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From YouTube: Committee on Government Operations on June 11, 2019
Description
Docket #0173 - Petition for a Special Law re: A Cadet Program in the City of Boston Fire Department
A
It
is
a
petition
for
a
special
law
regarding
a
fire
cadet
program
for
the
city
of
Boston's
Boston
Fire
Department.
This
matter
was
sponsored
by
Mayor
Martin
J
Walsh
referred
to
the
committee
back
on
January
the
16th
of
2019.
This
special
act
seeks
to
give
the
Boston
Fire
Department
the
authority
to
establish
a
cadet
program
to
recruit
and
train
more
women
and
people
of
color
to
serve
as
active
firefighters.
Existing
state
law
dictates
that
the
fire
department's
hiring
process
making
it
challenging
to
increase
the
number
of
women
and
diverse
candidates
in
to
new
recruit
classes.
A
So
if
my
colleagues
have
any
opening
comments,
we
can
get
right
into
it
with
the
administration.
I
know
that
there
will
be
representatives
here
from
firefighters,
local
7:18
as
well
and
they'll
be
recognized
to
testify
if
they
so
choose.
So
with
that
I'll
turn
it
right
over
to
the
administration
danielson.
If
you
want
to
just
name
it
affiliation
and
for
the
record,
and
you
have
the
floor
to
tell
she'd
give
us
your
thoughts.
B
Thank
You
councillor
daniel
sense
of
arborists
chief
diversity
officer
for
the
city
of
boston.
Thanks
for
having
me
just
wanted
to
get
come
here
today
and
Ingo
support
of
this
bill.
I
think
you
know
when
you
think
about
our
Public
Safety
offices.
A
lot
of
our
issues
are
pertaining
to
the
way
civil
service
law
is
structured.
The
bought
the
program
is
something
that
was
created
in
the
Boston
Police
Department
in
1979,
and
so
we've
had
a
lot
of
success
with
the
Pinet
program
over
there.
B
Some
prominent
folks
who
have
gone
on
in
the
Boston
Police
Department.
It's
a
whole
leadership
positions
include
former
superintendent
Lisa
Holmes
current
commissioner
Willie
gross
and
former
Boston
Police
Commissioner
Billy
Evans
I,
think
you
know
when
we.
When
we
talk
about
the
cadet
program,
I
think
you
know
there
are
questions
around
a
cadet
program
within
the
Boston
Fire
Department.
B
It's
something
where
you
know.
Civil
service
law
has
really
hindered
the
progress
we've
been
able
to
make
over
there
and
just
just
throwing
out
some
statistics.
Currently,
95
percent
of
all
our
FTEs
at
the
Boston
Fire
Department
and
72
percent
of
all
employees
are
identified
as
male
in
white
and
just
going
back
a
little
bit
farther
in
terms
of
history.
B
That's
about
54%
people
of
color.
So
it
is
a
process
that
I
understand
why
the
process
process
is
the
way
it
is
I
think
we
all
pay
homage
to
our
vets
and
want
to
see
the
best
for
them.
But
I
think
it
is
a
process
that
was
meant
well
intended,
but
it
has
had
some
unintended
consequences
and
I.
Think
a
cadet
program
is
one
remedy
to
the
solution.
B
Cadet
programs
are
something
that
are
picking
up
across
the
country
we've
identified
at
least
14
cities
across
the
country
that
have
established
cadet
programs
and
they
vary
from
holding
positions
for
veterans
as
well
as
public
schools,
kids
and
so
there's
a
lot
of
best
practices
out
there.
That
I
think
we
could
bring
to
the
city
of
Boston
as
well
and
I'll.
Leave
it.
So
I
want
to
talk
a
little
bit
more
around
some
of
the
outreach
efforts
we've
had
within
these
departments
and
some
of
the
successes
they
may
or
may
not
have
led
soon.
C
Good
morning,
counseling
Juan
Sanchez,
Boston,
Fire,
Department
diversity,
recruitment
officer,
just
briefly
just
kind
of
one
of
the
things
that
we've
done
as
far
as
outreach
for
the
fire
department.
We've
definitely
come
into
some
obstacles
along
the
way,
but
we've
had
some
minor
successes
in
creating
some
pathways
for
our
teens.
C
We
feel
that
reaching
out
to
the
demographic,
that
of
a
younger
age
could
create
potentially
a
huge,
huge
contingency
of
young
kids
to
do
to
do
what
they
need
to
do
in
order
to
get
on
so
giving
them
the
information
that
they
need
to
get
on
to
the
fire
department,
whether
it's
joining
the
military
or
finding
that
power
to
kind
of
the
fastest
and
most
beneficial
way
for
them
to
get
on.
We
started
a
18
fire,
cadet
team,
Fire
Academy.
If
you
will,
which
is
a
summer
program,
we
started
it's
going
on
its
third
year.
C
C
Last
year,
we
increased
that
to
about
40
and
we
partnered
up
with
a
b
c
d
and
b
c
YF
as
well
to
get
it
I
think
we
had
38,
I'm,
sorry
and
then
this
year
we're
hoping
to
get
40
same
thing,
ABCD
and
bcy
of
kids
all
inner-city
and
the
teen
Fire
Academy
is
basically
a
team
program
to
summer
job.
It's
in
a
six
to
eight-week
program,
and
it
depends.
It
all
varies,
but
we
shoot
for
eight
weeks
and
basically
they
get
the
insight
and
of
what
it
takes
to
be
a
Boston
firefighter.
C
They
do
some.
You
know
basic
fire
skill,
training,
basic
fire
skills,
training
they
go
down
to
moon
island,
they
train
with
hazmat
tech
rescue.
We
also
include
a
military
week
where
we
have
each
branch
of
the
military
come
in,
spend
a
day
with
the
kids
and
have
them
understand
what
it
is
to
be
a
veteran
or
what
it
is
to
be
in
the
into
the
military
and
the
benefits
of
that
and
this
year
we're
implementing
a
civil
service
week
as
well.
C
So
with
that,
we
kind
of
give
them
options
for
Boston,
Police
Sheriff's
Department,
things
of
that
nature,
to
try
to
kind
of
increase
their
options
when
you
know
it
comes
to
that
time
for
for
them
to
go
to
get
on
to
the
workforce.
So
it's
a
career
development
program
and
it's
been
pretty
successful
so
far,
we're
still
kind
of
working
on
some
of
the
details
of
trying
to
trying
to
get
these
get
the
kids
to
kind
of
understand
the
ins
and
outs
of
the
job.
C
But
we've
had
some
some
pretty
good
successes
and
the
program
seems
to
be
growing
and
in
popularity
as
well.
So
among
that
we
hired
a
woman's
liaison
as
well.
Margaret
Conley
she's
been
with
us
and
we've
been
working
together.
You
know
for
the
past
year
now,
I
want
to
say
going
out
to
high
schools
and
colleges
and
doing
a
lot
of
community
outreach
and
getting
out
there
and
and
trying
to
build
up
a.
C
Visual
of
a
female
veteran-
that's
you
know,
has
has
had
a
big
success
to
us
like
she's,
a
great
asset
for
us
she's
been
great
out
there
in
the
community
out
in
these
recruitment
in
those
recruitment,
the
drawing
a
black
yard
in
those
recruitment
fairs.
I'm.
Sorry,
like
career
fairs
and
recruitment
fairs,
we
kind
of
bring
her
onto
those
and
and
she
real
helpful
and
getting
the
word
out
and
trying
to
increase
that
female
presence
for
us.
C
High
school
fears
we're
starting
an
explorer's
program
with
the
partnership
of
bps,
hopefully
in
the
fall,
it'll
be
an
after-school
program
again.
These
are
all
focused
on
young
teens.
We
feel
that
that's
probably
the
best
route
for
us
aside
from
because
the
exam
dates
are
biannual,
so
we
can
only
recruit
four,
so
we
have
a
small
window
for
recruitment.
You
know
during
that
year,
so
we
try
to
get
to
as
many
community
meetings
so
on
a
recruitment
year.
So
say
we
have
one
in
2020
coming
up
in
the
spring
we
focus
like
in
the
fall.
C
We
start
to
put
together
a
team,
a
recruitment
team
and
it's
all
veterans
on
the
job,
male
and
female,
all
from
the
neighborhoods
that
we
try
to
demographic,
specific,
more
or
less
than
try
to
increase
the
diversity
numbers.
So
we
really
try
to
go
into
those
neighborhoods
that
a
majority
minority
and
try
to
increase
the
awareness
of
the
exam.
The
cost
try
to
you
know
have
them
understand
the
waiver
program
that
we
have.
If
money
is
an
issue.
C
You
know,
programs
and
working
with
Margaret,
and
we
feel
again,
like
I,
said
reaching
out
to
the
young
young
teen
that
give
him
that
pathway
is
beneficial.
But
the
plan
that
we
have
in
place
is
a
long-term
plan
and-
and
that's
just
do
because
the
way
the
exam
works
and
how
we
hire
in
the
process
and
the
limit,
the
limitation
on
the
classes
that
we
have,
we
don't
have
the
benefit
of
just
hiring
people
as
they
come.
C
B
Just
quickly
I
think
you'll
notice,
one
mentss
with
a
lot
of
educational
stuff
and
outreach
that's
going
on
at
BFD.
I
mean
that's
great,
but
I
think
at
the
end
of
the
day
it's
an
entry
point
issue.
We
can
do
all
the
outreach
and
recruitment
that
we
want,
but
until
the
process
change,
I
think
think
this
is
what
we're
stuck
with
and
just
to
give
you
a
quick
snapshot.
The
Walsh
administration
has
implemented
three
cadet
programs
in
the
Boston
Police
Department
in
the
last
five
years.
B
Just
one
read
you
off
a
few:
those
numbers
in
2016,
our
first
class
35
cadets
63%
people
of
color,
34
percent,
female
2018
class,
39,
cadets
70%
people
of
color
30%
female,
and
we
have
another
class
going
in
this
year.
