►
Description
Docket #0323 - Hearing to explore and recommend diversity initiatives for City of Boston public safety agencies
A
B
A
D
A
Perfect,
hey
you
guys,
hey
everyone
good
to
see
you
all
and
my
sincere
apologies
for
the
delay,
but
you
appreciate
we
were
just
reviewing
grants
for
all
of
your
departments
with
your
incredible
colleagues
from
fire
as
well
as
bpd.
So
thank
you.
Apologies
for
the
delay
good
to
see
everyone,
I'm
going
to
just
start
us
off
with
obviously
a
script
for
logistical
purposes,
and
then
we
will
jump
in
and
thank
you
shane
and
kerry
as
well.
A
A
A
We
will
take
public
testimony
at
the
end
of
this
hearing.
If
you
wish
to
testify,
please
email,
shane.pacpac
boston.gov
to
sign
up,
and
we
will
ask
that
you
state
your
name
for
the
record
and
offer
comments
that
are
no
more
than
two
minutes.
You
can
also
submit
written
testimony
by
emailing
ccc.ps
boston.gov.
A
Today's
hearing
is
on
docket
number
zero.
Three
two
zero
three
two
three
are
hearing
an
order
for
hearing
to
explore
and
recommend
diversity,
initiatives
for
the
city
of
boston's,
public
safety
agencies.
We
are
joined
by
several
several
members
of
the
administration
from
the
police
department,
fire
department,
human
resources
and
ems.
So
thank
you
all
for
being
here
today.
The
purpose
of
the
hearing
is
a
hearing
that
I
called
as
chair
public
safety
to
look
at
the
diversity
and
to
get
updates
on
the
diversity,
numbers
and
strategies
with
respect
to
our
boston,
public
safety
agencies.
A
A
Now,
public
safety
agencies,
I
think,
is
an
important
piece
of
our
broader
work
to
reform
and
transform
our
public
safety
system
to
be
more
equitable
and
more
just
which
means,
of
course,
not
only
eliminating
racism
and
bias
in
these
systems,
but
ensuring
the
jobs
which
are
very
high,
paying
are
accessible
to
everyone
and
that
the
departments
reflect
the
communities
they
serve.
We
know
this
is
critically
important
to
build
trust
with
residents
and
also
with
our
departments.
We
don't
need
another
report.
A
A
The
hearing
today
is
designed
to
have
an
update
on
those
recommendations
and
a
conversation
about
what
has
been
done
and
where
we
want
to
go
from
here.
I
will
before
I
turn
it
over
to
the
administration.
I
do
want
to
have
council
mejia
if
you
have
any
opening
remarks,
I'd
like
to
give
you
the
floor
and
then,
after
that
I'll
turn
it
over
to
the
administration.
A
B
You
thank
you
counselor
campbell,
for
bringing
this
issue
to
the
council,
as
the
chair
of
committee
of
small
business
and
workforce
development,
I'm
incredibly
interested
in
finding
ways
to
diversify
our
police
force
in
the
hearing
we
just
came
from
one
of
the
doctors
talked
about
finding
ways
to
enhance
community
trust.
One
way
to
do
that
is
to
have
a
police
force
that
looks
and
talks
more
like
the
people
that
they
serve.
I
look
forward
to
finding
ways
to
achieve
that
goal
and
working
to
replicate
that
across
all
city
agencies.
A
Thank
you,
council
mejia,
and
I
do
want
to
stress
we're
definitely
going
to
be
talking
to,
of
course,
the
police
department
on
their
diversity
numbers,
but
we
want
to
look
at
this
issue
across
every
public
safety
agency,
because
we
know
fire
is
different
than
police
and
ems,
of
course
different
than
fire
and
police,
but
all
critically
important
to
the
work
we
do
in
the
city
of
boston.
So
thank
you
all
for
your
leadership.
I
also
want
to
acknowledge
we've
been
joined
by
councillor
liz
braden
counselor.
A
Thank
you
shane
and
feel
free.
All
of
you
can
unmute
yourself
and
say
counselor
you're
muted.
We
can't
hear
a
word
you're
saying
so
I'll
start
with
you,
chief
tavares,
but
before
we
and
I'll
have
you
direct
which
department,
head
or
or
who
you
want
to
go
first,
but
before
we
do
that
it
would
be
great
to
paint
the
picture
right.
So
we
could
provide
really
quickly
for
council
colleagues,
as
well
as
the
public,
the
current
numbers
of
each
department.
A
I
have
numbers
from
2018,
I'm
not
sure
I
think
there's
been
some
changes.
So
if
you
have
current
numbers
as
to
the
number
of
police
officers
that
are
broken
down
by
race
and
gender,
the
same
with
fire
and
the
same
with
ems
and
then,
of
course,
the
same
for
top
tier
positions,
so
this
is,
of
course,
lieutenants
captains
superintendents.
F
Afternoon,
madam
chair
and
counselor
braden
counselor
mejia,
thanks
for
having
me
today,
as
you
mentioned
counselor,
this
is
a
conversation
that
we
start.
We
started
over
two
years
ago,
I'm
joined
by
several
members
about
the
administration
today,
from
all
the
public
safety
agencies
and
and
to
your
point,
we've
asked
them
to
come
prepared
with
all
the
information
so
as
they
dive
in.
Maybe
they
can
start
with
the
current
numbers.
F
Just
just
talking
holistically
there's
been
a
lot
of
progress
made
in
the
past
two
years.
As
you
may
recall,
there
were
several
recommendations
put
forth
two
years
ago.
We're
happy
to
report.
We've
moved
forward
on
several
those
recommendations,
including
the
recommendations
that
have
been
put
forth
by
the
mayor's
task
task
force
that
just
convened.
F
A
We'll
start
this,
we
could
go
around
and
maybe
of
gaskins
michael
guesses.
If
you
want
to
start
with
the
police
numbers
and
then
we
can
go
to
chief
hooley
for
the
ems
numbers
and
then,
commissioner,
we
could
go
to
you
for
the
fire
numbers
and
then
circle
back
around
to
you
chief
tavares,
to
talk
about
some
updates
and
then
go
from.
There
sounds.
F
C
C
Let
me
just
make
sure
I
give
you
the
2132
for
as
far
as
sworn
personnel
right
now
we're
currently
at
64
white
american,
that
includes
58.9
male
6.8
female
we're
at
21
african
american.
That
includes
16.3
percent
male
5
percent
of
female
we're
at
9.6
percent,
latin,
american
or
latinx.
That
includes
point
nine
percent
male
1.7
percent
female,
and
we
are
at
currently
around
two
percent
asian
american,
which
is
two
point.
One
percent
male
point:
three
percent
female.
A
C
I
might
have
to
do
some
quick
math
in
terms
of
calculation,
but
we
have
gone
up
considerably,
especially
over
the
past
three
recruit
classes.
We
saw
a
record
number
in
2019
of
30
of
our
class,
which
equal
32
were
women,
so
we
we
have
seen
a
marked
increase.
I
could
do
some
calculation,
real,
quick
and
let
you
know
how
many
women
we
have
across
the
board.
A
A
A
No,
that
would
be
great
conversation
and
I
do
want
to
acknowledge.
Counselor
flynn's
been
joined
us
thank
you,
councillor
flynn,
for
being
here.
So
I
had
you
know,
michael
I
had
121
bpd.
This
was
lieutenants
captain
superintendents
86
percent
white
12
percent,
black
2
hispanic
1
asian
7
female,
but
this
was
in
2018.
C
A
Thank
you
I'll
go
on
to
and
then
I'm
gonna
circle
back
around,
just
giving
getting
updated
numbers
and
also
to
share
with
colleagues
chief
hooley
hi
good
to
see
you
it'd
be
great
to
if
you
could
give
us
an
update
on.
