
cop
who
did
what
he
did
to
George.
Floyd
is
in
jail,
I
think
for
20
years
or
more
should
be
in
jail
for
life,
but
we
have
to
be
diligent
in
getting
our
Police
Department
to
the
entire
Council.
Getting
the
police
department
fully
staffed
and
back
up
to
where
they
need
to
be
to
do
their
job.
I
I
If
I
was
a
criminal
and
I
hear
the
Asheville
Police
Department
is
40
percent
understaffed
I'm
coming
to
Asheville
to
do
to
do
to
do
crime,
and
also
because
I
know
that
if
I
get
caught,
I'm
going
to
be
turned
out
by
our
D.A
and
our
magistrates
and
justice
system,
which
is
extremely
weak,
stop
using
ASCO
as
a
lab
experiment.
I
I
understand
that
you
want
to
be
compassionate
to
the
homeless.
I
am
compassionate
to
the
homeless,
give
out
a
hand
to
to
a
hand
a
hand
up
to
help
them
offer
housing,
clothing,
medicine
and
counsel.
But
you
know
what,
if
a
homeless
person
refuses
to
come
off
the
street,
they
can't
stay
on
the
street.
How
I
mean
how?
How
bad
is
that,
when
we
in
compassion
is
that
when
we
allow
a
homeless
person
to
stay
on
the
street,
that
is
not
being
compassionate,
we
are
enabling
destructive
behaviors
for
them
to
stay
on
the
street.
I
B
Okay,
we'll
move
on
with
the
agenda
I
need
a
motion
to
approve
the
minutes
from
September.
B
K
Thank
you
vice
mayor,
actually,
Captain
Moore,
Brandon
Moore
will
be
presenting.
He
is
leading
up
our
recruitment
effort,
so
I
will
turn
the
presentation
over
to
him
at
this
time.
Good
morning,.
L
So
Chief
sack
requested
that
we
speak
a
little
bit
in
depth
on
the
status
of
the
launch
of
the
Epic
recruitment
website,
as
well
as
we'll
hit
a
little
bit
on
the
integrity
and
Compliance
Unit
that
we
kicked
off
last
year
and
where
that
unit
currently
sits
next
slide.
L
So
there
exists
some
significant
barriers
to
recruitment.
I.
Think
that's
known.
That
was
one
of
the
main
purposes
of
us
asking
for
some
assistance
as
far
as
a
new
recruitment
website
to
be
developed,
and
that's
specifically
what
epic
has
done
for
us.
L
This
website
and
the
accompanying
social
media
pages
that
launched
September,
2nd
and
then
the
additional
advertising
that
went
live
started
September
19th,
so
they
specifically
tailor
what
we
do
and
how
we
attack
what
our
effort
will
be
as
far
as
advertising
and
those
campaigns
are
built
out
each
month,
and
so
we
know
ahead
of
time
and
they
work
with
our
Pio
and
our
social
media
strategists
to
try
to
develop
what
should
be
best
and
where
we
go
with
this,
and
so
that
has
been
done
using
their
organic
social
content,
along
with
ad
campaigns
to
build
this
specific
current
content.
L
That
we
put
together
so
from
those
platforms
we
attack
Facebook,
Instagram,
Twitter
and
YouTube
all
to
increase
the
awareness
around
and
drive
interest
towards
working
for
the
Asheville
Police
Department.
We
hadn't
received
any
specific
analytics
from
epic.
It
was
a
little
early
on
in
the
campaign,
but
we
did
ask
that
they
get
us
something.
So
we
could
present
to
you
today.
L
So,
in
speaking
to
some
of
the
barriers
to
Recruitment-
and
we
have
seen
this-
we-
we
knew
this
going
into
our
efforts,
but
Across.
The
Nation
agencies
strongly
believe
that
the
public
perception
of
law
enforcement
limits
that
interest
in
the
profession
and
is
a
sizable
barrier
to
effective
Recruitment
and,
as
you
can
see,
they
78
percent
of
these
agencies
that
were
pulled
have
difficulty
in
recruiting
qualified
candidates.
L
Some
other
factors
that
also
associate
with
low
recruitment
are
generational
barriers
that
we
have
found
in
just
how
we
attract
this
new
generation
of
employee
we've
had
to
adapt
the
ways
that
we've
done
recruitment.
In
the
past,
it
went
from
having
too
many
applicants
to
just
trying
to
get
enough
in
the
door
to
do
a
testing
lack
of
community
and
employer
support,
I.
L
Compensation
has
always
been
a
piece
I
think
we
know
that
we've
discussed
that
I
think
Council
has
worked
on
that,
but
it
remains
one
of
those
factors
and
then
fear-
and
this
is
both
fear
on
the
job
and
fear
of
just
a
litigious
Society,
so
that
fear
of
getting
into
a
profession
that
has
some
dangerous
components
to
it,
as
well
as
a
very
litigious
society
and
what
we're
seeing
currently
in
numerous
officers
being
sued.
This
is
not
creating
the
the
best
atmosphere
to
try
to
get
somebody
to
want
to
get
into
this
job
next
slide.
L
So
the
goal
of
our
partnership
with
with
epic
was
specifically
to
to
drive
people
to
a
recruiting
website,
and
ultimately
they
manage
this
website.
They
created
the
video
and
the
content
and
that
we
did
back
in
March.
The
next
phase
is
where
we're
in
now
and
that's
promoting
that
side
and
pushing
people
towards
it.
So,
ultimately
we
can
get
them
to
apply.
L
As
time
passes,
we
will
start
to
see
the
analytics
of
who's
coming
to
the
page
where
they
are
at
geographically
and
that,
ultimately,
where
the
most
interest
comes
from
and
that's
where
we
will
then
take
that
data
and
drive
all
of
our
campaigning
dollars
too,
and
as
you
see,
you
know
we'll
forecast
out
where
that
future
advertising
dollars
will
be
spent,
and
so
that
you
know
this
was
included
in
that
contract,
and
so
most
of
this
advertising
that
we're
doing
that's
outside
of
us
internally,
epic,
is
doing
with
what
we
direct
those
dollars
and
where
the
analytics
are
showing
we're
best
spending
it.
L
So,
as
you
see
here,
it's
just
a
quick
snapshot
of
the
join
Asheville
PD
page-
and
this
is
our
Facebook
Twitter
and
social
media
platforms
that
they
manage
for
us.
So
epic
puts
this
content
up.
They.
We
approve
all
content
that
goes
out
and
then
we
then
turn
around
and
also
share
this
on
our
pages
next
slide.
