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From YouTube: Committee on Ways & Means FY23Budget: BPD (pt.I)
Description
Dockets #0480-0486, 0490-0491 - Fiscal Year 2023 Budget: Boston Police Department including Revolving Funds (Part I)
Held on May 12, 2022
A
A
A
The
council's
budget
review
process
will
encompass
a
series
of
public
hearings
beginning
in
april
and
running
through
june.
We
recently
we
strongly
encourage
residents
to
take
a
moment
to
engage
in
this
process
by
giving
testimony
for
the
record.
You
can
do
this
in
several
ways:
attend
one
of
the
hearings
and
give
public
testimony.
We
will
take
public
testimony
at
each
departmental
hearing
and
also
at
two
hearings
dedicated
to
public
testimony.
The
full
hearing
schedule
is
on
our
website
at
boston.gov
for
slash
council
dash
budget.
A
Our
schedule
hearings
dedicated
to
public
testimony.
One
was
on
april
26
at
6
p.m,
and
the
next
one
will
be
june,
2nd
at
6
p.m.
You
can
give
testimony
in
person
here
in
the
chamber
or
virtual,
virtually
buy
a
zoom
for
in-person
testimony.
Please
come
to
the
chamber
and
sign
up
on
the
sheet
near
the
entrance
for
virtual
testimony.
You
can
sign
up
using
our
online
form
on
our
council
budget
review
website
or
by
emailing.
The
committee
at
ccc.wm.
A
Boston.Gov,
when
you
are
called
to
testify,
please
state
your
name,
affiliation
and
residence
and
limit
your
comments
to
two
minutes
to
ensure
that
all
comments
and
concerns
can
be
heard.
Email.
Your
written
testimony
to
the
committee
at
ccc.wm
boston.gov,
submit
a
two-minute
video
of
your
testimony
through
a
form
on
our
website
for
more
information
on
the
city
council
budget
process
and
how
to
testify.
Please
visit
the
city
council's
budget
website
at
boston.gov
for
slash
council
dash
budget.
Today's
hearing
is
on
dockets
zero.
A
A
Okay,
lauru
dickerson
division,
director
bce:
where
is
it
laura
sorry?
Is
it
laura
miss
laura?
Thank
you
correct
that
spelling
jennifer,
sorry,
mcconan,
no
nick,
sorry,
mcconaughey,
yes,
mcconaughey!
Thank
you.
Thank
you.
Jennifer
director
strategic
initiatives
and
policies.
Would
you
like
to
take
a
seat.
A
The
clicker
thank
you,
okay.
I
am
joined
today
by
my
colleagues,
counselor
kendra
lara
counselor,
michael
flaherty,
counselor
rusi,
louisian,
counselor,
aaron,
murphy,
counselor,
kenzi,
bach,
counselor,
julia
mejia,
counselor,
liz,
braden,
counselor,
brian
worrell,
counselor,
frank
baker
and
counselor
ricardo
arroyo,
where's.
My
favorite
council
president.
A
He
is
here,
for
every
hearing
quite
sure,
has
a
super
important
reason
not
to
be
here
yet.
So
without
further
ado.
I
just
wanted
to
explain
to
you
the
format
of
this
hearing
and
the
time
that
you
there
that
we
will
a
lot
for
questions
and
answers.
Basically,
you
will
have
a
total
of
20
minutes
to
present
thereafter.
I
will
turn
to
my
colleagues
for
questioning
they
will
have
each
eight
minutes.
A
Each
each
will
be
allowed
two
minutes
for
public
testimony
and
then
we'll
turn
to
round
two
and
do
another
set
of
eight
minutes
and
sometimes
we'll
we'll
go
over.
That
just
means
that
we'll
notify
the
second
group
for
the
the
other
hearing
to
come
later.
Should
we
not
should
we
feel
that
we
have
not
gotten
the
answers
that
we
need
for
these
hearings?
We
have
reserved
time
that
we
can
call
you
for
a
third
or
a
fourth,
until
we
feel
that
we
have
sufficient
information
questions
answered
for
us
to
review
the
budget.
D
D
If
you
could
please
look
at
the
monitor
above,
we
can
go
over
the
department's
budget,
the
department
overview-
I
will
not
redissolve
verbatim,
but
the
department
is
responsible
for
public
safety
in
the
city,
in
partnership
with
the
fire,
ems
and
emergency
management.
The
boston
police
department
is
dedicated
to
working
in
partnership
with
the
community
to
fight
crime,
reduce
fear
and
improve
the
quality
of
life
in
our
neighborhoods.
D
Our
mission
is
community
policing.
The
department
is
very
effective
in
crime
and
violent
prevention
due
to
the
coordinated
intelligence
and
data-driven
analysis.
That
focus
focuses
resources
on
the
people
and
places
driving
violence.
This
capability
is
also
critical
in
protecting
the
city
from
terrorism
and
other
threats
of
public
safety.
D
D
D
D
In
total
we
have
11
bargaining
units,
both
sworn
and
civilian.
All
four
sworn
unions
are
currently
working
without
a
contract,
and
I
believe
that's
what
I
know
about
that.
If
you
look
on
the
right-hand
side,
a
compliment
as
of
the
the
4th
of
may,
we
have
2
9008
employees,
2088
of
which
are
sworn
692
are
civilian,
and
currently
we
have
a
recruit
class
of
128
recruits.
D
Strong
partnerships
with
local
and
state
federal
agencies
are
critical
to
public
safety
in
boston
and
the
boston
regional
intelligence
center.
The
brit
is
the
fusion
center
for
the
metro,
boston
region,
mutual
aid
agreements
with
other
cities
and
towns
surrounding
boston
generally
assists
when
we
have
incidents
of
civil
unrest
or
other
large
scale
incidences
that
require
additional
support
onto
the
next
page.
We
have
the
boston,
police,
organizational
chart
and
I'll
just
read
off
the
top
beginning
with
the
police,
commissioner,
where
the
bureau
of
professional
standards
also
known
as
internal
affairs
reports
directly
to
the
police.
D
Commissioner,
the
chief
of
staff
labor
relations,
the
hearing
officer
and
research
and
development
also
pours
directly
to
the
police.
Commissioner,
the
superintendent
chief,
a
very
responsible
heavy
laden
position,
has
the
remaining
bureaus
and
divisions
under
his
command
is
currently
chief
greg
long
and,
as
you
can
see,
there's
different
bureaus
here.
The
bureau
of
fuel
services
and
all
the
other
associated
divisions
and
units
under
the
under
that
bureau.
The
bureau
of
investigative
services,
the
bureau
of
professional
development,
bureau
of
administrative
technology
and
the
bureau
of
intelligence
and
analysis.
D
D
B
I
want
to
say
that
our
budget
is
very
generous
that
was
afforded
to
us
by
mayor
wu.
We
are
reflecting
a
396
million
budget
for
fiscal
year.
23.,
it's
a
decrease
of
4.26
million
percent
or
1.1
percent
decrease.
It's
very
robust.
It
includes
a
new
recruit
class
going
into
the
academy
in
october
november
time
frame
of
fiscal
year,
22
of
125
new
request
recruits.
B
B
It
also
includes
an
additional
1.4
million
to
our
body
camera
project,
which
will
allow
every
officer
every
sworn
officer
to
be
outfitted
with
a
body-worn
camera
right
now.
Our
patrol
force
is
currently
in
a
two
to
one
ratio
for
body.
Worn
cameras
additionally
in
our
budget
is
also
another
million
dollars
for
a
detective's
exam
and
the
start
of
another
civil
service,
promotional
exam
which
will
further
diversify
our
police
force.
B
We
also
were
afforded
a
new
system
corporation
council,
along
with
the
legal
assistant,
to
further
expand
our
public
records
department,
we're
very
grateful
to
our
budget
that
mayor
wu
has
presented
to
us
and
it's
it's
it's
very
robust,
but
I
also
want
to
point
out.
It
also
includes
1.5
million
for
the
co-response
best
clinician
program
that
we
currently
have
at
the
boston
police
department
with
respect
to
capital
projects.
If
I
can
just
highlight
on
a
few
I'm
proud
to
say
that
a7
will
be
opening
up,
hopefully
late
spring
early
summer,
state-of-the-art
facility.
B
E
Thank
you
so
much
madam
chair,
and
thank
you
for
the
commissioners
and
the
superintendents
for
coming
here
today.
I'm
going
to
start
my
line
of
questioning
with
just
questions
about
the
presentation
that
that
you
just
gave
us.
So
there
is
a
word
on
the
presentation
where
you
said
intelligence-led
community
policing.
Can
you
talk
more
about
that?
What
do
you
consider
intelligence?
Where
does
where
do
you
get
this
intelligence
from
and
how
does
it
inform
your
community
policing.
F
Good
morning,
counselors
good
morning,
can
you
hear
me
there?
It
is
okay
good
morning.
Thank
you
very
much
for
the
question.
My
name
is
david
carab
and
I
serve
as
the
assistant
bureau,
chief
of
the
bureau
of
intelligence
and
analysis
and
the
director
of
the
boston
regional
intelligence
center
to
succinctly
provide
an
answer
to
that
question
is
to
say
that
intelligence-led
policing
is
policing
that
is
driven
by
data
analysis,
that's
conducted
when
we
talk
in
terms
of
the
word
intelligence.
It's
not
like
what
you
see
in
the
movies.
F
Rather,
intelligence
is
the
product
of
analyzed
information
that
is
used
for
decision
making.
So
in
our
case,
we
gather
information
from
boston,
police
department's
records
systems,
so
these
are
lawfully
collected
records
that
come
in
the
form
of
incident
reports
and
such
arrest
reports
things
of
that
nature,
combined
with
information,
that's
provided
to
us
to
any
members
of
the
police
department
from
the
community.
E
Thank
you
so
much,
and
so
we
know
a
lot
about
how
data
is
collected
in
the
city
and
and
everything
that
we
know
about
over
policing,
not
just
in
boston
but
in
the
city.
And
so
there
is
an
opportunity
there
for
kind
of
the
snake
to
be
eating
its
own
tail
in
the
sense
that
you're
over
collecting
data
from
one
over
policing,
certain
neighborhoods.
And
so
how
do
you,
if
at
all,
try
to
mitigate
and
balance
out
that,
when
you're
making
decisions.
F
F
We
thoroughly
vet
information
that
comes
in,
so
we
don't
just
take
hearsay
as
as
the
gospel
of
what
is
actually
going
on
in
the
street
and
we're
we're
very,
very
careful.
We
have
a
very
robust
privacy,
civil
rights
and
civil
liberties
protection
policy.
It's
a
requirement
of
the
existence
of
our
operation
and
our
personnel
are
all
trained
to
the
standards
and
the
the
rules
of
that
procedure.
Thank.
E
F
E
E
G
G
G
E
Okay,
thank
you.
You
talked
a
little
bit
about
the
investments
that
you're
making
in
diversifying
the
police
department
and
we
are
we're
spending
a
lot
of
resources
on
diversifying
the
force.
Can
you
talk
a
little
bit
about
what
the
positive
impacts
we've
seen
on
public
safety
in
connection
to
that
investment.
B
I
I'd
like
to
point
out
that
not
only
it's
diverse
in
our
workforce,
but
it's
also
having
a
diverse
workplace
workforce,
represents
the
neighborhoods
in
which
they
serve,
which
I
think
is
great.
For
example,
I
give
you
the
cadet
program.
There
isn't
one
neighborhood,
that's
not
impacted,
or
that's
not
represented
from
the
cadet
program
that
we
currently
have
it's
a
great
program.
B
They're
all
a
bunch
of
great
kids,
but
those
those
kids
are
essentially
young
adults
will
be
the
future
of
our
police
department
and
that
that
represents
all
the
neighborhoods
in
which
we
currently
serve,
not
to
mention
the
last
few
classes
that
we
currently
have
had
in.
The
academy
has
been
very
diverse.
This
one
that
we
currently
have
is
the
most
diverse
class
that
we've
had
in
the
history
of
the
department.
E
So
you're
saying
that
the
increased
diversity
ultimately
makes
it
easier
to
kind
of
implement
your
community
policing
model,
because
people
look
more
like
the
people
in
their
neighborhoods,
but
you
don't
necessarily
have
any
data
about
how
that
has
impacted
public
safety.
So
it
does
have.
It
seems
like
what
you're
saying
is
that
it
has
a
positive
impact
on
your
ability
to
do
community
policing.
But
we
don't
have
any
data
on
whether
or
not
it's
impacting
the
safety
of
the
people
in
the
neighborhoods.
B
As
far
as
stats
on
community
policing,
I
would
have
to
refer
that
over
to
the
bureau
of
community
engagement,
but
I
just
think
that
representation
of
all
the
neighborhoods,
just
just
as
a
positive,
it
is
a
positive
effect
for
everyone,
for
both
safety
purposes
for
relationship
purposes,
engagement
purposes.
I
just
think
it's.
I
think
it's
wonderful.
E
E
B
E
B
Yes,
there's
studies
being
conducted
or
studies
in
our
capital
budget
for
to
to
look
at
the
each
facilities,
as
you
mentioned,
e18
the
police
police
academy
in
b3
to
see
if
there's
one
any
chance
of
expanding
the
exis
existing
space
or,
basically,
is
it
enough
to
equip
the
officers
in
and
meet
the
needs
of
our
current
police
force?
Those
studies
have
either
started
or
are
going
to
be
underway
on
those
three.
B
They'll
actually
do
a
construction
analysis,
that's
when
we
bring
in
public
facilities
and
then
they'll
do
their
work
as
far
as
what
the
estimated
cost
would
be
to
either
renovate
the
facility
and
expand
the
facility
or
recommend
a
new
facility
all
together,
but
that
that
comes
in
later
once
the
study
is
completed,
public
facilities
basically
conducts
what
they
call
a
sipper,
which
is
just
an
analysis
of
the
existing
space
and
determine
whether
or
not
it's
needed
capacity
renovation
but
that'll
be
all
facilitated
through
public
facilities
within
city
hall.
Okay,.
E
I
And
obviously,
thanks
to
the
boston
police
department
for
being
here
and
for
the
great
work
that
you
guys
do:
24
7
365
days
a
year
on
behalf
of
the
residents
of
the
city
and
it's
always
good
to
see
the
deputy
superintendent,
both
deputy
superintendents,
of
course,
in
the
bureau
of
administration
technology
and
and
superintendent
jeff
walcott.
So
a
couple
things
want
to
recognize,
or
at
least
opine
that
we
have
the
best
community
policing
model
in
the
country.
We
are
the
envy
of
the
country.
I
I
talk
to
counterparts
across
the
country
who
all
talk
about
the
great
work
that
we
do
with
respect
to
our
community
policing
the
relationships
that
the
boston
police
department
had
built
in
our
communities.
In
many
instances
our
commissioners
are
more
often
not
the
most
popular
public
servants
and
and
arguably
public
officials
in
the
city,
and
that
goes
to
our
current
acting
commission
along
to
commissioner
ross.
I
G
I
I
could
answer
the
question
on
attrition.
I
think
the
question
on
recruits
probably
go
to
professional
development
but,
sir
to
date
our
personnel
losses
from
january
to
to
may
have
been
100
offices.
So
that's
61
patrol
offices,
9,
detectives
and
30
supervisors
for
a
hundred
the
last
class
we
graduated
with
was
87.
So
no
the
answer
would
be
no.
So.
I
B
No,
we
don't.
We
don't
have
enough
time
to
backfill.
That's
always
a
question
that's
raised
in
bureau
chiefs
and
I
the
first
two
days
are
so
critical
in
the
academy
and
obviously
superintendent
bastian
could
probably
speak
to
it
better
than
I
could
that
it.
It
they've
done
it
in
the
past
and
it
wasn't
successful.
B
But
I
would
like
to
point
out
that
the
people
that
did
fall
out
of
the
academy
last
time
as
a
result
of
an
injury
were
were
asked
back
in
this
next
class.
They
were
invited
back,
they
obviously
had
to
go
through.
You
know
another,
a
very
small
like
interview
with
recruit
investigations.
They
did
have
to
pass
the
mptc
roc.
However,
they
didn't
have
to
go
through
some
of
the
other
riggers
such
as
the
pat
and
the
medical
and
the
psych,
and
I
want
to
say
that
of
the
21
of
22
we
asked
back.
B
I
And
do
we
still
see
in
one
of
the
suggestions
I
had
was
making
sure
that
we
have
our
police
academy
running
at
the
same
time
as
our
fire
academy,
for
the
simple
reasons
we
were
seeing
jumping
we
were
seeing
police
recruits
jumping
to
midway
through
the
academy
to
the
fire
department.
Are
we
still
seeing
that
trend
and
can
we
coordinate
it
so
that
our
police
and
fire
are
going
on
at
the
same
time?
So
we
don't
have
the
leap
frogging
from
one
to
the.
B
I
I
mean
think
about
each
in
in
in
per
sort
of
per
head.
If
you
will
it's
probably
what
the
35
40
000
commitment,
investment,
recruit,
investigation,
background
check,
drug
testing,
the
test,
all
that
stuff.
So
from
a
fiduciary
responsibility
standpoint.
I
really
think
that
we
need
to
address
those
that
issue
with
having
you
know:
losing
14
cadets
from
the
police
department
to
jump
into
the
fire
academy
when
we've
already
sort
of
paid
and
to
have
them
fully.
You
know
vetted
it's
it's
it's
money
going
down
the
drain
and
that's
an
easy
fix.
I
It's
just
having
the
police
department
coordinate
with
the
fire
department
when
the
academies
go
on,
we
in
boston
have
the
ability
to
walk
and
chew
gum.
At
the
same
time,
no
doubt
about
it.
We
can
carry
on
two
academies
for
a
police
and
fight
we're
not
even
they're,
not
even
near
each
other
one's
out
at
moon,
island
and
the
other
one's
in
high
park.
That
would
be
my
recommendation
as
as
a
counselor
here
to
to
reduce
the
number
of
of
jumping
from
academy.
I
I
want
to
just
dive
in
a
little
bit
on
the
overtime
how
many
mandated
shifts
for
lack
of
coverage.
Do
we
have
across
each
district
each
day
each
shift
and
are
we
thinking
about
sort
of
changing
sort
of
staffing
levels
to
reduce
the
mandate
for
overtime?
I
talked
to
men
and
women
on
the
street
in
this.
It's
the
forced
overtime,
particularly
in
the
hot,
in
the
in
the
hot
spots,
in
particular
in
the
summer
months,.
J
G
So
there
right
presently
no
district
is
at
minimum
staffing
levels.
For
example,
a1
minimum
staffing
is
134.,
even
if
you
count
in
their
mis
or
they're
sick
and
injured
they're
at
123.,
so
they're
11
short
officers,
and
that's
that
is
true
of
all
the
districts.
All
the
districts
are
not
at
minimum
staffing
levels
and,
as
I
said,
that
includes
or
counts
in
persons
that
are
sick.
We're
not
we're
not
saying
that
they're,
not
at
minimum
staffing,
because
they're,
sick
or
injured,
if
that,
if
that
makes.
I
I
I
know
that
there's
some
health
and
wellness
issues
that
we're
not
addressing,
but
can
someone
point
me
to
a
line
item
where
we're
bolstering
our
dispatches
to
the
point
of
so
that
they
have
sufficient
staffing,
so
they
get
to
take
a
day
off,
so
they
get
to
debrief
so
that
they
get
to
to
get
some
time
and
attention
to
their
health
and
well-being
oftentimes.
I
think
they
get
lost
in
the
shuffle
of
the
bigger
ticket
items.
