City of Bloomington, Indiana Board of Public Safety, 21 Oct 2020

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From YouTube: Bloomington Board of Public Safety, October 21, 2020

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meeting agenda: https://bloomington.in.gov/onboard/meetingFiles/download?meetingFile_id=7766

A

um We have luis fuentes, roar, mcqueen, reese and susan yoon present. uh The first thing.

A

We will do is approve the minutes from the september 16th meeting. Can I get a motion.

B

So moved that we approved the minutes.

C

A

uh Okay, all those in favor of approving the minute say I oh, are we gonna go by we'll go by roll.

D

Yeah I can take that roll call vote for you if you would like. Yes, please, okay, uh luis, yes, susan.

D

Yes, okay, then no members, abstain and and no members.

A

Been refused, or I don't know what the word I'm trying to get to is deny, I guess um so motion.

A

Passes the minutes pass and then we will move on to fire department business. The report on monthly.

A

Statistics and training all right. Thank you. So for monthly statistics, um we are at a normal.

E

Call volume, or still below our annual averages, um the biggest difference is also iu. If you can.

E

See on the second chart with iu's numbers, they are at an all-time low, even with students being.

E

Back in town, we do have a few thoughts that some of it might have a little bit to do with.

E

Iu being kind of downgraded in what they're doing, but they've also have some of their dorms shut.

E

Down and some of those things have been moved off campus so that might equate for some of those, but.

E

uh We're actually on track to be not necessarily a record low but much lower than our overall. We as.

E

A couple you may know we have been extremely busy in the past month, so some of our major incidents.

E

That we've had we had a mutual aid for monroe fire protection district. It was the five homes on.

E

Wiccans um we did send three crews, three full-size crews out plus, uh you know eventually chiefs and.

E

A couple others went out to assist, but what it turned into was a very good operation. In fact,.

E

That's one of our little letters of accommodation. There was also an old warehouse on west allen.

E

Originally the fire was reported as potentially catalan or the budweiser plant. We don't want to.

E

See any loss, but the old warehouse that is across from those is much better than one.

E

Of those major manufacturing plants being fully involved, that fire was well well on its way to.

E

Being started before we got there, it was put out investigated and I also listed a cpr save with bpd.

E

One of our crew members pointed out that it was a group activity that all of us came together, but.

E

It all worked out well, um and I just wanted to recognize not only our crew, uh it was, I believe,.

E

Engine one on gold shift, but it was also um gabby espinoza. That is correct, right. Scott.

E

I know it's gabby uh esquivel, I think. Actually there we go, uh but gabby was the officer that.

E

Was on scene with that cpr save for our response times, uh we have come down just a little bit, we're.

E

At 82 percent on uh within four minutes and 97 within eight minutes, um I do want to point out.

E

To the board that we're in a process of reviewing the consultant findings and we're starting to do.

E

Some more internal audits on some of the aspects of our response times that we have control over.

E

To try to get ourselves in with her, I think, you're frozen. We should screenshot right now.

C

Oh, I think, is that him trying to get back in yes, we're working on it. Okay,.

F

E

I apologize, I think I got cut off from the internet.

E

Lovely stable internet here in bloomington- um I don't know what the last thing you heard was.

E

But we are digging into our response times and seeing if there's anything left.

E

From our side or from our crew performance that could change getting us closer.

E

To those goals for prevention and public engagement, covit is still fully in effect,.

E

As far as protocols and our engagements have suffered drastically this year, this is not a.

E

Surprise, but we told you that there was no way we would get anywhere near our annual goals on this.

E

So, as you can see from that part, we are well behind any of our previous years performance on.

E

Those what we have worked on is internalizing and creating some online type content.

E

Which is much harder to track the engagement statistics on, but we are looking to evolve and.

E

Become a little bit better in the world of social distancing for training, we have a another decline.

E

This month, I want to point out that when you average, all of them together we're on track, we.

E

Went way above and we're also in kind of the time of the year where people are trying to take off.

E

Down several positions, as of today we're down four, but we also have several on light duty, which is.

E

Attributing some of those lost hours, but we are still on track right now to meet our annual goal.

E

So, even though it's below the red line, it's not something we're worried about unless the next.

E

Month's is also below the line, and then that is it for statistics. um I had one question about that.

