►
Description
Dockets #0929, #0933, #0935, #0936, and #0937 - Various grants awarded by MA Executive Office of Public Safety and MA Department of Mental Health to be issued to the Boston Police Department.
A
A
Talking0929-0933-0935
and
0936
in
0937,
the
committee
will
hold
the
various
Public
Safety
grants
award
by
the
mass
Executive
Office
of
Public
Safety
and
mass
development
of
Mental
Health.
Today
this
today's
hearing,
I'm
going
to
give
the
breakdown
the
docket0929
is
a
message
in
order
authorizing
the
city
of
Boston
to
accept
and
expend
four
million
dollars
in
the
form
of
a
grant
for
fiscal
year.
23
Public
Safety
answering
Point
support
and
incentive
Grant
awarded
by
the
mass
Executive
Office
of
Public
Safety
administered
by
the
police
department.
A
The
grant
will
fund
costs
associated
with
providing
enhanced
9-1-1
services,
talking
nine
zero,
zero,
nine
three:
three
sorry
dark
at
zero:
nine,
three
three
message
and
Order
authorizing
the
city
of
Boston
to
accept
and
expend
the
amount
of
413
890
in
the
form
of
a
grant
for
the
fiscal
year.
23
State
911
training,
Grant
awarded
by
the
mass
Executive
Office
of
Public
Safety
and
Security
to
be
ministered
by
the
Boston
Police
Department.
A
The
screen
will
find
the
training
and
certification
of
enhanced
911
telecommunications
staff.
Talk
at
0935
messaging
order
authorizing
the
city
of
Boston
to
accept
and
expend
the
amount
of
100
67
000.
In
the
form
of
a
grant
for
fiscal
year,
23
Crisis
Intervention
team
training
and
technical
assistance
center
awarded
by
the
Mass
Department
of
Mental
Health
to
be
administered
by
the
police
department.
A
The
grant
will
fund
the
implementation
and
Staffing
of
a
CIT
Dash
ttac
through
Boston
police,
Street
Outreach
unit
and
Academy
Target
90936
message
and
Order
authorizing
the
city
of
Boston
to
accept
and
expand
the
grant
to
the
amount
of
100
6
000
575
000
in
form
of
a
grant
for
the
fiscal
year.
23
dmh
co-response
Grant
awarded
by
the
Mass
Department
of
Mental
Health,
to
be
administered
by
the
Boston
Police
Department.
A
The
grant
will
fund
a
full-time
recovery,
coach
forensic
peer
specialist
to
assist
the
BPD
offices
with
Hub
meeting
cycle,
Citywide
target0937
message
in
order
authorizing
the
city
of
Boston
to
accept
and
expend
the
amount
of
one
hundred
thousand
dollars
in
the
form
of
a
grant
for
fiscal
year.
23
dmh
training,
Grant
awarded
by
the
Mass
Department
of
Public
mental
health
to
be
administered
by
the
police
department.
A
The
grant
will
fund
overtime
costs
to
backfill,
Crisis,
Intervention
team
training
and
other
Mental
Health
Training
for
offices,
and
all
of
these
men
is
responsive
by
the
Wu
Administration
and
referred
to
the
committee
back
on
August.
The
10th
and
I
know
that
we're
joined
here
we
have
a
couple
folks
of
them.
My
sheet
is
only
identifying
Jenna
Savage
deputy
director
of
research
and
development
at
BPD
and
Christina
Christopher
marconis,
director
of
quality
assurance
operations
at
BPD,
and
so
we're
also
joined
by
who
else
who
am
I
missing
Japanese
soup.
A
It
thank
you
comment
so
with
that
I'll,
throw
it
right
over
to
the
administration
to
just
identify
and
we'll
take
them
one
at
a
time,
starting
at
Target,
zero,
nine,
two
nine!
So
whoever
is
best
suited
to
address
these
dockets.
You
have
the
flow.
C
Good
morning,
Mr
chair
good
morning
councils,
ladies
and
gentlemen,
the
first
docket
is
a
911
support,
Grant
and
the
amount
of
four
million
dollars.
It's
an
annual
Grant,
that's
awarded
to
the
city
by
the
Executive
Office
of
Public
Safety
and
Security
State
911
Department,
that
Grant
assists
the
city
more
specifically
the
Operations
Division
of
the
Boston
Police
Department,
with
funding
our
ongoing
technology
upgrades
the
support
agreements
for
a
computer-aided
dispatch
system,
the
cad
system,
which
is
the
the
backbone
of
the
911
response
system
in
the
city.
C
C
These
funds
are
also
pivotal
in
allowing
us
to
purchase
equipment
for
the
operators
and
the
dispatchers
up
in
the
Operations
Division
and
throughout
EMS,
and
fire
alarms
such
as
ergonomic
Chairs,
furniture
and
desk
desk
accessories
for
them
to
do
their
jobs,
and
it
also
backfills
or
I
should
say
subsidizes
some
of
the
salaries
up
there
for
the
employees,
and
it
is
an
annual
Grant.
It's
based
on
call
volume
and
population.
C
A
So
if
I
may
just
take
this
opportunity
to
inject
this,
the
concern
that
this
body
has
we
talked
about
a
little
bit
through
the
budget
process
in
terms
of
the
number
of
9-1-1
operators
that
you
have
the
burnout
Factor
the
hours,
the
stress
all
those
sort
of
I
guess
the
the
variables
that
go
into
that
function
very
important,
highly
stressful
job
and
environment,
and
they
seem
to
be
some
of
our
lowest
paid
city.
Employees
and
I
got
as
chair.
A
I
got
to
be
honest
with
you,
an
honor
for
me
to
sort
of
move
these
forward.
Why
we
got
to
talk
about
the
schedule
first,
in
good
conscience,
as
the
chair
I
can't
continue
just
to
fund
programs
and
apartments
where
we
have
an
address.
So
can
you
just
tell
us
what
what
a
911
call
Operator?
What
is
their
schedule
right
now
and
why
don't
they
get
weekends
off
ever?
That's
a
problem
for
me,
you're
asking
me
right
now
to
give
you
four
million
dollars.
A
I
gotta
tell
you
Chris,
unless
you're
telling
me
that
we're
now
going
to
go
to
a
system
that
our
Boston
police
have
in
our
Boston.
Firefighters
have
in
our
Boston
EMS
app
where,
as
employees
at
least
they
get
a
weekend
every
so
many
weeks,
our
911
operators
don't
get
weekends
off.
I
agree:
I
have
a
huge
problem
allowing
us
to
go
forward.
So
please
someone
on
that
side
of
the
table.
Tell
me
when
our
911
operators
are
going
to
get
a
weekend
off.
Okay,.
C
So,
first
of
all,
first
of
all,
I
wholeheartedly
agree
with
you
Mr
chair.
This
has
been
a
problem
in
the
making
for
many
years,
I
will
say
that
we
just
reached
a
settlement
agreement.
The
city
of
Boston
did
with
the
union
and
and
with
the
folks
up
in
the
901
Operations
Division.