I
B
I
B
Also
one
of
the
a
long-term
solution
that
we
proposed,
but
one
of
the
issues
that
this
is
going
across
the
nation
that
all
call
centers,
big
and
small,
have
are
in
the
same,
are
in
the
same
predicament
as
the
city
of
boston.
It
started
with
the
pandemic
and
it's
just
exasperated
over
the
last
couple
of
years.
So
it's
not
lack
of
budgeting
positions
in
our
operating
budgets.
It's
trying
to
get
those
positions.
B
But
again
those
long-term
proposals
would
have
to
go
through
collective
bargaining,
but
we
did
propose
short
term
to
say
you
know,
let's
look
at
that:
let's
set
their
current
positions,
let's
look
at
what
what
they
are
paid
that
as
their
pay
equal
that
the
job
that
they
do,
because
it's
very
critical
their
position
that
they
do.
That
first
call.
B
The
first
person
you
talk
to
when
you
have
a
9-1-1
emergency
or
need
a
call
for
us
for
assistance,
but
also
take
a
look
at
those
positions
so
that
that
is
a
proposal
that
we
have
presented
just
recently.
We
also
conducted
a
study.
I
mean
an
audit
through
critical
mission,
that
we
completed
the
audits
available
for
everyone
to
view
it's
it's
it's
pretty
intense
and
cumbersome,
and
the
folks
at
critical
mission
who
conducted
the
audit
would
welcome
the
opportunity
to
present
some
of
their
findings
and
recommendations
for
a
more
futuristic,
9-1-1
call
center.
I
I
appreciate
that
lisa
and
I
would
like
to
kind
of
put
a
little
more
attention
into
that
because
I
think
they're
very
not
just
for
police
but
for
fire
and
ems
they're
completely
taxed
and
we're
losing
good
quality
people
for
either
higher
paying
jobs,
but
just
for
the
simple
fact
that
they
don't
get
a
weekend
off.
It's
insanity.
So
thank
you,
superintendent.
You
want
to
follow
up
on
that.
I
appreciate
it.
Yes,.
D
So
a
couple
of
things
that
are
crucial
in
call
center
is
the
the
pay
that
is
offered
to
these
employees
are
probably
not
on
par
with
the
cost
of
living
here
in
the
city
of
boston.
A
lot
of
the
call
takers
like
yourself,
I
speak
with
from
time
to
time.
You
know
they
either
still
live
at
home,
with
their
parents
or
grandparents
are
trying
to
make
ends
meet
with
their
families
and
they're.
K
Thank
you,
madam
chair,
and
thank
you
to
the
members
of
bpd
for
for
being
here
today,
just
to
dovetail
off
of,
I
think,
a
question
that
counselor
flaherty
started
asking,
and
it's
also
included
in
your
presentation.
You
state
that
there
are
efficiencies
that
are
brought
down
over
time.
Can
you
explain
what
those
efficiencies
are.
D
K
K
G
B
Could
I'm
sorry
council,
but
could
you
reference
that
page
on
the
budget
that
you're
referring
to?
I
would
like
to
point
out
that
the
performance
measures
measures
that
were
considered
were
included
in
in
the
counselor
packet
and
the
performance
measures
that
we
mentioned
are
highlighted
in
our
our
presentation.
One
is
on
calendar
year
and
one
is
on
fiscal
year,
so
that
might
be
a
slight
area
where
there
might
be
a
discrepancy.
Okay,
I.
K
K
F
I
have
I
have
the
most
up-to-date
statistics
as
of
monday,
so
year-to-date
our
arrests
are
up
18,
it's
a
327
number
change,
but
we
are
still
substantially
down
compared
to
the
the
five
year
average,
so
we're
we're
well
down.
So
what
we
tend
to
see
are
ebbs
and
flows
and
the
crime
statistics
throughout
the
year.
So
right
now
we're
showing
a
bit
of
a
of
a
year-to-date
increase,
but
that
those
changes
happen
on
a
weekly
basis.
G
I
don't
think
it.
I
don't
think
it
changes.
What
I
stated
before
at
all
I
mean
last
year
was
a
was
a
year
where
we
were
still
dealing
with
kobe,
so
you
didn't
have
as
much
activity
as
you
have
in
a
normal
year,
and
I
would
agree
with
that
assessment.
I
was
thinking
more
10
years,
but
certainly
last
five
years
the
rest
have
gone
down.
G
I
think
last
year's
and
off
year
I
don't
think
you
can
base
anything
really
on
that
people
weren't
out
as
much
it
wasn't
as
active
as
it
normally
is.
I
think
you
barely.
You
really
have
to
go
back
to
2019
to
get
a
feel
for
the
actual
patterns,
the
actual
crime
patterns
or
activity,
and
the
the
same
is
true
for
demonstrate.
G
Well,
demonstrations
will
set
that
aside,
but
for
other
activities
such
as
special
events,
you
really
have
to
go
back
to
2019
because
we
had
a
vacuum
until
this
year,
and
now
all
of
that
is
coming
back,
so
we're
seeing
patterns
that
we
were
used
to
that
are
coming
back
now
because
of
covet,
because
the
lack
of
activity
and
people
not
being
out
as
much
last
year.
So
I
think,
if
you
take
the
snapshot
of
last
year,
I
think
it's
it's
incorrect.
K
Okay,
thank
you,
it'd,
be
great.
If,
when
we
were
presented
information
that
it's
you
know,
we
have
the
most
up-to-date
numbers
that
we
are
not
under
the
impression
that
arrests.
You
know
if
in
fact,
they're
up
that
we
know
that
they're
up
or
they're
down,
but
I'm
just
going
to
move
on
to
the
question
about
building
trust
between
bpd
and
community,
especially
after
so
many
investigations.
We
know
the
patrick
rose
incident
where
bpd
has
been
really
as
molasses
to
really
investigate
wrongdoing
within
bpd
itself.
What
other
things
being
done?
K
D
C
C
We
have
done
a
number
of
revised
rules
and
new
policies
in
the
past
year
or
so,
including
you
know,
updating
our
bias,
free
policing
policy
and
our
transgender
policy.
We've
revised.
The
gang
assessment
database
rule
revised
our
domestic
violence
rules,
both
the
domestic
violence
rule
for
investigating
incidents
that
involve
citizens
and
incidents
that
involve
a
bpd
employee.
K
And
then,
because
I'm
a
limited
time
just
one
question,
I
know
that
there's
also
been
a
very,
very
slow
problem
here.
A
part
of
it
is
a
public
records
request.
So
what
is
bpd
done?
What
are
you
doing
to
make
sure
that
the
public
is
able
to
access
information,
and
then
I
have
one
more
question
so,
like
a
short
answer
to
that,
so
that.
D
D
K
Thank
you
so
much.
My
final
question
is
going
to
be
just
in
terms
of
the
idea
about
crime
prevention,
and
you
mentioned
the
community
policing,
and
I
see
superintendent
vassen
back
there
and
all
the
incredible
work
that
she's
she's
done.
I'm
curious
what
your
thoughts
are
on
the
role
of
there's
been
like
robust
studies
that
show
that
you
know
the
strength
of
a
non-profit
or
non-profits
in
our
communities
correlate
with
a
reduction
in
violent
crime.
B
We
actually
have
several
grants
that
work
with
our
non-profits
in
our
communities.
One
is
the
shannon
grant
that's
been
awarded
to
us
through
the
emergency
executive
office
of
public
safety.
From
the
commonwealth
of
massachusetts,
we
went
out
for
an
rfp
back
in
2015
and
several
non-profit.
Quite
a
few
non-profits
responded.
B
These
non-profits
are
very
engaged
in
their
communities
so
that
they're
very
interested
in
preventing
violence,
but
offering
programs
to
youth
to
offer
programs
to
you
to
prevent
them
from
going
down
the
wrong
path,
which
would
be
job
employment,
training,
there's
a
wide
breadth
of
nonprofits
throughout
the
city
that
roll
under
the
sheen
and
grants
chain
of
grant
annually
was
1.8
million.
Last
year
it's
now
1.6
million
there's
another
grant
that
we
have
from
the
executive
office
of
health
and
human
services.
From
the
commonwealth
of
massachusetts,
it's
called
the
safe
and
successful
youth
initiative.
B
Some
of
them
might
be
have
gain,
gain
affiliations
or
basically
going
down
the
wrong
path,
but
this
grant
is
1.1
million
and
it
takes
about
120
of
these
young
adults
and
puts
them
in
transition
programs,
whether
it's
training,
employment
or
getting
them
the
services
that
they
need
to
make
them
make
them
more
of
a
a
person.
That's
going
to
contribute
to
the
community
in
which
they
live.
B
We
are
constantly
looking
at
grants
that
would
further
help
the
communities
in
which
we
serve,
but
those
two
are
big
ones
for
us,
which
is
the
shannon
and
the
ssyi
quite
a
few
non-profits.
I
can
share
the
nonprofits
that
are
under
the
shannon
grant,
along
with
those
contributors
under
the
ssy
right,
and
there
are
many
others
as
well.
K
A
Thank
you
consolation.
I
don't
know
if
I
heard
a
question
an
answer
to
my
question:
do
you
feel
either
that
you
need
a
computer
to
access
information
that
you
are
prepared
to
answer
data
questions
today?
Do
you
would
you
like
access
to
a
computer,
so
you
can
access
it?
We
just
want
to
make
sure
that
you
have
what
you
need
in
order
to
answer
the
questions.
D
I'm
not
I'm
not
sure.
If
that's
going
to
be,
I
we
appreciate
the
offer,
but
I
think,
with
the
time
constraints
we're
mostly
prepared
best.
We
can
and
we
can,
if
there's
again,
questions
that
we're
not
able
to
provide
in
this
time
we'll
be
boarding
it
happy
to
provide
them
expeditiously
through
the
established
means.
D
D
A
L
Thank
you
for
being
here.
I
want
to
first
thank
you
all
for
keeping
our
safe
our
city
safe
and
showing
up
every
day,
day
and
night,
but
especially
your
commitment
during
coven
19,
when
all
of
you
were
working
on
the
front
line
that
didn't
go
unnoticed.
So
thank
you
for
that,
and
I
also
want
to
make
sure
that
I
congratulate
superintendent
bastin
on
your
recent
move
from
the
bureau
of
community
engagement,
where
I
loved
following
you
and
seeing
you
there
to
the
bureau
of
professional
development.
L
L
So
I
did
a
ride
along
with
a1
and
I
spent
from
8
pm
to
3
a.m,
driving
around
with
the
police
and
seeing
what
a
typical
shift
looks
like.
I
toured
the
911
center
and
saw
firsthand
how
dedicated
and
professional,
despite
being
so
overworked
and
stressed,
stressful
and
understaffed.
These
employees
are-
and
I
also
visited
the
bureau
of
intelligence
and
analysis
at
the
boston
regional
intelligence
center,
and
I
definitely
learned
more
about
what
you
do
and
how
that
work
with
cities
and
towns
helps
us
here.
L
So
as
a
single
mom
raising
my
family
here
in
dorchester
public
public
safety
matters
to
me,
as
I
know
it
does
to
all
residents
across
the
neighborhoods
in
the
city
of
boston,
and
we
talk
a
lot
about
delivering
constituent
services
and
making
sure
quality
of
life
issues
are
at
the
forefront.
And
I
do
that
as
a
counselor,
and
it's
definitely
something
that
is
important
to
everyone
who
lives
here
in
the
city.
L
So
I'm
going
to
go
through
some
of
my
questions.
I
think
I'll
just
read
through
them
they're
not
too
long
and
then,
if
whoever
can
answer
best,
I
believe
community
policing
works
and
we
are
definitely
a
national
model
in
that
what
additional
investments
have
we
made?
I
hear
a
lot
of
neighbors
wanting
more
of
the
bike
patrol,
so
maybe
that's
something
we
could
look
at.
Are
we
increasing
that
program?
L
Also,
the
cadet
program
is
definitely
a
huge
success
and
has
opened
the
door
to
many
city,
kids
on
the
path
to
a
career
in
the
boston
police.
Will
we
be
investing
more?
I
know
we
have
a
group
there,
but
also
are
we
going
to
be
hiring
more
police
because
we
know
there's
a
definite
correlation
of
alleviating
forced
overtime
and
the
amount
of
money
we
spend
on
that
and
having
enough
police
also
to
the
9-1-1
dispatchers?
L
I
do
want
to
recognize
that
council,
mehir
and
other
colleagues
have
recently
filed
an
order
to
look
more
closely
at
the
salaries
we
offer
our
city
employees
and
9-1-1
dispatches
would
be
that
and
are
we
paying
them
enough
and
they're?
I'm
a
big
supporter
of
the
residency
requirement
but
at
the
same
time
we're
not
paying
many
of
our
city
employees
enough
money
to
be
able
to
live
here
in
the
city.
So
what
supports
do
you
think
we
can
do
here
on
the
council
to
support
their
work
environment?
L
G
Ma'am
on
the
bike
on
the
city
bike
unit,
what
we've
done
is
we've
had
the
citywide
bike
unit
train
and
the
citywide
bike
unit
is
a
department
asset.
It's
not
allocated
to
any
specific
district,
it's
a
specialized
unit.
What
we've
used
that
unit
to
do
is
to
conduct
training
for
district
bike
officers
and
the
mptc
patrol
bike
course,
as
well
as
outside
agencies,
we've
trained
quincy,
newton,
wellesley,
brookline,
etc.
B
M
We're
just
waiting
here
thanks
so
much
madam
sharon.
Thanks
to
the
department
lisa,
I
wanted
to
jump
in
on
a
couple
of
the
things
that
we
were
all
talking
about
last
year.
So
one
is
that
you
know
that
swell
and
the
officers
out
on
medical
leave
and
I
think
it
would
be
helpful
for
the
council.
This
is
an
information
request
through
the
chair
to
get
sort
of
the
like
six
or
seven
year.
B
So
we've
introduced
quite
a
few
policies
in
in
the
occupation
of
health,
which
we
think
have
been
successful.
I'd
like
to
point
out
that
we
are
getting
our
offices
back
to
work
as
of
may
12th
we're
at
201
out
injured,
which
is
pretty
pretty
substantial
in
comparison
to
where
we
were
this
time
last
year.
But
I
want
to
point
out:
that's
a
net
number.
B
So,
although
we're
getting
officers
back-
and
you
can
see
it,
if
I
had
a
calendar
to
show-
you
can
see
like
four
came
back
last
night,
but
five
went
out
so
we're
we're
down
one.
So
it's
a
it's
a
net
number,
so
we
are
getting
them
back.
We're
getting
offices
in
every
two
weeks
for
follow-ups,
whether
or
not
we
bring
them
in
they're
like
well.
I
just
was
there
two
weeks
ago
now,
you're
coming
back.
B
We
also
have
a
policy
that
we
have
at
the
front
desk
for
those
officers
to
say
these
are
the
expectations
while
you're
on
mis
on
injured
leave.
You
know
you
report
you
report
to
your
appointments
all
times.
If
you
need
to
request
vacation
or
time
off,
you
have
to
request
permission.
Like
you
would
at
any
other
district,
we
did
add
a
doctor
to
our
medical
staff
and
we
also
added
a
pa.
Unfortunately,
our
doctor
just
resigned
this
week
due
to
other
commitments,
so
we
are
in
looking
for
another
doctor.
B
Our
hope
is
to
almost
all
to
get
obtain
a
orthopedic
surgeon
background,
because
most
of
our
injuries
are
orthopedic
in
nature.
We've
also
made
aggressive
efforts
to
get
those
that
have
been
on
our
books
for
an
extended
period
of
time
through
up
to
the
retirement
board.
So
you
know
after
a
year
goes
by
and
we
think
that
officer
is
not
going
to
come
back.
We
start
talking
retirement
to
them,
but
also
once
once
that
paperwork
goes
up
to
the
retirement
board.
It's
another
process
that
they
have
to
follow
up
there.
B
M
B
There's
a
calendar
I
I
wish
I
actually
had
it,
but
it's
a
calendar
you
can
see
like
they
have
their
reds
and
blues.
So
the
reds
are
the
ones
that
go
out
in
the
blues.
But
it's
it's
a
very
colorful
calendar,
because
you
know
it's
a
net
number
and
some
days
that
we're
up
and
some
days
we're
down.
So
they
are
getting
them
back
and
we're
concentrating
by
getting
them
back
by
follow-ups
case
management.
Every
two
weeks,
given
you
know
telling
them
to
come
in.
B
It
has
been
extremely
helpful
that
we're
not
doing
telemedicine
now
that
they're
actually
physically
coming
in,
because
during
covid
we
were
restricted
with
who
could
come
in
in
the
building.
So
we
were
doing
telemets,
but
it's
much
more
helpful
and
that
we're
actually
requiring
them
that
you
know
if
you
didn't
come
in
with
the
records
that
we
pressed
and
go
home
and
get
them,
because
that's
what
we've
requested
and
that's
part
of
your
role
in
our
occupational
health
unit.
M
Yeah,
no
and
so
it'd
just
be
great
to
get
because
I
think
obviously
the
goal
was
to
get
that
set
point
down,
lower,
there's
always
going
to
be
some
flow,
but
to
get
it
back
to
at
least
the
kind
of
pre-2019
front
on
overtime.
Can
you
remind
me
where
we
landed?
I
should
I
have
this
number
somewhere
in
my
head,
but
where
we
landed
on
overtime
last
year
at
the
end
of
the
fiscal
year.
M
68.2,
okay,
and
so
do
you
think
in
terms
of
so
budgeted
for
overtime
this
year
was
like
44
and
then
we're
already
up
another
nine
and
a
half
over
that,
and
if
I
assume
that
we're
just
if
I
assume
that
I
just
pro
write
that
across
another
quarter,
it
would
suggest
that
word
which
depends
right
on
whether
that's
that's
accurate
but
like.
If
I
did
that,
then
we'd
be
at
kind
of
like
52
and
a
half.
B
B
Our
overtime
is
extremely
down,
so
we
have
made
efforts
to
try
to
get
the
overtime
down,
but
it's
the
replacement
cost
right
now
that
is
heavily
weighted
on
our
overtime,
and
I
just
think
until
we
get
our
offices
back
to
work
or
get
more
offices
coming
in
through
the
academy,
we're
not
going
to
see
that
number
go
down,
but
I
also
want
to
point
out
it's
slightly
up
from
last
year.
I
think
we're
up
with
6.6
over
last
year,
but
also
to
some
of
what
we're
seeing
is.
B
Obviously
special
events
are
coming
back,
which
weren't
enough,
but
which
weren't
on
our
actuals
last
year,
but
I'd
also
like
to
point
out
that
overtime
costs
with
mass
and
cash
have
increased
20
percent
compared
to
last
year
and
probably
gonna
hit
anywhere
between
five
and
six
million
in
that
area.
So
you
know,
coupled
with
the
increase
in
special
events
going
on
and
and
our
the
replacement
costs
it's.
B
B
You
know
I
mean
really
the
last
three
months
of
the
year.
One
thing
that
we
got
hit
with
was
the
marathon
costs
are
still
coming
in,
but
right
now,
marathon
tracked
in
about
1.4
million
for
the
cost
of
the
marathon,
which
would
be
in
my
my
actuals
again.
I
think
we're
going
to
probably
be
running
pretty
close
to
our
cost
last
year
or
roughly
about
66
million
okay.
M
All
right
well
I'll,
follow
up
on
that
later.
I
guess
the
last
question
for
me,
because
I
haven't
heard
the
timer
yet
is
on
dispatch.
You
know,
in
addition
to
the
questions
about
how
we
compensate
our
dispatch
folks
and
how
we
make
their
lives
more
livable,
which
I
think
is
really
important.
