Carroll County, MD Board of County Commissioners Open Sessions, 11 Sep 2023

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From YouTube: Police Accountability Board September 11, 2023

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https://www.carrollcountymd.gov
Agenda: https://www.carrollcountymd.gov/government/commissioners/board-of-carroll-county-commissioners-weekly-agenda/

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This meeting of the carroll county police accountability board to order.

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And we have four members here, mr miller, mr willett, ms knight and myself, and we have a.

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Visiting member from the acc mr bayard, here so for purposes of quorum, we have met our.

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Quorum responsibilities: I'm going to do a little housekeeping first, so looking at the.

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um All the members received a copy of the minutes from the last meeting from june 5th. Are there any.

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Changes corrections modifications that anyone sees to any of those that we need to address.

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Do I hear a motion to approve the minutes and a second second thank you.

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um Okay minutes are approved. Actually I didn't vote on that all in favor. Oh sorry forgot that.

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Salient detail: okay, a little bit of housekeeping um just from the chair here I know we don't have.

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Anybody with us from the sheriff's department this morning, I'm gonna this glasses on and off.

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Thing drives me nuts, but um okay, so I did receive information from lieutenant devilbiss that he is.

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Coordinating a crisis, innovation, intervention, training for law enforcement with westminster.

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City and the carroll county health department, their training session, is october 16th through.

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The 20th and they have invited the pab and the acc and I've passed this along to our membership.

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As well to participate in the last day, which is friday october 20th in the role playing which is.

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Approximately nine to noon that day, so I have forwarded that to the members I will be. I will.

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Be joining in because I like nothing better than a little role play so that'll be fun.

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um And interesting, and and we can see kind of what their training stuff is- is doing. Okay,.

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The other information I have, which is really not consequential necessarily for us, because.

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We have our civilian trial board member, but the uh maryland department of public safety.

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And correction correction services is opening up additional training slots for that trial board.

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Civilian members they're scheduled for october of this year and then some dates next year. So.

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Tim, I don't know if we wanna just kind of keep a rolling log of those dates, because you know.

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There's going to be ebb and flow as these boards and that position changes now trial board is does.

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Trial board have any end date to the appointment. I can't remember, I don't remember there being.

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One, I don't think there is all right, so hopefully, michael fry will will hang with us for a while, but.

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um Worth noting just so that we've got maybe some folks in the pipeline and and is there any.

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And this is a question that I'm going to ask you off the cuff but like if someone from the.

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Police accountability board they're their term was up. Could they then rotate into a position.

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Like the trial board position, I don't, I don't think, there's any negative feedback on that, but.

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So, just something to think about. If you find that you love this stuff, and you want to take that on.

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Okay, um additional housekeeping, I received uh uh a citizen complaint. Mr burks forwarded.

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It to me from our website, so that was on friday august 25th, and I immediately it was a sheriff's.

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Department complaint, so I forwarded that on to the sheriff's department and I assumed that they.

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Will be following up with investigation, so I just wanted to make everyone aware of that.

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Okay, what else? What are my other notes? um I also had a conversation with lieutenant jeff.

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Ferreira from maryland state police, he was checking into trial board situations regarding.

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Maryland state police, local ones, so I told him if he has a matter that necessitates a trial board.

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To communicate with county attorney's office because that was really our gateway. I said we have.

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A citizen appointee for carroll county because he was he was working on something. I can't remember.

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Whether it was girl or another jurisdiction where he was arranging for the administrative judge,.

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To be president, so I said communicate with tim burke's office, because I know that you have been.

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You know for the ones that we've had so far limited as they may be. Your office has made.

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Those arrangements, so I just wanted to make sure that he knew that was the communication conduit.

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Okay, um I'm gonna give my quick acc update from our last meeting. We thought we were having a.

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Westminster city matter, but it got bumped because of other crises at the moment on that day, so we.

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Will be having a an acc matter originated from the westminster city police at our next meeting.