You,
know
your
technicians
and,
of
course,
in
terms
of
numbers
and
breakdown,
because
we
have
the
2018
numbers
sure
and
then,
of
course,
your
your
chief
superintendent's
captains,
lieutenants
and
great,
to
see
you
and
thank
you,
of
course,
for
your
your
leadership
and
work
as
well.
A
G
So
that
means
we
have
a
20
vacancies,
we're
actually
currently
in
the
process
of
preparing
for
the
next
recruit
class.
We
we
just-
we
had
written
exams
and
practical
exams
this
week
and
the
interviews
were
actually
going
on
now.
They
started
today,
so
they're
they're
ongoing.
They
started
today,
so
we're
we're
hoping
to
fill
up
those
positions
as
well
and
get
you
an
update
on
that
on
for
the
overall
numbers.
G
G
G
When
that
tragedy
happened
outside
but
yeah,
unfortunately,
every
superintendent
with
us
now
and
she's,
taking
on
some
expanded
duties,
overseeing
our
diversity,
recruitment
and
engagement
and
a
lot
of
employee
development
focus
and
we've
released
recently
promoted.
Two
paramedics,
one
black
male
gavi
cameron,
who's.
Now,
a
chief
commander
and
janelle
jimenez
who's
a.
A
D
D
D
D
D
D
If
we
go
down
to
the
gender
breakdown
under
the
females,
we
have
two
asians.
We
have
ten
blacks,
two
hispanics
and
five
whites
for
a
total
of
19.
and
I
meals
we
have
okay.
I
think
I
kind
of
covered
the
mails
on
the
breakdown
that
no,
no
none
of
that
include
that
doesn't
include
fire
alarm
operators.
A
A
You
I'm
gonna,
go
back
to
you,
chief
tavares
and,
and
I
know
we're
way
behind
time,
so
I
apologize
in
advance,
I
know
busy,
you
guys
are
so
I
will
go
to
you
chief
tavares
for
some
updates
and
then
specifically,
you
know.
The
purpose
of
the
hearing,
too,
is
to
go
through
the
recommendations
in
the
report,
of
course,
to
to
see
what
we've
done,
where
we
need
to
collaborate
to
do
better.
A
F
All
right,
so
I
so
I
think
you
know
just
just
looking
broadly
at
our
public
safety
offices.
There's
been
a
lot
of
conversation
on.
How
do
we
get
the
numbers
up?
I
think,
starting
from
two
years
ago
to
now,
we've
adopted
a
lot
of
new
tools
which
we
think
are
going
to
be
helpful.
A
lot
of
the
recommendations
that
have
been
put
forth
has
to
deal
around.
You
know.
Bpd
has
a
great
framework
in
their
cadet
program,
and
I
know
they.
A
lot
of
the
answers
to
fire
has
been.
F
How
do
we
create
something
similar
since
the
last
time
we
had
this
hearing
we've
since
filed
the
cadet
legislation?
That's
now
clear,
the
house
of
representatives
is
now
in
the
senate
and
we're
costly,
cautiously
optimistic
optimistic
that
that's
going
to
pass.
In
addition,
bpd
has
done
a
great
job
with
their
cadet
programs.
One
way
we've
been
able
to
sort
of
make
sure
we're
diversifying
and
getting
neighborhoods
kids
is
through
our
cadet
program
in
in
and
we've
had
a
class
that
was
50
women,
and
so
that's
a
nice.
F
That's
been
a
great
tool
and
making
sure
that
we've
been
able
to
move
the
gender
piece
as
well,
but
I
think
I
would
say
that
more
holistically
that
we've
had
a
lot
more
strategic
approach,
not
just
top
public
agency
officers
but
equity
across
the
whole
as
we
sort
of
go
forward.
As
you
may
know,
the
the
mayor
has
since
hired
chief
carolyn
crockett
as
a
chief
equity
officer
she's
been
in
the
process
of
building
on
her
team.
F
In
the
meantime,
we've
added
chief
diversity
officers
in
our
public
in
the
bpda
in
fire
and
police,
we're
looking
at
tech
and
at
nit.
So
I
think,
there's
been
a
lot
more
strategic
coordination
around
equity
and
making
sure
that
we're
sort
of
aligning
all
of
these
sort
of
visions
as
we
go
forward.
On
top
of
that,
we've
built
on
the
recommendations
of
the
residency
requirement.
There's
been
a
whole
rural
petition
to
move
the
residency
requirement
for
one
to
three
years.
F
F
Part
of
the
recommendations
that
came
out
of
the
task
force
was
was
one
of
the
recommendations
you
had
put
forth
was
looking
at
civil
service.
There
has
been
a
recommendation
put
forth
by
the
task
force
to
add
a
preference,
a
secondary
preference
for
bps
grads,
that's
something
the
mayor
has
committed
to
looking
at
so
a
lot.
There's
a
lot
of
plans
in
motion
to
continue
to
build
on
these
efforts.
I'm
going
to
allow
the
public
safety
safety
agencies
just
to
get
a
little
bit
more
into
their
recruitment
practices.
F
The
first
female
officer
that
was
hired
in
bfd
came
from
the
language
certification,
so
I
think
that's
a
great
story
and
that's
something
that
bpd
and
bfd
are
going
to
continue
to
use
as
a
tool
going
forward.
So
I
think
we're
doing
everything
within
the
framework
of
what
we
can
to
to
continue
to
diversify
department.
That's
on
the
personnel
front.
F
At
the
same
time,
we're
looking
at
you
know,
trainings
on
how
to
we
build
culture
across
the
administration
and
we're
engaged
now
with
consultants
to
look
at
racial
equity
trainings,
not
just
in
public
safety,
but
across
the
entire
administration,
which
would
apply
to
all
18
000
plus
of
our
employees.
This
would
be
the
first
time
we
have
we've
had
such
a
robust
training
that
touches
everyone
from
leadership
down
down
down
the
organization.
A
Yeah
before
I
go
just
thank
you,
chief
tavares
and
before
I
go
to
department
heads
for
just
a
quick
opening
or
a
little
bit
more
to
share
before
and
then
going
to
council
colleagues,
two
questions,
one
is
on
the
data
dashboard.
I
mean
obviously
before
george
floyd.
Before
the
task
force,
we
had
been
talking
about
lack
of
diversity
and
working
as
a
co.
You
know,
in
collaboration
with
all
of
us,
on
the
zoom
to
change
that.
I
think
we
all
care
deeply
about
the
issue.
Not
gonna.
Try
to
suggest
we
don't.
A
One
of
the
recommendations
was
releasing
the
data
on
our
public
safety
dashboard
right,
so
that
you,
as
a
layperson
and
citizen,
could
go
on
and
see
what
the
diversity
numbers
were
for
each
department.
So
essentially
what
the
chairs
and
chief
diversity
officers
and
commissioners
and
chiefs
just
shared
is
that
available
is
that
available
and
if,
if
not,
which
I
don't
think
it
is
the
last
I
checked.
A
When
do
we
see
that
happening,
because
it
goes
to
just
a
transparency
piece?
When
do
we
see
that
data
being
accessible
on
the
dashboard
and
then?
My
second
question
is
on
civil
service.
Yes,
I
you
know
the
hearing
we
held.
All
pathways
are
good,
bps
pathway.
I
think
it's
all.
I
think
it's
all
incredible.
A
Curious
if
we've
explored
as
a
city
to
either
do
it
in
partnership
with,
say,
mapc
who's
done
it
with
other
municipalities
or
someone
else
to
to
really
have
a
deep
dive
versus
waiting
for
the
state
which
can
take
forever.
So
those
are
my
two
questions
directed
for
you
and
then
I'll
I'll.
