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From YouTube: Ways & Means FY24 Budget: OPAT on May 8, 2023
Description
Ways & Means Hearing - Dockets #0760-0768 FY 24 Budget: OPAT
A
Good
afternoon,
for
the
record,
my
name
is
Tanya
Fernandez
Anderson,
the
district
7
City
councilor
I
am
the
chair
of
the
Boston
city
council
committee
on
ways
and
means
this
hearing
is
being
recorded.
It
is
being
live
streamed
at
boston.gov
for
slash
City,
Dash,
console
Dash,
TV
and
broadcast
on
Xfinity
channel
8,
RCN,
channel
82
and
FiOS
channel
964.
The
council's
budget
review
process
will
Encompass
a
series
of
public
hearings
beginning
in
April
and
running
through
June.
We
strongly
encourage
residents
to
take
a
moment
to
engage
in
this
process
by
giving
testimony
on
the
record.
A
You
can
do
this
in
several
ways:
attend
one
of
the
hearings
and
give
public
testimony.
We
will
take
public
testimony
at
the
end
of
each
department
or
in
this
in
this
case,
actually
in
between
rounds
of
questions
at
each
hearing
and
also
at
a
hearing
dedicated
to
public
testimony.
The
full
hearing
schedule
is
on
our
website
at
boston.gov
forward,
slash
Council,
Dash
TV.
Our
schedule
hearing
dedicated
to
public
testimony
is
on
Wednesday
May
17th
at
6
pm.
A
A
If
you
have
accessibility,
issue
and
you're
at
home
and
on
your
way
to
City
Hall,
we
would
advise
you
for
accessibility
purposes.
Please
sign
up
virtually
test
for
your
virtual
testimony.
You
can
do
this
by
using
our
online
form
on
our
Council
budget
review
website
or
by
emailing
the
committee
at
ccc.wm
boston.gov,
when
you
are
called
to
testify.
Please
state
your
name
and
affiliation
or
residence
and
limit
your
comments
to
a
few
minutes
to
ensure
that
all
comments
and
concerns
can
be
heard.
Email.
A
Your
written
testimony
to
the
committee
at
ccc.wm
boston.gov,
submit
a
two-minute
video
or
of
your
testimony
through
the
form
on
our
website
for
more
information
on
a
City
Council
budget
process
and
how
to
testify.
Please
visit
the
city
council's
budget
website
at
boston.gov
forward,
slash
Council,
Dash
budget.
A
Docket0764-0767-20768
orders
for
the
capital
budget,
including
loan
orders
and
lease
purchase
agreements.
Our
Focus
area
for
this
hearing
will
be
an
overview
of
the
FYI
24
budget
for
the
office
of
police,
accountability
and
transparency.
Our
panelists
for
today's
hearing
is
director
attorney.
Stephanie,
Everett
and
deputy
director
John
is
a
Stice.
Thank
you.
A
A
Last,
until
and
so
forth,
depending
on
the
round,
even
if
you
leave
a
couple
times
I'll
do
that
until
we
finish
up
the
rounds,
I
will
allow
you
to
ask
the
questions,
but
if
you
come
in
the
second
round,
you're
only
getting
three
minutes.
If
you
come
in
a
closing
remarks
portion
of
it,
you
will
only
get
one
minute.
B
A
A
C
Thank
you
thank
you,
chair
and
thank
you
to
the
director,
Stephanie
and
John
deputy
director
for
being
here
just
here
to
hear
your.
You
know
how
it's
going
I
know
you're
a
newer
office
and,
as
you
expand
making
sure
that
we
are
providing
you
the
correct
resources
to
make
sure
that
you
can
do
your
job
effectively.
C
So
please,
let
us
know
during
this
hearing
or
you
know,
before
we
vote
on
the
budget,
if
there's
things
you're,
feeling
that
I'm
missing
from
your
requests
in
the
budget
and
making
sure
that
we're
not
during
the
amendment
section
of
the
process,
we
now
have
on
the
console
that
we're
not
cutting
things
from
your
budget
because
we
didn't
think
it
was
necessary
or
anything
like
that.
So
thank
you
for
being
here
and
looking
forward
to
hearing
from
you.
Thank
you,
chair
thank.
D
Thank
you,
madam
chair,
and
thank
you
to
both
Stephanie
and
Mike
for
being
here.
John,
sorry
John.
This
is
why
I
should
just
be
sitting
director
and
all
that.
So
thank
you
all
for
being
here.
I
hope,
meaning
is
not
my
intention
that
we
would
cut,
and
your
budget
is
already
not
that
big
for
the
incredible
amount
of
work
that
you
have
to
do
on
behalf
of
the
public
in
terms
of
providing
transparency
and
oversight.
D
You're
a
niece
in
office
still
growing
and
still
going
into
yourself
in
terms
of
providing
the
accountability
and
transference
that
the
public
really
demanded
that
really
gave
birth
to
this
office.
So
I
want
to
thank
you
for
the
incredible
work
that
you're
doing
you
I'll
do
a
really
great
job
at
dashboards
already,
which
I
think
other
City
departments
can
really
learn
from
how
we
do
better
with
data
and
providing
it
in
dashboards.
But
what
do
we
do
from
from
there?
So
thank
you
so
much
for
being
here
and
I.
B
Thank
you,
madam
chair,
and
thank
you
to
the
deputy
and
deputy
director
I.
Don't
want
to
get
the
names
wrong
either,
but
what's
up
Steph
I'm
really
excited
to
to
be
here,
especially
since
I
am
the
dashboard,
Queen
and
I
know
you
guys
have
been
really
instrumental
in
making
sure
that
every
piece
of
information
is
being
uploaded
and
also
working
alongside
counselor
Campbell
and
councilor
Arroyo,
to
establish
this
particular
office.
B
E
Thank
you,
madam
chair.
Thank
you
good
morning,
good
afternoon.
What
time
of
the
day
is
it
I
just
look
forward
to
hearing
an
update,
I
know:
we've
had
some
conversations.
You've
met
with
me
a
couple
of
times
with
an
update
and
just
how
your
how
your
new
office
is
working
and
how
you,
how
you're
ramping
up
and
and
hearing
progress
and
how
we
might
be
able
to
help.
Thank
you
good
to
be
and
John
as
well
welcome
both
thank
you.
A
F
F
A
Thank
you,
Council
Baker
councilor,
president
Flynn.
We
were
just
explaining
the
format
and
giving
opening
statements
that
round.
One
consists
of
five
minutes
of
your
questions
round.
Two,
then,
to
public
testimony
if
they
are
any
in
person
round
two
of
three
minutes
round
three
of
three
minutes.
If
time
allows
and
then
closing
statement,
please
you
have
the
floor.
Thank.
A
H
H
I've
been
here
two
years
last
week,
but
wanted
to
again
just
give
a
presentation
on
who
we
are
in
the
office
and
some
updates
on
what
we're
doing
and
where
you
can
get
some
information
in
our
office
and
our
budget.
So,
as
you
know,
we
are
an
independent
office.
We
are
independent
of
the
Boston
Police
Department.
H
You
do
serve
as
a
single
point
of
entry
for
individuals,
and
that
includes
Boston
Police
Department
Personnel,
who
are
looking
to
file
complaints
against
Juan
and
civilian
Personnel
of
the
Boston
Police
Department.