The
Wu
Administration
has
been
extremely
supportive
of
this
agreement.
Part
of
that
agreement
is
to
move
toward
a
forearm
two-day
off
schedule
for
the
911
operators
and
dispatchers
up
in
the
Operations
Division
of
Boston
police.
C
That
will
give
them
a
rotating
schedule,
similar
to
that
of
police
officers,
currently
they're
on
a
five
day
on
two
day
off
fixed
schedule,
which
you're
absolutely
right.
Most
of
our
Junior
employees
do
not
get
weekends
off.
They
are
scheduled
for
days
like
Tuesday
and
Wednesday
or
Wednesday,
and
Thursday
is
their
fixed
days
off
and
I
agree
with
the
whole
highly
I.
Think
it's
unconscionable
I
think
the
job
is
too
stressful
to
be
working
five
days
straight.
It
should
be
four
days
straight.
Is
someone
who's
done?
C
The
job
previously
I
totally
concur
with
you,
myself,
Deputy
superintendent,
Curry
and
the
other
members
of
the
administration
been
fighting
for
this.
For
several
years
now,
I
will
say:
we've
made
substantial
progress.
We
now
have
an
agreement
in
place
to
not
only
move
toward
that
schedule
once
we
have
the
Staffing
available
for
that,
but
also
give
significant
pay
increases
to
those
Folks
up
there
doing
the.
A
C
We
are
currently
short
22
22,
911
operators,
which
is
which
is
just
it's
not
sustainable.
If
we
were
fully
staffed,
we
would
have
62.
that's
what
we're
budgeted
for.
C
We
have
some
severe
constraints
within
the
police
department,
with
the
Human
Resources
Division,
where
we've
been
unable
to
get
the
hiring
done
as
quick
and
as
efficiently
as
we'd,
like
their
short
staffed
as
well,
and
we
recognize
them.
This
is.
This
is
a
huge
issue.
We
need
to
continue
to
recruit,
recruit
in
all
different
communities.
The
deputy
and
myself
have
done
several
career
fairs
in
different
communities
and
have
been
out
there
in
the
community
trying
to
recruit
people
across
the
city
to
become
911.
A
Respect
it's
real
hard
to
recruit
when
they
don't
get
weekends
off.
There's
no
quality,
hey
we'd
love
for
you
to
join,
but
just
want
to
let
you
know
until
you
work
for
15
years,
you're
not
going
to
get
a
full
weekend
off,
so
anyone
that
wants
to
be
with
their
families
on
the
weekend
or
maybe
take
a
vacation
or
spend
time
with
your
child
down
at
the
ball
field.
This
isn't
the
job
for
you
is
that
is
that
in
the
job
description,
because
that's
what
the
job
is
I.
A
Yep,
so
it's
like
we're
we're
chasing
our
Tia
like
we're
they're
we're
understaffed,
we're
they're,
the
the
okay.
This
pay
isn't
significant
they're
overworked,
oh
by
the
way.
On
top
of
all
of
that,
all
of
that
great
news,
you
don't
get
weekends
off
yep.
So
is
that
so
please
tell
me
that
that
that
problem's
fixed,
it
seems
like
we're,
making
progress
but
yeah
again
sending
a
check
sending
this
grant
for
four
million
dollars,
and
we
still
folks
don't
have
weekends
off
well.
A
Been
what's
been,
the
what's
been
the
impasse?
What's
the
so
I,
so
I'm
boost
standing
in
the
way
of
no.
This
is
not
a
good
idea.
A
We
do
not
want
our
911
operators
to
have
weekends
off,
but
we
want
to
bargain
these
other
issues,
but
that's
not
an
important
issue
who,
on
that
side
of
the
day,
I,
would
like
to
meet
that
person
that
doesn't
think
that
it's
appropriate
for
a
quality
life
issue
for
a
city,
employee,
who's,
doing
phenomenal
work
yep
and
not
even
to
mention
the
the
operator
that
we
had
that
actually
stayed
on
the
phone
and
they
found
a
guy
in
between
a
wall
over
at
the
Back
Bay
train
station.
A
Absolutely
that
call
drops
or
or
the
operator
hangs
up
on
that
call
yep
probably
don't
find
that
individual
until
they
renovate
that
station.
You
know
who
knows
50
years
from
now,
yep
exactly
but
I
mean
they're
doing
like
Miracle
work
right
they're
under
real
tough
conditions.
We
should
be
rolling
out
the
red
carpet
to
make
sure
that
that
is
properly
funded
properly.
So
it's
a
critical
function
for
our
city,
yep
I
agree
and
we
seem
to
be.
We
seem
to
be
ignoring
them.
A
Deputies,
yeah
and
that's
makes
make
this
perfectly
clear.
I
know
the
folks
that
are
in
front
of
me
have
been
have
been
staunchy
advocates
for
the
men
and
women
that
are
working
alongside
of
you
in
an
interview
and
around
you,
it's
the
frustration
that
I'm
I'm.
Having
is
that
we
know
the
great
work
that
they
do:
they're
highly
trained,
they're
they're,
no
one's
talking
over
there
they're
constantly
showing
up
because
of
their
passion
and
their
love
and
commitment
to
our
city
and
also
for
their
passion
for
helping
people.
A
It's
now
our
turn
to
help
them
and
give
them
a
quality
of
life
and
some
some
some
support
staff
and
some
pay
that
will,
you
know
we'll
keep
keep
it
the
position
competitive
because
we're
losing.
Let
me
just
ask
you
how
many
folks
have
left
the
job.
B
A
People
have
left
the
job,
do
we
do
exit
interviews?
We
do
some
exit
interviews
and.
A
We
collectively
need
to
solve
that
problem,
yes
and
it,
and
we
saw
something
on
paper
the
other
day,
but
they
had
a
the
wave
The
Residency
requirement
right
away.
We
don't
have
to
waive
the
residence
requirement.
We
have
to
address
these
underlying
issues
so
that
these
positions
are
attractive
and
competitive
so
that
we
don't
lose
bright,
talented,
committed,
dedicated,
passionate
people
to
other
9-1-1,
that's
probably
where
they
go
of
the
57
people
that
left
Deputy
superintendent
did
they
go
to
sort
of
other
similar
type
of
positions.
A
A
Where
they
felt
that
they
were
appreciated
and
they
got
a
weekend
off
and
they
may
get
a
little
bit
more
pay
and
I
mean
I.
Think
I
think
it's
it's
a
calling.
It's
a
passion,
it's
commitment!
It's
an
it's
sort
of
a
niche
thing.
You
either
you
either
want
to
be
in
that
situation,
911
your
call
and
then
and
it's
and
then
on
the
other
end
of
the
phone.
You
don't
know
what
that
next
call
is
going
to
bring
that's
a
special.
That's
a
special
person
special.
A
To
be
supporting-
and
it
seems
like
we
as
a
city
have
been
kind
of
neglecting.
