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From YouTube: BPD Collaborative: Training / Recruitment
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A
To
start
recording
of
this,
so
we
can
throw
it
up
on
the
youtube
and
without
further
ado,
if
bob
you
want
to
unmute
your
mic,
bob
jerpinsky
and
sam
davis
are
with
us
today.
I
will
give
you
the
floor,
start
out,
maybe
introducing
yourselves
and
we
go
from
there.
B
Thank
you,
sir.
Can
everybody
hear
me
first
of
all,
thank
you.
My
name
is
bob
charpinski,
I'm
a
I've
been
a
police
officer
with
the
city
of
bambington
police
department
for
coming
up
on
16
years
now,
in
december
of
2013,
I
became
the
training
director
and
since
then
my
role
has
to
has
been
to
handle
training
within
the
department
and
handle
training
for
officers
that
go
outside
of
the
department.
B
Some
of
that
training
includes
within
the
department,
our
in-service
program,
which
we
do
once
a
year
where
every
officer
comes
in
off
of
the
street
and
they'll
do
40
hours
of
training
on
various
topics
on
either
state
topics
or
federal
topics
that
we're
looking
at
across
the
country,
and
we
also
do
this
training
with
the
john
city
police
department,
so
we'll
have
about
160
officers
that
go
through
that
seven
week
or
eight
week,
long
in-service
program.
C
Hello,
everybody,
my
name
is
sam
davis.
I
got
a
couple
different
job
titles,
17
years,
15
years
with
the
broome
county
sheriff's
office,
two
years
with
binghamton
university
prior
to
that
I've
also
been
an
instructor
at
suny
broome
since
2015.
C
I've
owned
my
own
business
now
for
two
years,
but
been
a
subcontractor
for
various
companies
for
seven
years.
Prior
to
that,
I'm
not
originally
from
this
area.
I
moved
here,
I
think
in
1993
from
the
moment
I
moved
here
it
has
been
a
great
community,
so
since
93
I've
done
my
best
to
try
to
give
back
as
much
as
I
can
to
the
community
take
pride
in
everything
that
I
do
love
the
working
relationship
that
I
have
with
the
other
agencies,
other
directors
and
trainers
in
the
area.
A
All
right-
and
I
think
one
of
the
things
that
we'll
do
is,
if
you
know
bob,
maybe
you
want
to
start
off
with
some
of
the
general
training
that
bpd
does.
I
know
sami
sent
to
the
collaborative
a
outline
of
some
of
the
more
specific
training
for
those
who
may
know
very
little
about
the
the
training
process
to
both
become
a
binghamton
police
officer
or
as
part
of
the
southern
tier
law
enforcement
academy,
but
from
the
kind
of
the
date
of
hire
to
annual
in-service.
A
A
I
want
to
make
sure
that
we
have
bob
and
sam
have
enough
time
to
to
talk
about
what
they
need
to
talk
about,
but
bob.
Maybe
you
want
to
kick
things
off
sort
of
on
that
and
then
we'll
move
to
sam
with
some
of
the
more
specific
training.
B
After
that
two-week
process,
the
academy
starts,
and
with
the
week
first,
two
weeks
of
the
academy
it's
getting
used
to
being
in
a
paramilitary
organization
where
we
do
a
lot
of
drill
ceremony,
procedures,
movement
in
and
out
of
the
classroom
and
we'll
even
have
begin
to
show
them
videos
of
incidents
that
happen
throughout
the
us
at
various
times,
to
really
drive
home.
The
point
that
things
can
go
bad
and
you
have
to
be
mentally
prepared
each
and
every
day
you
put
that
uniform
on
and
step
outside
these
four
walls.
Here
from
there.
B
It
moves
into
a
classroom
portion
of
it
and
there's
various
topics
that
sammy
can
go
ahead
and
discuss
on
and
along
the
time
frame.
I
know
with
our
academy
here
we're
closing
in
on
seven
months
now
correct,
like
just
31
weeks,
31
weeks,
that
the
academy
here
does.
In
my
mind
this
is
one
of
the
premier
academies.
I
do
have
the
opportunity
to
talk
to
other
academies
throughout
the
youth
throughout
the
new
york
state,
and
this
one
is
looked
at
as
very
high
up
on
the
scale
of
academies
to
attend.
B
Hence
the
reason
why
we
have
departments
from
all
the
way
up,
jefferson,
county
and
all
the
way
west
as
out
near
jamestown
that
do
come
down
to
us
and
go
ahead
and
utilize
our
academy
with
our
academy
procedure.
We
do
do
more
time
on
certain
topics
than
is
required
through
the
state
and
then
I'll.
Let
sam
talk
more
about
the
academy
portion,
but
upon
graduation.
B
Then
they
are
turned
on
over
to
us.
We
take
them
in
and
from
there
we
will
go
ahead
and
put
them
on
fto
training,
to
a
time
where
the
bosses
and
administration
feel
that
this
individual
is
good
to
go
out
on
their
own
now
and
then
that's
usually
dependent
on
the
individual,
usually
at
the
end
of
december,
sometimes
beginning
of
the
new
year,
and
that's
usually
the
time
frame.
We
start
to
run
our
in-service
program
so
before
I
turn
this
on
over
to
sammy
talk
about
our
in-service
program.
B
Here,
real
quick
we've
been
running
it
in-service
now
ever
since
I
can
remember
coming
on
the
job
back
in
2005
and
during
that
time
frame,
it's
always
been
a
40-hour
work
week.
So,
no
matter
what
shift
you're
on
you
are
now
going
to
be
on
a
day.
Shift
monday
through
friday
usually
starts
about.
8
a.m
gets
done
about
1600
hours
4
o'clock
in
the
afternoon,
and
during
that
time,
frame
you're
covering
various
topics
to
include
any
sort
of
recertifications.
For
example,
taser.
B
We'll
go
through
because
we
have
a
police
lock-up,
we'll
have
to
go.
Do
per
state
for
department
of
corrections,
we'll
do
training
on
suicide
prevention,
which
is
having
the
officers
during
their
checks,
if
somebody's
out
back
in
our
care
to
make
sure
that
everything
is
good
with
them
and
to
really
look
for
signs
if
something
was
possibly
bad
was
going
to
happen
to
them
that
they
may
be
possibly
thinking
about
suicide.
If
that
was
the
case,
there's
certain
protocols
in
place
that
we
want
to
enact
at
that
moment
in
time.
B
We
do
first
aid
training,
disability
awareness,
training,
we
do
training
mental
health
training,
which
includes
de-escalation,
while
talking
to
people
that
are
out
there,
we
do
reality
based
training
where
we
will
put
officers
in
as
real
situations
as
we
possibly
can
minus
any
weapons
there
and
we'll
look
at
their
decision-making
process
and,
without
a
doubt,
push
them
down
the
right
road.
B
If
there
seems
to
be
an
issue,
we
do,
let's
see
what
else
we
clean
take
care
of
cleaning
their
firearms
during
that
time,
armoring
their
guns-
and
I
have
our
current
in-service
schedule
right
in
front
of
us.
We
will
go
ahead
and
do
defensive
tactics.
We
do
have
a
new
last
lethal
device
called
ebola
wrap.
So
we
do
a
recertification
process
on
that.
B
A
new
topic
that
has
come
on
up
are
red
flag
laws
and
extreme
risk
protection
orders.
Our
use
of
force
training
is
done
by
one
of
our
assistant
chiefs,
and
that
is
a
four-hour
process
done
on
wednesday
morning,
and
that
also
ends
up
covering
our
first
amendment
issues.
B
We
have
a
dwi
updates
that
we're
talking
to
the
officers
about
this
year,
along
with
officer
wellness
and
that's
covering
topics
from
financial,
mental
and
physical.
Our
intel
division
will
come
in
and
do
a
presentation
on
what
is
going
on
with
our
intel.
Our
chief
of
police
comes
in,
and
does
a
state
of
the
apartment
address
affords
the
officers
that
are
in
the
classroom
at
the
time
to
ask
any
questions
within
the
about.
B
What's
going
on
with
the
department,
we
are
doing
a
principal
policing,
which
is
a
new
topic
that
the
state
put
on
out
recently
and
with
that
topic
right
there
we
are
looking.
We
are
doing
a
two-hour
principal
policing
section
of
it,
so
everybody
that
all
the
officers
that
are
in
in
service,
binghamton
and
jc
are
getting
that
topic
right
there,
and
the
best
way
I
can
describe
principal
policing
is
the
golden
rule
treat
people
how
you
expect
to
be
treated
when
you're
out
there
dealing
with
the
public.
C
So
before
I
get
into
the
academy
a
little
bit
more
specific,
a
lot
of
you,
I
don't
know-
and
you
probably
don't
know
me
as
I
said
I
came
today
in
93
and
just
like
a
lot
of
people
who
are
new
to
the
area.
C
Maybe
you
were
exposed
to
things
that
lot
of
people
are
not
before
I
got
into
this
field.
You
know
I
was
stopped
like
a
lot
of
other
people,
I
had
contact
with
with
law
enforcement
officials
that
maybe
I
didn't
agree
with
okay.
So
I
think
this
is
important
kind
of
understanding
where
I
come
from,
and
and
why
I
do
what
I
do
so
with
that
being
said,
that
contact
occurred
more
and
more
and
more
then
eventually,
I
had
to
kind
of
self-check
myself
and
think.
C
Why
is
this
contact
happening
and
what
can
I
do
to
kind
of
make
a
difference
for
me?
Not
speaking
of
anybody
else?
I
had
to
think
about
me,
so
it
was
about
that
time.
When
I
decided
the
last
time
I
was
dealing
with
somebody.
I
remember
thinking
to
myself.
I
could
do
this
job
better
and
I
could
do
this
job.
The
way
that
I
think
it
should
be
done,
so
it
was
about
that
time.
C
2003
when
I
started
taking
civil
service
tests,
and
then
I
ended
up
getting
into
the
field
to
fast
forward
a
little
bit.
You
know
when
I
went
through
the
academy.
C
C
C
I
always
felt
that
I
could
offer
more,
not
just
to
being
a
deputy
but
to
law
enforcement
as
a
whole.
There's
a
lot
of
people
in
life
that
never
reach
that
moment
in
life,
but
I
can
tell
you
that
I
did,
and
I
realized
that
early
on
that
teaching
was
my
power.
Teaching
was
something
that
I
was
passionate
about.
Teaching
was
something
that
I
was
decent
at
so
early
in
my
career.
I
was
getting
the
opportunity
to
to
teach
so
fast
forward
again
2015.
C
C
We
are
a
minority.
I
understand
that
you
understand
that,
but
also
most
of
these
officers
do
not
have
an
immediate
supervisor
for
six
months.
That
was
me.
That
is
me.
So
every
time
we
get
a
new
wave
of
officers
in,
I
realize
that
what
the
importance
of
that
initial
contact
is,
I
I
realize
what
impact
I
can
have
on
them
from
the
early
onset
of
their
careers.
C
C
That
is
my
whole
life.
So
everything
that
I
do
I
do
on
this
job.
I
also
have
to
think
of
my
family,
which
I
do
so
running
the
academy.
The
required
hours
is
about
650
hours,
that's
mandated
by
dcjs.
That
varies
every
year,
based
on
what's
going
on
in
society,
they
lay
down
to
minimum
hours.
We
historically
have
gone
above
and
beyond
that
our
average
academy.
Now
we
put
on
about
1208
hours
1208
hours
and
that's
not
consistent.
C
Every
year
we
try
to
stay
around
31
weeks,
just
for
the
sake
of
having
to
get
officers
on
the
street.
So
again
we
try
to
accommodate
all
the
agencies
understand
the
short
shortage
that
they
need,
but
we
also
reach
out
and
we
kind
of
listen.
We
have
our
our
pulse
on.
What's
going
on,
so
me,
at
the
academy
level,
I
try
to
make
changes
based
on
what's
going
on
in
the
community,
not
just
because
dcgs
said
so,
because
it's
important
to
me.
