►
Description
Docket #0323 - Hearing to explore and recommend diversity initiatives for City of Boston public safety agencies
A
B
A
D
A
Perfect,
hey
you
guys,
hey
everyone
good
to
see
you
all
and
my
sincere
apologies
for
the
delay,
but
you
appreciate
we
were
just
reviewing
grants
for
all
of
your
departments
with
your
incredible
colleagues
from
fire
as
well
as
bpd.
So
thank
you.
Apologies
for
the
delay
good
to
see
everyone,
I'm
going
to
just
start
us
off
with
obviously
a
script
for
logistical
purposes,
and
then
we
will
jump
in
and
thank
you
shane
and
kerry
as
well.
A
So
for
the
record,
my
name
is
andrea
campbell,
I'm
boston
city
councilor.
For
district
four,
I
chair
the
committee
on
public
safety
and
criminal
justice.
I
am
joined
by
my
council
colleagues.
I
know
councillor
mejia
is
here.
Let
me
just
make
sure
I'm
not
missing
anyone.
A
A
We
will
take
public
testimony
at
the
end
of
this
hearing.
If
you
wish
to
testify,
please
email,
shane.pacpac
boston.gov
to
sign
up,
and
we
will
ask
that
you
state
your
name
for
the
record
and
offer
comments
that
are
no
more
than
two
minutes.
You
can
also
submit
written
testimony
by
emailing
ccc.ps
boston.gov.
A
Today's
hearing
is
on
docket
number
zero.
Three
two
zero
three
two
three
are
hearing
an
order
for
hearing
to
explore
and
recommend
diversity,
initiatives
for
the
city
of
boston's,
public
safety
agencies.
We
are
joined
by
several
several
members
of
the
administration
from
the
police
department,
fire
department,
human
resources
and
ems.
So
thank
you
all
for
being
here
today.
The
purpose
of
the
hearing
is
a
hearing
that
I
called
as
chair
public
safety
to
look
at
the
diversity
and
to
get
updates
on
the
diversity,
numbers
and
strategies
with
respect
to
our
boston,
public
safety
agencies.
A
I
appreciate
everyone
being
here.
I
will
keep
my
comments
really
brief
and
then
we'll
turn
it
over
to
some
folks
from
the
administration
or
I'm
sorry
start
with
my
council
colleagues
for
any
opening
remarks
and
then
turn
it
over
to
folks
from
the
administration,
so
increasing
diversity.
A
Now,
public
safety
agencies,
I
think,
is
an
important
piece
of
our
broader
work
to
reform
and
transform
our
public
safety
system
to
be
more
equitable
and
more
just
which
means,
of
course,
not
only
eliminating
racism
and
bias
in
these
systems,
but
ensuring
the
jobs
which
are
very
high,
paying
are
accessible
to
everyone
and
that
the
departments
reflect
the
communities
they
serve.
We
know
this
is
critically
important
to
build
trust
with
residents
and
also
with
our
departments.
We
don't
need
another
report.
A
Overwhelmingly
white
two
years
ago
I
was
blessed
to
actually
work
with
many
folks
in
the
department,
as
well
as
advocates
from
the
community,
including
veterans,
to
talk
about
how
we
expand
diversity.
Our
diversity
numbers
in
all
of
our
public
safety
agencies.
A
After
several
conversations
and
hearings
and
a
series
of
conversations
the
work
started
in
2018,
we
held
a
hearing
on
june
14th
in
on
in
2018,
I
put
forward
a
report
of
my
own
recommendations
as
to
how
we
would
get
there
and
what
specific
things
the
city
of
boston
could
do
to
expand
and
increase
diversity,
especially
in
our
leadership
positions
in
all
of
these
departments.
A
The
hearing
today
is
designed
to
have
an
update
on
those
recommendations
and
a
conversation
about
what
has
been
done
and
where
we
want
to
go
from
here.
I
will
before
I
turn
it
over
to
the
administration.
I
do
want
to
have
council
mejia
if
you
have
any
opening
remarks,
I'd
like
to
give
you
the
floor
and
then,
after
that
I'll
turn
it
over
to
the
administration.
A
I'll
start
with
a
couple
of
questions
just
on
the
current
numbers.
In
our
departments
and
then
go
to
each
department
for
some
opening
remarks,
but
council
mejia,
I
will
start
with
you.
Thank
you
for
being
here.
You
have
the
floor.
Thank.
B
You
thank
you
counselor
campbell,
for
bringing
this
issue
to
the
council,
as
the
chair
of
committee
of
small
business
and
workforce
development,
I'm
incredibly
interested
in
finding
ways
to
diversify
our
police
force
in
the
hearing
we
just
came
from
one
of
the
doctors
talked
about
finding
ways
to
enhance
community
trust.
One
way
to
do
that
is
to
have
a
police
force
that
looks
and
talks
more
like
the
people
that
they
serve.
I
look
forward
to
finding
ways
to
achieve
that
goal
and
working
to
replicate
that
across
all
city
agencies.
A
Thank
you,
council
mejia,
and
I
do
want
to
stress
we're
definitely
going
to
be
talking
to,
of
course,
the
police
department
on
their
diversity
numbers,
but
we
want
to
look
at
this
issue
across
every
public
safety
agency,
because
we
know
fire
is
different
than
police
and
ems,
of
course
different
than
fire
and
police,
but
all
critically
important
to
the
work
we
do
in
the
city
of
boston.
So
thank
you
all
for
your
leadership.
I
also
want
to
acknowledge
we've
been
joined
by
councillor
liz
braden
counselor.
A
Do
you
have
any
opening
remarks
you'd
like
to
speak
to
before
I
jump
right
in
no?
I.
E
Please
jump
right
in
madam
chair.
Thank
you.
A
Thank
you
shane
and
feel
free.
All
of
you
can
unmute
yourself
and
say
counselor
you're
muted.
We
can't
hear
a
word
you're
saying
so
I'll
start
with
you,
chief
tavares,
but
before
we
and
I'll
have
you
direct
which
department,
head
or
or
who
you
want
to
go
first,
but
before
we
do
that
it
would
be
great
to
paint
the
picture
right.
So
we
could
provide
really
quickly
for
council
colleagues,
as
well
as
the
public,
the
current
numbers
of
each
department.
A
I
have
numbers
from
2018,
I'm
not
sure
I
think
there's
been
some
changes.
So
if
you
have
current
numbers
as
to
the
number
of
police
officers
that
are
broken
down
by
race
and
gender,
the
same
with
fire
and
the
same
with
ems
and
then,
of
course,
the
same
for
top
tier
positions,
so
this
is,
of
course,
lieutenants
captains
superintendents.
F
Afternoon,
madam
chair
and
counselor
braden
counselor
mejia,
thanks
for
having
me
today,
as
you
mentioned
counselor,
this
is
a
conversation
that
we
start.
We
started
over
two
years
ago,
I'm
joined
by
several
members
about
the
administration
today,
from
all
the
public
safety
agencies
and
and
to
your
point,
we've
asked
them
to
come
prepared
with
all
the
information
so
as
they
dive
in.
Maybe
they
can
start
with
the
current
numbers.
F
Just
just
talking
holistically
there's
been
a
lot
of
progress
made
in
the
past
two
years.
As
you
may
recall,
there
were
several
recommendations
put
forth
two
years
ago.
We're
happy
to
report.
We've
moved
forward
on
several
those
recommendations,
including
the
recommendations
that
have
been
put
forth
by
the
mayor's
task
task
force
that
just
convened.
F
A
We'll
start
this,
we
could
go
around
and
maybe
of
gaskins
michael
guesses.
If
you
want
to
start
with
the
police
numbers
and
then
we
can
go
to
chief
hooley
for
the
ems
numbers
and
then,
commissioner,
we
could
go
to
you
for
the
fire
numbers
and
then
circle
back
around
to
you
chief
tavares,
to
talk
about
some
updates
and
then
go
from.
There
sounds.
F
C
Good
to
be
seen
ma'am
so
for
boston,
police
right
now
for
our
sworn
personnel.
You
just
want
to
get
want
me
to
go
into
just
our
sworn
personnel
as
it
relates
to
where
we
are
right
now
or
do
you
want
me
to
talk
about
the
last
four
classes
in
terms
of
recruitment.
C
We
have
2750.
Excuse
me
2000.
C
Let
me
just
make
sure
I
give
you
the
2132
for
as
far
as
sworn
personnel
right
now
we're
currently
at
64
white
american,
that
includes
58.9
male
6.8
female
we're
at
21
african
american.
That
includes
16.3
percent
male
5
percent
of
female
we're
at
9.6
percent,
latin,
american
or
latinx.
That
includes
point
nine
percent
male
1.7
percent
female,
and
we
are
at
currently
around
two
percent
asian
american,
which
is
two
point.
One
percent
male
point:
three
percent
female.
A
What's
the
total
female
that
I
know
you
did
the
breakdown
just
curious
total.
I
mean
I
think
in
2018
it
was
13
female
right.
I
think
we've
obviously
gone
up
since
then.
C
I
might
have
to
do
some
quick
math
in
terms
of
calculation,
but
we
have
gone
up
considerably,
especially
over
the
past
three
recruit
classes.
We
saw
a
record
number
in
2019
of
30
of
our
class,
which
equal
32
were
women,
so
we
we
have
seen
a
marked
increase.
I
could
do
some
calculation,
real,
quick
and
let
you
know
how
many
women
we
have
across
the
board.
A
A
C
C
Command
staff
in
the
history
of
the
department-
and
I
can
I'd
have
to
again-
I
I
I
don't-
have
the
exact
numbers,
but
I
can
look
at
the
the
numbers
and
report
that
back
as
soon
as
possible
as
as
we're
as
we're.
A
No,
that
would
be
great
conversation
and
I
do
want
to
acknowledge.
Counselor
flynn's
been
joined
us
thank
you,
councillor
flynn,
for
being
here.
So
I
had
you
know,
michael
I
had
121
bpd.
This
was
lieutenants
captain
superintendents
86
percent
white
12
percent,
black
2
hispanic
1
asian
7
female,
but
this
was
in
2018.
C
C
Five
are
white
male
one
is
a
white
female,
three
are
black
male
one
is
black
black
male
and
then
deputy
superintendents
of
the
twelve
four
white
male
one
white
female,
two
black
male,
two
black
female,
two
hispanic
male
and
then
one
asian
male
captains,
which
again,
we
probably
won't
see
a
lot
of
movement
in
the
captain's
area
because
it
has
to
do
with
applicant
pools
and
the
number
of
people
that
take
the
test
at
the
time,
so
we're
still
drawing
from
the
2015
test.
C
A
Thank
you
I'll
go
on
to
and
then
I'm
gonna
circle
back
around,
just
giving
getting
updated
numbers
and
also
to
share
with
colleagues
chief
hooley
hi
good
to
see
you
it'd
be
great
to
if
you
could
give
us
an
update
on.
