►
Description
Ways & Means Hearing- Dockets #0760-0768, #0779-0780 FY24 Budget: BPD
A
B
A
For
the
record,
my
name
is
Tanya
Fernandez
Anderson
in
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
stream
at
boston.gov
for
slash
City,
Dash,
Council,
TV
and
broadcast
on
Xfinity
channel
8.,
RCN
channel
82
and
files
Channel
964..
A
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
for
the
record.
You
can
do
this
in
several
ways
attend
one
of
our
hearings
and
give
public
testimony.
We
will
take
public
testimony
at
the
end
of
each
departmental
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
budget.
A
Our
schedule
hearing
dedicated
to
public
testimony
is
Wednesday
May
17th
at
6
pm,
and
you
can
give
testimony
in
person
here
in
the
chamber
or
visual
or
virtual
via
Zoom
for
in-person
Testimony.
Please
come
to
the
chamber
and
sign
up
on
the
sheet
near
the
entrance
for
virtual
testimony.
You
can
sign
up
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.
A
Please
state
your
name
and
affiliation,
residence
or
residents
and
limit
your
comments
to
a
few
minutes
to
ensure
that
all
comments
and
concerns
can
be
heard.
Email.
Your
written
testimony
to
the
committee
at
CCC,
dub.wm
boston.gov,
submit
a
two-minute
video
of
your
testimony
through
the
Forum
on
our
website
for
more
information
on
City
Council
budget
process
and
how
to
testify.
Please
visit
the
city
council's
budget
website
at
boston.gov
for
slash
Council
Dash
budget.
A
A
Dockets0763-0765-20766
orders
for
the
capital
fund
transfer,
Appropriations,
docket,
zero,
seven,
six,
four,
zero,
seven,
six,
seven,
two
zero,
seven,
six,
eight
orders
for
for
the
capital
budget,
including
loan
orders
and
lease
purchase
agreements.
Our
Focus
area
for
this
hearing
will
be
an
overview
of
the
FYI
budget
for
the
Boston
Police
Department.
With
regard
to
revolving
funds.
A
For
our
format
for
the
hearing
we
will
I
will
allow
the
administration
to
present
on
their
budget
and
sorry.
First
I
will
allow
my
Council
colleagues
for
an
opening
statement
of
30
seconds,
hopefully
and
then
go
to
the
administration
for
their
presentation.
You
will
have
20
minutes
total
to
present.
A
However,
you
want
to
do
that
five
minutes,
maybe
25
minutes
and
then
round
one
of
questions
each
counselor
will
have
considering
the
time
and
how
many
people
are
in
here,
eight
minutes
for
round
one
and
then
to
public
testimony.
Then
it's
around
two
five
minutes
and
round
three.
If
time
permits
three
minutes
and
closing
and
then
back
to
the
chair
for
where
we
will
I
will
be
allowing
counselors
to
jump
through
if
they
don't.
A
C
You
chair,
thank
you
to
the
Boston
Police
Department
for
being
here
I'm
looking
forward
to
this
morning,
and
this
afternoon's
hearing
you
know,
Public
Safety
is
one
of
the
most
important
quality
of
life
issues
that
we
Face
here
in
the
city
of
Boston
and
I.
Just
want
to
thank
you
for
your
service
and
looking
forward
to
this
hearing.
Thank
you.
Chip.
D
You,
madam
chair
and
I'd
like
to
say
that
we
boast
of
having
the
best
police
department
in
the
country.
We
absolutely
have
the
best
community
policing
efforts
in
the
country
and
with
the
Envy
of
cities.
Our
size
are
bigger.
It's
thanks
to
a
commissioner
and
his
team,
the
chief
and
folks
that
are
here
folks
that
are,
in
the
background
of
the
men
and
women
that
serve
our
city
every
single
day
under
some
very
difficult
circumstances.
In
trying
difficult
times
so
look
forward
to
the
dialogue
find
ways.
D
E
E
E
We
have
enough
police
officers
in
this
city,
but
we
want
to
support
our
police
families
they're,
really
the
backbone
of
of
the
police
work
and
community,
policing
and
I
want
to
make
sure
we
have
enough
police
on
the
street
and
that
all
police
have
the
right
training,
but
also
the
right
health
and
wellness
as
well.
Those
are
critical
issues
again
want
to
say
thank
you
to
the
police
that
are
here,
but
especially
thanking
the
Boston
police
that
are
out
in
the
city,
doing
the
job
every
day
for
us.
Thank
you,
madam
chair.
F
Thank
you,
madam
chair
and
I,
want
to
thank
you
all
so
much
for
being
here
and
thank
you
for
your
work.
I
am
in
constant
communication
with
police
officers
from
A1
and
A7
I,
see
them
at
community
events,
they're
very
accessible,
so
I
just
want
to
shout
them
out
and
say.
Thank
you
during
this
process.
It's
our
fiscal
responsibility
to
ensure
that
the
tax
payers
dollars
is
being
spent
wisely
and
diving
into
what's
working
and
what
what's
not
working.
F
So
I
look
forward
to
doing
just
that
during
this
hearing
and
other
hearings
and
then
throughout
this
process
it's
also
Our
obligation
to
uphold
standards
of
accountability
and
transparency
for
all
city
workers,
and
so
I
intend
to
do
just
that
and
stay
consistent.
So
thank
you
so
much
for
being
here
and
I
look
forward
to
the
conversation.
Thank
you.
Council.
A
G
Lara,
thank
you,
madam
chair,
and
thank
you
so
much
all
for
being
here.
Commissioner.
I.
Don't
have
a
lot
to
say
that
hasn't
already
been
said
by
my
colleagues,
but
I
think
I
want
to
Echo
everyone
when
I.
Thank
you
for
your
service
and
the
support.
I.
Think
in
my
district,
specifically
officer
Joshua
De
la
Rosa
officer,
Del,
Rosa,
Sergeant
Cunningham
and
over
in
West
Roxbury
Sergeant
O'meara
have
been
an
incredible
help
to
me
and
have
been
people
that
I
can
call
on
when
we
have
issues
in
the
community.
H
Good
morning,
everyone
I'm
excited
to
be
here
and
again,
I
want
to
Echo
our
gratitude
for
your
service
to
our
city.
We
really
do
appreciate
you
all
and
I
am
incredibly
grateful
to
the
community
engagement
efforts
that
are
being
made
every
day
to
be
present
and
I
just
want
to
uplift
Jeff
Lopes
from
mamlio
and
his
leadership
and
working
alongside
our
office
on
a
number
of
issues
that
I'd
like
to
dive
in
a
little
bit
deeper
into
today.
A
I
You,
madam
chair,
and
thank
you
to
everyone
for
being
here
and
for
the
work
that
you
do
on
behalf
of
our
city.
We,
as
a
city
council,
play
a
tremendous
role
in
oversight
and
accountability
and
responding
to
community
in
terms
of
issues
of
safety
around
the
city.
I
know
that
there
are
some
incredibly
dedicated
officers.
I
was
just
telling
a
superintendent
Nora.
A
Thank
you
Council
regen,
so
we
begin
I
wanted
to
just
make
my
statements.
I
really
appreciate
the
service
that
you
guys
provide
for
the
city
of
Boston
and
wanted
to
just
set
the
tone
for
the
conversation.
I
think
that,
with
my
experience
last
year
there
was
some
contention
in
terms
of
community
Advocates
and
us
the
counselors
and
the
police
department.
In
having
conversations
that
are
difficult.
A
A
J
J
This
is
opportunity
for
us
to
share,
for
you
know
our
our
daily
plan
or
things
that
we
we
plan
on
doing
for
fiscal
year,
24
and
the
budget
that
supports
the
police
services,
that
we
provide
to
help
provide
safety
in
the
city
and,
more
importantly,
to
fulfill
our
community
policing
model
of
how
we
go
about
doing
business
on
a
day-to-day
basis.
We
all
work
for
the
public
here
and
it's
important
to
show
you
know
both
the
council
and
the
public
that
the
police
department.
We
realize
we
work
for
you
all.
J
J
Building
distrust
for
our
communities
to
engagement,
dialogue,
partnership,
problem
solving
is
the
top
priority
in
our
department,
and
this
is
what
we're
choosing
to
do.
Every
day
we
have
a
a
very
large
team
with
us
here
today
and
to
ensure
that
we're
able
to
answer
all
your
questions,
because
each
of
us
has
a
certain
expertise
that
might
be
able
to
go
a
little
bit
more
in
detail,
and
so
they
may
come
before
you
to
answer
some
of
your
more
in-depth
questions
you
might
have,
however,
by
some
chance.
J
J
J
We
go
about
deploying
our
resources
using
a
data
intelligence
model
where
we're
consistently
evolving
and
looking
at
what
the
trends
are
and
making
sure
that
the
each
area
is
who's
impacted
by
that
is,
you
know
not
only
informed
but,
more
importantly,
protected
in
some
way
shape
or
form
as
we
deploy
our
people.
We
Ingress
obviously
investigate.
You,
know
crimes
that
occur,
but,
more
importantly,
more
recently,
we're
certainly
taking
on
the
ownership
of
addressing
fear
of
crime,
which
has
certainly
been
an
issue.
J
It's
bought
on
a
whole
host
of
additional
requirements
that
we
have
to
do
as
far
as
the
daily
training
of
what
we
do
and
as
well
as
you
know,
we
talked
a
little
bit
about
the
prolific
proliferation
of
of
guns
that
come
to
our
city,
probably
the
biggest
issue
and
Trend,
and
we've
probably
been
doing
dealing
with
this
for
a
long
period
of
time,
but
maybe
early
on.
We
weren't
necessarily
equipped
to
deal
with.
J
J
They
excuse
me,
that's
all
right,
I'll
deal
with
it
anyway,
and
so
not
only
are
they
trained,
but
we're
also
trying
to
train
all
our
officers
and
in
certainly
Crisis
Intervention,
and
how
to
deal
with
people
who
may
be
struggling
with
mental
health
issues
and
crises
in
general.
We
work
with
patients
and
and
people
in
general,
more
recently
around
this
new
section,
Trail
12
policy,
where
we're
maybe
trying
to
get
people
help
that
may
might
not
be
able
to
get
help
themselves
or
even
understand
the
importance
of
it.
J
J
We
also
partner
with
several
other
groups,
youth
connect
where
you're
trying
to
grow
our
relationship
with
youth
connect,
which
is
very
very
important
as
they
provide
social
workers
in
our
stations
and
actually
to
be
able
to
provide
more
social
workers
and
additional
stations
to
work
with
youth
that
maybe
are
at
risk
or,
more
importantly,
more
more
recently
referred
to.
You
know,
youth
that
are
at
promise
of
making
sure
that
they
have
a
successful
life.
A
successful
career
in
this
city
by
providing
them
services
and
their
family
services.
J
Regarding
you
know
some
of
the
issues
that
might
prevent
or
impact
their
ability
to
to
to
be
successful
in
school.
To
be
you
know,
law
abiding
in
some
way,
shape
or
form
or
all
the
other
issues
that
might
impact
families,
particularly
youth,
that
maybe
might
cause
them
to
go.
You
know
the
wrong
way
and
have
a
negative
interaction,
but
certainly
with
Public
Safety.
J
We
talked
about
that,
but
we
also
work
with
our
own
personnel
as
well,
making
sure
we
address
the
mental
health
conditions
that
this
job
demands
as
far
as
making
sure
our
officers
have
access
to
Mental
Health
Services
that
they
are
not
only
trained
how
to
deal
with
the
public,
but
also
are
able
to
identify
issues
of
concern
and
actually
have
the
ability
to
seek
help
voluntarily
or
involuntary
for
that
matter.
Those
I
think
that's
very
important.
J
J
We
are
trying
to
well.
The
importance
of
the
cadets
is:
is
a
feeder
for
us,
maybe
in
the
future,
for
potential
police
officers.
It
adds
certainly
a
level
of
diversity
to
our
police
department
and
making
sure
that
we
bring
on
you
know,
certainly
the
populations
of
the
city,
to
make
sure
that
we
reflect
what
the
city
looks
like
and
people
from
all
walks
of
life
join
our
ranks
and
that's
an
early
entry
way
and
an
easy
way
for
people
to
come
on
our
job.
J
So
we
can
actually
diversify
and
make
sure
we're
an
inclusive,
Police,
Department
language
and
communication
access
when
partner
partnering
with
the
city
to
make
sure
that
we
have
the
ability
to
make
sure,
regardless
of
the
disability,
of
the
language
that
people
may
speak,
that
we,
we
are
a
police
department
that
has
access
to
all
folks
in
general
and
so
we're
certainly
working
with
the
city
to
address
all
the
issues
associated
with
that.
One
of
the
things
that
I'm,
particularly
you
know,
excited
about
in
the
future
is
accreditation.
J
The
police
department
is
actually
going
to
try
to
get
an
international
accreditation
to
the
commission
on
accreditation
and
law
enforcement
agencies
called
CLIA,
which
is
the
international
accreditation.
We're
going
to
go
down
the
road
of
making
sure
that
we're
accredited
by
one
of
the
Premier
accreditation
organizations
in
law
enforcement
in
the
in
the
world,
because
it's
an
international
accreditations.
J
J
So
you
know
out
budget
I
think
you
know,
people
talk
a
great
deal
about
our
budget,
which
is
it
is
large.
There's
no
doubt
about
that.
But,
as
you
know,
you
can
see
from
the
you
know
this
slide
and
probably
in
the
past
that
the
majority
of
our
budget
virtually
is
all
made
up
of
personnel
costs.
Right,
contracted
costs
related
to
that
and.
J
Now
the
the
importance
of
of
the
replacement
costs
talking
about
the
35
percent
of
that
is
that
over
the
past
three
years,
certainly
we're
averaging
and
and
I'll
actually
I'll
save
that
slide
for
a
second,
we
we
have
more
people
leaving
than
we
have
coming
because
we're
quite
honest,
we're
hiring
officers
each
year.