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Our next meeting is on next wednesday, the 20th at nine o'clock. The next pab meeting will be monday.

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December 4th at 10 o'clock, we'll put those in the minutes too, so everybody's got them. Okay, I think.

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That's it for me in general housekeeping, so I'm gonna shift um turn it over to ms knight, who has.

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Prepared we're the just so law enforcement knows we're going to try and come up with.

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Pab generated basically a spreadsheet kind of, we love your spreadsheets that you're giving us so.

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That we know what's going on with westminster city, so kind of along that lines. Very basic information.

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No identifying details, but it's a way for uh the pab to track those cases that come before the acc.

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And determine what was the outcome, so we've got a basic format. The date the complaint was received.

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The primary complaint, very basic details, like you know, officer, speeding or officer, pulled over too.

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Quickly or you know, whatever the citizen complaint is a list of who the investigating agency is.

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Whether it's sheriff's department or municipal departments, um whether that investigation is.

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Complete or incomplete, and if it's completed when it was handed over to the acc and what the.

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Acc disposition is lisa's got some other stuff in here, but I think that from a flow standpoint.

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I want to focus on what the acc disposition perspective is and then that disposition date.

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And what the outcome was, whether the discipline was accepted or whether they went to a trial board.

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So very basic details just so that we have a tracking device, so citizens can see what.

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Happened, you know what happened at the acc so once we get that kind of in a formalized format.

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Will distribute it out to law enforcement but um I'll turn it over to lisa to kind of talk through.

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Any other details that I failed to touch on and um what you're yeah so so the last meeting, I think we.

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Were be, some of the the members began to become a bit concerned about the way that the information.

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Was being minuted in terms of it wasn't very organized and, and you know thankfully, carroll.

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County has a pretty low number, so probably would be quite manageable. Through there we.

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Don't really need a very complex spreadsheet to track the few complaints that we we do get, but.

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um With that said, it is a nice tool that we think maybe an opportunity, and I guess we need.

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To talk to um mr burke about this, about making it transparent on the website as well, so calvert.

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County, do I based it the structure on for the most part on calvert counties, and it just really just.

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Gives that level of transparity transparency to the community on where we are with this we've.

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Kept it extremely brief in term there is no identifying information, there's everything's, very.

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Confidential, but it really just shows the flow of the the process. The other thing I've done is on on.

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Page two for anybody who will get to it in terms of showing you guys when we get it in a final form.

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In between us, but what I've done as a page two is I've, put drop down menus so that we can't just.

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Put anything in there, we have to have the very set amount of data that will go in so sustain.

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Not sustained exonerated language that is very consistent with just the flow and the information.

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That we're sort of restricting the information that goes on it to keep a little bit of control.

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And confidentiality to the process, so that was sort of the the spirit of how I drafted it. It's.

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Still in draft form, I think, since I don't have a legal background, there may be some terminology.

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Some data that that we're going to be reviewing and tweaking and then we'll put it out for your.

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Review, hopefully, in the coming weeks, so that we can get it finalized by the end of the year.

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Any questions comments on that morning, all right good morning, my apologies for being late, no.

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Worries no worries, we're we're just going through administrative stuff here, so we're good all right.

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um And then, once we get a more formalized version of this, we can adopt it specifically like at our.

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Next december meeting but um yeah, thank you very much for putting that together and there'll. Be.

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Plenty of room on the website for it we can, we can post it okay, great great yeah. Hopefully it's.

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Not going to have that many lines in it so yeah the way things are going okay, so I I have taken.

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Care of my administrative stuff, I'm going to turn it over to the pab board. If anyone has something.

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That they want to bring up, discuss, that's new um feel free. I know jeremy mentioned something to me.

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That he just wanted to kind of, let us know about, but if anyone else has anything jump feel free to.

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Jump in see anything I'm great all right awesome I wanted to um extend, I guess, an invitation carroll.

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County citizens for racial equity is a kind of a coalition in the county. It's made up of ccysb hsp.