So
we
handle
complaints
and
I
will
go
through
the
process
and
how
complaints
will
John
will
probably
walk
you
through
that
how
those
complaints
go
through
our
office.
We
also
look
at
policies
that
current
and
proposed
policies
at
Boston,
Police
Department
have
flowing
on
my
office.
H
H
H
H
We
have
three
boards
and
a
new
Council,
so
the
three
boards
that
we
do
have
is
the
Sylvania
review
board,
which
receives
the
complaints
that
come
in
from
civilians
and
again
Personnel.
They
can
file
from
Boston
Police
Department
in
our
office,
and
we
also
have
the
OPAC
commission.
The
OPAC
commission
is
comprised
of
myself
as
the
Ed
of
the
office
as
well
as
the
chair
of
the
civilian
review
board
in
the
chair
of
the
Eternal
Affairs
oversight
panel.
We
call
it
IOP.
The
IOP
is
made
of
five
members.
H
The
three
of
us
make
up
their
OPAC
commission
and
we
are
the
ones
that
have
subpoena
power
I
like
to
stress
that
a
lot,
because
when
we
were
first
introduce
a
lot
of
people,
confused
Sylvania
review
board
with
the
OPAC
commission
and
would
think
that
the
civilian
review
was
is
the
one
who
has
the
oath
to
subpoena
powder.
Subpoena
power
lies
with
the
OPAC
commission.
H
The
civilian
review
board
is
the
one
who
makes
recommendations
on
complaints
to
the
commissioner
on
discipline
for
complaints
that
come
in
and
also
we've
used
policy.
The
OPAC
commission
again
has
subpoena
Powers.
We
set
the
calendar
for
the
other
boards.
We
look
at
rules
and
regulations
for
the
other
board,
so
we
are
basically
the
overarching
entity
for
the
other
boards
and
then
there's
my
staff
and
then
the
internal
affairs
oversight
panel.
H
They
review
complaints
that
originally
were
reviewed
at
the
Boston
Police
Department's
Internal
Affairs
division
and
they
look
at
them
for
fairness
and
thoroughness.
They
make
recommendations
whether
they
agree
with
the
decision
that
was
made.
So
the
appeals,
if
someone
appeals
their
decision
by
the
IID
that
pays
all
appeals
come
to
us.
We
are
the
Appellate
for
those
Appeals.
We,
the
board,
will
make
a
decision
whether
or
not
they
agree
or
disagree,
or
they
believe
that
the
Boston
police
department
needs
to
do
further
investigation.
H
So
those
are
three
boards
that
are
mandated
by
the
ordinance
and
looking
at
the
work
that
we
were
doing,
One
voice
that
was
left
out
because
there
was
only
one
and
I
know.
Councilman
here
will
enjoy
this
as
well,
because
there
was
only
one
voice
on
the
civilian
review
board
for
a
youth,
so
we
created
the
youth
advisory
Council.
The
youth
advisory
Council,
it's
new,
so
they'll
have
15
members
for
ages
14
to
19..
H
H
I'm
also
I've
talked
to
you
all
about
the
youth
advisory
Council.
We
call
it
yak
and
I'm
invited
I'm
going
to
invite
you
all
again
come
on
in
and
talk
to
our
kids.
They
are
great
kids.
We
have
nine
peoples,
nine
kids,
on
our
our
youth
advisory
Council
now,
but
it
can
go
up
to
15.
They
are
creating
their
structure
right
now,
whether
they're
going
to
have
a
president
or
a
chair,
they're,
very
much
involved
in
how
their
structure
will
be.
H
H
H
So
this
is
our
office
structure,
so
this
gives
you
a
bit
of
where
we
are
at
in
our
office
when
I
first
came
in
two
years
ago,
as
a
party
of
one
for
seven
months
now
we
have
grown
substantially.
We
still
have
some
office
openings
right
now
on
this,
it's
wrong.
It
says
that
we
have
three
vacancies
in
our
interns.
H
We
actually
have
only
one
our
interns,
we
have
one
from
Boston
Latin
School,
one
who
attends
our
college
student
attends
bu
and
we
still
have
two
openings
inside
of
our
intake
specialist
positions
and
one
in
a
far
investigator.
So
if
you
know
anyone,
you
can
still
send
them
our
way,
but
we
are
definitely
growing
over
the
last
two
years
and
will
continue
to
grow.
So
we
are
hoping
to
fill
some
of
those
seats
and
we
should
fill
not
hoping.
H
I
H
Thank
you,
I'm,
going
to
let
John
take
over
from
here
John
as
Deputy.
We
call
them
my
I-team,
the
investigative
team.
It
encompasses
our
intake,
Specialists,
our
investigators
and
now
our
newly
hired
Community
intake
a
community
mediator
who
I
will
introduce
all
of
you
all
to
sooner
rather
than
later.
He
just
started
a
month
ago,
but
he
can
he's
the
immediate
supervisor,
walk
you
through
how
they
and
complaints
coming
into
our
office
and
how
we
deal
with
them
in
our
office.
Yeah.
I
Thanks
director,
I
won't
go
into
too
much
detail
feel
free
to
ask
any
questions
that
arise.
But
this
is
our
flow
chart.
It's
pretty
pretty
basic,
but
just
kind
of
shows.
The
two
tracks
that
the
director
was
talking
about
so
folks
can
come
to
us
and
file
new
complaints,
alleging
misconduct
by
Boston
Police
Department
officers,
or
they
can
appeal
complaints
that
have
already
been
heard
and
decided
on
at
the
Boston
Police
Department
as
long
as
they
file
that
with
us
within
14
days
of
receiving
the
decision
from
the
BPD.
I
So
with
the
complaint,
when
it
comes
in
a
couple
different
tracks,
the
intake
Specialists,
they
really
determine
to
make
that
first
recommendation,
whether
or
not
something's
in
scope
oftentimes
as
you'd.
Imagine
we
get
a
lot
of
complaints
about
Quincy,
Police,
Department,
Cambridge,
Police,
Department,
We
Tell,
those
folks
immediately
that
we're
not
able
to
assist
with
that.
I
They
come
from
opat
staff
when
the
investigators
do
a
fair
and
thorough
investigation
which
includes
requesting
documents
from
the
Boston
police
department,
and
they
will
make
that
recommendation
to
the
civilian
review
board,
who
ultimately
decides
and
votes
if
they
agree
with
that
recommendation
or
would
like
to
go
with
a
different
disposition
on
that
case.
Next
slide,
please
and
then,
as
counselor
Mejia
mentioned.
This
is
one
of
our
dashboards.
We're
really
excited
to
be
able
to
provide
these
to
the
public.
This
specific
one
is
our
complainant,
demographic
dashboard.
I
So
in
the
city
ordinance
it
established
opat,
there's
very
specific
things
that
they
ask
us
to
report
out
on
when
it
comes
to
the
complaints.
So
that's
why
you
see
things
like
the
race
of
complainant,
sexual
orientation,
age,
gender,
all
that
stuff.
That
is
specifically
in
city
ordinance.
That
requires
us
to
report
out
on
next
slide.
Please.
H
I
And
thanks
to
the
city's
data
and
analytics
team
you're
able
to
filter
those
results
by
neighborhood
and
really
get
a
good
idea
of
what's
going
on
where
in
the
city
in
terms
of
our
complaints
and
the
things
that
are
being
submitted,
so
that's
great
and
then,
as
far
as
our
budget,
as
you
can
see,
about,
86
percent
of
our
budget
is
Personnel
expenses,
so
the
the
other
14
just
to
highlight
the
non-personnel
accounts
here.