You
know
that
employee
all
unsung
heroes
that
do
they
play
a
role
just
like
our
police
officers,
just
like
our
firefighters,
just
like
our
EMS
but
they're,
an
integral
part
of
Public
Safety
in
our
city
and
I,
just
seem
to
think
that
they've
been
sort
of
I,
don't
know
if
the
words
ignored-
or
you
know,
if
there's
I
agree
with
Union
collective
bargaining,
things
so
and
so
I
guess
history.
How
do
we
help?
A
How
do
we,
as
a
council,
help
you
guys
make
this?
You
know
a
highly
competitive
environment
where
we're
one
appreciating
and
respecting
the
work
that
they
do
for
the
city
and
two
we're
listening
to
their
concerns
around
pay
and
additional
support
staff
and,
of
course,
that
balance
that
you
spent
between
work
and
and
family
life.
So
that's,
that's
my
two
cents,
I!
Don't
know,
council
president
wants
to
add
into
how
we
feel
that
our
911
operators
have
been
treated.
D
D
I
would
Echo
what
my
colleague
the
chair
of
the
Public
Safety
Committee
has
mentioned,
and
that
is
making
sure
that
our
911
operators
are
treated
feeling
and
I
won't
go
into
the
same
level
of
details
that
the
chair
has
mentioned,
but
I
strongly
support
him.
100
percent
and
in
the
in
in
Council
of
Flaherty,
is,
is
doing
this
based
on
his
years
of
experience
working
on
this
issue,
and
we
we
know
we
can't
run
a
city
effectively
and
manage
Public
Safety
operations
effectively.
D
C
C
They
work
generally
they're
40
hours
and
then
with
overtime,
particularly
now
with
the
staff.
Insurance
has
been
an
unsustainable
amount
of
mandated
over
time
for
these
folks
and
the
in
their
and
they're
commonly
working
16
hours
a
day.
C
Days
a
week,
some
of
them
four
or
five
days
a
week
generally,
the
average
is
probably
three
days
a
week.
D
So
in
theory,
you
could
be
working
16
hours
a
day,
five
days
a
week,
so
you're
going
home
after
a
16-hour
period,
you're
sleeping
for
six
hours,
you're
getting
up,
you're,
getting
changed
and
showered
and
then
you're
going
right
to
work
without
any
time
with
your
spouse.
With
any
time
of
your
children,
unconscionable
I,
agree,
unconscionable
I
did
that
when
I
was
in
military,
but
this
should
not
be
the
case
in
the
civilian
community.
D
It's
it's
a
recipe
for
Burnout.
Yes,
it's
a
recipe
for
stress
and
problems
at
home
as
well
divorce
or
or
or
other
issues.
What
are
we
seeing
on
Mental
Health
counseling
from
your
team.
C
So
we
do
have
a
peer
support
program
that
that
isn't,
that
is
in
existence
now
for
our
staff.
We
do
need
to
expand
that
more
there's,
probably
some
need
for
some
funding
for
that.
We're
in
the
process
of
the
Deputy
superintendent
has
been
working
on
a
quiet
room
up
there,
where
the
operators
and
the
dispatchers
and
can
go
and
sort
of,
relax
and
and
kind
of
you
know,
digest
after
a
long
call
or
something
a
stressful
event.
C
That's
become
sort
of
a
new
normal
standard
across
the
country
for
901
centers
and
then
we're
also
working
with
you
know
the
city's
employee
assistance
program
and
with
other
folks
in
the
department
to
make
sure
that
folks
get
the
counseling
or
help
that
they
need,
because
it
is,
as
you
said,
it's
a
stressful
job.
There's
a
lot
of
vicarious
trauma,
a
secondary
trauma,
that's
associated
with
the
work
they
do.
It's
now
being
recognized
across
the
country
professionally.
As
as
an
issue.
D
So
if
you
work,
you
shift
your
eight
hour
shift
in,
and
maybe
you
have
to
do
something
that
you
plan
with
your
spouse
or
your
child.
You
have
to
take
your
kid
to
his
after
school,
her
after
school
program
at
seven
o'clock
at
night,
and
you
tell
your
supervisor,
you
know
I'm
not
going
to
be
able
to
work
that
double
shift
tonight.
I
I
have
I
have
to
do
something
with
my
family.
C
Well,
generally,
they're
told
you
know
if
they're
mandated
to
be
there
because
we're
short
of
Staffing
they
have
to
stay.
You
know,
we've
been
the
Department's
been
pretty
lenient
as
far
as
we
haven't
been
disciplining
folks,
if
they
do
have
an
obligation,
they
need
to
leave
and
we
try
to
fill
this
the
shift
as
best
as
we
can.
D
C
And
it
also
adds
to
the
wait
time
for
folks
trying
to
call
9-1-1,
particularly
if
it's
a
busy
weekend
or
something
going
on
in
the
city.
It's
become
very
challenging
to
staff
the
shifts,
particularly
on
holiday
weekends,
busy
weekends
and
and
adequately
staff
them
for
the
volume
that
we
presently
receive
in
the
city
and.
D
That's
and
that's
definitely
the
time
when
you
do
need
yes
need
them
on
the
weekends
and
on
holidays,
holidays,
yep,
well,
I
I
would
so
my
I
guess.
My
final
question
is
on
this
is:
if
we
approve
this
and
I
know,
console
Flaherty
will
follow
this
closely.
If
we
approve
this
is
then
is
this
issue
over?
Is
it
dealt
with,
then
everyone
works
40
hours
a
week,
no
double
shifts,
and
and
then
we
have
a.
We
have
an
operation,
that's
running
smoothly
and
effectively,
or
do
we
still
have
more
problems?
No.
C
We
still
have
issues
to
deal
with.
The
big
step
in
forward
is
the
settlement
agreement
that
was
just
agreed
to
with
the
union
and
the
administration.
That's
going
to
go
a
long
way
to
hopefully
attracting
folks
back
to
this
job
and
to
this
to
this
service
and
also
retaining
folks
scheduling
is
addressed
in
there,
pay
is
addressed
in
there
shift
differential
for
working
nights.
Overnights
is
addressed
in
there.
C
There
are
other
issues
up
there
that
need
to
be
dealt
with
both
structurally
in
in
this
there
was
the
department
commissioned
a
report
back,
was
it
2020
or
2021
that
outlined
a
lot
of
the
issues
in
the
Operations
Division
and
put
a
blueprint
forward
for
what
the
city
needs
to
do
in
order
to
have
a
modern,
9-1-1
Center
and
we're
working
off
that
report
and
the
recommendations
in
that
report
to
move
things
forward.
C
Concerned,
yes,
I
would
say
that
we
got
by
through
the
summer
by
the
skin
of
our
teeth,
literally.
C
Luckily,
we're
moving
into
the
cool
of
fall
months
and
call
volume
tends
to
decrease
going
into
the
winter.
The.
D
The
the
increase,
though,
is
significant
during
the
summertime.
Correct,
that's
a
that's
a
concern
for
me:
we
have
a
a
new
neighborhood.