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Mcdaniel college carroll community college lots of these groups and they do an annual conference.

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Each year, which exists really to bridge the gap between community and issues that the community.

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Is facing, and so it was brought up in a recent meeting about police relations with the community.

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Which was viewed as very positive, so thank you for that first off and so the discussion.

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Went to well, let's not wait until there's an issue; let's continue to be proactive in this.

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And continue to build bridges together, and so there was an invitation. I would like to extend.

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To be a part of that annual conference coming up, there'll be some breakout sessions and keynote.

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Speakers, but to have law enforcement a part of this annual conference so that community members.

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And people from these bureaus that are attending uh may have face-to-face interaction with law.

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Enforcement, so I wanted to extend that to you and see if that would be favorable on your side.

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Sure absolutely do you know what you have the dates for it, yet I don't yet.

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um Spring of 2024 is when they're looking to do.

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That and most likely held at carroll community college one day conference.

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Could you repeat the name of the organization, yes carol, citizens for racial equity, ccre.

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So, probably at a future meeting you'll give us the official, absolutely information. Yes,.

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Okay, thank you great, and where did you say that will be held right now? We're looking at carroll.

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Community college- that was that's where um this past years was and should be it for 2024 as well.

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Okay, so I'm going to turn it over to law enforcement agencies now to give us any updates.

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Any questions any concerns that you've got cooking in your departments. Let us know, and chief ledwell.

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We got your got your hand out, so thank you for that. So we'll start we have to start and go across.

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Just so you know I touch base with sheriff luis. It was an oversight he's going to have somebody.

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Here in two minutes he said: oh okay, all right, um we've had a busy summer. Our biggest issue.

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Within the police, department is staffing right so um a year ago, ironically, we're fully staffed.

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And this year, we've gotten as low as 13 below are authorized, which, when you have a total of.

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45 13 is significant, so we've been struggling to recruit, retain figure out how to because there's.

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Just an applicant shortage period across the board- and it seems like the larger agencies, are.

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Luring away employees from the smaller ones, so that's been our biggest challenge as an agency.

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Summer is obviously our biggest time of year as far as calls for service things of that nature,.

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We we had a trial board scheduled for this summer. Fortunately, it was resolved just prior to the the.

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Trial board, so we got to go through the process of preparing for it with county attorney. Mr burke and.

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With you and others, um seeing it all like come together right, um I think now that we've done.

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That once hopefully, we won't have to do it again, but but it makes it easy now we know the process.

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uh Because there was a lot of stress on me to meet timelines and try to make, because you know anytime.

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You have a personnel issue, you want to resolve it as soon as possible, and you know you don't.

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Want an employee to be under stress, for uh you know an indefinite period of time with an unknown.

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Outcome to the issue, so I think now that we've got the process down moving forward. Hopefully we.

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Won't have any, but at least now I think, it'll go a little quicker than it had before. That's good to.

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Hear um as far as the summary that I provided to you, we had four uses of force in this last quarter.

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If you have any questions about what I've provided, I'm happy to answer it's a what I did was just.

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Gave you our chronological number on the left to show you year to date, how many we've had what the.

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Type of force was, is in the next column, um then the type of incident that that the officers were.

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Responding to and then what our determination was, we do a review anytime. We have a use of force, the.

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Officer fills all the involved officers fill out individual. We call them use of force notifications.

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It's more of a a check box. You go through and uh you know the justification for the force. The.

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Type of force, how did the we respond this? What did the supervisors do that gets done and then.

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It goes up through the chain of command. The supervisor does in a use, force, investigation.

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um Almost all the time they're going to be out on the scene doing that for us uh and then they.

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Provide us with the results of that that gets reviewed all the way up through me, and then we.

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Make a determination whether it was in policy or not in policy. If it's not in policy, it could be.

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Considered either um inappropriate or excessive, obviously excessive being the worst of the two.

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Options, uh the four that we had we found were within policy or they were significant and our.