Please,
if
you
have
not
had
a
chance
to
see
the
webpage
I
encourage
you
to
go,
look
it.
They
did
an
incredible
job
for
us.
L
They
took
what
the
internal
staff
and
Chiefs
act
sought
out
as
a
vision
of
what
he
wanted
to
display
is
what
our
agency
and
what
our
city
puts
forth
and
I
think
they
did
a
good
job
of
capturing
that
so
I'd
encourage
you
to
make
sure
you
visit
these
here
in
a
second
we'll
have
a
chance
to
at
least
watch
one
of
the
clips
and
as
time
permits.
If
you
would
like
to
watch
more,
we
have
them
embedded
here,
but
we
just
wanted
you
to
be
able
to
see
ultimately
what
the
product
was.
L
L
One
other
thing
that
we
learned
here
recently
in
some
recent
release.
Studies
is
that
targeting
high
school
and
college
recruits
is
something
to
be
considered
again,
and
so
we
have
tried
to
make
sure
that
our
campaign
encompassed
getting
folks
on
board
early
and
getting
them
engaged,
even
if
they're,
currently
in
classes
for
criminal
justice
that
they
see
this
as
where
their
best
fit.
L
And
so
that's,
where
we
have
kind
of
tried
to
drive
this
very
first
campaign
and
we're
hoping
to
see
what,
after
a
full
trial
of
that
money,
spent
what
it
does
for
us
in
the
next
month,
and
so
we
will
hopefully
be
able
to
report
back
on
what
it
did
or
didn't
do
for
us
and
where
we're
going
next
next
slide.
Please.
M
C
D
N
In
the
military,
I
was
a
police
officer,
so
it
was
an
easy
transition
coming
from
the
military
to
the
Asheville
Police
Department,
because
I
already
had
the
basic
training
of
it.
We
need
all
kinds
of
people
within
this
career
and
I
think
that
this
is
something
that
women
are
good
at
and
should
come
and
be
a
part
of.
We.
O
Get
multiple
calls
all
the
time,
we're
kind
of
stop
and
go
all
night,
but
that
doesn't
mean
that
I
can't
take
the
time
to
help
the
person
achieve
their
answer.
If
they
had
questions,
we
always
take
our
time
answering
those
questions
making
sure
they
completely
understand
how
we're
going
to
work
their
case
at
the
end.
P
O
Q
D
R
L
I
L
Thank
you.
Our
next
steps
with
epic
is,
as
you
could
see
there,
and
thank
you
Jenna
for
working
through
all
those
slides.
Is
they
created
a
number
of
videos
for
us
that
we
really
felt
like
captured,
not
only
the
specialized
units,
but
what
we
as
an
agency
are
I,
think
they
did
a
really
great
job
with
some
of
the
parameters
we
put
on
them
and
and
showing
also
what
the
city
is
and
we
wanted
to
definitely
use
the
fact
that
we're
a
draw.
L
We
know
we're
a
draw
on
what
we
have
and
agencies
across
the
country,
and
recent
data
have
shown
that
in
individual
locations
that
have
what
we
have
should
have
an
easier
time
in
recruiting,
and
so
we
want
to
use
that
to
our
advantage,
and
then
we
want
to
work
off
of
what
we
have
working
for
us
as
well.
So
we'll
evaluate
all
that
data
that
we
have
from
them
moving
forward.
We
then
take
what
that
is,
and
we
direct
that
money
towards
the
Avenues
that
get
the
most
attention.
L
You
know
epic,
wasn't
hired
to
hire
people
for
us.
They
were
hired
to
get
us
out
there
and
to
get
people
looking
at
us,
and
so
from
that
point
we
have
to
then
bring
them
in
as
quickly
and
as
efficiently
as
possible,
and
especially
to
speak
to
the
generational
Gap.
We
have
to
make
them
feel
like
they're
the
number
one
candidate
we're
looking
for,
and
so
internally
we're
working
on
that
and
we're
getting
this
data
sharing
it
amongst
the
staff
so
that
everybody
can
be
a
part
of
the
recruitment
effort.
L
This
isn't
just
the
staff
you
see
here,
it's
not
just
our
recruitment
department
and
more
so.
We've
really
started
to
Drive
Forth
retention
over
Recruitment
and
we
kind
of
had
those
inverse
because
we
want
to
keep
the
people
we
have
because
they
are
our
number
one
recruiters.
If
folks
that
are
working
here
are
excited
excited
about
working
here,
they
continue
to
want
to
work
here.
They
will
drive
their
friends
and
family
to
also
join
this
agency,
so
we
will
continue
to
provide
you
updates.
L
We
will
see
updates
to
the
website.
You'll
see
social
media
updates,
monthly
and
then
weekly,
and
then
they
continue
to
work
with
our
internal
social
media
coordinator
to
make
sure
that
we're
also
putting
those
on
our
page
and
then
just
as
a
reminder
this
the
website
that
epic
has
for
us,
they
will
maintain
for
the
entirety
of
the
contract
and
what
that
means
for
us.
Is
that
any
changes
we
want
to
make
all
the
raw
footage
that
we
have.
L
So,
just
to
speak
again
on
some
of
our
takeaways,
we
know
that
there
are
barriers
and
we're
working
towards
those.
We
hope
that
you
will
work
with
us
on
the
the
pieces
that
can
help
assist
us
in
making
this
an
easier
transition
and
to
get
as
many
folks
hired
as
we
can.
L
We
will
work
through
all
of
those
pieces
on
social
media
to
get
this
out
to
as
many
people
as
possible
and
then
we'll
use
that
data
to
try
to
help
direct
us
and
kind
of
set
a
road
map
for
where
we
go
next
and
with
that
that
ends
the
portion
of
Epic.
If
there
are
any
questions.
B
Contract
originally,
there
was
a
discussion
about
a
one-time
savings
from
Return
Surplus
equipment
from
Exxon
contract,
but
last
month
we
had
some
Financial
oversights
with
that
contract.
So
I
wanted
to
know
if
in
any
way
that
impacted
the
covering
the
next
two
years
of
their
work.
L
I,
don't
believe
so
I
I,
don't
I,
don't
believe
so.
I
I
think.
Ultimately,
the
the
payment
for
epic
went
out
in
stages
from
when
they
provided
product
and
so
I
think
and
I
would
would
have
to
revert
to
Elise
Lewis,
specifically
on
what
line
item
to
be
able
to
give
you
that
direct
answer.
But
I
did
not
believe
that
what
you
spoke
about
impeded
us
from
being
able
to
cover
this
portion
of
the
contract.