20
cadets
and
the
aim
is
to
shoot
for
a
class
50%
female.
There
is
money
committed
in
the
budget
next
year
for
an
additional
place,
cadet
program
and
an
additional
150,000
dollars
set
aside
for
the
implementation
of
a
fire
police
fire
cadet
program
as
well.
I.
C
C
It's
a
pace
program
which
allows
us
to
give
recruits
who
are
you
know
they
basically
give
us
a
template
of
recruits
will
be
are
getting
out,
but
than
a
month
or
two,
and
we
work
with
the
transition
counters
from
each
military
base
to
try
to
focus
on
those
specific
people
from
Boston
and
the
demographic
that
we're
looking
for
and
try
to
reach
out
to
them.
Email
them.
D
Sure
so
counsel,
clarity,
first
of
all,
I'd
like
to
thank
you,
councillor,
Campbell
councillor,
Flint
and
council
McCarthy,
for
taking
up
this
order
and
partner
with
us
to
push
this
forward
to
the
legislature.
I
think
it's
relevant
in
that
I
would
support
what
Donnie
has
stated.
The
civil
service
law
structure
has
not
kept
pace
with
who
we
are
as
a
society
today
and
if
we
are
truly
committed
to
having
ad
is
reflective
and
diverse
and
creating
equity
and
inclusion.
This
is
the
next
step.
D
I
think
is
relevant
to
note
that
the
civil
service
exam
is
only
given
for
public
safety,
all
other
employees
who
are
signing
up
for
civil
service,
its
provisional
and
they
go
and
they
sign
on
a
list.
There
are
no
exams
beyond
public
safety,
so
I
think
that
speaks
volumes
because
I
think
it
was
well
intended
when
the
civil
structure,
civil
service
structure
wasn't
established,
and
there
was
exams
for
all
jobs
and
various
titles.
D
However,
now
to
have
it,
come
down
to
public
safety,
and
you
know
you'd
think
it's
ironic,
because
these
are
the
areas
in
which
we
struggle
in
terms
of
having
a
workforce.
That
is
reflective
of
our
population,
so
it
goes
without
saying
that
we
have
to
give
people
opportunity
and
hope,
and
the
only
way
to
do
that
is
to
look
at
what
are
the
other
ways
of
establishing
entry
point.
D
In
order
to
put
some
measures
in
place
to
equalize
the
playing
field,
if
you
will
and
to
bring
and
that
diverse
employee
population,
because
it's
important
to
think
about
who
are
the
individuals
that
we
are
serving
you
know,
I
give
all
credit
to
the
police
department
in
the
fire
department
for
the
work
that
they
do.
It's
very
difficult
work,
but
we
also
want
children
to
be
able
to
see
and
imagine
what
would
it
you
know
take
in
order
for
me
to
obtain
that
job.
D
You
know
if
I
see
someone
who
looks
like
me:
I
have
the
ability
to
emulate
them,
I
feel
comfortable,
approaching
them
and
asking
them.
What
would
it
take
in
order
for
me
to
have
your
job
I?
Think
that's
what
we
want
to
be
as
a
city.
That's
the
tone
that
we
want
to
sit
as
a
city,
and
so
you
know
I
would
encourage
all
of
you
to
support
this
moving
forward.
Thank.
A
It's
probably
going
to
be
trying
to
get
recruit,
women
that
are
coming
out
of
the
military,
including
obviously
the
Coast
Guard,
as
well,
just
based
on
the
nature
of
their
training
and
experience
and
their
exposure
to
some
of
the
hazards
of
this
particular
profession.
A
lot
like
politics,
firefighting
is
very
hazardous
and
I
know
that
for
some
for
me,
for
example,
this
buildings
on
fire
I'm
out
I'm,
trying
to
find
the
door
out
I'm
not
trying
to
get
on
the
roof.
Yeah
swing
an
axe
to
create
a
hole
to
vent
I'm.
A
Not
looking
to
you
know,
hang
around
flames
too
much,
but
so
I
think
it.
It
sort
of
goes
part
and
parcel
to
our
recruitment
efforts.
You
know
we
were
gonna,
see
this
one
of
the
biggest
gains
and
I
think
it's
gonna
be.
If
we
can
attract
women
coming
out
of
the
military
and
sort
of
introduce
them
to
this
profession
is
one
to
you
had
cited
the
cost
of
the
exam.
What
is
the
cost
of
the
exam
so
for
an
individual
to
sit
for
this
test?
It
cost
how
much
it's
$200.
It's.
C
It
varies,
and
we
also
have
a
military
makeup
exam
that
that
is
basically
every
quarter
which
those
numbers
you
know
change
the
the
the
number
every
quarter
pretty
much.
But
at
the
end,
before
the
military
makeup,
we
had
somewhere
around
eight
800
and
900
that
took
the
exam
and
2018
I
wanna
say
for
the
2018
exam.
Those
numbers
might
have
jumped
again
because
of
that
quarterly
makeup:
exam
for
veterans
returning
home
that
weren't
able
to
take
the
exam
after
at
the
date
of
the
exam.
A
I'm
just
trying
to
think
it
is
it
if
this
is
a
sort
of
a
if
this
is
sort
of
an
impediment,
I
guess
to
folks
willing
to
sit
for
the
test
right
so
to
Vivian's
point
that
you
know
someone
that
aspires
to
be
there
or
see
someone
that
they
emulate
and
they
want
to
maybe
join
the
department,
but
it's
cost
prohibitive.
Does
it
make
sense
for
the
city
to
waive
the
fee
for
all
applicants?
A
Is
that
true
cross
prohibitive
for
us
as
a
city,
given
that
this
is
a
really
important
issue
for
us
and
if
we
really
want
to
attract
and
recruit,
you
know
the
best
possible
candidates
for
the
department
and
we
want
to
make
sure
that
we're
offering
it
to
everybody.
Does
it
make
sense
2019
to
just
offer
the
test
so.
D
A
I
mean
when
I
took
the
civil
service
exams,
so
it
back
in
the
late
80s
early
90s.
They
were
want
to
say
at
the
time
it
might
have
been
like
20
or
maybe
25
bucks,
and
they
did
have
that
waiver
form.
It's
now
$200,
it's
a
different
type
of
animal
I
think
we
waive
it
for
everybody.
It's
a
civil
service
exam
you
sit
down
and
you
fill
out
the
the
ovals
and
you
submit
it
into
a
machine,
have
to
think
other
than
the
test
monitors
the
test
sites
and
the
test
monitors.
A
That's
probably
really
where
the
expenses
I
would
make
an
argument
that
we
should
offer
it.
If
you're
a
resident
of
the
city
of
Boston,
you
should
be
able
to
come
in
sit
for
the
police,
fire
and
EMS
testing,
and
that
should
be
free
of
charge
as
a
residence
and
as
a
taxpayer,
not
quite
sure
what
that
will
cost
the
city.
Just
do
the
raw
math,
that's
200
bucks
times,
800
ish
somewhere
there
may
be
a
thousand
people
take
the
test
roughly.
A
Maybe
that
number
will
now
go
up
a
little
bit,
because
it's
free
but
I
think
that
might
be
a
worthwhile
endeavor
just
to
sort
of
say,
hey.
We
want
to
try
to
recruit
the
best
of
them
right.
We
want
no
impediments,
we
don't
want.
People
have
to
file
disclaimers
and
waivers,
and
just
you
know,
onerous
additional
paperwork.
What
have
you
you
want
to
submit
to
the
test?
Your
name
address
date
of
birth
and
you
get
the
test
site
you
go
in
to
take
the
test.
A
C
A
My
PA
T
and
where
the
police
make
that
a
mistake
on
that,
that's
and
it
cost
us
a
lot
of
money.
It's
a
waste!
It's
wasteful
spending,
the
Boston
Police,
give
you
the
p80
at
the
end
of
the
process.
Okay,
so
they're
going
through
the
Innes,
probably
about
40,000
per
recruit,
recruit
investigation.
Take
the
test.
We
could
investigate
neighbor
assessment,
the
drug
test,
the
boba
and,
at
the
very
end
before
you're.
Actually,
finally
admitted
you
do
the
p80
phe
should
be
at
the
very
beginning.
A
C
A
Right
on
the
police,
if
you
get
to
the
last
stage,
which
is
the
p80,
and
if
you
can't
pull
you
know
the
trigger
pole,
yep
the
bag
drag
or
getting
over
the
fence.
We
should
know
that
very
early
on,
as
opposed
to
dumping
$40,000
into
the
recruit
investigation.
Only
to
end
up
with
you
get
two
tries
at
it
and
again,
that's
just
just
trying
to
eliminate
wasteful
spending,
but
try
to
capture
that
money
and
allow
everyone
to
take
the
test
for
free
is
one
potential.
A
You
also
mentioned
one
the
veteran
piece
of
this,
which
often
gets
lost
in
this
equation.
Not
only
do
you
need
to
be
a
veteran,
you
now
actually
need
to
be
a
disabled
veteran
coming
on
to
the
job
and
I
think
we
really
need
to
take
a
sort
of
a
deep
dive
on
that,
respecting
the
work
that
our
veterans
do
and
honoring
their
commitment
and
their
service
to
our
country,
absolutely
no
doubt
about
it
and
that
preference
should
be
there,
but
it
should
be
a
preference
for
Boston
residents
and
Boston
veterans.
A
You
know
what
we're
seeing
coming
onto
the
job
folks
that
grew
up
in
completely
different
parts
of
this
country,
but
whether
it
was
the
point
of
entry,
oh
when
they
come
out,
and
then
they
have
the
additional
option
when
to
declare
their
residency.