Obviously
the
South
Boston
Waterfront
I
understand
that
a
lot
of
those
the
response
time
has
been
significant,
significantly
increased
over
the
summer
and
then,
as
as
businesses
are
coming
back
to
the
city
and
the
city
is
opening
up
the
the
level
of
traffic
on
the
streets
as
well.
D
C
We
have
we
have
the
breakdown,
the
languages,
we
have
a
significant
proportion
that
speaks
Spanish.
We
also
have
a
fair
amount
that
I
speak
Haitian
Creole.
We
did
have
one
that
spoke
Mandarin,
that's
since
left
the
service
and
that
that's
that's
the
majority
of
languages
that
have
spoken
presently
so.
D
You
don't,
and-
and
so
you
don't
have
anyone
that
speaks
Cantonese,
not
that
I'm
aware
of
no,
you
don't
have
anyone
that
speaks
Vietnamese
Vietnamese
no,
and
so
let
me
let
me
just
highlight
and
I
think
you.
You
know
this
as
well,
but
just
for
the
audience
for
their
for
their
knowledge.
D
We
also
have
a
large
Vietnamese
Community.
As
you
know,
in
Dorchester
many
of
them
many
of
the
cantonese-speaking
people,
don't
speak
any
English
at
all
right.
Many
of
them
are
seniors,
I
I
know
because
I
represent
them.
I
have
three
women
on
my
staff
and
they
speak
Cantonese
fluently,
so
I'm
receiving
calls
all
over
the
city.
D
So
how
does
an
elderly
person
that-
and
we
saw
a
rise
of-
we
saw
a
rise
of
hate
crimes
against
the
Asian
Community
against
seniors,
especially
woman,
elderly,
elderly
woman.
So
they
call
the
police
they.
They
can't
speak
the
language.
The
operator
can't
speak
Cantonese.
D
What
is
our?
What
is
our
solution?
I
I
know,
I
know
we
can
call
this
number
and
try
to
figure
something
out,
but
it's
that's.
That's
a
big
time.
Time
wait
as
well
and
there's
a
lot
of
logistic
challenges,
as
you
know,
as
as
it
relates
to
that
system.
So
why
can't
we
are?
Are
we
trying
to
hire
people
that
speak
other
languages?
Yes,.
C
As
a
matter
of
fact,
this
new
settlement
agreement
that
we
just
executed
does
have
a
language
incentive
bonus
for
folks
that
speak
a
language
other
than
English.
C
We
are
always
looking
to
hire
folks
that
speak
more
than
one
language,
particularly
language,
other
than
English
and
expand.
The
diversity
of
the
language
is
offered
in-house,
as
opposed
to
utilizing
that
that
interpreter
service
that
you
refer
to,
which,
while
good,
is
cumbersome,
it
does
take
some
time
to
get
somebody
on
the
phone
it
could.
You
know,
take
up
to
a
minute
or
two
to
get
somebody
on
the
phone
for
the
correct
language
and
I
know
the
deputy
superintendent
did
a
job
fair
in
Chinatown.
Yes,
was
a
job
fair
in
Chinatown
done.
C
Was
it
last
year
to
recruit
folks
over
in
that
Community
to
take
these
jobs
as
911
call
takers
and
dispatches
we're
hoping
with
an
eventual
change
in
schedule
and
some
some
upgrades
to
the
pay
that
that
may
help
recruit
folks
we're
always
looking
to
expand
our
diversity
up
there
on
the
diversity
of
languages,
I've
spoken
in
the
center,
no.
D
Thank
you
thank
you,
superintendent,
and,
if
I'd
like
for
us
to
do
another
job,
fair
in
Chinatown,
I
can
certainly
help
my
staff
can
help
I'll
be
glad
I
think
we
need
to
make
it
a
priority
to
have
at
least
one
person
on
the
team
that
speaks
Cantonese
and
one
person
on
the
team
that
speaks
Vietnamese.
Council
of
clarity
has
a
very
good
relationship
with
both
the
Canton
with
the
Cantonese
speaking
Community,
the
Chinese,
but
also
especially
with
the
Vietnamese
community.
D
So
when,
and
we
know
that
you
know,
we
want
to
make
sure
our
constituents
have
Fair
access
equal
access
as
anyone
else
and
that's
my
goal
as
a
district
council
and
I.
Certainly,
it's
console
flowery's
goal
as
well.
So
again,
thank
you.
I'm
willing
to
work
with
you
on
the
job,
fair,
okay
and
appreciate.
A
C
A
We
all
recognize
that
this
is
a
serious
issue,
yes,
and
that
we
need
to
solve
it.
What
we
need
to
do
in
partnership
with
the
mayor
is,
we
need
to
get
in
the
room
real
soon
before
the
next
budget
cycle,
and
you
folks
need
to
tell
us
what
you
need
in
the
budget:
okay
bells
and
whistles
Yep.
This
is
unacceptable.
Yep.
D
A
A
Any
police
budget
I
want
to
first
thing
I
want
to
hear
is
what
are
we
911
for
we'll
stop
we're
going
to
start
with
9-1-1
and
then
we're
going
to
go
to
the
different
units
and
divisions
and
stuff
like
that?
It
doesn't
seem
like
the
resources
are
trickling
down,
so
the
time
that
the
person
makes
the
call
9-1-1
your
calls
being
recorded
right.
How
can
I
help
you
right?
Those
folks
are
getting
crumbs,
yeah.
E
A
One
thousand
dollars
a
year,
16
hour,
shifts
no
weekends
off
who,
in
their
right
mind
wants
that
job.
That
wants
to
maintain
a
balance
of
family
and
relationship,
correct
and
so
again,
not
to
belabor
the
point.
This
is
a
problem,
that's
a
problem
for
me.
It's
obviously
a
problem
for
folks
that
work
over
there.
You
guys
have
a
front
row
seat
for
it.
So
we
need
to
be
proactive.
The
next
budget
cycle,
if
I,
don't
see
significant
increases
in
Staffing
pay
schedule,
improvements
on
the
scheduling
and
good
faith
and
conscience.
A
C
It's
people
around
911
I
can
tell
you
as
long
as
I'm
there
and
as
long
as
Deputy
superintendent
Curry
is
there.
You
will
see
that
we
will
advocate
for
that.
We've
been
advocating
tirelessly
for
these
folks
up
there,
and
you
know
it's.
It's
been
a
long
year
or
two.
There
were
other
bottlenecks
administratively
in
the
department
that
we've
hit,
but.
A
Now
this
needs
to
happen
and
then
just
to
Deputy
superintendent,
the
the
folks
that
have
if
they
have
a
difficult
shift,
they
can
go
into
a
quiet
room
or
is
they?
Is
there
unlimited
resources
or
are
they
capped
at,
like
so
many
hours
of
I,
guess
on
the
on
the
I
guess
on
the
mental
health
side?
A
So
if
you
have
a
911
operator
that
has
had
gone
through
a
traumatic
call,
they
clearly
have
an
opportunity
to
go
into
the
quiet
room
while
they're
on
shift
just
to
kind
of
absolutely
debrief
and
stuff,
and
then
then
what
type
of
additional
support
is
afforded
for
that
operator?