S
Yes,
I
just
had
a
couple
of
questions.
Basically,
I
was
looking
for
your
target
market.
I
know
we're
trying
trying
to
hire
so
many
qualified
canvas
as
possible,
but
I
notice
that
your
target
age
between
17
and
30.
S
I'm
just
wondering
how
come
they
kept
between
17
and
30
and
then
maybe
expand
it
to
at
least
40
45
and
the
reason
I
say
that
is
because
just
with
any
employment
opportunities,
I
found
it
a
lot
of
times
the
younger
generation
who
basically
did
not
know
what
they're
quite
want
and
looking
for
a
lot
of
times
with
job
recruitment.
S
I've
noticed
that
a
lot
of
recruitments
on
the
younger
age,
a
turnover,
is
a
lot
more
because
they
don't
have
the
experience
with
just
life
and
not
knowing
what
they
want
to
do.
So
the
turnover
was
recruitment
as
far
as
being
able
to
retain
them
is
higher
with
the
younger
group.
So
I
was
just
wondering
how
come
they
didn't
think
to
maybe
expand
it
to
445,
where
you
get
more
of
a
mix
with
more
mature,
maybe
sort
of
have
a
direction
for
their
life.
I.
S
L
L
Somebody
wants
to
work,
and
that
is
you
know,
a
seasoned
officer
Works
in
Charlotte,
let's
say,
and
they
are
looking
to
move,
maybe
what
drives
them
to
move
and
this
campaign
wasn't
geared
towards
them,
but
we
are
pushing
towards
gaining
those
lateral
transfers
as
well.
L
We
just
have
to
become
the
agency
and
the
city
that
they
want
to
live
and
work
in,
and
so
part
of
that
is
a
a
long-term
campaign
too,
to
pull
in
laterals
to
make
us
more
appealing
to
increase
all
those
pieces
that
we've
discussed
from
compensation
to
benefits
package
overall.
What
it
means
to
work
in
this
city
and
to
be
a
police
officer,
I
think
you
hit
exactly
on
what
that
drives.
L
That
campaign
this
one
in
the
current
first
YouTube
platform
was
specifically
to
drive
surrounding
states
and
high
school
and
colleges
to
try
to
engage
and
get
as
much
attention
to
the
police
department
and
our
recruiting
effort,
and
let
that
spread
those
seasoned
officers
that
you're
talking
about
they're.
Seeing
this
too.
They
see
what
we
put
out
in
the
videos
that
are
out,
but
that
specific
campaign
was
driven
at
that
age
group
to
grab
as
many
potential
candidates
that
are
looking
to
get
into
this
career
right
away.
S
Okay,
so
tell
me
something
so
why
I
just
wanted
to
read
I
understand
that
that
particular
Factor,
but
have
you
I'm
not
talking
really
about
even
people?
That's
actually
didn't
policeman
before
just
as
far
as
new
hires.
Do
you
think
40
is
too
old
for
new
hires
in
the
quiz
Department
I'm
just
is
that
I
mean
that,
because
I
just
wanted
to
know
do
you
is
that
age
is
something
that
you
usually
try
to
go
after?
Is
there
a
reason
for
that.
L
That
specific
age
came
from
information
we
received
in
a
nationwide
polling
of
what
current
agencies
are
out
seeking.
That's
that's
what
it
was
driven
at
if
we
kept
it
too
wide
I
think
what
they
were
looking
at
is
the
content
and
who's
actually
clicking
on
all
of
these
Pages
folks.
My
age
aren't
engaged
as
much
into
all
of
those
pieces
and
pages,
and
they
know
exactly
if
we
had
much
more
time.
I
could
give
you
all
of
what
I've
learned
about
what
they
do
and
that's
how
long
we
have
to
capture
them.
L
How
many
seconds
do
we
actually
have
of
something
they
see
to
get
them?
And
it's
not
many,
it's
just
a
few,
and
so
that's
different
based
on
generation
and
so
I
think
my
best
answer
is
we
really
base
that
on
the
the
data
that
we
were
provided
and
where
they've
seen
success,
work
for
them,
and
then
we
will
reevaluate
that
come
next
month.
Okay,.
S
Keep
in
mind
one
other
question:
I
just
want
to
ask
you
now
on
slide
three
when
you
were
talking
about
as
far
as
Community
Support
was
one
of
the
variants.
What
could
the
community
do?
Basically
to
help
that
you
said
that
we
were
you
know
if
you
go
back
to
slide
three
you'll
see
the
yes.
L
Ma'am
and
I
you
wanted
that
one
good
and
I
can
answer
that,
and
it
came
out
of
a
recent
study
that
I
I
was
actually
able
to
actually
listen
to
the
lecture
and
speak
to
what
it
is
that
that
means
that
can
be
very
generic.
But
it's
very
it's
more
specific
when
they
talked
about
it
and
it
is
ultimately
when
an
agency
went
as
far
as
saying
that
you
support
the
police
department.
What
does
the
community
mean
in
that?
Are
they
saying
they
support?
L
Are
they
actually
coming
out
and
publicly
saying
they
support
and
that's
on
both
in
this
study
on
the
community
and
its
City
staff
and
Council,
and
so
in
Progressive
cities
that
have
denounced
police
departments?
They
have
had
a
tougher
time
recruiting,
and
so
they
went
into
detail
about
what
that
meant
for
them
and
how
that
change
has
to
happen
and
where
they
saw
successes
is
where
a
community.
Let's
take
it
as
an
example,
initiated
some
project,
something
within
the
community
itself
and
invited
the
police
department
to
be
a
part
of
it.
They
sound.
L
They
found
greater
success
there
with
Community
buy-in
because
it
wasn't
the
police
driving
it,
and
so
the
community
was
engaged.
The
police
Department
we're
excited
to
be
there,
and
so
it
gave
a
better
understanding
of
support.
It
really
showed
what
that
meant
for
the
police
department
not
to
be
the
lead,
but
to
be
an
invited
party
and
I
can
tell
you
from
the
staff
that's
sitting
here.
We
will.
We
will
show
up
to
everything
and
anything
we
can
that
we're
invited
to.
L
B
And
I
think
Deborah's
hand
was
raised
to
respond
to
your
first
question.
Sandra
I
think
yes,.
T
Thank
you
vice
mayor,
I
I
want
Brandon
and
the
chief
to
kind
of
kind
of
clarify
that
this
is
a
phased
process,
and
so
we
will
get
results.
We
will
get
an
understanding
of
of
the
impact
that
we're
having
within
this
particular
age
group
and
to
this
approach,
but
this
is
a
both
hanging.