You
know.
M
Obviously
the
council's
also
been
talking
about,
and
the
administration
has
taken
initial
steps
towards
this
question
of
having
you
know
diverting
some
like
some
calls
to
a
like
non
unarmed
mental
health
response,
and
I'm
wondering
what
the
department
has
done
to
think
about
like
analyzing
the
calls
and
thinking
about
systems
to
enable
some
kind
of
a
partnership
there
on
the
civilian
sides,
and
so
much
of
the
rules
and
procedures
of
dispatch
are
set
through
the
contract
and
department
policies.
What
kind
of
partnership
have
you
guys
been
engaged
in
on
looking
at
that.
M
M
This
alternative
response,
I
think
what
we
haven't
really
had
reported
back
to
the
council,
is
sort
of
a
breakdown
of
call
types
and
how
to
think
about
integrating
a
response
like
that,
and
it
seems,
like
you
guys,
have
done
some
legwork
on
that
in
the
last
12
months.
So
I
think
it
would
be
good
for
this
body
to
hear
more
about
that,
especially
as
we
think
about
that
long
term.
As
a
way
of
of
you
know
reducing
some
of
these
calls
for
service
and
taking
some
of
the
work
off
of
the
department.
H
So
just
curious,
you
know.
Last
year
I
asked
the
bpd.
You
know
whether
or
not
you
guys
kept
a
list
of
languages
that
officers
speak,
and
I
was
told
that
you
did
not,
and
this
year
in
the
rfi
you
stated
that
while
dpd
may
have
individuals
who
speak
additional
language,
there
are
none
currently
on
the
multilingual
registry
and
that
bpd
positions
do
not
have
a
language
requirement
in
their
job
descriptions
right.
So
there
was
a
mention
earlier
that
we're
trying
to
increase
diversity,
which
we
really
do
appreciate.
H
But
if
we're
here
to
talk
about
professional
standards
and
development,
it
would
be
helpful
for
us
to
have
a
full
understanding
of
what
we're
doing
to
close
the
language
and
communication
gap.
So
if
you
could
just
talk
to
us
a
little
bit
about
what
those
efforts
are
going
to
look
like
this
fiscal
year,.
B
Well,
I
think,
with
every
recruit
class
that
we
have,
we
do
ask
when
we're
doing
the
whole
recruit
process.
We
do
ask
if
they
speak
a
second
language
and
we
do
record
that
we
also
have
access
to
the
language
communication,
access
and
online
demand.
Our
911
operators
also
have
access
to
the
state
fleet
language
line
for
any
calls
that
come
in
that
that
may
be
a
language
barrier.
B
We
recognize
those
efforts,
but
I
do
want
to
point
out
that
that
there
are
a
lot
of
officers
that
speak
different
languages
and-
and
you
can
hear
them
in
the
calls
when
they're
they're
looking
for
an
officer
that
speaks
haitian
or
spanish
they'll,
somebody
will
will
respond.
Unfortunately,
we
don't
keep
a
centralized
list.
You
know
we
do.
We
are
taking
that
information
as
we
get
it
as
the
recruits,
but
I
I
know
that
has
been
some
an
area
of.
H
D
J
D
At
times
when
the
department
requests
a
list
of
candidates
to
process
to
go
through
the
academy,
we
request
a
special
language
list
from
civil
service
and
it's
up
to
civil
service
to
provide
that
list
to
us
or
not,
and
so
those
are
some
of
the
efforts
that
we
made
in
the
past
and
we
haven't
been
very
successful
with
dealing
with
civil
service.
I'm
sorry.
H
H
Thank
you
very
much
that
then
it
was
originally
allotted,
and
so
I'm
just
curious.
Why
are
we
spending
so
much
money
on
this
and
how
much
of
that
money
has
been
used
on
a
identif,
intensifying
people
like
patrick
rose
and
dennis
white?
So
can
you
just
talk
to
me
a
little
bit
about,
because
what
what
it
looks
like
to
me
is
that
we're
spend
you
were
spending
a
lot
of
money
on
legal
fees
and
I'm
just
curious.
B
Is
so
indemnification?
Counselor
is
basically
the
cost
that
we
spend
on
health
care
costs
for
our
offices
that
are
out
injured.
So
these
are.
These
are
costs
that
it's
kind
of
like
workers,
comp
expense
for
the
boston
police
department.
We
call
it
indemnification
and
those
are
cars
that
the
costs
are
high
compared
to
our
budget.
This
year,
city
basically
implemented
a
new
workers,
comp
system
called
risk
master
and
the
payment
application
was
xybeon,
so
many
staff
had
to
get
trained
in
a
new
payment
application
before
that
it
was
medi-payer.
B
At
the
time
we
had
many
payer,
we
were
very
short
staffed
in
our
occupational
health,
so
that
one
point
mil
that
one
million
dollar
variance
reflects
a
catch-up
of
several
years.
One
is
to
get
caught
up
to
where
we
were
with
the
medipair
short
staffed,
but
also
it
took
an
extended
period
of
time
to
get
our
staff
updated
into
siberian,
which
is
the
payment
application,
so
these
represent
healthcare
costs
that
we
pay
as
a
pot.
It's
worked
as
competent
great
thank
you.
H
I
just
want
to
just
in
terms
of
the
centralized
list.
I
think
that
you
know
maybe
next
year
we
can
probably
work
on
on
working
towards
that
growth
mindset.
I'm
just
curious.
You
know
it
looks
like
in
the
last
fio
data
we
received
is
all
the
way
from
december
of
2020,
and
that
is
the
same
data
that
we
had
last
year,
and
so
I'm
just
curious,
it's
very
hard
for
us
to
do
our
job
when
we're
relying
on
old
data
to
a
lot
of
my
colleagues
points
here.
H
D
H
Thank
you
and
when
we're
talking
about
professional
development
and
the
type
of
culture
that
we're
creating
for
folks,
it's
really
important
for
us
to
really
create
environments
where
people
are
free
from
hazing.
So
I
just
want
to
note
that
for
the
record,
it
is
someone
coming
down
to
answer
my
question,
because
that
would
be
great.
I
can
move
on
to
another
question.
While
we
wait,
I'm
just
curious.
If
someone
could
just
talk
to
me
a
little
bit
about
how
much
money
are
we
spending
around
the
bureau
of
field
services?
H
C
You
so
sorry
the
the
2021
fio
data
has
been
redacted
because
there's
a
narrative
column
in
the
data
that
that
describes
the
the
incident
it
might
have
somebody's
name
or
address
so
that
all
has
to
be
has
has
been
redacted.
And
so
now
we
have
the
data
that
should
be
uploaded
to
analyze
boston
fairly
shortly,
and
then
that
will
also
feed
into
our
fio
dashboard.
H
G
Well,
I
mean
it's
if
you're
talking
about
the
community
service
offices
within
each
district,
that's
managed
by
the
district
committee
and
that's
based
on
the
needs
of
the
cso
office.
So
there's
there's
no
there's
no
finite
number.
I
mean
there's
no
number,
there's
no
science.
To
that
I
mean
if
the
cso
has
certain
projects
going
on
and
he
needs
or
she
needs
certain
amount
of
money
or
manpower
to
accomplish
that
they
go
through
the
district
commander.
G
N
I
I
also
just
opening
by
saying
that
I
want
a
a
big
shout
out
to
district
14..
We've
had
a
few
unpleasant
incidents
in
our
neighborhood
this
last
year
and
the
one
that
stands
out.
The
most
was
the
the
the
stabbing
of
a
rabbi
in
brighton
center
and
the
very
quick
response
of
district
14.
They
apprehended
the
suspect
within
minutes
of
the
incident
and
it's
it
was
a
great
great
reassurance
for
our
community
out
there
that
that
things
were
dealt
with
in
a
very
timely
way.
N
Let's
see
the
the
best
clinicians
when
I
talk
to
the
captain
out
and
also
in
district
14,
the
huge
the
the
large
number
of
911
calls
are
behavioral
health
mental
health
issues.
A
lot
of
the
time.
How
do
we
have
a
breakdown?
How
many
clinicians
I
know
we
we
budgeted
for
best
clinicians
last
year,
did
we
get
a
full
complement?
Did
we
recruit?
Everyone
are
all
the
positions
filled
and
how
many
do
we
have
right
now?
We.
B
Currently
have
12
best
clinicians
in
our
co-response
model,
the
only
district
right
now
that
we
don't
have
a
best
clinician
is
district
13
which
we're
looking
into
hiring.
I
also
want
to
point
out
that
two
two
best
clinicians
have
been
designated
strictly
to
the
street
outreach
training,
outreach
team
that
focuses
obviously
in
the
mass
cast
area,
and
I
believe
that
we
are
still
looking
to
hire
one
supervisor
on
the
best
on
the
best
clinician
team,
yeah.
G
I
would
add
to
that
that
if,
if
there's
an
issue
say
in
14
and
the
best
clinicians
not
available,
if
they
call
through
operations,
the
best
clinician
from
another
district
is
immediately
sent
to
the
district
that
needs
it.
The
same
is
true
for
street
outreach
unit
officers.
So
if
one
district
doesn't
have
one
on
at
that
time-
and
this
is
happening
routinely-
they
just
requested
through
operations
and
that
best
clinician
street
outreach
officer
is
provided
to
that
call.
N
G
N
B
G
N
I
know
the
specific
populations
in
the
city,
I
know
when
I
talk.
We,
we
do
office
hours
and
we
talked
to
elderly
asian
residents
and
they're
afraid
to
leave
their
facility
at
times,
and
we
also
had
increases
an
uptick
in
in
anti-jewish
attacks
and
across
the
country.
And
so
then,
if
anything
happens,
everybody's
on
high
alert
and
you
just
it'd
be
good
to
have
a
sense
of
what's
happening
on
the
ground
in
boston.
G
It's
out
to
that
we
do
have
a
civil
rights
or
hate
crimes
unit
that
that,
once
that's
identified
those
detectives
of
that
unit.
They
they
proceed
with
the
case
to
determine
if
hate
was
biased,
was
a
factor
in
there,
so
that
data
is
available.
I
don't
know
if
it's
available
right
now.
There
are
systems
within
the
bpd
through
the
reports
identified
and
there
is
a
specific
unit,
that's
trained
to
carry
those
cases
and
to
prosecute
them
if
necessary.
G
O
N
N
We
hear
of
you
know,
patterns
of
delinquency
and
in
some
areas,
even
in
our
district,
we
hear
about
these
incidents.
The
police
department,
you
know
locally,
say,
there's
not
a
whole
lot.
We
can
do
because
we're
not
we're
not
necessarily
taking
these
cases
to
court.
I
I'm
a
firm
believer
in
prevention
and
intervention
and
heading
things
off
and
before
they
get
to
that
stage,
I
know
we.
We
have
been
fighting
really
hard
to
get
more.
N
N
I
know
the
gang
unit
and
that,
but
I'm
just
more
specifically
thinking
about
district
14
and
or
other
other
neighborhoods,
where
and
they're
sort
of
going
under
the
radar-
and
we
don't
know,
there's
a
problem
until
there's
a
shooting
or
a
stabbing
or
our
young
people
are
really
getting
into
deep
trouble
before
before.
We
can
pay
attention
to
what's
happening.
O
Well,
I
can.
I
know
that
recently,
there's
been
an
uptick
with
the
juvenile
incidents
in
the
downtown
crossing
area,
and
I
do
know
that
it's
not
an
issue
along
for
the
police
department
to
handle
the
courts
have
a
juvenile
diversion
program
that
can
assist
us
because,
obviously
we
don't
want
to
put
these
children
through
the
system
if
it's
not
necessary.
But
we
need
a
multi-working
group
with
all
of
us
to
work
together,
including
the
parents,
the
police
department
and
the
court
system
to
whether
it
may
be
work.
J
N
Could
I
just
wrap
up
madam
chair,
so
you
know
counselor
mejia
always
talks
about.
We
have
a
lot
of
resources
in
the
city,
but
necessarily
or
or
organize,
or
coordinate
all
the
resources.
It's
the
btd
police
department
and
coordinating
with
bcyf
and
other
social
services
agencies
across
the
city
to
try
and
target
interventions
that
would
help
prevent
and
and
divert
these
young
people
into
more
productive
behaviors
before
they
get
to
be
engaged
with
the
criminal
justice
system.
C
We
have
a
partnership
with
the
boys
and
girls,
clubs
of
boston,
it's
over
20
years
old,
and
we
have
licensed
clinical
social
workers
in
five
of
our
police
districts
and
three
of
our
specialized
units,
and
they
work
with
youth
police
referrals
of
at-risk
youth.
That
could
be
very
young
for
those
specific
individuals
that
you're
talking
about.
N
P
Laura
dickerson
from
the
bureau
of
community
engagement,
superintendent
chin
sends
his
regards
and
his
regrets
that
he
couldn't
be
here
but
to
talk
to
we
have
our
bureau
have
some
signature
programs
and
we
also
we
work
with
the
bcyf,
the
parks
department,
the
yuca
of
greater
boston
and
boston
powell.
So,
but
we
sort
of
need
other
agencies
to
work
with
us,
as
well
as
our
csos.
P
N
Q
Q
P
G
District
strategy
for
crime
reduction
and
public
safety
and
they're
his
officers
they're
his
or
her
officers,
but
that
doesn't
mean
there
is
any
crop.
There
is
not
any
crosstalk
or
planning
between
bce
and
the
cso's
office.
I
believe
that
happens
frequently.
It
seems
to
be
working,
but
the
I
believe
the
answer
to
your
question
is:
is
that
they're
integrated
into
that
district
and
they're
part
of
the
overall
strategy?
They're
they're
they're,
an
element
of
that
strategy
in
crime
reduction,
public
safety
and
all
the
other
assets
of
law
enforcement
and
public
safety?
G
So
that's
why
they're
there
they're
they're
they're
part
of
the
commander's
staff
and
advisors
on
what's
going
on
in
the
district,
and
I
think
if
you
remove
them
from
the
district,
he
wouldn't
have
he
or
she
would
not
have
that
capability
and
wouldn't
be
able
to
integrate
it
into
the
overall
strategy.
But
again,
I
don't
think
that
that
means
there's
a
disconnect
of
this
lack
of
communication
between
the
two.
G
No,
I
mean
they
operate
under
the
commander's
budget
and
the
commander
provides
them
what
they
need
and
then,
if
the
commander
needs
more
resources
or
or
finances,
he'll
come
to
us
or
or
to
bat.
So
there's
a
mechanism
to
get
them
and
there's
layers
to
get
them
what
they
need.
There's
a
need
out
there
for
that.
G
I
don't
have
the
exact
numbers
or
figures
for
you,
but
I
just
from
interfacing
with
them.
It's
and
it's
it's
important
to
understand
too
it's
a
it's
a
volunteer
unit,
we're
not
forcing
people
into
that
unit.
They
volunteer
for
that
unit
and
then
they
receive
training,
some
of
which
is
going
to
go
on
this
month.
Critical
critical
incident
training,
so
it
hasn't,
seemed
to
be
a
concern.
I
mean
that's
been
a
very
effective
unit.
Q
D
Okay,
thank
you
so
so,
currently,
the
the
mental
health
that
we
can
provide-
or
we
do
provide
to
police
officers
and
also
our
sworn
employees,
is
our
peer
support
group
and
it's
a
group.
That's
been
established
several
decades
prior
and
it
began
with
the
officers
involved
with
critical
incidences
a
lot
of
times.
D
You
know
you
may
be
involved
in
some
sort
of
shooting
or
some
sort
of
horrific
accident
or
incidents
involving
children
or
the
elderly,
and
you
have
a
place
where
you
can
seek
a
variety
of
services
from
counseling
to
peer
counseling
to
professional
services.
So
that's
what
we
offer
right
now,
a
lot
of
times
the
commanders
who
oversee
those
employees
can
make
a
anonymous
or
direct
or
an
anonymous
referral
and
it's
confidential
confidential
and
it
it's
embraced
by
all.
D
Q
D
Q
Agree,
I
agree
and
last
question
I
have
is
the
bureau
of
professional
development
actual
in
in
2020
was
20
million
with
total
budgeting.
You
know
this
year,
6.2
why
the
sharp
decrease
throughout
the
years
and
how
has
that
impacted
our
profession,
professional
development,
other
officers,
especially
those
of
color.
B
So
I
believe
in
in
the
actual
fiscal
year
2020
it
was
just
an
accounting
class
of
where
people
were
originally
budgeted
and
when
they
moved
their
their
head
or
their
position
number
didn't
move
with
the
bureau
which
they
they
belong
to.
So
I
think
it's
just
it's
just
an
accounting
reclass
that
it
was
incorrectly
reflected
in
fiscal
year,
20.,
for
example,
a
lot
of
times.
B
When
our
offices,
we
get
new
positions
for
our
offices
that
enter
the
academy,
so
they're
assigned
to
the
academy,
which
is
division,
two
one
one
401,
and
then
they
get
disbursed
to
the
to
bfs.
Obviously,
when
they
graduate
from
the
academy
a
lot
of
times,
their
position
still
sits
in
the
academy,
it
needs
to
move
transfer
over
so
that
so
it's
just
basically
an
accounting
reclass.
But
I
can
further
look
into
that.
But
I
know
there
there
is
an
issue
with
that.
R
B
R
Okay-
okay,
maybe
if
we,
if
we,
if
we
could
get
that
the
the
diversion
programs
we
council
braden
had
talked
about
that
a
little
bit
and
and
we're
talking
about
the
peter
messina's
crew.
There
is
peter
still
in
charge
of
the
outreach
throughout
each
crew
and
what
does
he
have
five
officers
or
because
I
know
we
tried
to
fund
them
two
years
ago
to
go
up
to
15.
Does
he
have
the
15
now.
R
G
Yes,
I
mean,
if
there's
a
bless
best
clinician
available.
The
co-response
could
be
that
best
clinician
with
a
one
man
or
a
two-man
officer
car.
If
the
sou
is
on
what
they
ordinarily
do,
is
they
call
off
and
they
head
in
that
direction
and
meet
them
there.
So,
yes,
the
the
correspondence
could
be
the
best
clinician
with
an
officer
from
that
district
and
that
that
day,
in
a
day
out,
that's
typically
what
it
is
followed
up
by
the
sou.
R
R
Yeah,
so
I
think
about
it
often
the
the
the
coordinated
response.
Where
does
that
determination
happen?
Is
that
911
says
the
person
that
that
takes
a
call
says
this
seems
like
a
like?
A
coordinated
response
seems
like
we
need
a
mental
health
care
professional
and
then
so
then
it's
just
calls
you
you
need
to
take
someone
from
a1
to
go
here
or
whatever
it
is.
Is
that
determination
made
at
9-1-1.
G
G
It's
the
way
the
call
is
dispatched
if,
if
it's
an
emotionally
disturbed
person
plus
something
else,
it
may
call
for
an
additional
response,
whether
it
be
a
weapon
or
or
something
of
that
nature.
But
it's
it's
been
implemented.
It's
it's.
It's
almost
a
drill
at
this
point,
and
so
you
as
well
will
monitor
and
if
they're
needed
people
will
call
them
and
they'll
they'll
go
to
assist
as
well.
R
S
R
If
I
can
get
some
numbers
on
on
the
section
35s
in
the
section
section
12s
what
how
many
we've
done
this
year,
what
we
you
know
broken
up
and
where
those
where
those
where
those
people
go
and
david,
if
you
want
to
come
down,
I
have
a
couple
questions
for
you.
If
that's
okay,
lisa
one
percent
reduction
in
the
in
the
budget
this
year
and
was
that
just
in
was
that
in
spread
of
spread
across
the.