You,
know
your
technicians
and,
of
course,
in
terms
of
numbers
and
breakdown,
because
we
have
the
2018
numbers
sure
and
then,
of
course,
your
your
chief
superintendent's
captains,
lieutenants
and
great,
to
see
you
and
thank
you,
of
course,
for
your
your
leadership
and
work
as
well.
G
Oh,
thank
you
good
good
to
see
you
as
well
thanks.
Let
me
see.
A
G
Okay,
thanks
we're
just
pulling
up
the
those
senior
ranks
bump
that
per
day,
because
that
that
changed
quite
a
bit
since
the
the
last
time
I
think
we
reported,
but
but
I'll
start
off
with
the
general
overall
numbers
we
currently
have
379
uniform
full-time
employees
of
all
ranks
were
budgeted
for
399.
G
So
that
means
we
have
a
20
vacancies,
we're
actually
currently
in
the
process
of
preparing
for
the
next
recruit
class.
We
we
just-
we
had
written
exams
and
practical
exams
this
week
and
the
interviews
were
actually
going
on
now.
They
started
today,
so
they're
they're
ongoing.
They
started
today,
so
we're
we're
hoping
to
fill
up
those
positions
as
well
and
get
you
an
update
on
that
on
for
the
overall
numbers.
G
Let
me
see
the
change
right
now
on
race
and
gender
on
white.
It's
73
percent.
It
was
previously
reported
at
68..
Black
was
at
13,
which
is
this
no
change.
Hispanic
nine
percent
is
the
current.
G
Now
that
had
been
one
percent
and
female
has
remained
constant
at
32
back
in
the
previous
report,
and
in
this
most
recent
one
we
have,
we
do
have
nine
people
who,
who
I
I
can't
it's
it's
self-identified,
so
we
do
have
nine
people
who
have
what's
the
word,
who
chose
to
remain
unspecified
and
five
people
who
selected
two
or
more
so
that's
that's
that's
how
they
were
capturing
the
public
health
stats
on
the
command
structure,
so
duplic,
deputy
superintendent,
superintendents,
chief,
five
out
of
the
c
five
out
of
the
17,
are
identified
as
black.
G
That's
29,
six
percent
hispanic
and.
G
And
let
me
see,
the
remainder
there
would
be
would
be
white
whatever.
G
And
the
last
since,
since
I
I
can't
remember
last
week's
vote,
I
think
I
think
this
was
filed
back
in
february.
I
know
just
just
a
couple
of
the
changes
in
the
and
the
superior
ranks
since
then
on
on
a
few
of
the
promotions.
G
G
When
that
tragedy
happened
outside
but
yeah,
unfortunately,
every
superintendent
with
us
now
and
she's,
taking
on
some
expanded
duties,
overseeing
our
diversity,
recruitment
and
engagement
and
a
lot
of
employee
development
focus
and
we've
released
recently
promoted.
Two
paramedics,
one
black
male
gavi
cameron,
who's.
Now,
a
chief
commander
and
janelle
jimenez
who's
a.
G
Latina
paramedic
they've,
all
both
become
deputy,
superintendents
and
they'll,
be
functioning
as
a
shift
shift
commanders
as
well.
A
No,
this
is
great,
thank
you
and
then
now
quickly
go
to
commissioner
good
to
see
you
on
just
the
fire
numbers
and
then
I'll
circle
back
around
for
some
quick
presentations
and
then
open
it
up
to
colleagues.
Okay,.
D
Good
afternoon,
madam
chair
and
and
all
the
councils
and
everyone
on,
so
let
me
just
give
you
a
quick
breakdown
of
the
the
percentage
here.
So
we
have
1474,
firefighters,
that's,
including
all
ranks,
and
of
that
275
are
black,
which
is
18.7.
D
D
We'll
and
I'm
sure,
you'll,
ask
this,
as
you
already
know,
we're
bound
by
civil
service
law
so,
but
but
we're
working
on
some
different
ways,
and
one
is:
is
the
language
list
certification
list
which
we're
forming
a
new
class
right
now
and
out
of
the
fifth
55
possible
recruits
we're
going
to
have
15
of
those
will
be
language.
D
So
now,
let
me
give
you
a
breakdown
on
the
ranking
system.
D
So
out
of
black
firefighters,
we
have,
let
me
see
here.
We
currently
have
one
deputy
chief.
We
had
two
but
one
retired.
This
past
year
we
have
six
black
district
chiefs:
seven
black
captains,
thirty
six,
black
lieutenants
and
227
firefighters
for
a
total
of
275.
D
hispanic.
We
have
two
district
chiefs:
four
captains,
16
lieutenants
and
98
firefighters.
For
a
total
of
120.
D
That's
that's!
That's
up
considerably
from
a
few
years
back
where
I
believe
we
only
had
one
asian
on
the
job.
So
we
made
a
lot
of
strides
in
that
area
white.
We
have
20
deputy
chiefs,
45
district
chiefs,
67
captains
and
173
lieutenants
759
firefighters,
for
a
total
1064..
D
If
we
go
down
to
the
gender
breakdown
under
the
females,
we
have
two
asians.
We
have
ten
blacks,
two
hispanics
and
five
whites
for
a
total
of
19.
and
I
meals
we
have
okay.
I
think
I
kind
of
covered
the
mails
on
the
breakdown
that
no,
no
none
of
that
include
that
doesn't
include
fire
alarm
operators.
A
D
Okay,
perfect
look
for
me,
then.
Okay,
thank.
A
You
I'm
gonna,
go
back
to
you,
chief
tavares
and,
and
I
know
we're
way
behind
time,
so
I
apologize
in
advance,
I
know
busy,
you
guys
are
so
I
will
go
to
you
chief
tavares
for
some
updates
and
then
specifically,
you
know.
The
purpose
of
the
hearing,
too,
is
to
go
through
the
recommendations
in
the
report,
of
course,
to
to
see
what
we've
done,
where
we
need
to
collaborate
to
do
better.
A
F
All
right,
so
I
so
I
think
you
know
just
just
looking
broadly
at
our
public
safety
offices.
There's
been
a
lot
of
conversation
on.
How
do
we
get
the
numbers
up?
I
think,
starting
from
two
years
ago
to
now,
we've
adopted
a
lot
of
new
tools
which
we
think
are
going
to
be
helpful.
A
lot
of
the
recommendations
that
have
been
put
forth
has
to
deal
around.
You
know.
Bpd
has
a
great
framework
in
their
cadet
program,
and
I
know
they.
A
lot
of
the
answers
to
fire
has
been.
F
How
do
we
create
something
similar
since
the
last
time
we
had
this
hearing
we've
since
filed
the
cadet
legislation?
That's
now
clear,
the
house
of
representatives
is
now
in
the
senate
and
we're
costly,
cautiously
optimistic
optimistic
that
that's
going
to
pass.
In
addition,
bpd
has
done
a
great
job
with
their
cadet
programs.
One
way
we've
been
able
to
sort
of
make
sure
we're
diversifying
and
getting
neighborhoods
kids
is
through
our
cadet
program
in
in
and
we've
had
a
class
that
was
50
women,
and
so
that's
a
nice.
F
That's
been
a
great
tool
and
making
sure
that
we've
been
able
to
move
the
gender
piece
as
well,
but
I
think
I
would
say
that
more
holistically
that
we've
had
a
lot
more
strategic
approach,
not
just
top
public
agency
officers
but
equity
across
the
whole
as
we
sort
of
go
forward.
As
you
may
know,
the
the
mayor
has
since
hired
chief
carolyn
crockett
as
a
chief
equity
officer
she's
been
in
the
process
of
building
on
her
team.
F
In
the
meantime,
we've
added
chief
diversity
officers
in
our
public
in
the
bpda
in
fire
and
police,
we're
looking
at
tech
and
at
nit.
So
I
think,
there's
been
a
lot
more
strategic
coordination
around
equity
and
making
sure
that
we're
sort
of
aligning
all
of
these
sort
of
visions
as
we
go
forward.
On
top
of
that,
we've
built
on
the
recommendations
of
the
residency
requirement.
There's
been
a
whole
rural
petition
to
move
the
residency
requirement
for
one
to
three
years.
F
F
Part
of
the
recommendations
that
came
out
of
the
task
force
was
was
one
of
the
recommendations
you
had
put
forth
was
looking
at
civil
service.
There
has
been
a
recommendation
put
forth
by
the
task
force
to
add
a
preference,
a
secondary
preference
for
bps
grads,
that's
something
the
mayor
has
committed
to
looking
at
so
a
lot.
There's
a
lot
of
plans
in
motion
to
continue
to
build
on
these
efforts.
I'm
going
to
allow
the
public
safety
safety
agencies
just
to
get
a
little
bit
more
into
their
recruitment
practices.
F
What
they've
done
in
terms
of
outreach,
creating
partnerships
and
engagement,
getting
the
vulcans
involved
with
the
firefighters
in
terms
of
recruitment,
I
think,
has
been
a
great
partnership.
F
The
first
female
officer
that
was
hired
in
bfd
came
from
the
language
certification,
so
I
think
that's
a
great
story
and
that's
something
that
bpd
and
bfd
are
going
to
continue
to
use
as
a
tool
going
forward.
So
I
think
we're
doing
everything
within
the
framework
of
what
we
can
to
to
continue
to
diversify
department.
That's
on
the
personnel
front.
F
At
the
same
time,
we're
looking
at
you
know,
trainings
on
how
to
we
build
culture
across
the
administration
and
we're
engaged
now
with
consultants
to
look
at
racial
equity
trainings,
not
just
in
public
safety,
but
across
the
entire
administration,
which
would
apply
to
all
18
000
plus
of
our
employees.
This
would
be
the
first
time
we
have
we've
had
such
a
robust
training
that
touches
everyone
from
leadership
down
down
down
the
organization.
F
So
we've
got
a
lot
of
these
motions
sort
of
already
already
underway,
but
I
would
love
for
sort
of
our
public,
safe
safety
agencies
to
have
the
chance
to
talk
a
little
bit
more
in
depth
about
some
of
the
efforts
they've
made
to
sort
of
build
new
partnerships
and
help
sort
of
move
the
needle
on
some
of
these
numbers.
A
Yeah
before
I
go
just
thank
you,
chief
tavares
and
before
I
go
to
department
heads
for
just
a
quick
opening
or
a
little
bit
more
to
share
before
and
then
going
to
council
colleagues,
two
questions,
one
is
on
the
data
dashboard.
I
mean
obviously
before
george
floyd.
Before
the
task
force,
we
had
been
talking
about
lack
of
diversity
and
working
as
a
co.
You
know,
in
collaboration
with
all
of
us,
on
the
zoom
to
change
that.
I
think
we
all
care
deeply
about
the
issue.
Not
gonna.