It
puts
Boston
residents
at
a
huge
disadvantage
when
someone's
coming
out
of
the
service,
and
they
have
that
large
window
as
to
where
to
to
to
clean
their
residence
and
what
we're
seeing
coming
on
the
job
over
the
last
several
years.
A
You
know
all
over
the
place
I'll
usually
can
Oklahoma
or
in
Texas
and
Florida.
And
again,
when
I
call
9-1-1
I
want.
I
want
someone
that
can
get
down
to
Columbia
Road,
pretty
quick,
a
guy
from
Oklahoma
he's
got
a
look
at
a
map.
I
think
I'd
be
point,
don't
take
a
right.
Take
a
left.
It's
like
in
you
know,
seconds
and
minutes
are
very
precious
in
those
situations.
I
want
those
jobs
for
city,
kids
and
I.
Think
we
lose
a
little
bit
there
with
respect
to
allowing
such
the
wide
range
on
the
veterans.
A
Reference
I
do
respect
and
honor
veterans
preference
I
wanted
to
be
there,
but
I
want
that
veterans
reference
to
be
for
a
Boston
resident,
a
demonstrated
Boston
resident.
They
grew
up
in
the
neighborhoods
of
Boston,
they
joined
the
armed
services
enlisted
they
came
out
and
they
were
going
on
the
job,
not
someone
from
grew
up
in
Mississippi
and
went
on
the
job
and.
C
A
That's
why
I
think
there's
a
loophole
there,
as
opposed
to
it,
should
be
like
everyone
else.
Do
you
have
to
demonstrate
your
residency
in
the
city
of
Boston
for
a
very
specific
period
of
time
they
get
a
90
day
window
to
declare
once
their
service
is
over
and
I.
Think
therein
lies
the
issue
of
we're
able
to
eliminate
that
then
I
think
we
provide
a
greater
opportunity
for
Boston
residents
who
are
not
only
veterans
but
Boston
residents
in
general,
because
the
competition
it
starts
with
disabled
veterans.
A
A
You
know
the
day
and
age
today
that
having
those
two
district
Chiefs
but
the
backfill
on
those
two
district
sheets
between
the
captains,
the
lieutenant's
would
create
a
significant
amount
of
diversity
off
of
that
list
and
I
think
we
continue
to
miss
those
opportunities
to
again
foster
what
we're
looking
to
do
in
this
in
this
home.
The
special
law
that's
before
us,
so
so
with
that
I
just
had
one
one
question
before
I
turn
it
over
to
my
colleagues,
the
the
creating
the
creating
the
the
fire
cadet
program.
A
A
C
Yeah
that
that
would
be
something
the
Commission
without
the
answer.
I
bet
couldn't
tell
you
if
that
was
something
that
he
would
be
in
support
of
or
not,
but
I
know
that
you
know
with
Margaret
Conley
being
the
woman's
liaison
with
definitely
hoping
that,
with
her
on
the
realms
on
the
one,
the
woman
side,
that
we
can
kind
of
try
to
find
a
way
to
increase
our
presence
and
and
focus
on
that
and
the
woman.
He
did
the
issue
around
the
lack
of
woman
in
the
department
and.
A
I
would
assume
that
the
first
her
first
task
is
to
identify
all
of
the
women
in
the
City
of
Boston,
who
are
currently
in
the
service
indoor
who
have
recently
come
out
of
the
service
and
then
she's
on
the
phone
with
those
young
women
introducing
them
to
introducing
herself
to
them,
letting
her
know
about
these
opportunities
on
the
Boston,
Fire
Department
and
engaging
in
that
dialogue.
I
think
that's
a
first
start
yeah,
someone
like
from
someone
like
miss
Connelly
to
kind
of
guess,
low-hanging
fruit.
A
If
you
will
in
terms
of
that's
an
opportunity
right
there,
will
you
get
folks
that
are
either
in
the
military
now
coming
out
that
a
physically
fit
they're
trained
have
been
in
those
types
of
situations,
particularly
like
on
the
Coast
Guard.
You've
got
fire
in
the
Navy,
both
in
Council
Flint
can
speak
to
it
between
the
Coast
Guard
and
neither
you
have
firefighting
experience,
and
maybe
even
the
the
Army
and
the
Marines
as
well,
but
right
there.
It's
this.
B
Concert:
okay,
it's
touched
on
a
couple
points
usually
made
hum
I
do
think
this
process
is
gonna
require
us
to
be
more
intentional
than
that
I.
Think.
If
you
look
at
just
using
logic,
if
you
look
at
the
numbers
of
veterans
in
the
Northeast,
the
number
of
people
of
color
and
they
are
very
low,
even
more
so
than
women,
so
I
think
the
purpose
is,
if
we
were
to
say,
try
to
look
at
the
women
coming
out
that
service
and
that
applicant
pool
is
gonna,
be
very,
very
low.
B
The
other
piece
around
a
testing
I
think
free
testing
is
great,
except
the
fact
that
taking
the
test
does
nothing
for
you.
If
you're
not
of
that
right
now,
there's
no
incentive
for
a
kid
who's,
not
a
disabled
vet,
to
take
the
exam.
Even
if
it's,
if
it's
free,
because
you
know
you
had
absolutely
no
shot
of
getting
onto
the
department,
there's
a
piece
you
mentioned
around
potentially
doing
a
selective
list
around
women,
that's
something
that
HRD
would
have
to
approve
from
my
experience.
Those
aren't
things
that
they've
been
willing
to
do.
B
For
example,
I
know:
we've
applied
for
language
waivers,
BFD
has
applied
for
language
waivers
in
the
past
that
have
been
denied
by
HRD.
So
that's
not
one
process
that
I
have
much
faith
in
and
then
the
last
thing
I
will
say.
Is
it's
interesting
that
the
state
has
a
different
process
when
it
comes
to
public
safety
than
the
city
does?
C
C
You
know
those
numbers
in
any
way
we
can
by
thinking
outside
the
box
in
those
ways
like
the
language,
preference
or
ways
to
do
it
and
we've
been
successful,
not
and
like
Donnie
said,
like
we've
tried,
but
the
woman's
special
certain
that
got
denied
through
hid
again.
I
feel
that
with
the
I
feel
like
it's
not
that
you
don't
have
a
shot
like
a
zero
shot.
C
I
feel
like
we've
caught
we've
been
in
a
time
of
war
and
there's
been
a
lot
of
veterans
who
have
gone
in
so
there's
been
an
increase
of
numbers
and
vets
returning
home
so
that
you
know
that
as
a
big,
that's
a
big
number
of
people
returning
home
I
feel
that
we're
kind
of
that
that
slowing
down
we're
seeing
the
veteran
numbers
drop
as
far
as
that's
taking
the
exam.
So
I
feel
like
over
time.
C
I
think
that
even
being
a
civilian
you
may
have
a
shot,
it
could
be
a
lot
harder
and
it
could
be
told
towards
the
tail
end
of
the
second
year
of
that
exam
like
on
the
bottom
of
the
list,
but
you
could
potentially
get
on
as
a
civilian.
It
just
may
take
a
while,
but
the
last
you
know,
we've
been
in
war
over
the
last
ten
years.
C
So
it's
we've
had
that
that
large
group
of
veterans
returning
home,
so
those
opportunity
to
have
been
solely
for
those
Davies
and
veterans,
but
I
think
we're
kind
of
reaching
that
that
point
where
it's
kind
of
hitting
a
lull
and
I
think
you
know
we're
seeing
less
veterans
taking
the
exam
and
less
DAV,
so
I
think
we
could
see,
potentially
in
the
next
couple
of
years,
more
civilians
getting
on.
Thank.
A
You
one
I
think
the
Commissioner
testified.
He
felt
the
same
thing
that
we've
been
a
war
if
I
thought
he'd
mentioned
sort
of
more
like
20
years.
In
reality,
that's
that's
a
big
piece,
and
so
we
stepped
off
in
this
discussion.
I
want
to
make
sure
that
we
made
a
note
of
the
veterans.
Preferences
is
a
you
know.
A
It's
it's
an
to
block
hit
some
of
the
things
that
we're
looking
to
do
for
better
for
worse
for
people's
difference,
opinion,
I,
obviously
respect
and
believe
we
should
have
a
veteran's
preference
and
what
form
should
have
come
in
and
right
now,
it's
absolute
preference.
There
are
some
that
suggest
that
should
be
points,
I
most
definitely
I'm
a
city.
Kid
I
want
to
make
sure
that
it's
for
City
residents
and
I'm
less
concerned
about
the
guy
that
serve
the
country
from
Oklahoma
and
Mississippi
and
Tennessee.
Good
luck
to
you.
A
Thanks
for
your
service,
clearly
can
go
on
the
job
in
Oklahoma,
Texas
and
Tennessee
Minh
coming
here,
because
it's
a
it's
a
great
opportunity
for
them
and
I
want
those
reserved
for
kids
in
our
city,
but
I
know.
Councilman
Kathy
has
been
waiting
patiently.
He
was
first
to
arrive,
so
councilman
Kathy.
E
Another
class
already
graduated
in
since
you
started.
Thank
you
very
much
mr.
chair.
She
is
welcome.
Everybody
I
went
to
the
graduation
last
week
for
the
latest
recruit
class.
There's
a
the
first
female
Vietnamese
recruit
graduated,
which
was
fantastic.
Was
she
a
vet?
Yes,
she
was.
She
was
with
what
what.
E
You
know
the
the
issue
that
I
have
with
the
cadets
and
we'll
get
into
further
the
structure
of
the
cadets.
Is
that
I
feel
like
we're
moving
the
goalposts
during
the
game
right?
There's
a
lot
of
young
men
and
women
from
Boston
and
I'm,
not
sure
about
the
numbers
from
other
states,
which
is
numbers
that
I'd
like
to
take
a
peek
at
cuz
I.
Think
that's
a
I'm
not
really
sure
about
that.