This
is
additive.
It's
not
our
only
effort
at
recruitment.
T
We
think
this
issue
nationally,
not
not
just
in
Asheville
it's
in
Charlotte,
it's
it's
in
every
it's
in
Black
Mountain,
it's
in
whatever
Community
there
there
is,
that
has
a
law
enforcement
and
City
recruitment
is
tough,
and
so
we
need
to
distinguish
ourselves
in
a
way
that
makes
our
community
not
just
the
Asheville
Police
Department,
but
our
community,
because
their
employees
for
8
to
12
16.
T
Unfortunately,
now
17
18
hours
a
day
and
then
they
have
they
want
to
live
in
a
community.
So
I
think
that
that
we're
trying
to
to
do
this
in
a
very
holistic
way,
but
in
a
very
targeted
and
strategic
way
and
as
Brandon
said,
the
national
information
said
grab
this
group
with
this
type
of
of
of
marketing
and
Outreach.
But
then
there
will
be
other
opportunities
and,
quite
frankly,
please
don't
understate
what
Brandon
said
also
about
retention.
T
Our
existing
police
officers,
quite
frankly,
I,
feel
very
strongly.
Will
help
us
recruit
more
officers
if
they
can
positively
advocate
for
their
experience
working
in
our
community,
so
I
thought
that
would
stop.
There,
hopefully
send
her
that
response
to
your
question
and
if
I
said
anything
that
was
inaccurate,
Brandon
chief,
our
Chiefs,
please.
K
No,
not
at
all
what
we
have
to
remember.
We
are
20
days
into
the
campaign.
Okay,
this
our
recruiting
effort
is
going
to
span
years
and
we
are
going
to
Target
specific
groups
with
each
individual
campaign
and
sometimes
in
different
manners.
So
you
ask
the
question:
is
40
too
old
to
be
a
police
officer,
or
are
we
interested
in
that
demographic?
Yes,
we
are
okay
and
that
demographic
will
be
reached,
perhaps
in
a
different
campaign
or
in
a
different
manner
to
to
to
address
that
particular
demographic.
K
So
this
is
again
we
are
just
20
days
into
it.
This
is
a
quick
snapshot
of
how
we
began,
but
it's
in
no
way
how
we
will
finish
and
that
we
will
continue
to
find
individuals
across
the
board
as
to
who
would
be
a
good
fit
for
this
profession
and
for
this
city,
but
we're
not
putting
any
restrictions
in
place.
We're
not
trying
to
only
identify
a
particular
group.
This
is
a
very
broad-based
program
and
it's
going
to
touch
on
a
number
of
different
demographics
as
we
move
forward.
This
was
just
the
beginning.
J
Thank
you.
While
we
have
this
up
on
side,
three
I
I'm
curious
about
the
word
litigious
Society
I
think
what
our
community
desires
is.
The
built-in
accountability
that
comes
from
living
in
community
together,
our
kids,
going
to
school
together,
seeing
each
other
at
the
grocery
store,
and
so
my
question
is
starts
with
this.
One
of
the
ways
that
Council
can
support.
J
Recruitment
and
Retention
of
First
Responders,
including
our
police,
is
through
living
wages
based
on
the
cost
of
housing,
given
the
high
and
Rising
costs
of
living
in
Asheville,
not
just
housing,
but
additional
costs
like
Child
Care
Transportation
and
our
Focus
we
heard
today
was
on
high
school
and
college
recruits
who
would
rely
on
entry-level
salaries
while
requiring
a
lot
of
training.
I
think
Council
needs
to
understand
the
needs
of
local
applicants
and
their
families,
because
even
the
new
recruits
from
out
of
town
will
become
local
residents.
J
So
my
question
is:
when
can
we
expect
to
see
those
detailed
demographics,
including
the
location
of
who
the
ads
are
reaching
and
that
data
by
percentage
is
usually
very
accessible?
I
know
we're
only
20
days
in
so
could
we
expect
to
see
an
update
in
November
or
December
about
who
our
ads
are
reaching.
T
And
so
I'm
I'm
sorry
vice
mayor
I,
didn't
raise
my
hand
I'm,
hoping
that
we
can
get
something
late
December
early
January
Chief
is
that
is
that
too
too
soon.
K
No
I
I
think
by
end
of
year
we
would
have
a
better
idea
and
again
data-
that's
far
more
reliable
than
if
we
just
go
every
every
30
days.
We
know
some
campaigns
are
going
to
be
more
effective
than
others,
and
you
know
there's
an
adjustment
as
we
target.
So
you
know
I
think
we
do
need
to
give
it
a
chance,
and
you
know
three
months
is-
is
a
better
snapshot
than
than
20
days.
As
you
saw,
you
know,
364
people
clicked
on
and
showed
an
interest
in
APD
in
20
days.
K
There
is
no
possible
way
we
could
go
to
job
fairs
or
go
out
and
and
put
up
hiring
and
get
that
much
attention.
So
364
in
20
days
is,
is
pretty
good,
but
we'll
see
how
much
more,
how
many
more
we
reach
and
I
think
three
months
is,
is
definitely
a
better
snapshot
for
us
to
interpret
and
analyze
data.
So
we
could
certainly
do
that.
T
Hey
Deborah
Miss
Reddy.
You
also
asked
about
or
made
a
comment
about
cost
of
living
and
so
forth.
What
we
will
provide
to
you
in
our
first
quarter
update,
will
be
presenting
some
information
to
finance
and
Human
Resources
Committee
just
shortly,
but
also
as
part
of
the
manager's
report,
we'll
be
giving
you
some
information
about
changes
and
adjustments
that
have
been
made
as
it
relates
to
pay
and
our
our
efforts
to
help
support
this
recruitment
effort
to
be
a
more
competitive
from
a
from
a
pay
perspective.
T
J
It
is
following
up
on
since
I
was
related
to
my
question.
I
know
in
the
last
Public
Safety
Committee
meeting
I
asked
if
we
could
get
a
six-month
budget
snapshot
and
that
there's
a
the
reason
for
that
is
tied
to
this
right
now.
I
think
there
are
members
of
our
community
who
are
under
the
impression
that,
because
we
have
vacancies,
that
we
have
that
same
amount
of
a
surplus
in
the
budget,
but
once
again
we
know
that
overtime
is
expensive
and
our
staff
are
working
a
lot
of
overtime.
J
So
that's
why
I
asked
for
that
six-month
snapshot
to
go
along
with
the
finance
committee's
recommendations
or
presentations
that
we'll
see
tonight
at
Council,
because
this
group
would
need
to
see
more
of
the
details
in
order
to
engage
the
public
to
use
that
as
an
education
opportunity.