That
is
my
responsibility.
C
C
I
have
historically
invited
community
members
to
the
academy
to
partake
in
training
experts
in
the
field
from
the
the
community
to
come
into
the
academy
and
partake
in
training,
because
I
understand
that
this
is
not
just
about
law
enforcement.
It's
about
the
community
effort,
because
when
the
officers
aren't
working,
they're
still
part
of
the
community,
so
I'm
not
going
to
throw
out
names,
but
every
year
in
multiple
different
blocks,
I
have
extended
the
opportunity
for
people
from
the
community
to
come
into
the
academy,
and
I
can
honestly
tell
you
this.
C
Some
have
refused
some
have
completely
not
responded
to
me.
Some
have
come
in
and
honestly.
I
think
that
they've
wasted
an
opportunity
to
help
combine
and
unite
us
as
a
group,
but
but
no
fault
to
theirs.
Listen,
it's
a
difficult
test,
it's
a
very,
very
difficult
task,
but
I
continue
to
try
to
do
this
every
single
year,
which
brings
me
further
more
to
the
point
of
the
training
that
we're
talking
about
today
years
ago.
C
Bob
came
to
me
and
we
had
this
conversation
because
listen
him
and
I
talk
good.
I
think
he's
considered
a
friend
we
we
do
primarily
the
same
job,
so
anything
I
can
do
to
support
him
and
help
him.
I
will
so
we
understand
the
importance
of
this
particular
topic
so
when
he
originally
started
talking
to
me
four
or
five
years
ago
about
this,
I
didn't
offer
my
services
because
again
we
always
try
to
look
out
outsource
these
things
and
try
to
bring
somebody
in
who
might
have
a
good
perspective.
C
That's
all
I
can
say
I
don't
know
so.
I
have
recommended
a
few
people
to
him
and
and
and
they've
utilized
some
of
the
people
that
I
know
from
from
my
past
and,
like
I
said,
that's
up
to
you
guys
that's
up
to
offers
who
decide
what
kind
of
training
they
got
so
fast
forward
to
more
recently.
C
It
was
a
little
bit
more
difficult
for
him
to
put
this
together
and
again.
I've
been
teaching
in
the
civilian
world
for
quite
a
long
time.
Outside
of
the
the
academy
I've
been
teaching
all
over
united
states,
I've
been
to
california,
I've
been
to
minnesota,
I've
been
to
friendship,
new
york,
I've
been
to
delhi,
I've
been
to
kentucky,
I've
been
to
florida,
texas,
I've
been
just
about
everywhere,
and
all
I
can
say
is
I
am
very
professional
when
I
speak.
I
do
my
research
and
I
do
it
to
the
best
of
my
ability.
B
C
We
educate,
but
what's
more
important,
is
people
open
it
up
and
especially
on
a
topic
like
this,
making
them
feel
comfortable
enough
to
share
their
story.
Maybe
it's
something
they
didn't
experience,
maybe
it's
something
that
they
dealt
with,
or
maybe
it's
something
they've
seen,
but
the
idea
is
getting
people
to
open
up.
Unfortunately,
I
think
we
all
know
that
this
is
a
topic.
A
lot
of
people
are
afraid
to
talk
about.
C
2020
was
was
rough
for
us
and
I
have
spoken
to
a
few
local
leaders
and
and
again
it's
it's
a
team
effort.
So
when
it
comes
to
this
class
because
again
we
decided
he
offered
and-
and
we
decided
to
move
forward
this-
and
I
told
them-
this
is
not
from
a
perspective
of
an
officer.
It's
a
perspective
of
a
black
man,
of
a
black
parent
of
a
black
husband.
C
I
want
to
make
this
as
meaningful
as
impactful
as
I
could,
which
comes
down
to
to
how
I
pretty
much
laid
this
out.
Listen
to
two
hours.
What
I
find
is
not
enough,
you
know
what
I
mean,
but
again
I
understand
the
workings
of
in-service
and
in
trying
to
work
on
the
schedule.
So
when
he
said
that
to
me,
I
wanted
to
create
something
and
hit
all
the
topics
that
I
think
were
meaningful,
that
I
could
make
impactful
and
try
to
draw
as
much
conversation
out
of
these
officers
as
I
possibly
could.
C
So
you
know
starting
off
with
those
those
basics.
You
know
you
talk
about
prejudice,
you
talk
about
discrimination,
stereotypes
and
the
microaggressions.
Most
people
truly
know
what
they
mean,
but
getting
them
to
elaborate
and
discuss
on
them
and
maybe
bring
in
some
of
their
personal
relationships
or
situations,
incidents
that
they've
been
in.
That's
that's
more
important
and
impactful.
C
One
of
the
things
I
try
to
do.
I
can
give
you
a
hundred
stories
about
me
personally
in
these
situations
and
when
I
tend
to
share
mine
that
usually
gets
people
want
to
open
up
and
share
theirs,
because
I
can
always
take
my
uniform
off.
I
can't
take
my
color
off,
so
I
can
tell
you
personally
situations
I've
been
in
in
this
community,
the
community.
I
live
and
breathe
in
with
my
family
that
I've
been
through,
and
so
I
try
to
bring
those
experiences
to
the
classroom
to
get
people
open
up.
C
You
know
so
some
of
the
group
activities
have
been
extremely
impactful
again.
I
would
suggest
that
you
read
some
of
the
evals
and
kind
of
get
the
feedback
from
them.
I
can
tell
you,
I
think
it's
good,
but
it's
really
the
officers
who
are
sitting
through
the
class
and
I
make
changes
as
we
go
and,
as
I
said,
deter
listen.
My
job
is
to
provide
a
service,
a
good
service-
that's
hopefully
going
to
impact
the
way
they're
dealing
with
the
community.
C
So
after
going
through
all
those
you
know,
we
really
get
into
a
culture
to
make
them
sure
understand.
So
we
talk
about
some
of
the
more
important
symbols
that
are
coming
up
in
the
news
every
day.
You
know
you
see,
people
posting
flags,
you
know
kkk
flags,
those
are
symbols,
so
we
have
discussions
based
on
things
like
this.
We
talk
about
some
of
the
differences
just
in
language,
but
once
we
really
get
into
that,
I
make
the
guys
really
the
guys
and
girls
really
understand.
C
We,
as
officers
are
in
such
a
position
to
meet
a
lot
of
people,
a
lot
of
diversity
in
the
communities
that
we're
serving,
and
so
I'm
trying
to
get
the
officers
to
take
advantage
to
learn
from
the
community
members
that
they're
out
there
serving
every
single
day
from
what
I
do.
I
never
would
have
had
the
connections
I
have
if
it
wasn't
for
the
job
that
I
do
and
I
try
to
take
advantage.
As
you
can
see,
I
like
to
talk
so,
but
that's
how
we
learn.
C
That's
how
we
learn
we're
here
to
protect
and
serve,
but
having
a
meaningful
conversation
when
it's
feasible
in
the
community
is
going
to
help
us
learn
and
generate.
So
that's
a
huge
part
of
it.
You
know,
and
then,
when
we
talk
about
diversity,
listen,
there's
different
levels
of
diversity.
I
know
we
all
know
the
basics.
You
know
you
talk
about
your
race,
gender,
national
origin,
ethnicity.
All
of
those
things
are
the
buzzwords,
but
I
really
try
to
make
people
understand
that
diversity
is
it's
a
lot
deeper
than
that?
You
know.
C
Diversity
is
even
something
in
rooting
you
what
your
values
are.
You
know
I
mean
what
what
your
personal
thing
traditions
are.
You
know
when
I
said
eminem.
I
believe
that
we
have
a
lot
of
the
same
core
values,
we're
on
the
same
path
and
we
have
the
same
objectives
in
life
and
that's
where
I
try
to
get
people
to
understand,
and
then
I
shift
on
to
power
because
that's
an
important
topic
when
it
comes
to
law
enforcement.
C
C
We
pass
judgment
on
people
every
single
day,
so
I
try
to
make
them
understand
how
important
it
is
to
use
that
discretion
and
use
that
judgment
wisely
that
it
to
me
is
probably
the
most
powerful
thing
that
an
officer
can
do.
You
know
I'm
saying
so
getting
them
to
understand.
That
is
their
true
power,
passing
that
judgment
on
people
and
understanding
it.
C
So,
naturally,
when
we
go
into
things
like
privilege,
as
I
noted
in
the
lessons
planned,
you
know
what
I'd
use
the
peggy
mcintosh,
you
know
questionnaire
and
again
everything's
abbreviated,
it's
two
hours.
I
try
to
be
as
impactful
as
I
possibly
can,
but
I
can
tell
you
this
most
of
the
classes
I
speak
to
again.
They
can
relate
to
all
those
questions
if
you're
not
familiar
with
it.
I
would
look
up
the
peggy
mcintosh
and
look
at
some
of
the
questions
that
they
ask
about
white
privilege.
C
It's
it's
no
fault
to
theirs,
so
I
try
to
make
them
understand.
That's
not
your
fault,
we're
all
born
to
where
we
are
and
the
idea
behind
the
train
is
not
to
make
anybody
feel
bad,
but
it's
to
make
them
understand
that
the
people
that
you're
serving
they
they
don't
have
the
same
privileges
that
that
some
people
do.
The
more
majority
of
the
officers
are
white
caucasians.
The
majority
of
the
people
I've
ever
presented
at
in
all
these
states
caucasians.
C
So
I
I
really
appreciate
the
fact
that
I
get
the
to
stand
in
front
of
people
to
share
my
concerns
to
try
to
make
them
look
at
something
a
little
bit
different
to
make
them
have
a
conversation
with
me
and
then
hear
other
people
in
the
class
say
man.
I
would
have
never
known
that
about
you,
god.
I
never
looked
at
it.
That
way.
C
That's
the
way
training
should
be
in
my
eyes
again,
I'm
not
saying
I'm
the
best
trainer,
but
I'm
saying
I
got
a
different
viewpoint
on
it
and
I
enjoy
doing
it
and
if
there's
some
feedback
that
I
may
get,
then
I
will
make
changes
to
make
sure
that
my
point
gets
across
or
somebody's
understanding
is
what
I'm
saying.
C
Realistically
again,
we
go
down
to
recruitment
because
again,
that
is
one
of
the
things
that
we're
talking
about
being
diverse
in
law
enforcement.
Some
of
you
probably
don't
know
that
teaching
at
the
college.
C
I
I
started
doing
that
really
as
a
good
recruiting
base
for
me
start
in
2015,
and
I
think
that
some
of
these
people
at
binghamton
they
know
and
understand
a
lot
of
people
think
they
want
to
go
work
at
another
particular
agency,
but
I
have
hand,
walked
people
down
here,
met
with
bob
and
met
with
a
particular
chief
and
said
this
person
I
would
put
my
name
on
they
come
from
binghamton.
They
should
be
employed
at
binghamton.
C
I
could
have
very
well
took
him
to
the
sheriff's
office,
but
I
understand
the
dilemma
that
we're
all
in
or
about
this
recruitment
phase.
Then,
and-
and
I
can
tell
you-
I
run
the
physical
fitness
exam
on
my
half
seven
years-
I've
been
doing
it.
I
can
count
on
one
hand
how
many
minorities
that
we've
gotten
to
come
in
and
get
through
that
test.
C
I
understand
so
one
of
the
things
I'm
trying
to
do
is
do
my
part
is:
go
out
to
the
community
to
help
educate
the
public
and
people
on
how
to
take
civil
service,
because
it's
important
to
me,
you
know
I
would
love
to
be
able
to
go
and
teach
a
class
and
see
more
people
like
me.
There's
there's
nothing
that
would
make
me
feel
better
about,
because
I
might
have
had
a
hand
in
that.
We
need
it.
C
It's
it's
a
lot
harder
than
most
people
think
so
we
kind
of
talk
about
that
and
I
kind
of
make
sure
the
officers
understand,
that's
not
their
fault,
but
what
they
can
do
is
when
they're
out
there
working,
educate
people
on
where
to
find
civil
service
and
how
to
take
it.