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Officers, I think in general, do a exceptional job number one. They understand de-escalation.

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um We parse out the escalation into three categories pre-incident during the incident.

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And then post incident so pre-incident would be critical thinking and that's something.

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That I think we're really trying to teach the officers okay I'll, give you an example.

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I was sitting at my desk and we got a call man with a gun, so you can hear even the dispatch is.

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Kind of keyed up when something like that goes out, and then you hear the sirens kick on and you.

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Can hear it in the officer's voice, so we try to instill calmness in our response and the way we do.

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That is, I solicit details from dispatch and in the case we had there wasn't a confrontation in this.

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Particular incident it was somebody in a backyard, turned out to be an airsoft pistol. You know.

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Etc, et cetera, etc, and the more we do that we use time distance and shielding to try to prevent a.

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Confrontation, so that might be an example of a pre-incident, de-escalation, obviously on scene.

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We try to use time, distance and shielding verbal um techniques. We train in something.

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Called verbal judo, which is a particular style of de-escalation, verbal de-escalation um on scene, to.

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Try to do what we can to prevent a physical use of force, if at all possible and then a post-incident.

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De-Escalation would be something that didn't occur in like the george floyd incident, where you want.

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To immediately put somebody in a rescue position on their side, as opposed to being prone or a.

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Supine you don't want to have pressure on somebody beyond any time that you absolutely need to.

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Physically, have pressure on somebody, and you want to summons for medical attention and aid and do.

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What you're trained to do so? Those are all things post-incident that we would consider de-escalation.

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I think our officers have learned that those three facets of de-escalation- and I think are- are.

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Demonstrating an exceptional amount of patience as as per the situ what the situation dictates so.

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That's kind of a summary of our uses of force for the quarter unless you have any questions for that.

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Yeah, okay, the ads review, that's just something that we do internally, I brought it over. We did.

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It in frederick city, it's it's an administrative review of anytime. We arrest somebody and don't.

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Take them down to central booking or they go to central booking and they get refused, which.

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Happens quite a bit, it's usually because of intoxication drug use or a medical issue, and.

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So they get vetted at central booking and if one of those three things is occurring, we have to take.

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Them to the hospital instead, and um sometimes if it's a very serious charge, we will sit in.

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Security at the hospital for their stay and then take them back down to central booking.

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Majority of times the charge is not as serious, so what we end up doing is releasing them and then.

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Going and applying for a charging document through the district court commissioner and they'll either.

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Issue an arrest warrant or a criminal summons as a result. So that's what you'll see on some.

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Of these, the other ones, when our officers call for a police canine to do a scan of a vehicle.

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um If the canine alerts, that's considered probable cause to search the vehicle, it's also considered.

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Probable cause to arrest and search the driver or the the person who's in control of the vehicle and.

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Sometimes we find amounts of drugs that we're not going to charge somebody with that's the.

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Most typical situation that you'll see in here it's either they'll find residual. The dogs have.

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A nose that can smell, I don't even know how many times more um than a person can and they detect.

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The residual load or they detect the small amounts in the vehicle, so we'll do the search if it's.

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If there's a driver or owner there will arrest and search the driver and then if the officer.

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Might discretion or have a discretionary decision to release the individual without taking them to.

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Central booking, because we're not going to charge somebody with something that right is not going.

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To have any impact, it's usually paraphernalia or residual amounts. Occasionally we don't find.

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Anything on those searches doesn't mean the dog was wrong by any means. If you, if you think about.

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um And my understanding with the canine programs is that you know if, if I possess a illegal drug.

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And I touch the door handle and I open it. I get in the car, maybe I'm in there. Maybe I'm smoking.

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It in there and it's gone because I used it up. uh The dog's still gonna smell that and.

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Alert to it, so there are occasions where we get a positive canine alert and they don't.

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Find anything or people are good at hiding them. They got hiding spots up in the car and some some.

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Individuals even have hidden compartments in vehicles, or they swallow it. They crush.