But
the
fact
is,
we
have
more
people
leaving
than
coming.
So
we
have
vacancies
around
that
and
then
our
replacement
costs
are
the
driver
of
our
overtime
for
the
most
part,
and
because
of
that,
the
overtime
does
go
up.
J
So
we're
able
to
basically
fulfill
our
minimum
Manning
requirements
throughout
the
city
to
make
sure
that
we
are
providing
Public
Safety
in
all
areas
of
the
city
for
all
important
events
that
occur,
and
you
know
going
into
next
year.
Hopefully,
as
we
address
and
maybe
hire
more
people.
Hopefully
this
trend
will
start
to
turn
around,
but
currently
it
has
not,
and
so
that
is
a
key
driver
to
our
overtime
costs
in
general.
J
Did
we
do
that
next
slide,
You
know,
despite
and
making
reference
to
that?
The
mayor
has
certainly
been
committed
to
helping
us
fund
classes
each
year,
as
I
described
before
and
but
being
down
200
offices
in
reference
to
what
I
made
mentioned
before
it
makes
it
very
difficult
to
catch
up
again
a
driver
of
a
lot
of
that
over
time.
J
J
We're
doing
all
we
can
to
meet
the
needs
of
of
law
enforcement
as
it
involves
it
costs
a
lot
to
train.
We
have
to
train,
but
that's
required
right.
We
have
a
post
requirement
that
asks
for
additional
training,
training
but
I.
Think
if
we're
going
to
do
this
in
law
enforcement,
we
need
to
train
people
in
general
because
the
world
is
changing.
We
have
to
quickly
catch
up
to
whatever
those
changes
are
real
time
around
that,
and
so,
as
we
train
an
issue,
I
didn't
talk
about
that.
J
That
requires
sometimes
additional
overtime
as
well,
because
you
have
to
pull
people
off
the
street
to
train,
and
then
you
have
to
supplement
those
people.
What
personnel
that
we
already
currently
have
out
there.
So
I
didn't
want
to
be
long.
That's
a
little
summary
and
highlight
of
some
of
the
things
that
we're
doing,
and
so
we
look
forward
to
your
questions
and
hopefully
answering
you
know
any
concerns
that
you
might
have
or
questions
about
what
we're
doing.
C
But
we
know
we
need
to
hire
at
least
a
couple
hundred
to
get
to
a
place
where
we're
not
for
it's
like
we're
in
this
circle,
where
how
do
we
fix
it
and
get
off
the
treadmill
and
get
to
a
place
where
we're
hiring
enough
people,
and
can
we
get
the
morale
up?
So
if
you
just
want
to
speak
a
little
bit
more
on
that.
J
C
J
Were
doing
all
we
can
to
both
recruit
and
and
hire
people
it
takes
quite
a
bit.
I
mean
we
need
a
this
issue
is
pretty
important.
We
need
a
large
pool
of
people
just
to
hire
the
number
of
people
we
need
because
we
do
have
to
vet
them
as
far
as
a
criminal
history
and
their
background
around
that,
and
also
make
sure
that
you
know
they
have
to
pass
a
battery
of
tests
around
mental.
You
know
the
ability
to
make
sure
they
don't
have
any
mental
health
issues
make
sure
they
don't
have
any
criminal.
J
You
know
background
making
sure
they're
suited
for
the
job.
That's
that's
a
big
deal
in
general,
so
we
lose
a
lot
of
people
in
those
processes.
You
know
morale
in
the
police
department
and
it
is,
is
probably
not
very
high
in
general,
but
it's
not
very
high
anywhere
in
law
enforcement.
Just
due
to
the
nature
of
I
mean
this
is
tough
work
and
across
the
board.
It's
we
are
an
authority
figure.
J
No
one
really
likes
authority
figures
in
general
across
that
and
and
regardless
of
how
well
you
treat
them
or
what
you're
trying
to
do,
and
that's
that
comes
with
the
job.
But
more
recently
it's
been
made
a
far
more
difficult
because
we
have
to
answer
to
the
weakest
link
of
any
place
in
law
enforcement.
So
if
something
happens
in
the
south
in
the
West,
you
know
it
could
be
almost
in
another
country.
It
is
to
the
point
where
you
know:
every
law
enforcement
person
is
is
linked
to
that
person.
You
are
just
like
this.
J
What
happened
in
California,
you
know
and
having
the
answer
to
that,
and
it's
there's
an
unfairness
to
that
a
little
bit
and
and
very
few
I
can't
think
of
any
other
profession
that
has
to
answer
to
what
someone
an
individual
in
that
profession
did
someplace
else
and
so
trying
to
address
the
you
know
the
mental
health
of
the
officers
and,
more
importantly,
to
have
a
real
conversation
about
what's
going
on
here.
You
know
they
say
you
know,
all
politics
is
local.
Well,
all
policing
is
really.
J
In
that
sense,
but
that's
not
the
narrative,
National
narrative,
it's
like
no
they're
all
the
same,
and
you
know
and
we're
not
the
same.
The
country's
not
the
same.
You
go
to
different
parts
of
the
country,
they're
not
the
same,
and
so
I
think
it's
really
important
to
you
know
not
lump
everyone
together.
J
Certainly
we
should
be
questioned
and
challenged
on.
Are
we
doing
best
practices?
Are
we
you
know?
Certainly
developing
our
people?
Do
they
have
any
basically
contact
with
the
public?
Are
we
engaging
the
public
in
an
appropriate
way?
Those
are
all
very,
very
fair
questions
and
stuff.
We
need
to
work
on,
but
to
lump
us
with
other
places
that
have
failed
over
time.
You
know
consistently
all
the
time
that
makes
it
a
difficult
environment.
A
little
bit
yeah.
C
J
K
J
Supervisors
from
the
offices
right,
you
know,
and
all
the
way
down
the
line
and
so
I
mean
we're
going
to
you
know,
address
it
and
we
will
do
promotions
as
we
hire
more
folks.
We
will
be
able
to
promote
and
make
sure
that
we
address
the
investigative
needs
of
the
department,
but
there's
an
impact
on
that,
and
and
how
do
we
make
up
for
it?
We've
been
making
up
for
it
through
overtime,
to
be
quite
honest
with
you,
through
overtime
of
people
working
additional
hours,
to
make
sure
that
we
address
the
needs
of
the
city.
J
We're
always
going
to
make
sure
that
we're
here
for
Public
Safety
and
if
something
happens,
we'll
work,
24
7.
If
we
have
to
there's
no
doubt
about
that
and
we've
done
it
before.
But
the
point
is:
is
sustainability?
How
long
you
can
do
those
things
and
that's
why
it's
so
important
for
us
to
get
our
numbers
up
in
general,
but
I
I
would
say
that
no
one
has
to
worry.
C
Touched
on
the
mental
health
supports
which
I'm
happy
to
hear
that
we're
expanding
our
relationship
with
Kevin,
Barton
and
youth
connect,
it's
very
important
that
we
have
these
social
workers
at
our
stations
and
then
I'm
thinking
about
the
support
for
our
actual
offices.
You
know,
like
you,
mentioned
it's
such
a
stressful
job
and
then
also
training
for
them
to
make
sure
they're
responding
to
calls
properly.
So
no
real
need
to
respond,
just
happy
that
it's
in
the
budget
and
you
spoke
to
it
and
lastly,
I
just
want
to
uplift
our
9-1-1
call
center.
C
D
It
really-
and
this
is
going
to
probably
involve
you
and
the
chief
to
get
personally
involved
in
it-
really
is
supposed
to
mirror
the
BPD
stress,
teams
and
and
I,
don't
think
that's
happening.
There's
a
disconnect.
You
hear
from
the
rank
and
file
employees
The
Operators
that
need
that
support
and
the
way
I
look
at
it.
D
Is
that
we're
only
as
good
as
our
whole
team
right
and
when
that
9-1-1
call
comes
in
that's
in
a
very
important
and
vital
function,
getting
that
information
in
real
time
multilingual
so
that
our
office
is
in
our
respawning
units
are
getting
the
data
in
the
time
in
the
descriptions
that
they
need
as
they're
approaching
the
scene.
So
I
wanted
to
work
like
a
team
and
I'm
getting
the
sense
from
Rank
and
file
that
it's
not
working
like
a
team.
D
So
we
know
that
we
have
a
hiring
issue,
but
we're
now,
as
a
result
of
that,
have
a
retention
issue.
So
I'm
just
going
to
ask
you
personally
to
get
personally
involved
you
and
the
chief
to
try
to
turn
things
down,
turn
things
around
down
with
that
9-1-1
operators
before
we
continue
to
lose
some
very
committed,
talented
and
passionate
911
operators,
and
then
we're
going
to
really
have
some
problems
if
that
breaks
down.
D
J
No
I
appreciate
that
question
so
I
remember
the
peer
support
that
was
eventually
began.
There
I
was
actually
Deputy
superintendent
when
it
started
so
I.
Remember
the
intent
and
I
understand
the
importance
of
having
a
stress
some
type
of
stress
in
the
mental
health
support
amongst
call
tickets
and
Dispatchers
in
the
unit.
It
is
very,
very
important
9-1-1,
it
is
it's
not
even
a
Boston
issue.
It's
a
nationwide
issue
around
that.
It's
you
know.
J
Manning
911,
centers
throughout
the
country
is
very
very
difficult
because
the
fact
is
we're
in
the
great
resonation
period
there's
a
lot
of
people
that
are
reconsidering
all
their
jobs
in
some
way,
shape
or
form,
and
that's
a
very,
very
difficult
job
across
the
board.
I
think
we've
done
a
great
deal
to
address,
certainly
in
the
financial
portion
of
it.
J
I
believe
they're,
probably
one
of
some
of
the
hot,
if
not
the
highest
one
of
the
highest
in
the
state
right
out
around
pay,
and
you
know
to
make
sure
that
we
attract
people
to
that.
I
want
one
Center
and,
more
importantly,
to
address
and
show
the
concern
that
we
have
for
the
people
that
work
there.
J
The
reality
is,
we
need
to
attract
people
to
all
parts
of
our
job.
I
mean
the
police
department
is
a
big
organization.
We
have
forensic
scientists,
we
have
lawyers,
we
have
HR
professionals,
we
have
police
officers,
we
have
911
call
tickets
and
dispatchers.
We
need
to
attract
all
type
of
people
to
our
where
we
were
where
we
are,
and
you
know,
in
creating
a
positive
environment
and
culture
is.
Is
it's
a
difficult
thing
when
you
have
such
shortages
that
we
have
right
now
and.
D
And
we
want
UFC
as
as
commissioner,
to
know
that
the
city
council
supports
that
911
operators
and
we
really
need
to
to
sort
of
bridge
The
Divide,
that's
happening
there
and
to
get
things
back
to
stuff
and
then
just
shifting
gears
every
community
meeting
every
civic
association
meeting
go
to
it
starts
with
our
captain
in
our
community
service
office
is
delivering
information
to
our
residents
in
Partnership,
and
we
hear
it
all
across
the
city.
They
want
more
offices,
they
want
more
walking
beats.
D
The
jurisdiction
not
going
to
solve
the
problem,
but
I
think
it
would
at
least
prevent
some
from
being
able
to
have
sort
of
those
options.
I
think
that
need
to
make
a
decision.
Do
you
want
to
be
a
police
officer?
Or
do
you
want
to
be
a
firefighter
and
if
we
schedule
the
exam
on
the
same
day
and
or
if
the
academies
are
starting
right
around
the
same
time?
D
But
what
is
the
plan
to
address
that
public
safety
issue
and
it
is
a
it
becomes
a
nuisance
issue
that
we
hear
from
folks
across
the
city
and
then
it's
dangerous
and
it's
Reckless,
and
it's
just
a
matter
of
time
until
someone
gets
seriously
hurt
or
worse
so
need
to
figure
out
what
our
plan
is
heading
into
the
wama
months
about
the
motorcycles
and
the
dirt
bikes
and
and
that
takes
place
across
that
city.
Thank
you,
commissioner.
Thank
you.
L
So
we
have
a
w
superintendent,
Harris
who's
overseeing,
what's
called
our
revelers
plan.
That's
the
plan
that
addresses
those
issues
that
you
spoke
to
councilor
Flaherty
and
it's
a
it's
a
comprehensive
plan.
It's
a
plan
that
we've
had
in
place
over
the
last
few
years,
so
we
are
gearing
up.
There
will
be
some
information
going
out
to
community
groups,
there'll
be
some
public
announcements
that
have
some.
There
have
been
some
public
announcements
that
have
been
put
out
through
bpdnews.com
relative
to
that
and
there'll
be
some
additional
ones
coming
out
sure.
D
And
that
does
that
include
around
Franklin
Park
with
the
loud
music
at
three
four
five
in
the
morning
when
seniors
are
calling
my
office
looking
for
help
repeatedly
calling
9-1-1
it's
a
low
priority,
call
because
it
doesn't
involve
you
know,
sort
of
I,
guess
a
major
inaction,
but
it's
a
quality
of
life
issue
that
it's
of
concern
and
it
tends
to
sort
of
lead
to
other
things.
Late
night
early
morning,
Etc.
J
The
plan
is
city-wide
across
the
board
and
and
more
importantly,
it
will
you're
going
to
hear
us
tested
for
the
Public's
help,
because
those
groups
with
those
large
group
I
mean
when
they
have
all
those
motorcycles
and
things
that
nature
people.
You
know
we
need
the
Public's
help
of
seeing
where
people
are
storing
it.
It's
usually
a
safety
hazard
in
general
with
all
the
gasoline
and
so
we're
going
to
have
a
public
information
campaign
around.