That's
really
all
these
officers
can
do.
C
C
We
got
to
get
that
trust
back,
and
so
I
always
tell
them
that
so
communication
is
the
other
part
of
that
90
of
what
we
do
is
talk
to
people,
and
I
love
it
because
you
can
change
a
person's
mind
by
by
having
a
good,
legitimate
conversation
with
them,
and
I
try
to
do
it
as
much
as
I
possibly
can.
I
didn't
have
to
come
down
here
and
speak.
C
You
know,
but
I
thought
why
would
not
take
that
opportunity
if
you're
allowing
me
to
to
train
some
of
these
officers
most
of
the
officers
here
they
they
know
me.
They
know
how
I
operate
they've
seen
me.
Listen,
I
take
pride
in
what
I
do
and
and
every
day
I
learn
every
single
day.
I
learn
from
community
members
and
the
people
that
I'm
teaching
classes.
C
You
know
when
it
comes
to
the
lgbt
plus
community,
lgbt
plus
community,
that
for
us
it's
another
diversity
angle,
but
when
we're
dealing
with
people
in
the
community
it
doesn't
matter
it
doesn't
matter.
So
I
again
break
it
down
to
doesn't
matter,
treat
that
person
with
utmost
respect.
C
Do
what
you
are
supposed
to
do
treat
them
like?
It
would
be
a
family
member,
and
if
you
can't
do
that,
treat
them
like
you
would
want
to
be
treated.
You
know
what
I'm
saying
so
we
kind
of
talk
about
this,
and
ultimately
you
know
it
really.
It
comes
back
down
to
the
symbol
of
lady
justice.
Just
like
officer
charpinski
said:
listen,
just
and
fair,
justin
fair,
is
what
we
strive
for
it's
it's
a
tough
process,
but
nothing
in
life
is
is
easy.
C
This
is
certainly
not
easy,
and
I
would
like
to
think
that
I'm
up
to
the
challenge,
I
would
like
to
think
that
I'm
doing
my
part
and
trying
to
do
everything
I
can
and
and
I'll
continue
to
change
and
try
to
to
do
whatever
I
can
to
make
things
better.
C
But
read
the
evaluations
not
just
for
mine
but
from
past
instructors
as
well
and-
and
you
might
it'll-
definitely
shed
some
light
on
how
they
think
about
the
certain
trainings
and
if
they
felt
comfortable
in
classes,
because
if
nobody
feels
comfortable
in
the
classroom,
they're
not
going
to
speak
they're
not
going
to
share,
possibly
not
going
to
change.
A
Now
that's
been
great
a
couple
things,
maybe
before
we
open
it
up
to
the
whole
discussion,
I
just
want
to
make
sure
that
everyone
on
the
call
is
aware
of
you
said
dcjs
that
refers
to
the
division
of
criminal
justice
services
with
new
york
state
they're.
The
agency
of
new
york
state
that
accredits
law
enforcement
agencies
is
sort
of
the
bureaucratic
head
of
all
local
law
enforcement.
That's
kind
of
an
accurate
statement.
You
also
mentioned
fto
bob.
Could
you
just
give
a
10-second
explanation
of
what
field
fto
is
field
training.
B
A
Okay
and
then
my
understanding
is
that
that
field
training
officer
has
input
into
when
the
recruit.
The
new
officer
can
then
go
out
on
their
own
in
their
own
car.
Some
of
them
are
quick
learners
and
others
take
a
couple
months
in
order
to
get
on
the
road.
B
That
is
correct,
sir.
There
is
a
paperwork
that
is
filled
out
after
each
shift
after
each
individual
fto
interaction
is
done.
So
all
that
is
logged
and
tracked.
A
Okay
and
talk
specifically
about
use
of
force
training,
whether
it's
at
the
academy
level
or
an
annual
in-service.
I
think,
there's
been
a
lot
of
discussion,
certainly
nationally
regarding
the
use
of
force
continuum.
De-Escalation
techniques
lethal
force
non-lethal
force.
Walk
me
through,
is
as
in
much
detail
as
possible
about
use
of
force
training
from
the
again
the
the
recruitment
stage
to
when
someone's
actually
an
officer
and
in
service.
C
So
again,
knowing
that
this
is
one
of
the
most
important
topics,
because
again
this
is
not
something
that
an
officer
is
really
gonna,
have
a
chance
to
pick
up
a
book
and
read
either
they
know
it
or
they
don't
so
so,
from
early
on
in
academy,
we
we
have
these
discussions
and
everything
is
kind
of
broken
up
in
blocks
of
instruction,
because,
ultimately,
a
lot
of
it's
going
to
lead
back
to
that
one
defining
moment
where
they
have
to
make
that
decision.
C
You
know
so:
they'll
have
all
kind
of
law
classes,
a
cpl
criminal
procedure,
law
classes
broken
out
throughout.
You
know,
and
a
lot
of
times
we'll
try
to
bring
in
experts
to
teach
it.
So
like
the
last
two
years,
we've
actually
leaned
on
michael
puckett.
He
he
works
for
dcgs.
C
He
kind
of
developed
the
use
of
force
course,
so
he's
actually
came
down
and
taught
the
class
and
a
co-teacher
with
me
and
I'll
kind
of
just
jump
in
with
him
to
fill
in
the
gaps,
but
but
he's
phenomenal,
so
we've
kind
of
leaned
on
him.
So
but
listen
it.
You
can't
learn
all
of
that.
C
Just
in
a
classroom
lecture
base,
you
know,
I
know
that
it's
a
lot
of
information
so,
like
officer
trump
pinky,
said
we've
kind
of
leaned
on
other
blocks
of
instruction,
so
for
doing
professional
communications,
they
change
that
to
an
eight-hour
block,
because
whenever
you
talk
about
use
of
force
you're
using
communication
just
about
the
entire
time
at
least
you
should
be
so
during
blocks
like
professional
communications,
we're
asking
instructors
and
we're
doing
it
ourselves,
creating
little
drills
little
scenarios,
not
necessarily
blown
out
hands-on,
but
it's
like
building
baby
steps.
C
After
you,
you
sit
through
a
lecture
for
use
of
force
and
actually
the
the
time
frame
at
the
academy
level,
12
hours,
12
hours
of
use
of
force,
so
it's
kind
of
broken
up,
and
then
you
kind
of
piggyback
off
of
that
and
you
kind
of
go
into
other
blocks.
So
it's
always
discussed
it's
kind
of
reviewed
in
most
of
these
classes.
So
when
you
go
to
professional
communications,
it's
brought
up.
C
So
then,
when
you
go
to
firearms
training,
it's
it's
brought
up
almost
daily
and
then,
when
you
go
to
less
lethal,
you
have
different
blocks
like
taser
training.
That's
two
days
of
training
right
there,
so
it's
discussed
again
right
there
and
then
you
have
oc
training,
which
is
another
eight
hours
of
training,
so
everything's
kind
of
broken
up
and
blocks,
but
then
they
start
melt
melting
together
as
the
training
progresses.
Again,
everything
is
about
baby
steps.
So
then,
ultimately,
when
we
get
down
to
that,
it
comes
down
to
defensive
tactics.
C
C
In
that
sense,
the
the
training
staff
that
we
use
at
academy
level
again
is
far
and
wide
you're
talking
about
the
academy
has
grown
every
year
since
then,
so
we
try
to
bring
in
as
many
instructors
as
we
can
to
do
as
much
practical
application
as
much
training
hands-on,
as
we
possibly
can,
because
if
you're
going
to
do
something
wrong,
training
is
the
place
to
do
it.
C
So
we
primarily
try
to
overload
it
as
much
as
we
can
then,
even
after
all
that
we
do
at
the
end
of
our
academy,
which
is
two
weeks
of
training
to
do
three.
But
again
it's
it's
hard
to
staff
it.
We
call
it
reality-based
training.
We
take
a
lot
of
the
situations
that
you
see
worldwide.
We
try
to
recreate
them.
You
know
we
kind
of
we
we're
not
selective,
but
we
take
things
that
that
that
we
want
to
get
a
good
outcome.
We
want
them
to
learn.
C
So
we
spend
day
after
day
recreating
these
scenarios
and
we
use
not
live
weapons,
but
we
do
simunitions
more
or
less
a
high-powered
paintball
very
effective
because
it
creates
that
anxiety
in
the
recruits,
but
that
environment
is
great,
because
now,
if
they
make
mistakes
again,
you
know
they're
going
to
feel
the
sensation.
We
can
kind
of
talk
them
through
it.
So
it's
it's
been
wonderful.
C
We've
been
doing
it
here
before
I
even
got
on
the
job,
so
you're
talking
well
over
17
years,
believe
it
or
not,
dcgs
just
mandated
that
portion
three
years
ago
recently
you
know,
and
so
that
just
kind
of
tells
you
how
far
ahead
of
the
curve
our
area
is
and
that's
why
one
of
the
reasons
we
might
be
attracting
so
many
people
from
other
areas.
C
When
I
went
through
the
academy,
you
know
three
you're
talking
20
people
now
every
year
we've
grown
so
right
now
our
academy
numbers
are
looking
at
60
62.
and
every
year
we've
increased
our
numbers.
So
I'm
very
happy
because
I'm
pretty
much
one
that
does
the
paperwork
and
a
few
classes,
but
it's
it's
a
team
effort
between
the
local
agencies
with
the
instructing
staff
and
also
people
like
d.a
corcheck
and
this
year,
I'll
be
inviting
baker
mike
baker
into
the
classroom.
B
From
the
from
the
in-service
standpoint
of
use
of
force,
you're
looking
at
use,
the
officers
are
getting
updates
on
use
of
force
on
in
the
taser
reserve
program,
the
bola
rap
research,
the
four-hour
use
of
force
block,
that's
instructed
by
one
of
our
assistant
chiefs
and
majority
of
the
information
that's
coming
in
from
that
four-hour
block,
the
assistant
chief
has
been
able
to
get
gather
from
a
use
of
force
summit-
that's
usually
put
on
out
in
connecticut,
but
due
to
cobit
last
year
it
was
remote
and
that
is
through
the
eric
daigle
law
group.
B
Great
company,
great
great
summit
in
fact,
talked
to
the
sergeant
over
here
about
going
out
and
taking
a
look
at
that
right
there
for
a
use
divorce
program,
because
eric
digger
puts
on
a
great
summit
and
the
information
that's
coming
out
is
always
up
to
date
on
what's
going
on
across
the
country
border
the
border
coast
to
coast
and
you're
also
getting
use
of
force
in
firearms
and
reality-based
training.
So
a
lot
of
the
days
and
a
lot
of
the
the
programming,
the
instruction
that
the
officers
are
getting
overlaps
monday
through
friday.
A
And
bob,
maybe
you
can
talk
about
that.
Bpd's
training
is
not
a
static
training.
It's
not
the
same
training
that
you
had
when
you
joined
the
force
and
it's
updated
on
an
annual
basis
in
in
big
ways.
Can
you
just
kind
of
discuss
some
of
that
some
of
the
process
of
researching
the
top
experts,
the
new
strategies,
best
practices
from
other
agencies
and
training?
Our
officers
on
that
I'd
have
to
imagine
that
a
large
portion
of
of
the
curriculum
each
year
is
updated,
correct.
B
Correct
so
what's
going
on
is,
as
semi
talked
about
with
the
academy
he's
always
looking
and
trying
to
stay
on
top
of
the
issues
that
are
going
across
this
country
same
thing
here
within
this
department,
when
it
comes
to
planning
our
in-service,
we've
been
paying
attention
to
what's
been
going
on
the
previous
year.
B
So
if
there's
a
hot
button
topic,
we're
going
to
look
to
bring
that
in
for
our
in-service
program,
we
will
go
ahead
and
develop
a
curriculum
by
by
curriculum,
we'll
reach
out
to
the
academy,
will
reach
out
to
the
state
we'll
reach
out
to
really
professionals
that
are
professionals
within
that
field,
to
go
ahead
and
get
a
better
understanding
and
what
we
need
to.