A

Fire on wiccans wasn't that like five houses, yes, um so three houses were considered a total loss.

E

And bloomington fire we ended up having to send both aerials. Basically, we call bookends. We set.

E

Up the large arrows on both ends kept the fire kind of pushed to the parts that were already.

E

Burnt and then saved the other two houses on the out edges that were starting to get themselves.

E

Involved in it is that because the houses are built so close together I mean it just seems.

A

Like um there's a lot of factors, uh you know the how close they are, the construction materials that.

E

They're made out of you know how long the fire burns before we get there. The amount of water and.

E

Capacity that you have um and- and I do do want to point out that you know we had to put thousands of.

E

Gallons per minute to be able to contain that fire, uh which is what those aerials are very good for,.

A

And and that's still being investigated, um I haven't really followed up a whole lot with it.

E

um It's not in our jurisdiction and really okay, so it is, it is outside. They requested our help.

E

To come in, oh, I didn't know that was outside your area. Definitely it's not within city.

E

Limits um you know for full clarity, it wasn't an area intended for annexation, but it's not.

E

Within city limits- and it's not our jurisdiction, we arrived and helped them at their request.

A

Okay, um letters of appreciation commendation, so we have a few here, um one in the world of.

E

Covid we've had very few visitors when we do get visitors. We take a lot of uh you know. Precautions.

E

To try to still show the fire trucks this one. It was written to myself and chief washel.

E

About corey blackwell he's a firefighter with us and he did a really great job.

F

Engaging with them- and you know showing them the fire truck and maintaining covet protocols, so.

E

The other one is from chief dustin dillard, and it is in reference to the wicked street.

E

Fire, basically just you know, thanking all the crews that were there that helped them that day.

A

Okay, general business um for general business, I'm going to turn that over for cheap and then I don't.

E

Know if we wanted to talk about the hiring process, I think it's its own bullet as far as approving.

E

The list, but if we want to talk about that during the personnel side, I'd be more than happy to.

G

um I don't, is it a separate issue, it's not listed separately on the agenda. Is it okay? You.

F

Can handle it in general business then? Okay, okay! um Well, then, if it's okay, you want it in general,.

E

Business then I'll go into our hiring process and the list which we are asking for an approval on.

E

So every other year we solicit applications for firefighters. We have done a lot of.

E

Work in the past two processes to try to increase diversity within our department.

E

Which really boils down to doing a better job of recruitment. So two uh two processes ago.

E

It was in 2016 two minority applicants, and that was one female and one person of color.

E

The last application process, uh the very beginning, was around a 22 diversity profile and in this.

E

Particular process we had 217 applicants with around a 16 diversity profile. We did have our.

E

Highest application of african-american males and hispanic and latino males that we've ever seen.

E

So we we do attest that a lot to the recruiting that we've been trying to do.

E

In the document that I provided kind of the diversity profile breakdown, you can see kind.

E

Of the stages, so we get applications, they have to take a written test and then we do.

E

A panel interview and then from there that they make it onto our list, which we bring to you for.

E

Approval so from the beginning, to the end we saw what we normally see, which is about 50 percent.

E

Did not even show up to take the test, so we lost quite a bit of not only all applicants but of some.

E

Of our diversity within the applicant pool, we lost it just by not showing up to take the test.

E

Final breakdown of the 83 candidates that we're bringing forward to you for approval.

E

And again, this is this is how the fire department we maintain a ready list so that we don't have to.

E

Go through a hiring process. Every time we have the vacancies, we can pull from this list. That.

E

You approve, and then we break our list down into three tiers tier one is the top ninety.

E

Percent score- and this is actually the best that we've ever seen in the diversity breakdown.

E

uh It's around thirty seven percent um and there are no females on this, but they are.

E

A lot of people of color on that, so that is their written test score with their interview score.

E

Straight scores right across number: one score is number one on the list and so on so forth,.

E

Tier two is where our first female candidate ranked she is in the top end of tier two.

E

And then the tier three uh you can see the diversity breakdown is that, but what we are very.

E

Impressed with is that we started out with about 16 percent. We ended up with close to 16, so that.

E

Means that you know throughout the entire process, we feel that it was very fair. We had just as many.

E

White candidates that were excluded as minority candidates, the testing process.

E

This year went very smoothly. In fact, we only had three people fail, which has never happened before.