Current
charges
that
contains
our
office
lease
that's
paid
annually.
I
So
that's
pretty
much
that
entire
account
and
the
other
high
percentage
there.
Five
percent
that's
contracted
services,
that
is
for
the
consultant.
That's
reviewing
the
the
black
indigenous
and
persons
of
color
officers.
Experiences
within
BPD
that
was
an
FY
23
investment
that
we're
really
grateful
to
receive,
as
well
as
some
other
things
like
professional
development
in
our
office.
Cleaning
contract
is
in
that
account
as
well
next
slide.
Please,
and
these
next
two
slides
just
break
out
comparing
FY
23,
a
probe
versus
fy24
recommended.
I
So,
as
you
can
see,
our
budget's
actually
going
down
a
little
bit
in
our
permanent
employees
line.
That's
actually
a
salary
savings
calculation
that
OBM
has
done
so
that
trues
up
our
numbers
a
little
bit.
It's
basically
assuming
one
of
our
15
positions
will
be
vacant
throughout
the
the
whole
fiscal
year.
So
that's
that's
it's
about
accurate,
so
we're
comfortable
with
that,
and
then
you
can
see
that
the
small
amount
to
fy24
is
the
first
time
we've
had
a
budget
for
emergency
employees.
That
was
a
shift
of
our
intern
positions.
I
A
Oh,
that
was
thank
you,
I
heard
next
slide
and
thank
you.
I
thought
it
was
next
slide.
Thank
you
for
switching
it.
Thank
you.
Representation
you're
all
set
that
has
to
be
one
of
the
most
transparent,
comprehensive,
short
and
sweet
all
of
the
above
thorough
but
short
and
sweet
presentations.
I've
seen
so.
Thank
you.
So
much
I
feel
like
I
I,
don't
know
about
my
colleagues,
but
I
feel
like
I,
really
know
what
you
do.
I
really
like
I,
really
get
it
and
I
feel
like
I,
really
understand
the
numbers.
A
C
You
you
caught
the
chair
off
guard,
you
were
done
so
quick.
She
was
expecting
more
now,
and
your
dashboards,
like
you
mentioned
before,
are
great
and
so
I've
been
looking
at
them.
No
specific
questions,
just
thank
you
for
explaining
the
expansion
and
the
Staffing
and,
like
I,
said,
just
make
sure
if
there's
a
need
just
reach
out,
but
I
don't
have
any.
Who
did
a
great
job
explaining
and,
like
you
said,
you
feel
comfortable
with
how
this
budget
is
bring
brought
forward,
so
definitely
in
support
of
it.
Thank
you.
Thank
you.
Chair.
D
Thank
you,
madam
chair
and
I,
want
to
thank
you
again,
director
and
deputy
director
for
being
here
for
that
presentation.
Yeah,
the
dashboards
are
great
I'm
before
I
get
into
dashboards.
I
want
to
ask
a
question
regarding
I
think
it's
enable
enabling
legislation
where
it
says
that
one
of
the
things
that
you
will
be
doing
is
creating
a
racial
Equity
assessment
tool
to
periodically
evaluate
current
and
proposed
BPD
policies
and
procedures.
Has
that
happened
yet.
H
So
that's
one
of
the
things
that
we're
trying
to
work
on
with
the
consultant.
We
have
so
we're
looking
at
the
right
now,
our
consultant
is
looking
at
the
higher
retention
and
promotion
of
BPD
with
mvpd,
and
then
we
are
still
trying
to
get
through
all
of
the
asks
that
we
have
inside
of
the
ordinance
step
by
step.
So
the
first
thing
we
need
to
do
is
look
at
the
dashboard,
so
we
just
got
the
dashboards
done
probably
two
months
ago,
where
every
check
mark
we
had
to
do
for
the
dashboards
were
up.
H
This
is
the
reason
why
we
were
asking
for
an
extension,
because
we
did
have
our
Consultants
speak
to
all
of
everyone,
mvpd
that
has
been
involved
over
the
years
around
hiring
promotion
and
retention
efforts,
but
one
of
the
things
it
does
come
up
with
the
equity
tools.
What
do
we
do
around
that
and
we've
talked
to
our
Equity,
our
chief
when
I
first
started
I'm
here
a
couple
years
ago,
was
about
what
do
we
do
about
this
tool?
What
is
it
that
we
need
to
create?
H
D
You
I
think
it's
it's
a
it's
important
that
we
like
you
said
that
we
get
it
right,
but
that
we
also
in
doing
so,
because
it's
a
it's
something
that
I
hear
as
a
city-wide
city
counselor.
You
hear
from
different
officers
about
glass,
you
know
ceilings
or
difficulties
and
advancement,
especially
for
our
biopoc
police
officers,
and
so
I
wanted
to
make
sure
that
in
doing
so,
we
also
have
discussions
with
ma'am
Leo
for
and
that
we
have
discussions
with
Jade,
Association
and
I.
D
B
H
H
The
consultant
to
focus
on
is
what
were
some
of
the
barriers
and
why
some
of
the
things
that
were
recommended
before
weren't
done
and
what
were
some
of
the
things
that
we
can
make
long-term
short-term
now
goals,
and
so
a
lot
of
those
things
that
you
just
name
were
things
that
they
were
able
to.
The
group
which
decide
group
should
just
name
what
group
that
they
did
go
to
to
get
those
questions
answered
and
what
we
can
do
going
forward.
So
the
next
phase,
for
me
is
the
implementation.
H
I
didn't
want
I
think
a
lot
of
times.
We
get
reports,
I,
don't
think
I
know
a
lot
of
times.
We
get
reports
and
it's
like
this
is
the
problem
and
they
list
out
all
the
problems
and
the
problems
that
we
already
know
and
I
wanted
the
consultant
to
still
be
around
to
help
BPD
in
our
office,
and
everyone
else
actually
implement
those
things.
H
So,
if
there's
a
problem
with,
if
there's
a
problem
with
actually
getting
hiring
done
with
mvpd,
if
it's
something
that
we
need
to
do
as
a
community,
what
is
it
that
we
need
to
do
you
have
to
talk
to
the
community?
You
have
to
talk
to
everyone
else,
and
so
we
need
to
have
this
third
party
help
us
get
those
things
done
and
so
I
wanted
someone
to
stay
around
to
do
it
and
not
give
us
a
report
and
then
ask
us
to
figure.
D
It
out
so,
and
so
once
you
have
that
information-
and
this
is
true
for
everything
like
once-
you
have
the
information
from
the
Consultants
like
I.
Look
at
this
dashboard
that
talks
about
complaints
being
dismissed,
insufficient
evidence
not
sustained
out
of
scope,
and
then
a
majority
of
them
are
pending.
When
I
look
at
this
dashboard,
once
you
have
the
information,
what
do
you
empowered
to
do
when
it
comes
to
hiring
and
using
the
racial
Equity
system?
What
are
we
empowered
to
do
for
that
and
then
like?
H
H
They
have
met
a
couple
of
times
and
there's
not
been
qualm.
The
last
two
meetings,
three
meetings
that
they've
had
so
some
cases
are
pending
because
of
form
and
it
it's
a
host
of
reasons
why
cases
are
pending.