So
we
can
go
ahead
and
present
that
information
to
the
officers
during
our
in-service
program.
A
At
this
point,
I'll
I'll,
open
up,
anyone
who
wants
to
unmute
themselves
ask
a
question
of
a
sam.
It
looks
like
tony
thompson
go
ahead.
D
Thank
you.
I
have
a
couple
questions.
First
of
all,
thank
you
so
much
for
that
thorough
explanation
of
what's
offered
in
the
academy,
and
I've
got
my
understanding
that
the
academy
would
be
something
that
would
be
onboarding
our
police
officers
versus
in-service
training,
which
would
be
annual
for
all
officers
to
to
participate
in.
I
just
want
to
ask
a
couple
first
couple
of
clarifying
questions,
so
you
know
the
the
two
hours
that
you
sent
ahead
of
time
covered.
D
C
Every
when
it
comes
into
service,
there's
no
mandates
on
that.
A
lot
of
us
who
are
scheduled
are
in
services
again
depends
on
what's
going
on
in
society.
What
are
the
hot
topics
and
again
working
with
whoever
is
going
to
be
doing
a
presentation,
what
they
need
to
cover
it
so
that
that
kind
of
fluctuates
every
single
year?
It.
D
Then
also
that
you
mentioned
with
the
the
use
of
force
training,
you
know
I'm
the
superintendent
of
the
schools,
and
so
you
know
intimately
I'm
familiar
with
ongoing
trainings
that
are
required,
as
well
as
our
profession,
into
professional
learning
in
the
district.
When
we
look
at
our
trainings,
we
try
to
bring
everything
in
that.
Has
that
lens
of
being
culturally
responsive
is
would
is?
Is
that
being
considered,
meaning
when
you're
bringing
a
trainer
in
to
look
at
use
of
force?
They're
doing
it
with
that
culturally
responsive
lens
or
they're
using
a
traditional?
B
D
Okay,
so
we
experienced
this
I'll,
just
give
you
an
example:
we
have
crisis
prevention,
intervention,
training
that
we
offer
all
of
our
staff,
and
then
we
have
three
crisis
response
teams
that
have
that
go
through
that
training
and
when
I
was
researching
programs
to
bring
it,
I
specifically
looked
for
one
that
did
the
training
with
a
culturally
responsive
lens,
so
that,
when
we're
looking
at
the
responses
of
our
behaviors
of
individuals,
whether
they
be
other
adults
or
students,
or
in
our
in
our
care
that
one
of
the
first
questions
we
asked
ourselves
was:
why
are
they
behaving
this
way
as
opposed
to
thinking
about
what
our
response
to
that
behavior
is,
and
that's
the
example
of
like
being
culturally.
D
You
know
responsive.
So
that's
why
I
asked
that
question.
I
think
the
next
question
is
probably
maybe
more,
for
you
know,
binghamton
p
and
also
with
good
training.
I
mean
the
work
that
we're
talking
about.
That's
so
critical
is
a
shift
in
mindsets.
It's
a
shift
in
belief
systems.
It
doesn't
take
place,
as
you
know,
from
sitting
for
two
hours
and
and
listening
to
it
or
even
hearing
stories
or
having
conversations
about
it
and
trying
to
open
up
individuals.
D
Beliefs
takes
time.
You
know
we
have.
We
look
at
very
different
configurations
to
have
those
honest
and
open
conversations
sami,
as
you
referred
to
as
being
as
being
so
critical.
So
that's
one
piece
of
it.
The
second
piece
of
that
is
to
see
how
it's
put
in
operation.
So
I
wonder
if
you
could
speak
a
little
bit
to
how
you
check
for
understanding,
meaning
they've
gone
through
this
training?
How
do
you
know
it's
being
actually
operationalized
out
in
the
field.
B
I'm
glad
to
brought
that
question
up,
because
when
I
went
to
the
procedural
policing
for
justice
training,
I
went
to
the
lead
instructor
of
the
class,
and
I
asked
him.
I
said:
how
do
you
what's
your
litmus
test
for
this?
How
do
we
know
that
this
is
working
and
he
said
to
me
what
you
want
to
do
is
you
want
to
do
the
first
section
of
procedural
justice
and
then
give
it
about
a
year
to
two
years
and
then
come
back
and
do
procedural
justice
two
and
what
you're
doing
in
that
time
frame
is
you're.
B
B
The
department
tracks
uses
of
forces
and
complaints.
D
B
When
we
come
up
with
this
training
for
our
in-service
program,
we'll
get
together
with
our
I'll
get
together
with
our
administration
and
our
administration
has
those
numbers
right
there
and
they're
right
on
top
of
things
so
they'll,
let
us
know
hey,
we
need
to
do
this.
We
need
to
do
that
right
here.
We
need
to
get
the
training
going
this
way
right
here.
Okay,.
D
So
again,
I'm
usually
using
analogy
in
the
school
systems
that
would
be
similar
to
me.
Looking
at
you
know
course
failure
rates
in
a
particular
course
and
saying
there's.
We
need
some
more
support
for
this
particular
department
right
who
needs
more
more
training
on
maybe
the
curriculum
or
instructional
strategies.
But
then
we
go
deeper.
We
look
to
look
at
the
results
of
each
individual
teacher
and
then
look
to
see
how
we
need
to
remediate
those
the
teacher
right
or
train
the
teacher
differently
to
re
to
meet
those
needs
of
those
those
students.
B
First
of
all,
the
officers
get
evaluated
every
year
and
if
there
is
an
officer
that
is
for
lack
of
a
better
term
red
flag,
meaning
that
they're
they're
having
higher
instances
of
uses
of
force,
that
officer
obviously
is
going
to
be
brought
in
and
talk,
but
as
the
department
as
a
whole
they're
going
to
be
looking
at
those
numbers
and
determining
okay.
We
need
to
take
the
training
down
this
level
right
here.
B
E
If
you
don't
mind,
I
can
just
speak
to
that
real,
quick,
sorry,
I'm
in
a
bad
spot.
If
you
can
hear
me,
okay,
just
to
clarify
to
tanya's
question
too,
we
do
track
specifically
to
officers
and
all
that
it's
it's
part
of
our
number
set,
but
it's
something
that
I
particularly
can
look
at
individually.
One-On-One
and
just
we
look
at
okay.
Is
somebody
a
lot
higher
than
someone
else
and
that
kind
of
thing?
E
But
then
we
also
have
to
look
at
all
the
other
factors
involved,
because
we
track
where
they're,
working
and
stuff
like
that,
and
you
can
see
where,
for
instance,
someone
who
works
in
a
very
high
crime
area
on
a
night
shift
or
something
may
have
higher
symbols
burning
the
slower
area.
So
we
get
the
individuals
other
factors.
E
Is
there
possibly
two?
Is
there
the
fact
that
they're
always
working
in
a
certain
zone
at
a
certain
time?
Are
they
a
busier
worker
or
someone
who
doesn't
do
as
much
so
there's
all
those
other
factors
that
I
personally
get
to
look
at,
along
with
the
chiefs
and
stuff
that
we
continually
keep
track
of
and
and
look
at?
If
that
kind
of
helps
answer
the
question
a
little
bit,
yeah.
D
It
does,
I
think
it
also
may
also
lean
towards
if
you
have
individuals
who
are
working
in
in
those
types
of
environments,
that
they
may
need
more
support
right.
So
I'm
not
suggesting
that
pointing
fingers
here,
it's
just
you
know
I
would.
I
would
not
like
to
think
that,
because
they
have
high
rates
because
they're
working
in
areas
of
higher
crime,
that's
a
that's
a
piece
of
it,
but
to
your
point
the
data
tells
a
story,
so
you
have
to
look
deeper
and
the
understanding
you
know
if
you're
having
more
complaints
in
that
area.
C
G
Presentation
in
its
entirety,
but
I'm
at
work-
and
I
I
didn't-
have
notice
about
this
meeting-
I
would
you
know.
However,
the
planning
goes
folks.
This
is
really
I
have
to
say,
first
and
foremost
for
organizers
as
someone
who
is
truly
wanting
to
be
here
and
be
present
in
every
part
of
this
collaborative.
G
This
is
a
concern
for
the
community,
so
for
me,
who's
at
work
and
the
meeting
changes
and
changes,
especially
when
I'm
asking
questions
and
requesting
information.
This
is
a
concern.
I'm
just
going
to
ask
that
we.
We
really
do
a
better
job
of
this,
because
I
could
have
been
here
if
we,
you
know
if
there
had
been
time
to
plan
if
we
know-
and
this
doesn't
feel
inclusive
in
in
this-
I
think
this
is
important,
because
it's
happened
just
here.
So
this
is
not
that
it's
not
a
public
forum.
G
Thank
you
to
the
presenters
for
presenting
the
information
that
I
had
questions
about
in
regards
to
the
cultural
competency
pieces
of
the
training.
For
you
know,
I
don't
know
the
presenters
everybody,
but
I
you
know
would
just
say
that
my
primary
responsibility
at
binghamton
university,
and
it
has
been
for
many
years,
is
to
train
the
campus
on
this
very
thing.
So
I'm
just
curious
to
know
who
does
this
part
of
the
training?
G
I
ascertain,
as
I
heard
coming
in,
that
this,
the
the
cultural
competency
or
diversity
and
inclusive
pieces
are
part
of
several
trainings
and
if
that's
not
correct,
you
know
go
ahead
and-
and
you
know
correct
that
piece
and
just
tell
me
who
does
the
training
and
how
often
does
that
happen?.
B
G
C
Believe
I
sent
this
out
in
the
email
every
year
at
the
academy,
the
recruits
it's
mandated
minimum
six
hours.
We
do
an
eight-hour
block
every
year
at
the
academy.
So
obviously,
when
we're
doing
an
in-service
schedule
for
experience
officers,
not
new
recruits,
we
we
do
our
end
service
once
a
year.
C
Every
single
year,
just
like
he
said
we're
really
our
hands
are
tied
to
the
amount
of
training
that
we're
allotted
every
single
year
due
to
staffing
due
to
funds,
like
I
said,
there's
so
many
factors
that
come
into
play,
so
they
do
40
hours
down
here,
so
they
set
whatever
time
they
feel
allotted
for
it,
and
then
they
made
that
decision
and
they
gave
me
a
number-
and
I
said
I
could
work
with
that
all
right.
G
So
so
let
me
offer
and
again
yes,
I'm
looking
at
the
information
that
you
did
send
in
the
email.
So
let
me
offer
some
some
insight.
Slash
concerns
about
it.
Essentially,
this
the
activities
and
information
that
is
here
is
things
that
come.
G
Training,
but
it's
it's,
it's
dated
it's
really
old
material.
I
probably
did
this
in
2009
at
the
university
right.
So
that's
the
first
piece
of
it.
The
second
piece
I'll
just
share
my
own
experience
in
working.
G
The
binghamton
police
department
in
0910,
we
were
called
in
from
the
in-service
at
the
university,
the
bpd
had
you
know
they
were
doing
this
in
service,
where
you
know
we
got
about
two
hours
for
over
about.
Maybe
it
was
something
like
10
to
13
weeks
and
to
cover
the
entire
force
at
the
time
in
terms
of
working
with
them.
It
was
a
training.
It
was
called
essentially
what
the
police
department
asked
of
the
institution
was.
G
They
wanted
a
presentation
that
uncovered
the
multicultural
resource
center
at
the
time
I
was
you
know
the
director
off
campus
college,
which
works
very
closely
with
with
bpd
and
other
agencies
in
in
the
community
around
the
institution,
in
addition
to
the
office
of
greek
life,
in
addition
to
dean's
students
office
and
the
presentation
that
we
presented,
they
were
very
specific
on
what
they
were
looking
for,
which
was
they
wanted
to
know
what.