You
know
they
Limited
in
terms
of
three
hours
a
week
or
five
hours
a
month
or
ten
hours
in
a
calendar
year.
What's
the?
What
are
the
parameters
on
that.
A
C
We've
had
some
folks
that
have
been
long
haulers
and
we
did
have
some
staffing
challenges
during
the
covet
pandemic
during
the
height
of
the
covet
pandemic
in
2020
and
I.
Think
that's
one
reason
why
we
did
lose
some
folks,
just
due
to
long
hours
due
to
the
fact
that
everybody
else
was
working
from
home
and
in
Police
Headquarters,
with
the
exception
of
the
sworn
staff
and
for
the
most
part,
the
only
civilian
staff
that
reported
to
work
were
the
you
know:
911
operators
and
dispatchers.
A
Because
they're
committed
they're
dedicated
their
parents
and
it's
all
all
the
all,
the
qualities
that
you
want
in
a
city
employee
they
possess
and
we're
not
we're,
not
respecting
them,
and
then
so
the
optimum,
if
you
could
have,
if
you
could
have
the
optimum
level
of
911
operators.
What's
that
number.
C
I
mean
I
think
that
looking
at
the
report
and
some
of
the
studies
we've
done
right
now
with
budget
for
62
9-1-1
call
takers.
If
we
were
fully
staff,
we
probably
need
more
in
the
vicinity
of
70.
70
to
74..
That
would
allow
us
to
staff
the
ships
appropriately
to
do
a
rotating
schedule
for
on
two
day
off
schedule.
It
would
also
allow
us
to
do
things
like
wellness
pull
somebody
off
the
floor
after
a
tough
call.
Let
them
talk
to
somebody
a
peer
or
or
a
clinician.
C
A
And
it's
a
nationally
nationally:
what's
the
what's,
the
average
pay
nationally
for
it's.
C
It's
it's
quite
low.
We
just
completed
a
study
looking
at
some
of
the
salary
numbers
across
the
country
and
it's
not
where
we
were
about
average,
believe
it
or
not.
Even
though
I
think
us
salaries
were
quite
low,
particularly
the
cost
of
living
here
in
Boston.
But
the
field
has
has
been
you
know,
sort
of
characterizes
clerical
in
nature
for
many
years,
which
clearly
it's
not,
and
it's
a
joke
to
try
to
characterize
it
as
such.
A
That
may
be
so
on
the
incentive
side
of
the
house
of
maybe
something
council,
president
and
I
can
talk
to
the
administration
with
that.
Maybe
the
time
has
come
to
put
the
911
operators
into
the
group
four
retirement
system
as
an
equal
partner
in
public
safety.
I
agree
like
please
like
if
I
I
led
the
effort
to.
A
Yep
I
love
the
effort
to
get
EMS
into
group,
four
myself
and
my
former
colleague
Council
Michael
Ross,
but
the
time
may
have
come
to
take
a
look
at
so
from
from
what
I'm
asking
for
I
guess
is.
A
If
we
could
have
I
guess
that
that
list
of
you
know
particularly
reflected
in
the
next
budget
cycle
of
you
know,
say:
70
75,
911
call
operators,
we
legislatively
have
the
ability
potentially
to
again
working
with
the
administration
and
our
our
counterparts
up
at
Beacon
Hill
to
get
our
911
operators
group
four,
which
would
obviously
would
incentivize
a
number
of
fronts
or
would
incentivize
those
there
that
have
been
there
correct
to
stay.
A
It
will
encourage
others
to
join
and
also
to
get
the
linguistic
and
the
diversity
that
we
need
in
the
apartment.
So
that
could
be
maybe
an
opportunity
here
that
this
body
could
lead
the
effort
working
with
our
mayor
and
Folks
up
at
Beacon
Hill.
To
make
that
happen.
Time
may
have
come
that
that
may
be
one
of
the
solutions
here.
Yeah.
A
So
again,
I
appreciate
it
and
I
know
we
opined
a
little
bit
back
and
forth,
but
I
I
recognize
the
time
and
the
talent.
That's
here.
I
know
that
you
guys
do
terminal
job
I
know
that
you
care
about
the
people
that
are
working
alongside
of
you
and
around
you
and
underneath
you
over
there.
It's
just
that
this
was
an
opportunity
to
elevate
I,
think
a
lot
of
those
issues
and.
A
It
you
know
we're
going
to
be
advancing
a
grant
or
several
grants
and
not
talking
about
I
guess
the
elephant
in
the
room.
If
you
will
the
conditions
that
currently
exist
for
our
911
call
takers
and
not
sure
whether
this
is
a
union
issue
or
whether
it's
a
sort
of
a
step
increase
thing.
But
if
we're
to
to
bump
the
salary
from
say
41
Grand
to
another
number,
that's
makes
us
more.
Compact
makes
us
more
competitive.
What,
if
any
implications
will
that
have
in
that
whole
step
program?
A
If
anything,
I
don't
know
how
any
of
those
things
work
out,
but
that's
I
would
leave
that
up
to.
Maybe
you
folks,
to
sort
of
figure
out
what
the
respective
bargaining
units
as
to
how
you
can
take
someone,
that's
making
41,
Grand
and
bump
them
to
a
significant
pay
rate
and
then
I
guess
bypass
those
steps,
but
then
I
guess
that
steps
over
again
I,
don't
know
how
that
works,
but.
A
Know
we're
we're
desirous
I
think
to
have
our
911
call
ticket
is
respected
and
appreciated
for
the
phenomenal
work
that
they
do
day
in
and
day
out,
the
long
hours
that
they're
working
the
conditions
they're
working
under
the
stress,
the
mental
health,
all
those
factors
that
go
in
there
and
yet
to
know
that
we
have,
if
they've,
stayed
there
because
they're
committed
to
our
city
right-
and
this
isn't
like.
Oh,
let's
go,
let's
do
away
with
the
residency
requirement,
let's
find
someone
from
Millis
and
Milford
and
Hanover.
No,
no!
No!
No!
A
No
need
to
do
that.
We
just
need
to
look
at
the
positions
and
the
vacancies
and
we
need
to
ask
ourselves
all
right.
Is
it?
Is
it
a
pay
issue?
Is
it
a
scheduling
issue?
How
do
we?
How
do
we
work
around?
You
know
work
the
corners
there
to
make
it
a
desirable,
attractive
position
so
that
a
resident
of
the
city
you
know
would
would
put
their
would
put
their
name
forward
for
consideration.
So
that
said,
we're
going
to
shift
to
talk
at
zero,
nine,
three,
three.
C
So
this
is
a
annual
Grant,
also
that's
awarded
by
the
Executive
Office
of
Public,
Safety,
State
and
Iowa
Department.
It
is
a
training
Grant.
This
grant
goes
for
the
state
required
training
for
all
of
our
911
operators
and
police
dispatchers.