B
No,
actually
it's
it's.
It's
pretty
simple
to
explain,
because
we
did
on
a
non-personal
level.
We
did
get
a
very
robust
budget
in
terms
of
things
that
we
had
requested
through
city
hall,
but
the
the
main
reduction
is
a
net
impact,
so
we
almost
had
like
a
10
million
dollar
reduction
in
personnel
and
it's
a
result
of
the
attrition
that
we're
seeing
with
older
officers
retiring
with
higher
salaries
and
newer
officers
coming
in
with
lower
salaries.
B
R
Okay,
thank
you.
That's
a
that's!
A
bullet
dodged
based
on
the
defund,
the
police
stances
that
people
took
in
2020.
So
congratulations
and
I
I'm
actually
happy
about
that.
David
couple
things
we
held
up
800
000
in
money's
coming
to
you
guys.
I
think
a
year
ago,
two
years
ago,
was
for
analyst
positions.
Correct.
Did
you
hire
those
analyst
positions
were
able
to
move?
The
800
never
happened.
We
just
gave
that
800
back.
We.
F
To
say
earlier
so
we're
unable
to
hire
those
analysts.
No,
it
was
a
total
of
four
individuals
to
bolster
the
real-time
crime
center
to
include
a
supervisor
that
we
lack
as
well
as
three
additional
positions
to
help,
liaise
and
better
analyze
data,
in
collaboration
with
what
is
pleased
in
the
city
of
boston
by
the
massachusetts
state,
police,
transit,
police
and
massport.
So
those
are
blind
spots
for
us.
So
where
does
that
800
sit
right
now.
B
It's
does
not
sit
with
the
boston
police
department,
any
any
external
funds
that
come
in
before
we
receive
a
council
accept
and
expend
gets
held
in
custody
in
the
treasury
department.
So
we
don't
have
access
to
those
funds
once
they
accept
and
expend
is
approved
it'll
any
any
external
funds
will
move
over
to
the
appropriate
code
that
we've
set
up
for
that
external.
B
R
R
Okay,
well,
that's
good
news:
can
you
can
you
talk
about
the
gang
database
a
little
bit?
What
were
the
numbers
2019
like
how
many
actual
people
were
on
there?
What
is
it
now?
I
think
it's
decreased.
How
did
we?
How
did
we
come
up
with
that
decrease
and
and
what
are
we
going
to
do
moving
forward
to
make
that
maybe
more.
F
Efficient
sure
so
back
in
2019,
we
began
reforming
the
gang
assessment
database
based
on
a
number
of
indicators
that
were
pointing
in
that
direction
for
the
need.
We
wanted
it
to
be
more
reflective
of
the
actual
process
under
which
it
was
being
managed
and
effective
june
8th
of
2021.
We
issued
a
new
rule
and
there
isn't
enough
time
to
go
through
it
all,
but
let.
F
F
Let's
finish
this
last
sentence,
of
course,
since
the
the
implementation
of
the
new
rule,
we
have
been
in
the
process
of
reforming
all
of
the
data
in
there,
which
has
required
our
analysts
to
look
at
every
single
individual
based
on
the
new
criteria
and
go
through
a
new
verification
process
for
them,
and
that's
what
has
resulted
in
the
removal
of
people
and
we
still
have
some
work
to
do.
Our
target
is
to
have
this
work
done
by
july.
A
F
F
I'm
sorry
addition
of
a
juvenile
section
with
the
intention
of
connecting
juveniles
to
services
and
providing
a
pathway
out
of
the
gang
assessment
database.
I'd
like
to
clarify
that
one
of
the
biggest
misconceptions
is
that
it
is
full
of
juveniles
very,
very
grossly
inaccurate.
As
of
right
now,
I
believe
we
have
somewhere
in
the
range
of
20
to
25
juveniles
in
the
database.
When
we
receive
that
information,
we
send
information
on
those
individuals
to
two
places:
one
the
office
of
public
department,
I'm
sorry,
boston,
public
health
over
to
roy
martin
and
his
team.
F
Their
work
on
the
safe
and
successful
youth
initiative,
as
well
as
some
of
the
other
non-profit
organization
efforts
to
help
off-ramp
these
folks
and
get
them
better
services
to
help
with
their
lives,
as
well
as
to
dr
rufus
faulk
and
his
team
in
the
mayor's
office
of
public
safety,
to
help
make
sure
that
the
right
resources
are
provided
to
these
individuals.
Thank.
F
A
T
T
G
T
Have
yet
so,
let's
get
to
that,
I
want
to
get
to
that.
So
that's
11
districts,
correct
yes
right!
So
I'm
just
going
to
pull
out
a
calculator.
My
math
teachers
told
me
I
wouldn't
have
a
calculator
on
me
at
all
times,
but
it
turns
out.
I
do
now
it's
so,
let's
just
go
through
those
numbers,
real,
quick
134.
I
just
want
to
make
sure
you
confirm
this
134
plus
75,
plus
129
plus
99-
is
that
correct,
99.
T
T
T
T
B
T
T
T
B
B
T
J
T
Yes,
okay,
great,
so
you
got
1
548,
you
take
the
detectives
out
of
it
because
you
told
me
to
do
that.
You
take
the
folks
that
are
injured
out
of
it.
You
told
me
to
do
that
too
took
the
spillings
out
of
it.
You
told
me
to
do
that
too.
I'm
at
1548-
and
you
told
me
your
minimum
staffing
levels-
are
a
thousand
and
forty-four
yeah.
T
T
You
don't
so.
This
is
the
problem
I
have
the
numbers.
You
just
gave
me
the
very
beginning
of
this.
The
minimum
staffing
numbers
that
you've
just
given
me
for
the
districts
for
the
districts
I
had
to
put
in
the
17f
to
get,
and
I
was
denied
them
and
told
that
it
was
a
public
safety
exception
which
it
wasn't.
I've
spent
two
years
trying
to
get
the
numbers.
You
were
able
to
give
me
about
two
minutes.
T
We
can't
get
the
minimum
staffing
levels
now,
I'm
going
through
the
numbers,
and
I
can't
get
all
of
the
bureaus
and
all
that
when
I
look
at
this
structure
that
you
presented
to
us,
it
doesn't
even
include
those
bureaus
and
how
you
cut
that
up,
and
I
guess
my
question
to
you
is:
it
doesn't
really
impact.
What
I'm
trying
to
get
to,
which
is
those
detectives,
are
an
active
duty
in
our
neighborhoods,
correct,
they're,
doing
work
in
these
neighborhoods.
T
So
it's
not
like
we're
talking
about
they're
at
the
department
and
they're
not
doing
anything
to
to
combat
violence
and
crime
they're
on
the
streets.
So
when
we're
talking
about
not
having
officers
to
meet
minimum
staffing
or
not
having
enough
presence,
these
numbers
don't
add
up,
because
even
if
I
remove
the
detected
bureau,
even
if
I
remove
the
special
units,
all
the
special
units
are
still
actively
patrolling
and
working
our
streets.
Correct.
G
T
So
I'm
not
trying
to
do
that.
I'm
just
trying
to
make
your
numbers
make
sense,
and
so,
when
you
give
me
a
thousand
forty
four
as
a
minimum
for
the
districts
for
the
districts,
so
what
are
the
minimums
for
other
things?
What
other
things
do
we
do
exist
that
need
minimums?
That
would
be
helpful.
I
think
for
the
public
to
know
what
other
things
need
minimums
beyond
the
distribution.
There
are
other
bureaus.
G
T
T
T
When
you
say
81,
police
officers
is
that
separate,
and
apart
from
what's
in
the
other
bureau
of
field
services,
correct,
okay,
perfect,
and
what
do
you
have
for
civilians,
63,
civilians,
okay
and
all
of
those
numbers
just
to
be
clear,
are
incorporated
within
that
number
there
on
total
personnel.
Is
that
accurate
all
of
the
numbers
for
all
of
bpd
every
bureau?
That's
what
that
is?
Okay,
great!
So
how
many
officers
do
you
have
in
the
bureau
of
field
services
directly
relevant
to
that
number
on
what
you
need
for
districts,
minimum
staffing?
T
G
G
G
T
So
the
difference
the
gap,
because
I'm
just
trying
to
understand
the
gaps,
the
gap
in
between
the
numbers
that
we
have
for
minimum
staffing,
the
numbers
that
we
have
for
present
is
made
up
in
special
units
or
other
bureaus.
Is
that
an
end,
injury
or
out
is
that
where
all
of
those
get
put
in
so
when
you
make
up
the
deficits?
T
G
T
T
And
so,
if
they're
low,
then
they're
they're
pressed
in
first.
If
we
get
to
that
point,
okay
and
and
what
percentage-
and
I
heard
the
bell
so
it'll
be
a
couple
more
rounds
but
more
more
focused
on
other
issues,
because
this
isn't
the
only
one
I
have
the
numbers
I
just
wish.
You
would
give
us
numbers
that
were
broken
down
by
bureau
so
that
we
can
better
understand
your
staffing,
it's
incredibly
difficult
to
have.
T
You
come
in
and
say
we're
at
minimum
level
staffing,
but
we
have
more
officers
than
that
and
then
we
say:
okay,
where
are
those
officers
located
and
said?
Well,
it's
a
different
bureau.
It
doesn't
apply
in
order
for
you-
and
this
is
just
me
being
honest-
to
have
a
real
conversation
with
us
when
we
talk
with
the
teachers
when
we
talk
with
anybody
else,
we
know
where
their
staffing
is.
A
Thank
you,
council
royal,
to
counsel
royal's
point.
If
we
don't
get
the
answers,
we
will
have
to
postpone
or
reschedule
or
call
you
back
again
and
again
and
again-
and
I
understand
before
the
record
the
commissioner
did
send
in
a
message
that
he
had
a
personal
matter.
So
I
got
this
message
yesterday
afternoon
to
hit
a
personal
matter,
so
he
cancelled,
and
so
perhaps
maybe
in
the
next
time
we
reschedule
he
could
he
can
make
it
and
then
two,
maybe
reconsidering
more
people
that
can
answer
the
questions
as
well.
A
U
Thank
you.
Thank
you,
madam
chair,
for
the
for
your
leadership
and
your
work
and
thank
you
to
the
boston
police
department
panel.
That's
here
as
well
for
for
your
leadership
in
the
city
and
superintendent
barston
is
here.
I
want
to
thank
you
for
your
leadership
for
so
many
years
as
well
interacting
and
helping
keep
our
keeping
our
neighborhood
safe.
U
I
want
to
start
by
kind
of
highlighting
a
couple
of
issues,
but
my
colleague
counselor
counselor
braden,
mentioned
hate
crimes
that
have
taken
place
in
the
city.
That's
certainly
a
top
priority.
For
me.
I've
I've
worked
on
this
issue.
For
five
years
we
had
an
elderly
woman
in
chinatown
that
was
beat
up.
I
think
she
was
probably
80
years
old
by
a
young,
a
young
man,
but
we
have
seen
a
lot
of
hate
crimes
or
assaults,
so
I
just
want
to
stress
the
importance
of
that
issue.
U
For
me,
and
certainly
I
know
it's
an
important
issue
for
the
boston
police,
but
I'm
going
to
continue
to
work
with
city
officials
and
my
colleagues
on
on
hate
crimes.
The
other.
The
other
issue
I
want
to
highlight
as
well
is
you
know
when
I
I
attend
all
of
these
community
meetings
at
night
time
that
are
sponsored
by
neighborhood
associations.
U
The
first
person
that
usually
speaks
at
a
neighborhood
organization
meeting
is
the
captain
kind
of
gives
an
update
on
crime
stats,
what's
happening
in
the
particular
neighborhood,
and
I
reference
that,
because
you
know
in
chinatown,
where
I
represent
in
the
south
end
and
south
boston
residents
have
respect
for
the
police.
They
have
respect
for
the
captain,
the
men
and
women
of
the
department,
they're
asking
me
they're,
saying
counselor
flynn
we
need,
we
need
more
police
in
the
city.
What
are
you
going
to
do
about
it?
Council
of
flint.
U
You
know
I
have
the
area
along
with,
along
with
council
baker
and
council
fernandez,
anderson
of
mass
and
cass,
and
we
know
the
police
do
an
exceptional
job
there,
but
our
police
are
stretched.
Then
we
we
know
that
I
know
that
I
talked
to
the
police.
Almost
almost
every
day
talked
to
the
captain
several
times
several
times
a
week.
In
my
neighborhood
I
mean
in
my
district.
U
It's
it's
my
opinion.
Other
people
might
disagree
with
me,
but
it's
it's
my
opinion
that
we
need
to
consistently
hire
two
to
three
hundred
police
officers
every
year.
So
we're
able
to
meet
these
minimum
manning
levels-
and
you
know
forced
overtime-
is
not
a
healthy
officer.
It's
not
a
productive
officer.
Someone
that's
working
50
on
his
15th
hour.
U
In
a
row,
so
for
me,
what
what
I
want
to
see
is
us
acknowledging
that
we
don't
have
enough
offices
really
in
the
city,
but
we
are
committed
to
addressing
it
in
in.
We
are
we're
putting
on
various
classes
the
cadet
program
as
well.
So
so
I
I'm
going
to
continue
to
advocate
for
2
300
police
officers
every
year
until
we
actually
are
at
a
point
that
I
think
is
acceptable
because
I
don't
think
I
don't
think
we're
there
right
now.
V
U
Yeah,
it's
it's
my
opinion
that
we
don't
have
enough
police
officers
in
the
city
and
that's
based
on
my
experience,
talking
to
police
and
being
in
the
neighborhoods
every
day,
but
I
think
we
need
to
consistently
hire
two
to
300
police
officers
every
year,
so
we're
able
to
meet
those
minimum
levels
so
we're
not
forcing
police
to
work
overtime
and
in
the
15th
hour
of
your
shift.
That's
when
you
that's
when
you
begin
to
get
tired.
That's
when
you
begin
to
make
mistakes.
A
good
officer
is
a
healthy
officer.
U
V
That's
correct:
we
do
need
more
officers
and
it
would
alleviate
a
lot
of
the
overtime
that
officers
need
to
work
and
you're
correct.
It
goes
with
health
and
wellness.
You
know.
Studies
have
shown
that
if
you're
over
a
certain
amount
of
hours
of
staying
up,
it's
like
working
at
a
0.10
alcohol
con
blood
alcohol
content.
So
we
do
need
more
offices
to
relieve
some
of
the
pressure
of
the
guys
having
to
work
overtime
consistently.
U
You
know
maybe
four
days
a
week,
you're
doing
out
of
five
days,
I'm
not
sure,
but
the
impact
the
toll
it
has
on
your
family
as
well.
Your
spouse,
your
kids,
you
don't
get
to
see
your
kid
go
to
baseball.
You
can't
take
your
daughter
to
an
after
school
program.
You
end
up
having
challenges
with
your
spouse
at
home.
U
U
Let
us
acknowledge
that
when
we're,
when
we
have
offices
that
are
working
16
hours
a
day
for-
and
they
might
do
it
four
five
day,
four
five
days
a
week-
it's
not
healthy
for
that
officer.
It's
not
healthy
for
the
the
family,
it's
not
healthy
for
the
residents,
it's
not
health,
healthy
for
the
city
of
boston.
U
I
don't
think
that
the
officer
wants
to
work
that,
but
to
deal
with
that
to
address
that
issue
again,
we
need
to
we
need
to
acknowledge
in
the
city
that
we
don't
have
enough
police
officers,
and
this
is
an
opportunity
for
us
to
have
a
discussion
about
what
we
can
do
about
it.
I
won't.
I
won't
continue
on
that.
I
know
I
I
made
my
case
on
that,
but
I
just
want
to
say
thank
you,
sir,
for
taking
my
question
to
him.
V
No,
we
appreciate
the
question
because
it's
definitely
going
to
help
us
if
we
can
get
more
officers
on
the
street.
As
you
stated,
you
know
we
work
16
hours
17
hours
a
day
and
you
go
home.
You
have
to
get
some
rest,
so
those
of
us
that
have
children
or
other
things
that
they
want
to
do
in
their
lives.
It's
very
difficult
to
achieve
that.
So
you
know,
and
it
takes
a
toll
on
you.
Lack
of
street
sleep,
deprivation,
causes
illnesses
and
other
things
that
take
place
in
your
life
that
are
negative.
U
G
But
that
unit
like
any
unit
is,
is
it's
tied
to
manpower,
recruitment,
training
and
retention.
We
understand
how
valley
real
valuable
that
unit
is.
We
use
it
all
the
time
it's
used
for
every
event,
every
demonstration,
as
well
as
public
safety,
for
example
mass
and
cast
they're
down
there
every
day,
but
it
is
directly
connected
to
manpower,
recruitment
retention,
etc.
G
U
A
He's
so
sweet?
Oh
it's
my
turn,
so
I
wonder
if
hands
out
of
the
timer
okay,
did
you
hear
what
council
fund
said?
Madam
chair?
No,
sir,
so
I
wonder
if
we
can
give
some
clarity
for
community
engagement
and
I'll
go
into
my
questions
about
that.
I
feel
like
we
have
to
ask
questions.
I
have
to
ask
questions
in
sections
or
by
bureau
so
that
we're
very
clear
and
then
with
the
civil
rights
cases,
really
want
to
have
the
number.
A
So
for
the
record,
I'm
asking
you
officially
as
the
chair
to
submit
the
answers
for
all
human
rights
cases
open
and
close
and
fy
23,
20,
sorry,
22
and
forward,
and
then
for
the
bureau
of
community
engagement.
I
heard
the
sister
mention
laura.
You
mentioned
something
about
gold
girls,
but
I
have
more
questions
about
that
and
then
what
did
you
mean?
Sir
sorry?
Superintendent,
your
name
is
sorry.
What's
your
name,
sir?
A
A
Thank
you
and
then
just
for
the
viewers
as
a
chair.
It
feels,
like
you
know,
facilitating
a
workshop
and
understanding
this
thing.
I
would
like
to
understand
the
department
itself
so
there's
the
police,
commissioner
and
then
bureau
of
professional
standards
and
then
chief
of
staff,
labor
relations,
hearing
officers,
research
and
development
and
then
under
that
there's
a
superintendent
in
chief
and
then
to
the
side.
A
A
A
A
B
Some
some
are
on
in
the
suspended
unit.
I
can't
follow
that.
I
can
get
you
those
exact
numbers
before
this
hearing
is
is
out.
I
can
also
get
exact
numbers
by
bureau
that
wasn't
a
request
on
the
council
package.
So
I'd
like
to
point
that
out,
because
I
would
have
been
prepared
to
have
a
full
detail
of
every
unit
within
each
bureau
and
the
amount
of
offices
of
civilians,
but
that
that
was
not
in
the
original
request,
because
I
would
have
been
prepared
to
answer
that
question.
A
A
B
So
those
300-plus
offers
that
we
spoke
of
the
majority
of
them
are
out
on
injured
leave
and
it
does
impact
it
impacts,
deputy
tarantino's,
minimum
staffing
levels.
It
impacts
it
impacts.
The
department
also
impacts
our
numbers
as
far
as
how
many
we
can
hire
and
not
hire,
because
obviously
we
have
a
number
of
like
21
2
000.
I
don't
have
the
number
right
in
front
of
me,
but
it
does
impact.
B
It
impacts
the
replacement
over
time
significantly,
because
a
lot
of
those
offices
that
are
out
on
injured
leave,
the
201
are
in
patrol
functions
which
a
lot
of
them
are
are
assigned
to
the
districts.