G
Population
looked
like
what
percentage
of
our
student
population
you
know
came
in
from
all
parts
of
the
world.
Essentially
the
standards
were
for
binghamton
and
where
they
lived
in
the.
I
G
Type
of
crime
or
a
student
at
binghamton
university
commits
some
type
of
crime
in
our
general
community.
How
do
they
see
punitive?
You
know
implications.
How
do
they
face
either
suspension
or
expulsion
on
campus
for
something
that
happened
off
campus,
so
they're
they're
already
dealing
with
the
police
department
externally,
but
what
happens
to
them
on
campus?
G
And
so
we
went
through
this
presentation
and
then
greek
life
was
also
a
part
of
it,
because
a
lot
of
the
calls
that
were
coming
in
were
you
know
our
greek
organizations
having
large-scale
events
off-campus
that
sort
of
thing,
and
so
we
did
this
presentation
and
we
did
it
for
about
13
weeks
and
something
arose
in
the
city.
G
You
know
there
was
some
case
and-
and
you
know,
race
was
involved
in
in
the
sense
that
a
complaint
was
made
to
the
binghamton
police
department
in
regards
to
unfair
treatment
to
community
members,
who
happened
to
be
african-american
black
and
there
were
concerns
about
it.
Complaints
came
through
and
then
in
the
presentation
that
the
chief
made
at
the
time
was
that
we're.
You
know
someone
raised
the
concern
about
what
training
looked
like
for
the
police
department
and
essentially,
what
was
said
was
what
he
said
in
the
presentation
was
that
we
have.
G
I
know
that
there
have
been
several
years
that
last
that
there
was
no
such
training
right
and
so
my
concern
for
my
organization
and
the
you
know
the
community
folks
that
I
represent
is
what
does
training
really
look
like,
and
can
we
truly
right
trust
that
the
the
department
is
actually
training
itself
right?
So
this
is
a
concern,
so
you
say-
and
you
know,
there's
a
you
know-
this
is
a
consulting
group
which
is
well.
I
have
one
of
those
too
because,
but
when
you
do
it
full
time
is
your
job.
G
Yes,
you
can,
you
can
do
it
other
places
and
train
other
people,
so
I'm
concerned
because
the
same
folks
that
are
doing
the
training
are
also
doing
the
consulting
and
I'm
concerned
about
the
optics
of
that,
and
so
my
specific
question
is
what
should,
if
anything
needs
to
change
in,
in
the
wake
of
there
being
a
request
for
change?
G
What
needs
to
change
about
the
in-service
or
the
trainings,
in
the
academy
so
and
and
before
you
answer
that
I
will
just
add
that
my
concern
is
that
there
is
a
lot
of
hours,
two
hours
for
cultural
competency,
but
there
is
12
hours
for
use
of
deadly
force.
Four
hours
for
taser
training,
a
lot
defensive
tactics,
training
on
top
of
that-
and
you
know
my
proposal
essentially,
is
that
most
officers
don't
ever
fire
their
weapons
right.
So
are
we
you
know-
and
I
want
you
to
manage
that
as
well.
G
Are
we
really
doing
a
service
to
the
community
and
to
law
enforcement
with
an
excessive
use
of
training
in
the
times
that
we
have?
Whatever?
The
time
is
allotted
to
train
officers
right
and
the
use
of
force,
when
in
fact
we
could,
if
they
spend
more
time
in
a
diverse
city
like
binghamton,
could
we
train
them
differently?
G
B
You
nicole,
thank
you
for
your
comment,
so
back
in
you
said
you
came
in
20,
2009
and
2010.
B
We
had
dr
noel
shattuck,
come
in
in
2015,
2016
and
2017
to
go
ahead
and
instruct
to
our
officers.
Here
it
is
a
it's
definitely
a
real
challenge
and
we
certainly
do
need
more
resources
within
the
department
and
we
would
welcome
any
assistance
at
all.
G
Would
you
not
consider
changing
the
amount
of
time
that
you
do
deadly
force,
training
right
to
training
people
to
deal
with
the
community,
whether
that's
in
cultural
competency?
That's
in
you
know
minimizing
you
know
a
situation
or
de-escalation
tactics
or
you
know
what
I
mean.
There's
a
series
of
things
that
we
could
do
in
in
short
of
having
more
money.
K
Bob,
if
you
don't
mind,
let
me
jump
in
here
a
second
and
please,
sir,
some
of
nicole's
questions,
because
I
think
that's
a
fair
question,
but
but
one
of
the
things
that
we're
trying
to
do
is
to
where
there's
agreement
and
consensus
and
where
it
makes
sense
to
increase
resources.
So
I
I
would
think
in
in
our
conversations
with
with
chief
sukusky,
we
shouldn't
necessarily
be
looking
at
the
resources
as
finite,
and
if
bob
and
sammy
are
saying
that
you
know
they
want
additional
resources,
additional
resources
might
be
time.
K
Additional
resources
might
be
money.
These
are
the
things
that
we're
supposed
to
be
looking
at
right
now,
and
so,
instead
of
looking
at
it
as
a
finite.
Well,
we
have
x
amount
of
hours
and,
let's
shift
around
the
amount
of
hours
that
are,
are
dedicated
to
various
topics.
K
I
would
say
that
if,
if
the
issue
is
money,
then
we
will
come
up
with
more
resources
so
that
we
that
we
don't
have
to
to
make
cuts
or
sacrifices
in
in
pit
two
different
topics.
You
know
against
each
other.
If,
if
we
need
more
money,
if
we
need
to
bring
in
you
know
more
people
more
training
et
cetera,
then
then
that's
a
resource
issue.
Then
that's
where
the
chief
and
I
would
have
conversations
about.
How
do
we
address
that?
K
I
I
don't
know
that
we
want
to
go
down
the
road
of
saying:
okay,
let's
start
reducing
the
amount
of
training
that
we're
doing
in
other
areas,
so
we
can
do
more
training
in
this
area
for
a
net.
You
know
a
net
gain
of
no
extra
time.
I
would
I
would
look
at
if,
if
we're
identifying
a
deficiency
in
an
area
and
we'd
like
to
invest
more
in
that
particular
area,
which
I'm
certainly
not
opposed
to-
and
I
would
say
to
bob
and
sammy:
how
do
we
do
that?
K
What
what
is
the
the
plan
or
recommendation
from
a
training
standpoint
that
we
can
help
support
at
the
administrative
level
to
put
more
resources
so
that
we
can
accommodate
everyone's
common
goal?
And
that
would
be,
I
think,
the
the
approach
that
I'd
like
to
see
with
that
moving
forward
and
chiefs
of
custody.
I
don't
know
if
you
want
to
jump
in
and
add
anything
or
if,
if
that
is
I've
reflected
your
point
on
that
as
well.
L
Well,
I
agree
with
you
mayor
once
sammy,
nor
bob
brought
up
that
the
state
mandates
a
lot
of
stuff
in
that
40
hours.
We
can't
play
with
those
numbers,
it's
required
by
the
state
each
year,
that
we
do
that
training.
So
part
of
the
issue
is,
is
time
and,
unlike,
like
nicole,
suggested,
we
can't
just
start
switching
things
around.
There
is
some
flexibility,
but
bob
jumping.
K
But
from
you
know,
speaking
just
from
from
the
city
of
binghamton
standpoint,
if
we
want
to
put
additional
training
in
resources
outside
of
you
know
the
trading
academy,
our
own
service,
we,
we
certainly
could
do
that
and
I
and
and
there's
there's
what
the
state
guidelines
are
and
as
as
I
think
you
articulated
the
state
dictates,
you
know
what
we
need
to
do
and
that's
it's
a
baseline
or
a
bare
minimum,
but
we
can
do
additional
sorts
of
trainings
or
resources
for
our.
K
You
know
bpd
and
then
you
know
other
law
enforcement
agencies
you
know
have
to
have
to.
You
know
make
their
own
decisions
about
that.
But
that's
something
that
you
know
I'm
certainly
open
to
as
well,
and
I
think
that's
where
the
chief
and
I
you
know,
have
those
conversations,
but
we
rely
on.
You
know
the
input
from
our
from
the
the
people
on
the
front
line
the
training
instructors
on
this
is
what
we
need
like
this.
This
is
the
plan.
This
is
what
we
want
to
do
and
then
they
come
to
us
about.
K
You
know
the
funding
for
it,
and
you
know
that's
that's.
What
we're
supposed
to
do
is
provide
this.
This
stakeholder
group
is
supposed
to
provide
input
from
the
outside
and
from
the
community
and
and
our
job
is
to
help
you
know
make
some
of
these
things
a
reality.
F
I'm
still
here
go
ahead.
That
was
a
good,
interesting
conversation.
Thank
you.
My
questions
are
somewhat
simple.
Obviously,
relatives
are
one
is
relative
to
our
recruiting
for
for
minorities.
F
You
know
what
are
we
doing
relative
to
that
and
engaging
potentially
engaging
at
a
younger
level,
some
of
our
students
to
to
engage
in
police
possibilities
for
careers?
What
are
we
doing
there?
I
know
a
few
years
ago
we
had
a
a
program
that
actually
my
brother
mark
sponsored
and
came
up
with
a
couple
thousand
dollars
for
firemen
training.
F
Actually,
I
think
it
was
paramedic
training
and
we
had
four
students
from
binghamton
that
were
in
there
that
they
didn't
stay
in
there,
but
it
was
an
expensive
investment
of
about
four
thousand
dollars
between
him
and
the
fire
union
and
I'm
not
sure
who
else,
maybe
the
city
put
in
for
that.
But
once
again,
that
was
an
investment
that
really
didn't
didn't,
provide
any
any
benefit,
because
the
kids
didn't
stay
with
the
program,
but
I
did
notice
last
night
up
in
syracuse
that
they
they
they're,
actually
have
folks
and
they're.
F
Men,
women
of
color,
and
engaging
more
in
a
observation
with
their
fire
department
so
that
when
they,
when
they're
of
age,
they
can,
you
know,
get
on
the
force
and
that
would
also
help
that
process,
acclimates
them
to
the
fire
department
and
everything
that
goes
on
there.
And
they
also
provide
assistance
in
terms
of
training
to
take
the
exam.
F
Because
I
think
that
may
be
a
part.
I.
F
We
have
take
the
exam
that
end
up
qualifying,
but
I
think
that's
important
and
then
the
same
could
apply
to
to
firemen
and
and-
and
you
know,
we
need
to
hire
people
that
are
going
to
stay
in
our
city,
and
that
includes
educators,
the
whole
nine
yards.
We
need
to
rebuild
our
community.
So
one
of
the
questions
I
have
is
one
as
part
of
the
civil
service
exam
and
the
follow-up
to
that.
You
know
obviously
there's
a
list.
The
mayor
decides
where
the
chief
decides
who's
going
to
come
from.
F
That
list
doesn't
have
to
take
the
first
one.
Obviously,
there's
all
those
things
that
that
can
come
into
play,
but
in
terms
of
the
list
and
the
testing
and
then
the
interview
process
that
takes
place
before
you
bring
them
on
to
the
to
the
department
and
then
the
probationary
period
of
as
far
as
trying
to
define
and.
F
Extracts
from
the
individuals
you're
bringing
on
what
the
level
of
cultural
competency
through
through
any
exam
questions
or
through
on-the-job
observations
during
that
that
up
until
that
probationary
period,
are
we
focusing
on
cultural
competency
and
the
ability
to
communicate
with
folks
and
and
kind
of
put
themselves,
as
I
heard,
one
of
the
speakers
say,
put
put
themselves
in
in
the
in
the
other
people's
shoes
so
and,
and
then
I'd
I'd
like
just
a
comment,
if
I
could.
F
I
know
this
is
a
long
question,
but
a
comment
regards
to
since,
since
the
the
gentleman
speaking
today
is
with
the
sheriff's
department
and
they
put
out
a
report
already,
I
I'd
like
to
know
if
you
were
engaged
in
that
report
and
what
what
what
is
your
opinion
on
the
effectiveness
and
the
quality
of
that
report?