J
You
know
that,
just
to
make
sure
that
you
know
that
they're
stored
safely,
that
you
know
you
know
where
they're
located
and
we're
going
to
ask
this
other
Public's
help
in
that.
But
we
do
have
a
plan
in
place
and
hopefully
it
will
have
an
impact
in
around
the
quality
of
life
in
the
city.
Thank
you,
commissioner.
So
if
I
could
just
add
to.
M
That
that
is
a
comprehensive
plan
is
a
superintendent
Colony
just
mentioned,
but
it's
a
plan
that
involves
many
bureaus
within
the
department,
but,
as
the
commissioner
just
mentioned,
I
really
want
to
be
specific.
I
had
the
opportunity
and
the
pleasure
of
leading
that
plan
several
years
ago,
and
what
worked
is
because
the
public
they
chipped
in
they
they
stepped
in.
M
We
need
to
know
where
they're,
storing
these
these
motorized
bikes,
unfortunately
we're
not
going
to
chase
somebody
we're
not
going
to
cause
more
harm,
but
our
best
course
of
action
is
to
get
them
when
they're
idle,
when
they're
trying
to
gas
up
and
the
other
thing
is
when
they're
storing
them.
So
we
we
saw
much
success
when
the
community
was
calling
and
again
I'll
be
specific.
M
You
can
do
it
anonymous,
1-800-494
tips,
but
if
you
call
us
and
you
give
us
a
location
we'll
do
the
rest-
that's
how
we
were
able
to
seize
about
100
bites,
most
recently
at
the
beginning,
part
of
this
year
and
last
year,
an
additional
upwards
to
100
above
50
machines.
But
again
it's
going
to
take
a
collective
effort
and
approach
by
everyone.
M
So
we
we
we
welcome,
and
we
urge
everyone
to
to
contact
us
in
terms
of
the
other
part
of
the
Revolution
program
is
the
individuals
that
are
coming
from
outside
the
city
in
disrupting
our
neighborhoods
again,
we
can't
tolerate
it.
We
need
the
phone
calls
and-
and
we
assess
and
adjust
that
plan
weekly.
So
again,
we
ask
for
your
support
and
when
you're
out
with
your
constituents,
to
please
remind
them
that
they
have
to
chip
in,
they
have
to
call
us.
D
E
J
So
I'll
say
it
this
way
that
you
know
anyone
who
works
for
15
to
16
hours
a
day
in
any
profession
would
probably
be
fatigued
over
a
moment
of
time
and
that
would
impact
anyone's
ability
to
actually
do
their
job
to
the
best
of
their
ability.
I
would
think
over
time.
In
that
way,
that's
why
they,
you
know,
certainly
Pilots,
put
time
limits
on
it.
J
There's
a
lot
of
professions
that
put
time
limits,
and
we
have
time
limits
on
our
own
Personnel
on
a
number
of
hours
that
they
work
and
so
yeah
trying
to
limit
that
is
is
very,
very
important.
I
I
must
admit
early
on
in
my
career,
you
know
I've
been
lost
for
34
years.
You
know
we
did
a
lot
of
things,
but
the
fact
is
I
recall
when
I
was
off.
J
I
was
off
and
when
I
wanted
to
work,
if,
additionally
or
if
I
had
to
work
for
court
purposes
and
things
that
nature
it,
it
wasn't
that
kind
of
burden
on
my
family
and
things
of
that
nature.
What
gets
into
mental
health
issues,
so
you
know,
being
you
know,
being
forced
to
work
and
not
being
able
to
to
go
home
routinely
when
you're
supposed
to
be
off
has
an
impact.
I
would
imagine
in
general
anybody
in
any
profession.
J
So
it's
something
we
do
need
to
address
and
we
are
trying
to
address
it
by
making
sure
that
when
we
do,
you
know
put
out
overtime,
particularly
this
summer.
It's
going
to
be
for
True,
Public
Safety
needs
to
make
sure
that
we're
it's
impacting
the
public
in
some
way
and
that
we're
intentional
about
it,
as
opposed
to
just
you
know,
maybe
unnecessarily,
which
is
not
the
case
like
we're
doing
it
because
we
have
to.
J
But
maybe
you
know
unnecessarily,
you
know
having
these
offices
work,
so
we're
going
to
do
it
when
we
absolutely
need
to
or
for
Public
Safety
purposes
and
also
spread
the
wealth
in
that
sense,
we're
a
big
department.
So
we're
going
to
make
do
all
we
can
to
make
sure
that
our
entire
department
helps
support
the
public
safety
needs
of
the
city.
E
Thank
you,
commissioner,
and
I
continue
as,
as
you
probably
know,
I
continue
to
publicly
advocate
for,
in
my
opinion,
I
think
we
need
to
hire
200
300
police
officers
consistently
for
the
next
10
years.
Many
people
disagree
with
me,
but
I
think
it's
it's
desperately
needed.
I
talked
to
police
officers
all
of
the
time
and
the
forced
overtime
is
having
an
impact,
but
the
impact
it
really
has
not
only
on
the
residents
but
but
on
the
police.
E
E
My
my
other
point,
commissioner,
is
and
I
know.
We've
talked
a
lot
about
this
recently,
but
tell
me
what
what
your
philosophy
is
and
what
what
this
budget
will
do
in
terms
of
the
health
and
wellness
programs
for
our
police
officers.
And
how
can
we
ensure
that
police
officers,
police
officers
that
need
assistance
can
get
that
assistance.
J
J
We're
we're
doing
more
in
general,
we're
encouraging
officers
to
come
together
as
a
group
when
they
can
I
think
you
know
out
of
covet
officers
themselves,
didn't
isolate
it
in
a
lot
of
ways.
So
now
they're
actually
participating
in
more
community
policing
events
in
general,
with
kids
and
in
the
public
they're
coming
together
in
their
own
basketball,
leagues
and
ice
hockey.
Leagues-
and
you
know
all
of
these
things-
help
the
environment
help
help
them.
J
You
know
deal
with
the
stresses
of
just
life
in
general,
so
we're
going
to
continue
to
always
keep
the
wellness
of
the
officers
at
the
Forefront
of
what
we
do,
that
we're
always
looking
for
Partnerships
in
general,
community,
policing,
I,
believe
it
or
not,
is
so
important
to
the
wellness
of
not
only
the
public,
the
community
we
serve
but
to
the
officers.
Because
the
fact
is,
you
know
it's
human
nature
as
we're
around
people
and
people
understand
particularly
officers.
J
K
Cultivate
they
just
jumped
in
real
quick,
you
know
Council.
Obviously,
you
know
you're
well
aware
that
you
know
Boston
police
department
has
the
a
tremendous
peer
support
you
and
the
family
assistance
unit
that
has
done
tremendous
work
over
the
years
and
the
work
that
they
do
has
only
grown
I
mean
the
commissioner
yesterday
were
just
talking
about
it.
How
just
over
the
course
of
our
careers,
you
know
the
stigma
that
was
attached
once
attached
to
you
know
an
officer
having
having
issues
him
or
her
actually
admitting
they're
having
a
problem.
K
K
We
have
licensed
drug
in
in
alcohol,
counselors
and
again
the
array
of
resources
that
are
available
to
help
officers
that
are
dealing
with
you
know
not
only
trauma
that
they
see
in
the
job,
something
that's
that's
happening
at
their
home
in
combination
the
job
and
what
we
talked
about.
You
know
the
the
four
stars
which
is
causing
stress
in
everybody,
but
you
know
I
will
say
that
there
is
a
tremendous
amount
of
resources
available.
K
There
are
lots
of
officers
when
they're
in
this
department
that
that
talk
to
people
they
they
highlight
people
that
they
believe
are
needed.
Services
they
make
the
appropriate
calls.
I
mean
the
amount
of
offices
that
look
out
for
one
another
again,
it's
you
know,
I
think
this
is
a
problem.
We
take
a
lot
of
pride
in
that,
but
I
do
want
to
highlight
the
work
that
our
PS
support,
unit
and
family
assistance
unit
does
day
in
and
day
out
in
the
services
are
available,
I'm
going
to
continue
to
grow
them.
K
E
E
J
So
excellent
question:
it
cuts
across
a
couple
of
areas,
one
certainly
in
a
bis
theory
on
the
investigative
side
who
done
the
groups.
We
work
with
around
hate
crimes,
also
cuts
across
our
both
school
police
and
Community
engagement,
which
does
some
training
around
bullying
and
things
of
that
nature.
M
An
example
of
others
would
be
another
religious
group
disabled
folks,
but
what
I
can
what
I
want
to
say
is
that,
first
and
foremost,
I
want
to
thank
the
men
and
women
of
the
Civil
Rights
unit,
as
well
as
the
community
engagement
in
the
in
the
folks
on
the
BFS
side,
the
proactive
work,
the
Outreach
that
we
are
doing
now
connecting
with
these
groups
partnering
and
educating
that
that's
the
key
thing
right.
We
have
to
educate
folks
they're,
also
making
ignorant
folks
out
there,
and
we
have
to
change
that.
M
F
F
This
is
something
that
I
have
worked
on
in
partnership
with
my
Council
colleagues,
Michael
Flaherty
and
Council
luigien
I
know
that
there
has
been
a
rise
in
reports
and
incidents
across
the
city
and
young
women
and
men
have
contacted
my
office.
Looking
for
answers,
and
just
trying
to
Advocate
and
I've
talked
about
My
Own,
Story
scary
story
in
college-
and
you
know
how
are
we
just
supporting
victims
and
fostering
safe
environments
across
the
city
of
Boston
and
just
giving
credit
where
credit
is
due?
F
Bpd
has
been
extremely
responsive
and
and
a
great
partner
in
this
work,
Lieutenant
detective,
Driscoll
and
I
have
been
in
in
many
conversations
just
trying
to
figure
out
how
to
best
serve
the
city.
The
residents
of
of
the
city
of
Boston
I
know
that
you
instituted
a
better
internal
Reporting
System
under
the
mark.
45
drop
down
list.
F
Where
now
we
can
track
where
these
incidents
are
happening
and
just
more
data
means
that
we're
better
able
to
respond
to
all
of
this
so
from
I
know
that
that
was
a
minor
change,
but
it's
going
to
make
a
huge
difference.
So
I
just
wanted
to
say
thank
you
for
that.
From
one
of
our
hearings,
there
was
also
a
commitment
to
assigning
a
detective
to
these
cases,
even
in
an
instance
where
a
sexual
assault
is
not
believed
to
have
occurred,
which
was
a
huge
gap.
F
So
if
somebody
is
coming
to
the
police
department
and
saying
my
drink
has
been
contaminated
or
I
feel
like
I've
been
drugged.
Unless
there
was
a
horrible
incident
of
a
sexual
assault,
they
were
not
given
a
detective,
and
so
this
was
a
gap
in
services.
So
I'm
wondering
if
there's
an
update
on
that
or
if
anybody
can
can
speak
to
movement
on
that.
F
J
Super
cam,
but
I
would
say
that
you
know.
We've
we've
taken
this
very
seriously
from
the
first
time
that
we
saw
patterns
and
Trends,
to
put
it
out
to
the
public,
to
certainly
let
the
public
know
about
the
incidents
and-
and
we
have
been
trying
to
track
that
in
general,
so
we
can
be
more
responsive.
Yes,.
M
Sir
ma'am
I
want
to
thank
you
for
your
leadership
on
this
issue.
Yes,
we
added
a
drop
down
to
Mark
43,
but
in
addition
to
that,
so
this
isn't
an
isolated
incident,
not
an
isolated.
It's
not
isolated
to
certain
areas
to
just
one
particular
area,
we're
seeing
it
across
the
the
city,
some
areas
we
see
more
captains
have
assigned.
So
just
so
people
understand
we
have
folks
detectives
in
the
sexual
assault
unit,
but
we
also
have
detectives
in
each
district
in
the
11
districts
that
represent
the
general
investigations.
M
So
there
is
a
disconnect
after
hours
which
we
are
addressing,
so
detectives
are
being
assigned.
The
problem
is,
and
superintendent
Colony
will
be
able
to
speak
to
a
little
further.
This
we
recently
have
been
in
contact
with
EMS,
so
we
are
trying
to
bridge
that
Gap,
where
we're
getting
notified
sooner
so
that
we
can
have
the
investigators
immediately.
The
detectives
immediately
involved
in
these
investigations
allow
yield
to
superintendent
Colony.
Yes,.
L
I
was
recently
in
conversations
with
EMS,
because
there
were
some
calls
that
have
come
through
and
there
hasn't
been
a
police
notification
and
the
sooner
we're
able
to
respond.
We
are
able
to
collect
evidence
and
speak
with
the
Survivor
to
figure
out
kind
of
what's
going
on
with
that
situation,
so
we're
trying
to
figure
out
ways
to
collaborate
so
that
we
can
get
that
information
so
that
reporting
is
done
immediately.
So
then,
all
the
things
that
are
necessary
to
investigate
that
take
place.
So
we
are
making.
F
Each
other
and
just
to
clarify
those
efforts,
and
thank
you
for
that.
Those
efforts
are
a
way
to
provide
more
coverage
on
weekend
nights
so
Friday
and
Saturday.
There
was
a
I
think
there
was
discussion
in
one
of
our
hearings
that
there
was
only
two
folks
city-wide
that
were
deployed.
There
might
have
been
a
disconnect
during
that
hearing,
but
I.
M
F
And
I
think
that's
what
it
was.
It
was
within
the
sexual
assault
unit,
so
I
just
would
maybe
we
can
talk
offline
about
this
and
how
we're
moving
this
forward.
But
clearly
there
was
a
gap
there,
but
I'm
happy
to
hear
that
EMS
is
now
being
involved
in
all
of
this
and
that
there's
going
to
be
at
least
some
response
for
somebody
who
has
gone
through
this
terrible
incident.
That
was
something
that
that
we
identified,
so
maybe
we
can
just
follow
up
offline
and
figure
out
where
this
is
going.