There
are
some
offices
out
on
admin,
leave
and
there's
also
some
offices
that
are
out
on
family
medical
leave
that
are
non-in
non-work
related
injuries
that
cause
them
to
be
out
on
fmla,
okay
and.
A
Oh,
I
understand
for
the
record
my
I'm
sorry
for
the
record.
I
would
like
the
question
answered
by
council
arroyo
the
officers,
the
breakdown
of
the
units,
the
districts
and
by
detectives
police
officers
by
bureaus
just
give
me
the
full
breakdown
of
all
the
numbers
in
every
unit
in
every
district,
in
every
special
anything,
and
I
think
that's
going
to
help
us
look
at
the
numbers
and
really
say
these
are
the
needs
and
we
have
that
information.
Thank
you
available.
A
G
G
B
Thank
you.
If
I
look
at
our
budgeted
numbers
for
fiscal
year,
22,
which
has
remained
flat
for
fiscal
year
23
and
just
to
be
clear,
these
budgeted
hours
could
change
as
a
result
of
the
average
hourly
rate
going
up
through
collective
body
agreements,
but
right
now
we're
using
an
average
of
roughly
66
dollars
is
the
average
hour
it's
an
average
overtime,
hourly
rate,
so
the
budgeted
numbers
for
fiscal
year
22
is
655
571.
B
for
us
to
get
to
that
number
right
now,
based
on
my
projection,
we
would
have
to
reduce
well,
we
would
have
a
reduction
of
357
594
hours.
If
I
look
at
my
projection,
which
is
pretty
close
to
where
I
think
we're
going
to
land
similar
to
last
year,
so
we
would
have
to
reduce
our
hours
by
357,
594.,
okay,.
A
B
A
You
and
so-
and
I
have
questions
about
you
know
like
the
diversity
stuff
later
for
my
round,
but
council
laura
was
not
joking.
I
we,
I
actually
have
to
time
myself
as
well
and
superintendent
bastian
in
terms
of
professional
development.
Tell
me
about
that.
Are
you
do
you
have
what
you
need
and
what
services
are
you
absolutely.
W
So
just
so
everyone
knows,
professional
development
includes
also
the
firearms
range
and
the
cadets
are
under
the
professional
development,
so
both
of
those.
So
that
was
something
right
now
we
have
the
academy
class.
It's
been
in
three
weeks.
We
started
off
with
138
140,
but
138
showed
up
and
we're
down
to
121.
Currently,
the
10
of
the
I
mean
this
last
class
10
cadets
were
in
the
class.
W
I
have
the
actual
makeups
2
percent
asian
american
black
american
28
percent,
latin
american
26
and
43
percent
white
americans,
so
73
percent
total
male
as
far
as
languages.
I
know
that
was
asked
earlier.
This
current
class
we
have
secondary
languages,
albanian
american
sign
language,
cape
verdean,
creole,
french,
haitian
creole,
polish,
portuguese,
spanish
and
vietnamese.
W
So
right
now
and
as
far
as
what
we
need,
I
mean
I
hope
that
you
guys
come
and
visit,
because
there
are
some
things
as
as
far
as
the
firearms
unit.
Mptc
training
is
a
big
thing
now
with
the
post,
and
you
know
with
all
the
reform,
so
the
training
we
might
need
additional
bodies,
because
the
training
is
a
constant
thing.
Now
the
training
is.
We
are
training
all
of
our
offices.
W
It
has
to
be
a
little
bit
adjusted
that
we
did
before.
So
it's
going
to
require
more
bodies
to
make
sure,
because
the
academy
class
is
going
on
to
the
same
people
that
do
in-service
training.
On
top
of
that,
we
do
promotions.
It
goes
through
the
academy,
also
any
promotions
for
sergeants
and
detectives,
so
we're
a
constant
revolving
machine,
an
excellent
group,
and
but
I
would
invite
all
the
counselors
to
come
in
to
learn
hand
by
hand
what
we
do
and
also
the
curriculum.
A
W
So
maybe
picking
from
that,
but
I
believe
that
comes
from
civil
service.
I
don't
think
we
even
control
the
amount,
but
the
more
cadets
that
we
put
on
that's
a
bigger
pool.
So
I
think
if
we
can
expand
the
cadet
program
because
we
can
control
who
we
hire
off
the
cadet
program
civil
service,
we
don't
really
control
the
hiring
process.
So
I
think
if
we
go
that
direction
and
that
route
right
now,
we
currently
have
35
cadets.
We
had
45
minus
the
10,
but
that's
a
small
number
in
comparison
to
the
entire
police
department.
W
A
Thank
you.
I
I
only
have
five
seconds
left
so
we're
going
to
go
to
round
two
for
the
record:
counselor
lugian,
counselor,
sorry
lara,
counselor,
flaherty,
counselor
laurel
counselor
arroyo.
You
will
be
included
in
the
second
round.
If
we're
joined
by
more
counselors,
they
will
have
to
wait
for
a
third
round
in
the
interest
of
time.
You
will
each
have
about
eight
minutes
and
I
will
not
include
any
further
counselors
until
third
round
for
wrapping
up
all
right
and
that
that
being
said,
counselor
lara
you
have
the
floor.
X
E
Chief
dawn,
thank
you
so
much
so
in
the
organizational
chart
for
the
boston
police
department.
It
shows
the
bureau
of
professional
standards,
ultimately
as
its
own
branch
and
this
department,
for
the
description
that
you
offered
is
responsible
for
providing
anti-corruption
training
and
investigating
all
misconduct.
J
E
Office,
I
think,
ultimately,
I
would
imagine
that
it
would
pose
a
challenge
for
investigators
to
be
tasked
with
investigating
their
own
colleagues,
and
my
follow-up
question
is
that
one
of
the
other
descriptions
for
the
bureau
describes
its
function
as
providing
accountability
and
transparency
and
there's
more
detail
in
the
narrative.
But
can
you
talk
a
little
bit
more?
A
lot
of
the
language
is
the
same.
Can
you
talk
about
how
that's
different
from
oppat.
X
Yes,
so
in
the
bureau
professional
standards
we
have
anti-corruption
which
investigates
criminal
side.
So
if
there's
any
bribery
or
anything
by
city
employees,
just
not
the
boston
police
department,
that's
what
they're
charged
with
investigating
internal
affairs
is
investigating
the
rules
of
rights
violations
within
the
city
of
boston
for
just
the
boston
police
department.
E
Well,
if
you're
investigating,
let's
say
anti-corruption,
for
all
city
of
boston
employees.
So
what
you're
saying
what
you're
telling
me
is
that
the
investigation
for
the
boston
police
department
is
separate
from
your
bureau.
Specifically
so
boston
police
department
officers
are
or
are
not
investigating
their
colleagues.
E
Can
you
talk
a
little
bit
about
what
training
or
how
that
works,
and
I
mean
you
know
I
have
to
be
honest.
You
know
if
I
were
committing
some
wrong.
I
wouldn't
be
investigating
myself.
So
can
you
talk
a
little
bit
more
about
how
you
try
to
manage
the
fact
that
you
have
boston
police
department
officers
investigating
their
colleagues
and
whether
you
consider
that
to
be
a
conflict
of
interest
or
how
you
manage
it
within
your
bureau.
X
Okay,
so
internal
affairs
is
a
separate
investigative
body.
They
don't
do
the
same
investigations
as
anti-corruption
anti-corruption
is
kind
of
a
separate
unit
on
their
own
there's
four
sergeants
and
one
lieutenant
in
that
department
and
they
are
charged
with
all
that
and
that
stays
to
them,
and
they
only
report
to
me
so
they
don't
really
mix
with
the
internal
affairs
side.
So
we
just
kind
of
keep
them
separate
because
those
investigations
need
to
be
secret
but
they're
all
investigators.
Nonetheless,
they
have
been
trained
by
the
boston
police
throughout
the
years.
E
Beautiful,
thank
you
chief.
I
appreciate
it
my
next
question,
I'm
not
sure
who
to
direct
it
to
specifically.
So
please
once
I
ask
it
take
liberties,
so
in
2016,
terence
coleman's,
family
called
for
an
ambulance
and
the
boston
police
department
showed
up
and
terence
coleman
was
killed
by
a
boston
police
officer.
The
police
and
the
prosecutors
obviously
say
that
terrence
attacked
an
emergency
medical
technician
with
a
large
knife.
The
mother
denies
it.
E
I
am
a
parent
of
an
autistic
son
who
is
nonverbal.
This
is
something
that's
incredibly
important
to
me
now.
If
you
can't,
you
know,
if
we're
not
even
requiring
that.
Let's
say
you
know:
police
officers
in
fields
corner
have
this
many
people
who
speak
vietnamese,
then
how
can
we
trust
that
we
have
officers
who
can
ultimately
spot
somebody
who
is
autistic,
somebody
who's
nonverbal?
Who
might
not
be
able?
E
You
know
that
if
you
tell
them,
if
you
tell
my
son
drop
what
you're
doing
stop
there,
he
does
not
have
the
language
capacity
to
understand
what
you're
doing
right.
So,
please
tell
me
what
you're
doing,
if
anything,
to
help
mitigate
this
level
of
ultimately
structural
racism
that
we're
seeing
particularly
for
people
with
disabilities
in
the
boston
police
department
and
in
all
police
departments,.
P
E
So
if
you
get
a
call
for
say
an
ambulance-
and
I
think
that
this
is
a
part
of
the
conversation
about
the
best
initiative
right,
I'm
incredibly
incredibly
curious
about
how
you
decide
who
gets
deployed
when
somebody
calls
9-1-1
right.
If
we're
saying
we
need
more
funding
for
the
best
initiative,
because
we
want
to
reduce
armed
response,
then
we
shouldn't
be
sending
a
police
officer
to
reduce
armed
response.
We're
you're
doubling
up
right,
we're
sending
the
best
team,
but
then
somebody
else
is
coming
so.
G
So
we
have
followed
the
national
model,
which
is
in
concurrence
with
the
post
standards
and
in
that
role,
as
we
wrote
it
and
as
and
as
we
executed
unless,
there's
a
threat
to
someone
else
other
than
the
person
threatening
suicide
will
back
away,
give
time
space
and
distance,
which
are
our
de-escalation
tactics
specifically
addressed
in
the
post,
to
diffuse
the
situation
that
wasn't
necessarily
done
before
we're
doing
that
now.
That's
that
is
a
that
is
a
specific
rule
and
we've
done
training
on
that
rule.
G
G
G
We
just
went
from
a
civil
offense
for
criminal
offense
and
we
have
to
take
the
appropriate
action
we
may
have
to
fourth
century
may
have
to
take
or
use
force
to
to
handle
that
situation,
but
through
the
use
of
the
rule
and
the
training
we've
created
some
some
guidelines
there
and-
and
I
think
it's
been
very
successful-
I
mean
our
use
of
forces
has
gone
down,
which
I
think
is
what
you're
asking.
I
think.
E
What
you're
addressing
yeah,
no
specifically
for
people?
I
think
that
that's
that's
incredibly
helpful
and
it
seems
like
you
have
realized
that
the
presence
of
police
officers
has
the
ability
to
escalate
a
situation,
particularly
with
people
with
disabilities
and
by
falling
back.
So
thank
you.
I
appreciate
it.
J
W
Time
is
up,
but
if
you
want
to
answer
please,
we
established
a
program
called
the
north
star
program,
because
when
officer
mafeo,
when
we
came
into
the
unit,
we
noticed
that
when
these
loved
ones
go
missing,
whether
it's
alzheimer's
or
kids
with
autism,
there
is
a
first
of
all.
We
have
to
search
and
find
them.
So
we
have
a
program
where
it's
a
database
that
it's
almost
like
it's
flag,
that
we
know
they're
coping
mechanisms
and
they
know
we
know
where
they
go
all
the
time.
So
the
officer.
Once
again,
this
is
back
to
relationships.
W
You
know
the.
I
don't
expect
every
officer
to
know
every
single
person
in
the
community
but
they're
the
same
constant
people
that
trying
to
go
missing
in
the
all-time
inspiration.
So
where
do
they
go?
What
do
they
look
like
and
we
actually
have
a
booklet?
So
when
a
person
goes
missing,
we
send
it
to
office
mafeo
to
the
cso
they
work
with
that
family,
it's
voluntarily,
and
it's
just
that.
W
E
K
I
Cheer
and
again
thank
you
to
the
police
department
for
all
the
work
that
you
guys
do.
It
was
great
to
see
superintendent
dawton.
So
I'm
just
going
to
give
a
shout
out
great
to
see
you
sharon,
you
have
distinguished
yourself
and
excelled
at
every
level
of
the
bpd
and
and
you've
probably
worked
in
most,
if
not
all
investigative
units,
and
I
can
speak
for
anyone
that
has
worked
with
you.
You
are
hardworking
street,
smart,
no
nonsense
and
a
person
of
integrity
and
ethics,
and
it's
always
good
to
be
in
your
company.
I
So
it's
great
to
see
you
and
in
continuing
on
with
with
shout
outs,
so
we
we
we're
blessed
with
great
captains.
My
office
is
a
city-wide
council.
We
deal
with
a
lot
of
the
captains
on
a
regular
basis.
All
of
them
have
been
super
responsive.
I
know
that
they
change
from
time
to
time
with
promotions
etc,
but
we've
done
a
great
job
with
our
captains
and
our
community
service
offices.
I
happen
to
think
my
neighborhood.
I
We
have
the
best
with
captain
boyle,
who
again
is
just
a
pleasure
to
work
with
keeping
the
community
involved
and
engaged
with
his
team
down
in
six
and
so
there's
so
many
folks,
and
so
many
captains
we
could
recognize
and
nor
I
know,
you've
worked
closely
with
all
of
them,
as
well
as
the
community
service
officers.
So
again
we
are
the
model
across
the
country
and
it's
that
type
of
leadership.
It's
those
relationships
that
have
been
built
that
sets
us
apart
from
other
cities.
Our
size
are
bigger
and
that's
why
we
are
the
envy.
I
If
I
can
reiterate
that,
I
want
to
just
focus
maybe
on
two
units,
the
marine
unit
we
heard
from
the
fire
department.
Yesterday
they
talked
about
how
busy
their
marine
unit
was
with.
I
think
they
had
seven
recoveries.
This
year
we
have
a
marine
unit.
I
know
I
see
sergeant
achievers
who
used
to
head
that
unit
behind
me
with
lng
tankers,
massport's,
increased
activity,
the
expansion
down
around
the
south,
boston
waterfront
and
the
downtown
waterfront
commuter
boats
zigzagging
regularly.
I
We
now
have
seaplanes
and
we're
obviously
descending
flight
path
to
logan
airport,
lots
of
accidents,
and
there
have
been
recoveries
over
the
last.
Several
summers:
are
we
supporting
our
marine
unit?
The
way
it
should
be
supported?
Do
they
have
the
equipment
in
the
training
experience
and
our
members
certified
divers
to
assist
in
those
efforts.
G
I
believe
we
do
have
divers.
I
think
it's
I
think
the
divers
are.
I
could
you
know
I'll
probably
come
back
with
the
exact
I
can
get
you
the
exact
statistics,
but
the
dive
team
is
an
on-call
team
of
dive,
qualified
officers.
So
some
of
those
officers
are
in
the
district.
Some
are
detectives
and
they
do
train
periodically,
but
when
there
is
an
incident,
they'll
call
them
up
and
then
that
team
will
form
and
respond.
I
I
I
We
were
meeting
several
my
colleagues
at
a
a
hot
button
meeting
yesterday
about
last
night
about
the
you
know,
the
motorbikes,
the
scooter
gangs
that
are
menacing
and
at
times
violent
and
terrorizing
residents
and
neighborhoods,
and
we
seem
to
have
our
hands
tied
because
we
have
a
no
no
chase
policy.
This
body
back
in
2015
strengthens
the
regulations
around
that
to
give
police
the
tools
that
they
need,
but
again
it's
blocked
by
the
no
chase
rule,
and
I
know
that
the
scooter
the
motorbike
is
going
to
win
that
chase.
I
Every
time
they
get
to
go
up
on
the
sidewalk
and
on
the
brockway.
And
what
have
you?
We
don't
want
to
have
an
incident
where
someone
gets
killed
in
pursuit,
but
we
see
what's
happening
in
rhode,
island
we've
seen
what's
happened
down
in
miami,
we
have
to
do
something
to
curtail
or
to
stop
it
because
we're
just
enabling
bad
behavior
it's
destructive.
It's
violent,
someone's
going
to
get
hurt
either
the
operators
of
these
motorbikes
and
scooters
themselves
or
an
innocent
and
unsuspecting
pedestrian.
I
What
can
we
do
to
support
the
auto
investigative
unit
to
give
them
the
tools?
I'm
thinking
it's
a
task
force,
I'm
thinking
it's
some
type
of
coordinated
effort,
maybe
a
multi-agency
effort
to
con.
I
would
argue
that
probably
a
lot
of
them
are
stolen.
I
know
the
last
sweep
we
did.
They
were
stolen,
they
had
multiple
warrants
with
violent
offenses
and
we
recovered
some
weapons.
I
What
are
we
doing,
because
this
is
one
of
the
big
issues
that's
going
to
continue
to
percolate
throughout
the
summer?
We've
got
80
degree
weather
this
weekend.
This
is
probably
going
to
be
an
issue
along
with
roof,
decks
and
fireworks.
What
are
we
doing
to
restore
that?
The
sense
from
the
community
that
we're
doing
the
best
we
can
to
curtail
it.
It
seems
like
everyone's
gonna,
nothing
we
can
do
here.
We
can't
chase
them,
so
it
is
what
it
is.
If
we
do
that,
we
will
be
rhode
island.
G
Some
of
what
you're
talking
about
we
have
done.
We've
taken
two
traffic
tango,
guys
traffic,
guys
from
districts
and
we've,
given
them
to
the
auto
task
force
from
the
spring
to
the
fall
to
work,
for
the
auto
task
was
to
give
them
additional
bodies.
The
other
thing
we've
done
is
we've
and
we've
used
this
for
a
couple
of
our
years.
G
Now
at
least
two
we've
created
a
barrier
plan
that
goes
up
at
night
and
then
comes
down
at
the
end
of
the
night
to
deny
certain
areas
to
the
low
riders,
so
they
can't
build
up
and
have
those
huge
groups
of
low
riders
there.
The
other
thing
that
we've
done-
and
this
is
primarily
on
the
auto
task
force
and
they
do
do
a
great
job
with
this-
is
identify
the
low
riders
or
the
or
the
crop,
the
cars
that
are
consistently
a
problem
and
then
what
they
do
is
they.
G
They
submit
moving
violations
on
them,
every
violation
that
they
can
possibly
find
or
that
they
are
in
fact
violating
and
that
usually
transmits
into
heavy
fines
or
them
losing
their
license.
Now
that
takes
a
little
bit
of
time
for
it
to
take
effect,
but
in
the
last
year
year
and
a
half
what
we've
seen
is
once
we
start
submitting
these
violations
and
these
people
that
are
that
have
the
low
riders
or
the
vehicles
start
getting
these
moving
violations.
They
tend
not
to
come
back
to
the
city.
G
So
could
the
task
force
be
more
robust,
it
could
be
if
we
had
more
bodies,
we've
done
the
best
we
can
we've
given
them.
Two
additional
bodies
from
the
districts
and
the
barrier
plan
is
is:
is
it's
orchestrated
by
bfs
by
one
of
our
people,
and
that
is
synchronized
or
it
is
every
district
that's
involved
in.
It
is
made
aware
of
where
the
barriers
are,
and
now
it's
become
a
drill.
They
put
the
barriers
up
at
night.
They
take
them
down
early
morning,
so
it
is
having
an
impact.