So
folks
have
more
of
an
understanding
of
what
our
available
resources
are.
T
And
we
will
have
that
a
six-month
report
as
part
of
our
second
quarter,
update
to
council,
so
that
will
come
around
January.
T
B
Any
other
questions
I
just
wanted
to
say
concerning
the
timing
of
when
we
come
back
to
follow
up
on
analytics
I
was
thinking
that
you
know
this
part
of
the
campaign
is
just
similar
to
Casting
that
net,
before
more
targeted
recruitment
goes
out,
a
targeted,
recruit
recruitment
campaign
goes
out,
so
I
would
be
interested
in
coming
back
when
those
analytics
are
received
before
dollars
are
spent
in
a
more
direct
and
concerted
effort.
B
I
think
it'll
be
good
information
for
the
public
and
good
information
for
this
committee
ahead
of
assigning
those
dollars.
So
I,
don't
know
if
that's
a
60-day
90-day
I
mean
only
epic
in
the
social
media
coordinator
will
be
able
to
determine
that,
but
I'm
just
trying
to
make
sure
that
we're
we're
not
spreading
the
Chief
and
his
team
to
band
with
bringing
back
information
that
might
not
be
beneficial.
So
I
guess
we'll
have
conversations
about
when
the
information
received
will
be
gathered
to
set
another
targeted
campaign
or
a
targeted
campaign.
Kim.
J
L
Okay,
so
just
wanted
to
make
sure
we
clarified
and
I
may
not
have
been
as
clear
as
I
wanted
it
to
I,
wanted
to
make
sure
that
staff
didn't
think
we
were
spending
additional
dollars.
It
is
not.
This
is
money
already
spent
in
the
contract
and
already
agreed
upon
with
epic,
and
so
it's
just
the
direction
in
which
we
tell
them.
We
want
them
to
take
the
campaign
based
on
the
analytics
we
receive
so
I.
Just
just
want
to
make
sure
that
that's
clear
that
we
weren't
trying
to
spend
additional
we're
not
asking
for
that.
B
It
I
think
we're
clear,
but
ahead
of
this
conversation,
when
the
representative
from
epic
came,
we
gave
some
some
feedback
on
diversity
and
different
types
of
policing.
We
would
like
to
see
so
I
think
coming
back
before
dollars
are
assigned
not
additional
dollars,
but
dollars
already
within
the
contract
before
those
dollars
are
assigned
to
a
more
concerted
effort.
Then
just
have
that
report
back
to
this
committee,
so
that
we'll
be
in
the
know,
and
we
can
give
feedback.
K
T
Ahead,
sorry,
I
I
believe
Chief,
Brandon
and
chief
deputy
chief
yelton.
T
B
Well,
the
analytics
will
demonstrate
how
the
dollar
should
be
spent
and
I
just
want
to
report
back
on
that.
So
we're
all
on
the
same
page
about
how
how
it's
been
and
what
groups
are
being
targeted
and
why.
B
Thank
you,
I
think
you
all
have
another
presentation
on
the
Integrity
unit.
L
It's
important
to
me
because
I
live
in
the
city
of
Asheville
and
it's
important
because
of
who's
going
to
be
responding
to
my
house
in
the
city
and
that's
an
officer
that
I
bring
on
and
recruit,
and
the
standard
can't
be
lowered
and
we've
seen
Nationwide
where
this
has
happened,
and
it
has
been
a
failure
and
we've
seen
where
there's
been
successes
in
still
being
able
to
recruit
people
without
having
to
reduce
that
standard.
So
the
city
of
Asheville
is
maintaining
its
hiring
standard
for
police
officers
is
the
same.
L
It's
always
had
so
that
we
can
get
the
qualified
candidates,
not
just
a
candidate,
and
so
I
just
wanted
to
make
sure
we
we
put
that
out
there
and
and
moving
forward
a
quick
update
on
the
integrity
and
Compliance
Unit.
The
unit
was
created
in
September
of
2021,
and
it
was
with
the
chief's
vision
of
establishing
some
consistency
in
how
we
interpret
interpret
Implement
and
adhere
to
our
policies,
practices,
training
and
laws,
and
so
that
encompasses
a
whole
lot.
L
There
was
a
lot
said
in
that
one
sentence,
but
the
time-consuming
work
of
being
able
to
perform
all
of
those
functions
by
a
first-line
supervisor
was
just
too
much.
It
took
them
away
from
their
primary
duties.
It
took
them
off
the
road
where
we
as
Command
Staff
need
them
to
be.
We
need
them
actually
out
working
with
their
staff
and,
as
you've,
seen
younger
staff
to
pass
on
knowledge
and
and
generational
experience.
So
we
need
that
person
that
Sergeant
out
on
the
road
a
lot
of
what
we
were
tasking
them
with.
L
L
Out
of
all
that
that
we
could
make
sense
of
wasn't
helping
anybody,
it
just
seemed
like
busy
work,
so
we
needed
to
make
this
an
actual
function
and
by
getting
this
unit
started,
we
were
able
to
do
this
with
an
admin,
a
patrol
sergeant,
and
we
can
now
alleviate
most
of
our
road
sergeants
from
this
work.
There
are
still
some
functions
they
hold
in
the
field,
but
overall
it
gets
them
back
out
in
the
neighborhood.
It's
not
them
at
a
desk
in
the
office.
L
We
need
more
of
them
seen
and
felt
and
heard,
and
so
the
consistency
and
interpretation
of
the
policies
and
those
procedures
and
the
training
give
officers
a
more
clear
understanding
of
what
we
expect
from
them,
and
then
they
know
right
away
what
their
responsibilities
are
and
for
most
police
officers.
That's
pretty
easy,
tell
me
where
to
go
and
what
to
do
and
I
will
do
it,
and
so
this
develops
confidence
in
them
too.
L
Their
their
supervisor
being
out
there
with
them
also
gives
them
somebody
else
to
rely
on,
and
so
when
they
are
more
confident
they
perform
more
professionally
and
that's
what
we
want.
That's
what
our
community
is
asking
for
and
It
ultimately
will
lead
to
better
trust
building.
You
want
to
see
and
know
and
hear
your
officers.
You
want
to
know
who
works
in
your
community.
You
don't
want
to
absolutely
see
a
different
person
every
time
you
turn
around,
because
we
didn't
have
the
Staffing
to
give
you.