Try
to
suggest
we
don't.
A
One
of
the
recommendations
was
releasing
the
data
on
our
public
safety
dashboard
right,
so
that
you,
as
a
layperson
and
citizen,
could
go
on
and
see
what
the
diversity
numbers
were
for
each
department.
So
essentially
what
the
chairs
and
chief
diversity
officers
and
commissioners
and
chiefs
just
shared
is
that
available
is
that
available
and
if,
if
not,
which
I
don't
think
it
is
the
last
I
checked.
A
When
do
we
see
that
happening,
because
it
goes
to
just
a
transparency
piece?
When
do
we
see
that
data
being
accessible
on
the
dashboard
and
then?
My
second
question
is
on
civil
service.
Yes,
I
you
know
the
hearing
we
held.
All
pathways
are
good,
bps
pathway.
I
think
it's
all.
I
think
it's
all
incredible.
A
Curious
if
we've
explored
as
a
city
to
either
do
it
in
partnership
with,
say,
mapc
who's
done
it
with
other
municipalities
or
someone
else
to
to
really
have
a
deep
dive
versus
waiting
for
the
state
which
can
take
forever.
So
those
are
my
two
questions
directed
for
you
and
then
I'll
I'll.
Allow
our
commissioners
and
chiefs
to
talk
for
a
few
minutes.
F
Sure
I'll
I'll
touch
on
it
on
the
data
piece.
First,
when
it
comes
to
the
dashboard,
I
I
think
what
you're
currently
looking
at
is
our
first
iteration
of
the
dashboard.
I
think
there's
been
a
lot
of
requests
not
only
on
public
safety,
to
see
to
your
point,
the
leadership
breakdown
but
but
a
whole
other
slate
of
categories,
including
disability
and
sort
of
veterans
categories.
F
So
the
answer
is
yes:
we're
currently
working
with
all
of
our
public
safety
agencies
to
update
that
information
into
the
new
iteration
of
the
dashboard,
which
we
hope
to
launch
this
spring,
so
that
that
information
is
forthcoming.
F
F
One
of
the
recommendations
that
called
forth
was
a
preference
for
high
school
graduates
of
bps,
which
is
a
civil
service
issue,
and
so
the
mayor's
adopted
the
recommendations
from
the
task
force,
which,
which
called
for
a
review
of
the
civil
service
process
in
what
it's
had
in
terms
of
equity,
for
hiring.
A
Okay,
I
would
just
say
I
think
the
data
that
we
just
listed
should
be
out
there.
I
mean
we've
talked
about
this
yesterday
and
I
think
we
should
be
doing
our
own
more
comprehensive
study
of
civil
service,
the
pros
and
cons,
because
there
are
good
things,
there's
benefits.
I
just
think
it's.
It
allows
us
to
have
a
more
thoughtful
conversation
on
what
we
could
do
with
civil
service
if
anything
at
all
in
terms
of
diversity,.
F
And
council,
the
one
thing
I
would
note
on
civil
service
is,
you
know
I
think
boston,
isn't
a
unique
position
in
most
cities
and
towns
when
it
comes
to
civil
service.
If
you
look
at
civil
service
across
the
state,
I
think
it
tends
to
work
pretty
well
for
most
cities
and
towns
with,
I
think
boston
is
an
outlier
in
that
you
know
boston's,
where
everyone
wants
to
be
right,
and
so
I
think
you
know
it's
more
specific
to
boston
than
across
the
board.
A
Yeah
I
mean
we
already
know:
there's
about
17
municipalities
have
opted
out
of
civil
service
entirely
for
their
public
safety
agencies
or
there's
some
others
that
are
considering
you
know.
Do
we
do
a
point
system
like
the
state,
police
or
something
else,
but
just
need
more
information
there.
So
I,
I
guess
I'll
start
with
you
michael
to
give
you
a
few
minutes
and
then
I'll
go
to
commissioner.
I'm
sorry,
the
chief
houli
then
I'll
go
to
the
commissioner
and
then
I'll
open
it
up
to
council.
A
Colleagues
I'll
give
you
each
a
few
minutes
if
that
works,
and
then
I'll
go
to
council
colleagues.
C
So
my
position
as
you're
aware,
was
created
in
2017,
and
we've
made
tremendous
strides,
I'm
the
diversity,
recruitment
officer
and
examination
administrator
for
the
boston
police
department.
I
am
committed
to
this
recruitment
of
sworn
personnel
and
cadets.
C
I
also
oversee
the
promotional
exam
planning,
process,
planning
and
execution
process.
We
just
executed
the
last
phase
of
our
promotional
exam
for
sergeants,
but
we
we
executed
the
promotional
exams
for
all
three
ranks
between
september
and
december,
so
we've
seen
some
progress
in
our
recruit
classes,
in
particular
with
regard
to
our
outreach.
We
partnered
with
the
city
of
boston's
career,
fair
series,
local
colleges,
universities,
boys
and
girls
clubs
ymcas.
I
serve
on
the
board
on
for
the
english
high
school's
legal
and
protective
studies
curriculum.
C
So
we
we
believe
we
have
good
partnerships
and
good
conduits
in
order
for
people
to
be
aware
of
the
types
of
positions
in
the
process
to
to
become
a
a
police
officer.
This
starts
with
even
just
a
presence
on
the
city
of
boston's
website,
so
boston.gov
forest
last
police.
That
was
one
of
the
initiatives
that
we
took
from
a
marketing
and
information
standpoint.
C
We
also
host
information
sessions
throughout
the
city
and
most
of
them
are
centrally
located
at
the
bowling
building
and
most
of
them
have
upwards
of
a
hundred
plus
attendees
at
each,
and
we
just
recently
did
our
first
virtual
info
session.
We
invite
our
our
city
agency,
colleagues
along
as
well.
Both
bfd
and
ems
have
been
at
our
as
guests,
who
are
to
our
information
sessions,
including
the
the
park
services.
C
So,
in
terms
of
you
know
our
our
full
approach
to
to
recruitment.
We
have
seen
an
uptick,
especially
as
it
relates
to
our
female
recruits
from
2016.
We
had.
It
was
upwards
of
a
small
number,
but
out
of
the
56
recruits
we
had
78
percent
were
a
white
american
and
then
2017.
C
When
I
came
on
board,
we
saw
that
number
from
the
white
american
male
number
go
from
the
70,
70
plus
percent
to
60
percent
and
we're
hovering
around
between
59
60
percent,
now
each
class,
and
so
incrementally,
we've
seen
numbers
a
little
bit
more
balanced
from
our
recruit
class.
It
could
lend
to
the
number
of
overall
recruits
that
we
have.
C
We
have
a
larger
number
as
opposed
to
a
smaller
class
size,
but
I
I
want
to
say
we
can
point
directly
to
promotions
and
partnerships
with
civil
service,
whereas
the
2019
test
shows
that
for
the
boston
residents
we've
had
the
most
diverse
applicant
pool
actually
register
and
take
that
particular
exam.
C
As
we've
done
our
first
draw
from
that
list,
we
intend
to
continue
to
draw
from
that
list
until
it
expires
in
2021,
but
we've
seen
a
pretty
a
good
balanced
class,
as
we
just
put
in
the
class
as
of
november
30th
2020
and
of
the
110
we're
showing
65
white
american.
C
That
includes
nine
women
and
so
again,
with
the
with
the
male
percentage,
we
would
say
we're
still
hovering
around
the
sixty
percent
percentile
for
white
american
male
19,
latinx,
13,
black
american
and
three
percent
asian
american.
C
So
we
again
we're
maintaining
that
number
of
women
female
recruits
we're
very
excited
about
that,
and
we're
also
maintaining
the
secondary
languages
that
are
reported.
We
make
it
a
general
practice
to
include
language
certification.
Every
time
we
we
ask
for
a
we,
we
intend
to
do
that
moving
forward
and
we
continue
to
partner
with
boston
fire.
We
were
successful
in
sharing
information
in
2018
when
we
were
granted
language
certification.
C
This
most
recent
time.
I
think
it
had
more
to
do
with
timing.
We
weren't
granted
a
language
certification,
but
they
were.
They
were
happy
to
share
their
successes
early
on
in
the
year,
and
we
look
to
duplicate
that
for
the
next
draw.
A
No
that's
very
helpful
in
that
collaboration
across
department
too.
So
thank
you,
I'm
going
to
go
to
chief
hooley.
I
don't
know
if
you
want
lieutenant
alexander
to
speak
but
I'll
defer
to
you
and
then
I'll
go
to
commissioner.
G
Okay,
no
thank
you,
and
I
just
too
quick.
I
I
was,
I
was
gonna
hand
off
something
to
deputy
alexander
here
in
a
second,
but
when
I
was
trying
to
look
back
at
some
of
the
just
just
you
know
just
give
you
one
example
of
just
yeah,
even
even
some
of
the
as
we
try
to
make
progress.
G
There's
there's
still,
you
know
challenges,
but
you
know,
for
example,
because
as
I
was
stating
earlier
that
currently
you
know
the
deputy
superintendent
rank,
which
is
one
of
our
most
senior
positions
in
boston
ems.
It
provides
oversight
for
the
majority
of
our
workforce
is
the
most
diverse
rank
in
boston
ems.
G
Now,
with
five
out
of
12
of
the
members,
that's
42
percent,
being
female
5
out
of
12
42,
being
persons
of
color
and
as
well
as
our
training
captains
who
are
at
the
the
second
most
diverse
rank
in
our
bobbin
with
two
out
of
five
mean
persons
of
color
and
two
out
of
five
being
women,
the
opportunities
for
promotion.
Then
that
means
that
you're
drawing
from
some
of
the
lower
ranks
or
in
the
case
the
deputies
we
wound
up.
G
G
But,
but
you
know
on
on
the
idea
in
your
document
counselor
when
you
know
one
of
the
things
you're
there
possibly
about
coordinating,
recruiting
efforts,
we
we
try
to
look
beyond
not
just
working
with
bpd
bfd,
but
a
lot
looking
at
other
city
departments,
bcyfowd
a
lot
of
the
bus
public
health
areas
and
but
I
think
who's
best
to
speak
to
it
would
be
deputy
lee
alexander.
So
lee,
if
you
don't
mind.
A
H
You
morning
counselor,
thank
you
for
having
me
so
just
some
of
the
coordinating
recruiting
efforts
that
that
I've
taken
on
along
with
department
members
in
a
few
short
months
have
been.
H
You
know,
recruiting
engagement,
so
keeping
our
existing
members
involved
and
engaged,
but
also
recruiting
new
members
to
increase
our
selection
pool.
So
the
department
has
invested
funds
where
we
recently
did
some
radio
ads
we
reached
out
on
you,
know
96.9,
which
is
very
popular
amongst
the
the
youth
in
the
community.