E
I
know
other
communities,
peak
kids
from
Wayne,
with
kids
from
Norwell,
whatever
I
taking
the
test
coming
into
Boston
I'm,
not
sure
about
the
states.
But
we
should
get
those
numbers
at
some
point
in
time
to
take
a
look
at
that.
But
I
feel
like
the
the
goal.
Posts
are
being
moved
and
as
somebody
whose
family
has
been
serving
in
the
boss,
fire
department,
I
didn't
get
on.
I
took
the
tests,
I,
don't
know
what
happened.
I
didn't
serve
and
I
didn't
get
on.
E
I
want
to
be
now,
like
my
mom.
Have
you
no
more
women
jumping
in
the
service?
So
that's
a
great
concern
me.
How
long
would
the
would
the
Cadet
class
what's
the
structure
of
the
cadet
class,
so
the
cadet
class,
now
in
Boston
Police
Department
is
two
years
you're
serving
in
a
district.
You
know
all
of
that
stuff.
What
would
what
would
the
the
Fire
Cadet
class?
Look
like
I
I.
B
Think
that's
still
something
to
be
figuring
around
around.
You
know
just
around
what
the
class
would
look
like
and
what
the
cadets
would
actually
be
doing.
I
think
that's
one
concern
we've
heard.
Is
you
know
how
do
you
get
cadets
on
the
job
and
make
sure
that
they're
safe?
What
would
they
be
doing,
etc,
etc?
So
I
think
that's
something.
That's
still
to
be
structured,
but
you
know
I
think
it
followed
something
similar
to
the
Boston
Police
Department
in
terms
of
two
years
of
service,
and
then
you
go
on
with
that
preference
right.
B
I
think
everything
else
is
still
to
be
spelled
out
in
terms
exactly
what
that
looks
like
I
do
know
that
we've
done
a
preliminary
look
in
terms
of
what
cities
across
the
country
have
done
in
terms
of
formally
in
the
program
what
the
cadets
have
done.
So
there
are
some
best
practices,
and
this
is
a
conversation.
That's
picked
up
around
cities
across
the
country,
so
I
do
think.
We
have
some
work
to
do
in
terms
of
figuring
that
piece
out
still.
E
Okay,
and
as
far
as
you
know,
you
were
talking
with
the
the
physical
aspect
of
the
job,
even
for
the
cadets.
You
know,
I
do
agree
with
my
friend
allies
counsel
from
South
Boston
when
he
talks
about
the
the
physical
aspect
of
the
job.
If
you,
if
we're
gonna,
commit
two
years
to
a
young
cadet
and
he
or
she
can't
do
the
physical
aspect
of
the
job-
and
this
is
you
know,
this
is
gonna.
E
That's
that's
a
problem
and
I
know
that
you're
you're
not
pushing
that
by
any
stretch
of
the
imagination.
But
it's
important
to
understand
that
that
the
the
people
who
go
into
those
fires
and
they're
pulling
you
know,
two-inch,
hoses
and
they're
battling
a
fire.
They
need
to
be
strong
and
mentally
strong
enough
to
not
only
do
their
duty,
but
in
the
possibility
of
when
bad
things
happen,
they
need
to
be
able
to
pull
firefighters
out
a
pole.
E
You
know
us
out
civilians
whoever's
in
that
fire,
so
all
of
that
has
to
come
in
and
I
do
agree
that
the
the
physical
aspect
needs
to
start
earlier,
because
I
would
I
would
think
it
would
be
a
real
waste
if
you
had
a
cadet
in
there
for
two
years
and
then
ultimately,
he
or
she
couldn't
pass
the
physical
to
begin
with
we've.
Just
we've.
We've
had
somebody
for
two
years
to
do
so.
B
There
is
a
physical
component
as
part
of
the
cadet
program
at
the
Boston
Police
Department,
which
they
have
to
go
through
yeah
and
then
to
your
concern
counselor
around
having
the
best
folks
for
the
job.
I
think
that
is
a
doesn't.
That's
that's
a
valid
point
and
I
think
a
counterpoint
to
that
would
be
having
a
hundred
percent
disabled
vet
class
would
also
be
making
sure
that
we're
taking
the
best
people
to
your
points
and
make
sure
what
that
building
is
burning,
that
we
do
have
the
best
folks
on
the
job.
Council.
D
Mccarthy
just
to
go
back
to
your
previous
comment,
rather
than
looking
at
this
as
moving
the
goalposts.
What
I
would
challenge
us
to
do
is
open
our
minds
and
say
we're
looking
at
this
as
establishing
an
opportunity
for
those
who,
previously
and
historically
were
not
made
aware
that
these
opportunities
were
available
to
them
and
by
way
of
example,
I've
talked
to
plenty
of
firefighters.
D
Who
would
tell
you
that
going
way
back
when
it
was
predominantly
white
that
you
know
they
would
have
conversations
with
their
sons
or
relatives
and
tell
them
what
was
the
best
way
to
get
onto
the
fire
go
into
the
military.
Do
the
following
things
versus
people
of
color
who
were
not
having
these
conversations
because
they
were
not
made
aware
of
the
opportunity.
I
think
we
have
to
look
at
an
eye
towards
the
future
in
terms
of
how
do
we
open
the
door
to
opportunity?
And
that's
by
certainly
what's
before
you
today?
D
E
Agree,
I
would
just
state
that
the
opportunity
the
door
of
opportunity
now
is
is
the
military.
So
there
is
a
door
of
opportunity
and
you
know,
then
the
argument
from
there
stems
to
you
know:
do
you
have
to
join
the
military
to
be
a
Fossum
firefighter?
That's
I
mean
that's
the
ultimate
question,
but
the
opportunity
is
there.
So
thanks.
Mr.
chair,
thank
you
just.
C
Could
just
follow,
please
I'm,
sorry
just
to
touch
base
on
that
as
far
as
awareness,
so
I
didn't
touch
this
point.
When
I
was
you
know,
speaking
and
explaining
about
the
teen
fire
academy,
that
is
one
of
the
most
important
pieces
of
that
teen
Fire
Academy
is
having
veterans
of
the
job
people
of
color
people
who
look
like
the
kids
who
are
participating
in
the
program
that
are
speaking
and
engaging
with
these
kids
for
this
eight-week
program.
C
They're
letting
them
know
exactly
how
they
got
on
the
job
and
they're
speaking
with
them,
and
they
come
from
the
same
neighborhoods
and
backgrounds
as
these
teens.
So
I
feel,
like
that's
important
and
that's
part
of
the
long-term
plan
that
we
have
in
place,
because,
right
now,
with
all
the
the
laws
and
and
the
veterans
preference
we
kind
of
have
to
that's.
The
strategy
that
we
have
to
go
is
the
long
term
plan
and
building
awareness.
Thank
you
and.
F
F
Think
council
McCarthy
makes
some
good
points
on
making
sure
we're
getting
the
very
best
firefighters
in
the
city
of
Boston,
but
I,
don't
think
it's
me
too
exclusive,
with
the
goal
of
creating
a
cadet
program
with
the
goal
of
making
our
department
more
diverse
when
it
comes
to
its
racial,
ethnic
race,
ethnicity,
gender,
it's
incredibly
important,
this
fire
department
represents
there
is
more
representative
of
the
population
that
it
serves
and
given
I
think
the
restraints
or
constraints.
It's
probably
better.
Word
of
the
state
rules.
F
We
need
to
be
exploring
all
our
options
that
a
cadet
program
is
one
of
the
few
tools
really
available
to
the
city
of
Boston.
To
take
some
of
those
steps
to
address
these
sort
of
long-standing
issues,
I
want
to
work,
sure
work
with
you
all
with
with
the
mayor
with
Commissioner
Finn,
to
make
sure
this
is
done
in
a
thoughtful
manner.
In
a
way,
that's
certainly
gonna
protect
public
safety,
but
an
important
goal
of
this,
though.
F
An
important
goal
to
contribute
so
I
think
Public
Safety
is
making
sure
that
we
have
people
from
the
city
of
Austin
as
councillor
Flaherty
says
who
know
their
way
around.
You
don't
have
to
whip
out
a
GPS
to
find
where
they're
going
in
an
emergency,
and
we
need
to
get
this
done
in
some
form,
I
think
in
a
timely
fashion.
So
I
don't
have
any
questions
right
now,
but
I
do
just
want
to
reaffirm
my
support
for
cadet
program
for
the
fire
department,
because
it's
an
important
tool.
G
Thank
You
councillor
Flaherty
and
thank
the
three
of
you
for
your
testimony
and
just
for
all
that
you're
doing
on
this
issue
of
diversity
and
our
public
safety
agencies,
Vivien
I
appreciated
your
candidness
straight-to-the-point,
calling
out
the
fact
that
civil
service
is
only
used
for
public
safety
agencies.
I,
don't
think,
is
by
accident.
This
you
know
certainly
involves
politics
and
advocacy
groups
and
lobbying
you
name
it
so
I
appreciate
you
naming
it
I.
G
Guess
I
just
want
to
say
you
know,
I,
absolutely
support
the
cadet
program.
I
think
we
have
seen
with
the
police
department
that
it's
working
that
frankly,
we
should
have
done
it
in
the
fire
department
a
long
time
ago,
but
I
think
what's
made
been
clear
by
the
made
clear
by
the
numbers
and
the
fact
that
we're
going
backwards
with
respect
to
the
consent
decree
is
that
it
that
this
is
not
enough
right.
G
This
is
one
step
in
the
right
direction,
so
I
definitely
want
to
go
on
record
and
supporting
it,
but
in
order
for
us
to
truly
make
sure
that
our
public
safety
agencies
are
reflective
of
the
demographics
of
the
city
of
Boston,
we
need
systemic
change.
We
need
to
talk
about
civil
service.
We
need
to
talk
about
the
fact
that
it
is
not
working.