Allow
our
commissioners
and
chiefs
to
talk
for
a
few
minutes.
F
Sure
I'll
I'll
touch
on
it
on
the
data
piece.
First,
when
it
comes
to
the
dashboard,
I
I
think
what
you're
currently
looking
at
is
our
first
iteration
of
the
dashboard.
I
think
there's
been
a
lot
of
requests
not
only
on
public
safety,
to
see
to
your
point,
the
leadership
breakdown
but
but
a
whole
other
slate
of
categories,
including
disability
and
sort
of
veterans
categories.
A
Okay,
I
would
just
say
I
think
the
data
that
we
just
listed
should
be
out
there.
I
mean
we've
talked
about
this
yesterday
and
I
think
we
should
be
doing
our
own
more
comprehensive
study
of
civil
service,
the
pros
and
cons,
because
there
are
good
things,
there's
benefits.
I
just
think
it's.
It
allows
us
to
have
a
more
thoughtful
conversation
on
what
we
could
do
with
civil
service
if
anything
at
all
in
terms
of
diversity,.
F
And
council,
the
one
thing
I
would
note
on
civil
service
is,
you
know
I
think
boston,
isn't
a
unique
position
in
most
cities
and
towns
when
it
comes
to
civil
service.
If
you
look
at
civil
service
across
the
state,
I
think
it
tends
to
work
pretty
well
for
most
cities
and
towns
with,
I
think
boston
is
an
outlier
in
that
you
know
boston's,
where
everyone
wants
to
be
right,
and
so
I
think
you
know
it's
more
specific
to
boston
than
across
the
board.
A
Yeah
I
mean
we
already
know:
there's
about
17
municipalities
have
opted
out
of
civil
service
entirely
for
their
public
safety
agencies
or
there's
some
others
that
are
considering
you
know.
Do
we
do
a
point
system
like
the
state,
police
or
something
else,
but
just
need
more
information
there.
So
I,
I
guess
I'll
start
with
you
michael
to
give
you
a
few
minutes
and
then
I'll
go
to
commissioner.
I'm
sorry,
the
chief
houli
then
I'll
go
to
the
commissioner
and
then
I'll
open
it
up
to
council.
A
C
C
I
also
oversee
the
promotional
exam
planning,
process,
planning
and
execution
process.
We
just
executed
the
last
phase
of
our
promotional
exam
for
sergeants,
but
we
we
executed
the
promotional
exams
for
all
three
ranks
between
september
and
december,
so
we've
seen
some
progress
in
our
recruit
classes,
in
particular
with
regard
to
our
outreach.
We
partnered
with
the
city
of
boston's
career,
fair
series,
local
colleges,
universities,
boys
and
girls
clubs
ymcas.
I
serve
on
the
board
on
for
the
english
high
school's
legal
and
protective
studies
curriculum.
C
So
we
we
believe
we
have
good
partnerships
and
good
conduits
in
order
for
people
to
be
aware
of
the
types
of
positions
in
the
process
to
to
become
a
a
police
officer.
This
starts
with
even
just
a
presence
on
the
city
of
boston's
website,
so
boston.gov
forest
last
police.
That
was
one
of
the
initiatives
that
we
took
from
a
marketing
and
information
standpoint.
C
We
also
host
information
sessions
throughout
the
city
and
most
of
them
are
centrally
located
at
the
bowling
building
and
most
of
them
have
upwards
of
a
hundred
plus
attendees
at
each,
and
we
just
recently
did
our
first
virtual
info
session.
We
invite
our
our
city
agency,
colleagues
along
as
well.
Both
bfd
and
ems
have
been
at
our
as
guests,
who
are
to
our
information
sessions,
including
the
the
park
services.
C
C
When
I
came
on
board,
we
saw
that
number
from
the
white
american
male
number
go
from
the
70,
70
plus
percent
to
60
percent
and
we're
hovering
around
between
59
60
percent,
now
each
class,
and
so
incrementally,
we've
seen
numbers
a
little
bit
more
balanced
from
our
recruit
class.
It
could
lend
to
the
number
of
overall
recruits
that
we
have.
C
So
we
again
we're
maintaining
that
number
of
women
female
recruits
we're
very
excited
about
that,
and
we're
also
maintaining
the
secondary
languages
that
are
reported.
We
make
it
a
general
practice
to
include
language
certification.
Every
time
we
we
ask
for
a
we,
we
intend
to
do
that
moving
forward
and
we
continue
to
partner
with
boston
fire.
We
were
successful
in
sharing
information
in
2018
when
we
were
granted
language
certification.
C
A
G
G
There's
there's
still,
you
know
challenges,
but
you
know,
for
example,
because
as
I
was
stating
earlier
that
currently
you
know
the
deputy
superintendent
rank,
which
is
one
of
our
most
senior
positions
in
boston
ems.
It
provides
oversight
for
the
majority
of
our
workforce
is
the
most
diverse
rank
in
boston
ems.
G
Now,
with
five
out
of
12
of
the
members,
that's
42
percent,
being
female
5
out
of
12
42,
being
persons
of
color
and
as
well
as
our
training
captains
who
are
at
the
the
second
most
diverse
rank
in
our
bobbin
with
two
out
of
five
mean
persons
of
color
and
two
out
of
five
being
women,
the
opportunities
for
promotion.
Then
that
means
that
you're
drawing
from
some
of
the
lower
ranks
or
in
the
case
the
deputies
we
wound
up.
G
But,
but
you
know
on
on
the
idea
in
your
document
counselor
when
you
know
one
of
the
things
you're
there
possibly
about
coordinating,
recruiting
efforts,
we
we
try
to
look
beyond
not
just
working
with
bpd
bfd,
but
a
lot
looking
at
other
city
departments,
bcyfowd
a
lot
of
the
bus
public
health
areas
and
but
I
think
who's
best
to
speak
to
it
would
be
deputy
lee
alexander.
So
lee,
if
you
don't
mind.
A
H
You
know,
recruiting
engagement,
so
keeping
our
existing
members
involved
and
engaged,
but
also
recruiting
new
members
to
increase
our
selection
pool.
So
the
department
has
invested
funds
where
we
recently
did
some
radio
ads
we
reached
out
on
you,
know
96.9,
which
is
very
popular
amongst
the
the
youth
in
the
community.
H
H
H
I've
spoken
on
some
webinars
with
them
and
we've
had
other
guest
employees
of
color
that
have
spoken
about.
You
know
highlights
of
the
career
being
in
the
city.
You
know
just
encouraging
them
with
the
potential
for
a
nice
income,
that'll
set
their
family
up
well,
so,
along
with
that,
we've
also
coordinated
with
I've
reached
out
to
michael
gaskins
as
well
who's.
You
know
kept
me
on
a
really
good
path
as
far
as
ideas
and
innovations
and
that
sort
of
thing
so
we
have
court.
I've
worked
with
the
grow
group.
H
H
A
No,
that's
very
helpful.
Thank
you
so
much
and
just
a
collaboration.
You
know
I
think
a
couple
years
ago
and
one
department
was
doing
one
thing
and
finding
it
challenging.
So
I
really
appreciate
these
updates,
commissioner
I'll
go
over
to
you
for
updates,
and
then
I'm
going
to
go
to
my
colleagues
who
have
been
patiently
waiting.
So
thank
you.
D
Thank
you,
madam
sheriff,
so
the
boston
fire
department
is
open
to
exploring
all
avenues
of
partnerships
that
will
augment
and
complement
its
own,
recruiting
efforts,
and
so
I
wanted
to
thank
the
police
and
ems
for
any
collaboration.
We
have
with
them
they're
a
great
resource
for
us
and
I
know
we'll
be
reaching
out
to
the
police
on
the
cadet
program
as
well.