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It they secrete it on their person in places we're just not going to look in a field search.

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If you can imagine what that might be, so you know there are times where we don't recover. The drugs.

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So we'll do a search and release so anytime. We do that we'll do the ads review. Okay, we had one stop.

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In frisk, we got a call for an armed individual. I can't remember this particular circumstances, but.

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The officers did a pat down, we did not find the weapon on him and handled the call. The rest of the.

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Way through, so those are our ads reviews for this last quarter. If you guys had any questions for me,.

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What's ads stand for it's it's, it's an acronym for arrest and release. Investigate detention is.

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The d and s is search so any of those things we do or administrative review.

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um And if we, if we see a pattern with an officer, they might not be doing anything wrong right, but.

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We might pick up something where we need to have a conversation and we'll have a conversation and say.

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Hey you might want to look at you know doing this a little differently, so you know we want to make.

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Sure we're we don't want to wait till something bad happens before it comes to our attention. So.

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We do this review yeah. I really appreciate them. De-Escalation, on the way to the scene, kind of.

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Thing that you were talking about earlier yeah, that's really, I think I think that's the most.

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Undertaught aspect at the entry level that we with everything that's going on, you know not ending up.

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In a jackpot, I think that that is so important to teach the officers how to critically think.

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In response yeah and that's awesome, I really appreciate that because I think we will, when you.

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See it in hindsight you're like geez, what happened? How did it get, but you don't understand the stress.

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That comes like you said when that first call comes in the stress level. Is super high, so thanks.

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For thinking of that, for as far as complaints or inquiries, the difference between that and our.

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Policy is an inquiry like there's. Some of these that were resolved in intake came out. As you know,.

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Somebody might call and say hey. I saw your officer driving this way, which was a lawful way for them.

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To respond to a call, and once that explanation occurs, then it's resolved, it's not a complaint. We.

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Had one complaint that was made against one of our civilian employees, which we handled that I don't.

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Think falls in this purview, but I just listed it there because we chronologically we track all of.

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Our complaints, because we want to be able to go back and say how did we handle them or if somebody.

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Says, well, you know you didn't do anything with a complaint two years ago we can go back and we can.

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We have it all you know chronologically listed and and how it was resolved. So that would be one.

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Of the numbers in there that's the only reason I put it in there we currently do and that that.

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Would be the 2302 the investigation? Also that's a civilian matter. 2303 is an open complaint that we.

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Got it was a racial discrimination complaint for a traffic stop, so that's currently being.

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Investigated will ultimately go before you, okay, great. That's all. I have yeah there's any questions.

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Do you have a timeline on that yet or no? I don't think that there's a lot that needs to be done for.

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That particular investigation, so I don't see it as being one. That's going to be prolonged.

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So maybe october I would say, that's reasonable good enough all right! Thank you. You're welcome.

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I'll put you on the I'll, put you on the spot, any updates, oh yeah, real. Just briefly. Okay,.

H

Good morning, everyone good morning, it's been a busy summer for us as well. Mr shaw knows that.

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We deal with a lot of town events yeah, it's a lot of issues from time to time and it's a big.

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Draw on our manpower, but thankfully they've all gone well so far, well good in terms of discipline.

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The only thing we've had during this quarter is an internal matter involving a pursuit review.

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A young officer wasn't in compliance with our pursuit policy, so we issued a written.

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Reprimand on that, so that wouldn't fall within your purview, but right I just wanted to let you.

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Know that we handled that appropriately and it's a young officer- and hopefully he learned.

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From his mistakes and next time, if there is a next time he will, he will do a little bit better.

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um The only other issue I wanted to mention is our public portal portal and I'm sure you guys.

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Have the same issue is being used for everything but complaints almost like a suggestion box for.

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People to use it to send in all kinds of bizarre questions, yes issues, but I guess it's good. It's.

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Just another another means for the public to to communicate with us, but even though it says.

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For complaints or compliments, but um it's a small price to pay- I guess so yeah but other than that.