If
it's
out
of
scope,
it's
because
it's
not
a
rule,
unless
John's
it
could
be
a
rule,
that's
not
broken,
or
it's
sometimes
it's
a
parking
issue.
Thank.
H
D
B
Thank
you,
madam
chair
and
I,
just
want
to
say
thank
you
again,
Stephanie
for
taking
on
the
creation
and
the
implementation,
because
I
really
do
believe
things
on
paper
that
look
really
good,
but
where
we
usually
end
up
coming
short,
is
the
implementation
process
and
also
accountability.
So
I
just
really
appreciate
your
your
your
effort
there.
B
So
I
just
have
a
few
questions.
The
office
of
the
postal
accountability
and
transparency
has
not
previously
had
a
budget
for
emergency
employees.
Can
you
just
and
in
2024
it
seeks
a
budget
of
thirty
two
thousand
dollars?
Can
you
just
tell
us
how
would
emergency
employees
be
utilized
like
what's
your
vision
for
that.
I
Yeah
I
can
answer
that
one
counselors,
so
that
was
a
request
by
auditing
to
move
our
intern
funds
from
our
contracted
Services
budget
to
emergency
employees.
It
was
a
payroll
thing,
I
believe
it
it's
something
to
do
with
Federal
requirements,
but
so
that
was
really
just
a
request
by
auditing
that
was
an
FY
23
investment,
so
not
new
funding
or
new
emergency
employees,
so
to
speak,
their
interns.
B
B
Can
you
just
talk
to
us
a
little
bit
about
the
communication
budget
is
increasing
by
five
thousand
dollars,
which
I'm
really
excited
about,
because
we
know
that,
in
order
for
you
all
to
be
set
up
for
Success,
people
actually
need
to
know
that
you
exist
and
how
to
navigate
is
what
it
what's
the
communication
plan
for
this?
How
are
you
gonna?
That's.
H
Actually,
our
cell
phones
so
right,
our
cell
phones,
so
that
is
just
the
cell
phones
in
the
office.
But
I
could
tell
you,
but
I
want
to
answer
that
in
two
parts.
So
one
that
light
item
is
just
for
the
cell
phone
communication,
but
what
we
have
done
over
the
last,
what
we
did
in
February
and
we
will
continue
to
do
and
the
reason
why
we
do
have
a
community
mediator.
We
did
have
a
get
to
know
opat
session
in
sessions
in
February,
and
that
was
when
we
went.
H
Yes,
we
had
them
in
multiple
languages,
we
had
one
and
we
have
one
virtual.
So
that's
what
the
third
place
so
and
that
was
for
people
to
get
to
know
what
we
do
so
that
we
can
that
demystifying
who
we
are
as
an
office
and
try
to
draw
people
in
so
we
will
have
more
events,
so
we're
having
one
on
June.
So
one
of
our
series
that
we're
doing
is
get
to
know,
commissioner
Cox
one
of
the
things
that
I've
said
from
the
beginning
is
that
it's
not
about
rebuilding
trust.
H
H
H
So
the
community
can
speak
to
the
commissioner,
so
we
will
have
these
different
events
happen
around
and
those
line
items
John
could
take
with
which
budget
they
come
from.
But
those
are
the
things
that
we
are
doing
to
really
get
not
just
getting
to
know
us,
but
also
getting
to
know
who
Boston
Police
Department
is
I.
J
B
Given
all
the
history
that
exists
here
in
the
city
of
Boston,
what
role,
if
any,
will
this
office
be
playing
to
help
address
the
Deep
racial
tension
that
exists
and
I
know?
That's
not
your
job
to
do,
but
I'm
curious
how
it
shows
up
in
opat
when
it
comes
to
discrimination
and
when
it
comes
to
just
the
relationship
with
police
officers
in
general,
what
want
to
I'm
going
to
yield
the
rest
of
my
time,
so
you
can
and
that's
the
last
question
I
will
ask.
H
So
I
want
to
you
know
so.
I
was
cautioned
before
to
say
that
we
don't
operate
as
a
monolith,
but
I
do
want
to
acknowledge
that
data
is
data
and
what
has
happened
in
our
city
and
in
our
country
is
a
real
thing
and
that
feelings
are
are
true
around
tensions
in
our
city.
Our
office
was
not
created
because
of
what
happened
in
2020.
H
H
is
the
latest
it.
There
was
a
report
in
1992.,
so
for
those
who
think
that
this
happened
because
of
2020
should
read
the
Saint
Claire
commission
report
and
that
wasn't
just
because
a
child
Stewart
there
was
five
in
custody
death
that
happened.
In
addition
to
Charles
Stewart
and
that's
why
so,
there
were
I
believe
three
Mayors,
three
different
Commissioners
and
three
different
four
different
reports
or
three
different
reports
that
actually
got
to
this
office.
H
We
have
a
history
in
this
city
and
I
want
to
be
clear
that
and
I
say
that
not
to
to
point
fingers,
but
we
didn't
get
here
overnight.
We
didn't
get
here
because
we
won
incident
and
I
want
people
to
have
Grace
with
themselves
and
Grace
with
the
city
and
Grace
with
this
office
to
know
that
we
are
not
going
to
fix
it
and
one
night
we're
not
going
to
fix
it.
H
Whichever
way
you
want
to
Define,
it
I
think
a
lot
of
people,
Define
police
misconduct
as
a
whole,
aggressive
use
of
con
use
of
force
in
whatever
way
you
want
to
Define
it
I
see
that
there
is
an
individual
harm
and
that
individual
harm
has
family
loss.
If
the
individual
is
harmed,
the
family
suffers
a
loss
because
they
don't
have
that
that
individual
to
talk
to
they
don't
have
the
individual
to
console.
They
don't
have.
H
The
individual
is
somehow
removed,
whether
they're
in
jail
or
they're,
mentally
I'm,
not
there,
and
because
of
that
the
whole
Community
is
impacted,
because
that
family
has
turned
into
themselves
to
support
that
individual
who
has
been
impacted,
and
so
what
I
have
to
do
in
this
office
is
try
to
figure
out
how
do
I
address
those
three,
the
individual,
the
family
in
the
community
and
the
way
that
we
have
done.
It
is
trying
to
create
spaces
where
there
is
opportunity,
and
that
is
either
bike.
H
Reading
jobs,
our
intake
specialist,
which
was
the
first
thing
I
asked
for
in
the
first
budget,
I,
ask
that
you
only
have
a
high
school
diploma
and
you
are
making
over
50
something
thousand
dollars
education.
We
have
a
meet
the
commissioner.
We
have
our
speaking
the
listening
series.
We
do
different
things
where
we
try
to
educate
who
we
are
having
a
website,
that's
comprehensive,
trying
to
get
people
to
come
outside,
creating
a
space
for
youth.
H
All
those
things
that's
an
opportunity
right,
so
we
have
to
create
opportunity
I
created
through
the
wealth,
there's
an
eight
dollar
wealth
Gap
to
247.,
so
I
do
that
and
how
we
pay
our
employees.
Our
employees
are
paid
well
in
our
office.
If
you
look
at
the
the
makeup
of
our
staff,
it
is,
it
is
well,
it
is
good.
We
do
well,
but
we
also
again,
we
pay
high
school
students
18
an
hour.