F
I
do
just
want
to
touch
base
with
youth
connect,
I'm
happy
to
hear
that
there's
an
investment
of
over
500
000
for
social
workers
in
our
station.
Just
a
point
of
clarification
for
you,
commissioner.
You
said
investment
in
five
Personnel
in
each
station.
That's
something
that
you
had
said,
but
I
just
wanted
to
clarify.
F
N
We
currently
have
social
workers
through
youth
connect
in
five
of
our
district
stations
and
in
three
of
our
specialized
units.
So
the
additional
five
plus
a
supervisor
would
go
towards
the
districts
that
don't
currently
have
staffed
youth
connect
clinicians
in
them,
and
so
we
would
work
with
youth
connect
to
determine
the
most
appropriate
placements
based
on
existing
needs
in
those
areas.
So.
F
If
I
can
advocate
for
somebody
to
go
into
A1
in
Charlestown,
there's
been
an
increase
in
youth,
at-risk
youth,
behavior
and
so
I
just
want
to
shout
that
out
and
give
credit
to
the
turn
it
around
program.
Who
was
really
trying
to
assist
those
individuals,
but
if,
if
I
could
just
Advocate
that
we
expand
that
program
in
Charlestown,
I
would
appreciate
that.
J
Yeah
and
In
fairness,
I,
don't
want
to
give
the
impression,
so
they
do
do
referrals,
they
do
go
to
other
places
and
currently
they
still
help
out
and
I
believe
A1
in
Charleston
I
believe
they
had
already
19
referrals.
So
it's
to
grow
the
program
across
the
board,
and
so
if
the
ideal
thing
was
to
have
one
in
every
station,
that
would
be
ideal.
So
they
don't
get
pulled
and
go
to
other
places.
But
it's
to
expand
the
program
throughout
the
city.
G
J
G
Yeah,
on
average
I'm.
What
I'm
trying
to
really
ascertain
is
that
when
you're,
a
retiring
police
officer
I'm
assuming
you're,
making
much
more
than
someone
who's,
new
and
incoming,
and
so
that
there's
a
cost
saving
there
when
you're,
replacing
people
who
are
retiring
and
so
I'm
wondering
if
you
have
those
numbers,
there's
a.
J
O
Good
morning,
good
morning,
when
the
salary
for
an
officer
when
he
is
hired
in
the
academy,
the
salary
is,
is
approximately
seventy
thousand
dollars,
okay
and
if
I
would
have
to
estimate
that
the
officer
retire
in
our
average
annual
compensation.
This
is
a
blended
average
for
all.
Our
offices
is
approximately
a
hundred
and
four
thousand
dollars
if
an
officer
retires
at
80
percent,
meaning
that
they
have.
You
know
they're
age
55
and
they
have
32
years
of
credible
service.
They
could
go
out
with
a
pension
of
80,
but
that's
an
estimate.
O
B
G
G
Can
you,
if
you
don't
have
that
now
based
on
Rank
and
you
share
a
breakdown
of
how
much
different
rankings
on
the
Boston
Police
Department
are
being
paid
for
overtime?
Of
course?
Thank
you.
So
much
I
really
appreciate
that.
Last
year
you
brought
us
to
the
city
council,
your
minimum
Staffing
requirements.
Can
you
share
what
your
minimum
staff
and
requirements
are
now
and
are
these
Staffing
levels
adjusted
for
this
9.4
growth
in
population
that
you
shared
with
us
yeah.
J
G
P
J
What
it's
costing
one,
both
the
city
and
the
cost
and
the
offices
so
we're
trying
to
make
sure
that
our
overtime
is
reflective
of
Public
Safety
need,
of
course,
for
an
event,
so
we
have
a
large-scale
event:
St
Patrick's
Day.
We
have
the
full
event
this
past
year,
we
hadn't
had
that
in
years,
so
that
was
a
full
call
out.
G
So
I
appreciate
that,
but
the
the
question
is
not
necessarily
about
overtime.
I
understand
you
know
well,
I
do
have
questions
about
overtime,
but
this
is
specifically
about
meeting
the
minimum
Staffing
requirements
right
and
so
what
we're
getting
is
that
you're
not
meeting
the
Staffing
requirements
and
so
I
want
to
know
what
are
the
minimum
Staffing
requirements
for
Department?
How
many
total
sworn
officers
do
we
have
and
then
what
is
the
breakdown
of
those
officers?
How
many
are
on
leave?
Where
do
they
all
work?
G
J
G
J
J
Absolutely
well
certainly
I
think
there's
been,
but
the
fact
is
that
it's
going
to
be
more
more
reflective
than
what
the
needs
are
for
the
city
and
that
particular
day
and
time
and
so
I
don't
want
to
be
married
to
a
number
yesterday.
You
know
for
a
potential
event
tomorrow
that
we
don't
even
know.
Okay
thank.
L
So,
yes,
we
do
have
information
relative
to
the
districts
and
what
we
call
present
Staffing
and
the
minimum
Staffing
I
can
give
you
an
example.
Yes,
so
for
district
one,
our
minimum
Staffing
is
134,
but
we
are
currently
for
present
Staffing
at
113..
That
is
not
inclusive
of
people
that
are
out
injured,
those
that
are
on
leave
different
kinds
of
leave
like
military
leave
or
administrative
leave.
So
when
we
talk
about
our
present
and
accounted
for,
that's
inclusive
of
everything,
128
is
what
we're
at,
but
our
minimum
Staffing
for
that
is
134..
So.
G
I
just
provide
you
with
an
example
great,
so
I
definitely
don't
need
you
to
give
me
like
to
read
them
here
for
the
record,
but
if
you
could
consider
this
an
official
request
to
just
through
the
chair
to
share
what
those
are
and
where
you're,
where
you
want
like,
where
your
minimum
Staffing
is,
and
what
the
requirement,
with
the
knowledge
like
commissioner
cockshare,
that
this
is
base
and
that
it
does
not
take
into
consideration
other
things
that
might
be
happening.
So
you
mentioned
that
the
understaffing
is
also
a
driver
of
over
time.
G
Can
you
share
with
the
breakdown
and
again
I?
Don't
I,
you
might
not
have
these
numbers
directly
here.
So
please
consider
this.
An
unofficial
request
through
the
chair
can
I
have
a
breakdown
of
the
overtime
spending.
I
would
like
to
know
how
much
spent
how
much
is
for
special
events.
How
much
is
for
folks
that
are
covering
regular
shifts
what
is
forced
over
time
Etc
so
from
our
total
overtime
spending.
G
G
N
G
Is
this
budget
staffing
chart
that
is
on
the
presentation?
Yes,
thank
you
so
much
and
if
I
have
any
other
questions,
I
will
ask
them.
Through
the
chair.
There
are
60
new
Cadets
in
the
fy24
budget
and
last
year,
I
know
that
we
approved
an
extra
Cadet
class.
Is
this
reflective
of
us
going
back
to
only
having
one
Cadet
class
or
are
we?
What
is?
Does
the
60
number
represent
two
one
class?
It
represents
two
classes:
okay,
so
we're
staying
at
two,
it's
with
two
classes:
perfect
I
I.
G
My
question
was
more
so
because
in
your
presentation
it
shows
that
we're
not
keeping
up
with
attrition
and
so
I
was
concerned
that
we
were
going
down
to
one
class
after
we've
approved
too.
So
the
intention
is
to
stay
with
two
and
hopefully
grow
the
size
of
it
to
keep
up
with
the
with
the
Gap.
That
seems
like
about
what
2730
Gap
in
terms
of
how
many
people
are
leaving
and
how
many
people
are
coming
in
correct.
Okay,
thank
you.
G
I'm!
Really,
a
big
fan
of
Youth
connect
type
met
with
the
executive
director
of
personally.
We've
had
a
lot
of
time
to
kind
of
talk
about
the
model.
My
question
is:
why
is
the
contract
for
youth
connect
not
in
the
office
of
Youth
engagement
advancement
here?
Why
is
it
with
the
Boston
Police
Department.
O
G
O
H
Here
you
have
before
you
metal,
chair,
I,
I,
just
have
a
few
questions
and
I
have
a
prior
engagement,
so
I'm
gonna
have
to
dip
in
and
out
I'm
curious.
If
you
could
what
we
were
I'm
trying
to
understand.
If
it
we
need
to
know
a
little
bit
more
about
the
Police
contract,
increases
or
decreases
the
budget,
it
increases
the
budget.
This
will
retroactively
increase
past
previous
budget
since
2020.,
and
so
what
I?
H
H
So
I
was
trying
to
mix
up
a
number
of
different
things,
but
let
me
just
keep
it
simple
right.
So
we've
been
always
talking
about
how
we
cut
the
overtime
budget
right.
We've
been
really
trying
to
figure
out
how
we
lean
into
it.
How
we
contain
it
and
I'm
just
curious
as
to
why
there's
still
a
high
percentage
when
it
comes
to
the.
J
Overtime,
yeah,
and
so
you
know
what
I
was
trying
to
explain
before
and
I'll.
Try
again
is
that
we
have
more
people
leaving
than
we
have
coming,
and
the
events
and
the
things
going
on
in
the
city
are
not
going
down
they're
only
going
up,
not
responsibilities
are
only
going
up.
Our
call
volume
is
going
up
the
issues
that
that
Public
Safety
needs
to
be
more
responsive
than
you
know,
responsive
to
it's
going
up.
J
J
Is
that
helpful
and
I
also
want
to
go
back
a
quick
question?
I
just
wanted
to
clarify
about
the
cadet
asked
about
the
cadet.
Did
you
do
you
understand
the
difference
between
Cadet
and
recruit
offices
that
become
police
officers?
Cadets
are
not
police
officers.
Okay
I
just
wanted
to
make
sure
sometimes
people
refer
to
Cadets
and
that
they
think
we're
talking
about
police.
H
Let's
talk,
this
is
my
turn
now,
commissioner
I'll
be
giving
it
to
councilor,
add
a
minute
to
my
time.
Just
so
you
know
so
just
the
homicide
rate
clearance
data
has
not
been
updated
since
2020.
It
appears
on
the
city's
website,
and
can
you
just
share
any
updated
information
on
how
a71
million
budget
for
Investigative
Services
will
support
increasing
homicide
clearances
rates
from
35,
which
was
the
last
reported
rate
in
2020.
J
So
how's
the
budget
going
to
help
increase
our
Harvest
all
right
well,
so
part
of
the
budget.
Is
we
talk
about
community
policing
again
and
making
sure
that
we're
involved
with
the
community
engaging
them
that
it
actually
has
an
input
on
clearances
as
well?
If
we
get
the
community
involved
in
whether
it's
telling
us
what
they
see,
what
happens
coming
forward?
Having
more
trust
in
this
that
will
absolutely
lead
to
us.
You
know
absolutely
clearing
homicides
cases
a
lot
better.
We
do
a
whole
host
of
other
things,
I.
J
Let
the
superintendent
also
engage
on
some
of
the
things
that
we're
doing
to
make
sure
that
we
do
that,
but
community
policing
is
at
the
core
of
all
we
do
and
if
we
don't
have
public
trust,
the
likelihood
of
those
clearance
rates
going
up
is
is
not
very
good.
So
we're
always
looking
to
build
upon
that
and
I
know
you
gave
2020
data,
but
maybe
we
can
give
you
some
more
updated
stuff.
M
Yes,
ma'am
so
just
to
on
the
clearance
is
35
this
year.
If
you
add
the
cases
that
we
are
clearing
from
previous
years,
we're
up
at
71
and
that
is
from
last
year
places
cases
that
are
closer
to
the
end
of
the
year
because
of
the
way
the
courts
operate.
Often
you'll
see
that
that'll
it'll
transfer
over
to
the
following
year,
so
71
with
cases
that
we
had
last
year
I
want
to
see
that
the
the
homicide
unit.
M
Again,
we
have
a
number
of
office
investigators
there
we
need
more,
but
through
one
of
the
initiatives
that
the
commission
is
doing
now
is
community
comstat,
it's
unbelievable
because
we
get
out,
we
get
to
get
out
there.
We
get
to
educate
the
public,
listen
I,
understand
it
better
than
no
one,
the
fear,
the
apprehension
that
folks
have
to
cooperate
with
the
police,
but
we
need.
We
need
to
encourage
that
participation.
We
encourage
we
need
to
improve
the
the
cooperation
with
the
police
department.
This
isn't
easy.
This
isn't
easy
work.
M
H
So
you
know
what
all
due
respect:
I
see
very
few
I
see
the
same
officers
out
in
these
streets
and
it's
the
same
people
who
are
at
our
community
events.
It's
the
same
officers
who
are
always
showing
up
and
when
we're
talking
about
community
and
building
trust
I,
just
don't
see
the
amount
of
Investments
being
made
to
shift
the
culture
and
I
think
it's
really
challenging
for
us
to
have
this
conversation
around
feeling
safe
when
we
see
videos
on
YouTube
of
officers
being
really
disrespectful
to
Residents
right.
H
I
know
I,
see
the
same
people
everywhere,
but
there
are
some
folks
who
don't
live
in
Boston
who
still
carry
their
feelings
about
people
of
color
and
they
still
put
on
a
suit
and
they
go
out
into
our
streets
and
police,
our
people
so
there's
that
culture
there
that's
still
very
much
exists
in
the
city
of
Boston
and
I.
Think
it's
really
difficult
for
us
to
have
conversations
about
budget
because
we
can't
relegate
and
and
and
and
and
legislate
hate,
which
is
what
oftentimes
we
feel
and
so
I
think.
H
It's
really
important
to
name
that
you
can't
have
the
same
people
out
in
these
streets
and
expect
different
results
when
there's
a
climate
and
a
culture
that
exists
and
I'm
curious
to
that
question.
If
you
could
tell
me
a
little
bit
about
any
issues
around
white
supremacy
within
the
police
department.