H
H
H
I've
spoken
on
some
webinars
with
them
and
we've
had
other
guest
employees
of
color
that
have
spoken
about.
You
know
highlights
of
the
career
being
in
the
city.
You
know
just
encouraging
them
with
the
potential
for
a
nice
income,
that'll
set
their
family
up
well,
so,
along
with
that,
we've
also
coordinated
with
I've
reached
out
to
michael
gaskins
as
well
who's.
You
know
kept
me
on
a
really
good
path
as
far
as
ideas
and
innovations
and
that
sort
of
thing
so
we
have
court.
I've
worked
with
the
grow
group.
H
H
So
a
lot
of
different
outreach
and
events
we're
working
across
with
fire
as
well.
We
did,
we
hosted
a
well,
they
hosted
a
summer
event
where
we
were
invited
with
our
summer
interns.
We
talked
to
their
summer
interns
or
their
summer
academy,
and
you
know
said.
H
Maybe
fire
is
a
career,
maybe
it
isn't,
but
this
is
also
a
career,
so
it
was
hundreds
of
inner
city
youth
that
were
very
attentive
so,
along
with
that,
we're
just
we're
exploring
career
days,
zoom
career
days,
we're
also
working
with
the
private
industry
council
who
they're
they're,
more
health
career
focused
and
that
sort
of
thing
so
coming
in
january,
we're
going
to
do
a
lot
of
zoom
webinars
and
actually,
just
before
this
hiring
process,
the
office
of
workforce
development
created
a
set
of
videos
explaining
the
process.
A
No,
that's
very
helpful.
Thank
you
so
much
and
just
a
collaboration.
You
know
I
think
a
couple
years
ago
and
one
department
was
doing
one
thing
and
finding
it
challenging.
So
I
really
appreciate
these
updates,
commissioner
I'll
go
over
to
you
for
updates,
and
then
I'm
going
to
go
to
my
colleagues
who
have
been
patiently
waiting.
So
thank
you.
D
Thank
you,
madam
sheriff,
so
the
boston
fire
department
is
open
to
exploring
all
avenues
of
partnerships
that
will
augment
and
complement
its
own,
recruiting
efforts,
and
so
I
wanted
to
thank
the
police
and
ems
for
any
collaboration.
We
have
with
them
they're
a
great
resource
for
us
and
I
know
we'll
be
reaching
out
to
the
police
on
the
cadet
program
as
well.
D
Currently,
the
boston
fire
department's,
recruiting
efforts
are
done
by
its
diversity,
recruitment
officer
and
by
recruit
team
comprised
of
minority
firefighters,
detailed
to
headquarters
from
the
field
and
months
leading
up
to
the
firefighter
exams
every
year
every
year
that
it
that's
every
other
year
for
the
past
couple
of
years.
Recruiting
is
nonetheless
done
throughout
the
entire
year
by
an
ad
hoc
team
of
firefighters,
including
the
department's
female
liaison
and
the
boston
fire
department's
public
information
officers.
D
We
also
have
the
teen
academy,
which
is
run
during
the
summer,
which
is
a
great
program
back
in
2017.
I
believe
we
had
20
20
kids
in
there
this
year
largest
ever
we
had
over
50..
D
So
it's
a
it's
that's
run
by
minority
firefighters
volunteering
to
do
this
and
mentoring
the
kids
and
it's
been
a
great
success.
D
We
also
bring
the
police
in
there
and
ems
and
and
military
recruiters,
so
they
get
they
get
a
lot
of
counseling
and
direction,
so
it's
great
great
for
them.
The
other
thing
we
do
is
the
community
enrichment
program,
which
is
run
by
minority
firefighters
and
they
mentor
these
kids.
D
They
play
basketball,
it's
a
basketball
league
and
it's
it's
run
at
bcyf
facilities
and
once
again,
it's
a
great
chance
to
play
basketball
with
the
kids,
talk
to
them,
mentor
them
and
that's
been
a
huge
success
and
we're
going
to
build
on
that
and
continue
continue
doing
with
that.
D
Also
getting
back
to
the
exams
so
back
in
to
to
show
how
successful
the
female
liaison
and
and
the
whole
recruiting
team
has
been
the
females
back
in
2018
exam.
We
there
were
59
people
signed
up
59
females
in
2020.
It
was
up
to
129,
so
we're
making
strides
there.
We're
also
doing
we're
we're
working
on
videos
that
that
are
going
to
help
the
women
with
the
physical
tests,
part
of
it,
and
we
also
ran
a
o2x
course
back
in
october.
D
First
first
ever
and
it
was
run
by
solo
2x
is,
is
a
group
run
by
x,
navy
seals,
former
navy
seals?
I
shouldn't
call
the
max
you're
never
x,
and
they
deal
with
physical
fitness.
Mental
health
stress,
resiliency
nutrition,
sleep.
D
You
know
how
to
sleep
properly.
It's
a
great
thing
and
I
had
them
write
a
program
specifically
for
women,
so
it
was
a
huge
success.
Geez.
I
think
we
had
45
women
and
14
of
those
we
invited
from
other
departments.
D
So
we
started
the
networking
with
the
women,
whereas
you
know
a
lot
of
these
departments
are
outlining
I'll
say
like
revere
or
you
know,
chelsea
or
whatever
they
may
have
one
or
two
women.
So
this
was
a
great
opportunity
for
them
to
to
meet
with
our
women
and-
and
they
can
just
you
know,
talk
women
to
women.
I
don't
know
what
they
talk
about,
but
but
anyways
they,
it
was
a
great.
It
was
really
a
great
success.
D
I
had
nothing
but
good
reports
back
on
that
and
that
that's
something
that
we're
looking
to
do
every
year
for
the
women
and
expand
on
that
they
they
really
loved
it.
So
I'm
very
happy
and
proud
that
that
we
were
able
to
do
that
so
and
in
the
future,
the
boston
fire
department.
It's
my
hope
that
we
can
have
a
dedicated
team
of
recruiters
for
outreach
events
for
year
round
recruiting
on
a
consistent
basis.
D
But
you
know,
as
as
with
everything
it's
a
budget
issue
so
but
but
we'll
do
our
best.
That's
all
I
have
for
right
now.
If
you
have
any
questions
on
that.
A
No
thank
you,
commissioner,
who
was
here
first,
I
can't
remember
shane.
What's
the
order
again.
B
Wow,
thank
you.
You
know
right
good.
No,
but
I'm
excited
no.
I
was
very
informative
and
I
really
do
appreciate
all
the
data
and
so
I'll
just
keep
my
questions
really
brief.
I'm
just
curious
in
terms
of
what
languages
are
spoken
by
public
safety
officials.
How
does
language
competency
determine
where
are
our
officers
are
stationed?
And
does
the
city
ask
for
language
competency,
we're
looking
for
prospect
applicants,
and
can
you
just
speak
a
little
bit
to
the
language
certification
process?
What
what
does
it
look
like?
B
How
are
applicants
certified
and
then
I'm
also
curious
in
terms
of
I
understand
all
of
your
outreach
efforts,
I'm
curious
as
to
whether
or
not
you
have
a
survey
that
is
shared
with
the
public
so
that
they
can
tell
you
how
they're
experiencing
the
the
hiring
recruitment
process
so
that
you
can
get
some
feedback
and
when,
based
on
what
you
hear
from
those
who
are
trying
to
navigate
that
you
can
tweak
your
recruitment
efforts
accordingly
to
how
people
are
receiving
the
information
that
they're
getting
and
I'm
just
curious.
If
there.
B
If
there's
a
survey
that
exists
and
then
I'm
just
wondering
one
thing
is
to
recruit,
and
the
other
is
to
retain
I'm
curious
about
what
your
retention
strategies
look
like
and
what
type
of
environments
are
we
creating
for
people
of
diverse
backgrounds
so
that
they
can
feel
fully
embraced
once
they
are
entered
into
one
of
our
departments?
And
then
what
is
your
track
towards
stepping
up
the
ladder?
You
know?
B
I
know
that
oftentimes
there's
requirements
and
certifications,
but
I'm
just
curious
about
like
how
are
we
reducing
the
hardships
for
a
lot
of
folks
who
are
trying
to
reach
quote?
Unquote,
the
top.
I
know
I
asked
a
lot
of
questions
and
I
don't
remember
half
of
them
because
they're
all
coming
off
from
right
top
of
here,
but
I
hope
one
of
y'all
are
taking
notes
because
I
do
expect
some
answers
from
some
of
the
questions
that
I've
asked.
A
D
Okay,
so
councilman
mejia,
we
we
went
to
civil
service
and
and
connie
wong
had
to
kind
of
beat
them
up
over
getting
the
cert,
but
we
finally
got
what
we
wanted.
We
get
it
on
a
regular
basis
and
we
now
up
to
five
separate
languages
that
we,
the
the
five
main
languages
that
are
spoken
in
the
city:
spanish,
haitian
creole,
chinese,
vietnamese
and
cape
verdean.
D
D
It's
it's!
It's
a
special!
It's
a
it's
a
separate
certification
list,
so
it's
different
and
we
can
pick
from
that
list
once
again.
It
goes
by
score
and.
D
It's
separate
from
the
other
list
of
recruits
potential
recruits.
B
Okay,
so
I'm
curious
in
regards
to
the
other
questions.
D
The
recruiting
question
as
far
as
the
survey,
I
think
we
have
to
we'll-
have
to
work
on
that.
I'm
not
sure
if
we
actually
do
that.
D
A
Maybe
chief
tavares
because.
E
A
A
question
that
goes
across
different
departments
for
the,
I
guess
for
the
questions
that
go
across
a
whole
host
of
departments.
Maybe
chief
tavares
can
can
respond
and
then
on
this
some
of
the
recruiting,
specifically
whether
it's
language
which
is
applicable
to
fire
and
police.
That
would
be
michael.
I
don't
know
if
you
have
anything
to
add
in
the
language
piece.
F
Sure,
maybe
I'll
go,
and
then
I
think
michael
can
jump
in
comes
from
here.
I
think
the
important
thing
to
keep
in
mind
about
the
language
preferences
is
that
those
are
approved
by
the
state,
and
so
all
we
can
do
is
apply
to
the
state
for
language
preferences
and
basically,
what
we
have
to
do
is
show
justification
for
why
we
need
those
there's,
not
a
clear
cut
process
in
terms
of
what
hrd
is
looking
for
when
they
approve
those
waivers.
F
I
think
it's
more
up
to
us
to
make
the
case
as
to
why
why
we
need
them
right,
and
I
think
it's
something:
we've
we've
been
going
after
the
years
and
we've
been
more
successful
with
it
recently,
so
I
think
strategically.
It's
something
we're
going
to
continue
to
go
after.
On
the
question
of
surveys,
I
think
you're
speaking
more
broadly
across
the
administration
is
something
we
we've
been
engaged
in.