H

um Everything's going well in sykesville, so good how's, your staffing, uh it we were doing well. We.

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Struggle with recruitment and retention as well, but we're putting a a new recruit officer in the.

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Sheriff's office academy, which begins, I think, next week, okay um yeah so that'll put us up.

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To 10 sworn officers, which mr shaw knows is the most our town has ever had. Oh good, so good. It's.

B

Quite an accomplishment and knock on wood. We can keep keep people for a while and that's that's.

H

The big key is not just get him in the door, but keep them keep them. Yeah yeah they're.

A

Doing well all right good good to hear. Thank you any questions for me when you receive the.

D

um Suggestions through the portal, what is your procedure for that? Do you respond to everything.

D

That you receive, if they leave an email address, sometimes they'll they'll. Do it anonymously with.

H

No way to contact them no phone number or email, but if they do give me a way to reach back to.

H

Them I always do that's awesome to let them know sure. Thank you great, of course, and we also get the.

E

Same thing, sometimes it's like the lights out at this shopping center or okay. It has nothing to do.

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With the police department, because the link is on the city website right so we'll forward it to the.

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Appropriate agency? Okay: we, if it's something, that's completely bizarre, because it doesn't.

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Even have to do with us, we try to get back to the individual and let them know right that too. Okay,.

A

Can is there some way to um maybe put a another link on there I mean like for where do you want.

G

The people to go when they're, not when they've got other types of there's so many other ways.

H

To reach us, you know it's your facebook and our website and the phone numbers and all, but.

G

um What's the preferred method from online now versus going through the complete portal, do you.

H

Think you go through the website, you can get any department and specifically, you know for.

B

For whatever issue you're dealing with but a lot of times, people just see that you know.

H

Public portal and police department- and you just use it as a kind of a general catch-all.

H

To to notify us so, like I said, it's a small price to pay to at least to be able to communicate with.

H

The public right right, yeah, I'm just wondering if you put on there, you know for others right.

F

Click this might help, but it's not a bad idea, yeah, something to think about. Thank you. Okay,.

C

I would say much the same: you know what these guys say with reference to the the various.

C

Contacts from the public many times we deal with people, don't understand that they're not within.

C

The town limits they believe that they're in the zip code- and we get calls all the time.

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Wanting to know why we're not doing something, it's not in our area, it's actually very common.

C

For us also to get calls from new hampshire and north carolina, those hampsteads there as well.

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You could usually can tell by the accent right off the bat, and you would be surprised how many.

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People want to argue with you that there's a bob sunoco in hampstead maryland, there's one in new.

C

Hampshire, I know that as far as staffing goes, um I don't think any police department in the.

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Country is going to in all honesty, tell you that they have adequate staff for not having.

F

A problem it seems to me it's the same issue for all of us. It's just a different name on the door.

C

As far as hampstead goes we're currently in the process of of hiring three folks, okay.

C

um Officers- okay, we're actually through the uh the last interview is today and then we'll.

C

Make our selections where people are going to go through the background process? I think it's.

C

Difficult for to put it in perspective, and and I've said this to these guys outside of.

C

You know official meetings and all I think for the longest time as a profession, uh we haven't.

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Really had to work for our people, we haven't had a recruit now 10 million years ago, when I started.

B

You know they would put a notice out we're, hiring and- and I sat with 1500 people for 10 spots right.

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Right so it was easy. We really didn't have to look for people even here in hampstead, and it's.

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Been five years for me here, my first hiring for two people. We had over a hundred applications.

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Within the last two years, coming right out of covid, you know we posted for one person.

C

And we had 12 applications, so it's things have changed dramatically. I think, as a profession, we.

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Are we've done a poor job at selling ourselves? We don't realize we have other things to do. We don't.

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Realize that we're really in sales at the same time and now we're trying to play catch-up because.

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I still think that there's people out there that want to do this, this job, it's just that we got to.

C

Work a little bit harder to find them and convince them that this is not only the right place to do.