J
It's
not
obvious
to
us
and
the
fact
is
I
can't
say
that
it
doesn't
exist,
but
the
fact
is
that
people
sign
up
for
this
job
to
help
people
period.
And
I
have
no
reason
to
believe
that
the
ones
that
I
hear
are
not
doing
that
and
if
I
do,
then
we
will
do
something
about
it
as
a
department
in
general,
you
talk
a
little
bit
about
perception.
J
Sometimes
perception
is
not
the
reality,
and
so
we
need
to
do
all.
We
can
to
make
sure
that
the
perception
changes
around
that
you
know
growing
our
community
policing.
It
means
that
we
need
to
get
more
officers
out
of
their
vehicles
to
be
exposed
to
the
public,
so
they
can
get
to
know
the
officers
the
more
they
get
to
know
their
offices.
The
more
that
fear
goes
down.
L
I
will
call
a
unit
to
walk
with
them,
just
to
show
them
and
by
example,
what
the
expectation
is,
and
so,
when
we
talk
about
the
places
where
people
are
seeing
and
I'm
not
talking
about
events
I'm
talking
about
actually
being
in
the
community,
so
I
do
go
to
events.
But
for
me
it's
more
important
for
individuals
to
be
out
in
the
community
getting
to
know
community
members
getting
notes
getting
to
know.
Business
members
and
I
am
committed
to
that
and
I'm
going
to
make
sure
that
that
happens.
M
And
I
can
add
to
that.
On
the
investigative
side
we
we
are
committed
as
well
we're
having
detectives
we're
having
detective
supervisors
step
out
of
their
vehicle
engage
with
the
merchants
engage
with
the
community
within
their
sectors.
So
I
would
argue
that
no,
we
are
having
more
offices
step
out
out
of
the
Comforts
of
their
vehicles
to
engage
the
public.
H
I
appreciate
that
and
I
just
wanted
to
before
I
get
my
mic
on
mute
is
just
acknowledge.
The
fact
that
you
know
there's
a
lot
of
tension
and
there's
a
lot
of
finger,
pointing
in
terms
of
who
has
to
pick
up.
You
know
who
who
Who's
responsible
for
the
violence,
but
we
still
have
guns
coming
into
our
streets.
We
still
have
homicides
that
go
on
Unsolved
and
there's
always
this.
H
The
community
needs
to
step
up,
but
we
have
a
budget
which
is
just
as
big
as
the
Boston
public
schools
and
whenever
BPS
is
not
doing
something
right,
we
either
shut
down
one
of
the
schools
or
we
merge
them,
oh
whatever
the
case
is,
but
when
it
comes
to
BPD,
it
just
doesn't
seem
like
in
terms
of
investment
and
how
we're
allocating
resources,
there's
really
no
real
sense
of
accountability
and
I.
Think
that
what's
frustrating
to
a
lot
of
people,
at
least
when
I'm
out
in
these
streets,
is
that
they
want
to
see.
H
You
know
a
return
on
that
investment
and
I
know
everybody's
going
to
have
to
play
a
role
commissioner
I,
including
myself,
you
know
and
and
how
we
all
work
together.
I
just
don't
know
how
we
we're
going
to
go
about
getting
there
because
a
lot
of
this
work,
it's
not
about
it's
hard
work.
Thank
you.
Councilman.
A
I
I
J
It's
an
excellent
question
and
a
fair
question
in
the
sense
that
probably
goes
down
the
root
of
of
over
it
goes
to
Staffing.
Do
you
have
enough
people
to
handle
all
the
all
the
things
that
you're
required
to
do?
If
the
scale
moves?
If
we
continue
to
ask
Public
Safety
to
do
more
and
more
and
more
and
more,
it
is
highly
unlikely
that
we're
ever
going
to
have
sufficient
Staffing
to
meet
the
needs.
So
therefore,
we'll
have
to
make
up
for
those
additional
needs
through
overtime.
I
Some
of
the
when
you
look
at
this
case
in
specific
when
it
was
talking
specifically
evidence,
Warehouse
the
abuse
of
overtime-
and
it
was
the
successful
defense-
was
that
it
is
part
of
the
culture.
And
so
that's
sort
of
where
my
question
is
more
centered,
because
I
don't
believe
that
an
increase
in
officers
is
going
to
see
it.
We're
going
to
see
that
decrease
in
overtime
and
when
I
see
an
acquittal
and
I.
When
I
see
the
reasons
that
were
used
for
the
acquittal,
I'm,
not
convinced.
J
Yeah,
and
so
that,
certainly
that
case
is
for
a
period
of
in
time.
You
know
the
Department's
been
around
a
long
long
time
and
I'm
sure
that
overtime
figure
is
going
up
and
down,
and
all
things
in
between
I
can
say
going
forward.
What
are
the
things
that
we're
doing
to
make
sure
that
we
are
managing
our
Personnel
appropriately?
Well,
we
talked
a
little
bit
about
it.
J
That
Kalia
accreditation,
I,
just
talked
about,
goes
through
apologies
and
procedures,
and
not
only
are
we
doing
it,
but
that
we're
following
it
in
the
outside
independent
agency
comes
in
to
evaluate
us
to
make
sure
that
we're
currently
doing
to
keep
our
accreditation.
You
know
just
moving
towards
that.
We
have
to
do
a
lot
of
things
structurally
to
make
sure
that
we
are
effective
and
efficient
in
the
managing
of
our
Personnel
I.
Don't
that's
not
a
thing
we've
done
before.
J
That's
not
it's
not
a
thing
that
a
lot
of
people
in
the
in
the
state
of
Massachusetts
have
done
so
we
are
absolutely
committed
to
making
sure
that
we,
you
know,
handle
our
overtime
and
all
our
resources
appropriately.
When
it
comes
to
that
you
know,
and
then
you
know
addressing
the
needs
of
the
day.
That
is
part
of
what
we
do.
Public
Safety
is,
you
know,
can
change
from
one
minute
to
the
next.
J
What
the
needs
are
and
making
sure
that
we
use
our
resources
to
reflect
Public,
Safety,
appropriate
way,
and
so
I
can't
I,
don't
have
a
crystal
ball
on
what
the
future
holds.
I
can
just
say
what
we're
doing
today
to
address
these
things.
We
talked
a
bit
about
you
know:
Wellness.
There
might
have
been
a
time
in
the
culture
of
the
department
where
overtime
was
maybe
a
way
to
encourage
good
officers
to
continue
to
do
good
work.
J
We
are
not
in
that
day
right
now,
right
now
we're
in
a
a
day
where
officers
don't
want
to
work
overtime,
they
want
to
be
with
their
families.
It's
a
younger
population
of
officers,
they're
from
a
different
generation
of
people.
They
they
value
their
free
time
as
well.
You
know
they
they
signed
on
or
the
commitment
to.
You
know
they
have
their
days
off
and
things
of
that
nature
and
it's
not
happening,
and
they
don't
necessarily
want
it
right,
because
it's
a
different
culture
of
people.
Thank.
I
You,
commission,
I'm
just
gonna,
be
timed
I'm
gonna
Limited
in
my
timeline
questions,
so
I
just
want
to
move
on
just
so
that
I
can
you.
You
talked
about
the
future,
but
if
other
are
when
it
comes
to
the
projected
rate
of
successful
medical
triage,
which
is
another
issue
of
making
sure
that
officers
who
are
healthy
and
are
able
to
work
are
back
to
work.
I
What
are
we
doing
to
what
are
the
new
other,
any
new
policies
that
we're
implementing
to
make
sure
that
we
are
able
to
do
that
so
that
police
officers
that
can
work
are
either
working
or
if
they
can't
work,
are
no
longer
on
Department
payrolls,
I'm
interested
also
as
a
quarterly
related
to
that?
What
Financial
controls
are
we
implementing
to
both
do
better
at
managing
the
medical
triage
and
to
like
you
said
you?
O
I
want
to
point
out
since
August
we
had
102
officers
come
out
of
111f
or
mis
from
injuries
either
back
at
work
or
retired
majority
of
them
came
back
to
work.
Unfortunately,
there
are
times
when
we're
getting
people
back.
We
might
get
six
back
in
a
day
and
five
go
out.
We
have
a
medical
triage,
you're,
not
very
beefed
up.
Now
we
have
one
full-time
physician,
medical
doctor
on
staff.
O
We
have
a
nursing
practitioner,
that's
there
three
days
a
week
and
we
have
a
physician's
assistant
from
an
emergency
room
Department
in
Boston
on
board
for
about
30
hours
a
week.
The
goal
is
to
get
offices
into
our
office
to
be
seen
on
every
other
week,
make
sure
that
they
are
well.
We
want
to
make
sure
that
they're
well
enough
to
come
back
emotionally
physically,
but
to
get
them
back
as
quickly
as
we
can.
J
Also,
we
also
assigned
the
captain
to
the
health
unit
down
there
to
you
know
really
to
help.
You
know,
fill
the
Gap
in
making
sure
that,
where
the
gaps
happen,
where
people
weren't
following
up
things
of
that
nature,
that
it's
happening
and
then
occurring
we're
doing
a
whole
host
of
things
around
our
you
know.
We
have
a
lot
of
policies
procedures
but
over
time,
I
think
some
of
that
has
gone
away.
We're
making
sure
that
we've
tightened
enough
on
on
many
of
those.
Thank.
N
A
culture
of
safety
and
trying
to
take
a
more
preventative
approach
to
keep
our
officers
safe
and
well
so
that
they
can
continue
working
but
on
the
overtime
question
in
the
correlation,
because
it's
something
that
I've
heard
a
lot
over
the
course
of
my
career.
If
you
look
at
the
breakdown
of
categories
of
overtime,
where
we
incur
the
largest
percentage,
our
straight
replacement,
Personnel
costs,
and
that
means
we
don't
have
an
active
duty
or
a
hired
officer
to
fill
a
necessary
assignment
and
we're
incurring
costs
to
replace
him
or
her
on
the
street.
N
And
so
that's
where
the
real
correlation
between
your
number
of
Baseline
active
officers
is
going
to
help
to
reduce
your
overtime
cost.
Because
it's
going
to
reduce
that
largest
category
of
overtime
expenditures.
That
is
frankly,
not
a
just.
It's
not
discretionary.
It
has
to
be
filled.
Therefore,
it
has
to
be
incurred.
I
I
understand
that
and
just
my
understanding
is
I
got
to
move
on
to
it,
because
I
think
I
have
30
seconds.
Is
that
the
periods
where
we've
had
the
highest
number
of
officers
we've
also
had
the
highest
number
of
the
highest
overtime
expenditures?
Which
is
why
my
question,
because
I
I,
don't
think
that
that's
that
correlation?
But
I
take
your
point
just
a
question.
N
I
You
I
know
that
when
we
are
talking
about
discipline
and
we're
talking
about
holding
both
our
police
officers
accountable,
I
also
just
want
to
make
it
clear
that
I
think.
That
is
something
that
we
need
to
do
and
that
we
should
do,
especially
when
we're
talking
about
the
safety
of
our
community
and
the
feelings
of
safety,
but
I
also
want
to
just
for
the
record
oftentimes
officers
and
whatever,
whatever
institution
you're
in,
which
is
why
the
question
of
white
supremacy
is
a
really
important
one.
I
People
of
color
workers
of
color
tend
to
be
meted
out
harsher
disciplines
for
activity
and
actions
that
their
counterparts
are
not,
and
so
I
just
I
want
us
to
develop
discipline
Matrix,
but
I
also
want
to
make
sure
that
we're
doing
it
we're
doing
it
in
a
way
that
is
sensitive
to
the
practice
of
of
harsh
punishment
towards
a
black
and
brown
folks.
Also,
just
my
last
question
for
the
record
is:
what
are
we
doing
to
prevent
another
Patrick
Rose
case
from
happening,
and
what
would
the
IED
be
doing
differently
today?
J
J
I
J
I
I,
don't
think
it's
complicated.
It's
it's!
You
know
from
for
me
in
that.
In
essence,
I
can't
speak
to
the
Matrix
right
now
and
that,
but
I
was
saying
you
made
reference
to
a
case.
If
a
case
would
have
come
to
me
and
if
someone's
you
know
sustained
for
sexual
assault,
then
you
know
they
would
not
be
a
police
officer
anymore.
A
Thank
you
just
to
my
colleagues,
you
we
do
have
a
second
round
and
possibly
a
third
round
we're
here
all
the
way
all
day
today.
Basically
as
long
as
time
will
allow
us
and
I
know
that
we
have
our
busy
schedules,
but
this
here,
this
budget
schedule
has
been
disseminated
to
all
of
your
emails
months
in
advance
at
least
now
a
couple
of
months.
If
you
can
absolutely
squeeze
it
in
your
schedule
to
be
here,
it's
super
important.
A
The
there
will
be
a
a
large
portion
of
public
testimony
this
afternoon
as
well
and
I
know
that
the
community,
Advocates
and
people
will
want
to
hear
from
our
counselors
as
well.
But
if
you,
your
schedule,
does
not
permit
please
eat
right
now.
If
you
have
to
leave
totally
understandable,
we
all
have
a
busy
schedule,
but
Phil.
Please
try
to
return
at
two
o'clock
for
the
second
hearing
for
more
questions
as
in
particularly
on
systemics
racism
and
reform
in
the
police
department.
So
look
forward
to
that
Brian.
Sorry,
counselor
Worrell!
P
Thank
you
chair.
Thank
you
to
our
Police
Department,
just
want
to
give
a
few
shout
outs
to
superintendent
chin,
superintendent,
Baston,
Captain,
Burns,
Captain,
Flynn,
Sergeant,
DeVito
officer,
Harris
officer,
Downing,
Sergeant,
golden
officer,
Eric
Sergeant,
Worrell,
Sergeant
Crispin.