We
need
to
take
it
out
of
the
framing
of
veterans
against
people
of
color
women
against
veterans.
That's
not
what
this
is
about.
G
It
really
is
leveling
the
playing
field
and
ensuring
that
anyone
who
wants
to
join
our
departments
has
an
opportunity
to
do
so.
I,
do
not
believe
that
you
should
have
to
sign
up
to
go
to
the
military
to
become
a
firefighter
in
the
city
of
Boston
and
then
come
back
and
come
back
as
a
disabled
vet
to
get
on
or
become
disabled
in
order
to
get
on
to
our
fire
department.
G
I
think
that's
ridiculous,
and
so
the
question
is:
what
are
we
going
to
do
to
ensure
that
we
create
as
many
pathways
as
possible
understanding
that
the
city
can't
do
everything
with
respect
to
civil
service?
We,
of
course,
can
be
advocating
to
the
state
for
them
to
to
do
something.
If
it's
a
point
system
great,
if
it's
not
a
point
system,
then
do
away
with
it
I
mean
we
have
numerous
municipalities
in
Massachusetts
that
have
done
away
with
veteran's
preference
have
seen
it
work
for
various
reasons.
G
Some
have
decided
to
do
away
with
it
because
they
have
been
so
disappointed
by
either
the
lack
of
resources
that
are
coming
from
the
state
to
cover
the
cost
of
civil
service
or
when
they're
looking
to
fill
a
job.
They
get
five
candidates
and
they're.
Like
that's
ridiculous.
These
are
serious
jobs.
We
should
be
able
to
interview
at
least
10
or
15
people
and
we're
only
sent
five
names,
so
they
have
done
the
work
to
demonstrate
that
this
system
isn't
working
and
rather
than
stay
in
that
place.
They
then
said:
okay
well
now.
G
What
are
we
going
to
do
about
it,
and
so
I
have
been
pushing
and
we'll
continue
to
push
the
city
of
Boston,
including
the
mayor
and
administration,
to
do
something
about
it.
The
cadet
program,
great
step
in
the
right
direction,
kudos
to
the
administration
and
the
mayor
for
putting
this
forward,
but
it
will
never
be
enough
if
we're
not
doing
other
things,
including
tackling
the
issue
of
civil
service
I'm.
All
for
folks
were
born
and
raised
in
the
city
of
Boston
serving
but
I
want
to
particularly
pull
something
out
which
is
number
one.
G
If
we
are
serious
about
these
departments
reflecting
the
demographics
of
the
city
of
Boston,
that
means
more
women
and
more
people
of
color,
then
what
is
the
focus
and
intentionality
around
creating
strategies
to
increase
those
numbers,
and
we
need
more
than
just
one
sort
of
strategy.
We
need
probably
several
and
several
entry
points,
and
so
I
just
want
to
name
and
in
terms
of
what
council
McCarthy
has
said.
G
That's
come
up
as
well
folks
who
have
signed
up
to
go
off
to
the
military,
with
the
hopes
are
coming
back
to
Boston,
they're
born
and
raised
here
to
serve.
We
could
create
laws
or
change
things
so
that
those
folks
are
grandfathered
in.
There
are
different
ways
to
get
creative
around
ensuring
those
folks
who
have
left
Boston
to
go
into
the
military
and
are
coming
back
with
the
intention
of
joining
our
departments
are
given
that
fair
opportunity
and
that
that
commitment
to
serve
is
honored
by
grandfathering
them
in
our
coming
up
with
other
ways.
G
So
where
are
we
with
releasing
that
data?
And
then
the
second
question
is:
what
are
we
doing
with
respect
to
civil
service?
What
are
the
conversations?
The
mayor
has
gone
on
record,
whether
on
the
radio
or
somewhere
else
and
said
going
nowhere
near
that,
which,
I
think
is
a
big
mistake
in
the
report
I
put
out
and
talked
about
just
studying
it
not
even
necessarily
come
up
with
any
changes.
G
Just
yet
looking
at
what
are
the
benefits,
we
do
get
some
benefits
from
being
in
civil
service,
including
some
of
the
costs
that
are
covered
by
the
state.
But
then
what
are
the
cons?
What
are
the
numbers
and
and
what?
What
do
that?
What
does
the
data
tell
us
where
civil
service
isn't
working
and
then
once
we
have
a
full
understanding
of
that,
we
could
come
up
with
what
we
should
be
doing.
G
It
may
be
a
two-point
system
or
we
may
look
at
the
state,
police
and
say,
frankly,
absolutely
not
because
the
State
Police
is
just
as
bad,
if
not
worse,
but
it
cannot
be
an
option.
We're
saying
we're
not
going
anywhere
near
it
because
of
political
fear,
around
veterans
and
others
who
are
going
to
step
up
and
challenge
us.
G
What
I
have
learned
through
this
process
over
the
last
four
years
is
that
when
you
engage
folks,
including
our
veterans
in
meaningful,
thoughtful
conversation
about
this
issue,
you
invite
them
to
be
a
part
of
the
conversations
you
sit
down
with
them.
They
want
to
be
a
part
of
it.
Some
of
the
veterans
are
on
the
opposite
side
of
the
issues
opposite.
The
table,
yelling
at
me,
are
now
suddenly
showing
up
and
wanting
to
be
a
part
of
the
discussion.
G
What
I
am
learning
much
of
it
comes
from
these
veterans,
who
are
giving
me
first-hand
data
and
information
about
ways
in
which
we
can
do
better,
but
to
just
say
no
we're
not
gonna.
Do
it
as
a
problem,
so
I,
just
those
are
my
two
questions.
When
is
it?
Data
gonna
be
released
and
at
some
point
what
what
is
our
response
with
respect
to
civil
service
yeah.
B
I
think
I
think
that's
a
great
point
in
terms
of
making
sure
that
we're
looking
at
the
data
in
terms
of
sworn
braces
at
administrative
personnel
I
think
if
we
look
at
the
sworn
numbers
it's
what
we
would
expect
they
get
even
worse,
right,
I
think
when
it
comes
to
this
debate
too
many
times
it
becomes,
you
know
picking
sides
veteran
versus
non
veteran,
veteran
versus
woman
and
I.
Don't
think
that's
what
this
is
all
about!
I,
don't
think
anyone
wants
to
do
anything
to
hurt
veterans.
B
This
is
just
about
a
process
that
isn't
working
and
I
think
you
know
there's
ways
to
do
both
to
take
care
of
veterans
and
to
make
sure
this
access
and
opportunity
for
those
who
want
it,
especially
from
Boston,
so
I
do
hope
to
get
you
know
more
information
soon
on
the
break
down
from
fire
on
those
especially
leadership
positions,
and
then
the
other
piece
would
be
just
looking
at
thinking.
Economics.
B
To
your
point,
the
leadership
chart
in
terms
of
captain's,
lieutenants,
etc,
etc,
etc.
Right
I
think
we're
gonna
see
just
even
in
the
leadership.
It's
not
there
as
well,
and
then
the
other
point
and
another
analysis,
point
that
I
think
it's
a
valid
point
to
look
at
would
be
the
economic
impact
of
those
salaries
and
the
dollars
that
are
missing
in
communities
of
colors.
If
you
look
at
the
salaries,
firefighters
are
able
to
bring
in
I
mean,
there's
a
reason.
Folks
are
gravitating
to
Boston
to
join
these
departments.
G
Just
so
correct
me
if
I'm
wrong
right
now,
the
data
with
just
the
sworn
officers
is
not
readily
available,
so
you
can't
come
in
and
look
at
our
boards
and
see
that
data.
The
mayor
is
out
there
saying
you
can
and
I'm
saying
no
mr.
mayor,
you
cannot,
and
so
because
why
that
is
so
important.
You
know
it
paints
the
scope
of
the
problem,
so
the
data
that
we're
trying
to
get
internally
that
for
the
hearings,
great
people
should
be
able
to
readily
see
that
data
find
that
data
yeah.
The
department's
clearly
have
it
right.
G
Great
that
that's
my
request.
The
number
one
request
when
I
in
terms
of
recommendations
was
release
the
data.
So
if
you're
walking
in
as
a
lay
person
or
on
the
website,
you
can
see
it,
it
doesn't
paint
a
pretty
picture,
but
at
the
end
of
the
day
it
puts
us
on
the
same
page
saying
we
have
work
to
do
and
people
can
do
whatever
they
want
with
it.
And
then
the
second
piece
is:
what
is
the
administration
doing
up
at
whether
in
on
our
side,
up
at
the
Statehouse
to
talk
about
civil
service?
G
B
So
we
actually
sat
down
with
the
mass
black
caucus
just
around
this
issue
in
terms
of
gathering
support
up
at
the
state
to
be
able
to
do
something
like
this,
so
I
think.
Once
again,
it
comes
down
to
that
political,
political
issue
right
having
folks
that
are
willing
to
take
a
stance
on
this
issue.
I
think
that's
what
we
need,
somebody
that
continue
to
champion
this
issue
and
continue
to
shine
a
spotlight.
I
am
heartened
by
the
fact
that
we
have
made
the
most
progress
recently
because
of
all
the
spotlight.
B
H
Thank
You
counsel,
Flaherty,
and
thank
you
to
the
panelists
for
being
here
and
for
your
work
on
this
important
issue.
We
have
a
couple
couple
of
questions
as
it
relates
to
some
of
the
duties
of
a
of
a
cadet.
Could
you
go
over
some
of
the
highlights
of
what
the
job
responsibilities
would
be
for
a
fire
cat,
I.
B
Think
we
still
need
to
flush
that
out,
but
just
looking
at
what
other
cities
have
done,
for
example,
there's
been
efforts
in
terms
of
recruitment.
There's
been
efforts
in
terms
of
administrative
pieces
that
can
be
handled
I.
Think
there
are
the
safety
concerns
around
the
firehouse
ISM,
but
I.