The
public
health
commission
has
recently
launched
a
survey
with
all
individuals
for
the
health
agency.
F
F
That's
going
to
roll
out
racial
equity
trainings
across
all
the
across
the
administration
and
part
of
their
efforts
is
not
only
going
to
be
outreach
within
the
administration,
but
also
in
the
public.
You
know
what
do
you
expect
to
see
from
your
government?
What
are
the
priorities?
I
think
aren't
being
touched
on
right
so
to
your
point,
that
engagement
is
going
to
drive
a
lot
of
our
policies
going
forward.
So
I
do
think
part
of
that
strategy
should
be
used
in
our
public
safety
agencies.
Yeah.
B
So
I
just
want
to
be
clear
in
terms
of
what
I'm
in
regards
to
the
survey:
it's
not
just
those
folks
who
are
working
for
the
city,
I'm
curious
about
those
who
have
tried,
or
or
who
have
gone
through
career
fairs,
where
I've
gone
through
the
the
interview
process,
I'm
curious
about
what
their
experience
has
been
as
those
who
have
not
been
employed
or
hired
to
work
just
to
understand
what
their
experience
has
been
like.
And
what
can
we
learn
about
their
journey
in
this
process?
F
Your
point
counselor,
I
think
you
actually
showed
up
to
one
of
the
neighborhood
career
fairs
we
had
launched
in
mattapan
in
that
process.
What
we
do
is
you
know
as
we're
trying
to
connect
external
stakeholders
to
some.
You
know
private
companies,
that
may
not
be
the
city,
but
what
we've
done
is
to
your
point
is:
ask
them
directly
about
what's
worked
and
what
hasn't
and
a
lot
of
the
feedback
we've
got
during
those
process,
helped
us
guide.
F
You
know
future
events,
you
know
whether
it's
making
sure
that
events
were
centrally
located
near
transportation
right,
whether
what
are
those
best
times
to
do
it
right.
Is
it
after
work
or
is
it
on
a
saturday
morning
where
individuals
have
more
availability
right?
What
are
the
types
of
jobs
they
want
us
to
come
equipped
with
what
were
some
of
the
barriers
they
had
right?
Should
we
have
computers
on
site,
so
they
can
do
applications
on
site.
F
B
Yeah,
I
think
it
would
be
helpful
if,
once
you
get
the
feedback,
if
there's
a
way
for
you
all
to
share
it
with
the
council,
so
that
we
can
see
how
the
recruitment
process
is
going
and
how
people
are
experiencing
it.
And
the
last
question
I
mean
I
had
more
than
that
than
these.
But
I'm
curious
if
you
could
just
talk
to
me
a
little
bit
about
the
retention
I
I
do
know
that
you
know
this
is
really
about
the
recruitment
and
increasing
our
numbers.
B
But
I'm
just
curious
if
you
could
talk
to
what
efforts
are
made
to
create
an
environment
where
people
of
color
in
particular
want
to
stay
within
these
city
agencies
and
and
I'd
like
to
know
a
little
bit
about
the
environment
that
are
that
people
are
navigating.
F
Yeah,
I
think
you
know
just
to
touch
broadly
on
the
retention
question.
I
think
that's
something
we
always
think
about.
You
know
just
not
in
public
safety
but
across
the
administration.
I
think
one
thing
that's
been
difficult
for
us
as
we
look
at
data.
I
think
the
farther
you
go
back
on
data.
I
think
the
more
you
find
out
it's
you
know
we
don't
have
the
best
data.
It's
sort
of
you
know.
F
How
do
we
define
you
know
how
we're
capturing
this
information
so
part
of
what
we're
working
on
now
to
your
point
is
with
hr
and
with
our
team
to
figure
out.
You
know
what
does
that
all
mean?
What
does
it
mean
to
retain
someone?
How
do
you
capture
that
anecdotally,
but
also
through
data?
You
know:
how
do
we
capture
you
know?
How
do
we
define
retention
right?
How
do
we
tell
that
story,
and
how
do
we
find
better
metrics
to
be
able
to?
F
B
Chief
taranis,
do
you
know
why
people
leave
why?
Why
do
you?
I
know
you're
like
what's
that
question?
Let
me
just
I'm
just
curious,
you
know,
if
do
you
when
you
do,
you
ever
do
exit
interviews
when
some
or
let's
say,
for
instance,
someone
has
been
a
police
officer
for
15
years
and
they
haven't
reached
the
ranks?
Do
you
have
any
any
kind
of
like
any
data
that
goes
to
show
how
long
it
takes
a
person
of
color
to
go
from
being
a
police
officer?
B
To
I
don't
know,
what's
the
next
thing
like
a
sergeant
or
a
captain,
and
then
a
deputy,
I
don't
know
the
ranks,
but
I'm
just
curious.
What's
the
longevity
for
someone
to
actually
reach
the
ranks.
F
I
don't
have
that
data
readily
available,
but
but
I
did
two
things
here
points
those
are
data
sets
in
analysis.
We
should
be
looking
at
so
I
I
agree
with
the
point
that
you
know
we
could
be
looking
at
all
all
different
metrics
on
retirement
retention,
but
one
thing
we
find
is
that
you
know
with
the
workforce
of
20
000
plus
employees.
A
lot
of
our
employees
aren't
necessarily
leaving
they're
they're
they're
moving
across
departments
right
and
so
for
us.
F
That's
another
piece
of
you
know:
how
do
you
count
those
employees
that
may
be
going
from
one
job
and
they're
just
going
across
departments
to
the
next?
You
know,
but
but
it's
just
the
beginning,
conversation
on
on
a
whole
bunch
much
of
this
data,
but
to
your
point
you
know
it
isn't
sort
of
exploratory
conversations
of
how
do
we
capture
these?
These
things.
B
A
No
thank
you.
Councillor
flynn,.
I
Thank
you.
Thank
you,
councillor
campbell
for
your
leadership
on
this
important
issue.
I
had
a
couple
questions
just
just
hearing
some
of
the
numbers
about
the
asian
community
that
be
boston
public
at
the
police,
the
fire
and
ems.
Do
you
think,
overall,
we
have
a
enough
asians
in
those
three
departments.
If
and
if
we
don't,
what
can
we
do
to
increase
that?
What
type
of
specific
retention,
or
what
type
of
specific
recruiting
can
we
do
on
on
asian
police,
fire
and
ems.
F
Council
just
to
speak
broadly,
I
think
I
think,
if
you
look
at
any
of
these
agencies,
what
you're
going
to
find
is
that
when
it
comes
to
the
asian
population,
the
applicant
pool
is
very
slim,
and
so
I
think
all
these
agencies
are
dealing
with
the
they're
operating
from
a
space
where
there
isn't
a
large
selection
pool.
F
So
I
think
the
first
strategy
needs
to
figure
out
is
how
do
we
increase
those
numbers
to
make
sure
we
have
more
individuals
applying
so
that
we
can
give
these
departments
more
access
to
the
actual
candidates,
some
some
of
the
tools
we've
mentioned.
I
think
you
know
what
will
help
with
that
piece.
The
cadet
program
allows
us
to
sort
of
get
more
diversity
in
the
in
the
applicant
pool
so
that
we
have
more
access
to
some
of
these
kids
the
residency
requirement
again,
potentially
larger
class
sizes.
F
I
think
you
know
the
farther
you
get
down
on
sort
of
civilian
list,
the
more
diversity
you
have
there.
So
so
I
think
it's
a
little
bit
of
everything
and
I
don't
think
it's
sort
of
you
know
sort
of
a
one-size-fits-all.
I
don't
know
if
any
of
the
public
safety
agencies
want
to
jump
in
on
that.
C
I
I'll
say
one
thing
that
we
find
you
know
we
partnered
with
the
asian
civic
association
and
other
groups
to
kind
of
have
round
table
discussions
around
this
from
a
police
department.
Standpoint
there's
a
lot
of
cultural
work
that
needs
to
be
done
in
terms
of
the
honor
and
integrity
of
police
officers
and
how
they're
looked
at
in
various
countries,
and
so
we
have
found
that
that
type
of
behind-the-scenes
work
is
helpful,
but
civil
service,
we've
partnered
with
civil
service
on
their
posters
as
well
and
they've.
C
Actually
posted
they've
created
posters
in
different
languages.
So
that
way
we
we
can
try
to
address.
Perhaps
the
the
person
that's
in
the
home,
that's
influencing
decisions
to
to
be
able
to
read
a
poster
in
a
language
that
they're
familiar
with
and
now
influence
that
child.
So
our
our
hope
is
to
kind
of
chip
away
at
this,
but
is
there's
more
of
a
cultural
divide
as
it
relates
to
the
asian
population.
C
D
Council
from
the
fire
department
side,
a
lot
of
us
comes
from
the
language
right
now,
but
if
you
don't
mind
I'll,
let
connie
wong
where
she
deals
with
the
language
shirt
a
lot
she
can
expand
on
this.
Oh
thanks
connie.
J
Sorry
didn't
I
realize
that
so
I'll
try
to
remember
what
I
just
said
and
I'll
repeat
it,
but
thank
you
councilor
campbell
for
hosting
this
and
councillor
flynn.
For
that
question,
the
language
search
was
something
that
I
was
looking
into
when
I
first
started
came
back
in
2014
and
2015
was
my
first
hiring
cycle
looking
at
what
we
can
do
to
increase
diversity
and
what
was
legally
permissible
within
the
bounds
of
civil
service
hiring
laws.
J
Last
year
I
got
all
five
top
languages,
including
cape
verdean,
for
the
city
of
boston
and
and
the
fire
department,
and
this
year
the
same
thing
I
think
when
it
comes
to
increasing
the
diversity-
or,
let's
say
the
specific
question
to
counselor
flynn's
question
about
increasing
asians,
it
is
one
thing
we
have
to
tackle
is
imparting
the
knowledge,
the
different
pathways
that
are
permissible
within
the
current
civil
service
laws,
how
you
can
get
on
police
or
fire
and
what
I
have
found,
because
I
mean
I'm
an
american
born
chinese.
J
I
grew
up
in
boston.
Grew
up
in
chinatown
speak
three
different
chinese
dialects,
but
I
know
that
even
within
my
own
community
there
is
a
lack
of
knowledge
in
how
to
navigate
civil
service.
So
they
don't
know
about
language
preferences.
They
don't
know
about
residency,
they
don't
know
about
age
requirements.
J
Knowing
that
you
know,
there's
a
lot
of
veterans
that
get
preference
right
now,
even
amongst
asian
veterans.
My
dad
is
a
part
of
the
chinatown
american
legion
post.
I've
tackled
them
to
try
to
get
more
recruits
or
potential
applicants
just
as
part
of
our
own
overall
outreach
and
recruitment,
there's
a
dearth
of
kids
and
then,
even
when
there
are
the
kids,
they
either
do
not
meet
residency
or
they
do
not
meet
age.