You
know
the
police
department
has
been
very
responsive
when
I've
called
and
has
continued
to
show
up.
So
just
want
to
say
thank
you
for
all
the
hard
work
that
you
guys
do
here
in
the
city
of
Boston.
P
J
Again
excellent
question,
so
the
police
department,
here
and
and
probably
the
first
time
in
this
history,
it's
the
most
diverse
at
the
top
of
the
leadership,
and
it
ever
you
know
in
the
history
of
the
police
department,
the
middle
in
the
lower
portions.
We
have
a
lot
to
work
on,
but
it
also
Begins
by
the
number
of
of
certainly
people
of
color
that
we
bring
on
a
police
officer.
J
P
General
thank
you
and
superintendent,
calling
that
you
spoke
about
bringing
community
policing
and
I
would
like
to
point
to
the
budget.
Where
we're
taking
a
look
at
code,
19
and
walking,
talk,
patrols
and
and
that
line
item,
we
see
a
decrease
from
I
believe
FY,
20
21
until
now,
I
believe
it's
like
half
the
amount,
so
I
would
love
to
kind
of
see.
P
You
know
the
vision
of
community
policing
that
you
know,
commissioner
Cox
speaks
to
reflected
you
know
in
the
data,
but
also
you
know
a
lot
of
our
constituents,
whether
it's
Bowden
Ashmont
Station
Geneva
common
square.
They
also
like
to
fill
that
presence
and
visibility
of
those
walk-in
talks
in
code
19..
So
how
do
we
get
your
vision
right
reflected
in
the
data
that
we're
presented
in
the
budget,
but
also
into
action
on
the
streets?
Yeah.
J
You
know,
there's
a
bunch
of
things
that
we're
doing,
particularly
as
the
summer
months,
come
out
and
involved
where
you're
going
to
see
more
walking,
beats
and
better
in
general
and
I
know
recently,
one
of
our
Deputy
superintendents
that
had
the
announcements
put
out
there
where
offices
are,
you
know,
encouraged
actually
during
their
day
to
remind
them
to
engage
the
public
and
and
build
trust
and
things
of
that
nature.
We're
going
to
do
a
whole
host
of
things
and
making
sure
that
the
officers
understand.
J
You
know
what
that
means
that
they're
encouraged
to
not
only
encourage
to,
but
certainly
directed
to
in
a
lot
of
ways
around
that,
particularly
this
this
summer,
we're
we're
intentionally
making
sure
we're
doing
all
we
can
to
do
that.
These
Community
Concepts
that
we
might
have
you
heard,
talked
about
it.
It's
another
way
of
doing
that
when
we're
engaging
the
community
groups
in
general
and
providing
data.
More
importantly,
introducing
officers
to
the
to
the
group
are
there.
J
So
we're
doing
a
whole
host
of
things
to
try
to
make
sure
that
not
only
we're
just
saying
it
that
we're
actually
doing
it
and
then
putting
some
measures
around
it
through
our
records
management
system
and
capturing
it
in
different
ways
that
maybe
we've
done
in
the
past.
It
is
weird
I,
looked
at
the
number
and
says:
how
is
that
number
going
down?
Well,
you
know
yeah.
P
Appreciate
it
and
thank
you
for
your
attention
at
voting
in
Geneva
I
just
want
to
make
sure
that
you
know
what
we
Implement.
There
is
sustainable
and
if
we
can
Implement,
you
know
what
we
did
there
to
common
square
Geneva
and
other
parts
of
that
is
the
goal.
That
is
the
goal.
Yes
awesome
and
then
the
budget
I'm
sorry.
L
Thank
you.
Okay,
I
just
wanted
to
say,
I've
gotten
a
lot
of
positive
feedback
as
well
about
Bowden
Geneva,
and
our
our
goal
is
to
replicate
that
across
the
city
and
additionally,
we're
we're
getting
officers
outfitted
that
our
ride
bicycles
within
the
district,
so
that
they're
out
out
there
as
well.
So
that's
another
additional
measure,
we're
looking
at.
P
I
appreciate
that
and
then
the
budget
request
for
contractual
services
and
the
police
commission's
office
has
doubled
in
the
last
two
years.
What
contracts
and
services
are
required
by
the
office
and
can
any
be
brought
in-house,
and
can
you
provide
a
breakdown
of
the
total
contractual
services
in
the
breakdown
of
the
increase?
I?
Think
it's
like
a
one
point
million
dollar
increase
I
know
some
of
that's
going
to
youth
connect
and
then
some
of
the
the
accreditation
can
you
just
provide
a
breakdown
of
what
that
is.
N
So
those
counselor
those
contracted
service
services,
like
you
mentioned,
include
Kalia.
They
also
include
the
582
000
for
youth
connect,
one
hundred
thousand
for
external
listening
sessions,
110
000
for
our
records
management
system
license.
There
is
one
Employment
contract
for
an
individual
who's,
come
back
to
provide
assistance
with
training
in
the
9-1-1
call
center
and
I
believe
those
are
the
larger
items.
But
the
reason
for
the
increase
is
most
predominantly
the
youth
connect
funds,
which
also
fall
within
the
police
department.
N
To
go
back
to
a
question
earlier
was
because
the
one
of
the
goals
through
the
Boys
and
Girls
Club
is
to
allow
for
police
officers
to
make
referrals
to
youth
connect,
which
has
been
a
very
successful
program.
City-Wide
that
has
totaled
approximately
365
referrals
from
our
young
people
to
the
youth
connect
program
and
all
the
resources
that
come
with
it.
P
P
O
So
that
the
indirect
costs
are
associated
directly
with
our
external
funds,
with
the
grants
so
most
grants,
you
have
to
pay
like
a
10
in
direct
costs
as
part
of
the
grant
program
in
that
pays
for
any
administrative
costs
to
get
the
grant
up
and
running.
It
also
pays
for
any
benefits
related
to
that.
So
that's,
it's
usually
a
flat
amount,
that's
paid,
but
it's
based
on
the
amount
of
the
award.
It's
the
percentage
is
flat,
but
it
fluctuates
based
on
the
amount
of
the
wood
and
that's
so
external
funds.
Only
all.
Q
Q
I
know
that
you're
now
at
the
training
which
is
in
my
district
and
that
community
policing
is
a
big
part
of
where
we
want
to
go
not
as
a
catchphrase,
not
as
as
a
thing
people
say,
but
as
a
as
a
practical
reality
of
what
that
looks
like
and
so
I
I
support
that
Vision,
but
I
want
to
get
into
a
couple
of
different
things.
One
of
them
councilor
Louis
Jen,
touched
on
earlier.
The
recent
court
case,
where
essentially
the
the
defense
was
everybody.
Q
Does
it
it's
the
culture
it's
accepted
and
essentially
to
make
it
to
sort
of
layman's
terms,
the
judge's
finding
or
the
juries
finding
on
that
was
that
if
the
Boston
Police
Department
had
a
problem
with
it,
they'd
have
solved
it
and
they
hadn't
and
so
I
think
the
question
that
I
have
specifically
around.
That
is
what
what
changes
and
sort
of
the
overtime
request
process
or
the
over
the
how
overtime
is
granted
or
asked
for
requested,
are
going
to
take
place
or
have
already
taken
place
under
this
Administration.
Q
So
if
you
have
some
forward-looking
plans
that
haven't
been
implemented
yet,
but
you're
you're
getting
ready
to
do
that
or
if
you
have
things
that
you've
already
implemented
since
this
case
has
been
ongoing.
Obviously
the
decision
these
things
I
believe
were
indicted
prior
to
your
time.
So
I
don't
know
if
there's
things
that
you've
already
implemented
since
you've
been
in
to
sort
of
change
this
with
some
knowledge
of
this
sort
of
issue
or
if
there
are
things
that
are
coming.
J
Thank
you
excellent
question,
so
some
of
it
and
I'm
not
totally
familiar
with
all
the
cases
a
little
old
history,
but
it
had
to
do
with
certainly
some
gaps.
We
had
around
the
structure
and
management
and
evidence,
management
and
and
supervision.
I'll,
be
quite
honest
with
you.
A
lot
of
those.
Many
of
those
I
would
say.
Almost
all
of
those
have
been
filled.
It's
much
stronger
supervision
over
there
they've
had
they
put
mechanisms
in
place.
J
They
reorganized
the
the
evidence
unit
over
there
in
general,
and
so
a
lot
of
that
you
know
revolving
around.
That
particular
case
has
been
addressed.
The
the
issue
around
the
culture
of
overtime.
You
know
it
is
something
that
needs
to
be
authorized,
and
that
is
something
we're
in
advance
of
what's
occurring
and
so
we're
doing
all.
J
We
can
to
make
sure
that
that
is
the
case
and,
and
this
speaks
to
Stronger
supervision,
stronger
management
practices
of
which
we
are
we're
starting
to
implement
across
the
board,
and
that
comes
from
development
in
in
making
sure
supervisors
understand
their
role
and
job
and
the
impact
that
it
has
on
on
our
resources
and
actually
the
role
that
they
play
in
the
police
in
general.
So
we
are
nowhere
near
the
end.
It's
a
it's
an
evolving
Evolution.
J
You
know
the
number
one
thing
about
accreditation:
if
we
do,
it
is
there's
someone
who
comes
in
and
actually
gets
proofs
that
we're
actually
doing
what
we
say
we're
going
to
do
around
some
of
this
there's
some
outside
accounting
yeah.
Absolutely
it's
a
total
outside
accountability,
but
before
that
you
have
to
make
sure
things
are
in
place.
Q
In
between
and
so
I
guess,
and
because
of
the
time
I
don't
I
know,
sometimes
these
looks
like
everybody's
cutting,
everybody
off
and
and
I
think
your
answer
is,
is
strong
and
my
question
really
is:
is
there
is
there
specific
mechanisms
that
you
can
already
speak
to
as
like?
This
is
how
it
used
to
be
fulfilled,
but
now
there's
a
process
where
they
have
to
go
to
these
people
or
to
these
individuals.
Is
there
a
specific
mechanism
in
place?
That's
already
happened,
or
is
there
a
mechanism
coming
in
place?
J
N
Q
I'm
thinking
more
so
so
here's,
so
let
me
wrap
this
up
around
other
things.
So
in
2015
there
was
an
audit
done
on
BPD
you've
heard
people
you've
been
here
for
a
while
you've
heard
me
bring
up
this
2015
audit,
sometimes
I
feel
like
I'm,
going
with
you
for
Reddit,
but
essentially
one
of
the
things
it
says
is
that
BPD
used
to
operate
on
the
idea
of
banks
or
there's
a
bank
of
overtime
for
this
department.
Q
So
basically
you
have
overtime
but
to
this
amount
and
then,
if
you
get
past
that
amount,
then
we're
going
to
start
basically
asking
questions
and
I
think
there's
been
some
changes
to
that
since
2015.
But
my
question
is
specifically
when
it
comes
to
I'm
I'm,
a
captain
or
I'm
somebody,
who's
making
requests
for
an
overtime
shift
or
for
something
to
happen
in
overtime
where's.
The
oversight
on
whether
or
not
that
overtime
is
actually
deemed
necessary
or
not.
Who
is
making
that
call?
K
The
accounts-
I
would
say
you
know
my
experience.
You
know
over
the
last
several
years
to
your
point.
You
know
over
time
in
in
who's,
making
the
decisions
you
know
could
depend
on.
You
know,
give
a
district
operating
day-to-day.
Then
you
have
larger
events.
So
what
I'd
say
is
you
know
the
districts
and
I
think
there
has
been
a
huge
emphasis
on
it
that
the
captain
that's
running,
that
the
lieutenants
there
and
the
sergeants
right?
So
it's
accountability
that
these
captains
are
looking
at
their
Rover
time
and
questioning.
K
You
know
why
it's
needed
in
the
request
coming
through
hey.
We
need
over
time
for
this.
Now
you
have
a
captain,
that'll
say
he
or
she
might
say
you
know
I,
don't
do
we
really
need
five
people
versus
four,
so
I
think
you
have
that
accountability
there,
the
larger
events,
then
you
have
captains
that
go
up
through
the
chain
of
command.
You
know
your
Command
Staff.
You
go
through
your
Deputy
superintendent
in
your
bureau
chief.
So
my
experiences
you
do
see
that
there
is
accountability.
K
There
is
that
conversation
in
in
you
know,
analysis
the
over
time
in
the
questioning
of
it.
Coming
from
the
top
all
the
way
to
the
bottom,
you
know
the
commission
has
said:
I
think
you
know
he
spot
on
with
it.
You
know
I
think
it
always.
It
always
falls
on
supervision
right.
So,
if
you
don't
have
those
layers
of
supervision,
then
you're
going
to
have
problems
but
I
think
we're
in
a
place
that
you
know
we'll
speak
for
the
the
beer
Chiefs,
but
they
do
do
it.
K
Q
Q
So
it's
consistently
happening
a
cut
to
overtime
would
essentially
be
a
cut
to
those
to
those
checks.
Essentially,
if
you're
cutting
overtime
appropriately,
then
somebody's
gonna
have
to
adjust
for
making
200
000
because
say
you're
short
staffed
or
for
whatever
reason
that
is
happening.
They're
now
to
150
145,
whatever.
That
is,
those
are
significant
cuts
and
what
we
have
seen
from
the
Boston
police
patrols
Association
is
that
those
are
just
sort
of
seen
as
accepted
salary.
That's
my
salary!
Q
Now,
my
salary
is
this
overtime
plus
my
base
pay,
that's
my
salary
and
they
get
accustomed
to
that
salary,
and
so
one
of
the
things
that
I've
found
difficult
because
I'm,
a
human
being
and
I
don't
know
that
I
would
be
cutting
my
own
pay
that
way.
So,
if
you
were
saying
to
me
hey
how?
How
can
we
adjust
this
so
that
you're
not
doing
a
necessary
salary?