Minimum
wage
is
15.,
so
the
way
I
do
it
in
my
office.
H
Is
that
it's
one
thing
we
had
to
look
at
individual
family
community,
create
the
opportunity,
provide
education
and
deal
with
the
wealth
that
is
there.
There
is
ways
to
do
it
and
you
do
it
through
opportunity,
education
and
start
closing
that
wealth
Gap.
So
everyone
has
an
opportunity.
Everyone
I
can
sit
and
point
fingers
all
day
or
I
can
address
it,
but
I
think
everyone
has
to
give
themselves
some
opportunity
and
we
all
have
to
give
ourselves
some
Grace
and
just
know
that
we
have
a
problem
and
people
aren't
going
to
trust
overnight.
H
I
can't
expect
people
to
trust
OPAC.
It's
a
government
agency,
it's
not
about
it
being
police,
it's
about
it
being
a
government
agency.
I
can
try
to
get
people
and
I
have
been
for
the
last
few
years.
Two
years
get
people
to
trust
myself,
the
people
to
trust
my
staff,
because
it's
easier
to
trust
a
person.
It
is
to
trust
a
government
agency.
H
B
E
You
have
before
thank
you,
madam
chair,
and
thank
you
thank
you.
It's
a
long
road
and
I
trust
from
moving
in
the
right
direction,
but
not
there.
Yet
it's
like
the
kids
on
the
journey
you
know
said:
are
we
there
yet
we're
not
there
yet
I
would
love
to
find
a
little
more
about
the
community
mediator
role
and
and
how
effectively
you've
been
able
to
use
that
and
what
sort
of
cases
you
you
utilize,
the
the
community
mediator
role
and
if
you
have
yeah
yeah,
they.
E
H
We
have
to
have
conversation
and
communication,
so
I
believe
that
the
community
mediator's
role
is
to
create
a
space
for
communication.
So
in
the
future
the
the
role
will
soon
near
future
is
that
there
are
some
complaints
that
come
in
where
it's
clear
that
again
communities
doesn't
know
what
happens
within
bpdy.
H
Something
happens
and
I
believe
that
that's
a
a
good
tool
to
start
having
that
conversation,
so
the
complainant
may
need
to
know
how
our
BPD
operates
or
in
reverse
that
the
police
officer
needs
to
know
about
our
community
about
the
culture
of
our
community
about
why
certain
things
happen.
So
they
can
start
to
build
a
relationship.
H
I
feel
like
there's
times
when
you
someone
lives
in
your
neighborhood
forever
and
you've
never
seen
them
and
then
the
one
time
you
do
see
them
and
you
meet
someone
somewhere
and
you've
never
seen
them
before.
But
you,
you
add
an
event
together:
it's
like
oh,
my
God,
you
live
Three,
Doors
Down,
three
three
blocks
away.
I,
never
knew
that
and
now
you
see
them
all
the
time.
I
believe
that's
how
that
interaction
is
going
to
happen.
H
So
if
it's
a
negative
one
you're
going
to
see
the
office
all
the
time,
but
if
you
can
make
that
one
where
I'm
not
asking
them
to
be
friends
a
maximum
to
have
some
mutual
respect
and
be
heard
a
lot
of
times,
our
community
wants
to
be
heard
and
not
heard
and
I've
talked
to
enough
officers
that
they
also
want
to
be
heard,
and
then
I
heard
so
just
kind
of
create
this
space,
where
communication
can
start
to
grow.
I.
Think
it's
it's
going
to
be
a
good
program.
H
I
know
that
Boston
Police
Department
had
this
program
before
and
the
difference
between
this
program.
Our
program
is
that
with
the
program
that
was-
and
this
is
what
I
was
told-
I'm
not
saying
this
for
certain
but
BPD
used
to
issue
the
complaint
then
offer
mediation
we're
offering
mediation
and
if
both
parties
say
yes,
the
complaint
wouldn't
issue.
E
Sounds
good
and
then
the
youth
advisory
Council
I
really
feel
that
you
know
many
of
the
issues
that
we
see
out
and
I
was
in
Austin.
Brighton
are
really
related
to
young
people
in
the
middle
of
Colvin.
That
have
just
got
a
lot
of
there's
a
lot
of
there's
a
lot
of
challenges,
a
lot
of
stress
and
kids
act
out,
and
they
get
into
some
pretty
serious
trouble.
E
H
I
know
that
every
neighborhood
is
not
represented.
I
can
get
back
to
you
on
the
exact
neighborhoods
I,
can't
think
of
if
Austin
Brighton
I
feel
like
there
is,
but
I
can't
say
for
certain
I
know
we
talked
about
this
before
I
can
get
back
to
you
with
the
the
makeup
of
that
and
the
diversity
of
it.
I
know
it
is
a
diverse
body,
but
I
can
definitely
get
back
to
you.
With
that
information.
You.
E
Know
and
I'm,
not
necessarily
saying
all
Sprite
needs
to
have
a
representative
and
just
really
feels
very
important.
The
youth
youth
voice
is
incredibly
important
in
in
this
conversation
and
absolutely
and
and
also
the
other
issue.
You
know
thinking
about
community
policing,
like
I,
had
a
meeting
recently
where
folks,
you
know,
there's
there's
an
interest
in
actually
bolstering
and
developing
and
strengthening
our
community
policing.
E
We
we
have
some
incredible
Community
police
officers
who
attend
lots
of
community
meetings
and
also
Brighton,
but
then
there's
a
particular
sector
in
the
community
where
they
don't
really
have
that
that
same
level
of
interaction,
and
we
have
a
lot
of
repair
to
do
to
try
and
re,
re-establish
better
relations
and
better,
more
trust,
going
forward.
We're
not
there
yet,
but
I
feel
that
you
know
having
a
some
sort
of
a
forum
or
some
sort
of
a
space
where
supportive
and
concerned
citizens
can
can
get
together
and
and
develop
and
expand.
H
G
G
H
So,
yes,
I've,
the
consultant
agreement,
I
would
say,
is
really
brought
out
of
those
conversations
just
knowing
that
they
needed
to
be
heard
and
where
their
voices
were
not
as
as
strong
as
they
believed
it
should
be
because
the
exams
they
did
not
match
who,
where
they
believed
they
needed
to
be
because
they
weren't
coming
as
often
as
they
should.
So
there
was
a
lot
of
conversations
around
that.
G
H
H
It's
really
for
Boston
Police
Department,
it's
for
the
personnel
there
to
find
out
what
again
there's
been
so
many
studies
that
have
been
done
on
the
retention,
hiring
promotion
with
nbpd
of
bypoc
employees
not
just
park,
not
just
one
but
civilian
Personnel,
but
what?
Basically?
What
are
the
Hang-Ups?
Why
is
it
not
moving
what
has
been
suggested?
H
What
can
be
done
and
really
work
on
the
steps
and
tools
that
need
to
be
done
and
start
to
move
in
that
direction
to
get
them
done
so
they've
been
working
with
they've
spoken
to
manly
of
they
spoken
with
all
of
the
Affinity
groups
on
what
needs
to
be
done
to
increase
the
hiring
work
on
the
retention,
because
you
know
there's
been
a
lot
of
people
leaving
BPD
as
you've
read
in
the
paper
promotion.
There
was
issues
with
the
promotional
exams,
so
just
really
giving
a
lot
of
that
insight
to
what's
going
on.