J
Or
you
know
they
meet
all
that
and
they're
willing
to
be
a
boston
firefighter,
but
they
either
don't
speak
the
language
sufficiently
to
pass,
because
we
use
a
third
party
vendor
for
transparency
purposes
to
assess
the
language
proficiency
or
they
don't
meet
the
residency
and
I'll
give
you
an
example.
J
One
of
the
kids
who
wanted
to
apply
did
not
move
into
boston,
even
though
he
is
a
dav,
because
none
of
his
family
live
in
this
area
anymore
and
he
is
homeless,
so
he
lives
in
outside
of
the
city
somewhere
he's
familiar
with
to
sleep
in
his
car,
because
then
he
knows
the
streets
where
the
cops
won't
come
and
kick
him
away.
So
that
is
another
hurdle
so
for
some
of
the
demographics
that
we're
trying
to
pursue,
they
have
more
than
just
one
issue
about
how
do
they
get
on
it's?
It's
multi-prong,
some!
J
It
is
age.
Some
of
it
is
residency,
but
I
would
say,
above
all,
it
is
the
lack
of
knowledge
how
to
navigate
civil
service.
That
is
what
I
have
found
in
the
last
five
years.
It's
a
lack
of
knowledge,
so
we
have
to
do
a
better
job
going
out
into
those
communities
and
teaching
them.
What
the
hiring
process
is
really
all
about.
I
Well,
thank
you.
Thank
you
for
answering
that
question
and
thank
you
connie.
I
have
great
respect
for
you
and
for
your
family
and
I
always
spend
a
lot
of
time
with
your
father
with
the
american
legion
post,
especially
at
this
time
they
do
an
outstanding
christmas
drive
for
kids
in
the
neighborhood,
the
chinatown
american
legion
post.
So
just
want
to
say
thank
you
to
to
you
and
your
family.
I
Thank
you.
Thank
you.
My
final
question.
Maybe
it's
to
chief
tavares,
chief
on
the
boston
police
recruitment.
I
I
know
you
highlighted
the
bps
might
be
getting
some
consideration
as
it
as
it
relates
to
bps
graduates,
as
it
relates
to
hiring
preference.
I
I
highlighted
the
other
graduates
that
are
not
bps.
I
have
a
tremendous
school
in
my
district,
for
example
cathedral
high
school
and
and
there's
probably
not
a
more
diverse
school
in
the
city.
There's
probably
several,
but
there's
it
it's
it's
high
up
there
high
it's
probably
about
95
percent
latinx
and
african-american,
but
I
I
think
it's
important
also
to
recognize
those
students
that
they
should
be.
I
F
No,
no
counselor.
I
think
I
think
the
recommendation
is
to
look
at
civil
service
as
a
whole.
But
to
your
point
I
do
think
you
know
it's
where
the
conversation
of
looking
at
these
schools
who
fall
outside
of
the
bps
jurisdiction
and
then
the
other
question
has
been
posed
as
a
is
also
looking
at
language
preference
as
a
potential
tool
going
forward
for
these
kids
as
well.
So
to
your
point,
no,
I
I
don't
think
it's
set
in
stone
that
it's
going
to
be
bps
only.
I
I
So
I
would
obviously
I
would
have
to
support
out
of
basic
fairness,
making
sure
that
they're
part
of
the
you
know
part
of
the
part
of
this
issue
as
well.
So
I
I
hope
we
can
work
on
that
issue,
going
forward
with
chief.
F
Yeah
I'll
definitely
take
that
back
counselor.
But
I
don't
disagree
with
the
point.
I
Okay,
I
have
no
further
questions.
Thank
you,
council
campbell.
K
Thank
you,
madam
chair,
and
obviously
it's
great
to
see
all
the
committed
folks
in
front
of
us
today.
I
have
a
couple
thoughts.
Obviously
one
of
them
wanted
to.
L
Address
the
and
it's
kind
of
the
issue
that
I've
been
talking
about
for
for
a
little
while,
which
is
the
it's
the
well.
Let
me
let
me
just
make
an
introductory
comment,
because
I
came
on
just
a
little
late,
I'll
just
say
that,
first
of
all,
thank
you
chairman
campbell
for
hosting
and
sponsoring.
L
I
think
it's
critically
important
across
all
ranks
of
public
safety
agencies
that
they
reflect
the
rich
diversity
of
our
city
and
that
that
they
know
the
neighborhoods
that
they
can
speak
the
language
of
our
residents,
that
they
look
like
our
residents.
They
understand
the
lived
experience
of
our
residents
here
in
the
city,
our
public
safety
jobs
are
some
of
the
higher
paying
jobs
in
the
city,
good
salaries,
good
benefits,
good
working
conditions,
and
I
want
to
have-
I
want
all
of
our
residents
to
have
those
jobs.
L
So
the
city's
made
investments
over
the
past
few
years
to
to
recruit
and
retain
a
more
diverse
workforce,
which
I'm
sure
the
panelists
you
know
as
they
have
they've
described
it
in
detail,
so
we're
going
to
continue
to
make
those
efforts
to
continue
to
make
headway,
and
so
I
appreciate
everyone's
efforts
to
date,
particularly
the
council
and
the
council
has
been
on
this,
but
there's
just
two
areas
that
I
wanted
to
highlight,
and
one
is
the
mattress
address
which
is.
L
We
currently
have
legislation
pending
up
at
beacon
hill,
to
move
the
residential
requirement
from
one
year
to
three
years
before
you
can
sit
for
the
for
the
civil
service
exam
that
has
been
supported
by
our
patrolmen,
our
detectives,
our
superior
offices
and
manlio,
as
well
as
our
commissioner
and
and
with
respect
to
the
fire.
It's
been
also
supported
by
718
in
the
vulcans
in
the
commissioner
and
it's
just
sitting
up
at
beacon
hill
and
needs
a
push
that
will
probably
be
a
that'll.
L
Do
tremendous
make
it's
a
make.
The
lift
a
lot
easier.
I
should
say
when
you
could,
when
we're
losing
so
many
seats
per
academy,
to
folks
that
don't
live
in
the
city,
didn't
grow
up
in
the
city
or
not
from
here,
but
they
moved
in
or
they've
listed,
a
relative's
address,
an
aunt
or
a
grandparent
or
a
cousin.
L
That
is
doing
a
huge
disservice
to
this
entire
discussion
that
we're
having
and
unless
and
until
we
cut
that
off
and
close
that
loophole
and
make
sure
that
those
very
precious
academy,
seats
or
recruit
seats
are
left
for
folks
that
live
in
the
city
and
the
way
we
do
that
is.
We
move
the
requirement
from
one
year
to
three
years
before
you
can
even
sit
to
take
the
test
that
will
free
up
a
lot
more
seats
in
our
class
and
the
recruit
classes
and
the
academy
classes
that
will
go
to
city
residents.
L
That
will
help
foster
this
discussion.
So
that's
just
sort
of
the
first
issue,
so
anyone
in
their
respective
circles
that
if
you
have
relationships
up
in
beacon
hill,
please
try
to
push
to
have
this
past,
because
this
that
legislation
will
go
a
long
way
in
sort
of
solving.
Some
of
these
issues
and
then
the
last
issue.
The
second
piece
is,
is
on
the
promotional
exams
and
I've
had
discussions
in
the
past,
and
I
know
the
chairwoman
and
I
have
discussed
this
ad
nauseam
in
the
past
as
well,
particularly
when
she
was
council
president.
L
As
you
guys
have
a
good
vantage
point.
You
know
the
men
and
women
of
your
departments
and
when
you
have
the
promotional
exam,
there's
opportunities
to
go
into
and
to
make
those
appointments,
but
we're
our
hands
are
tied
and
they're,
mostly
tied
because
of
budgetary
constraints,
and
I
just
think
in
our
wisdom
we
have
the
opportunity,
because
what
happens
is
for
those
that
don't
understand
after
you
take
the
servo
service
test
and
it's
certified.
It
only
lasts
for
so
long.
L
So
many
people
die
on
the
list
very
capable
men
and
women,
and
particularly
people
of
color,
that
are
on
sort
of
the
sergeants
list
or
the
lieutenants
list,
or
the
captains
list
or
or
the
deputy
list,
and
and
we
we
just
need
to
make
like
one
or
two
more
appointments.
And
I
know
it's
an
upfront
capital
expenditure.
L
Upfront
expenditure
in
terms
of
our
overall
operating,
but
sometimes
it's
worth
it
to
sort
of
satisfy,
so
the
overall
goals
and
objectives,
and
unfortunately,
year
in
and
year
out,
people
are
basically
dying
on
the
civil
service
list
only
to
have
to
sort
of
start
the
process
over
only
to
have
to
take
the
test
again
and
then
have
to
get
ranked
again
and
in
our
wisdom
I
think
that
we
have
the
opportunity
to
solve
those
problems.
L
But
I
think
that
would
be
well
served
as
a
city
by
making
those
additional
appointments
and
getting
to
those
individuals
before
their
score
dies
on
the
list
and
again
this
is
something
that
we've
banged
our
heads
on
over
the
last
several
years,
where
we
had
the
opportunity.
If
we
could
just
dip
down
a
little
bit
and
and
make
some
additional
appointments,
we
would
have
been
able
to
put
people
of
color
in
positions
in
decision-making
positions
and
in
positions
of
of
leadership
and
authority.
L
That
would,
I
think,
to
connie
wong
will
foster
a
lot
in
terms
of
just
being
able
to
recruit
into
to
have
folks
be
able
to
point
to
and
to
look
up
to
and
consider
maybe
signing
up
and
joining
the
ranks
of
ems
or
or
fire
a
police.
So
not
everyone
wants
to
run
into
a
burning
building.
L
Not
everyone
wants
to
chase
a
suspect
down
down
a
dark
alley
late
at
night
and
have
to
make
your
life
a
decision
to
life
in
that
decision,
whether
discharge
or
firearm,
and
not
everyone
wants
to
be
in
the
back
of
an
ambulance
again
trying
to
save
someone
life
while
they're
bleeding
out
or
they're
in
the
middle
of
a
cardiac
event.
L
Extend
the
residency
from
one
year
to
three
year
before
you
can
even
sit
for
the
test
and
two
in
leadership,
be
a
little
more
judicious
around
appointment
time
and
look
at
those
lists,
those
civil
service
list
and
see
where
the
rankings
are
and
and
maybe
make
an
additional
appointment
or
two
to
be
able
to
get.
You
know
to
a
person
of
color
or
woman
and
get
them
into
the
fold
and
put
them
into
a
leadership
position.
So
I
know
I'm
all
pining
on
it.
Madam
chair,
you
and
I
have
discussed
this.
L
I
know
that
the
individuals
that
are
on
the
zoom
know
it
well,
and
sometimes
we
just
have
to
to
give
them
the
the
resources
to
make
those
appointments
to
to
get
the
diversity
that
we're
looking
for,
as
opposed
to
allowing
those
scores
to
sort
of
die
on
the
list.