Q
If
you
cut
it
to
this
and
I'm
now
I'm
dealing
with
something
different,
how
are
we
making
sure
that
folks
are
doing
things
that
I
would
understand,
would
be
difficult
for
supervisors
for
folks
on
their
own
to
do?
Whose
role
essentially,
is
it?
Who
Who's
the
who,
at
the
end
of
the
day?
Whose
role
is
it
to
say?
You
guys
requested
this
kind
of
over
time?
And
we
know
that
a
little
bit
of
that
was
not
necessary.
I'm.
J
J
We
are
trying
to
be
intentional
across
the
board
in
every
single
category
of
what
we
do
to
make
sure
that
that
doesn't
happen
and
exist,
but
right
now
currently
the
needs
outweigh
the
number
of
people
that
we
have
and
so
you're
talking
about
a
culture
issue,
but
I,
don't
necessarily
know
if
it's
the
same
issue
now,
because
we're
at
a
different
place.
Okay,.
Q
Q
Can
I
ask
my
next
question
or
should
I
waited
last
question
of
this
round?
Yes,
okay,
thank
you
so
to
ask
this
last
question
for
this
round.
Details
were
brought
up
and
there's
also
administrative
roles
that
are
done
by
officers
who
could
be
out
working
outside
of
the
building.
These
are
two
contractual
issues
which
I
understand
they're,
not
within
your
power
to
implement,
but
one
of
the
issues
that
I
come
across
when
I
try
to
work
through.
Q
This
is
how
much
of
our
deficit
can
be
solved
if
we
simply
civilianize
some
of
these
other
roles
and
then
how
much
of
our
deficit
is
sort
of
the
creation
of
poor
implementation
and
what
I
mean
by
that
is
if
we
are
covering.
So
if
we
have
a
certain
number
at
the
district
level,
and
then
we
have
a
certain
number
in
specialized
units,
what
would
that
look
like
if
we
either
just
decentralize
those
specialized
units
and
or
increase
the
number
at
the
district
level
and
decrease
the
number
in
those
specialized
units?
Q
J
Me,
let
me
let
me
say
this
that
civilianization
does
sort
of
a
role
right.
It's
certainly
you
know
offices
duties
that
officers
don't
necessarily
need
to
do
if
the
surveillance
can
do
it
and
help
officers
get
back
out.
Yes,
it
can
help
like,
amongst
other
things,
it
can
help,
and
it's
not
total
solution.
J
Cure
it
absolutely
can
help,
but
one
of
the
other
things,
the
fact
is
that
you
know
maybe
we
didn't
talk
about
is
that
we
have
civilian
openings
that
are
out
there
right.
We
are
not
maxed
out
on
Serene
side,
we
have
openings
across
the
board
in
our
Police
Department.
So
if
civilians
have
these
openings
that
actually
they
have
to
support
what
police
do
and
then
we
don't
have
them.
You
know
it.
J
D
J
Q
Sorry,
so,
essentially
what
what
I'm
trying
to
figure
out
is
it
because
you
went
to
the
administrative
stuff
so
some
of
the
administration,
but
there's
also
a
question
there
about
when
we're
making
Staffing
decisions
about
how
many
people
go
on
Specialized
units,
how
many
people
go
into
the
districts
when
we're
making
those
kinds
of
decisions?
Why
they're
not
decentralized?
Why
they're,
Central
and.
J
So
we're
also
a
major
city
and
and
we're
a
big
city
and
in
specialized
units
are
kind
of
like
if
we
were
in
the
medical
profession.
Our
specialized
units
are
like
the
surgeons
of
of
our
department,
and
so
you
know
they
go
out
and
cut
out
the
cancer
or
they
do
these
special
surgeries
around
knee
replacement
or
things
of
that
nature,
and
that's
one
of
the
benefits
of
having
a
you
know,
a
bigger
city
where
you
could
specialize
and
be
really
good
at
targeting,
maybe
some
of
the
people
that
are
driving
the
violence.
J
Q
I'm,
certainly
I
certainly
think
specialized
units
have
a
role,
but
to
my
specific
questions
about
the
decentralization
of
them,
in
other
words,
we
had
a
motorcycle
unit
that
would
assemble
for
when
they
were
needed
for
things,
but
would
otherwise
be
housed
at
the
district
level
and
so,
and
that
was
I
believe
only
one
I,
don't
know
how
any
other
units
had
that
sort
of
role.
Why
aren't
we
doing
something
similar
with
these
other
units
and
I
will
say
this.
J
Q
A
Baker
was
next:
the
council
Baker
is
watching
this
from
behind
the
doors.
It's
your
turn
Council
Baker.
If
not
I'll,
proceed
to
my
questions
and
then
we
can
go
to
Casa
Baker,
so
the
office
of
police,
accountability
and
transparency
showed
the
field
interaction
observation
encounter
data
with
which
reveals
the
black
that
black
people
of
all
genders
made
up.
72
percent
of
those
of
fioes
I
guess
field
interaction,
observation
encounter
in
Roxbury,
Grove,
Hall
neighborhood
districts,
which
has
the
highest
number
of
these
interactions
compared
to
other
neighborhoods
in
the
zip
code.
J
So
we
don't
have
a
shopping
policy
around
that
right
now
we,
you
know,
that's
not,
who
we're
about
are
doing
and
without
having
the
data
in
front
of
me
or
actually
some
research
assistant.
You
know
you
know,
certainly
in
intersecting
that
information
I
can't
really
speak
to
it.
But
I
can't
speak
to
this.
J
A
little
bit
is
that
in
some
of
the
communities
who
we
have
the
highest
crime
in
general,
particularly
around
homicides
and
shootings,
they
tend
to
be
very
diverse
communities
around
that,
and
so
the
FiOS
are
really
a
document
where
we're
documenting
that
you
know
the
exchange
or
contact
that
we
have
with
the
public.
We
have
to
document
that
I'm,
not
I'm,
not
saying
enough,
and
it's.
A
J
No,
no,
no
I'm
saying
in
areas
where
there's
you
know
a
lot
of
high
crime
incidents,
particularly
around
homicides
and
shootings,
and
things
of
that
nature.
They
and
it
doesn't
matter
where
it
is
victimization
of
folks,
tend
to
look
similar
to
the
people
that
they're
around
you
know
and
that's.
This
is
a
set
that
goes
across
the
board
in
general
and
so
not
to
go
back
in
time,
but
you
at
one
point
in
time:
Boston
had
a
bank
robbery
issue
that
might
have
occurred
in
Charlestown
things
that
nature.
J
J
What
happened?
That's
what
the
data
shows
I
think
need.
More
research
certainly
needs
to
be
done
to
actually
dive
deep
into
what
what
that
means
around
that
and
I'm,
not
I.
Don't
think
I'm
skilled
enough
right
now
around
the
information
you
just
put
out
there
to
be
able
to
give
a
specific
answer
as
to
the
exact
reason
why.
A
Okay,
you
mentioned
that
there
was
going
to
be
a
training
and
I
apologize
for
the
old
language
in
stop
and
frisk,
but
you
mentioned
that
they
were.
There
was
going
to
be
training
as
specifically
to
dealing
with
police
officers
to
training
police
officers
with
coping
mechanisms
or
skills
so
that
they
can
take
better
care
of
their
Mental
Health
experiencing
High
inducing
or
trauma-inducing
environments
or
field.
J
L
I
can
speak
to
this
very
intimately
because
I
developed
a
curriculum
for
the
mass
Massachusetts
Municipal
Police
Massachusetts
Municipal
police
training
committee
for
this
past
in
service
program
year
that
dealt
specifically
with
trauma-informed
approaches
and
IT
addresses
police
officers
interactions
with
individuals
and
having
a
trauma-informed
approach
and
looking
at
everyone
as
if
they
have
a
trauma
history.
So
it's
specifically
being
addressed
on
a
state
level
through
in
service
this
year,
I've
been
in
conversations
with
superintendent
Bastin
to
also
roll
out
that
curriculum
with
this
upcoming
recruit
class.
As.
L
A
Clinical
trainings,
yes,
so
it's
trauma-informed
training
includes
psychotropic
Med
training.
It
includes
wrap
around.
It
includes
so
they're
specific,
so
the
language
is
not
sort
of,
like
a
blanket
just
to
say,
we're,
training
people
on
how
to
deal
with
situations.
The
the
the
terminology
actually
encompasses
a
host
of
like
clinical
trainings
and
I'm,
just
wondering
if
you've
you're
planning
to
collaborate
with
institutions
to
bring
those
clinical
trainings
I.
A
And
hopefully
that's
not
the
case
because
I
plenty
of
hearings,
but
just
generally
requests
for.
Can
you
get
a
detail?
I
would
like
to
detail
spreadsheet
that
will
break
down
a
2021
to
2022
and
2022
to
2023
police
budgets
by
line
item
and
Bureau,
and
what
actually
was
what
was
actually
spent
for
each
line
item.
What
was
the
budget
for
permanent
employees
and
actual
spending
for
permanent
employees
in
FY,
19,
FY,
20,
FY,
21
and
fy22
I
will
read
all
of
these
into
record?
Feel
you
don't
have
to
write
them
down.
A
What
was
the
budget
for
permanent
employees
and
what
is
the
projected
actual
spending
for
permanent
employees
in
fy23
during
last
year's
budget
process,
BPD
provided
minimum
Manning
levels
of
each
Police
District,
please.
If
you
can
provide
an
update
list
of
minimum
Manning
levels
and
actual
Staffing
levels
per
District,
including
both
the
overall
Staffing
levels
and
any
additional
actual
staff
levels
per
shift
in
each
district.
Explain
if
there
are
more
details
for
What
minimum
managing
levels
consist
of
example,
a
specific
number
of
different
types
of
officers,
patrols,
car
units,
etc,
etc.
A
Provide
data
on
how
many
over
time
hours
are
used
to
reach
minimum
Manning
levels
per
District,
because
because
of
the
number
of
officers,
is
below
that
level,
where
overtime
is
used
on
routine
basis
to
fill
the
Gap
provide
data
on
how
many
overtime
hours
are
used
to
reach
minimum
Manning
level
levels
per
District,
because
obviously
officers
are
unable
to
work.
A
shift
due
to
a
vacation.
A
Etc
provide
data
on
how
many
officers
Officer
hours
are
typically
dedicated
each
each
year
to
each
district
from
specialized
city-wide
units
in
the
Bureau
of
fields,
Services,
Bureau
of
investigative
service
and
Bureau
of
community
engagement,
youth,
violence,
Strike
Force,
a
special
special
operations,
city-wide
bike
unit,
Street
Outreach
Etc
I,
have
many
more
requests.
They
will
be
on
the
sheet.
I
yield
my
time,
because
I
know
that
I
have
to
be
fair
to
my
colleagues.
A
A
A
pension
and
annuity
workers,
compensation,
indirect
costs
and
Medicare,
and
it
could
just
if
it's
an
error
in
the
Raw
data,
then
that's
fine
reference
when
you're
looking
at
Council,
please
I
actually
did
not
put
down
the
page
number,
but
I
could
submit
that
to
you
as
well.
That
would
be
great
if
you
could
no
problem.
A
A
O
A
A
A
O
I
want
to
know
why
the
increase
of
7
million
this
year
is
is
related
to
collective
bargaining
agreements,
for
all
civilian
unions
being
settled
this
year.
There's
also
an
increase
as
a
result
of
the
reclassification
of
9-1-1
operations
call
center
that
incurred
that
happened
in
August
of
2022
and
those
employees.
We
got
that
increase
in
in
November
of
this
year.
It
also
includes
step
increases
that
officers
are
entitled
as
they
they.
You
know
from
three
years
to
five
years
to
10
years
to
15
years.
O
B
A
A
A
A
R
O
R
N
R
Okay,
okay,
I
think
we
should
look
at
doing
that,
and
can
we
talk
about
mass
and
cast
a
little
bit?
How
is
how
is
the
Outreach
team,
the
Outreach
unit,
one
of
their
numbers
now,
and
what
does
a
future
look
like
for
them
like?
Do
we
plan
on
beefing
that
up
at
all,
maybe
even
coming
into
more
neighborhoods
a
larger,
a
larger
team,
so
they
could
say,
come
to
Dorchester
and
help
us
out
a
little
bit.
J
And,
and
so
certainly
they
do
a
great
job
wherever
they
are
and
we'd
love
to
increase.
It
remember
we're
working
from
the
same
body
of
people
yeah
throughout
the
whole
city,
so
I
I
don't
know
if
if
we
will
be
able
to
enhance
it
in
the
in
the
way
that
you're
talking
about,
but
they
do
a
tremendous
job
in
general.
L
R
R
R
L
R
A
A
B
B
B
B
B
A
A
E
J
S
Does
this
mic?
Oh
perfect,
okay,
good
afternoon
everyone,
so
my
name
is
Susie
helmy
you
may
or
might
not
remembering
I
was
the
former
interim
director
for
the
Human
Rights
Commission.
So
allow
me
to
reintroduce
myself
as
bpd's
diversity,
recruitment
officer
I've
been
in
this
role
for
three
weeks
now
and
I'm
in
the
process
of
developing
a
diverse
recruitment
strategy,
so
that
Boston
police
mirrors,
the
constituents
that
we
serve
Boston
is
incredibly
diverse
and
so
does
that
it's
a
mandatory
for
the
police
department
to
do
be.
S
Also,
this
strategy
will
Encompass
everything
from
a
bigger
social
media
presence
to
intentional
Recruitment
and
intentional
Outreach,
so
I'm,
currently
developing
my
strategy
by
meeting
with
both
internal
and
external
stakeholders,
I'll
also
be
collaborating
with
my
former
colleagues
in
the
equity
and
inclusion
cabinet
meeting
with
the
directors
of
blackmail
advancement.