H
What
can
we
do
on
a
policy
side?
Opac
does
have
the
ability
to
look
at
policies
and
procedures
of
BPD.
So
if
there's
something
I
need
to
be
doing
to
work
on
or
something
that
BPD
needs
to
do
so
we
have
some
interim
stuff
that
we've
talked
about,
but
there's
a
bigger
report,
that's
supposed
to
come
out
soon
before
the
end
of
the
fiscal
year,
and
then
next
year
is
really
like.
How
are
we
going
to
work
with
BPD
to
stop
implementing
these
steps.
G
H
I
would
have
to
talk
to
BPD
about
what
happens
with
that,
but
I'm
happy
to
get
back
to
you
about
that,
because
I'm
not
part
of
the
hiring
process
but
and
I
haven't
heard
from
the
Consultants
that
they
have
an
answer
on
that.
But
I
do
know
that
in
the
interim
stuff
that
we've
talked
about,
they
haven't
really
gotten
down
to.
K
Floor,
thank
you,
madam
chair,
and
thank
you
both
so
much
for
your
leadership.
Director
Everett
you've
been
very
accessible
whenever
I've
had
a
question
and
I
really
enjoyed
our
conversation
back
in
November,
just
getting
a
chance
to
understand
and
better
know
how
I
can
be
helpful
as
City
councilor
and
I
do
just
want
to
say.
Thank
you
to
my
colleagues
on
this
body
who
worked
to
make
this
office
a
reality.
K
I
want
to
give
a
special
shout
out
to
now
attorney
general
Andre
Campbell
and
her
staff
many
many
hours
many
months
trying
to
pull
this
together,
especially
the
civilian
review
board
component
of
it.
So
do
we
wish
that
there
were
binding
recommendations?
Yes,
but
that's
that's
another
thing
for
another
time,
but
I
did
have
a
question
on
the
youth
advisory.
Council
and
I
want
to
thank
councilor
Braden
for
for
bringing
it
up,
but
when
we
had
last
spoke,
you
were
soliciting
applications
and
it
sounds
like
you're
still
hoping
for
more
folks.
K
I
really
feel
like
this
is
such
an
important
part
of
your
office.
It
didn't
it.
It
was
expedited
in
2020.
But
as
you
mentioned
it's
it's
here
because
of
many
many
years
and
generations
of
of
inequities
in
the
criminal
justice
system
and
but
2020,
the
difference
was
that
the
youth
came
out
and
said
absolutely
not
no
more,
and
so
this
is
a
really
big
part
of
a
way
in
which
they
could
make
a
difference
and
have
tangible
policy
recommendations
and
solutions.
So
I
would
love
to
expand.
K
It
I
see
that
it's
it's
a
minimum
of
nine
members,
so
Council
Braden
asked
about
the
the
racial
and
ethnic
makeup
of
the
board,
but
who
oversees
it?
What
is
the
staff
capacity
and
what
will
it
take
to
expand
it
to
have
somebody
from
every
single
neighborhood,
because
it
is
so
important,
I
think
in
your
office's
mission,.
H
So
it's
a
minimum
of
nine,
that's
how
many
we
have
sitting
there
right
now,
but
we're
having
it
goes
up
to
15.
okay,
so
we
can
have
as
many
I
think
it's
it's
really
like
my
imagination.
So
we
don't
I,
don't
want
anyone
to
think
like
we
have
a
limitation
on
it.
I
really-
and
you
know
to
your
point
again:
we
we
had
this
conversation.
I
I
do
believe
that
our
feet
of
you
know
the
marches
have
stopped
in
the
street,
but
our
feet
are
still
moving
and
I.
H
H
Our
staff,
the
investigative
team
and
my
executive
assistant
they
have
I
was
like
I,
really
want
to
do
something
with
the
kids
and
they
were
excited
about
it
and
then
they
sat
me
down
like
and
I
mean
in
that
in
a
good
way.
Like
sat
me
down,
I
was
like
okay,
we'll
see
you
later.
This
is
our.
The
babies
are
ours.
So
that's
who
controls
the
youth
advisory
Council,
it's
something
that
I'm
like
okay,
I.
Let's
do
this
in
my
policy
analyst,
so
I,
don't
think.
H
There's
one
I
think
that's
the
group.
So
it's
like
a
youth
advisor
there's,
a
youth
group
in
our
office
who
and
John
was
saying
that
we
have
professional
development.
I
have
a
role
in
my
office
that
the
way
you
came
in
my
office
is
not
the
way
you
leave,
not
just
constituents,
but
also
my
staff.
So
my
staff
have
a
responsibility
as
well
to
grow,
and
so
they
all
have
taken
on.
H
There's
a
group
of
them
have
taken
on
being
youth
advisors,
and
so
that's
who
has
it
so
it's
not
about
needing
anything
else.
They
they
have
it.
They
happily
have
excused
me
out
of
the
room
and
taken
on
over
I'm
how
I'm
helping
out
as
much
as
they
allow
me
to
do
a
lot
of
the
structure
stuff,
just
because
I
still
want
to
claim
some
of
the
kids.
But
if
you
have
children
youth
that
have
decided
that
they
want
it
to
still
be
a
part
of
this,
please
send
them
my
way.
H
We
won't
tell
them.
No,
we
haven't
told
anyone,
no
there's,
there's
not
an
application
that
we're
looking
at
and
saying.
No,
you
can't
be
a
part
of
it.
If
you
submit
your
application,
you
get
an
acceptance
letter
from
US
everyone
who
sends
us
the
letter.
We
send
an
acceptance
letter
to
because
we
want
to
teach
you
at
the
very
least.
We
want
to
teach
you
how
to
organize
a
board.
D
H
H
That
we
asked
for
money
for
stipends
for
them,
so
they're
going
to
think
that
they're
asking
for
the
first
time-
that's
great,
that's
great!
So
we're
we
are
literally
teaching
them
how
to
really
continue
the
efforts
that
started
in
2020
today.
And
so,
if
you
have
someone,
please
send
them
over.
It's
not
a
capacity
issue.
There's
not
a
person
in
the
office
that
wouldn't
jump
in
to
continue
no
matter
how
many
children
we
have.
K
Thank
you
for
that.
I'm
happy
that
I
asked
I
mean
it
does
seem
like
there's
a
willingness
to
expand
it,
and
it's
not
going
to
be
overly
burdensome,
is
the
only
word
that
comes
to
mind,
but
it's
for
a
lack
of
a
better
term
and
just
trying
to
expand
that
and
maybe
try
to
get
some
tangible
policy
recommendations
from
them
and
the
reason
why
I'm
so
passionate
about
this,
we
do
have
a
turn
it
around
group
in
Charlestown
that
I've
invited
you
to
I
would
love
to
and.
K
A
H
Yes,
so
when
we
first
had
our
all
of
the
budgets
that
we
had
for
our
savinian
review
board
were
set
up
in
a
way
so
that
everyone,
as
you
know,
gets
paid
a
hundred
dollars
an
hour,
fifty
thousand
dollars
a
year
and
just
looking
at
a
budget
and
analyzing
the
budget,
no
one
has
hit
those
numbers,
so
the
money
if
the
budget
was
just
adjusted
to
what
has
happened
over
the
last
two
years.