L
You
know
what
was
your
officer
that
you
knew,
so
we
want
to
build
that
this
unit
helped
us
do
that,
but
we're
still
next
slide.
Please
we're
still
working
to
try
to
perfect
this
and
most
of
it's
going
to
come
when
we
can
address
our
staffing
issues.
We
have
found
really
quickly
that
we
need
another
individual
in
this
unit.
L
One
Sergeant
can't
do
all
of
what
you'll
see
here
shortly
is
all
of
his
tests
and
then,
in
addition
to
do
what
the
chief
has
asked
for
out
of
this
unit
and
that's
with
your
random
body,
worn
camera
reviews.
You
know
it's
are
they
being
activated
when
they're
supposed
to
and
then
within
that
video
that
you
watched
off
of
a
random
Did.
They
perform
the
way
we
we'd
want
them
to,
and
that
goes
to
the
next
one
and
their
de-escalation
training.
Are
we
seeing
them
respond
in
the
manner
that
we
train
them
to?
L
Is
the
public
getting
what
they
should
get
out
of
an
officer
each
time
and
that's
something
the
chief
has
asked
for
you
know
they
have
training.
That
indicates
how
they
respond
in
certain
situations
and
that's
not
always
they
have
to
they
have
to
ad-lib
from
time
to
time
in
their
job.
That's
understandable,
but
did
they
follow
and
did
they
treat
this
individual?
L
He
wants
us
to
look
into
from
their
body
cam
to
their.
You
know
the
audience
that
are
required
to
traffic.
Stop
data,
that's
required
to
correspond
with
the
body
cam
consent
to
search
searches
as
far
as
it's
complying
with
the
policy
for
evidence,
documentation
as
well
as
tsrs
racial
profiling.
Stop
reports
are
those
being
done
and
is
the
video
accompanying
those
and
have
that
have
all
of
the
policies
we
have
in
place
to
make
sure
that
these
things
are
happening.
L
Are
they
being
followed
because
before
the
policies
were
there-
and
we
said,
do
this
and
the
sergeants
had
to
do
everything
they
could
on
the
road
to
get
it
done
in
addition
to
their
daily
duties?
Now
we
we
pulled
some
of
that
off
of
them
and
we've
heard
the
response
and
how
good
it
was
for
them
to
get
out
on
the
road,
but
but
we're
going
to
need
more
help,
and
so
we
see
moving
forward
when
we
can
get
Staffing
that
we're
going
to
need
to
put
somebody
else
in
this
position.
L
Next
slide,
please,
and
this
kind
of
speaks
to
that.
We
just
have
that
one
sergeant
in
there.
You
know
we
understand
that
we
can't
take
somebody
from
a
road
position
and
put
them
in
here
for
this,
so
that
one
Sergeant
is
doing
the
best
he
can.
He
works
directly
for
me
and
he
stays
busy
when
it's
asked
what
he
does
he's
he's
constantly
in
these
surveys,
the
data
the
random
pieces
that
he
gets
putting
it
out
so
that
the
sergeants
actually
can
have
an
easier
job
at
what
they're
doing.
L
So
we
can't
get
to
all
of
our
intended
goals
of
the
unit
and
the
chief's
been
very
clear
with
me
that
the
moment
we
have
Staffing,
we
will
get
to
all
of
those
required
goals,
so
we
will
increase
the
size
of
that
unit
so
that
we
can
better
reach
all
of
these
requirements,
and
we
really
see
this
as
an
integral
component
of
what
we
do
moving
forward
as
we
speak
to
the
community
better,
trusting
us.
This
is
some
of
that
data.
L
This
is
what
we
already
do
and
is
being
tracked
and-
and
it
is
available
and
so
I
think
this
also
not
only
helps
the
community,
but
it
helps
us
internally
because
we
will
continue
to
work
on
internal
struggles
as
well
and
make
sure
we're
putting
the
right
Officer
in
the
field
for
each
Community
member
and
with
that,
does
anybody
have
any
questions
on
our
integrity
and
compliance.
Yeah.
B
I,
don't
think
there
are
any
questions
from
the
committee,
but
thank
you
all
for
your
two
presentations
and
your
time
and
we'll
move
on
in
on
our
agenda.
Next,
we
have
the
continuity
of
operations,
plan
and
emergency
operation
operations
plan
and
division.
Chief
Jeremy
Knighton
is
going
to
do
that.
Presentation.
E
Good
morning,
vice
mayor
council
members
come
to
you
today
to
give
you
a
brief
update
on
where
we
are
in
a
crucial
first
step
to
to
making
our
community
more
resilient
into
making
our
response
to
them
more
appropriate
and
And
Timely
next
slide.
Please
some
of
the
key
takeaways
from
this
that
I'm
going
to
go
over
are
just
kind
of
a
reminder
and
a
Refresh
on
what
the
emergency
operation
plan
is
and
what
the
continuity
of
operation
plan
is.
E
Those
are
two
plans
that
will
reflect
the
operational
nature
of
our
city
during
all
Hazard
incidents
and
events,
how
we
engage
our
community
and
stakeholders
in
the
planning
process
and
tying
together
our
existing
plans
that
we
have
in
each
of
the
individual
departments,
with
this
foundational
element
of
resiliency
armor,
is
kind
of
where
we
are
in
the
process
right
now,
we're
looking
at
that
we're
doing
going
through
the
evaluation
and
I'll
kind
of
get
into
that
right.
E
Now
we've
had
an
overwhelming
success
in
responses
to
vendors
and
and
to
contractors
that
have
reached
out
and
want
to
assist
us
in
this
process
and
then
also
when
I
hit
on
a
little
bit
of
our
evaluation
process
and
the
coordination
that
we're
going
through
and
the
makeup
of
our
team
and
and
kind
of
what
these
ongoing
steps
are.
This
is
a
lot
of
work
and
it's
a
heavy
lift
because
of
the
overwhelming
success
and
interest
in
helping
us
move
forward.
E
So
I'm
very
happy
and
pleased
to
share
with
you
that
next
slide,
please
so
just
to
kind
of
refresh
the
the
focus
of
an
EOP
or
an
Emergency
Operations
plan
is
our
emergency
measures
are
sensible
for
when
we're
responding.
During
these
events,
the
coupe
plan
or
continuity
of
operations,
plan
kind
of
outlines
the
execution
of
the
essential
functions.
What
where
we
prioritize
the
delegation
of
authority
lines
of
succession?
E
Many
of
these
things
come
into
play
when
we're
looking
at
the
various
events
that
we're
vulnerable
to
here
in
our
area
and
that
many
of
the
other
studies
and
plans
that
we
have
have
told
us
that
we
are,
but
the
biggest
thing
I
want
to
highlight
is
both
of
these
plans.