D
Currently,
the
boston
fire
department's,
recruiting
efforts
are
done
by
its
diversity,
recruitment
officer
and
by
recruit
team
comprised
of
minority
firefighters,
detailed
to
headquarters
from
the
field
and
months
leading
up
to
the
firefighter
exams
every
year
every
year
that
it
that's
every
other
year
for
the
past
couple
of
years.
Recruiting
is
nonetheless
done
throughout
the
entire
year
by
an
ad
hoc
team
of
firefighters,
including
the
department's
female
liaison
and
the
boston
fire
department's
public
information
officers.
D
D
D
Also
getting
back
to
the
exams
so
back
in
to
to
show
how
successful
the
female
liaison
and
and
the
whole
recruiting
team
has
been
the
females
back
in
2018
exam.
We
there
were
59
people
signed
up
59
females
in
2020.
It
was
up
to
129,
so
we're
making
strides
there.
We're
also
doing
we're
we're
working
on
videos
that
that
are
going
to
help
the
women
with
the
physical
tests,
part
of
it,
and
we
also
ran
a
o2x
course
back
in
october.
D
D
D
So
we
started
the
networking
with
the
women,
whereas
you
know
a
lot
of
these
departments
are
outlining
I'll
say
like
revere
or
you
know,
chelsea
or
whatever
they
may
have
one
or
two
women.
So
this
was
a
great
opportunity
for
them
to
to
meet
with
our
women
and-
and
they
can
just
you
know,
talk
women
to
women.
I
don't
know
what
they
talk
about,
but
but
anyways
they,
it
was
a
great.
It
was
really
a
great
success.
D
I
had
nothing
but
good
reports
back
on
that
and
that
that's
something
that
we're
looking
to
do
every
year
for
the
women
and
expand
on
that
they
they
really
loved
it.
So
I'm
very
happy
and
proud
that
that
we
were
able
to
do
that
so
and
in
the
future,
the
boston
fire
department.
It's
my
hope
that
we
can
have
a
dedicated
team
of
recruiters
for
outreach
events
for
year
round
recruiting
on
a
consistent
basis.
D
B
Wow,
thank
you.
You
know
right
good.
No,
but
I'm
excited
no.
I
was
very
informative
and
I
really
do
appreciate
all
the
data
and
so
I'll
just
keep
my
questions
really
brief.
I'm
just
curious
in
terms
of
what
languages
are
spoken
by
public
safety
officials.
How
does
language
competency
determine
where
are
our
officers
are
stationed?
And
does
the
city
ask
for
language
competency,
we're
looking
for
prospect
applicants,
and
can
you
just
speak
a
little
bit
to
the
language
certification
process?
What
what
does
it
look
like?
B
How
are
applicants
certified
and
then
I'm
also
curious
in
terms
of
I
understand
all
of
your
outreach
efforts,
I'm
curious
as
to
whether
or
not
you
have
a
survey
that
is
shared
with
the
public
so
that
they
can
tell
you
how
they're
experiencing
the
the
hiring
recruitment
process
so
that
you
can
get
some
feedback
and
when,
based
on
what
you
hear
from
those
who
are
trying
to
navigate
that
you
can
tweak
your
recruitment
efforts
accordingly
to
how
people
are
receiving
the
information
that
they're
getting
and
I'm
just
curious.
If
there.
B
If
there's
a
survey
that
exists
and
then
I'm
just
wondering
one
thing
is
to
recruit,
and
the
other
is
to
retain
I'm
curious
about
what
your
retention
strategies
look
like
and
what
type
of
environments
are
we
creating
for
people
of
diverse
backgrounds
so
that
they
can
feel
fully
embraced
once
they
are
entered
into
one
of
our
departments?
And
then
what
is
your
track
towards
stepping
up
the
ladder?
You
know?
B
I
know
that
oftentimes
there's
requirements
and
certifications,
but
I'm
just
curious
about
like
how
are
we
reducing
the
hardships
for
a
lot
of
folks
who
are
trying
to
reach
quote?
Unquote,
the
top.
I
know
I
asked
a
lot
of
questions
and
I
don't
remember
half
of
them
because
they're
all
coming
off
from
right
top
of
here,
but
I
hope
one
of
y'all
are
taking
notes
because
I
do
expect
some
answers
from
some
of
the
questions
that
I've
asked.
A
D
Okay,
so
councilman
mejia,
we
we
went
to
civil
service
and
and
connie
wong
had
to
kind
of
beat
them
up
over
getting
the
cert,
but
we
finally
got
what
we
wanted.
We
get
it
on
a
regular
basis
and
we
now
up
to
five
separate
languages
that
we,
the
the
five
main
languages
that
are
spoken
in
the
city:
spanish,
haitian
creole,
chinese,
vietnamese
and
cape
verdean.
D
D
D
D
E
A
A
question
that
goes
across
different
departments
for
the,
I
guess
for
the
questions
that
go
across
a
whole
host
of
departments.
Maybe
chief
tavares
can
can
respond
and
then
on
this
some
of
the
recruiting,
specifically
whether
it's
language
which
is
applicable
to
fire
and
police.
That
would
be
michael.
I
don't
know
if
you
have
anything
to
add
in
the
language
piece.
F
Sure,
maybe
I'll
go,
and
then
I
think
michael
can
jump
in
comes
from
here.
I
think
the
important
thing
to
keep
in
mind
about
the
language
preferences
is
that
those
are
approved
by
the
state,
and
so
all
we
can
do
is
apply
to
the
state
for
language
preferences
and
basically,
what
we
have
to
do
is
show
justification
for
why
we
need
those
there's,
not
a
clear
cut
process
in
terms
of
what
hrd
is
looking
for
when
they
approve
those
waivers.
F
I
think
it's
more
up
to
us
to
make
the
case
as
to
why
why
we
need
them
right,
and
I
think
it's
something:
we've
we've
been
going
after
the
years
and
we've
been
more
successful
with
it
recently,
so
I
think
strategically.
It's
something
we're
going
to
continue
to
go
after.
On
the
question
of
surveys,
I
think
you're
speaking
more
broadly
across
the
administration
is
something
we
we've
been
engaged
in.
The
public
health
commission
has
recently
launched
a
survey
with
all
individuals
for
the
health
agency.
F
F
That's
going
to
roll
out
racial
equity
trainings
across
all
the
across
the
administration
and
part
of
their
efforts
is
not
only
going
to
be
outreach
within
the
administration,
but
also
in
the
public.
You
know
what
do
you
expect
to
see
from
your
government?
What
are
the
priorities?
I
think
aren't
being
touched
on
right
so
to
your
point,
that
engagement
is
going
to
drive
a
lot
of
our
policies
going
forward.
So
I
do
think
part
of
that
strategy
should
be
used
in
our
public
safety
agencies.
Yeah.
B
So
I
just
want
to
be
clear
in
terms
of
what
I'm
in
regards
to
the
survey:
it's
not
just
those
folks
who
are
working
for
the
city,
I'm
curious
about
those
who
have
tried,
or
or
who
have
gone
through
career
fairs,
where
I've
gone
through
the
the
interview
process,
I'm
curious
about
what
their
experience
has
been
as
those
who
have
not
been
employed
or
hired
to
work
just
to
understand
what
their
experience
has
been
like.
And
what
can
we
learn
about
their
journey
in
this
process?
F
Your
point
counselor,
I
think
you
actually
showed
up
to
one
of
the
neighborhood
career
fairs
we
had
launched
in
mattapan
in
that
process.
What
we
do
is
you
know
as
we're
trying
to
connect
external
stakeholders
to
some.