It
also
is
shared
with
the
Boston
Ems
for
their
call
center
and
Dispatch
Center
and
Boston
fire
alarm
for
the
folks
that
work
over
there
and
answer
the
fire
calls
and
dispatch
Boston
fire
responses.
The
grant
funds
the
required
60
now
is
a
continuing
education
per
year.
For
everybody,
that's
certified.
C
It
also
funds
the
certification
of
new
employees
when
we
onboard
them
it
helps
with
paying
any
overtime
costs
associated
with
folks
to
fill
shifts
when
they
go
to
trading,
because
they're,
usually
generally
out
of
the
office
for
8
or
16
hours
for
that
training.
So
it
does
help
defray
those
costs
from
the
city
budget.
C
It's
it's
a
it's!
It's
an
important
piece
of
the
operation
up
there.
Training
is
one
of
the
most
important
things
we
do
and
with
the
Staffing
shortages
we
right
now.
We
pay
basically
just
do
the
bare
minimum,
but
we
need
to
continue
to
increase
the
Staffing
for
our
folks
and
make
sure
they're
getting
staff
training
on
on
well-being
on
on
dealing
with
emotionally
distraught
persons
on
the
telephone
and
other
types
of
emergencies,
mental
health
crises
and
things
of
that
nature
that
we're
dealing
with
on
a
city-wide
basis.
A
Obviously,
in
what
we
had
talked
about
in
the
earlier
testimony
of
in
sort
of
in
the
next
submission,
if
you
could
also
increase,
you
know
the
the
request
for
funds
for
the
annual
budget
in
the
training
sector.
That's
couldn't
couldn't
agree
with
you.
More
than
training
is
an
important
piece
of
this
on
on
many
different
levels,
but
this
grant
only
goes
so
far
right.
Clearly
you,
it
seems,
like
you
guys,
are
relying
a
lot
on
these
grants.
A
I
forbid,
these
grants
have
a
dry
app
or
right,
or
we
miss
out
on
an
opportunity
or
someone
doesn't
files
something
or
it
goes
to
another
city,
but
these
grants
are
great,
but
we
need
to
supplement
them
with
you
know
with
the
with
the
city
budget.
That's
very
helpful.
Any
questions
on
this
grant.
Mr
President
the
trainee
yeah.
D
Thank
you
Mr
chair.
What
is
what
is
the
actual
name
of
the
certification
someone
would
receive
from
from
this
training?
Do
they?
Are
they
certified
I'm?
Just?
What
is
that.
C
Called
so
they're
certified
as
a
Public
Safety
telecommunicator
in
the
Commonwealth
of
Massachusetts.
Anybody
that
answers
a
911
call
in
the
in
the
Commonwealth
must
be
certified
as
a
public
safety
telecommunicator.
Anybody
that's
brand
new
when
we
hire
them
must
undergo
a
16
hours
of
training
on
the
telephone
system.
It's
a
computerized
telephone
system
that
for
answering
the
911
calls
and
text
messages,
because
we
do
also
receive
text
to
9-1-1.
C
Now,
all
of
that
is
is
in
the
16
hour
equipment
training,
and
then
they
also
are
required
by
state
law
to
attend
an
additional
40-hour.
It's
a
week-long
class.
It's
a
basic
Public
Safety
telecommunications
course,
which
gives
them
an
overview
of
of
the
field
in
general
crisis.
Handling
techniques
call
handling
techniques.
How
to
you
know,
dispatch
responses
and
things
of
that
nature.
That's
the
minimum
requirements
from
the
from
the
Commonwealth
to
be
certified
as
a
public
safety
telecommunicator
with.
D
With
advanced
technology
that
you
have
in
place
for
these
operators
are
any
of
the
operators
working
that
haven't,
received
the
training
on
the
advanced
technology,
no
they're,
all
they're
all
trained
to
yeah.
Okay,
that's
good!
So
someone
texting
into
3-1-1
an
emergency
just
just
for
the
public,
explain
the
process,
what
happens
and
how
does?
How
does
the
person
requesting
it
get
a
first
text
9-1-1.
C
Yeah,
so
if
you
it's,
it's
essentially
just
opening
up
your
text,
app
on
a
on
like
an
Apple,
iPhone
or
any
type
of
device,
and
instead
of
putting
in
the
person's
name
or
telephone
number
that
you're
going
to
send
a
text
message
to
you
enter
in
9-1-1
and
you
type
the
message
you
want
to
send.
You
know
you
need
help.
You're
at
this
location
hit
send
and
it's
very
similar
to
a
chat
session.
C
The
tech
service
became
available
back
in
29
2018
and
it's
very
helpful
right
now
for
folks
number,
one
that
can't
speak
or
because
of
and
it
could
be
either
because
of
a
handicap
or
it
could
be
because
of
a
public
safety
emergency
where
it's
unsafe
for
them
to
speak
domestic
violence.
Somebody
held
hostage,
and
it
has
helped
a
lot
since
that
service
became
available.
It's
a
great
addition
to
the
911
system.
D
That's
good
to
know.
Thank
you.
I!
Do
a
lot
of
work
with
the
on
domestic
violence,
especially
in
communities
of
color,
and
that
was
one
of
the
main
concerns
is,
is
language
and
communication
access?
D
So
maybe
this
helps
in
in
a
way
could
could
I
ask
that
we
promote
this
option,
whether
it's
through
some
public
awareness
campaign
or
or
throw
various
channels,
but
it'd
be
great
for
the
public
to
know
that
they're
able
to
text
9-1-1
with
an
emergency
sure,
absolutely
okay,
yep
and
maybe
also
doing
a
little
bit
of
public
Outreach
to
our
immigrant
communities
as
well.
Absolutely,
okay,.
A
Thank
you,
Mr
Chang,
Mr,
President
and
Chris
on
that
note,
because,
as
3-1-1
in
our
city
is
becoming
more
popular,
do
folks
call
311
for
emergencies
and
then
how
does
that
work?
So
then?
So
they
call
3-1-1
and
there's
someone
in
this
building
takes
the
call
and
then
they
want
to
immediately
click
over
and
tie
in
with
you
guys,
how's
that
work.
C
They'll
generally
just
transfer
the
call
right
over
to
an
I-1
operator,
BPD
headquarters,
you
know
occasionally
actually
quite
frequently
folks-
will
call
3-1-1
or
use
the
app
I
see
the
calls
on
the
app
I
saw.
Sometimes
somebody
reporting
an
emergency.
Sometimes
it's
an
emergency
that
really
needs
to
be
called
in.
The
best
thing
to
do
is
call
9-1-1
for
an
emergency.
Some
of
them
are
I.
Think
folks
are
trying
to
do
the
right
thing
by
not
tying
up
911
and
they're
reporting
a
loud
party
or
a
stereo,
that's
too
loud,
or
something
like
that.
C
A
Type
people
say:
hey
I
want
to
tell
you,
you
know
the
police,
with
the
911
call
so
I'm
going
to
call
3-1-1
right.