Ain't
engage
the
whole
Community,
not
only
in
the
in
the
planning
process,
but
when
we
actually
go
to
involving
them
in
response
and
how
can
how
can
they
help?
How
can
we
help?
E
How
can
we
come
together
not
only
as
responders
and
and
community
members,
but
as
leadership
and
employees,
and
and
even
taking
a
look
at
where
we
are
resilient,
where
we
are
the
most
resilient
and
obviously
where
we're
not,
but
also
the
inclusion
of
folks
that
might
be
non-traditional
responders?
E
We've
had
lots
of
success
recently
during
covid-19
and
others
about
bringing
folks
to
the
table
that
can
offer
resources,
time
and
funding
to
help
us
in
response,
and
that
collaboration
has
proved
very
successful
next
slide,
please
so
kind
of
where
we
are
in
the
process
right
now.
Obviously,
we
went
out
for
rfps.
Those
proposals
were
due
on
September
19th.
We
had
very
good
success
in
our
Outreach.
We
had
15
proposals
submitted
from
well-known
and
nationally
respected
companies
that
do
this
kind
of
work
that
have
assisted
communities.
E
Large
and
small
13
of
the
proposals
were
found
to
be
responsive
after
the
initial
first
review.
Obviously,
this
first
step
showed
us
and
in
collaboration
in
close
coordination
with
our
our
teammates
in
finance
and
others
to
to
make
sure
that
the
processes
were
followed
and
everyone
that
was
going
to
actually
compete
for
this
was
was
responsive
and
so
13
of
the
15
were
responsive.
After
that
initial
review,
all
proposals
were
in
budget
and
timelines.
Each
concluded
around
the
June
July
23
2023
time
frame.
E
So
we
have
a
lot
of
work
ahead
of
us
to
be
honest
with
you,
we
were
not
expecting
this
much
response.
E
This
type
of
work
can
often
be
tedious
and
time
consuming
and
for
for
to
have
this
much
response,
it's
it's
kind
of
a
blissful,
not
misery,
but
it's
definitely
a
heavy
lift
because
we're
going
to
have
to
comb
through
each
of
these
to
hit
the
high
points
and
make
sure
that
they
line
up
and
we
validate
them
against
the
needs
of
our
community
and
the
needs
of
the
what
we
laid
out
before
them
in
the
scope
of
work.
E
So
that's
kind
of
where
we
are
now
and
again
we're
headed
for
that
June,
July
2023
time
frame,
but
obviously,
as
we
reach
complexities
and
things.
This
is
very
tentative.
It
could
change
and
we
look
forward
to
updating
you
more
as
that
timeline,
Ebbs
and
flows
in
the
future.
Next
slide,
please
so
kind
of
just
to
hit
on
our
evaluation
process
again.
E
This
is
the
first
step
those
those
rfps
were
due
on
September
the
19th
and
that's
when
the
work
started
for
us
internally,
we
assembled
a
very
diverse
team
from
the
fire
department,
our
information
technology,
Services,
Equity
inclusion,
finance
and
also
Emergency
Management
from
Buncombe
County.
It's
super
important
that
we,
we
include
those
kind
of
vertical
stakeholders
in
this,
because
our
our
continuity,
our
resilience
and
a
lot
of
our
response
depends
on
those
close
partners
and
that
close
coordination
with
our
partners
over
in
Buncombe
County.
So
we
wanted.
E
We
have
a
really
good
team
and
I'm
very,
very
thankful
for
this
team
that
has
embarked
on
this.
This
heavy
lift,
I
can't
say
how
much
that
is.
Each
of
those
documents
range
from
about
25
to
45
pages,
with
immense
detail
on
how
we're
gonna,
they're
gonna,
help
us
guide
us
through
this
nation,
best
National,
best
practice
and
and
really
an
outside
look
on
many
of
these
internal
processes
that
we
want
to
continuously
make
better.
E
So
that's
that's
kind
of
the
team,
the
the
process,
so
the
process
kicked
off
on
October
9th,
so
the
initial
evaluation
scorecards
are
due
on
October
31st
and
in
that
event,
in
that
scorecard,
it's
a
about
a
50
to
50.
It's
55
points
of
how
we
are
looking
at
these
proposals
based
upon
what
we
put
in
the
scope
of
work.
E
So
once
those
scorecards
come
back
from
the
team,
that's
on
the
other
side
of
the
slide
here
we're
going
to
be
looking
to
take
the
scores,
how
those
scores
relate
and
then
we're
going
to
interview
the
top
three
candidates
again.
E
This
is
a
very
external
look
at
a
really
internal
process
and
we
want
to
make
sure
that
not
only
the
scores
were
in
line,
but
we
want
to
have
definitely
a
relationship
with
these
folks,
as
they
help
us
move
forward
in
such
a
very,
very
important
task
as
responding
to
our
community
and
how
we
operate
in
those
continuity
time
frames
next
slide,
please
so
next
steps
and
timeline.
This
is
kind
of
where
we,
where
we've
been
and
kind
of
where
we're
going.
E
Obviously
August
I,
I
I,
presented
it
the
last
time
or
I
believe
Chief
bazinski
presented
the
last
time
about
how
the
process
went.
The
internal
meetings,
preparation
for
posting,
we're
looking
at
October
to
December
of
obviously
getting
posting
evaluating
and
awarding
that
contract
and
then
January
February,
the
on-site
work
begins
and
I
want
to
highlight
that
onside
work.
E
Many
of
our
staff
are
have
stepped
up
and
are
willing
and
ready
to
to
pitch
into
this
process,
and
we
are
going
to
definitely
be
leaning
on
not
only
our
staff,
our
leadership
but
members
of
our
community
to
help
us
walk
through
this
process.
So
we're
very
excited
and
then
hopefully
everything
goes
the
way
it
should
we're.
Looking
at
that,
June
2023
July
2023
a.
M
E
Asked
this
the
the
contractor
and
the
vendor
to
not
only
help
us
through
these
documents
and
these
plans,
but
also
we
want
to
make
this
relevant
for
everyone,
so
we're
going
to
have
a
couple
of
tabletop
exercises
that
will
involve
and
I
believe
the
vice
mayor.
You
were
went
through
one
of
those
tabletops
in
the
same
kind
of
format
when
we
had
the
folks
from
the
Naval
Postgraduate
School
here
and
that
with
the
county,
so
very
very
similar
to
that
in
format.