Think
programming
is
something
that
can
be
worked
on,
but
I
do
think
that
all
still
has
to
be
fleshed
out.
H
H
B
Right
now,
the
way
it's
structured,
33%
of
the
recruit
class
slots
in
the
proposal
would
go
to
the
cadets.
Their
weights
would
not
be
weighted
as
heavily
as
veterans
and
so
veterans
still
get
a
preference
over
the
cadets,
and
there
wouldn't
be
the
whole
class
reserved
for
cadets
it'd,
only
be
a
portion
of
the
recruit
class
coming
in
and
that
they'd
only
be
eligible
after
two
years
of
service
going
into
those
classes.
H
Can
you
talk
about
some
of
the
outreach
or
recruitment
you
have
done
or
your
office
has
done
in
the
boston
public
school
system,
especially
with
students
in
the
JROTC
program,
I'm
very
familiar
with
them?
I
visit
them
frequently,
many
of
them
don't
join
the
military,
but
they
love
being
part
of
the
ROTC
program
in
high
school.
What
type
of
outreach
have
you
done
on
just
some
of
those
students.
C
We
did
have
a
program
was
an
explorer's
program
that
was
specifically
based
around
Madison
Park
JROTC
program,
where
gunnery
sergeant,
Clara
I'm,
not
sure.
If
you're
familiar
with
him,
we
weren't
having
much
success
with
some
of
those
teens
being
involved
in
the
after-school
program.
So
we
kind
of
we
put
that
on
the
backside
and
by
trying
to
recreate
and
redeveloped
a
program
to
see.
C
It's
gonna
be
similar
to
that
exponent
on
board,
but
that
prayer,
our
presence
there
wasn't
that
great
for
the
after-school
program.
So
I've
had
conversations
with
Sammy's
shelter
over
at
BPD,
because
they've
had
a
pretty
successful
explorers
program,
but
then
after-school
program,
so
we're
definitely
working
on
creating
a
program
of
redeveloping
that,
with
the
focus
on
ROTC
students
on
bps
when.
H
H
The
State
Department
of
Veterans
Services
has
a
list
of
several
thousand
women
veterans
across
across
Massachusetts.
They
communicate
with
them
frequently
on
various
conferences
and
update
them
on
various
issues
relating
to
VA
medical
care.
Have
you
had
any
outreach
with
the
State
Department
of
Veteran
services,
specifically
on
women
veterans
outreach?
We.
C
H
Could
could
I
ask
if
I
can
get
a
response
on
that
from
the
department
just
on
women
veterans
issues,
and
if
you
need
my
help,
I
was
with
secretary
Francisco
Yamina
earlier
today
at
an
event
and
I'd
be
glad
to
help
out
on
any
outreach
on
women
veterans.
I
have
a
good
relationship
with
them
have
been
in
the
military
25
years
so
I'm
also
very
familiar
with
the
State
Department
of
Veterans
Services
they're.
Doing
great
work,
as
is
the
city
of
Boston
veterans
services,.
H
So
I
just
want
to
get
back
to
one
question.
I
asked
earlier
on
the
duties
of
a
cadet
I
know
what's
still
being
worked
on,
but
what
is
the?
What
is
she
thinking
about?
What
are
you
thinking
about
in
terms
of
decision-making
on
what
type
of
duties
or
assignments
that
a
cadet
would
participate
in
you
speaking
up
like
like
what
like
what
factors
are
you
considering?
What
challenge
is
they
figuring
about
about
what
duties
a
cadet
could
participate?
I.
C
D
The
training
should
be
job-related.
So
what
does
it
mean
to
be
a
firefighter?
You
know
what
particular
things
are
you
going
to
encounter
and
to
prepare
them
for
that,
so
that,
hopefully
they
don't
find
themselves
in
harm's
way,
because
we've
done
the
appropriate
training
that
is
necessary,
I
think,
once
we
start
to
Zone
in
on
that
and
figure,
what
that
is?
It's
going
to
be
job-related
and
most
certainly
the
fire,
commissioner
and
the
Chiefs
are
going
to
play
a
big
role
as
the
training
academy
in
designing
that
training
program.
H
B
C
Think
we're
doing
an
overall
recruitment
outreach,
I
think
we're
kind
of
in
the
communities
and
we
do
a
basic.
You
know
we
have
our
basic
outreach
when
we
reach
on
their
communities
and
it's
it's
open
to
the
public.
So
it's
open
to
whomever.
So
the
information
gets
out.
We
work
with
community
leaders
and
and
the
community
organizations
sort
of
to
try
to
reach
out
to
as
many
people
as
possible.
H
Thank
you
and
I
one
more
time
want
one
more
question
on
language
access
issues.
I
know
you
are
doing
some
outreach,
encouraging
people
to
take
things
nation
that
may
have
a
language
that
other
than
English.
That
can
you
talk
about
some
of
the
outreach
that
you're
doing
to
may
be.
Our
people
that
are
English
might
be
a
second
language
for
them.
I
know
they
leave
I'm,
proud
that
you
were
able
to
higher
rate
the
first
Vietnamese
American,
but
what
about
language
access?
If
you
have
a
skill,
a
language
other
than
English?
C
Those
those
are
all
specific
to
HRD,
so
we
are
only
allowed
a
specific
amount.
So
we
put
in
a
quest
to
hid
up
at
the
state.
They
approve
us
on
how
many
people
we
were
allowed
to
hire
in
terms
of
language
preference.
I
know,
we've
gotten
denied
several
times
for
other
languages,
so
that's
kind
of
a
work
in
progress
and
it's
it's
kind
of
one
of
those
things
that
if
we
get
approved
for
it,
but
will
we
do
more
specific
outreach
towards
those
language
preferences
that
we
can
approve
for
in.
B
Just
a
touch
quickly
on
the
language
preferences
I
think
they
work
a
little
bit
differently
in
terms
of
BFD
and
PPD.
Bpd
has
been
more
successful,
get
in
language
waivers
because
I
think
HR
D
is
looking
for
justification
as
to
why
you
need
those.
So
as
BPD
you,
you
have
to
have
conversations
with
someone,
maybe
in
other
language,
which
I
think
BFD
jobs
that
look
to
be
sort
of
more
folks
in
terms
you're
going
in
you're
putting
out
a
fire.
B
They
may
not
be
the
need
for
that
language
piece
right,
and
so
the
other
important
thing
to
understand
is
that,
as
you
petition
HRD
for
these
language
waivers,
you
have
to
go
with
the
individuals
that
are
eligible
through
the
list.
So,
for
example,
if
the
Boston
Fire
Department
was
approved
for
Haitian,
Creole
they'd
have
to
pull
that
Haitian
Creole
speaking
individual
from
the
Civil
Service
list.
So
that's
not
like
they
have
the
ability
to
go
in
and
say:
hey.
We
need
a
Haitian
Creole
officer,
who's
out
there.
They
have
to
still
go
through
the
list.
B
H
You
and
then
my
final
comment
is
the
mayor's
Commission
on
disability
access.
Her
name
is
Kristen
macaws.
She
might
have
some
ideas
too.
One
outreach
to
the
persons
with
disabilities.
In
fact
they
have
an
upcoming
conference
at
the
BCE
see
next
month.
I
usually
attend
that,
but
they
always
have
several
several
thousand
young
people
that
do
attend.
Maybe
it's
an
opportunity
for
the
fire
department
to
have
a
presence
there
and
maybe
do
a
little
recruiting
at
that
location.
H
I
I
B
We
so
we
actually
requested
from
BPD
a
needs
to
get
an
historical
overview
of
cadets.
We
have
information
for
them,
Wallace
administration
and
what
those
have
meant
for
those
cadets
in
the
breakdown
which
I
can
provide
right,
think
we're
still
awaiting
in
a
sort
of
overview
of
you
know.
Historically,
what's
the
cadet
program
meant
to
the
Boston
apartment?
What's
the
men
in
terms
of
women?
B
I
B
I
I
B
Think
I
think
part
of
this
is
is
I.
Think
that's
the
challenge
right.
It's
it's!
How
heavily
weighted
the
veteran
preferences
I
mean
in
even
as
although
we're
doing
the
cadet
program,
there's
no
guarantee
that
these
cadets
are
gonna
super
see
them
in
terms
of
what
you're
looking
at
the
rankings
so
I
think
you
know
these
are
best
efforts
to
get
the
ball
rolling
on
this
process.
So.
I
B
And
I
think
what
we've
seen
is
the
fire.
The
fire
classes
are
typically
smaller
than
the
BPD
classes.
For
example,
the
like
the
latest
Boston
Police,
Department,
recruit
class,
has
some
95
odd
recruits
were
asks,
fires
and
generally
looking
at
forty
five
to
fit
40
to
50
recruits
per
class.
So
it's
also
smaller
classes
which
make
those
jobs
that
much
more
competitive,
mm-hmm
counselor.
D
Baker,
what
I
would
respectfully
point
out
is
that
when
you
look
at
the
BPD
Cadet
class
and
what
that
has
resulted
in
over
the
years,
I
think
you
see
a
more
diverse
workforce
as
a
result
of
that.
So
this
is
a
step
most
certainly
in
the
right
direction.
One
of
many
steps
that
we
must
take,
but
I
think
we
have
to
start
somewhere
and.
I
D
I
B
And
I
think
I
think,
as
this
goes
to
the
process
of
the
state.
As
we
answer
these
questions
I
hope
either
we
are
able
to
add
some
pieces
that
strengthen-
or
you
know
to
your
point,
address
some
of
these
issues
on
how
to
how
can
we
strengthen
the
program
to
make
sure
that
if
we
are
the
side
33%
for
cadets
that
were
actually
able
to
get
33
percent
cadets
in
there
yeah.
C
C
B
Then
one
of
the
things
I
mentioned
is
that
M?