L
A
Thank
you,
council,
flaherty,
I'm
just
being
mindful
of
time.
Technically
you
know
we
slated
this
end
at
three.
I
know
we
got
started
late.
So,
of
course,
well
I'm
glad
you
lifted
that
up
and-
and
you
know
this
is
an
ongoing
conversation.
I
think
we
all
recognize
just
from
the
numbers
alone,
that
there's
still
much
work
to
be
done
to
ensure
our
agencies,
of
course,
are
reflective
of
the
demographics
of
the
city.
I
just
quickly
wanted
to
go
through
chief
tavares.
A
Obviously
you
know
I
put
out
this
report
a
couple
of
years
ago
working
in
partnership
with
most
folks
on
this
call
after
hearing
from
them,
and
I
think
we
got
some
updates
on
the
cadet
program
filed
legend.
Thank
you
t
fully
and
laura
was
such
an
a
partner
in
this
work
too.
You
know
we
got
an
update
on
the
fire
cadet
legislation.
We
got
updates
on
the
numbers,
of
course,
the
data
dashboard
piece.
You
know
we
still
have
some
work
to
do
there
civil
service,
some
updates
there.
A
I
think
there's
been
some
discussion
because
of
the
recommendations
from
the
mayor's
task
force
on
policing
on
defining
not
only
diversity,
but
that
was
a
part
of
the
report
not
only
defining
diversity
but
also
making
sure
that
we
have
folks
to
oversee
this
work
across
every
single
department
and
just
mindful
of
time,
I'm
sort
of
going
through
some
of
them
quickly.
But
where
I
do
have
some
more
questions
is
one
on
the
promotional
exam.
You
know
there
have
been
conversations
for
a
long
time
on
just
the
promotional
exams,
specifically
in
bpd
being
discriminatory.
A
A
Piece
right,
that's
come
up
in
the
conversation
we
clearly
have
said
we're
not
going
to
use
it,
but
it's
gone
back
to
the
bargaining
table,
any
updates
on
the
hair
test
piece
and
any
updates
on
the
bypass
policy,
which
also
came
up
in
the
context
of
bpd,
with
respect
to
possibly
limiting
diversity.
That
came
up
during
some
of
our
conversations
too.
F
Yeah
counselor,
I
don't
have
any
updates
on
the
hair
test
policy,
but
but
I
do
think
in
terms
of
the
bypass
it
might
be
helpful
for
michael
to
talk
about
the
current
bypass
policy
in
terms
of
what
it
currently
is,
any
any
changes
might
that
we
have
made.
I
I
know
in
terms
of
you
know
this
may
not
speak
specifically
to
the
bypass
policy,
but
you
know
in
my
line.
F
I
come
across
a
lot
of
kids
who
are
interested
in
in
bpd
as
a
career,
and
there
have
been
instances,
for
example,
where
you
connect
them
a
mic.
F
It
may
have
been
a
small
infraction
that's
keeping
them
in
and
they
get
bypassed,
but
but
but
what's
different
this
time
around-
and
you
know
michael
could
talk
about
it-
is
the
work
we've
done
to
number
one
is
pull
those
kids
back
in
right,
bring
them
through
the
round
table
process
and
have
a
discussion
about
you
know
what
is
it
there
that
you
know
to
make
sure
we're
not
bypassing
them
from
misdemeanor
issues,
for
example
a
driving
record
right?
You
may
have
a
driving
infraction
that's
getting
you
held
up
in
the
process.
F
Right
there
may
have
been
a
question
around
you
applied
one
time
right.
You
may
have
made
a
question
around
you
know,
were
you
ever
arrested
and
you
answered
no
right.
That's
on
untruthfulness
right
that
may
have
been
held
against
you
in
the
past,
going
forward
right
and
I
think
at
least
having
and
I'm
not
sure
if
it's
an
official
policy
but
having
michael
in
that
space
has
at
least
helped
us
to
at
least
take
a
closer
look
on
a
case-by-case
basis.
F
So
michael,
I
don't
know
if
you
can
touch
a
little
bit
more
on
that
policy
there.
Yes,
sir.
C
Well,
for
for
the
hair
test,
in
particular
for
the
department
one,
we
we
immediately
went
to
a
urine
test
for
our
recruit
applicants,
as
we
call
for
the
list
for
the
next
iteration
coming
up,
we'll
be
continuing
to
use
the
urine
test
until
we
get
news.
Otherwise,
as
a
relation
to
our
bypasses
one
again
coming
in
in
2017,
I
did
an
analysis
of
the
number
of
bypasses
and
the
reasons
that
people
were
being
bypassed.
C
C
You
you
mentioned
the
promotional
exam.
I
want
to
make
sure
I
touch
on
that,
but
we
we
relate
both
to
the
the
actual
job
function,
so
someone's
not
going
to
be
bypassed
if
they
have
one
speeding
ticket
they'll
be
bypassed
if
they
have
an
nse
class,
which
means
you
have
a
certain
number
of
infractions
within
a
short
amount
of
time,
and
so
that
puts
into
question
your
your
driving
and
or
the
judgment
behind
the
will.
That's
directly
related
to
the
job
function,
so
we're
going
to
bypass
that
candidate.
C
It's
not
a
no
forever,
but
it's
a
no
for
a
period
of
time
if
they
show
better
judgment
over
a
period
time
of
say,
five
years
past
the
nsc
class,
then
they're
able
to
to
perhaps
proceed
through
the
through
the
interview
process.
So
it's
important
that
that
that
this
this
body
understands
that
we're
not
making
arbitrary
decisions
as
it
relates
to
people's
backgrounds
and
whether
or
not
they
would
be
suitable,
be
police
officers.
We
have
pretty
hard
line
areas.
C
If
you
have
a
felony,
you
cannot
by
law,
be
a
police
officer,
but
if
you
have
felonious
conduct,
it
doesn't
necessarily
disqualify
you,
but
what
we're
going
to
be
looking
at
are
patterns
of
behavior
and
and
things
that
you've
done
throughout
your
your
your
time.
Up
until
the
point
we're
reviewing
that
application
to
determine
whether
or
not
your
bypass,
if
you
are
bypass
every
applicant
will
get.
C
We
give
the
information
that
they
have
the
right
to
appeal
that
bypass
the
commission,
we'll
review
that
civil
service
commission
reviews
that
if
they
uphold
it
the
bypass,
then
it's
a
no
oftentimes.
It
may
not
be
a
no
forever,
but
do.
C
Only
if
the
applicant
themselves
appeal
the
process
and
and
many
many
applicants
partner
with
some
of
our
affinity
groups
mam
leo
and
the
lawyers,
I
think
they
they
changed
it
again.
Lc
j,
fdr,
yep,
lcr
yep.
They
they
you
know,
would
be
happy
to
work
with
a
lot
of
the
applicants
in
terms
of
their
bypass
and
and
helping
them
through
that
process.
So
we're
we're
not
making
any
arbitrary
decisions.
We
have
a
standard
operating
procedure
that
we
like
to.
C
A
You
could
send
that
to
the
council.
That
would
be
great,
it's
something
we
can
share
and
review
just
what
the
policy
is,
what
the
review
process
is
essentially
what
you
were
talking
about
now.
That
would
be
helpful
to
us.
Yes,.
C
Ma'am
and
lastly,
with
regard
to
the
promotional
exams
recently
in
in
press
conferences,
when,
when
you
have
bpd
representatives
talking
about
the
fairness
of
an
exam,
there's
an
ongoing
lawsuit,
that's
from
2008.
C
we've
had
two
exams
since
then,
including
our
most
recent
exam,
which
are
different
processes.
We
did
an
analysis
of
the
the
actual
job
function
we
had
subject
matter.
Experts
which
are
people
that
are
in
positions
that
are
being
tested
with
internally
within
the
department,
create
a
survey
and
answer
a
survey
to
determine
the
different
components
of
an
exam
and
how
we
can
best
assess
our
our
our
our
supervisors
as
as
well
as
the
weight,
that's
gonna,
be
associated
with
each
component.
So
now
we
have
a
written
test.
C
Reporting
to
or
responding
to
a
scenario
and
and
almost
like
on
the
job
and
how
you,
what
you
would
do
and
what
judgment
you
would
exercise
we
feel
like
that
is
a
is
a
fair
process.
We
feel
like.
C
We
there's
20
2020
this
exam
that
we're
we're
administering.
Now
we
have
that
and
in
2015
they
we
also
had
an
oral
component
to
it.
So
it's
not
just
a
written
test
and
your
education
and
experience
and
it's
not
just
a
80
20
split
there.
There
are
percentages
weighted
toward
each
component
and
these
percentages
relate
to
the
job
analysis.
C
So
if,
if
our
supervisors
are
saying
that
communication
is
is
really
key,
there's
gonna
be
more
weight
on
the
oral
board
in
your
presentation,
as
opposed
to
the
written
test,
and
so
we
look
to
continue
to
evolve
and
continue
to
look
at
best
practices
across
the
nation
to
make
sure
that
we
can
administer
fair
exams
and
again
have
a
good,
robust
applicant
pool.
So
we
can
draw
from
that
applicant
pool
and
make
good
supervisors.
A
Two
questions
and
then
I'm
gonna
go
back
to
council
mejia,
who
I
know
is
patiently
waiting
before
we
wrap
up,
because
I
know
it's
getting
late,
so
I
appreciate
you
guys
on
so
actually
on
the
promotional
piece,
so
that
case
right
is
that
case
done
with?
Have
we
appealed
that
case?
What's
the
status
right
now
that
case
specifically
on
the
promotional
exams.
C
Again,
that's
a
I.
I
don't
have
information
on
where
they
are
with
that.
Okay,
but
but
I
I
would
say
that
they
didn't
find
that
the
initially
they
didn't
find
the
the
the
test
was
unfair
or
or
had
any
bias
to
it
again.
They're
gonna
go
back
and
forth
we're
concentrating
on
the
2020
exam.
We
were
informed
by
our
past
exams
and
in
feedback.
A
No
that's
helpful,
I
mean
I
I
think
there
was
some
who
suggested
that
the
case
was
did
find
the
exams
to
be
discriminatory
more
than
once
and
ordered
back
pay
so,
but
I
can
separately
follow
up
on
that
piece,
michael
council's
office,
but
this
is
this.
This
update
around
promotional
exams
generally
is
helpful.
My
last
piece,
you
know
in
the
report
talks
a
lot
about
the
culture
of
the
department
which
I
think
other
counselors
were
getting
at
too.
I'm
curious.
A
F
Mejia,
what
I
would
say
to
that
is
we're
in
the
process
now
of
rolling
out
our
racial
equity
training
with
our
consultant.