G
I
As
councils
are
hearing
it
across
the
city
in
the
community
meetings,
sergeant
humphreys
has
been
awesome
to
deal
with.
He
worked
very
closely
with
this
party
to
enhance
the
regulations
back
in
2015
if
we
can
give
him
or
that
unit
the
resources
they
need
and
get
that
intel,
because
a
lot
of
it's
on
social
media.
O
It
is
very
hard
for
us
to
stop
a
lot
of
these
individuals
because
one
we
we
we're
not
going
to
pursue
them,
because
a
lot
of
these
kids
are
not
wearing
helmets
and
that
can
result
in
them
getting
injured
and
also,
and
it's
people
driving
that
could
cause
injury
to
themselves.
So
we
are
working
with
the
environmental
police
inspectional
service,
because
a
lot
of
times
these
individuals
are
housing
them
in
storage
facilities
or
in
the
back
of
their
homes
and
we're
also
working
with
the
fire
department.
O
So
if
we
do
get
reports
and
complaints,
we
will
follow
up
to
see
if
they're
loading
them
in
u-haul
vans
and
driving.
We
do
get
a
lot
of
calls
from
outside
agencies,
saying
there's
a
ual
truck
filled
with
motorbikes
coming
towards
the
city.
It
looks
like
they're
going
to
be
parked
somewhere,
so
it
helps
that
we
know
where
these
locations
are,
so
we
can
prevent
a
pursuit
or
a
chase.
So
we
can
stop
them
once
they're
stationary,
and
then
we
can
do
our
investigative
leads
to
seeds
and
total
vehicles.
O
But
again,
a
lot
of
a
lot
of
residents
do
call
and
complain.
They
do
send
us
videos
of
the
reckless
behavior,
but
our
hands
are
a
lot
of
times,
tired,
because
there'll
be
20
or
30
of
them
and
they'll
surround
the
car
or
surround
even
a
police
cruiser
and
cause
damage,
and
they
know
in
fact
that
we're
not.
We
cannot
right
pursue
them.
So.
I
And
the
fact
that
they
know
that
allows
them
to
continue
in
to
grow
their
numbers,
and
one
of
our
issues
is
we
as
councillors
when
there's
no
enforcement
on
that
we
get
blamed
the
community
level
and
it's
very
frustrating
that
we
can't
figure
out
how
to
do
this.
Anything
we
can
do
to
bolster
that
unit.
Give
them,
particularly
in
the
warmer
months,
would
be
greatly
appreciated.
D
And
if
I
can
add
I,
while
I
was
driving
through
my
neighborhood
with
my
family,
I
observed
one
of
these
groups
that
you're
describing
and
what
was
most
disturbing
to
me
was
one
of
the
riders
had
a
toddler
on
the
gas
tank.
Now
the
gas
tank
is
not
a
proper
seat
for
any
passenger,
but
by
virtue
of
a
toddler,
while
this
operator
was
doing
exactly
what
you're
saying
weaving
failing
to
stop
for
a
stop
signs
or
red
lights
of
what
I
could
saw
was
what
I
could
see
at
the
time.
F
My
one
addition
just
for
the
record
is
that,
in
regards
to
this
problem,
we've
had
an
intelligence
analyst
at
the
brick
that
is
assigned
two
vehicle
crimes
and
her
sole
responsibility
has
been
supporting
the
auto
theft
task
force
with
analysis
of
patterns
and
trends,
helping
them
to
structure
investigations
where
to
be
when
to
be
what
those
targets
of
those
likely
investigations
should
be
vetting
out.
Information
that's
coming
in
from
those
investigations
to
help
us
strategize
better
in
the
long
haul,
so
just
to
want
to.
At
that
point,
thank.
K
K
Thank
you-
and
I
too
was
at
that
meeting
last
night
where
folks
were
discussing
the
atvs,
and
I
think
it
was
important
that
there
were
members
from
law
enforcement
and
city
councilors
there
that
were
able
to
actually
describe
that.
The
no
chase
policy
policy
is
actually
rooted
in
harm
reduction.
It's
not
the
idea
of
rooting
it
in.
K
We
don't
you
know
we're
not
trying
to
solve
the
problem.
It's
we
know
that
if
we
chase
it
leads
to
harm
so
harm
reduction,
and
I
think
that
was
a
great
explanation
to
give
to
community
members
last
night,
it's
not
just
this
baseless
policy
that
we
have.
It
was
it's
very
intentional.
It
is
my
it
is
also
my
time,
but
we
have
folks
here
for
public
testimony
and
they're
here
virtually
so
I'm
going
to
cede
my
time
to
them.
K
S
I'd
like
to
recommend
internal
affairs
workflow
needs
to
be
moved
to
opat,
along
with
that
portion
of
bpd's
budgets.
All
complainants
should
be
directed
to
opat.
It's
great
money
has
been
allocated
to
body
cams,
however,
they
need
to
be
turned
on
and
actually
used.
Justin
root
was
shot
51
times
by
boston
police.
During
a
mental
health
crisis,
the
police
response
was
excessive.
S
Yet
when
I
put
in
a
public
records
request
for
body,
cam
footage
only
10
videos,
it
appears
only
10
officers
out
of
that
excessive
response
activated
their
body
cams
and
the
attitude
and
the
behavior
on
the
body.
Cam
footage
was
disturbing
the
tap
tap
on
the
camera.
To
let
other
officers
know
they
were
still
recording,
throwing
up
the
fee
to
let
them
know
verbally,
letting
them
know
robust,
is
putting
it
lightly,
395
million
dollars.
S
Imagine
that
taking
a
hundred
million
dollars
from
this
excessive
budget
and
investing
investing
it
in
the
neighborhoods
that
need
it.
The
most
for
community
services,
meals,
child
care,
college
help
and
resources
for
the
community
tax
money
needs
to
support
neighborhoods,
like
drought
rocks
barrier.
Matapan.
S
Imagine
what
effect
investing
in
community
resources
could
have
on
reducing
public
interaction
with
police.
We
need
to
be
proactive
with
tax
dollars
shift
shift
funds
for
three
to
five
years,
and
I
bet
it
would
substantially
change
the
community.
Also.
These
offices
need
a
psych
evaluation,
nearly
it's
critical
for
people
who
can
take
a
life
without
consequence,
43
million
dollars
in
overtime.
I'd
like
to
see
that
decreased
significantly.
S
Y
Daniel
purdy,
for
the
record,
I
just
wanted
to
talk
about
community.
We
seem
to
talk
about.
Let's
have
you
know
more
cops,
add
300
a
year
if
we
took
all
that
money
and
we
reinvested
it
into
our
communities.
Like
the
last
speaker
was
saying,
and
we
provided
better
schools,
better
education,
we
tried
to
lift
people
out
of
poverty.
Those
things
alone
would
drive
the
crime
rate
down
as
well.
I'm
a
firm
believer
in
that.
I
think
that
we
all
need
to
work
together
right.
A
lot
of
you
guys.
Y
I've
heard
today,
I'm
actually
really
impressed
with
I'm
really
happy
that
a
lot
of
you
are
on
the
city
council
right
now.
This
is
the
first
time
I've
actually
interacted
with
the
city
council.
I
wasn't
going
to
say
anything
today,
but
after
listening
to
you
guys,
I
can
see
that
a
lot
of
you
guys
really
care
about
the
issues
that
I
care
about,
making
sure
that
our
community
and
the
people
within
our
community
stay
safe
and
that
we're
also
protected
with
the
body
cameras.
Y
It's
not
only
for
the
the
protection
of
the
citizen.
It's
also
for
the
protection
of
the
officer,
but
I
was
on
they
have
a
body
camera
committee
and
I
was
speaking
at
it
and
they
want
to
allow
the
officers
to
have
access
to
the
video
that
just
makes
no
sense
to
me.
I
don't
understand
that.
I
appreciate
all
the
hard
work
that
you,
men
and
women
are
doing
and
just
keep
it
up
thanks
a
lot.
K
H
H
K
Okay-
okay,
I'm
not,
but
you
see
this
that
she,
yes,
yes,
but
I
mean
it's
the
rule
that
the
counselor
sat
so
that
the
chairwoman
said,
but
my
questions
are
during
my
first
round
of
questioning
this.
I
reference
the
fact
that
bpd
said
it's
continuing
to
put
more
efficiencies
in
place
to
reduce
overtime.
Z
Yes,
ma'am,
it's
terence
t-e-r-r-e-n-c-e,
my
last
name
is
burke
b-u-r-k-e.
I
currently
reside
in
city
of
boston
in
the
dorchester
area,
I'm
here
as
a
private
citizen,
I'm
also
affiliated
with
the
department
I'll
keep
it
real,
quick
body-worn
cameras
are
absolutely
vital
to
my
investigations,
absolutely
vital
picking
up
what
other
people
say.
Things
along
those
lines
gives
an
objective
view
to
the
you
know:
the
jury
when
we
go
to
the
grand
jury
or
whatever
the
defense
counsels,
etc.
Z
I
know
cases
going
with
that
helped
illuminate
from
within
a
north
shore,
gun
trafficking,
weapons
trafficking
and
id
theft,
with
the
international
secret
service,
fbi
and
dea
again
with
the
analysts-
and
this
is
all
within
the
greater
analysts-
help
numerous
attempted
murders
from
the
break
cameras
and
with
the
information
from
the
analysts
and
there's
also
animal
cruelty.
That's
not
led
to
multi-state,
which
is
going
to
take
a
federal
purview.
Z
K
You
very
much
and
thank
you
to
all
who
have
offered
public
testimony
for
staying
under
your
two
minute
mark,
so
this
appendix
was
given
to
all
of
the
everyone
here
from
bpd
appendix
d,
which
was
I
was
referencing
earlier.
I
believe
I
had
said
that
it
was
in
the
presentation,
but
it
was
in
the
appendix
to
the
response
to
your
rfis
to
our
rfis,
and
it
says
that
bpd
will
continue
to
put
more
efficiencies
in
place
to
reduce
over
time.
Could
you
please
just
speak
to
those
efficiencies,
so
the.
B
We're
always
looking
at
ways
to
reduce
overtime.
I
just
wanted
to
point
out
that
discretionary
overtime
is
down
23
compared
to
last
year,
so
we
are
recognizing
that
that
we
need
to
get
the
overtime
down,
so
we
are
looking
at
areas
where
we
can
reduce
it,
but
with
respect
to
the
occupational
health
unit,
just
recently
we
instituted
a
not
a
rule,
but
basically,
if
you're
you're
out
for
more
than
one
year,
chances
are
you're
not
going
to
return
to
work
unless,
obviously
there
are
those
cases
where
there's
you
know
exceptions.
K
B
V
Good
morning
again
so
on
court
appearances
officers
are
obligated
to
respond
to
court
or
appear
in
court
if
they
receive
a
summons.
So
so
what
I've
been
doing?
Is
I've
been
trying
to
establish
a
relationship
with
the
adas
at
the
various
district
courts
to
notify
us
when
there's
a
case?
That's
not
going
to
go
forward
so,
in
other
words,
a
lot
of
officers.
Well,
a
good
significant
amount
of
officers
should
respond
to
court,
but
the
case
has
been
canceled
and
they're,
not
receiving
notification
for
those
cancellations.
V
So
what
I've
been
doing
is
I've
been
trying
to
have
them,
give
us
sufficient
time
for
cancellations,
and
then
we
can
notify
the
officers
that
they
do
not
have
to
appear
at
court
and
that's
going
to
reduce
over
time.
We
had
a
little
bit
of
success
with
that.
Last
year,
there's
been
a
turnover,
my
understanding
in
the
courts,
so
we
I
just
had
them
do
it
again.
K
B
K
D
I'm
sorry
excuse
me
just
to
dovetail
what
the
superintendent
had
mentioned.
It's
been
an
ongoing
effort
to
work
with
the
district
attorney's
office
to
give
us
ample
notice
of
either
appearances
or
notice
of
cancellations
because
of
the
collecting
bargaining
agreements.
As
you
just
stated,
if
the
officer
is
summonsed
to
court
and
in
some
cases
summons
to
the
da's
office,
which
may
include
providing
evidence
or
testimony
or
physical
evidence,
then
the
collective
bargaining
agreement
mandates
that
they
be
paid
the
court
appearance
time
and
it's
a
four-hour
minimum.
V
H
Thank
you,
chair
for
your
grace,
do
appreciate
it,
so
I
I
kind
of
want
to
go
back
to
the
the
word
that
I
have
a
hard
time
pronouncing
in
duplication,
y'all.
Remember
that
situation.
Okay,
let's
go
back
to
it
because
you
said
earlier
that
the
increase
in
classes
based
on
workers,
comp
and
health
care,
but
we
have
a
separate
line
items
for
workers
comp
in
health
care.
So
so
I
would
like
to
hear
from
you
is:
how
is
the
bpd
defining
what
indepecation
is
sorry?
B
Of
course,
so
indemnification
is
a
direct
healthcare
cost
for
those
officers
out
on
111f
they've
been
injured
on
the
work
is
comp
line
that
you're
seeing
is
truly
work
is
calm
for
civilians
that
might
have
been
injured
at
work
like
tripped
on
something
and
fell.
Indemnification
is
just
a
term
that
we
use
that
for
public
safety.
We
are
responsible
if
they
are
injured
on
our
watch
to
pay
for
their
medical
costs
and
care.
B
If
you
re
a
perfect
example
like
at
the
retirement
board,
once
those
officers
and
firemen
are
retired,
at
the
retirement
board,
they're
also
responsible
for
their
indemnification
costs
as
well.
I
use
work
as
comp,
so
people
were
like.
Oh
now,
I
understand
because
indemnifications
are
pretty
people,
think
it's
a
a
lawyer
word
I
mean
a
legal
word,
but
it's
just
basically
how
we
pay
our
offices.
It's
the
same
as
work
as
confidence.
B
H
So
I'm
going
to
go
back
to
whoever's,
going
to
talk
to
me
about
the
fio
situation,
make
your
way
down
if
you're
not
already
here,
but
according
from
the
old
data
that
we
have
from
2020,
it
looks
like
most
of
the
fio
reports.
Fioe
reports
come
from
roxbury
and
nearly
a
quarter
of
fioe
reports
come
from
reasonable
suspicion.
H
F
Not
responsible
for
the
fios,
but
I
can
provide
some
analytic
explanation
for
what
you
see
going
on
there.
The
communities
of
dorchester,
roxbury
and
matapan
have
some
of
the
highest
crime
rates
in
the
city,
and
so
that's
particularly
of
importance
when
you're
correlating
the
what's
going
on
between
crime
and
the
fios
who
are
being
conducted
reasonable
suspicion
is
a
legal
standard.
F
I
may
because
I'm
on
the
spot
mess
up
that
definition,
we
probably
would
be
better
off
looking
it
up,
but
it's
based
on
an
officer's
training,
education
and
knowledge
and
experience
that
they
have
a
reasonable
expectation
that
a
crime
may
be
occurring.
It's
lower
than
a
probable
cause.
Standard
probable
cause
would
be
reason
for
arrest.
H
Yeah,
I
think,
when
I
get
invited
to
the
academy,
I'm
going
to
learn
a
little
bit
more
about
what
reasonable
suspicion
looks
like
and
who
defines
it
and
how
you
all
are
interpreting
it.
So
I'm
really
looking
forward
to
that
invitation
and
and
being
with
you
all,
because
I
think
that
there's
a
lot
of
cultural
competency
work
that
we
need
to
do
in
terms
of
that
reasonable
suspicion
and
who
are
we
targeting,
but
I
have
two
more
questions.
This
is
dude.
Thank
you
for
that.
H
My
my
two
questions
are
more
around
overtime.
I
just
want
to
dig
in
a
little
bit
more
if
you
could
just
talk
to
us
about
what
percent
of
overtime
hours
are
for
extended
tour
and
additional
tour
hours
and
how
many
of
these
hours
are
discretionary
and
who,
like
police,
captain
central,
bpd,
etc,
has
the
power
to
determine
how
many
hours
to
make
available.
So
that's
one
question
and
then
the
other
question
that
I'd
like
to
know
a
little
bit
about
is:
do
all
of
the
replacement.
H
H
G
For
each
shift-
and
it
varies
from
district
to
district-
and
that
is
how
many
service
cars
were
one-man
cars,
how
many
two-man
cars
which
are
rapid
response?
Cars?
Usually
there's
one
wagon,
and
if
you
fall
beneath
that
minimum
manning
as
defined
by
that
district,
then
you
have
to
hire
to
fill
that
minimum
manning
so
that
it's
pretty
cut
and
dry.
If
you're
down
two
men
or
two
women,
two
offices,
then
you
have
to
hire
two
officers
to
to
meet
minimum
manning
for
that
district.
H
Okay,
so
could
someone
tell
me
what
was
the
targeted?
What
was
the
target
for
overtime
hours
for
july,
1st
2020
through
june
30th
2021,
and
how
many
actual
overtime
hours
were
used
and
what
was
the
cost
of
that
and
then
my
last
question
is:
what
was
the
target
for
overtime
hours
for
july
21st
through
june
20
june
30th
2022?
How
many
actual
overtimes
hours
have
been
used
and
what
was
the
cost?
What
is
the
projected
total
overtime
hours
through
june
30th
2022,
and
what
is
the
projected
cost.
B
So
as
of
for
fiscal
year
2022,
if
I
can
start
with
that,
because
I
have
that
right
in
front
of
me-
I'm
gonna
have
to
fish
out
where
I
have
22
with
this
book
a
21
in
this
book.
But
for
fiscal
year
22
our
budgeted
hours
were
655
571..
That's
the
the
budget,
which
equates
to
43
million
923
226
dollars
right
now,
we're
at
a
and
we
usually
measure
overtime
on
hours,
because
the
hourly
rate
fluctuates
based
on
collective
bargaining
agreements.
H
B
B
And,
as
I
said
before,
trying
to
get
them
back,
we've
increased
our
medical
staffing
in
the
occupational
health
unit.
We've
moved
forward
to
involuntary
retired,
involuntary
retire
offices
that
have
been
out
for
more
than
a
year
or
more,
as
I
said
before,
we
had
anywhere
between
67
and
70
cases
up
at
the
retirement
board,
with
requests
for
the
applications
of
the
involuntary
right,
it
retired
them,
either
under
accidental
disability,
chapter
seven
or
ordinary
disability.
B
H
And
I
just
want
to
go
on
the
record
to,
and
that's
my
last
thing
I
promise
is
to
really
underscore
the
importance
of
mental
health
and
wellness
for
our
workforce
and
really
when
we
think
about
professional
development
is
making
mental
health
and
wellness
a
standard
like.
We
really
need
to
make
sure
that
we're
uplifting
the
social
and
emotional
well-being
of
our
workforce,
because
the
way
they
show
up
is
how
they
show
up
and
if
they're
not
well,
then
that
it
also
impacts
the
way
they
interact
with
our
constituents.
H
W
T
You
go
back
and
go
to
2021
accomplishments,
if
possible,
and
for
the
public
who's
watching
this
and
saw
my
questioning
maybe
an
hour
ago.
This
is
gonna
dovetail
into
that
and
I'm
gonna
try
and
make
this
as
coherent
as
we
go
from
subject
to
subject
to
subject
for
the
public.
You
know.
I
know
it's
it's
just
us
in
here,
but
there
are
folks
who
are
watching
this
and
are
trying
to
better
understand
this
budget
and
what
boston
police
department
does.
T
Yes,
yeah,
thank
you
and
then
how
do
you-
and
this
is
for
the
public-
who
you
know
for
lack
of
a
better
word-
is
distrustful
of
these
numbers?