C

It, but for us here in carroll county, that this is the right type of policing that you want to.

C

Do you know the conversation I have with? All our applicants is okay. What are you looking to do if.

C

You're looking to come to hampstead, for instance- and you know you're going to be one day chief of.

C

The homicide unit well then you're looking at the wrong place all right, but if you're comfortable.

C

With coming to a place where you're going to wear multiple hats, I tell my people all the time.

C

Every police department in the country has certain things that it has to do. It doesn't matter.

C

Whether you're nypd or us you're, you know hpd, the difference is and how you accomplish those goals.

C

Right so, if you're in a larger agency, you have one person that wears one hat, if you're in the small.

C

Or agency, as you said, you're changing light bulbs and all the other hats that come in between right.

C

And I think that's that becomes a little bit more challenging too finding the right.

C

People to come in and are willing to do that and it's a it's a difficult process.

C

I just think we have to work. You know a little bit harder, um maybe a little.

C

Bit smarter, and we also got to recognize, especially us guys with gray hair yeah.

C

Yeah at times have changed as well. People are still you know, they're.

C

Still good people out there, but we just have to look for them a little differently.

A

um Just one thing that popped up in in my head, I know at one point in time: it's been a number.

A

Of years since I participated in it, but the votech program here has or had sort of a law enforcement.

A

Conduit program: do they still, as far as I know, they do yeah. Okay, all right gotten interns from.

H

Them yeah, okay, yeah, and that might be one avenue for a little exploration in terms. And what about.

A

The community college do they have coursework do the is there course work available. Okay,.

E

And they're doing awards uh criminal justice awards annually and you get to participate so.

A

We do interact with the program and the leaders of the student leaders in the criminal justice.

A

Program, yeah, because if you can get some of those kids jazzed about it, I think that that's the key.

A

um Yeah, I know from the you know the lawyer standpoint. The state's attorney's office has.

A

Spearheaded getting the moot court moot trial program up and running in the in the county.

A

High schools yeah it's very cool, very cool anyway, all right, I digress. Good morning, everybody good.

I

Morning, good morning, everybody good to see you too, um as everybody up here, has talked.

I

About recruitment and retention, we also have the same problem. Unfortunately, we're getting.

I

Our brand power up to where it should be, but we're not quite there yet right there, along with.

I

We're moving forward, so it's there's a light at the end of the tunnel. Okay, we've been extremely.

I

Busy over the summer months, extremely extremely busy- and I'm sure probably some of you seem to.

I

Headlines of the newspapers where we've had numerous weapons complaints, unfortunately,.

I

I have to give kudos to all our patrol officers that had to handle those complaints. They were all.

I

Handled in the appropriate professional manner, no no um extreme uses of force, everything was.

I

Handled the proper way and that's the way we we try to have all our complaints handled. um It's.

I

It's a little bit disturbing to me, though, to see as many as many weapons complexions we've had.

A

In the last two, um so that's a definite uptick for your yes and I'm hoping that that it's just.

I

A rash of them, and hopefully we don't have any movement.

I

It's not something that you'd like to see, but unfortunately, as I said, they were handled and.

I

They were handled appropriate now and all the de-escalation techniques and things.

I

Like that will fit into place in some of these complaints, it worked out well.

I

And we'll handle all the complaints and professional way with your training date.

I

Right now we have one internal investigation. That's going on, it's not complete, yet all right.

I

When it is completed, it will be forward to you immediately if need be. Okay, okay,.

I

um But that is still in the process of going through the investigation. At this point, gotcha.

I

So as soon as it's complete and the investigators completed, that excuse me the investigation. Okay,.

A

Okay, good enough all right! Thank you for your time. Thank you. Now, I'll now, I'll switch over.

A

To sheriff's department good morning good morning, god, man out, he didn't go to the sheriff's office.

H

Convention, that's my apology. So no worries first thing this morning was the 911 memorial.