Women's
advancement,
lgbtq
advancement
as
they
are
skilled
in
their
areas
of
leadership.
S
I
will
just
admire
remarks
by
saying
that
my
recruitment
strategy
is
going
to
be
twofold.
It's
to
emphasize
the
important
importance
that
recruitment
is
all
year
round.
It
is
not
because
we
have
a
civil
service
exam
coming
up
or
Cadet.
Applications
are
open
it's
all
year
round,
and
second
recruitment
is
community
and
Trust
building.
At
the
same
time,
so
my
recruitment
strategy
is
going
to
be
very
Community
focused.
S
A
E
S
E
So
my
my
next
question
that
I
wanted
to
that.
I
wanted
to
focus
on
so
I
I
know
we
spoke
about
it
briefly.
I
I
think
during
when
I'm
driving
around
or
in
the
district
I
see
police
officers
that
are
at
construction
sites
on
on
a
detail
and
I
know
a
lot
of
the
arrests
that
are
made
not
that
I
want
to
get
into
the
discussion
on
detail
now.
But
I
do
know
that
a
lot
of
arrests
that
are
made
in
our
city,
I,
made
by
offices
that
are
working
on
paid
details.
E
E
J
J
J
E
Thank
you,
commission,
Wright
and
I
do
acknowledge.
I
I
know
the
civilian
staff
at
the
Boston
Police
Department.
They
play
a
critical
role
and
provide
tremendous
support
to
the
residents
to
the
to
the
police
department.
So
I
want
to
I
want
to
acknowledge
the
civilian
Personnel
at
the
Boston
police
for
the
important
role
they
play,
but
there
is
nothing
like
seeing
an
officer
in
uniform
doing
the
role
of
community
policing
or
Public
Safety
and
that's
I
think
that's
my
time.
Isn't
it
Madam
chair?
Yes,.
B
G
Council
Laura,
thank
you,
madam
chair,
and
thank
you
all
for
for
sticking
through
with
us.
I
think
that
I
will
be
able
to
last
end
of
my
questions
on
this
round.
So
I
ended
my
last
round
talking
about
youth
connect
and
where
we're
going
to
put
the
money
in
youth
connect
and
I
have
another
question
particularly
around
the
community
connections
coordinator
position
and
I
want
to
preface
it
a
little
bit
about
why
I'm
asking
these
questions.
In
particular.
G
There
was
recently
a
position
designated
to
collaborate
with
the
police
department
and
focus
specifically
on
getting
involved
Youth,
and
they
were
called
the
community
connections
coordinator.
It
was
originally
in
the
Boston
public
school
budget.
Bps
has
said
that
is
moved
to
the
police
budget.
I,
don't
know
where
that
community
community
coordinator
connections
coordinator
position
is
so
what
is
bpd's
involvement
in
the
community
connections
position
where
yeah
I
can't
find
it,
and
so
BPS
told
us
that
it's
not
with
them.
That
is
with
you:
I
can't
find
it
in
the
BPD
budget.
I'm.
O
G
Do
not
have
that
position
in
our
budget.
Okay,
that's
what
I
thought
I
just
wanted
to
double
check,
because
also
when
we
talk
to
BPS,
we
had
a
hearing
about
restorative
justice
process
and
we
talked
about
our
concerns.
With
this
position.
Bps
said
to
us:
we
heard
feedback
from
the
community.
We
heard
feedback
from
parents,
we're
not
I'm
going
to
implement
this
position
anymore,
and
then
we
heard
that
it
was
somehow
moved
so
I
just
wanted
to
double
check
on
that.
G
There
are,
as
you
know,
I
held
a
hearing
about
the
Police
contract
here
on
the
Boston
city
council,
I.
Think
the
Boston
Police
contract
is
a
policy
document
and
I
think
that
it's
important
for
us
to
really
keep
an
eye
on
it.
So
my
next
questions
are
about
that.
There's:
81
million
dollars
in
the
proposed
fy24
budget
for
collective
bargaining
Reserves
for
the
previous
year's
existing
collective
bargaining
fund,
so
the
amounts
that
were
allocated
for
FY
23.
How
much
is
remaining
in
that
fund
that
we
spend
it
down
completely.
G
G
O
G
Correct
how
many
unions
do
you
think
will
have
contracts
between
July
of
this
year
in
June
of
next
year?
That
are
not
settled
yet?
Are
you
hoping
that
and
I
know?
There's
I
know
that
this
is
obviously
dependent
on
the
collective
bargaining
process
and
there's
not
much
that
you
can
say
in
that
respect,
but
anticipation,
wise.
J
G
So
I
I
guess
those
are
really
my
questions,
because
what
I
would
like
to
know
is
how
much
of
the
81
million
is
going
to
might
go
to
the
police
department.
But
I
think
that
I
can
also
take
a
look
at
the
previous
contracts
and
see
where
we've
seen
the
increases
and
kind
of
take
a
us,
an
educated
guess
about
how
much
of
the
81
million
dollars
is
going
to
go
for
the
collectible
church
is
going
to
go.
J
O
No
I
do
not
I,
don't
have
that
information
here
if
I'm,
not
mistaken,
health,
health,
insurance
and
pensions
cost
would
be
something
that
you
know
a
deductive
for
your
paycheck,
but
that's
reflected
on
the
city's
general
fund.
It's
not
reflected
on
a
budget
we're
just
our
salary
costs
are
purely
just.
Our
compensation
doesn't
reflect
our
fringe
benefits,
which
wouldn't
be
pension,
health
insurance,
Etc.
That
does
not
sit
on
the
operating
budget
for
the
police
department.
Okay,.
G
A
Q
Q
How
that
impacts,
promotions
and
things
of
that
nature
is
sort
of
well-timed,
but
I,
guess
the
question
in
terms
of
repairing
that
I.
Think
the
question
for
me,
though,
is
one
it's
my
understanding
that
the
civil
service
is
something
we
opt
into,
which
would
sort
of
say
that
we
can
opt
out,
and
so
my
question
is
in
your
eyes:
what
are
the
benefits
if
any
or
the
presumed
benefits?
Q
If
you
don't
want
to
say
definitively
that
this
is
a
benefit,
but
rather
this
is
something
that
presumably
it
does
of
being
involved
in
the
Civil
Service
examination
process.
What
are
the
cons
if
any
of
that
process,
and
is
there
a
world
in
which
we
may
either
now
in
the
future,
seek
to
opt
out
of
civil
service?
Q
Does
that
make
sense?
And
also,
similarly,
are
you
aware,
I
know
Springfield,
which
has
had
some
of
its
own
issues
as
a
department
but
does
have
some
kind
of
sort
of
different
implementation,
as
my
understanding
of
how
they
work
with
civil
service
or
how
Civil
Service
impacts
them
and
I'm,
not
as
versed
on
that.
So,
if
you're,
not
as
versed
on
Springfield,
don't
worry
about
it,
you're
the
Boston
Police
Department,
not
Springfield,
Police,
Department
and
so
I'm.
More
so
asking
is
this
something
within
our
control?
What
are
the
detrimental
aspects
of
this?
Q
As
you
see
it
to
the
force
in
terms
of
sort
of
Recruitment
and
promotion?
What
are
the
positives
that
it
may
be
bringing
if
any,
why?
Why
keep
it,
for
instance,
and
then
is
this
something
that
we
think
in
the
future
not
definitively,
we
will
get
rid
of
necessarily,
but
is
it
something
worth
exploring
whether
it
is
of
use
to
the
Boston
Police
Department.
J
Thank
you
another
very
deep
and
thoughtful
question
and
I
tried
the
fact.
Well,
the
fact
is
is
that
you
know
this
is
something
we're
evaluating.
Certainly
you
know
since
I've
been
here
and
probably
even
before,
I
came
I
mean
Civil
Service,
you
know,
provides
protection
for
a
lot
of
officers
and
it
was
you
know,
created
during
a
period
of
time
to
make
sure
there
was
fairness
involved
with
exams
and
make
sure
there
was
no
political
involvement
with
the
process.
Has
it
outlived
its
day?
J
I
don't
know
right,
that's
a
that
is
certainly
a
question,
a
fair
question
to
ask:
what
are
the
impediments
that
it
presents
it
right
now
when
we're
trying
to
recruit
people
to
come
on
to
this
job,
particularly
in
Boston?
It
limits
the
the
you
know,
the
pool
of
people
we
can
bring
in
on.
If
we
wanted
to
recruit
from
outside
of
Massachusetts,
you
know
we
can't
unless
they
took
the
civil
service
test
and
so
anything
that's
an
impediment
to
our
recruitment.
Right
now
is
is
that's.
Why
we're
you
know
questioning
you
know
the
entire
process.
J
So
I
mean
you
know,
but
the
but
the
reality
is
there
are
some
pros.
There
are
some
cons
contractually.
Are
there
some
issues
around
that
that
you
know
with
unions
that
we
might
have
to
deal
with
I
think
there
there
may
be
certainly
the
ability,
since
it's
their
exam.
You
know
lawsuits
things
of
that
nature.
When
we
take
on
that
illness
and
we're
you
know,
we
could
potentially
be
involved
in
more
lawsuits,
one
way
or
the
other
I,
don't
know
if
that's
a
pro
or
con.
Q
J
That's
true,
but
lawsuits
tend
to
bring
in
more
people
than
less
anyway,
so
I,
don't
even
I,
don't
even
know
if
we
can
get
out
of
it,
regardless
of
whose
fault
it
is
yeah,
and
so
you
know
again,
you
know
anything
that
limits
that
flexibility
in
the
in
the
world
we
live
in
today.
It's
it's.
You
know
we
have
to
reevaluate
that,
but
there
were
some
probably
very
good
reasons
when
Civil
Service
started
and
and
so
we
we
should
definitely
measure
twice
and
cut
once
before.
Q
R
Thank
you.
Can
you
Talk?
Whoever
wants
to
talk
about
our
classes?
What
do
we
like
there's
one
there
now,
how
many
is
in
there?
How
many,
how
many
started?
How
many
did
we
lose
like
kind
of,
so
we
can
get
a
sense
of
sense
of
what
do
we
need
to
do
for
classes
to
get
to
a
point
where
we
feel
good
about
our
staffing.
I
I
saw
one
that
we're
averaging
122
retirements
a
year
and
we're
only
putting
what
85
or
90
people
a
year
on
like
how
do
we?
T
T
But
it's
a
big
class
right
now
we
have
79
of
the
academy
recruits
speak
a
second
language
which
is
tremendous
and
about
14
speak
two
languages,
seven
speak
three
languages.
We
have
someone
that
speaks
sign
language,
it's
a
very
diverse
Academy
class,
and
but
how
do
you
continue?
That
I
think
right
now,
like
I
said
out
of
the
pool?
I
know
we're
about
to
put
in
a
poll
for
July
pull
the
list
for
the
next
class,
and
so
the
class
is
a
continuous.
R
T
And
Lisa,
you
want
to
speak
on
that
that
we're
already
talking
about
the
next
and
that's
why
we
put
it
in
the
budget
to
already
have
a
class
for
the
next.
So
once
one
graduates
we
have
modulus
is
certified,
we're
pulling
from
the
list
and
we're
we're
starting
our
next
Academy
class.
The
background
checks.
J
R
Good
good
in
can
you
talk
a
little
bit
about
lateral
moves
when
you
say
lateral
moves?
Is
that
different
moving
to
other
departments,
and
also-
and
this
is
something
we've
heard
for
for
years-
people
transferring
out
and
going
on
with
a
fire
department
like
how
does
how
does
that
happen?
It's
almost
like
the
fire
department's
coming
in
and
nothing
against
a
fight
upon
them,
but
they're
coming
in
they're
raiding
the
police
department
for
their
for.
B
J
You
know
I
I,
you
know
the
fire
department
is
our
Public
Safety
partners
and
I'm,
not
going
to
you
know,
speak
ill
of
them.
You
know
in
the
in
the
issue
is,
is
you
know
we?
We
are
different
public,
we're
all
in
public
safety,
but
it
this
is
a
special
job
and
it
takes
special
people
in
some
ways
and
so
I
look
and
if
they
joined
our
job
and
the
first
chance
they
get
to
leave
to
go
to
the
fire
department.
J
I
would
probably
say:
maybe
they
didn't
belong
here
in
the
first
place
yeah,
but
we
should
always
do
everything
possible
to
make
sure
that
we
have
the
best
environment
for
people
that
work
here
in
general,
and
you
know,
because
if
they're
happy
and
healthy
and
are
are,
you
know,
certainly
developed
and
they're
gonna
highly
likely
treat
the
public
well
and
and
provide
a
great
public
service.
And
so
that's
what
our
point
is
around
that
you
know
it's
there.
R
J
J
Yes,
due
to
Civil
Service
rules,
they
have
to
be
from
another
civil
service,
Police
Department
within
Massachusetts,
and
we
had
three
laterals
join
our
department
recently,
but
laterals
also
worked
with
our
offices
can
go
elsewhere
as
well.
If
I,
you
know,
if
I
asked,
you
know,
commissioner,
sign
off
on
that,
for
them
to
be
able
to
do
that,
and
so
we
haven't
had
very
many
people.
Do
that
and
that's
a
good
thing
and
I
would
expect
that
I
don't
expect
people
to
want
to
really
do
that,
because
this
is
a
special
job.
J
P
P
O
Some
of
that
will
be
spent
most
of
that
will
be
spent
down
before
June
30th,
in
that
that
1.9
or
2
million
that
you're.
Looking
for
that
Delta
there's
money
in
there
that
will
be
encumbered
very
shortly
for
the
detective's
exam
that
we're
planning
on
having
in
fiscal
year
24
we
just
secured
the
exam
administrator
and
we'll
be
securing
the
account
contract.
So
you'll
see
that
go
down
quite
significantly
in
the
next
couple
of
weeks.
Okay,.