It
seems
to
be
an
emergency,
then
they
shifted
over
exactly
okay,
yep,
that's
interesting,
and
then
those
the
311
calls
are
not
recorded.
The
911
they're
all
recorded
correct,
got
it
okay,
yeah,
very
good.
That
training
is,
is
critical,
so,
along
with
the
911,
the
texting
and
then
obviously
there's
a
role
with
3-1-1
as
well,
so
perfect,
very
good.
We're
going
to
shift
to
dark
at
zero
nine.
Three
five.
E
Hi
I'm
Jenna.
E
Good
morning
Mr
chair
good
morning,
Mr
President
is
it
okay,
if
I
just
do
all
three.
E
These
are
all
three
grants
from
the
Mass
Department
of
Mental
Health
they're,
all
kind
of
interrelated.
The
first
one
docket
935
is
for
a
RCI
t-t,
Tech
Grant.
What
that
means
is
that
last
year,
with
our
first
year
of
this
grant,
we
developed
our
own
boston-based
Crisis
Intervention
team,
Mental,
Health
Training.
It's
a
40-hour
training
for
officers
on
recognizing
mental
illness,
de-escalating
resources
in
the
community,
and
previously
before
we
got
this
grant,
we
were
sending
our
officers
to
40-hour
trainings
in
other
places,
namely
Brookline
Somerville.
E
But
then
they
were
learning
about
resources
that
are
available
in
Brookline
in
Somerville.
So
we
knew
it
was
really
important,
especially
because
there's
just
so
much
happening
in
here
in
Boston
to
develop
our
own
training.
That
still
has
the
core
40
hours
of
you
know
the
major
tenets
of
CIT,
but
also
incorporates
our
boston-based
partners,
the
special
you
know,
your
specific
rules
procedures,
our
street
Outreach
unit.
This
whole
thing
falls
under
our
street
hours
unit,
which
is
led
by
Lieutenant
Peter
Messina.
E
So
we
last
year
we
put
on
our
first
two
trainings
and
we'll
be
hoping
to
do
at
least
four
per
year,
and
so
this
grant
is
what
basically
makes
that
possible:
we're
hiring
a
full-time,
CIT
training
coordinator,
who
will
be
a
civilian
who
will
do
all
because
the
amount
of
coordination
that
goes
into
bringing
in
40
hours
worth
of
trainers
and
actors,
and
it's?
But
it
was
a
huge
success,
so
really
looking
forward
to
just
kind
of
just
getting
it
more
and
more
refined.
E
So
this
is
going
to
hire
that
and
obviously
the
supplies
equipment
needed
over
time
for
officers
who
are
doing
the
training
and
then
that
ties
into
docket937,
which
is
training
backfill.
That's
what
enables
the
officers
to
attend
these
trainings.
You
know
they're
out
of
pocket
in
for
40
hours,
so
the
backfill,
the
training
Grant,
allows
officers
to
go,
get
the
CIT
training
as
well
as
other
trainings
I.
Think
that
kind
of
comes
up.
This
is
a
great
support
for
that
and
then
the
docket
936,
which
is
the
co-response
grant.
E
It
is
called
that
because
the
originally
used
this
grant
to
hire
our
co-response
clinicians
your
best,
but
then
starting
in
around
2017
when
city
council,
you
know
we
basically
ended
up
starting
putting
the
operating
budget
funds
towards
our
best
clinicians,
which
we
now
have
enough
for
15
of
them.
We
didn't
want
to
keep.
As
you
said
yourself,
Mr
chair,
you
know,
grants
can
expire,
grants
can
run
out.
You
can't
rely
on
them
and
having
these
mental
health
clinicians
seemed
too
important
to
have
be
Grant
funded.
E
So
now
that
we've
got
this
big
pocket
of
money
through
the
operating
budget
we
decided
to
you
know:
dmh
was
kind
enough
to
let
us
kind
of
rework
this
Grant,
and
so
now
we're
able
to
hire
and
we're
actually
I
think
in
interviews
now
a
full-time
peer,
specialist,
slash,
recovery,
coach.
So
someone
who
has
lived
experience
both
with
mental
health
and
is
themselves
in
recovery
and
can
help
people
kind
of
go
through
that
criminal
justice
process
that
they're,
obviously
more
compassionate.
They
understand
what
the
person's
going
through
and
they
play.
E
This
person
will
play
a
huge
role
in
our
various
Hub
tables.
So
we
have
Hub
tables
now,
I
think
five
of
them
that
are
up
and
running
which,
just
in
a
nutshell,
identify
people
who
are
at
imminent
risk
of
some
kind
of
harm,
or
you
know
some
kind
of
Crisis.
It
can
be
various
types.
It
needs
to
actually
be
various
type
of
things,
but
the
the
recovery
code,
The
Hub
table,
plays
a
huge
role
in
helping
someone
get
into
recovery.
A
And
thank
you
very
much
General,
so
just
for
our
ratification,
also
for
those
watching
at
home,
like
a
911
call
comes
in,
and
can
you
maybe
just
sort
of
take
us
through
a
potential
situation
that
would
require
a
crisis
intervention
team
person
or
that
forensic
peer
specialist
like
well?
What
one
or
two
of
those
calls
look
like
911,
your
call
is
being
recorded,
and
then
they
say
what
that
then
triggers
what
and
then,
who
can
you
just
walk
us
through
one.
E
It's
interesting,
so
we
don't
do
a
formal,
Crisis,
Intervention
team
in
that
in
other
cities.
What
it
might
look
like
is
you
actually
have
the
team?
You
have
a
team
of
officers
and
they're
the
ones
who
respond
to
mental
health
calls.
So
we
don't
have
a
crisis
intervention
team
per
se.
We
just
have
our
officers
go
through
the
training
and
so
far
we've
had
over
150
officers
who
are
CIT
trained
and
obviously
our
goal
is
just
to
get
it's.
E
You
know
it's
supposed
to
be
voluntary,
but
we're
going
to
try
and
get
as
many
officers
trained
as
possible.
It's
beneficial
to
everyone.
So
we
don't
identify
officers
who
have
been
CIT
trained,
so
they're
not
specifically
sent
out
to
these
calls
I.
Think
that's
probably
more
of
a
union
issue
we're
just
trying
to
get
as
many
officers
trained
as
possible.
You.
E
E
So
the
academy
is
also
this.
The
CIT
Training
Academy
is
also
involved,
attend
CIT
and
its
nature
is
meant
for
people
who've
had
some
experience
on
the
street,
but
we
do
provide
quite
a
bit
of
Mental
Health
Training
for
officers
who
are
new
recruits
and
then,
ideally,
if
you've
at
least
been
on
for
a
year
or
two,
because
if
you
haven't
seen
these
things,
I,
don't
think
you're
really
going
to
appreciate.
E
You've
understood
the
usefulness
of
these
tools
so,
but
we
have
had
people
who
have
only
been
a
year
or
two
and
who
have
attended,
and
it's
still
very
helpful.
Even
veteran
officers
get
a
ton
out
of
it.