You
know
private
companies,
that
may
not
be
the
city,
but
what
we've
done
is
to
your
point
is:
ask
them
directly
about
what's
worked
and
what
hasn't
and
a
lot
of
the
feedback
we've
got
during
those
process,
helped
us
guide.
F
You
know
future
events,
you
know
whether
it's
making
sure
that
events
were
centrally
located
near
transportation
right,
whether
what
are
those
best
times
to
do
it
right.
Is
it
after
work
or
is
it
on
a
saturday
morning
where
individuals
have
more
availability
right?
What
are
the
types
of
jobs
they
want
us
to
come
equipped
with
what
were
some
of
the
barriers
they
had
right?
Should
we
have
computers
on
site,
so
they
can
do
applications
on
site.
F
B
Yeah,
I
think
it
would
be
helpful
if,
once
you
get
the
feedback,
if
there's
a
way
for
you
all
to
share
it
with
the
council,
so
that
we
can
see
how
the
recruitment
process
is
going
and
how
people
are
experiencing
it.
And
the
last
question
I
mean
I
had
more
than
that
than
these.
But
I'm
curious
if
you
could
just
talk
to
me
a
little
bit
about
the
retention
I
I
do
know
that
you
know
this
is
really
about
the
recruitment
and
increasing
our
numbers.
F
Yeah,
I
think
you
know
just
to
touch
broadly
on
the
retention
question.
I
think
that's
something
we
always
think
about.
You
know
just
not
in
public
safety
but
across
the
administration.
I
think
one
thing
that's
been
difficult
for
us
as
we
look
at
data.
I
think
the
farther
you
go
back
on
data.
I
think
the
more
you
find
out
it's
you
know
we
don't
have
the
best
data.
It's
sort
of
you
know.
F
How
do
we
define
you
know
how
we're
capturing
this
information
so
part
of
what
we're
working
on
now
to
your
point
is
with
hr
and
with
our
team
to
figure
out.
You
know
what
does
that
all
mean?
What
does
it
mean
to
retain
someone?
How
do
you
capture
that
anecdotally,
but
also
through
data?
You
know:
how
do
we
capture
you
know?
How
do
we
define
retention
right?
How
do
we
tell
that
story,
and
how
do
we
find
better
metrics
to
be
able
to?
F
B
Chief
taranis,
do
you
know
why
people
leave
why?
Why
do
you?
I
know
you're
like
what's
that
question?
Let
me
just
I'm
just
curious,
you
know,
if
do
you
when
you
do,
you
ever
do
exit
interviews
when
some
or
let's
say,
for
instance,
someone
has
been
a
police
officer
for
15
years
and
they
haven't
reached
the
ranks?
Do
you
have
any
any
kind
of
like
any
data
that
goes
to
show
how
long
it
takes
a
person
of
color
to
go
from
being
a
police
officer?
B
F
I
don't
have
that
data
readily
available,
but
but
I
did
two
things
here
points
those
are
data
sets
in
analysis.
We
should
be
looking
at
so
I
I
agree
with
the
point
that
you
know
we
could
be
looking
at
all
all
different
metrics
on
retirement
retention,
but
one
thing
we
find
is
that
you
know
with
the
workforce
of
20
000
plus
employees.
A
lot
of
our
employees
aren't
necessarily
leaving
they're
they're
they're
moving
across
departments
right
and
so
for
us.
F
That's
another
piece
of
you
know:
how
do
you
count
those
employees
that
may
be
going
from
one
job
and
they're
just
going
across
departments
to
the
next?
You
know,
but
but
it's
just
the
beginning,
conversation
on
on
a
whole
bunch
much
of
this
data,
but
to
your
point
you
know
it
isn't
sort
of
exploratory
conversations
of
how
do
we
capture
these?
These
things.
B
I
Thank
you.
Thank
you,
councillor
campbell
for
your
leadership
on
this
important
issue.
I
had
a
couple
questions
just
just
hearing
some
of
the
numbers
about
the
asian
community
that
be
boston
public
at
the
police,
the
fire
and
ems.
Do
you
think,
overall,
we
have
a
enough
asians
in
those
three
departments.
If
and
if
we
don't,
what
can
we
do
to
increase
that?
What
type
of
specific
retention,
or
what
type
of
specific
recruiting
can
we
do
on
on
asian
police,
fire
and
ems.
F
So
I
think
the
first
strategy
needs
to
figure
out
is
how
do
we
increase
those
numbers
to
make
sure
we
have
more
individuals
applying
so
that
we
can
give
these
departments
more
access
to
the
actual
candidates,
some
some
of
the
tools
we've
mentioned.
I
think
you
know
what
will
help
with
that
piece.
The
cadet
program
allows
us
to
sort
of
get
more
diversity
in
the
in
the
applicant
pool
so
that
we
have
more
access
to
some
of
these
kids
the
residency
requirement
again,
potentially
larger
class
sizes.
F
C
I
I'll
say
one
thing
that
we
find
you
know
we
partnered
with
the
asian
civic
association
and
other
groups
to
kind
of
have
round
table
discussions
around
this
from
a
police
department.
Standpoint
there's
a
lot
of
cultural
work
that
needs
to
be
done
in
terms
of
the
honor
and
integrity
of
police
officers
and
how
they're
looked
at
in
various
countries,
and
so
we
have
found
that
that
type
of
behind-the-scenes
work
is
helpful,
but
civil
service,
we've
partnered
with
civil
service
on
their
posters
as
well
and
they've.
C
Actually
posted
they've
created
posters
in
different
languages.
So
that
way
we
we
can
try
to
address.
Perhaps
the
the
person
that's
in
the
home,
that's
influencing
decisions
to
to
be
able
to
read
a
poster
in
a
language
that
they're
familiar
with
and
now
influence
that
child.
So
our
our
hope
is
to
kind
of
chip
away
at
this,
but
is
there's
more
of
a
cultural
divide
as
it
relates
to
the
asian
population.
C
D
J
Sorry
didn't
I
realize
that
so
I'll
try
to
remember
what
I
just
said
and
I'll
repeat
it,
but
thank
you
councilor
campbell
for
hosting
this
and
councillor
flynn.
For
that
question,
the
language
search
was
something
that
I
was
looking
into
when
I
first
started
came
back
in
2014
and
2015
was
my
first
hiring
cycle
looking
at
what
we
can
do
to
increase
diversity
and
what
was
legally
permissible
within
the
bounds
of
civil
service
hiring
laws.
J
I
grew
up
in
boston.
Grew
up
in
chinatown
speak
three
different
chinese
dialects,
but
I
know
that
even
within
my
own
community
there
is
a
lack
of
knowledge
in
how
to
navigate
civil
service.
So
they
don't
know
about
language
preferences.
They
don't
know
about
residency,
they
don't
know
about
age
requirements.
J
Knowing
that
you
know,
there's
a
lot
of
veterans
that
get
preference
right
now,
even
amongst
asian
veterans.
My
dad
is
a
part
of
the
chinatown
american
legion
post.
I've
tackled
them
to
try
to
get
more
recruits
or
potential
applicants
just
as
part
of
our
own
overall
outreach
and
recruitment,
there's
a
dearth
of
kids
and
then,
even
when
there
are
the
kids,
they
either
do
not
meet
residency
or
they
do
not
meet
age.
J
One
of
the
kids
who
wanted
to
apply
did
not
move
into
boston,
even
though
he
is
a
dav,
because
none
of
his
family
live
in
this
area
anymore
and
he
is
homeless,
so
he
lives
in
outside
of
the
city
somewhere
he's
familiar
with
to
sleep
in
his
car,
because
then
he
knows
the
streets
where
the
cops
won't
come
and
kick
him
away.
So
that
is
another
hurdle
so
for
some
of
the
demographics
that
we're
trying
to
pursue,
they
have
more
than
just
one
issue
about
how
do
they
get
on
it's?