The
other
reason
it
works
so
well
and
BPD
is
the
cadets
are
often
left
going
against
civilians,
and
so,
when
they're
weighted
they're
ahead
of
them
right
so
yeah,
we
don't
have
as
much
of
an
issue
in
terms
of
BPD
not
get
into
civilians,
because
they're
generally
taking
on
larger
classes
right
so
they're,
trickling
down
to
the
civilians.
I
So
Donnie
you
do
diversity
for
the
city,
the
whole
city,
correct,
that's
correct
and
you
do
diversity
for
one.
You
do
diversity
for
the
fire
department.
Yes,
what
is
your
budget
to
do
your
job?
Is
it
just
your
sales?
Just
you
will
one-man
show
yeah,
just
your
budget.
Do
you
have
any?
Do
you
have
any
access
to
to
money
if
you
want
to,
if
you
want
to
do
outreach
or
so
how
are
you
supported?
One.
C
Yes,
I
have
there's
a
kind
of
an
overall
budget
that
I
have
access
to
so
I
kind
of
I
mean
I,
do
have
access
to
the
recruitment
budget.
If
you
will
the
the
diversity
office
kind
of
falls
under
that
hole
to
recruitment
and
HR,
so
there
is
there's
no
specific
amount
that
I'm
aware
of,
but
I
do
have
access
to
some
of
the
funds
that
are
there
for
recruitment
purposes
and
things
of
that
nature.
Okay,.
I
Do
we
do
we
look
at
a
little
off-topic,
but
do
we
look
at
Massport
and
how
they're
operating
how?
How
how
can
we
do?
We
have
any
Vivian?
You
may
have
know
this,
or
are
we
looking
at
how
they're
doing
their
hiring,
because
they're,
basically
in
Boston,
to
I
and
I,
think
I
know
one
massport
firefighter
and
he's
been
on
for
30
years?
So
what
are
we
a
we
as
the
city
looking
at
massport,
saying
hey,
we
have
people
that
would
like
to
would
like
to
take
it
over
there
on
your
payroll.
I
B
B
B
I
Yes,
okay,
so
there
are
some
cities
that
are
doing
this,
yes
and
I.
Think
the
training
would
be
I
mean
when
you
come
back
from
from
a
run.
There's
all
maintenance
and,
like
you
start
an
apprenticeship
return
electrician.
You
need
to
know
what
the
tools
are,
so
that
I
think
would
be
will
be
a
lot
of
that
I
think
I'm
good
mr.
chair.
Thank
you.
Thank.
J
I
just
want
to
go
on
record
saying:
I
do
actually
support
a
veteran's
preference.
My
mother
is
a
veteran
and
I
actually
think
it's
an
important
way
in
which
a
city
or
a
town
can
acknowledge
the
service
that
the
person
has
provided,
but
I
do
think.
It's
important
and
I
appreciate
you
distinguishing
between
I
guess,
the
veterans,
preference
and
a
like
in
an
automatic
veteran's
placement
plan
and
I.
J
You
know,
it'll
still
be
countered
or
still
have
the
silver
service,
as
the
veterans
preference,
but
part
of
this
is
creating
several
pipelines
that
when
the
Civil
Service
Falls
or
when
we've
gone
to
that
list,
that
we
have
the
excuse
that
there's
no
one
there
or
we
can't
find
anyone
should
be
eliminated
through
either
this
cadet
program
and
other
recruitment
pipelines.
We're
trying
to
build
is
that
is
that
kind
of
a
goal
to
make
sure
that
we're
at
that
point
so.
B
B
In
don't
forget,
you're
allowed
to
establish
residency
from
out
of
state
and
we're
only
looking
at
40
to
50
slots,
maybe
80
slots
for
the
year,
so
I
don't
anticipate
what
the
salaries
in
the
competitive
nature
of
BFD
that
we're
going
to
be
able
to
somehow
exhaust
the
list
and
say:
hey:
we've
built
a
pipeline,
and
so
now
we
can
start
to
get
those
individuals
and
I.
Don't
think!
That's
a
realistic!
So.
J
B
Though
I
think
the
program
does
start
to
get
the
ball
rolling
in
creating
that
interest.
Educating
these
young
individuals
around
what
it
means
to
become
a
firefighter
what
the
career
entails
and
the
steps
they
need
to
prepare
to
take.
Similarly
to
the
Boston
Fire
Police
Department,
a
lot
of
those
cadets
will
go
through
the
program
and
say
you
know
what
it's
just
not
for
me
right
and
a
lot
of
those
cadets
will
be
strengthened
by
the
experience
they
have
through
that.
So
I
do
think
you
know
it's
important
to
do
the
educational
pieces.
That's
Warren's!
B
D
Go
ahead
and
excuse
me,
counselor
I
think
it's
definitely
a
step
in
the
direction,
but
it's
one
of
many
steps
that
we
must
take
I
think
we
continue
to
find
ourselves
in
this
vicious
cycle.
Where
you
know
people
get
frustrating
over
time
file
lawsuits.
So
if
we
are
trying
to
think
about
this
in
a
proactive
way
in
terms
of
what
are
all
of
the
ways
that
we
can
ensure
that
we're
being
inclusive
we're
educating
people
about
this
opportunity,
I
think
it's.
You
know
a
step
in
the
right
direction.
D
Like
Donnie
said:
I,
don't
think
we'll
get
to
the
point
where
we've
like
completely
got
to
the
point
where
there's
no
civil
service
list
whatsoever,
and
so
all
we're
left
with
the
civilians,
but
I
think
we
most
certainly
have
a
duty
and
obligation
if
you
will
to
ensure
that
we
are
educating
recruiting
and
speaking
to
as
many
people
as
possible
to
make
them
fully
aware
of
what
are
the
steps
necessary
to
become
a
firefighter
and
I?
Think
that's
where
we
can
have
an
impact.
Okay,.
J
And
I
do
think.
One
of
the
things
I'm
concerned
about
is
that
we
do
two
years
of
investment
and
training
and
I
do
think.
Actually
the
program
should
be
preparing
them
to
be
firefighters,
even
physically.
So
you
say
these
are
the
standards
physically?
You
can
get
yourself
together
and
do
what
you
need
to
do
to
either
build
that
strength.
J
So
what
could
also
happen
is
there's
a
lot
of
investment,
time
and
education
put
into
preparing
folks
through
firefighters,
in
other
states,
in
other
cities
and
other
times,
because
they
can't
get
into
the
the
Boston
Fire
Department,
so
I
think.
That's
also
worth
noting.
It's
not
only
folks
coming
in
here
to
be
firefighters
with
the
veterans
preference,
but
that
we
will
invest
the
time
and
money
and
lose
them
to
those
other
places
and
other
cities
and
towns,
even
maybe
in
Massachusetts
that
don't
have
it
or
New,
Hampshire
or
Maine
or
other
places
as
well.
J
So
I
think
that's
also
worth
noting.
We
can
create
wonderful
firefighters
for
other
cities
and
that
would
be
a
I
think
a
lot
of
time
and
money
wasted
if
we
can't
even
prepare
them
to
be
in
our
own
Fire
Department,
but
I
also
wanted
to
just
note
I,
don't
think
it's
a
matter
of
and
I,
don't
think!
That's
I,
don't
want
you
to
think
I
miss
characterizing
your
statement,
but
I,
don't
think
it's
a
of
people
getting
frustrated
and
then
filing
lawsuits
right
I
think
that
there
there
has
been
questions.
J
B
J
But
but
I
do
think
that
this
is
the
setting
up.
This
program
is
a
good
thing
and
I
do
think
that
it's
also
a
our
dedication
of
our
moral
character
as
a
city
to
assure
that
we
have
a
pipeline,
and
the
question
is
how
that
pipeline
is
stopped
or
narrowed
by
other
systems
that
are
already
in
place
again.
I
do
support
the
veterans,
preference.
J
The
question
is:
if
that
preference
is
now
become
a
placement
program
and
is
not
actually
is
not
actually
doing
what
it's
intended
to
do,
which
was
to
acknowledge
the
service
of
those
in
another
capacity
to
the
country.
Instead,
instead
of
just
making
it
an
automatic
pipeline
to
a
really
good
job,
so
go
ahead,
and.
J
D
Onto
the
fire,
so
those
are
the
individuals
to
which
I
was
referring
in
terms
of
filing
the
lawsuits,
because
now
they're
frustrated
that
they've
taken
this
exam
a
multitude
of
times
and
two
and
three
times
and
perhaps
are
not
able
to
gain
employment.
So
they
are
the
ones
that
I
was
referring
to
in
terms
of
filing
lawsuits.
Absolutely
thank
you
for
the.
J
Clarification
so
ultimately,
I
guess
I
support
this
and
I'm
very
excited
to
hopefully
get
this
moving
at
the
Statehouse.
But,
along
with
the
recommendations
that
councilor
Campbell's
come
up
with
I'm
curious
about
your
own,
you
don't
have
to
provide
them
all
now.
What
is
the
balanced
or
what
you
think
is
the
needled
that
that
that
pathway
forward
that
balances
a
veteran's
preference
but
also
assures
that
our
pipelines
that
get
diversity
that
get
new
recruits.
J
B
I
think
I
think
that
has
to
be.
We
need
to
continue
things
through
that,
but
I
think
anything
in
the
end
goal
I
think
has
reservations
for
veterans,
but
also
acknowledges
that
there
should
be
slots
left
for
other
Boston
residents
right
and
so
I
do
think.
Iii
agree
with
you
wholeheartedly.
We
should
support
veterans,
but
I
just
don't
think
that
it
should
be
in
a
hundred
percent
capacity,
which
leaves
room
from
no
one
else,
and
so
there
are
examples
out
there
of
cities
who
have
done
our
50%
placement
of
veterans.