B
I'll
talk
about
our
recruitment
project
right
now,
so
every
year
we
put
it
up
on
our
social
media
feeds
and
then,
when
the
officers
are
out
in
the
community-
and
they
see
good
people
that
they
believe
to
be
good
quality
candidates,
they're
always
talking
to
them.
So
that's
done
by
word
of
mouth,
so
we
have
our
social
media
platforms
and
by
word
of
mouth
sammy,
and
I
he
actually.
This
was
his
idea.
He
actually
got
with
me.
I
got
approval
from
my
administration
to
have.
B
I
believe
it's
going
to
be
in
march,
we're
going
to
be
getting
together
with
a
local
community
member
and
talk
about
the
process
to
go
through
and
find
out
where
the
test
is
take
the
test
and
even
talk
about
test
prep
as
well
years
past
we
have
a
or
a
year
past,
we
did
do
a
test
prep
during
a
a
recruitment,
and
this
is
something
we
can
bring
to
the
administration
again
to
look
to
do
a
test
prep
for
the
test.
Again,
you
want
to
talk
about
what
we're
looking
to
do.
C
Yeah,
as
I
mentioned
in
my
presentation
earlier,
listen,
this
is
not
an
easy
fix
and-
and
I
would
hope,
as
as
a
committee
meeting
group,
you
would
be
soul-searching
yourselves
and
trying
to
find
ideas.
We
in
law
enforcement
have
been
considering
this
a
long
time.
What
we
need
to
do
to
bring
more
diversity
to
the
table
and
be
honest
with
you
especially
now.
C
A
lot
of
people
don't
want
to
do
the
job
so
by
us
going
up
we're
setting
this
date
with
it
with
one
of
the
local
churches
in
the
community
to
because
it
was
suggested
and
listen,
we're
we're
going
to
offer
it
up
if
that's
all
it
takes,
and
if
we
can
get
one
two
people
on
the
job.
Absolutely
it's
one
of
these
things
that
we're
always
trying
to
do
to
create
new
things.
Given
my
position,
I
get
emails
all
the
time
from
from
students
and
people
that
met
the
community.
C
The
gentleman
just
texted
me
last
name.
Last
night,
you
know
ahmed
abdallah.
What
can
I
do
to
to
get
on
the
success
and
prepare,
so
I
communicate
with
people
all
the
time
trying
to
give
that
information.
So
the
only
thing
we
can
do
is
be
readily
available
and
open.
Any
suggestions
that
come
to
us
like,
I
said
that
we're
actually
gonna
be
doing
some
advertising
on
one
of
the
buses
coming
up
here,
starting
this
week.
C
C
F
Brian,
can
I
just
add,
if,
if
you
could-
and
you
said,
offer
some
suggestions,
I
think
it
would
be
helpful
for
you
to
engage
with
the
school
district
community
and-
and
you
know,
have
have
some
sort.
You
could
probably
establish
some
sort
of
club
or
have
mentors
that
are
engaged
with
with
some
of
these.
These
students
to
you
know,
change
their
mindset
and
see
show
them
what
what
policework's
all
about,
because
all
they
you
know
if
they
read
social
media,
yeah
they're,
not
gonna,
nobody's
going
to
want
to
join
the
police.
F
C
Many
internship
programs
and
again
now
with
covid,
and
also
the
possibility
of
people
trying
to
misuse
information.
I've
increased
our
internship
program
from
two
people
to
seven
to
eight
before
pre-covet,
to
encourage
that
the
ride-along
program.
Listen
every
agency
in
the
city
or
in
in
the
county,
offers
up.
C
Ride-Along
programs
and
a
lot
of
people
take
take,
take
us
up
on
that,
but
we've
even
gone
above
that
anybody
wants
to
come
and-
and
I
did
it
with
a
lot
of
my
committee
mentor
committee-
members-
listen
come
to
the
sheriff's
office
and
we'll
sit
down
and
have
a
conversation.
Give
you
a
tour
around
the
place
again.
C
We
got
to
be
very
careful
with
doing
that,
but
I
know
that
I've
done
that
a
couple
of
times
so
yeah
we're
we're
trying,
but
again
we'll
do
everything
we
can
and
it's
again
time
these
officers
on
the
road
really
don't
have
time
to
be
going
into
school.
So
you
talk
about
a
dedicated
person
assigned
to
that
and
that's
that's
way
above
our
pay
grade,
but
again
the
sros
that
are
in
the
schools
and
I'm
sure
they're
doing
a
fantastic
job.
You
got
one
on
the
board
right
now.
C
I'm
sure
is
making
much
contact
absolutely
and
our
rs,
like
I
said
so,
they're
there.
It's
just
not
happening
at
a
fast
enough
pace.
It's
not
right.
K
Ryan,
let
me
let
me
jump
in
here
a
sec
too,
because
you
know
brian,
I
would
say
that
you
know
increasing
the
diversity
of
the
police
department
to
become
more
reflective
of
the
community.
I
mean
that's
a
shared
goal,
I
mean
I,
I
think
we
all
want
that.
We've
all
wanted
that
from
day
one,
and
I
don't
think,
there's
any
you
know
anyone
that
would
contest
that
you
know
from
in
any
you
know
viewpoint,
group
or
anything
like
that.
K
You
know
that
we're
bound
by
the
state
civil
service
law
and
which
we
have
to
go
by
the
test
scores
and
that
has
created
some
challenges
over
the
course
of
the
last
several
years.
As
bob
had
mentioned,
you
know
to
encourage
the
diversity
of
applicants.
You
know
we
created
a
new
website.
I
think
that's
what
bob
was
referring
to
join
bpd.com,
that
has
things
that
people
can
download
like
civil
service
documents.
K
You
can
do
job
openings,
get
in
touch
with
bpd
staff
for
tutoring
and
mentorship
opportunities,
but
it's
we
need
to
connect
with
people
long
before
that
process.
Right
and
and
that's
that's
the
issue,
and
so
that's
where
you
know.
I
think
that
there
are
opportunities
to
partner
with
the
pastors
the
school
different
district
different.
K
You
know,
advocacy,
you
know
organizations
so
that
we
can
better
penetrate
into
the
grassroot
networks.
You
know
into
the
community,
because
by
the
time
a
list
gets
to
me,
as
you
indicated,
brian
I'm
limited
by
you
know
what
the
top
scores
are,
and
so
not
only
you
know,
getting
people
to
sign
up
is
not
enough.
You
have
to
get
people
to
sign
up
and
and
score
high,
so
that
they're
reachable
and
there
needs
to
be
a
lot
more
work
done
before
that
standpoint.
K
I
think
you
know
one
of
the
things
that
we're
going
to
make
sure
that's
in
our
plan,
and
that
is
a
common
theme
from
people
who
are
making
comments
is
a
better
diversification
of
the
of
the
police
department
and
we
need
to
allocate
funding
and
resources
and
come
up
with
a
strategy
to
do
that.
I
share
your
position
that
there's
probably
better
partnerships
and
relationships
that
we
can
do
with
the
school
district.
K
I
also
want
to
just
piggyback
on
sami's
points
point
that
if
you
look
at
the
numbers,
our
of
people
who
sign
up
for
the
the
police
exam
in
binghamton,
those
numbers
have
over
15-year
period,
have
dropped
immensely
the
the
number
and
volume
of
people
applying.
You
know:
fewer
women,
very
few
minorities,
fewer
people
in
general.
So
it's
a
real
issue
that
the
community
is
going
to
have
to
look
to
a
deal
with
on
a
short-term
and
long-term
basis,
but
we're
committed
to
allocating
funding.
K
F
Thank
you
mayor.
Could
I
get
a
comment
on
the
study
that
came
out
from
sam?
Would
that
be
appropriate.
F
The
sheriff's
report
that
came
out
and
oh.
K
C
Plan
so
listen,
I've
been
part
of
that
committee
since
the
beginning-
and
I
can
tell
you
this-
the
committee
members
that
we
met,
I
think,
we're
all.
On
the
same
page,
we've
had
some
great
discussion.
I
can't
speak
on
behalf
of
everybody
else,
but
we
put
that
plan
out
in
agreements.
So
I
think
personally,
I
think
it's
good.
I
think
it's
a
a
good
place
to
start.
I
think
we
need
to
continue
these
conversations,
but
but
absolutely
100
percent.
C
M
If
I
can
just
add
to
what's
expected,
if
I
can
add,
I
was
on
that
committee
with
sam,
he
was
a
vital
part
of
it
and
many
people
we
had
on
the
committee
was
we
got
a
lot
of
discussion
going
and
I
can
say
that
that
I
think
is
going
to
be
a
success,
a
lot
of,
because
what
sam
had
done
in
providing
the
same
perspective
to
us
through
the
course
of
that
that
he's
done
today.
That's
just
my
opinion.
G
It's
it's
it's.
It
was
a
new
one,
but
I
don't
know
if
possibly
even
spoke
at
all,
but
I
I'll
you
know.
I
have
some
quick
comments.
G
Okay,
so
for
me
I
the
first
piece
is:
I
wanted
to
say
that
if
you
know
in
response
to
the
mayor's
comments
about
adding
resources
for
the
purposes
of
training,
and
if
we
were
to
do
that
right,
I
think
the
the
the
I
would
recommend
that
there
be
some
open
bidding
for
that
work.
G
You
know
so
that
there
are
folks
in
law
enforcement,
for
example,
that
you
know
nationally
known
trainers
and
no
they're,
not
cheap,
but
if
you're
going
to
increase
the
funding
there
needs
to
be
you
know
some
efforts
to
you
know
to
go
external.
I
I'd
be
very.
I
imagine
that
there
would
be
great
concern
that
you
know
the
optic
of
you
know
our
department,
we're
looking
for
change,
but
our
department
is
essentially
training
itself
is,
is
a.
I
G
When
there's
an
increase
of
funding
more
funding
allotted,
can
we
bring
in
some
different
a
different
perspective?
You
know
for
law
enforcement,
so
folks
in
law
enforcement.
Even
but
there
are
some
some
nationally
known.
You
know
researchers
out
there
and
you
know
so
I
do
think
the
training
should
be
both.
It
should
encompass
both
professionals
and
law
enforcement
and
those
that
do
the
research
on
the
work
that
they
do
so
and
that's
out
there.
K
Let
me
just
answer
that
that
point
that
I
think
we're
open
to
that.
I
would
just
add
that
we've
done
that
before
this
is
you
know
it's
not.
You
know,
you're
implying
that
the
process
has
historically
always
been
a
closed
process,
and
that
has
that
has
not
been
the
case
and
we've
actually
struggled
to
to
find
you
know
national
people
to
come
in
and
there
are
people
out
there
that
do
cost
a
great
deal
of
money
and
we're
not
opposed
to
doing
that.
K
But
I
know
that
we
have
brought
people
in
from
the
outside
before
and
we
have
also
done
you
know
in-service
training
on
it
as
well.
So
I
mean,
I
think
you
know
we've
done
both
we're
open
to
doing
more,
and
so
you
know,
if
you
have
some
recommendations
or
some
input
on
that
process,
we
we
would
welcome
it,
but
I
just
think
it's
important
for
everybody
to
know
that
we've
done
we've
done
both
and
we
are.
You
know
we're
open
to
continuing
to
do
that.
G
I'm
I'm
not
implying
that
it
was.
You
know
that
you
haven't,
I
again
I've
trained
and
I'm
considered
an
outside
person
right,
I'm
not
in
the
force,
and
you
know
I
represent.
The
university
was
an
outside
entity
that
came
in
to
do
training.
I'm
saying
that
there
are
folks
that
this
is
all
they
do
right,
both
in
law
enforcement
and
folks,
that
are
that
research
on
them.
G
And
yes,
if
they're,
you
know,
I
don't
know
what
the
funding
looks
like,
but
if
we
do
increase
it
in
a
space
where
we
hadn't
had
that
before
right,
because,
yes,
there
are
some
national
names
out
there
and
they're
expensive,
but
we
hadn't
had
this
before
and
now
because
there
is
this
call
for
change.