What
I
like
about
the
way
we're
doing
this
training-
it's
it's
very
thorough
in
terms
of
the
consultants,
are
taking
their
time
to
really
drill
down
on
the
departments
and
understand
what
the
needs
are.
So
a
lot
of
one-on-one
engagement,
a
lot
of
engagement
with
the
public
we
plan
on
rolling
out
those
trainings
beginning
in
march.
In
the
meantime,
I
know.
F
Be
for
all
that'll
be
for
all
departments,
including
our
public
safety
agencies.
F
The
other
piece
I'll
mention
is
that
you
know
not
only
have
we
added
a
chief
equity
officer,
sort
of
building
out
that
shop,
we're
also
building
out
the
equity
shops
in
all
of
our
public
agency
offices
and
putting
more
resources,
and
so,
for
example,
one
of
the
calls
that
came
from
the
police
task
force
recommendation
was
building
out
the
equity
opposites
within
bps
bpd,
and
I
know
those
are
recommendations,
we're
looking
to
move
on
so
so
I
would
just
say
you
know
on
the
culture
piece.
F
We
have
a
lot
more
work
to
do.
We
recognize
that
and
we
know
that
the
trainings
we're
going
to
do
are
going
to
be
a
part
of
a
series
of
trainings,
because
we
know
the
public
safety
agencies
are
more
specific
and
so
their
trainings
have
to
align
with
obviously
their
functions.
So
this
will
be.
You
know
a
piece
of
sort
of
sort
of
the
larger
work
we
plan
on
doing
going
forward.
A
Well,
we're
just
pushing
you
know
on
that
timeline,
because
I
know
we've
been
talking
to
departments
about
this.
They
understand
the
importance
and
how
it
has
to
be
tailored
to
their
specific
departments
and
needs.
But
I
know
that
was
a
big
topic
of
discussion
or
for
for
some
time
amongst
counselors,
for
specifically
not
only
with
respect
to
the
fire
department,
but
also
some
of
the
other
departments
too.
Council
mejia.
B
Yes,
thank
you.
This
has
been
very
educational.
I
really
do
appreciate
all
the
chiefs
and
counselor
campbell
for
her
leadership
in
this
space.
I
just
have
one
quick
question:
I'm
going
back
to
just
the
way
people
are
experiencing
our
various
departments
and
I'm
just
curious
as
to
whether
or
not
you
all
have
a
system
in
place
to
provide
feedback
to
folks
who
didn't
get
hired.
What
information
is
shared
with
folks,
what
technical
assistance
is
provided
to
folks
so
that
they
can
reapply?
B
Is
there
a
mechanism
in
place
to
to
kind
of
shepherd
people
along
this
process?.
F
Yeah
console
what
I
would
say
to
that
is
you
know
in
our
water
and
sword
agency.
We
had
this
issue
of
you
know.
People
feeling,
undervalued
and
feeling
like
they
didn't
have
the
opportunity
to
sort
of
move
up
the
ranks,
and
I
think
to
you
your
point.
F
One
thing
we
did
to
try
to
address
that
was,
you
know,
expand
trainings
for
everyone
across
the
board
so
that
when
these,
when
these
positions
became
available,
that
we
had
folks
in
line
who
were
able
to
do
the
job
right,
so
that's
one
way
we
were
able
to
sort
of
to
sort
of
you
know
make
make
a
little
bit
progress
in
that
regard.
B
Yeah,
so
I'm
more
concerned
about
the
folks
who
didn't
pass
the
civil
test,
I'm
I'm
not
I'm
less
concerned
well,
I'm
concerned
about
everybody,
but
I
guess
my
question
in
particular
is
about
those
who
did
not,
I
guess,
meet
the
standards
of
any
of
the
departments
and
what
support,
if
any,
is
provided
to
folks
like
when
you
don't
get
a
job
oftentimes
like
oh
well,
you
didn't
get
a
job
bye,
you
know,
but
I'm
just
curious.
B
Is
there
like
a
mechanism
in
place
to
say
you
know
you
tried
really
hard,
you
didn't
you
you,
you
didn't
meet
the
mark,
here's
five
things
that
I
would
recommend
that
you
do,
and
this
is
some
cultivation,
because
if
people
already
take
the
initiative
to
apply
and
they
miss
the
mark,
I'm
just
curious.
If
we
have
people
who
are
interested,
how
can
we
cultivate
that
batch
of
applicants.
F
Yeah-
and
I
think
to
your
point-
you
know
one
thing:
we
need
to
do
a
better
job
if
it
doesn't
happen
all
the
time
is
when
people
and
this
doesn't
have
to
do
with
public
safety.
When
people
are
bypassed
for
jobs,
we
need
to
do
a
better
job
of
communicating
to
them.
F
Why
they're
bypassed
for
the
jobs
so
a
they
can
know
what
they
need
to
do
for
the
next
time
right,
so
they
can
get
ready
for
that,
and
then
the
other
piece
I
found
is
that
there's
all
there's
always
a
thirst
for
sort
of
knowledge,
especially
when
it
comes
to
employees
of
color,
of
trying
to
find
that
person
or
that
mentor
that
they
can
go
to
to
talk
about
hey.
F
A
lot
of
it
and
that
what
that's
done
is
it's
exposed
our
leadership
to
a
lot
of
younger
individuals,
people
who
were
dawning
tavares
five
six
years
ago,
who
I
may
be
able
to
mentor
and
really
created
that
sort
of
network
across
the
administration.
So
I
think
a
we
need
to
do
a
better
job
of
anytime.
Anyone
is
bypassed,
explain
to
them
why
they
were
bypassed.
F
It
also
does
a
lot
to
sort
of
cultivate
the
fear
that
people
of
color
are
being
bypassed
for
sort
of
minuscule
reasons
and
they're
actually
qualified
for
these
jobs.
So
when
you
go
to
someone
and
say,
hey
you
weren't
bypassed
because
they're
racist,
because
this
person's
been
in
the
job
21
years
and
and
they
beat
you
off
seniority
right.
That
goes
a
long
way
in
sort
of
building
culture
within
the
within
the
administration,
so
people
know
they're,
valued
and
so
and
people
hear
them.
F
So
to
your
point,
I
think
that's
something
we're
working
on,
but
we're
also
working
to
build
out
this
mentorship
piece
within
the
building.
So
people
have
someone
they
can
turn
to
right
and
say:
hey
here's.
What
I'm
dealing
with!
Can
you
help
right.
B
Okay,
that's
it
comes
from
campbell.
Thank
you,
chief
tavares.
I
really
do
appreciate
your
input
and
look
forward
to
being
a
partner,
I'm
the
chair
of
workforce
development.
I
think
that
we
should
be
able
to
work
more
closely
together
to
address
some
of
these
concerns,
so.
A
No,
that's
right
and
thank
you,
council
mejia,
you
know
when
we
we
started
this
work.
It
wasn't
just
of
course,
to
get
at
diversity
in
the
departments
to
build
trust
and
community,
but
also
recognizing
these
are
high-paying
jobs,
that
people
want
boston
residents,
dream
of
getting
right
and
so
doing
everything
we
could
to
to
eliminate
any
barriers
to
access
specifically
for
women
and
people
of
color.
So
thank
you.
Council
mejia
councillor
flynn.
I
Thank
you.
Thank
you,
council
campbell,
and
thank
you
to
the
panelists
that
are
here
that
provided
excellent
recommendations,
feedback
in
what
you're
working
on
just
wanted
to
highlight.
One
issue
that
I
failed
to
mention
when
I
was
talking
to
deputy
commissioner
wong
from
the
fire
department.
I
know
you
referenced
a
individual
connie
that
was
a
homeless
disabled
veteran
and
as
a
disabled,
veteran
myself.
I
I
should
have
mentioned
to
you
that,
if
that
disabled
veteran
needs,
I
know
he's
homeless
if
he
needs
help,
please
let
me
know
and
there's
a
lot
of
great
programs
for
homeless
veterans
here
in
boston.
So
I
didn't
want
to
let
that
pass
without
saying
that,
so
you
have
my
you
have
my
number.
So
if
you
want
to
give
me
a
call,
but
I
I
want
to
make
sure
we
try
to
help
that
homeless
veteran
if
we
can.
I
You
thank
you.
Thank
you,
council
campbell.
A
No
thank
you
councillor
flynn
and
thank
you
for
your
leadership
and
partnership,
specifically
on
the
the
veterans
issue
and
bringing
that
unique
perspective,
appreciate
you
and
obviously
we
are
way
past
time.
So
I
don't
want
to
track,
drag
this
on
any
longer.
I
know
how
busy
all
of
you
are.
I
just
wanted
to
thank
each
and
every
one
of
you
for
being
a
part
of
the
conversation
I
see.
Actually
counselor
braden.
Are
you
back
on?
Did
you
want
to
say
a
few
words?
I
know
you
had
to
step
off
and
thank.
E
You,
madam
chair,
I
I'm
listening.
I'm
listening
in.
I
had
to
step
off
for
a
little
while.
I
just
want
to
thank
everyone
for
the
discussion
this
afternoon.
I
think,
as
I
mentioned,
this
is
a
hugely
important
issue
and
making
our
public
safety
personnel
having
a
more
diverse
workforce
is,
is
really
a
very
important
issue
and
when
we
live
in
such
a
diverse
city,
so
I'm
looking
forward.
E
A
Thank
you,
council
braden.
I
appreciate
it
and
thank
you
for
your
partnership
as
well,
and
thank
you
all
for
participating
shane.
Do
we
have
anyone
here
for
public
testimony.
A
Set
madam
chair,
okay,
so
thank
you
all.
Obviously,
we'll
continue
to
stay
in
contact
with
you
guys
as
we
work
in
partnership
with
the
administration
council.
Colleagues
on
doing
everything
we
can
to
remove
any
barriers
to
folks
trying
to
obtain
these
jobs.
Of
course,
and
we
want
to
support
you
in
any
way
appreciate
your
leadership.
A
You
know
obviously
was
taking
a
lot
of
notes
on
the
collaboration
across
departments,
language
preference,
the
battle
with
the
state
is
real,
so
I
appreciate
the
fight
with
respect
to
each
and
every
one
of
you
on
on
those
issues,
and
chief
tavares
will
obviously
stay
in
touch
with
you
on
pieces
of
the
report,
but
also
the
recommendations
from
the
task
force
as
well,
which
are
critically
important
in
relate
everyone.
A
Stay
safe
and
healthy,
enjoy
the
holiday
season
continue
to
take
care
of
yourselves,
and
I
extend
my
gratitude,
along
with
all
of
my
council
colleagues,
with
respect
to
you
guys
being
first
responders.
We
don't
take
that
for
granted
in
the
in
the
midst
of
this
pandemic.
So
thank
you
to
each
and
every
one
of
you
for
the
work
you
do
and
we'll
see
you
at
the
next
hearing.