So
it's
it's
really
just
looking
at
the
cost
savings
that
has
always
happened
over
the
last
two
years.
H
So
if
there
is
a
chance,
so
we
do
have
so
right
now
the
budget
is
the
meetings
are
set
for
four
times
a
year.
However,
like
you
said,
if
there
is
something
that
happens
where
they
have
to
meet
more
because
the
caseload
or
they
ask
the
staff
to
come
back,
there
is
wiggle
room
in
our
budget
with
John,
typically
just
reaches
out
to
budget
and
acts
so
that
we
move
money
around
so
I'll.
I
I
Yeah,
so,
as
you
would
imagine,
what
OBM
tries
to
do
is
base
everything
off
of
actuals,
so,
like
the
director
said,
they've
reduced
that
based
on
we
now
have
I
mean
the
full
probably
calendar
year
2022
we
had
full
board
set
up,
so
we're
now
getting
a
better
picture
of
what
it's
going
to
cost
to
compensate
that
board
for
the
amount
of
times.
That
actually
do
me.
So
it's
just
getting
closer
to
actuals
on
that.
A
H
A
H
A
A
Violence
is
directly
a
result
or
almost
always
a
result
of
poverty
or
racism,
and
so
when
we
close
the
wealth
Gap
when
we
are
educating
people
when
we
are
equipping
people
with
the
tools
to
live
a
more
holistic
life,
when
we
are
curving
social
terms
of
health,
then
we
are
supportive
that
we
are
preventative
in
our
efforts
and
I
appreciate
that
thought
that
holistic
thought
I
guess
in
terms
of
the
youth
advisory
Council.
Has
there
been
any
efforts
or
do
you
plan
to
partner
with
any
agencies
that
could
create?
H
A
I
really
appreciated
that
your
your
response
to
council
Mejia
about
you
know
we
can't
fix
it
overnight
and
in
terms
of
this
problem,
has
always
been
here.
Systemic
oppression
and
racism
is,
has
always
been
here
and
still
here
alive
and
well,
especially
in
Boston
when
I
say
it.
I
think
that
it
hurts
people's
ears
or
I.
A
H
So
we
have
we've
been
friends.
We
have
literally
created
systems
within
our
two
departments
in
order
to
receive
documents.
When
John
was
doing
this
presentation,
he
said
that
we
had
to.
We
do
get
documents
from
Boston,
Police
Department
of
clothing,
buy
them
on
camera
footage.
In
order
for
us
to
do
our
work,
our
investigators
need
to
be
able
to
review
police
reports
by
the
wrong
camera
footage,
911
tips,
tarot
tapes,
things
of
that
sort
in
order
for
us
to
do
investigations
so
that
we
are
aware
of
what
the
complaint
is.
H
So
we
can
make
recommendations
to
our
Sylvania
review
board
members
about
those
complaints
that
come
in.
We
also
have
worked
on
policy
together.
There
are
some
challenges
that
all
departments
will
face
within
each
other
that
are
not
I,
don't
believe
that
their
big
challenges
we're
still
waiting
on
a
few
things
that
we
need
to
do,
but
we're
also
sorting
through
with
ourselves
in
the
post
commission,
we
haven't
had
any
challenge
that
I
would
say.
What's
you
know,
this
is
stopping
us
from
moving,
we
don't
have
I,
don't
think
we
have
the
challenges.
H
People
think
we
have
I
think
our
challenges
are
created,
some
of
just
trying
to
work
through
the
ordinance
and
also
work
through
the
post
commission,
but
I
have
a
good
working
relationship
with
the
commissioner.
I
have
a
good
working
relationship
with
the
members
of
his
Command
Staff
that
help
move
our
work
forward,
but
nothing
that
gives
me
positive
makes
me
feel
like.
We
cannot
be
successful
in
either
one
of
our
work
or
efforts
to
really
be
front
and
center
on
accountability
and
transparency.
But
again
just
our
challenges
aren't
with
each
other.
A
The
police
received
a
increase
the
police
department.
Initially
the
increase
and
I
understand
that.
That's
not
your
budget,
however,
based
on
your
work
and
what
you've
observed
in
terms
of
diversity
hiring,
would
you
say
that
increasing
police
officers
in
the
police
department
is
the
solution
to
increasing
diversity.
H
I
think
that
if
you
increase
diversity
in
the
police,
department
and
I
wouldn't
say
just
on
the
force,
but
in
all
levels
of
the
police
department,
you
know:
there's
I.T
Department,
there's
a
policy
Department,
there's
the
clerk's
Department,
there's
so
many
divisions
within
the
BPD
that
one
we
should
let
people
know.
This
is
what
I
made
about
getting
to
know
who
the
Boston
Police
Department
is.
Is
it's
not
just
officers?
H
So
that's
one
thing,
so
you
one
we
should
start
with.
Let's
figure
out
who
Boston
Police
Department
is,
let's
get
to
know
them.
You
can't
know
what
you
don't
trust,
but
you
should
also
have
people
who
live
and
work
in
this
community
who
know
our
culture
I
often
give
the
example
of
the
Caribbean
Festival
that
happens
every
year.
H
You're
going
to
be
shocked
at
what's
going
on
we're
going
to
have
a
great
time,
and
it's
going
to
last
for
longer
than
what
you
may
think
it
is
and
the
reverse
of
that
on
the
police
side,
and
it
happened
to
me
last
year
when
people
were
calling
my
name
at
carnival
and
they're
like
wow.
All
these
offices
were,
you
know,
coming
after
this
one
person
walking
up
to
this
one
person.
H
Communication
has
to
happen,
but
it's
easier.
When
you
live
in
this
community,
it's
easier,
I
can't
teach
you
culture,
I
can
teach
you
rules
and
I
can
teach
you
procedure,
but
I
can
teach
you
my
culture
right.
I
can
expose
you
to
my
culture,
but
I
can't
teach
it
too
and
I
think
that's
the
difference
and
so
do
I.
Do
I
think
that
we
need
more
people
who
are
from
here
more
people
who
live
in
a
community
more
people?
H
A
You
alluded
to
different
things
right,
so
relationship
building.
You
need
trust
in
order
to
have
trust.
You
have
to
know
me
in
order
to
know
me,
you
have
to
be
exposed
to
certain
cultures
and
practices
and
but
you're
a
body
that
or
your
department
that
is
supposed
to
is
the
accountability
department.
A
And
but
in
order
to
do
this
work,
then
there's
all
of
these
different
connectors,
the
Nuance
of
preventative
measures
and
services,
mentorship
getting
to
know
the
police
department,
cultural,
competency,
cultural,
competency,
all
this
stuff,
and
then
you
I,
guess
I
guess
you
know
without
have
without
trying
to
Branch
your
department
into
like
all
of
this,
like
non-profit
services
and
stuff.
How
is
your
department
working
with
maybe
outside
independent
departments,
but
also
with
the
police
department,
to
oversee
that
they
are
working
on
reform
or
they
are
working
on
the
other?
H
No
I
do
I.
Think
that's
the
one
thing
if
someone
asked
me
one
day
is
your
job
different
than
what
you
thought
it
was
going
to
be.
Yes,
yes,
I
think
that
most
people
again
thought
oh
you're
gonna
come
and
you're
going
to
accept
complaints
and
you're
gonna
go
away,
but
it's
not
it's
so
much
more
again.