That
means
we're
adding
resources,
and
so,
if
there's
an
opportunity
to
bring
them.
K
And
I
appreciate
that,
but
I
just
want
you
to
know
that
we
we
have
allocated
money
before
and
had
difficulties
bringing
people
in
I'll.
G
The
other
piece
is
in
regards
to
the
testing
test
prep
and
recruitment
most
certainly,
if
there
is,
you
know
if
there
are
fired
information
and
information
that
we
can
to
support
those
efforts
both
electronically.
G
You
know
that
would
be
helpful
for
for
me,
and
I
imagine
the
rest
of
the
collaborative
to
do
so.
The
the
other
piece
about
publicizing
and
advertising
about
when
the
test
becomes
available
to
encourage
minorities
to
take
part
in
the
test.
G
I
would
encourage
that
we,
instead
of
spending
that
those
funds
internally
to
our
city,
that
we
also
look
to
the
larger
cities,
the
larger
metropolises
in
the
state
and
neighboring
states
where
the
population
is
also
increased,
because
the
concern
as
we're
talking
about
it
is
not
that
we
can't
get
enough
qualified
minorities
to
score
high
and
do
well
on
the
test
because
they
do
they're.
Just
in
other
larger
municipalities,
you
know
so
it.
G
You
know,
that's
another
piece
too,
that
there
are
officers
that
folks
that
are
already
on
the
force
that
will
consider
coming
to
binghamton.
You
know
to
make
that
a
change
for
different
other
reasons,
I'm
not
sure,
but
there's
more
than
one
way
to
do.
It
is
I'm.
L
Just
going
to
jump
in
for
a
second
we've
hired
a
lot
of
people,
both
minorities
not
from
outside
the
area,
and
they
have
we
train
them
and
they
leave
they
go
back
home.
That's
been
our
experience
over
a
number
of
years,
we've
trained
them.
I
can
name
a
few
right
off
the
bat,
but
we've
trained
a
lot.
They
go
through
the
academy,
they
get
their
time
and
they
go
back
home
and
then
so
that
creates
a
problem.
You
know
when
trying
to
hire
somebody
from
outside
the
area.
L
We
used
to
open
up
our
testing
statewide
and
when
we
did
that
we
lost
hundreds
of
thousands
of
dollars
in
training,
because
people
were
coming
here
getting
trained
and
then
three
four
years
they're
leaving
they're
leaving
and
going
back
where
they
came
from
which
you
know
you
can
understand
that
that's
where
their
family
is
they
come
here.
They
have
to
live
here.
Yup,
I'm
going
to
move
here,
I'm
going
to
run
an
apartment
and
then
they
stay
a
couple
years
and
they
pack
their
bags
and
leave.
L
That's
just
a
reality
of
you
know
what
we're
dealing
with.
Obviously,
we
have
to
attract
more
people
and
right
now
is
a
very
poor
time.
I
don't
have
to
tell
you
that
nicole
trying
to
get
the
black
community
those
people
in
the
schools,
you
know
we're
recruiting
every
day
with
those
sros
there's
such
a
you
know.
All
we
get
is
good
feedback
from
the
school
and
the
students
that
their
relationship
with
those
sro.
So
I
think,
there's
you
know
we
are
starting
at
the
younger
age
you're
in
the
middle
schools.
L
But
once
again
now
the
perception
is,
you
know
the
last
test.
We're
gonna
have
another
one.
We
just
got
notified
short
notice.
The
state
always
has
in
september
it's
gonna
be
may
15th
starting
in
march
there's
a
a
four-week
period
and
that's
all
the
state
will
allow
us
to
sign
people
up,
and
so
that's
that's
tying
our
hands.
That's
not
our
decision.
That's
all
state
civil
service,
so
you
know
we're
trying,
but
right
now
it's
harder
than
ever
to
recruit
minorities,
as
you
can
imagine.
A
Nicole,
let's
allow
you
to
continue
speaking
there
and
then
once
you're
finished
up,
we
can
move
on
to
to
the
next
person.
G
To
folks
that
you
know,
if
change
is
something
that
we
need
to
make
right,
we
have
to
think
about
it
differently.
So
if
there
was
something
that
you
did
before
and
it
didn't
work,
what
can
be
tweaked
or
done
to
to
make
a
change
right,
there
might
be
an
incentive,
because,
again,
if
resources
was
a
concern
right,
we're
talking
about
new
money
to
invest
in
something
that
we
care
about,
whether
that's
adding
more
folks
to
the
people
of
color
and
diversifying
the
police
force.
G
If,
if
it's
training
our
officers
in
a
way
that
they
can
work
more
inclusively
with
communities
of
color
whatever
that
is,
there
is
something
that
was
not
done
before
or
not
considered,
and
we
have
to
do
that.
We
have
to
think
about
what
that
looks.
Like
you
know,
because
I
know
you
know
it's.
This
is
what
I
do
for
the
university.
It's
trying
it's
a
difficult
thing
to
get
people
to
come
and
stay
here
right
I
get
it.
G
I
I
I
really
really
do
right
and
but
you
have
to
think
about
it
differently
and
where
can
we
put
incentives
in
pla,
especially
when
there's
new
money
on
the
table?
So
you
know,
if
there's
new
money
on
the
table,
to
do
something
differently.
I'm
saying
we
have
to
think
a
little
more
strategically
about
how
to
do
it
differently.
So
those
are
the
things
to
keep
in
mind
as
we're
strategizing.
A
H
Hey
good
good
afternoon,
everyone,
I'm
just
so
thankful
to
be
a
part
of
this
steering
committee
and
I'm
part
of
the
sheriff's
department
studying
committee
as
well,
and
I've
sit
back
and
listen
to
timothy
to
what
they
have
to
see.
Groups
had
to
say,
and
what
each
and
every
everyone
is
proposing
and
saying.
H
I
want
to
go
back
to
the
diversity
thing,
because
I
knew
it
was
a
issue
and
it
was
a
concern
that
was
going
to
be
brought
up
again,
and
I
want
to
commend
officer,
davis
and
senate
bob
for
doing
such
an
awesome
job
and
the
limited
time
that
they
had
to
do
the
training.
It's
a
very
important
issue
and
concern
throughout
our
community,
especially
living
in
such
a
diverse
population.
H
Of
the
thing
that
comes
to
my
mind,
though,
is
about
the
training.
Is
the
training
that's
required
by
the
bingham
police
department
and
the
bloom
county
sheriff's
department,
annual
training,
that
is
a
requirement
and
that
training
that
is
identified
throughout
the
calendar
year.
I
was
still
seeking
some
answers
for
that
and
also
the
cultural
diversity
training
which
I
raised
up
a
long
time
ago
for
our
community.
H
Is
it
something
that's
mandatory
for
the
officers
to
attend,
because
my
my
thing
was?
I
brought
up
also
about
a
quota.
We
know
that
they
have
a
civil
service
exam
and
they
take
the
highest
score
from
that.
But,
back
in
the
day
when
I
started
working
for
the
state
of
new
york,
they
had
to
fill
a
quarter.
There
had
to
be
certain
amount
of
minorities
of
in
the
in
the
police
force
fire
department,
things
of
that
nature.
H
I
know
things
probably
have
changed
since
then,
but
the
other
thing
that
comes
to
my
mind
is
we
have
two
individuals
here:
officers,
sammy
davis
of
and
nicole
johnson-
that
are
very
qualified
and
capable
of
of
doing
the
cultural
diversity
training
and
they
can
identify
with
the
community
as
well
with
the
officers
in
our
community,
and
so
I
know
that
at
one
time
I
think
independent
independent
agencies
will
come
in
and
do
that
training,
but
doesn't
the
bpp
or
the
bloom
county,
sheriff's
department,
human
resource
or
personnel
department
have
that
requirement
in
their
training
to
do
the
training,
because,
even
if
we're
not
capable
of
hiring
more
minority
officers
or
females
or
people
transgenders
still,
our
officers
need
to
be
trained
on
how
to
deal
with
this
diverse
population,
and
that
seems
to
be
the
issue
right
now.
K
Sure,
mario,
the,
as
far
as
I
mean
your
your
question
is
focused
primarily
on
on
on
training
and
and
cultural
competency
yeah,
as
I
understand
it,
and-
and
I
think
when
we
met
as
part
of
the
the
pastors
group,
you
know-
that's
that's
something
that
you
have
you
know
always
maintained
is
a
priority
as
well,
and
so
I
think
what
we
have
you
know
what
we're
hearing
from
the
community
you
know
for
a
long
period
of
time
is
that
you
want
more
of
a
focus
on
this.
K
This
particular
area,
and
so
you
know
we
are,
we
are
supportive.
You
know
of
that.
It's
just
a
matter
of
of
how
do
we,
you
know,
come
up
with
the
best
ways
you
know
to
kind
of
you
know
implement.
You
know
all
of
this,
and
you
know
I
think
what
the
chief
and
I
have
maintained
you
know
from
the
very
beginning.
K
Is
that
we'll
make
the
resources
you
know
available
to
this,
but
you
know
we're
going
to
need
some
help
from
the
outside
on
you
know,
with
with
the
folks
that
are
more
on
the
front
lines
of
this,
you
know
what
are
some
of
the
the
either
the
specific
in
individuals
or
or
criteria.
That's
already
in
place
that
you
know
we'd
like
to
see
you
know
advanced
in
binghamton,
I
I
think
it's
a
if,
if
there's
a
silver
lining
to
it,
it's
that
you
know
normally.
K
The
challenge
is
the
other
way
around
where
you
know,
there's
not
enough
money
or
resources
to
implement
these
sorts
of
things.
Here,
we're
saying
you
know
we're
making
a
commitment
to
provide
those
sort
of
those
sort
of
tools
and
resources
to
be
available.
I
don't
know
if
that
that
helps.
You
know
shape
what
you
were.
You
know
the
the
the
question
that
you
had.
H
Yeah
it
did.
It
did
mayor
david,
and
I
appreciate
it.
Thank
you
so
much.
I
think
I
I
wanted
to
take
it
a
step
further,
because
I
I
see
here-
and
I
hear
here-
you
know
nicole,
johnson
and
also
sammy
davis
and
even
myself-
would
be
very
capable
and
qualified
to
come
in
and
do
some
cultural
diversity
training.
H
If
the
department
already
doesn't
have
that
set
up
whatever
for
the
state
of
new
york
in
the
personnel
department,
human
resources
was,
they
were
required
to
provide
that
training
automatically
annually
and
then
in
my
individual
department,
I
was
required
to
offer
specific
training
annually,
along
with
things
that
I
identified
throughout
the
calendar
year.
That
were
issues
that
I
feel
that
we
need
to
do
additional
training
as
well
of
and
I
think,
to
build
the
community
relationship
better
with
the
different
advocacy
groups
and
the
people
is
to
show
that
we're
working.
H
I'm
just
advocating,
because
nicole
knows
this
community
officer,
sammy
davis
knows
this
community.
These
people
are
very
passionate
and
I
think
it
would
build
some
trust.
You
know
with
the
community
and
the
police
forces.
So
I
think
that's
what
I'm
looking
for
is
that
is
this:
an
independent,
independent
agencies
that
you're
you're
calling
in
to
come
and
do
these
services
that
don't
really
probably
know
too
much
about
our
community
as
well
as
the
individuals
that
we
got
on
these
committees
that
live
here.
K
K
The
state
sets
some
standards
that
all
municipalities
have
to
follow
with
regards
to
training
and
that's,
I
think
what
sam
and
bob
are
talking
about
with
regards
to
x
amount
of
hours
per
year
on
a
specific
topic,
so
that
there's
some
standards
that
are
set
for
training
you
know
across
across
the
state
and
those
are
typically
done
through
in-service
training,
or
there
are
things
that
are
done
at
the
at
the
police
academy
and
and
then
there's
another
layer.