B
Fifty
percent
placement
of
public
school
kids,
which
I
think
is
a
great
model
if
you
want
to
talk
about
how
do
you
tie
in
bps
and
other
initiatives,
so
I
do
think
some
balance
of
slotted
preferences
for
veterans
but
room
enough
to
allow
for
those
who
those
who
want
to
participate
as
well.
Some
balance
of
that
system
I
think
thank.
A
H
B
So
I
get
to
talk
a
little
about
the
process
for
Boston
Police
Department,
the
Boston
Police
Department
recently
had
their
could
have
programs
I
believe
they
had
in
excess
of
300
applicants,
which
speaks
to
the
need
in
the
end
of
want
for
these
programs
right.
There's
a
robust
process
in
terms
of
a
background
investigations,
a
psych
evaluation
which
all
recruits
have
to
have
to
participate
in.
So
there's
a
rigorous
backgrounds
process
that
you
know
the
Public
Safety
officers
would
be
required
to
go
through.
B
But
I'd
imagine
you'd
have
something
similar
in
terms
of
Public
Safety
for
the
fire
department
as
well.
Like
I
said
this.
This
would
be
a
new
program
and
so
I
would
leave
it
to
the
individuals
in
the
fire
department
to
talk
about.
You
know
the
programming
in
the
structure
of
the
department
they're,
the
experts
in
the
field,
but
I
do
think
you
know
it'd
be
sort
of
a
robust
backgrounds
process
in
terms
of
physical
engagement.
C
You
work
for
them.
The
recruits
would
be
you
know
in
high
schools,
ROTC
programs,
communities
like
working
with
community
leaders,
community
organizations
like
ABCD,
b
c
YF,
things
that
we're
doing
already
working
in
the
high
schools
career
fairs.
You
know
similar
outreach
to
what
we
do
to
get
people
to
try
to
take
the
exam.
It's
all
kind
of
one.
You
know,
I,
don't
think
it's
any
different
for
the
cadet
program.
You
know,
I
think
that
outreach
has
to
be
similar,
I
think
outreaching
to
young
teens
in
and
you
know,
I
think.
C
B
Know
I
do
think
recruitment
would
be
one
of
the
least
of
our
issues.
As
I
mentioned,
we
have
not
had
a
single
issue
with
recruitment
we
had
we've
had
in
excess
of
applicants
in
the
police
department.
I
think
the
beat
folks
will
be
thrilled
to
participate
in
the
fire
program.
I,
don't
think
we'd
have
issue
in
terms
of
having
to
go
out
and
find
recruits.
I
think
we
have
ample
recruits
in
front
of
us
no.
H
Iii
agree
with
you:
I
I
just
want
to
make
sure
that
I
want
to
know
what
the
process
would
be,
for
you
know,
recruiting
I
think.
That's
still
important.
I
would
like
to
see
a
lot
of
recruiting
in
our
public
school
system.
I'd
love
to
see
a
lot
of
recruiting
in
public
housing
developments.
I
represent
the
largest
the
most
public
housing
of
any
council
in
the
city
public
house,
one
with
along
with
council
of
Baker.
D
Those
are
all
valid
councillor
Flynn
and
we
most
certainly
will
work
together
to
run
a
recruiting
campaign
and
marketing
and
outreach
using
various
methods
where
it,
whether
it
be
social
media
which
we
know
is
big
with
the
youth,
so
we'll
make
sure
that
we're
doing
that,
but
also
just
out
there
talking
to
folks
and
letting
people
know
that
we
are
recruiting
for
a
Boston,
Fire,
Department
cadet
program
and
then
forming.
Hopefully,
what
will
be
a
pipeline
for
future
cadet
programs.
H
C
H
C
C
Is
it
gonna
be
similar
to
our
Civil
Service
in
the
hiring
process,
in
what
it's
like
to
be
Boston,
firefighters?
That
process
going
to
be
similar,
we're
still
trying
to
work
out
those
details,
so
there's
nothing
specific.
That
I
can
give
you
that's
gonna
help
in
in
terms
of
recruitment,
for
for
language
in.
B
B
I
think
any
recruiting
you
do
has
to
be
robust
in
terms
of
making
sure
number
one
one
one
thing
we've
done
is
on
language
access,
making
sure
that
were
able.
This
translate
content
into
native
languages
of
Boston.
The
other
piece
we're
doing
is
being
really
intentional
around
getting
an
intern
getting
in
with
local
groups
on
the
ground,
letting
them
know
what
we're
doing.
We've
gone
on
in
done.
Haitian
radio
we've
gone
on
really
on
the
ground
and
met
folks
where
they're
at
where
we
do
our
job
series
we're
in
Mattapan.
B
D
A
huge
part
of
that
also
is,
to
the
extent
that
we
can.
We
are
going
to
make
certain
that
we
have
individuals
that
are
currently
in
the
fire
department
who
may
be
able
to
communicate
effectively
with
the
certain
community,
we're
going
to
put
them
front
and
center
and
ask
them
for
their
assistance
and
recruiting
you
know
from
various
cultural,
cultural
backgrounds,
but
also
making
sure
that
we're
doing
it
appropriately.
D
H
She
would
be
a
great
asset
in
terms
of
communicating
I
know
she
does
it
all
the
time
but
communicating
with
the
Asian
population,
but
if
we're
able
to
identify
various
firefighters
across
the
city
that
might
be
in
similar
situations
that
want
to
be
part
of
this
process,
I
would
encourage
you
to
reach
out
to
them
and
get
their
get
their
opinion
on
how
we
can
better,
recruit
and
factoring
in
cultural
sensitivity.
Issues
in.
I
So,
finally,
the
33%
that
we're
trying
to
go
to
the
cadets,
how
would
we
would
that
have
Vivian?
This
is
probably
a
few.
How
would
we
make
sure
that
we
could
do
a
set-aside
that
has
to
happen
through
legislation
through,
so
we
can't
just
set
aside
five
seats,
ten
seats
for
cadets
or
people
that
aren't
necessarily
da
V's.
That
has
to
happen
legislatively.
We.
D
Have
to
work
through
that
legislatively
and
look
at
that
and
I'm
sure.
You
know,
as
we've
stated
here,
this
is
a
work
in
progress.
We
will
look
at
what
are
the
best
practices
out
there
in
terms
of
others
who
have
established.
Could
that
program
and
what
is
working
as
we
work
with
the
legislature
and
go
through
this
process.
Okay,.
A
You
mr.
chair
much
now
it's
time
for
public
testimony.
If
there's
anyone
off
willing
to
offer
public
testimony,
may
do
so
now
or
forever
hold
your
peace
seeing
and
hearing
no
desire,
no
one
also
signed
the
sheet.
So
that
will
conclude
the
public
testimony
piece.
So
I'd
just
like
to
take
this
opportunity.
It's
always
good
to
see
you
see
you
Vivian,
so,
okay.
C
But
you
know
we
talk
about
veterans
and
we
talk
about
civilians
and
we
have
a
whole
untouched
resource,
which
is
the
reservists
right
we
have
reservists.
You
know
that
aren't
considered
veterans
that
do
serve
and
and
I
think
that
that's
a
population
that
we
could
tap
into
that
could
be
beneficial
to
increase
those
numbers
that
were
looking
for.
If
we
look
at
the
numbers
in
terms
of
minorities
and
women
that
are
reservists,
I'm,
pretty
sure
you'd
be
surprised.
C
How
many
we
do
have
so
I
think
if
we're
gonna
go
up
to
up
to
the
Statehouse
I
think
that
should
be
something
that
we
should
look
into
as
well.
I
know:
there's
laws
that
in
place
that
you
know
I
think
you
have
to.
You-
have
to
do
90
days
of
active
duty
in
order
to
become
a
veteran,
and
that
is
90
days.
C
Consecutive
active
duty
days,
not
including
training
right
so
I,
think
that
that's
kind
of
a
resource
that
we
can
look
into
and
that
we
should
look
into
in
the
meantime,
while
we're
trying
to
work
this
out
as
well
and
trying
to
figure
out
what
we
can
do
to
help
the
reservist
people
who
did
take
that
sacrifice
and
that
all
just
to
serve
their
country
but
aren't
being
recognized
right
now,
they
kind
of
be,
and
it's
just
vet
or
civilian
good.
You
know
and
I
think
these
people
should
be
looked
at
as
well.
Good.
A
Point
good
point
and
I
think
you're
on
the
right
track
for
it
take
away.
If
someone
could
get
me,
the
latest
civil
service
round
foot
for
chief
captain
in
lieutenant,
we
spoke
earlier
on
hearing
about
the
need
to
restore
those
two
district
chief
positions
and
not
just
the
the
list,
but
also
the
demographic
I
think
we
have
a
real
opportunity
to
foster
diversity
in
the
leadership
positions
of
lieutenant
captain
and
in
chief
by
restoring
those
two
chief
positions,
particularly
on
the
backfill.
A
So
if,
if
you
guys
could
someone
could
get
that
information?
I
know
if
that's
Donnie
or
that's
one
better
suited
but
then
feel
free
to
reach
out
to
Neil
to
get
that
to
the
committee?
So
our
hope
is
to
try
to
get
any
report
turned
around
relatively
short
period
of
time
and
get
it
before
the
council
for
a
vote.
A
So
it
can
get
up
to
Beacon
Hill
and
you
guys
have
to
continue
to
do
what
you
guys
do,
which
is
the
recruitment
piece
and
the
advocacy
piece
and
before
we
can
get,
we
can
make
a
cadet
fire
cadet
program
a
reality
in
the
city.
So
I
appreciate
your
time
and
attention:
Donita
virus
chief
diversity,
officer,
Juan,
Sanchez
diversity,
officer
of
the
Boston
Fire
Department
and
Vivian
Leonard
Director
of
Human
Services.
So
unless
you
guys
everything
else
for
me,
we
can
conclude
very
good.