It's
multi-prong,
some!
J
It
is
age.
Some
of
it
is
residency,
but
I
would
say,
above
all,
it
is
the
lack
of
knowledge
how
to
navigate
civil
service.
That
is
what
I
have
found
in
the
last
five
years.
It's
a
lack
of
knowledge,
so
we
have
to
do
a
better
job
going
out
into
those
communities
and
teaching
them.
What
the
hiring
process
is
really
all
about.
I
Well,
thank
you.
Thank
you
for
answering
that
question
and
thank
you
connie.
I
have
great
respect
for
you
and
for
your
family
and
I
always
spend
a
lot
of
time
with
your
father
with
the
american
legion
post,
especially
at
this
time
they
do
an
outstanding
christmas
drive
for
kids
in
the
neighborhood,
the
chinatown
american
legion
post.
So
just
want
to
say
thank
you
to
to
you
and
your
family.
I
I
I
know
you
highlighted
the
bps
might
be
getting
some
consideration
as
it
as
it
relates
to
bps
graduates,
as
it
relates
to
hiring
preference.
I
I
highlighted
the
other
graduates
that
are
not
bps.
I
have
a
tremendous
school
in
my
district,
for
example
cathedral
high
school
and
and
there's
probably
not
a
more
diverse
school
in
the
city.
There's
probably
several,
but
there's
it
it's
it's
high
up
there
high
it's
probably
about
95
percent
latinx
and
african-american,
but
I
I
think
it's
important
also
to
recognize
those
students
that
they
should
be.
I
F
No,
no
counselor.
I
think
I
think
the
recommendation
is
to
look
at
civil
service
as
a
whole.
But
to
your
point
I
do
think
you
know
it's
where
the
conversation
of
looking
at
these
schools
who
fall
outside
of
the
bps
jurisdiction
and
then
the
other
question
has
been
posed
as
a
is
also
looking
at
language
preference
as
a
potential
tool
going
forward
for
these
kids
as
well.
So
to
your
point,
no,
I
I
don't
think
it's
set
in
stone
that
it's
going
to
be
bps
only.
I
I
K
L
L
I
think
it's
critically
important
across
all
ranks
of
public
safety
agencies
that
they
reflect
the
rich
diversity
of
our
city
and
that
that
they
know
the
neighborhoods
that
they
can
speak
the
language
of
our
residents,
that
they
look
like
our
residents.
They
understand
the
lived
experience
of
our
residents
here
in
the
city,
our
public
safety
jobs
are
some
of
the
higher
paying
jobs
in
the
city,
good
salaries,
good
benefits,
good
working
conditions,
and
I
want
to
have-
I
want
all
of
our
residents
to
have
those
jobs.
L
We
currently
have
legislation
pending
up
at
beacon
hill,
to
move
the
residential
requirement
from
one
year
to
three
years
before
you
can
sit
for
the
for
the
civil
service
exam
that
has
been
supported
by
our
patrolmen,
our
detectives,
our
superior
offices
and
manlio,
as
well
as
our
commissioner
and
and
with
respect
to
the
fire.
It's
been
also
supported
by
718
in
the
vulcans
in
the
commissioner
and
it's
just
sitting
up
at
beacon
hill
and
needs
a
push
that
will
probably
be
a
that'll.
L
Do
tremendous
make
it's
a
make.
The
lift
a
lot
easier.
I
should
say
when
you
could,
when
we're
losing
so
many
seats
per
academy,
to
folks
that
don't
live
in
the
city,
didn't
grow
up
in
the
city
or
not
from
here,
but
they
moved
in
or
they've
listed,
a
relative's
address,
an
aunt
or
a
grandparent
or
a
cousin.
L
That
is
doing
a
huge
disservice
to
this
entire
discussion
that
we're
having
and
unless
and
until
we
cut
that
off
and
close
that
loophole
and
make
sure
that
those
very
precious
academy,
seats
or
recruit
seats
are
left
for
folks
that
live
in
the
city
and
the
way
we
do
that
is.
We
move
the
requirement
from
one
year
to
three
years
before
you
can
even
sit
to
take
the
test
that
will
free
up
a
lot
more
seats
in
our
class
and
the
recruit
classes
and
the
academy
classes
that
will
go
to
city
residents.
L
That
will
help
foster
this
discussion.
So
that's
just
sort
of
the
first
issue,
so
anyone
in
their
respective
circles
that
if
you
have
relationships
up
in
beacon
hill,
please
try
to
push
to
have
this
past,
because
this
that
legislation
will
go
a
long
way
in
sort
of
solving.
Some
of
these
issues
and
then
the
last
issue.
The
second
piece
is,
is
on
the
promotional
exams
and
I've
had
discussions
in
the
past,
and
I
know
the
chairwoman
and
I
have
discussed
this
ad
nauseam
in
the
past
as
well,
particularly
when
she
was
council
president.
L
As
you
guys
have
a
good
vantage
point.
You
know
the
men
and
women
of
your
departments
and
when
you
have
the
promotional
exam,
there's
opportunities
to
go
into
and
to
make
those
appointments,
but
we're
our
hands
are
tied
and
they're,
mostly
tied
because
of
budgetary
constraints,
and
I
just
think
in
our
wisdom
we
have
the
opportunity,
because
what
happens
is
for
those
that
don't
understand
after
you
take
the
servo
service
test
and
it's
certified.
It
only
lasts
for
so
long.
L
So
many
people
die
on
the
list
very
capable
men
and
women,
and
particularly
people
of
color,
that
are
on
sort
of
the
sergeants
list
or
the
lieutenants
list,
or
the
captains
list
or
or
the
deputy
list,
and
and
we
we
just
need
to
make
like
one
or
two
more
appointments.
And
I
know
it's
an
upfront
capital
expenditure.
L
But
I
think
that
would
be
well
served
as
a
city
by
making
those
additional
appointments
and
getting
to
those
individuals
before
their
score
dies
on
the
list
and
again
this
is
something
that
we've
banged
our
heads
on
over
the
last
several
years,
where
we
had
the
opportunity.
If
we
could
just
dip
down
a
little
bit
and
and
make
some
additional
appointments,
we
would
have
been
able
to
put
people
of
color
in
positions
in
decision-making
positions
and
in
positions
of
of
leadership
and
authority.
L
L
Extend
the
residency
from
one
year
to
three
year
before
you
can
even
sit
for
the
test
and
two
in
leadership,
be
a
little
more
judicious
around
appointment
time
and
look
at
those
lists,
those
civil
service
list
and
see
where
the
rankings
are
and
and
maybe
make
an
additional
appointment
or
two
to
be
able
to
get.
You
know
to
a
person
of
color
or
woman
and
get
them
into
the
fold
and
put
them
into
a
leadership
position.
So
I
know
I'm
all
pining
on
it.
Madam
chair,
you
and
I
have
discussed
this.
L
A
Thank
you,
council,
flaherty,
I'm
just
being
mindful
of
time.
Technically
you
know
we
slated
this
end
at
three.
I
know
we
got
started
late.
So,
of
course,
well
I'm
glad
you
lifted
that
up
and-
and
you
know
this
is
an
ongoing
conversation.
I
think
we
all
recognize
just
from
the
numbers
alone,
that
there's
still
much
work
to
be
done
to
ensure
our
agencies,
of
course,
are
reflective
of
the
demographics
of
the
city.
I
just
quickly
wanted
to
go
through
chief
tavares.
A
Obviously
you
know
I
put
out
this
report
a
couple
of
years
ago
working
in
partnership
with
most
folks
on
this
call
after
hearing
from
them,
and
I
think
we
got
some
updates
on
the
cadet
program
filed
legend.