It's
individual
family
community
right
and
so
there's
so
many
things
that
you
have
to
do
and
if
you
just
look
at
that,
you
look
at
all
the
prompts
that
are
connected
to
it
all
those
things
matter.
H
It's
not
a
or
it's
an
and
all
the
things
that
you
just
named.
That
I
said
it's
because
it's
the
end.
Those
are
the
things
that
we
talk
about
every
week
in
our
office,
it's
an
and
so
I
do
meet
with
different
Community
Partners
I've
met
with
Lee
Pelton
in
the
Boston
Foundation
about
hey.
How
can
you
get
more
Public
Safety
jobs
for
dreamers
who
may
want
to
go
in
public
safety?
Spares
right?
So,
yes,
I
have
those
conversations.
I
have
conversations
with
King
Boston
I
have
conversations
with
bcyf
I
have
conversations
with
now.
H
Oh
yeah
I
have
conversations
with
different
departments
and
non-profits
about
what
can
we
do
collectively
or
can
I
hand
this
off
to
you?
And
can
you
do
this
to
help
in
this
area
and
there's
a
lot
of
meetings?
There's
a
lot
of
things.
There's
things
that
keep
me
up
at
night
and
things
that
wake
me
up
real
real
early
in
the
morning,
because
I
think
a
lot
of
people
don't
realize
how
much
police
misconduct
or
police
interactions
I
should
say
are
connected
to
a
lot
of
what
we
do.
A
Thank
you,
The
Advocates,
I
think
last
week
and
youth
Advocates,
as
well
over
50
kids,
showed
up
and
were
advocating
for
I.
Think
2.4
million
kids,
if
you're
watching
I
might
miss
quote
that
it
might
be
like
2.6
to
be
removed
from
the
police
department
to
move
to
bpdhc,
so
Boston
Public
Health
to
execute
rfps
or
contracts
with
non-profits.
A
To
do
some
of
those
crisis
response,
spectrauma,
informed
crisis
response
and
I'm
not
going
to
ask
you
to
apply
on
whether
or
not
that
should
happen,
but
I'm
trying
to
figure
out
in
terms
of
what's
missing.
We
are
funding
bphc
with
a
lot
of
money
for
public
health
as
because
they
work
on
social
determinants
of
Health
I.
H
Do
not
I
don't
have
an
I,
don't
know
anything
about
the
money
that
was
coming
or
asked
for
for
the
kids
that
came
in
last
week.
I
apologize
I
do
agree
with
you
that
we
do
need
more
time
to
grow.
I
do
agree
that
our
dashboards
are
great.
To
give
you
a
lot
more
information
to
really
help
determine
when
you
know
a
lot
of
things
are
going
on
in
our
city.
A
L
Okay,
pardon
me,
my
name
is
Melissa
I,
literally
just
typed
this,
so
I'll
try
to
be
as
quick
as
possible.
Thank
you
all
for
being
here
today
and
thank
you
for
having
us
I
already
learned
a
lot.
So
far,
we've
heard
the
quote:
sunlight
is
the
best
disinfectant.
It's
said
to
be
the
best
disinfectant
electrical
light,
the
most
effective
policeman-
and
maybe
some
of
us
remember
what
Jesus
himself
said
in
Matthew,
5
14,
you
are
the
light
of
the
world.
L
A
city
set
on
a
hill
cannot
be
hidden
in
2015,
a
community
Ombudsman
oversight
panel,
a
co-op
member,
spoke
on
the
state
of
the
civilian
review
board.
I
think
this
board
has
a
unique
opportunity
to
seize
on
the
moment.
In
other
words,
it's
not
an
investigating
body.
It
is
designed
to
review
the
decisions
made
by
Internal
Affairs.
It's
basically
that
a
recommendation
there
was
no
requirement
the
department
follow
through
or
that
they
do
anything
judge.
L
Regina
quinlan's
remarks
are
Source
from
a
2015
report
from
WHDH
7
news
regarding
her
role
on
the
community
Ombudsman
oversight
board,
which
was
created
by
then
Mayor
Marty
Walsh.
In
fact,
so
much
time
has
passed
between
Co-op
and
this
budget
hearing
that
judge
Quinlan
had
time
to
get
married,
becoming
Mrs
Regina
Quinlan
hyphen
Doherty.
L
Why
is
Boston
still
grappling
with
issues
of
accountability,
trans
and
transparency
when
it
comes
to
the
oldest
police
department
in
the
country,
a
department
that
derives
its
roots
from
fugitive
slave
patrols
and
was
initially
tasked
with
protecting
property
such
as
commercial
shipping,
goods
and
surveilling,
and
monitoring
early
forms
of
counter-economic
forms
of
upward
social
Mobility,
for
example,
gambling
in
the
sex
trade,
the
oldest
profession
and
the
oldest
police
department
in
the
nation?
What
a
match?
L
The
Boston,
Police
Department
of
the
late
19th
century
also
disruptively
disrupted
labor
union,
organizing
of
large
waves
of
Catholic
Irish,
Italian,
German
and
Eastern
European
immigrants.
Perhaps
this
is
a
diversity,
Equity
inclusion,
approach
to
pollution
and
I
keep
hearing
about
some
suggestions:
remove
all
fees
related
to
viewing
public
records
of
litigation
in
which
the
city
of
Boston
and
or
the
Boston
Police
Department
are
litigants,
regardless
of
if
the
city
is
a
plaintiff
defendant
or
merely
a
deponent
in
a
civil
litigation.
L
Also,
since
this
government
body
and
the
mayoral
Administration
really
are
into
what's
going
on
in
the
internet,
a
clear
and
Common
Sense
social
media
policies
for
city
employees,
including
and
particularly
Boston
Police
Department
employees,
needs
to
be
drafted
with
and
implemented
with
extensive
public
input.
Bpd
employees
should
be
required
to
reveal
and
register
with
the
city.
L
Any
and
all
social
media
accounts
not
associated
with
the
duties
and
tasks
of
their
jobs,
all
Boston
Municipal
Employees,
whether
they
are
police
officers
or
condescending
snarky
Library
staffers
at
the
Boston
Public
Library,
must
be
required
to
identify
themselves
when
asked
by
a
member
of
the
public.
The
skewed
power
Dynamic
of
an
employee
of
the
municipal
government
and
a
member
of
the
public
cannot
be
understated
and
is
in
these
encounters
that
privilege,
abuse
of
power
and
sentiments
of
impunity
Thrive.
L
But,
of
course,
the
power
remains
to
the
p,
with
the
people
and,
to
that
end
the
people
of
Boston
demand
at
the
city
of
Boston
Implement,
a
universal
basic
income
or
guaranteed
income
pilot
program,
which
will
allow,
among
other
things,
the
public
to
purchase
supplies
such
as
iPhones
GoPro
cameras
and
other
such
technology
equipment
to
document
encounters
between
the
public
and
Boston
municipal
government
workers
and
officials.
Again,
these
are
merely
suggestions.
The
public
will
continue
to
watch
you.
L
The
Boston
municipal
government
is,
after
all,
accountable
to
the
public
to
the
people
of
Boston
and
I
quote,
with
I
close
with
a
quote
from
second
Corinthians
6
14.
do
not
be
unequally
yoked
with
unbelievers,
for
what
partnership
has
righteousness
with
lawlessness
or
what
Fellowship
has
light
with
Darkness
thinking.