J

Service that I was right recently, everyone and then last minute call because apparently, where.

J

You had to scramble, I did. I did so. My apologies, I'm captain glenn day from the sheriff's office.

J

Thanks for being here commander, the support operations, division, which is basically criminal.

J

Investigations courthouse um and all civil civil matters, so the good chief here was able to prep me.

J

With some things that I might want to say before, because I did text the colonel and the colonel.

J

um Reported to me that we did not have anything to submit or add before you all today, however, we do.

J

Have nine nine new folks, starting, oh great, um so they're a family night orientation night? Is this.

J

Thursday, uh the 14th and then they officially actually start the academy on monday. So that's.

J

Nine, nine of our phones plus what other? What other agencies the agency is still following.

J

All procedures, the recommendations passed down on on with complaints, how we're filing them, how.

J

We're forwarding them, I did do a stint for three years as our ia, investigator. Okay, so I've been.

J

In my position, for a year three years prior to that, I was our internal affairs investigator.

J

We have nothing outstanding going on right now: okay, the only thing we do have looming, I believe.

J

And I don't have an actual physical date, but I know the month of october we do have a trial board.

A

The traveling for one of our folks other than that I can't speak on any other open, internals well,.

J

Not that I can't speak on them, I'm not aware of what internals we have going on. Thank you.

J

um We did apparently assist according to the chief, we assisted them, setting.

J

Up a trial board prepping for a trial board right.

J

That's what we did for them and uh that's all I can really give you this morning on.

J

Such uh late, that's, okay, good job! Are there any questions that you all might have I'm filling in.

A

Yeah scramble, thank you all right. Thank you. I don't have any questions, but I think uh part of.

G

This process- and I hope this um you know- there's been a lot of trepidation starting this. I think.

G

Probably from your guy's perspective, and certainly from our perspective, at least mine anyway, to get.

G

This process, but I think once we get this process set up and people can see that it's working.

G

Properly it should help with recruitment is what I'm hoping. I think everybody's like a little bit.

G

Saying wait a minute I mean what's going to happen, you know, so I think if we can get this set up and.

G

People see it functioning properly for a year or two. It should really I'm hoping it'll help.

F

We'll get some clarity and they'll feel comfortable, taking on the jobs again right.

G

Because I think there are people that want to do it, it's just a matter of making sure they can feel.

G

Comfortable doing it for their salary that you're, you can get you know so risk-based reward and.

G

See an affair and open process, I think, will really help you know is what my hope is for this process.

A

Anything else anything for the good of the order.

A

I have a quick matter that I want to pose to the board, but I I think for purposes of this meeting.

A

Do I hear a motion to adjourn? Is it appropriate to request, like I really like appreciate westminster.

D

Having this in writing right, is it appropriate to request that from each? I think that that's going.

A

To have to be a department by department of given there right, given their staffing situation so.

A

If, if it works into your lives that you can produce a summary grade, if it doesn't, we totally.

A

Get it? Because we know that you're changing light bulbs and directing traffic and investigating.

A

Major crimes so um yeah to the extent that it's possible, if you, if you can for the next meeting.

A

Bring that great, but if not we'll do it verbally, it is super helpful. It might help you guys track.

G

Stuff over time, too, from meeting the meeting. Okay, thanks for the when, when you're not flying.

A

By the state of your pants right, which is how I live my life, so I I completely understand that.

A

Yeah, the next uh police accountability board meeting will be monday december.

A

4Th at 10 o'clock in this room, the next acc meeting, is next week on wednesday. The.

A

20Th, that is next week right, or am I a week ahead? What's today, who am I what's my name.

A

um Yes, so the next acc meeting is september, 20th so um and I believe we'll be having our.

A

Follow-Up on the westminster city matter, but not quite the pending matter, so we'll take.

A

Them as they come, do I hear a motion to adjourn motion to adjourn. Okay. Thank you all in favor, all.

G

Right, thank you all for being here. Thank you thank you and board. I just want to talk about.