But
what
we
do
have
are
what
we
we
try
to
make
an
effort
to
make
sure
that
CIT
trained
officers
are
paired
with
our
best
clinicians,
because
that
just
makes
the
most
sense
and
then
we
actually
just
recently
implemented
A
dispatch
protocol
through
operations.
E
E
In
the
past,
there
was
really
no
routine
to
how
you
know
an
EVP
call
will
just
come
in
and
it
would
go
out
on
the
radio
and
if,
if
the
dispatcher
happened
to
think
of
it,
they
would
maybe
call
out
for
a
corresponder
but
we've
just
routinized
that
with
a
dispatch
protocol
that
says
if
an
adp2
call
comes
out
during
the
first
half
or
day
shift,
which
is
when
we
tend
to
which
only
time
we
have
our
clinicians
working.
E
Dispatchers
will
now
know
to
call
out
for
a
cover
bonds
team
which
we're
actually
looking
into
we're
evaluating
the
effectiveness
of
that,
but
just
to
make
sure
we're
using
our
clinicians
as
best
we
can
and
again
they're,
ideally
partnered
with
CIT
trained
officers,
because
it's
voluntary
that
they're
riding
with
clinicians.
That
means
they're
interested.
So
we
just
want
to
kind
of
capitalize
on
that.
That's
great
council.
D
Thank
you,
Mr,
chair,
I.
Don't
have
any
questions
just
wanted
to
highlight
the
important
role
your
team
plays
and
and
making
sure
that
we
are
accessible.
We
are
available
myself
and
Council
if
I
already
want
to
make
sure
that
you
have
all
the
necessary
resources,
funds,
training
and
as
as
the
chair
mentioned,
you
know,
the
the
the
budget
debate
is
is
a
critical
part
of
it
and
we
would
really
like
to
know
if
you
are
satisfied
with
the
recommended
request
you're
getting
from
the
mayor's
office
so
that
you
can
do
your
job
effectively.
D
D
C
C
That
works
what's
helpful
with
a
pitfall's
lie
and
particularly
as
it
relates
to
mental
health,
Jenner
and
her
team
have
been
have
been
gracious
enough
to
invite
us
to
some
Forums
on
Mental
Health
in
other
cities
and
how
it
relates
to
9-1-1
and
what
they're
doing
that
works
there
as
far
as
Expediting
a
response
for
for
mental
health
related
crises-
and
it's
been
very
helpful
in
in
attending
those
forums
we
we
are
always
in
contact
with
our
peers
in
other
cities.
Yes,
okay,.
D
Yeah,
that's
that's
a
good
policy
to
do
that,
because
it's
it's
good
to
compare,
notes
and
talk
to
each
other
and
you
learn
from
each
other
in
Lessons
Learned,
especially
major
cities,
Chicago
or
New
York
or
Los
Angeles,
but
I'm
sure
they
can
also
learn
a
lot
from
what
you
guys
are
doing
well
here
too
so
I
just
want
to
say
thank
you
to
this
Administration
team
for
being
here
and
for
the
professional
work
that
you
were
doing
and
those
that
work
with
you
are
doing
as
well.
Thank
you.
You're
welcome.
A
E
I,
add
something
sure,
and
just
in
terms
of
helping
you
help
us
since
I
have
your
ear
and
I'm
going
to
take
advantage
of
it.
As
far
as
our
budget
goes,
we
can't
always
use
more
clinicians.
E
So
as
far
as
just
priorities
go,
we
have
enough
funding
for
15
a
couple
of
those
are
technically
supervisor
positions
because
they
have
to
be
supervised,
but
we
still
currently
have
no
clinicians
on
the
overnight
and
the
weekends
tend
to
be
covered,
but
there's
there's
still
gaps,
even
our
specialized
units,
so
there's
always
a
need
for
more
clinicians.
E
So,
instead
of
level
funding
or
at
least
level
funding,
it
would
be
great
if
we
get
more
for
that,
and
I
would
also
make
the
case
for
our
street
Outreach
unit,
which
I
mentioned
earlier,
which
is
an
incredible
unit
of
only
I.
Think
about
10
officers
at
most
that
do
homelessness.
Mental
health
and
substance
use
they're
all
over
the
mass
and
casts
they're
carrying
a
huge
load
for
the
city
of
Boston
and
doing
incredible
work
and
currently
don't
have
a
permanent
office
space.
E
Now
they
are
currently,
they
were
at
1010,
Mass,
Ave
and
like
a
basement
and
now
I
think
they're
at
maybe
an
old
properties
at
the
hotel,
Buckminster
that's
being
donated,
but
that
that's
getting
taken
up
I
think
it's
that's
a
temporary
fix,
so
they're
still
looking
for
a
permanent
home
in
an
ideal
world,
it
would
be
a
permanent
home
where
we
could.
We
are
very
proud
of
the
CIT
training.
E
We
think
this
is
going
to
be
a
huge
feather
in
our
cap
that
people
are
going
to
come
to
Boston
for
an
ideal
world
would
be
an
office
space
for
this
for
the
street
hours
unit.
That
includes
a
conference
room
that
could
host
the
training.
I
mean
I
think
we
could
really
be
a
major
hub
for
mental
health,
but
then
we
could
also
add
that
office
space
house
our
best
clinicians,
at
least
the
ones
that
are
assigned
to
this
unit
house.
E
You
know
peer
Specialists,
like
we
could
really
EMS,
maybe
even
like
the
apply
my
blanking
out
on
the
EMS
team.
That's.
C
A
Has
there
been
any
discussion
with
over
our
fire
headquarters
at
South
Tampa
street?
Is
there
any
capacity
over
there
I.
A
Okay,
it
might
be
a
worth
a
conversation.
Okay,
very
good.
Well,
thank
you,
Deputy
superintendent
commentary,
obviously
Chris
marconis
and
Jenna
Savage.
We
again.
A
We
appreciate
you
time
and
attention
to
this
and
I'll
get
a
committee
report
turned
around
and
have
it
put
before
the
council
with
respect
to
docket
zero,
nine,
two:
nine
zero,
nine,
three:
three:
zero:
nine:
three:
five:
zero:
nine:
three:
six
and
zero
nine
three,
seven
with
respect
to
these
various
grants
and
unless
and
then
we
offer
a
public
testimony
if
there
anyone
wishing
to
offer
public
testimony,
may
do
so
now
or
forever
hold
your
peace,
singing
hearing
no
desire
for
public
testimony.
A
I
want
to.
Let
folks
know
that
also
this
will
be
recorded.
It's
also
being
live
streamed
at
boston.gov,
City,
Dash,
Council,
Dash,
TV
and
we'll
be
broadcast
on
Xfinity
channel
8,
RCN
channel
82,
FiOS,
channel
9,
64.
and
again
my
name
is
City
councilor
Lodge,
Michael,
Flaherty,
chair
of
the
public
safety
and
criminal
justice
committee,
and
the
committee
on
these
various
documents
is
adjourned.
Thank
you.