How
do
you,
how
do
you
put
these
numbers
together?
Is
it
true
that,
if
there's
not
an
arrest,
which
I
know
it's
not,
but
is
it
true
that
there's
not
an
arrest?
We
don't
count
that
statistic
or
any
of
those
things.
How
do
you
actually
get
these
numbers?
Yes,.
F
Sure
so
the
statistics
are
compiled
through
our
records
management
system,
so
simply
put
what
an
incident
when
the
police
are
called
to
the
scene
of
a
crime
or
of
an
incident,
they
will
determine
whether
or
not
a
crime
is
committed
if
a
crime
is
committed
or
for
a
variety
of
reasons,
they
will
write
a
police
report
that
police
report
is
then
entered
into
a
system.
It
goes
through
supervisory
review
through
that
officer's
chain
of
command,
and
typically
a
police
report
is
written
within
a
matter
of
a
relatively
short
period
of
time.
Yeah.
T
Okay
and
and
then
sure
yeah
so
just
and
just
to
keep
it
right
there,
yep
and
in
that
short
amount
of
time,
so
basically
just
so
that
folks
pay
attention,
get
it
when
there
is
a
police
officer
summons
to
a
scene
or
call
our
call
or,
however
they
get
there
when
they
get
there,
they
make
the
determination
as
to
whether
or
not
there
was
a
crime
committed,
I
believe,
that's
accurate,
and
then
they
file
a
police
report
and
then
it's
that
data.
It's
the
police
report
that
generates
the
data
on
crime.
T
It
still
generates
from
a
police
report
being
written.
Essentially,
yes,
perfect,
that's
yeah
and
that's
a
good
because
that
is
sometimes
how
it
happens.
Folks
will
come
in
after
the
fact
or
they
will
come
in
later
to
a
police
station
and
write
a
report,
and
so
that's
the
genesis
of
where
that
data
comes
from.
Yes,
each
report.
F
Is
is
classified
according
to
the
incident
type,
the
crime
type
yep,
even
that
gets
processed
through
a
field
reporting
unit.
That
makes
sure
that
the
description
of
what
is
described
is
accurate
to
the
sense
of
what
the
crime
is
and
then
once
that
is
finalized.
That
data
is
tabulated,
and
that
is
the
data
that
we
produce
publicly,
at
the
request
of
others,
to
show
what
the
statistics
are
perfect.
T
And
just
one
of
the
common
refrains
I
hear
all
the
time.
I
think
it's
wrong
and
I
push
back
on
it,
but
I
think
would
be
good
for
bpd
to
push
back
on
it
now
that
you're
here
is
that
crime
is
only
down,
because
police
are
no
longer
bothering
to
write
police
reports.
That's
not
actually
accurate,
correct,
that's
not
accurate
fantastic!
Thank
you.
That's
all
I
got
on
that
part
if
I
can
get
back
to
the
calculations
on
minimum
staffing.
T
G
T
G
As
I
said
that
that's
been
fairly
consistent
for
10
years
at
least
10
years,
is
there
some
analysis
as
to
adding
sure,
but
as
long
as
I've
been
up
at
bfs,
we've
never
been
at
minimum
staffing,
so
it's
we've
never
been
able
to
achieve
that
anyway,
but
is
have
we
looked
at
it?
Is
there
some
analysis
done
over
the
the
long
term
over
a
year
a
year
and
a
half?
Yes,
that's
what
comstat
is
for
comstott
is
every
two
weeks
and
those
crime
patterns
are
looked
at.
G
T
I
just
wanted
to
understand
what
the
rationale
was
for,
how
we
get
to
those
numbers
better,
I'm
going
to
jump
to
something
that
feels
a
little
different,
but
is
something
we've
talked
about,
which
is
the
it's
on
fiscal
year.
23
budget
highlights
1.42
million
for
body,
worn
cameras,
but
it
says
excluding
specialty
units
is
the
use
strike
task
force,
especially
unit.
B
B
B
T
T
T
B
T
Fantastic
and
so
do
we
know
what
the
number
I
know
you
said,
you
had
67
to
70
involuntary
that
you're
trying
to
move
forward
with
how
many
folks-
probably
more
so
I
kind
of
want
to
get
into
that.
So
one
of
the
I'll
finish
it
here
and
then
I
guess
it
looks
like
it's
going
to
be
on
round
three
anyway,
so
we're
going
to
be
coming
right
back
around,
but
in
terms
of
the
officers
that
are
out
on
medical
leave.
T
J
B
B
Actually,
just
recently,
we
instituted
a
a
document
that,
when
it
was
emailed
to
every
officer
that
was
out
on
mis
and
it
was
also
sent
u.s
mail-
and
it's
also
in
a
poster
in
the
occupational
health
unit,
along
with
a
flyer
that
even
if
you've
come
in
the
last
month,
three
four
times
you're
going
to
get
a
copy
of
that
flyer.
Every
single
time
and.
T
So
here's
why
I
ask.
Last
year
we
received
the
petition
seeking
catastrophic
injury.
Pay
came
in
with
seven
names.
It
ended
up
not
being
seven
names
when
it
was
all
said
and
done,
because
several
of
those
officers
were
actually
not
even
retired,
they
were
still
receiving
full
pay
and
they
were
still
out
injured
and
they
were
allegedly
trying
to
get
back
into
the
force
yet
putting
their
name
to
paper
to
the
council
in
a
public
records
way
requesting
catastrophic
injury
pay
while
at
the
same
time
being
paid
under
the.
T
I
guess
guys
that
they
were
trying
to
get
back
to
the
police
force,
and
so
the
question
is
what
consequences
are
there
when
folks
have
no
intention
of
ever
coming
back?
And
I
think
for
viewers
who
are
watching
this?
It's
really
important,
because
when
you
go
out
on
disability
pay,
it's
a
70
of
your
salary.
It's
not
100,
and
so
there's
obvious
reasons
why
somebody
would
want
to
delay
that
inevitable
step
down
to
70
of
their
pay
if
they're
allowed
to
make
100.
T
But
the
reality
is,
as
I
understand
it,
that
time
that
we
give
folks
on
medical
leave
is
for
folks
who
are
actually
actively
trying
to
return
to
the
service
not
to
get
more
time
getting
100
of
their
pay.
Is
that
accurate,
correct,
okay,
and
so
are
there
consequences
for
folks
who
dupe
the
system
in
that
way?
Who
are
not
trying
to
come
back
but
are
trying
to
maximize
their.
B
B
They
evaluate
and
they
come
in
with
the
doctor's
note
and
his
doctor
says
well
with
he's
still
another
six
weeks,
eight
weeks
out
and
that's
that's
where
it
gets
frustrated
and
our
pocket,
because
our
hands
are
tied
at
that
point
you
know
they
have
a
doctor's
note.
We
have
one
doctor
saying
one
thing:
their
doctor's
saying:
nothing
we're
at
a
standstill.
All
I
can
say
is
that
we
keep
trying,
and
so
we
call
them
back
in
another
two
weeks
on
that
and.
T
So
I
guess,
because
I
think
we
have
the
same
goal
here
and
I'll
flip
it
back
and
then
it'll
come
right
back
to
me
in
a
second.
But
basically
the
reason
I
ask
is:
if
there's
no
penalty,
if
there's
no
way
for
somebody
to
have
any
sort
of
consequence
for
that,
I
think
anybody
would
try
to
stay
for
as
long
as
they
could
on
that.
T
B
T
Okay,
the
only
reason
I
said
is
because
if
we
want
to
get
a
different
reaction
or
a
different
result
is
going
to
need
some
changes
there.
So
I'm
going
to
kick
it
back
to
the
chair,
because
it's
coming
right
back
we'll
have
different
questions,
but
I
just
wanted
to
touch
on
that,
because
it
was
striking
to
me
that
we
had
officers
who
were
telling
the
boston
police
department
were
trying
to
come
back
to
the
force
while
also
requesting
from
the
city
council
full
catastrophic
injury
pay,
and
so
those
are.
T
Those
are
the
kinds
of
things
where
I'm
trying
to
figure
out.
Well,
how
can
you
be
telling
them
that
you're
coming
back
you've
got
some
doctor
and
you're
in
full
good,
conscious
trying
to
come
back
there,
but
then
you're
coming
here
telling
us
absolutely
not.
I
can't
do
it
at
all,
and
so
those
things
don't
add
up,
and
so
that's
that's
where
I
have
concerns
with
the
process
and
that
just
happened
last
year
and
some
of
those
names
are
now
up
this
year
for
the
very
same
benefits.
And
so
that's
that's
concerning
for
me.
A
D
A
A
A
B
All
salaries,
regardless
of
your
gender
or
ethnicity,
are
driven
by
collective
bargaining
agreements
and
pay
scales,
depending
on
your
longevity.
So
there
might
be
somebody
that's
first
on
as
a
new
recruit,
obviously
he's
not
making
as
much
as
somebody
that
might
be
dependent
on
for
like
25
years,
because
there
are
pay
scales
and
steps.
So
we
have
no
control
over
that.
B
A
lot
of
a
lot
of
the
salaries
are
further
compensated
through
overtime
and
detail,
so
that
that
is
a
variable
cost
and
that's
based
on
how
much
you
want
to
work.
Although
there
are
times
when
you're
ordered
in
mandated
and
as
far
as
details
details
is
basically
voluntarily.
You
know
it's
it's
off
when
you're
not
working.
B
It's
on
your
own
time,
and
you
know
we
have
some
offices
that
are
just
100
details
and
then
we
have
other
offices
that
just
do
100
overtime
and
then
we
have
a
mix
of
the
two,
but
I
think
it's
it's
based
on
whether
you
choose
to
to
work
that
overtime
or
choose
to
work
that
detail,
but
as
far
as
the
the
pay
scales,
that's
all
driven
by
the
years
of
service
year,
long,
your
longevity
and
your
education.
So
it's
it's
it's
all!
It's
there's
nothing!
A
Okay,
thank
you.
However.
The
the
population
for
the
demographics
is
only
37
by
poc,
meaning
like
latinos,
blacks,
asians,
everybody
of
color
all
in
one,
but
then
it's
63
white
and
then,
when
you
compare
that
to
the
demographics
of
boston,
boston
is
a
city
that
is
a
white
minority
city,
so
under
50
percent.
B
The
bpd
recognizes
that
the
the
the
classes
are
driven
by
the
civil
service
list
and
where
you
fall
on
the
civil
service
list,
but
we
we
did
michael
gaskins,
who
was
our
former
diversity
officer
he's
over
at
the
fire
right
now
did
heavily
recruitment
down
to
in
dunkin
donuts
would
see
a
young
gentleman.
There
gave
him
his
card,
hey.
Have
you
ever
thought
of
becoming
a
police
officer?
Here's
the
website
to
go
on
to
civil
service.
This
is
how
you
have
to
take.
The
service
all
starts
with
the
civil
service
exam.
B
We
recognize
that
we
want
to
have
a
force
that
represents
the
neighborhoods
of
the
city
and
that's
with
the
cadet
program.
So
the
cadet
program
is
is
instrumental
in
doing
this,
but
I
also
find
that
I
also
see
if
you
go
back
a
couple
of
classes.
The
last
three
four
years
each
class
has
getting
more
and
more
diverse.
B
But
you
could
see
that
it's
like
we
have
quite
a
few
contracts,
but
I'd
like
to
point
out
that
keeps
going
when
a
a
vendor
registers
in
the
city's
portal.
It's
a
lot.
It's
a
lot,
it's
six
minority
and
women-owned,
but
that
doesn't
necessarily
reflect
the
actual.
So,
for
example,
if
I'm
a
vendor
and
I'm
a
woman
owned
business,
if
I
don't
check
that
box
when
I
register
as
a
vendor
they're,
never
going
to
pick
me
up
as
a
woman
owned
business,
there's
a
box
that
you
check
on
the
vendor
profile
in
a
city's
portal.
B
That
will
ask
you
those
questions.
Are
you
disabled?
Are
you
a
woman?
Are
you
a
small
business
owner?
They
don't
check
that.
I
believe
the
city
through
the
new
vendor
supplier
department
that
has
been
recently
created
is
working
to
correct
that
not
correct
it
because,
for
example,
you
don't
have
to
provide
that
information
if
you
don't
want
to,
but
I
think
they're
trying
to
improve
that.
So
we
get
a
better
capture
of
how
many
small
businesses
there
are
minority
owned
women
owned,
locally
owned.
A
What's
tough
about
these
conversations
is
that
the
people
that
are
answering
them
are
not
necessarily
responsible
for
those
systemic
oppressive
structures
that
is
causing
these
problems,
and
we,
the
people
that
are
here
in
this
room,
probably
agree
that
it
needs
to
be
totally
different,
that
it's
systemically
racist,
that
it's
not
equitable
and
but
then,
when
we're
talking,
the
conversations
of
race
and
equity
is
extremely
hard
because
we're
we
all
have
sensitivities
around
it.
So
I
want
to
respectfully
say
that
I
recognize
this
and
I
I
don't
it's
not.
A
The
conversation
is
not
personal
to
those
in
this
room,
but
rather
a
collective
effort
for
the
council,
the
city,
the
mayor
and
the
department
to
work
together
to
make
these
changes.
And
as
long
as
we
agree
that
that
is
the
goal
and
we're
not
taking
it
personal
disrespecting
each
other
in
those
efforts,
then
I
think
that
we
can
make
progress.
B
I
I
agree
with
you
wholeheartedly.
I
mean
we
do
everything
we
can
to
make
sure
that
we're
in
compliance
and
in
our
efforts
to
get
more
local
businesses,
small
businesses,
minority
owned
business,
women,
businesses.
We
follow
the
city
guidelines
going
through
the
certified
list.
So
if
we
go
out
to
bid
for
a
contract,
we
put
it
out
for
public
bid.
B
We
also
go
down
the
certified
list,
that's
provided
by
the
city
and
if
there's
a
vendor
that
provides
the
similar
services,
we
also
mail
them
that
bid
or
tell
them
how
to
apply
on
the
portal.
We've
we've
participated
in
every
vendor,
fair
that
the
city's
had
at
the
bowling
building
prior
to
cobit,
and
we've
also
participated
on
several
onlines
that
we
recognize
that,
and
I
mean
one
thing
that
is
unfortunate.
B
A
A
Do
you
think
that's
enough
and
maybe
miss
laura
superintendent
bastian,
please,
in
terms
of
you,
know,
development
in
terms
of
increasing
equity
in
terms
of
engage
in
the
community
in
terms
of
all
the
mental
health
and
stuff
we're
talking
about.
Do
you
feel
that's
enough
to
run
facilities?
Do
you
have
enough
programming
these
contracts
that
I
see
for
youth
services
and
mental
health,
they're
very
small?
P
B
I
think
some
of
those
contracts
that
you're
referring
to
that
that
might
be
smaller
from
possibly
non-profits,
I'm
not
looking
at
it
directly-
might
be
a
result
of
some
of
the
grants
that
we
have
in
place
where
we
do
like,
for
example,
the
shannon
grant
is
one
grant
that
we
have
that's
that's
1.6
million
dollars
that
we
receive
every
last
year.
It
was
1.8.
B
A
So
if
we're
contracting
outside
of
boston
to
serve
boston,
you
know
what
I
mean
like.
Maybe
we're
we're
I
in,
and
I
hear
you
on
the
engagement
and
finding
services
and
finding
those
contracts
so
that
they're
local,
so
that
they're
include
inclusive
of
race
and
gender
right
and
lgbtqi
populations.
We
want
to
be
all-inclusive
right,
but
then,
if
they're
coming
outside
of
boston.
B
A
I
guess
an
issue
in
policy
right
because
we're
talking
about
that
the
officers
should
represent
the
demographics
that
they
serve
at
the
same
time,
we're
also
contracting
outside,
not
representing
the
demographics
that
is
being
served.
We
have
people
with
complexes
and
issues
and
superiority
issues
whatever
that
come
from
other
cultures
outside
of
boston
to
serve
inner
city
people,
and
we
know
that
these
services
disproportionately
impacts
black
and
brown
children,
and
so
in
that,
in
that
sense
I
think
the
conversations
about
changing
those
policies
is
warranted
here.
B
But
it's,
I
don't
think
it's
a
policy
counselor
with
all
due
respect.
I
think
it's
it's
it's
the
law
like,
for
example,
if
somebody
we
put
something
out
under
mass
general
law,
chapter
1,
149,
chapter
30
b-
it's
I
don't
think
it's
written
anywhere
as
far
as
the
law
goes,
that
where
we're
saying
you
can
only
offer
bids,
I
mean,
I
think,
that's
we're
saying
the
same
thing.
A
Thank
you.
I
know
everything.
It's
like
semantics
right,
like
we're,
saying
same
thing:
law
policy
protocols,
whatever
like
it's
not
written
somewhere
on
how
we
need
to
do
this,
so
maybe
that's
that
that
needs
accountability,
means
that
there's
a
certain
protocol
that
we
follow
and
that
we
are
saying
we
are
saying
you
know
this
impacts
black
and
brown
kids.
This
impacts
predominantly
roxbury.
This
is
why
b2
has
99
officers.
I
heard
right.
This
is
why
this
impacts
dorchester,
matapan
distant
packs,
black
and
brown
kids.
A
I
I
yield
my
time
I've
taken
over.
I
will
not
take
a
third
round
because
my
counselors
police
me,
my
colleagues
police
me
on
my
time
and
although
the
chair
I
have,
I
have
the
right
to
use
it
as
I
please,
but
I
will
not
this
third
round,
I
think,
will
do
three
to
five
minutes
tops
we
have
to
close.
We
have
another
hearing.
E
Thank
you
so
much,
madam
chair,
so
I
don't
want
to
belabor
the
the
issue,
because
I
think
councilor
has
done
a
good
job
at
that.
Having
the
conversation
around
the
minimum
staffing,
I
think
you've
answered
all
of
my
questions
related
to
that,
but
you
mentioned
that
there
you
know
that
there
were
decisions
that
were
made
and
I'm
wondering
who
are
the
people
in
the
room
specifically
like
at
whose
discretion
like
were
the
people
who
were
having
the
conversation.
You
said
that
there
was
data
that
was
considered
crime
stats.
E
G
I
just
wanted
to
know
who
the
answer
again
is
what
dude
there
is
a
mechanism.
I
mean
there
are
factors
that
are
considered
and
that
is
call
volume
in
patterns
of
crime
or
public
safety
that
are
reviewed
during
comstat,
which
are
reviewed
every
two
weeks
and
that's
the
entire
staff
and
all
the
district
commanders
and
all
the
specialized
unit
leaders.
E
Okay,
thank
you
so
much
now
I
want
to
talk
about
the
total
of
the
police
budget
and
some
hidden
costs
right,
so
the
police
department
right
now
has
the
budget.
I
think
at
396
million
budget,
for
example,
but
none
of
the
administration
and
finance
budget
health
insurance.
Any
of
that
is
included
in
that
budget
right,
and
so
when
you
include
that,
that's
correct.
Thank
you!
So,
when
we're
looking
at
that,
the
budget
is
upward
of
over
half
a
billion
dollars.
E
So
I
before
I
became
a
city
council,
I
was
a
non-profit
executive
for
a
decade,
and
so
I
understand
how
we
move
line
items
over
to
make
a
narrative,
and
I
think
it's
incredibly
important
for
transparency-
that
we
have
the
actual
number
for
what
the
boston
police
department
is.
So
how
much
do
you
have
in
the
administration
and
finance
budget
for
health
insurance
and
how
much
of
that
goes
to
the
boston
police
department
where,
in
the
budget,
are
the
payroll
taxes
and
additional
benefits
for
police
officers?