Thank
you
t
fully
and
laura
was
such
an
a
partner
in
this
work
too.
You
know
we
got
an
update
on
the
fire
cadet
legislation.
We
got
updates
on
the
numbers,
of
course,
the
data
dashboard
piece.
You
know
we
still
have
some
work
to
do
there
civil
service,
some
updates
there.
A
I
think
there's
been
some
discussion
because
of
the
recommendations
from
the
mayor's
task
force
on
policing
on
defining
not
only
diversity,
but
that
was
a
part
of
the
report
not
only
defining
diversity
but
also
making
sure
that
we
have
folks
to
oversee
this
work
across
every
single
department
and
just
mindful
of
time,
I'm
sort
of
going
through
some
of
them
quickly.
But
where
I
do
have
some
more
questions
is
one
on
the
promotional
exam.
You
know
there
have
been
conversations
for
a
long
time
on
just
the
promotional
exams,
specifically
in
bpd
being
discriminatory.
A
Piece
right,
that's
come
up
in
the
conversation
we
clearly
have
said
we're
not
going
to
use
it,
but
it's
gone
back
to
the
bargaining
table,
any
updates
on
the
hair
test
piece
and
any
updates
on
the
bypass
policy,
which
also
came
up
in
the
context
of
bpd,
with
respect
to
possibly
limiting
diversity.
That
came
up
during
some
of
our
conversations
too.
F
Yeah
counselor,
I
don't
have
any
updates
on
the
hair
test
policy,
but
but
I
do
think
in
terms
of
the
bypass
it
might
be
helpful
for
michael
to
talk
about
the
current
bypass
policy
in
terms
of
what
it
currently
is,
any
any
changes
might
that
we
have
made.
I
I
know
in
terms
of
you
know
this
may
not
speak
specifically
to
the
bypass
policy,
but
you
know
in
my
line.
F
It
may
have
been
a
small
infraction
that's
keeping
them
in
and
they
get
bypassed,
but
but
but
what's
different
this
time
around-
and
you
know
michael
could
talk
about
it-
is
the
work
we've
done
to
number
one
is
pull
those
kids
back
in
right,
bring
them
through
the
round
table
process
and
have
a
discussion
about
you
know
what
is
it
there
that
you
know
to
make
sure
we're
not
bypassing
them
from
misdemeanor
issues,
for
example
a
driving
record
right?
You
may
have
a
driving
infraction
that's
getting
you
held
up
in
the
process.
F
Right
there
may
have
been
a
question
around
you
applied
one
time
right.
You
may
have
made
a
question
around
you
know,
were
you
ever
arrested
and
you
answered
no
right.
That's
on
untruthfulness
right
that
may
have
been
held
against
you
in
the
past,
going
forward
right
and
I
think
at
least
having
and
I'm
not
sure
if
it's
an
official
policy
but
having
michael
in
that
space
has
at
least
helped
us
to
at
least
take
a
closer
look
on
a
case-by-case
basis.
C
Well,
for
for
the
hair
test,
in
particular
for
the
department
one,
we
we
immediately
went
to
a
urine
test
for
our
recruit
applicants,
as
we
call
for
the
list
for
the
next
iteration
coming
up,
we'll
be
continuing
to
use
the
urine
test
until
we
get
news.
Otherwise,
as
a
relation
to
our
bypasses
one
again
coming
in
in
2017,
I
did
an
analysis
of
the
number
of
bypasses
and
the
reasons
that
people
were
being
bypassed.
C
C
You
you
mentioned
the
promotional
exam.
I
want
to
make
sure
I
touch
on
that,
but
we
we
relate
both
to
the
the
actual
job
function,
so
someone's
not
going
to
be
bypassed
if
they
have
one
speeding
ticket
they'll
be
bypassed
if
they
have
an
nse
class,
which
means
you
have
a
certain
number
of
infractions
within
a
short
amount
of
time,
and
so
that
puts
into
question
your
your
driving
and
or
the
judgment
behind
the
will.
That's
directly
related
to
the
job
function,
so
we're
going
to
bypass
that
candidate.
C
It's
not
a
no
forever,
but
it's
a
no
for
a
period
of
time
if
they
show
better
judgment
over
a
period
time
of
say,
five
years
past
the
nsc
class,
then
they're
able
to
to
perhaps
proceed
through
the
through
the
interview
process.
So
it's
important
that
that
that
this
this
body
understands
that
we're
not
making
arbitrary
decisions
as
it
relates
to
people's
backgrounds
and
whether
or
not
they
would
be
suitable,
be
police
officers.
We
have
pretty
hard
line
areas.
C
If
you
have
a
felony,
you
cannot
by
law,
be
a
police
officer,
but
if
you
have
felonious
conduct,
it
doesn't
necessarily
disqualify
you,
but
what
we're
going
to
be
looking
at
are
patterns
of
behavior
and
and
things
that
you've
done
throughout
your
your
your
time.
Up
until
the
point
we're
reviewing
that
application
to
determine
whether
or
not
your
bypass,
if
you
are
bypass
every
applicant
will
get.
C
C
Only
if
the
applicant
themselves
appeal
the
process
and
and
many
many
applicants
partner
with
some
of
our
affinity
groups
mam
leo
and
the
lawyers,
I
think
they
they
changed
it
again.
Lc
j,
fdr,
yep,
lcr
yep.
They
they
you
know,
would
be
happy
to
work
with
a
lot
of
the
applicants
in
terms
of
their
bypass
and
and
helping
them
through
that
process.
So
we're
we're
not
making
any
arbitrary
decisions.
We
have
a
standard
operating
procedure
that
we
like
to.
C
A
C
we've
had
two
exams
since
then,
including
our
most
recent
exam,
which
are
different
processes.
We
did
an
analysis
of
the
the
actual
job
function
we
had
subject
matter.
Experts
which
are
people
that
are
in
positions
that
are
being
tested
with
internally
within
the
department,
create
a
survey
and
answer
a
survey
to
determine
the
different
components
of
an
exam
and
how
we
can
best
assess
our
our
our
our
supervisors
as
as
well
as
the
weight,
that's
gonna,
be
associated
with
each
component.
So
now
we
have
a
written
test.
C
C
We
there's
20
2020
this
exam
that
we're
we're
administering.
Now
we
have
that
and
in
2015
they
we
also
had
an
oral
component
to
it.
So
it's
not
just
a
written
test
and
your
education
and
experience
and
it's
not
just
a
80
20
split
there.
There
are
percentages
weighted
toward
each
component
and
these
percentages
relate
to
the
job
analysis.
C
So
if,
if
our
supervisors
are
saying
that
communication
is
is
really
key,
there's
gonna
be
more
weight
on
the
oral
board
in
your
presentation,
as
opposed
to
the
written
test,
and
so
we
look
to
continue
to
evolve
and
continue
to
look
at
best
practices
across
the
nation
to
make
sure
that
we
can
administer
fair
exams
and
again
have
a
good,
robust
applicant
pool.
So
we
can
draw
from
that
applicant
pool
and
make
good
supervisors.
A
Two
questions
and
then
I'm
gonna
go
back
to
council
mejia,
who
I
know
is
patiently
waiting
before
we
wrap
up,
because
I
know
it's
getting
late,
so
I
appreciate
you
guys
on
so
actually
on
the
promotional
piece,
so
that
case
right
is
that
case
done
with?
Have
we
appealed
that
case?
What's
the
status
right
now
that
case
specifically
on
the
promotional
exams.
C
Again,
that's
a
I.
I
don't
have
information
on
where
they
are
with
that.
Okay,
but
but
I
I
would
say
that
they
didn't
find
that
the
initially
they
didn't
find
the
the
the
test
was
unfair
or
or
had
any
bias
to
it
again.