E
But
we
want
to
make
sure
that
we're
inclusive
when
we
start
exercising
these
plans.
So
it's
not
just
a
plan.
That's
one-dimensional!
It's
three-dimensional
and
we
are
able
to
operationalize
that
and
manage
expectations
of
our
community
members
moving
forward
when
we
get
these
done.
I
would
be
happy
to
to
continue
to
bring
provide
Updates
this
process
at
the
critical
touch
points,
but
I
would
say
the
next
step
is
definitely
getting
this
vendor
awarded
and
then
starting
that
process.
Early
2023
yeah,
pending
any
questions
from
the
group.
That's
the
end
of
my
report.
J
J
Have
there
been
requests
to
present
it
say:
State
sustainability,
advisory
committee
on
energy
in
the
environment
or
neighborhood
advisory
committee
outside
groups
like
Coalition
of
actual
neighborhoods
or
the
Legacy
neighborhoods
at
neighborhood
meetings.
When
can
we
expect
that
there
will
be
that
kind
of
Outreach
plan.
E
Yeah
great
question
as
a
part
of
this
process,
we're
going
to
be
working
with
and
leaning
on
heavily
our
our
Cape
folks
to
to
come,
come
up
with
and
produce
that
communication
engagement
plan,
so
we're
gonna,
we're
gonna,
look
at
we're
gonna
using
the
using
the
folks
that
we
know
obviously
internal
as
well
as
the
the
vendor
that
is
selected
and
and
kind
of
sit
down
and
come
up
with
the
best
way.
E
So,
yes,
I
know
that
when
we're
already
having
conversations
in
different
stakeholder
groups
to
to
talk
about
this
and
to
kind
of
put
a
placeholder
but
I'll
look
for
the
first
of
the
year
for
us
really
to
hit
the
ground
running
once
we
have
that
communication
engagement
plan
and
then
we
have
a
very
strategic
but
targeted
method
for
doing
so.
J
Thank
you
and
when
I
here
that
we're
going
to
be
using
some
tools
to
do
Outreach
to
folks
who
are
neighborhoods,
especially
that
maybe
haven't
participated
or
don't
typically
participate
in
the
ways
that
we
have
done
Outreach
in
the
past.
Are
we
going
to
be
using
some
of
our
gear
tools
as
the
a
member
of
the
government
Alliance
on
race
and
Equity,
because
I
know
we
have
some
specific
vulnerability
index
scores
around
our
climate,
Justice
Initiative,
for
example,.
E
Absolutely
and
we're
kind
of
doing
that
in
a
multitude
of
ways,
we're
very
fortunate
to
have
the
equity
inclusion
on
board
with
us
not
only
with
the
initial
scoring
of
the
RFP,
but
they
have
committed
as
going
to
be
a
key
member
of
the
the
planning
committee.
Also
we're
going
to
be
looking
at
with
many
of
the
climate
Justice
initiatives
as
I
spoke
about
in
the
past.
E
We
have
that
the
sustainability
staff
and
using
a
lot
of
the
data
that
we
already
have,
and
also
working
with
things
like
land
of
the
sky
and
that
Excel
adapt
to
where
we
can
get
to
the
Block
Level
and
see
some
of
that
granular
data
to
help
us
with
that
is
also
so,
and
that's
all
going
to
be
formulated
into
that
communication
engagement
plan,
and
we
look
forward
to
to
bringing
that
back
to
you
when
that
is
complete
and
we're
ready
to
go.
Thank.
J
E
I
would
I
would
definitely
have
to
defer
to
our
finance
team
and
and
the
group
around
the
the
whole
process
and
and
the
the
specific
steps
when
that
will
be
able
to
be
released.
I
know
that
we're
we're
being
very,
very
intentional
about
how
we're
getting
this
to
folks
and
with
non-disclosure
agreements,
because
it
is
so
competitive
and
it's
a
really
good
spot
to
be
in
so
I
would
definitely
defer.
I'm,
not
the
the
expert
on
that
and
I'll
I'll
wait
I'll
ask
our
other
teammates.
J
And
I
I
appreciate
that
I
also
know
that
it's
possible
that
the
scorecard
rubric
as
a
as
a
basic
blank
rubric,
maybe
more
accessible
than
the
application.
So
perhaps
that
could
come
first.
E
Yeah
and
and
the
the
scope
of
work
is
available
right
now
on
our
website,
I
think
it
was
available
on
the
on
purchasing's
website,
and
so
all
we
did
was
take
that
scoring
rubric
it's
available
now
the
points
and
the
point
breakdowns,
and
so
we
took
the
scope
of
work,
we
kind
of
pulled
the
specific
pieces
out
and
you
can
see
how
we
waited
each
How,
we'll
weight
each
vendor's
response
to
that
and
and
a
lot
of
the
the
pieces
that
were
weighted,
the
most
heavily
were
not
only
the
planning
process,
but
that
engagement
of
individuals
with
lived
experience
and
and
pulling
that
out
of
those
those
bids
or
those
proposals
is
very
critical
but
the
but
the
scope
of
work
and
the
and
the
actual
scoring
Matrix.
J
So
I
just
pulled
that
up
and
I
don't
see
it,
but
maybe
because
it's
closed
so
perhaps
staff
can
give
us
a
example
of
how
we
might
Point
folks
in
a
different
direction.
J
S
S
A
Okay,
let
me
check
the
speaker
queue.
We
have
one
person
in
the
queue
caller
ending
in
five
five.
Eight
four:
your
line
is
open.
U
Can
hear
me
okay,
first
off
I
want
to
say
that
Asheville
typically
has
champagne
taste
on
a
beer
budget.
We
have
the
ability
to
fund
Road
diets,
all
kinds
of
wants
versus
needs
right
now.
Our
Asheville
Police
Department
is
down
by
40
percent
and
we
have
the
ability
to
increase
their
wages
and
salaries
and
pay
them
more,
which
would
be
a
fundamental
way
to
support
them
and
recruit
them.
U
U
So
how
can
we
do
better
for
our
police?
Well,
if
you
want
to
recruit
them,
the
city
council
can
stand
up
and
be
vocally
supportive
of
them.
We
can
have
our
local
news
agencies
accurately
report
encampment
removals.
It
was
completely
falsely
reported
during
the
hurricane.
Many
of
us
know
that
the
police
are
directed
by
the
city.
There
are
social
workers
presence
and
our
city
doesn't
even
have
a
dashboard
for
available
beds.
Like
other
cities
such
as
Greenville,
La,
Portland
and
many
of
our
West
Coast
cities
are
failing.