E
B
Basically
want
to
know
what's
the
fringe
rate,
that's
set
forth
by
the
city,
so
I
think
that
you
would
probably
want
to
engage
in
a
conversation
as
well
with
obm,
because
the
the
fringe
component
like,
for
example,
a
lot
of
times
people
forget,
they
have
fringe
benefits
when
they
when
they
go.
When
they
take
a
job,
you
know
there's
their
salary,
which
is
what
what's
in
here
and
then
there's
the
fringe.
J
B
They
do
have
they
have
certain
participating
costs
taken
out
of
their
paycheck
every
month,
such
as
their
portion
of
the
health
insurance,
okay,
their
portion
of
the
retirement,
so
that
is
taken
out
of
their
gross
earnings.
As
far
as
retirement
goes,
what
gets
taken
out
of
retirement
is
based
on
the
year
that
you
were
hired,
so
some
people
might
be
having
five
plus
two
taken
out
myself,
I'm
having
nine
plus
two
taken
out,
because
I
was
hired
back.
I
don't
I
don't
remember
but
anyway,
but
but
also
I
have
insurance
taken
out.
B
My
portion
so
part
of
the
benefit
of
being
a
city
employee
is
the
city's
picking
up
a
certain
percentage
of
your
health
insurance.
I
by
my
health
insurance,
my
portion
that
I'm
obligated
to
pay
based
on
what
the
city
will
kick
in
is
in
here,
but
the
city
based
on
what
the
benefit
package
that
they
offer
you
is
picked
up
by
the
the
other
city
portion.
Thank.
B
No,
the
fringe
benefits
are
set
for
what
the
fringe
rate
is
set
by
the
city
of
boston.
As
far
as
this
is
how
much
we'll
allocate
towards
medicare
health
and
retirement,
but
but
it's
it's,
it's
no
different
that
if
you
know
if
it
was
a
private
institution
or
non-profit
depending
on
the
benefit
package
that
they
off
offer,
you
they've
got
to
say:
okay.
Well,
we
offer
health
insurance,
but
you
have
your
participation
in
the
health
insurance
coverage
is
50.
The
city
has
a
added
benefit.
You
will
pick
up
the
other
50.
okay,.
E
Thank
you
so
much.
I
really
appreciate
that.
I'm
sure
how
much
time
do
I
have
four
minutes?
Thank
you
so
much
just
for
the
record,
I'm
not
advocating
for
a
decrease
in
your
benefits.
Obviously,
I
think
that
workers
deserve
to
you
know
receive
all
of
their
benefits,
their
friends
various
at
their
health
insurance,
but
am
I
advocating
for
a
decrease
in
the
police
budget?
Yes,
right,
one!
Why?
Because
I
think
you're
doing
too
much,
and
I
think
you
think
you're
doing
too
much.
E
The
answer
to
responding
to
crimes
of
poverty
is
not
more
police
officers.
It's
to
reduce
the
poverty
rate
right,
we're
talking
about
youth
violence.
The
response
to
that
is
programming,
prevention,
mediation,
it's
not
right.
So
all
of
those
things,
housing,
education.
All
of
the
things
that
we
know
right.
We
talked
about
this
intelligence,
driven
approach
to
the
way
that
you
do
policing
in
the
city
of
boston.
It
requires
that
we
look
at
data.
We
have
all
of
the
data
about
what
reduces
crime
in
the
city
of
boston.
E
You
are
not
required
to
solve
those
problems.
You
are
not
should
not
be
required
to
solve
the
problem
of
the
fact
that
people
are
homeless,
that
people
are
experiencing
trauma.
The
fact
that
you
know
schools,
poverty,
that's
not
your
job
to
do,
and
so
in
order
for
us
to
fund
those
it
needs
to
come.
We
need
to
stop
requiring
you
to
respond
to
those
issues.
E
That's
a
band-aid,
that's
not
actually
getting
at
the
root
cause,
and
so
my
hope
is
that
in
this
conversation
we
can
be
partners
in
that
conversation,
where
you
can
say
hey,
we
need
to
solve
those
problems
and
in
that
spirit,
and
my
other
colleagues
have
asked
this
of
other
departments,
and
so
I
would
ask
this
question
of
you.
Whoever
feels
confident
to
answer.
E
G
E
G
The
number
of
special
events
on
us
this
year
they're
adding
more
special
events
on
to
us
at
the
same
time
as
our
manpower
is
decreasing.
So
I
I
don't
know
how
you
get
around
over
time
without
reducing
some
of
those
special
events.
I
think
that's
a
huge
part
of
the
overtime,
for
example
the
boston
marathon,
and
I
I
understand
that's,
never
going
to
go
away.
That's
a
full
call
out.
That's
every
officer
in
the
world,
of
course,
in
the
department.
G
J
G
Example,
boston
calling
that's
a
three-day
event.
Over
memorial
day
weekend,
it's
going
to
take
30
officers
a
day,
that's
90
officers.
At
the
same
time,
you
have
the
red
sox,
it's
to
25
officers
a
day
again
saturday's,
a
double
header.
You
have
40
to
50
officers
committed
to
that
and
we
increase
manning
in
the
form
of
party
or
patrol
cars
to
ensure
that
they're
that
we're
increasing
our
ability
to
ensure
public
safety.
E
D
Another
area
that
you
touch
upon
the
partnerships
and
some
of
the
challenges
and
workload
that
we
have
to
help
our
community.
I
mean
I've
lived
here
all
my
life
city,
all
my
life
and
I've
observed
and
been
a
part
of
some
of
the
good,
the
bad
and
the
different.
But
I
think
it's
gonna,
you
know
the
adage
of
it
takes
a
village
to
raise
a
child.
It's
gonna.
Take
children
is
gonna,
take
the
same
village
to
save
our
children.
D
Right
and
and
saying
that
it's
going
to
be
a
full
call
out
for
everyone,
not
only
the
parents,
the
grandparents,
the
uncles,
the
cousins,
the
local
businesses,
local
state
federal.
This
is
a
this
is
a
scenario
pandemic.
That's
nationwide,
a
lot
of
the
urban
cities
that
have
a
disparity
of
neighborhoods
or
different,
disparate
neighborhoods,
and
no
different.
D
But
again,
partnerships
is
going
to
be
the
key
of
getting
this
this.
This
chat
this
task
accomplished
and
we
all
have
to
sit
down
and
work
together
with
this,
and
we
can
alleviate
some
of
our
responsibilities
and
it'll
be
a
trickle-down
effect
and
then
that
will
be
reduction,
responsibility,
reduction
of
the
use
of
officers
and
funding,
but
it
may
necessitate
the
transfer
of
that
save
funding
to
another
partner.
E
E
A
A
A
T
D
I
I
I
I
I
You,
madam
chair,
and
obviously
for
the
second
session.
If
we
could
ask
the
police
just-
and
I
think
it's
important
to
reiterate
the
number
of
9-1-1
calls
and
the
number
of
the
percentage
that
require
a
police
presence
and
again
at
the
end
of
the
day,
people
don't
want
you
until
they
need
you
right.
That's
kind
of
what
the
senses
that
we
have
and
when
we
call
we're
blessed
in
boston,
you
call
9-1-1
as
a
resident
and
taxpayer
within
a
relatively
short
period
of
time.
I
Blue
lights,
red
lights
or
orange
lights
are
at
your
door,
that's
across
the
city
and
I
think
our
response
times
probably
compared
to
other
cities.
Our
size
are
bigger,
are
much
better.
So
I
really
like
to
get
the
percentage
of
calls
that
come
in
through
911
and
that
that
require
boston,
police
presence.
There
could
be
a
fire,
but
it
requires
you
guys
to
to
block
the
traffic
or
to
open
up
a
lane
of
travel,
to
get
an
ambulance
in
etc.
That's
one
too,
to
lisa
chiropractic
services.
I
Once
again,
I'm
going
to
ask
your
department
to
help
us
put
pressure
on
the
city,
and
particularly
those
that
make
decisions
on
our
health
care
to
add
chiropractic
services
to
the
formulary,
which
will
help
return
men
and
women
on
the
job,
a
lot
faster
than
having
to
call
their
primary
care
to
get
a
specialist
to
get
x-rays
and
mris
when
they
just
need
an
adjustment,
and
they
could
get
back
to
work
that
afternoon.
I
think
that
will
save
us
a
lot
of
money
in
the
special
events
category.
I
I
G
G
So
you
have
to
put
an
officer
with
that
truck,
because
that
truck
is
only
as
good
as
an
officer
that
controls
that
truck.
So
that's
an
additional
manpower
requirement.
That's
absolutely
correct.
Okay
and
we've
done
that
last
couple
of
parades,
and
that
was
that
was
one
of
the
reasons
we
shot
in
the
st
patrick's
day
parade
because
we
had
so
many
trucks
we
could
put
at
so
many
intersections
and
so
many
police
command
and
staff.
So
it
does
affect
events
going
forward.
Yes,.
I
Okay
and
then
the
bureau
of
professional
standards
over
the
last
couple
of
years,
it's
been
a
it's
a
two
million
dollar
hack.
I
think
that
that
must
be
given
to
again
because
we're
putting
pressure
on
the
opat
side
of
the
house
are
we
being
are
we
asking
that
department
to
do
more
with
less
and
or
can
we
increase
that
in
a
resubmission
so
that
we
can
continue
with
the
standards
that
are
required.
X
X
I
I
think
the
administration
should
consider
maybe
increasing
that,
to
give
you
the
resources
you
need
and
does
any
any
correlation
to
the
body.
Cameras
have
because
it
looks
like
this
we're
seeing
a
decrease
in
the
complaints
is
that
relative
to
the
cameras
and
that
they
speak
for
themselves,
so
we're
seeing
less
of
complaints
coming
from
that
interaction
and.
I
X
X
And
then
we
have
to
do
all
of
our
cases
according
to
the
post
have
to
be
done
within
one
year
and
that's
kind
of
difficult
if
each
investigator
has
between
60
200
cases
to
do
and
those
cases
rapidly
come
in
every
day,
even
if
they're
minor
cases
and
we
get
a
lot
of
cases
that
are
from
other
police
departments.
So
we
get
complaints
from
people
saying
no.
I
was
stopped
in
boston,
but
they
weren't
stopped
in
boston,
but
their
complaints
come
to
us.
X
We
still
have
to
look
at
them
to
make
sure
they're,
not
boston
police
officers
and
then
send
those
out,
and
then
we
get
complaints
just
internationally
from
people
who
want
to
complain,
because
we
have
a
complaint
site
that
people
can
go
to
and
complain.
So
we
get
and
those
things
we
have
to
filter
through.
So
that
also
costs
time
for
the
investigators
to
kind
of
look
through
that
to
make
sure
that
there's
no
confusion
on
the
part
of
the
complaint
when
they
filed
a
complaint.
H
H
When
it
comes
to
our
police
force.
And
while
I
really
do
appreciate
the
efforts
that
are
being
made
it
is,
it
would
be
on
julia
mejia
to
not
state
that
there
needs
to
be
so
much
more
investment
in
the
diversity,
not
just
in
the
recruitment,
but
in
the
leadership
in
terms
of
who
is
making
decisions
about
how
we
police
here
in
the
city
of
boston,
and
I
think
it
is
really
important
for
us
to
underscore
the
investments
that
we
need
to
make
in
the
professional
development
right.
H
H
When
we
ask
questions
that
we
have
the
right
to
ask,
because
we
have
to
approve
this
budget-
and
I
just
also
want
to
be
really
clear-
that
I've
gotten
a
lot
of
insight
and
intel
from
police
officers
of
color
about
what
it's
like
for
them
to
be
on
your
force
and
how
difficult
it
is
for
them
to
show
up
and
how
damaging
it
is
to
their
social
and
emotional
well-being
when
they
have
been
passed
up
for
promotions
that
they
have
been
rightfully
and
prepared
to
assume.
So.
H
H
Trusting
relationships
in
the
city
of
boston
and
the
last
thing
that
I'll
say,
because
I
worked
on
the
dirt
bike
situation
and
our
hope
was
to
create
a
community
driven
process
where
it's
not
vilifying
the
young
people
who
are
committing
these
hideous
crimes
as
they've
been
characterized
as.
But
we
need
to
recognize
that
those
folks
need
to
be
involved
in
those
conversations
and
that's
part
of
community
engagement.
So
I
think,
if
we're
really
serious
about
that
work,
we
need
to
invest
more
in
it.
And
that's
all
I
have
thank
you.
Cheryl.
A
T
You
and
I'm
trying
to
keep
this
to
the
three
minutes
that
I
said
I
was
gonna,
try
and
keep
it
to.
I
remember
my
first
year
looking
at
the
police
budget
and
I
actually
requested
the
overtime
numbers
so
that
I
could
get
a
better
idea
of
how
much
we
are
spending
in
just
police
overtime
on
policing,
mass
and
cass,
which
has
been
sort
of
an
ongoing
issue
for
almost
a
decade.
Now,
what
are
the
numbers?
T
B
Right
now,
year
date,
as
of
april
29th,
mass
cast
hours
of
57
784
hours
up
20
compares
to
last
year.
I
use
the
average
hourly
rate
that
we
use
for
projection
purposes.
My
cost
as
of
april
29th,
which
is
an
average
cost
based
on
an
average
hourly
rate,
is
3.8
million.
I'm
predicting
that
we're
probably
going
to
hit
81
210
hours
by
the
end
of
fiscal
year,
22
for
a
total.
T
This
doesn't
even
include
what
it
costs
for
the
salary
of
the
public
defenders
we
get
assigned
to
them:
salary,
the
judges,
the
prosecution,
all
of
the
money
that
we
just
continue
to
put
into
these
addiction
issues
through
this
system.
When
we
talk
earlier
about
kendra,
counselor
lara,
essentially
speaking,
to
problems
that
are
beyond
your
abilities,
this
to
me
is
one
of
those.
This
is.
This
is
not
something
for
the
police
to
solve.
Okay!
T
Well,
if
you'll
just
let
me
finish
I'll,
let
you
go
and
tell
me
how
you'll
solve
it
in
a
second,
if
that's
where
you
want
to
go,
but
what
I
am
saying
is
that
money
and
I
recognize
that
there's
a
need
for
the
overtime,
but
for
me,
when
we
have
shortages
on
recovery
beds,
we
have
shorter
shortages
on
mental
health
beds.
We
have
shortages
on
housing.
G
T
T
What
we
really
want
to
do
is
go
stand
at
mass
and
cast
and
rack
up
overtime
hours,
you're
being
requested
to
be
there,
and
I
think,
there's
actually
been
valid
things
there,
whether
it's
the
sex
trafficking
that
we've
seen
or
the
homicides
that
we've
seen
or
the
stabbings
that
we've
seen
that
require
police
response.
So
I'm
not
trying
to
lay
this
at
your
feet.
What
I'm
saying
is
to
me
for
the
city.
It
is
a
failure
that
we
are
continuously
spending
millions
of
dollars
to
try
and
do
this
this
way.
T
T
We
should
be
rededicating
that
money
to
alternative
solutions,
because
I
can't
tell
you
how
frustrating
it
is
to
have
folks
who
are
in
jail
cells
and
not
because
you
put
them
there
so
we'll
be
clear.
Obviously
they
got
there
through
a
rest,
but
they
got
there
usually
because
there
was
some
other
auxiliary
or
adjacent
thing.
That
happened
whether
it
was
violent,
whether
it
was
some
kind
of
disruptive
property
or
something
like
that,
not
simply
because
they
were
addicted
on
the
streets.
T
That's
because
we're
here
speaking
to
the
administration
as
well-
and
I
want
them
to
be
clear
that
we're
continuing
to
see
increases
in
what
we're
asking
you
to
do
there,
even
as
we
tell
you
that
we
don't
want
you
to
be
there,
and
so
that's
that's
the
problem.
I
see
it's
not
a
question
about
whether
or
not
you
have
somehow
done
something
incorrectly.
That's
not
what
I'm
trying
to
say-
and
I
want
to
be
clear
about
that.
So
I'm
happy
to
give
you
any
time.
If
you
want
to
just
make
sure
that's
it
yeah.
T
And
I
believe
that
I've
actually
had
officers
who
I
don't
see
them
here,
but
officers
who
are
working
out
there,
who
are
fully
aware
that
this
isn't
that
they're
trying
to
be
part
of
a
solution
here
in
a
real
way,
that's
community
oriented
and
getting
folks
into
treatment.
So
I
don't
want
to
suggest
in
any
way
shape
or
form
that
somehow
this
is
something
that
bpd
is
continuing
to
do.
T
I
think
it's
at
the
directing
direction
of
administrations,
all
three
of
the
administrations
and
I'm
trying
to
make
it
very
clear
where
I
want
to
see
that
money
go
because
I
don't
think
we're
spending
it
well,
when
we
do
this,
the
last
part
I'll
say,
is
about
investigations.
We
have
pending
investigations
and
part
of
the
issue.
T
T
We're
actually
investigated
and
reported
to
federal
authorities
by
the
boston
police
department.
So
I
want
to
be
clear,
however,
that
there's
not
a
trust
in
the
processes
and
patrick
rose
is
a
perfect
example
of
this.
What
faith?
What
do
I
tell
folks-
and
this
is
a
genuine
question-
what
am
I
telling
folks
on
the
streets
when
they
ask
me?
How
do
we
have
faith
in
the
boston
police's
internal
investigation
process,
when
somebody
like
patrick
rose
is
allowed
to
be
there
for
20
years?
T
How
do
we
know
that's
not
going
to
continue
by
the
way,
not
a
boston
police
department's
sole
issue?
We
had
this
with
mission,
hill,
schools
and
bps,
and
so
what
is
the
response
that
you
would
give
to
folks
about
what
checks
or
balances
or
changes
in
the
structure
we
have
created
so
that
someone
like
patrick,
rose
somebody
accused
of
something
like
that,
something
that
has
come
to
the
knowledge
of
the
department
isn't
able
to
continue
to
serve
on
the
streets?
How
do
we
give
folks
that
reassurance.
D
T
And
I
just
want
to
be
clear:
I'm
very
aware
that
it's
not
the
nora
bassin
does
fantastic
phenomenal
work.
There's
folks
in
the
forest
doing
phenomenal
work
every
day.
What
I
am
trying
to
get
to
is:
how
do
we
help?
How
do
I
help
you
get
the
resources
you
need
to
deal
with
those
internal
investigations,
because
to
me
when
I
am
calling
and
asking
what's
going
on
with
this
investigation,
it's
going
two
years,
and
I
can't
talk
about
it-
we're
not
going
to
bring
you
any
information
on
that.
I
can't
talk
about
it
cool.
T
O
D
2014
through
2019,
I
was
both
the
assistant
bureau
chief
and
bureau
chief
of
professional
bureau
professional
standards
to
include
internal
affairs
and
anti-corruption,
the
I
think,
the
most
help
or
assistance.
I
should
say
that
that
bureau
needs
from
the
city
is
to
increase
the
investigative
power
they've
been
understaffed
for
decades,
and
my
colleague,
here,
deputy
superintendent
dawn,
had
mentioned
that
the
number
of
cases
that
come
in
annually,
which
is
very
similar
to
what
I
would
experience.
D
However,
the
one
thing
that
she
has
continued
to
work
hard
on
is
reducing
those
old
legacy.
Cases
that
have
been
kicking
around
for
several
years
and
one
of
the
problems
is
that
we've
been
understaffed
period.
Where
you
know
we
don't
have
the
bandwidth
to
do
that
within
90
days,
and
now
the
post
commission
wants
us
to
complete
it
in
a
year
which
still
may
not
be
enough
time.