They're
gonna
go
back
and
forth
we're
concentrating
on
the
2020
exam.
We
were
informed
by
our
past
exams
and
in
feedback.
A
No
that's
helpful,
I
mean
I
I
think
there
was
some
who
suggested
that
the
case
was
did
find
the
exams
to
be
discriminatory
more
than
once
and
ordered
back
pay
so,
but
I
can
separately
follow
up
on
that
piece,
michael
council's
office,
but
this
is
this.
This
update
around
promotional
exams
generally
is
helpful.
My
last
piece,
you
know
in
the
report
talks
a
lot
about
the
culture
of
the
department
which
I
think
other
counselors
were
getting
at
too.
I'm
curious.
A
F
Mejia,
what
I
would
say
to
that
is
we're
in
the
process
now
of
rolling
out
our
racial
equity
training
with
our
consultant.
What
I
like
about
the
way
we're
doing
this
training-
it's
it's
very
thorough
in
terms
of
the
consultants,
are
taking
their
time
to
really
drill
down
on
the
departments
and
understand
what
the
needs
are.
So
a
lot
of
one-on-one
engagement,
a
lot
of
engagement
with
the
public
we
plan
on
rolling
out
those
trainings
beginning
in
march.
In
the
meantime,
I
know.
F
We
have
a
lot
more
work
to
do.
We
recognize
that
and
we
know
that
the
trainings
we're
going
to
do
are
going
to
be
a
part
of
a
series
of
trainings,
because
we
know
the
public
safety
agencies
are
more
specific
and
so
their
trainings
have
to
align
with
obviously
their
functions.
So
this
will
be.
You
know
a
piece
of
sort
of
sort
of
the
larger
work
we
plan
on
doing
going
forward.
A
Well,
we're
just
pushing
you
know
on
that
timeline,
because
I
know
we've
been
talking
to
departments
about
this.
They
understand
the
importance
and
how
it
has
to
be
tailored
to
their
specific
departments
and
needs.
But
I
know
that
was
a
big
topic
of
discussion
or
for
for
some
time
amongst
counselors,
for
specifically
not
only
with
respect
to
the
fire
department,
but
also
some
of
the
other
departments
too.
Council
mejia.
B
Yes,
thank
you.
This
has
been
very
educational.
I
really
do
appreciate
all
the
chiefs
and
counselor
campbell
for
her
leadership
in
this
space.
I
just
have
one
quick
question:
I'm
going
back
to
just
the
way
people
are
experiencing
our
various
departments
and
I'm
just
curious
as
to
whether
or
not
you
all
have
a
system
in
place
to
provide
feedback
to
folks
who
didn't
get
hired.
What
information
is
shared
with
folks,
what
technical
assistance
is
provided
to
folks
so
that
they
can
reapply?
F
B
Is
there
like
a
mechanism
in
place
to
say
you
know
you
tried
really
hard,
you
didn't
you
you,
you
didn't
meet
the
mark,
here's
five
things
that
I
would
recommend
that
you
do,
and
this
is
some
cultivation,
because
if
people
already
take
the
initiative
to
apply
and
they
miss
the
mark,
I'm
just
curious.
If
we
have
people
who
are
interested,
how
can
we
cultivate
that
batch
of
applicants.
F
F
A
lot
of
it
and
that
what
that's
done
is
it's
exposed
our
leadership
to
a
lot
of
younger
individuals,
people
who
were
dawning
tavares
five
six
years
ago,
who
I
may
be
able
to
mentor
and
really
created
that
sort
of
network
across
the
administration.
So
I
think
a
we
need
to
do
a
better
job
of
anytime.
Anyone
is
bypassed,
explain
to
them
why
they
were
bypassed.
F
It
also
does
a
lot
to
sort
of
cultivate
the
fear
that
people
of
color
are
being
bypassed
for
sort
of
minuscule
reasons
and
they're
actually
qualified
for
these
jobs.
So
when
you
go
to
someone
and
say,
hey
you
weren't
bypassed
because
they're
racist,
because
this
person's
been
in
the
job
21
years
and
and
they
beat
you
off
seniority
right.
That
goes
a
long
way
in
sort
of
building
culture
within
the
within
the
administration,
so
people
know
they're,
valued
and
so
and
people
hear
them.
F
B
A
No,
that's
right
and
thank
you,
council
mejia,
you
know
when
we
we
started
this
work.
It
wasn't
just
of
course,
to
get
at
diversity
in
the
departments
to
build
trust
and
community,
but
also
recognizing
these
are
high-paying
jobs,
that
people
want
boston
residents,
dream
of
getting
right
and
so
doing
everything
we
could
to
to
eliminate
any
barriers
to
access
specifically
for
women
and
people
of
color.
So
thank
you.
Council
mejia
councillor
flynn.
I
Thank
you.
Thank
you,
council
campbell,
and
thank
you
to
the
panelists
that
are
here
that
provided
excellent
recommendations,
feedback
in
what
you're
working
on
just
wanted
to
highlight.
One
issue
that
I
failed
to
mention
when
I
was
talking
to
deputy
commissioner
wong
from
the
fire
department.
I
know
you
referenced
a
individual
connie
that
was
a
homeless
disabled
veteran
and
as
a
disabled,
veteran
myself.
I
I
should
have
mentioned
to
you
that,
if
that
disabled
veteran
needs,
I
know
he's
homeless
if
he
needs
help,
please
let
me
know
and
there's
a
lot
of
great
programs
for
homeless
veterans
here
in
boston.
So
I
didn't
want
to
let
that
pass
without
saying
that,
so
you
have
my
you
have
my
number.
So
if
you
want
to
give
me
a
call,
but
I
I
want
to
make
sure
we
try
to
help
that
homeless
veteran
if
we
can.
A
No
thank
you
councillor
flynn
and
thank
you
for
your
leadership
and
partnership,
specifically
on
the
the
veterans
issue
and
bringing
that
unique
perspective,
appreciate
you
and
obviously
we
are
way
past
time.
So
I
don't
want
to
track,
drag
this
on
any
longer.
I
know
how
busy
all
of
you
are.
I
just
wanted
to
thank
each
and
every
one
of
you
for
being
a
part
of
the
conversation
I
see.
Actually
counselor
braden.
Are
you
back
on?
Did
you
want
to
say
a
few
words?
I
know
you
had
to
step
off
and
thank.
E
You,
madam
chair,
I
I'm
listening.
I'm
listening
in.
I
had
to
step
off
for
a
little
while.
I
just
want
to
thank
everyone
for
the
discussion
this
afternoon.
I
think,
as
I
mentioned,
this
is
a
hugely
important
issue
and
making
our
public
safety
personnel
having
a
more
diverse
workforce
is,
is
really
a
very
important
issue
and
when
we
live
in
such
a
diverse
city,
so
I'm
looking
forward.
E
A
A
Set
madam
chair,
okay,
so
thank
you
all.
Obviously,
we'll
continue
to
stay
in
contact
with
you
guys
as
we
work
in
partnership
with
the
administration
council.
Colleagues
on
doing
everything
we
can
to
remove
any
barriers
to
folks
trying
to
obtain
these
jobs.
Of
course,
and
we
want
to
support
you
in
any
way
appreciate
your
leadership.
A
Stay
safe
and
healthy,
enjoy
the
holiday
season
continue
to
take
care
of
yourselves,
and
I
extend
my
gratitude,
along
with
all
of
my
council
colleagues,
with
respect
to
you
guys
being
first
responders.
We
don't
take
that
for
granted
in
the
in
the
midst
of
this
pandemic.
So
thank
you
to
each
and
every
one
of
you
for
the
work
you
do
and
we'll
see
you
at
the
next
hearing.