That's
separate
from
that
about.
K
You
know:
diversity,
training
in
general,
sometimes
that's
done
through
in-service,
sometimes
there's
the
option
of
bringing
individuals
out
from
the
outside,
and
I
think
you
know
what
what
nicole
is
saying
is
that
her?
The
lens
is,
it's.
You
know
it's
important
to
bring
in
people
from
the
outside
and
not
having
the
police
train
the
police
on
on
certain
areas
where
we're
looking
to
make
improvement,
and
what
you're
saying
is
that
there
are
several
local
individuals.
You
know
as
well
that
have
experience
in
this
area.
K
I
think
that's
a
valid
point
and
we
should
be
looking
to
flesh
that
out
as
part
of
the
the
broader
plan
which
also
can
include
bringing
you
know.
Someone
in
from
the
outside,
as
nicole
has
indicated
that
really
focuses
on.
You
know,
analytics
and
has
experiences
with.
You
know
different.
You
know,
departments
large
and
smaller-
focuses
on
this,
not
just
with
police
departments
but
with
institutions
in
general.
So
I
think
there's
a
lot
of
things
that
we
could.
We
could
do.
A
Thank
you,
pastor
williams.
Thank
you
before
we
get
to
deb
hogan.
The
other
thing
you
brought
up
a
pastor
is
regarding
the
city
being
able
to
deviate
from
state
civil
service
that
that
it's
not
something
that
we
can
do.
A
city
such
as
syracuse
for
the
last
40
years,
has
had
what's
called
a
consent
decree
from
the
u.s
department
of
justice,
which
allows
them
to
hire
not
based
on
certain
civil
service
rules,
but
that
was
something
that
was
put
in
place
based
on
potentially
discriminatory
discriminatory
practices
of
the
past
deborah.
A
If
you'd
like
to
unmute
yourself,
the
floor
is
yours,.
A
A
A
Yep
we
might
have
lost
councilman
burns,
so
why
don't
we
go
to
mike
baker.
C
Jared
hold
on
one
second,
my
apologies
mike
listen.
I
I
have
to
go.
This
is
ran
a
little
bit
longer
than
I
anticipated.
All
I
can
say
is
nicole
bishop
williams.
If
in
the
future,
if
you
want
to
organize
something
for
our
training
together,
I'm
all
about
it,
I'm
all
about
it.
So
I'm
willing
to
work
with
you
so
just
reach
out.
Thank
you
very
much.
I
hope
everybody
asked
me
what
they
would
like
to
listen
we're
all
in
this
together.
So
I'm
always
supportive.
K
Everybody
thank
you
sam,
but
jared.
Let's,
let's
stay
on,
let's
keep
bob
there
at
least
if
councilman
burns
asks
something
that
we're
able
to
answer.
Let's
make
sure
that
we
do
that
and
if
mike
baker,
you
know
is
able
to
ask
a
question
as
well.
If
bob
or
the
chief
or
myself,
you
know,
just
let's
at
least
make
sure
that
people
have
a
chance
to
ask
the
questions
and
if
not,
if
we
don't
have
the
information,
we
can
make
sure
that
we
provide
it
to
them.
J
Yeah
hi,
I
just
well,
you
know
thank
you
both
of
the
our
folks
for
being
there,
I'm
just
wondering
they
said
they
liked
the
county
plan
and
I'm
just
wondering
what
it
is
that
was
there
any
major
change
that
they
liked.
What
did
they
like
about
the
plan
from
the
county?
M
M
A
Okay
and
mike,
if
you
want
to
roll
into
your
comment
or
question.
M
K
Much
much
of
our
hands
are
tied
and
I
mean
you
know
chief
zukowski.
If
can
elaborate,
I
think
on
what
our
process
is,
because
it's
not
just.
Obviously
you
know
what
we
hire
off
the
civil
service
test.
There's
you
know
an
agility
test,
a
psychological
test,
there's
a
a
very
in-depth
process
that
you
know,
police
administration
does
to
interview
every
single
candidate
and
then
once
that
process
is
done.
You
know
it
comes
up
to
the
mayor's
office
and
I
will
interview
those
same
candidates
independently
of
police
administration.
K
You
know,
because
I
have
a
you
know,
a
different
lens
that
you
know
I
look
through
and
things
that
I
want
to
convey
to
the
recruits
as
well,
but
I
think
that
you
know
in
general,
people
have
a
perception
that,
whether
it's
the
mayor,
the
chief
or
the
city,
you
can
just
hire
whomever
you
want
to
hire
for
a
police
officer
firefighter
and
a
whole
host
of
other
positions
at
city
hall,
and
if,
if
that
apartments,
you
know,
aren't
reflective
of
the
diversity
of
the
community,
it's
because
the
person
at
the
top
you
know
makes
it
that
way
and
chooses
not
to
you
know,
hire
and,
of
course,
nothing
could
be
further
from
from
the
truth
on
that
we
have
a
civil
service
test,
the
same
that
the
county
has
and
for
every
open
position.
K
You
have
to
look
at
the
top
three
highest
scores
and
we
recognize
that
there
are
barriers
in
that
civil
service
process
that
exists,
and
so
what
we've
done
is
to
try
to,
for
lack
of
a
better
description,
come
up
with
workarounds
to
increase
diversity.
You
know
gender
diversity,
ethnic
diversity,
you
know
et
cetera
and
and
some
of
the
things
we've
outlined
you
know
earlier
today
it
is
a.
It
is
a
challenge
that
exists
for
police
departments.
You
know
across
the
nation
a
lot
of
us,
don't
like
the
fact
that
our
hands
are
tied.
K
I'd
like
there
to
be
more
of
a
residency
requirement
than
there
is
currently
right
now
I
mean
whether
it's
you
know
of
the
police
department
or
anybody
that
has
to
work
for
a
municipality
for
a
whole
host
of
reasons,
but
a
lot
of
this
is
dictated
by
new
york,
state
civil
service
law
and
the
city
you
know
could
be
held
in
in
violation.
If
we,
you
know
just
do
whatever
we
want
to
do
so.
K
You
know
that
being
said,
that's
where
we
have
to
want
to
just
acknowledge
the
reality
of
how
the
process
works
at
the
state
level
and
then
have
some
conversations
about
what
do
we
do
about
it?
How
do
we
increase
recruitment?
How
do
we
go
about
making
the
department?
You
know
more
diverse
because,
as
I
said,
you
know
that
is
a
common
goal
of
people
inside
and
outside
of
city
hall,
and
you
will
not
hear
anyone
at
any
level
disagree
with
that.
M
Just
a
follow-up
question
for
perhaps
officer
bob
charpinski,
I
made
our
office
go
through
regular
implicit
bias,
training
and
I've
gotten
very
close
with
myrna
santiago,
who
teaches
on
that
whose
husband
is
an
nypd
sergeant,
and
I
asked
her
about
if
she'd
be
willing
to
do
any
any
trainings
up
here
and
she'd
indicated
to
me
that
either
through
dcjs
is
that
certain
trainers
are
contracted
to
do
the
training
is.
I
know
that
came
up
with
ms
johnson
about
bringing
in
different
people.
M
B
If
you're
looking
to
get
specific
certification
for
your
individuals,
then
they
will
have
to
be
a
new
york
state
dcgs
certified
instructor
in
that
topic
right
there,
but
as
far
as,
if
you
want
to
bring
him
in
from
an
outside
outside
the
agency
to
your
department,
you
can
that's
something
that
we've
talked
with
the
chief
in
the
mayor
about
bringing
that
individual
on
up
here.
B
M
L
Mike
I'll
jump
mike
jump
in
there,
we've
had
correct
me,
bob
we
you're
training
and
somebody's
training.
Correct,
yes,
sir.
What
she's
talking
about
mike
is
that
the
state
will
bring
on
contract
with
experts
such
as
she
is.
I
I'm
not.
I
don't
know
who
she
is,
but
then
they
will
hold
a
big
training
session
offered
to
the
local
police
departments
and
what
they
call
is
train
the
trainer
a
lot
of
it.
So
we
have,
I
don't
know
bob's
a
two
or
four
implicit
bias,
trainers
certified.
They
train
other
officers.
L
So,
okay,
they
they
contract
with
individuals
in
that
expertise
to
provide
the
training
to
all
the
municipals
right
now.
So
it's
webinars,
you
know
with
all
the
zoom
is
covered
yeah
other
times,
there's
there's
campuses
where
there's
200
people
there
so
she's
probably
contracted
with
the
state.
The
training
bob
got
mighty
very
well
got
from
her,
and
they
they
push
it
out
to
the
local
departments.
L
A
I
Thank
you
for
the
opportunity.
As
most
of
you
know,
I'm
a
center
city
resident
in
the
mid
1990s,
which
was
under.
I
My
neighborhood
was
ravished
with
drugs
and
prostitution.
What
I
learned
and
was
reached
out
was
michelle
berry,
who
was
then
employed
in
the
mayor's
office
and
invited
me
to
attend
the
citizens
police
academy.
I
cannot
tell
you
as
a
resident
how
beneficial
that
was
now
for
circumstances
because
of
the
renovations
and
that
at
city
hall,
lieutenant
bidwell
just
made
the
presentation
to
our
community
development
advisory
commission
that
they're
looking
to
re-institute
that
correctly,
because
what
that
allowed
me
to
do
is
to
be
a
student
not
only
of
city
hall,
of
the
police
department.
I
I
But
I
was
so
encouraged
and
I
would
really
encourage
my
fellow
steering
committee
member
nicole
once
that
becomes
available.
Please
take
advantage
of
that.
It
was
absolutely
crucial
again
under
marabucci,
had
the
opportunity
to
bring
almost
a
million
dollar
grant
through
the
department
of
justice
under
the
center
city
whedon
seed
initiative.
We
had
some
of
those
same
discussions
and
I
really
encourage
us
to
dust
off
the
booklets
and
the
materials
that
we
had.
One
of
the
things
was
creating
mentorships
for
young
people
who
were
interested
in
in
taking
the
civil
service
exam.
I
I
So
that's
just
speaking
from
a
residential
perspective,
a
person
who
has
taken
the
citizen
police
academy
many
times
as
lieutenant
church
can
attest
to
and
also
doing
those
right
alongs
when
you're
in
the
police,
car
and
you're
in
essence
cruising
the
streets,
you
may
have
a
traffic
stop.
Some
other
classmates
had
more
interesting
evenings,
as
they
would
say,
but
it
allowed
us
to
almost
in
essence,
walk
in
their
shoes
for
that
three
to
four
hours
and
understand
what
it
takes
to
be
an
officer
on
our
streets.
I
I
think
we
are
asking
for
change,
but
we
also
need
to
be
students
and
and
learn
about
our
department
and
to
be
able
to
participate,
though
just
wanted
to
say
thank
you
and
just
maybe
a
lieutenant
goodwill
if
you
want
to
do
a
plug
for
the
the
academy
coming
up,
I
think
this
committee
would
be
well
served
by
that.
Thank
you.
A
Thank
you
deb
we're
at
about
hour
and
45
minutes
here.
I
don't
know
if
anyone
has
any
final
questions
for
training
officer
charpinski.
A
As
has
been
stated
before,
this
video
will
be
uploaded
to
the
city's
youtube
channel.
Bob
was
certainly
copied
in
on
some
of
the
correspondence
from
before.
So,
if
anything
comes
up,
we
can
you
can
answer
any
questions
if
there's
specifics
that
you'd
like
to
share
with
them
as
a
reminder
we're
having
a
collaborative
stakeholder
meeting
at
6
30
wednesday
evening,
that's
tomorrow,
night
at
6,
30.
A
everyone's
received
the
zoom
invite
mayor
david
will
be
going
over
some
next
steps
in
the
short
term
and
medium
term
as
part
of
the
collaborative,
and
we
look
forward
to
seeing
everyone
there
bob.
Thank
you
so
much
for
your
your
time
today
and
certainly
we'll
pass
it
along
to
sam
davis
as
well.