E

um And then, in the interview panel, I think we only weeded out 14 people that were just.

E

Not ready to be firefighters, yet with that the list is there broken down into the three tiers.

E

On the public uh facing side of this list, it is published by candidate id number and rank. uh We do.

E

That, for a lot of reasons, all of our candidates have their id, so they know where they're going.

E

To rank on this list, but we don't want other employers or other issues coming up from their.

E

Names being published without their consent, so with that, I respectfully request that we approve.

E

This list and that it is good for two years and I'm happy to answer any questions you have on it.

C

Before we make the motion, I want to applaud the work of bringing in minority candidates.

C

I think that's um I'm really really really impressed with that and I and.

C

It can only get better so good job kudos to that.

B

Chief, can I ask you a question, so you said from the 217: am I reading that correctly.

B

The total applicants to 105 that's people who didn't show up to take the test is that correct.

E

So the 105 is who showed up to take the test. So we lost uh the 112 applicants that never even.

E

Showed up to even take the test, and that test is I'm remembering our conversation. That test is part.

B

Of the final score, the only part of it is that correct. That is correct, but you have to complete.

E

All portions, you can't just say I'm not going to take the test and then show up for the interview.

E

It is a step-by-step process with a lot of communication that goes out to the.

E

Candidates to keep them aware, and we had a lot of people that did not show, which is about normal.

E

The last process we had 340 applicants and only about 200, showed up the tests and then, if I may.

B

Ask you, then you said from the inner from the test and you do the interview and then you match those.

B

Together is that is that how you come with a score? Those two, those two prongs you get.

B

The interview and the test together, then you get the ranking. Is that right.

E

That is correct and then, by this board's approval there are state statute.

E

um Preference points so they're very small preference points for um being a military veteran.

E

uh For being a line of duty death, you know the child of aligning duty, death, firefighter or police.

E

Officer or if you've been laid off- and we also add preference points if they live in the city or in.

E

The county- and these are very small, so it's in a grand scheme of almost I think it's around 500.

E

Total points it's only one or two points is added for having a preference. So it's allow it's enough.

E

To allow a candidate to maybe move up, one one slot or down one slot based on those preferences.

E

And and candidates get scores based on the answers to your questions. Is that and you basically just.

B

Score them, did you say one to five or something I can remember yes, uh so we.

E

Have a panel interview, so it's five or six members of our department. The panel this year consisted of.

E

Two female firefighters, an african-american firefighter and then the rest were white.

E

Males so our our panel was 50 diversity as well, and they have a series of 12 questions.

E

That they rank a candidate on a scale of 1 to 5 for each question. And then we go through and.

E

Take all of their scores as a as a group, and then that is their their master score.

E

By doing the panel, we also look for issues where somebody is way out of the realm. So if they're.

E

More than a standard deviation out of the norm score, and we we kind of question you know, is.

E

This a favoritism issue, like you, know this person and you really want to get hired or if you have.

E

An issue with that person: you don't want them um so, but those scores are, are criticized and then.

E

They're published as a straight raw score that gets added to the written test score. It's you know.

B

Trying to be difficult, but I one more question if I may so then anytime, I see tiers in rankings.

B

I get queasy. I've created enough people in my life to know that those things are fake.

B

And I'm not I'm not ascribing anything to you, I'm just telling you. I don't trust them. So I'm.

B

Wondering and it's not you please, please believe me so I'm wondering, could you give me a sense.

B

When you're asking questions in the interview, what kind of questions are you asking.

E

Yeah, so every question has been vetted by hr and legal, but a lot of them I'll give you an example.

E

We look for integrity, so we'll ask about a time.

E

That they either saw somebody doing something inappropriate. What did they do about it?.

E

We also asked them every process. In the past, two we've asked them about our core values. You know.

E

What does respect mean to you? What does integrity mean to you to what a service and excellence um so.

E

A lot of them are really kind of geared towards looking for people with teamwork and integrity.

E

And again, these are all well vetted and I do want to point out. The office of the mayor had.

E

Questions about the ranking and tiering and you know how do you? How do you do that? But we.

E

Are going to evaluate this process in the future, it's just very hard to categorize when you have.

E

Hundreds or hundreds of candidates, how do you, how do you pick from the top to the bottom.

E

And without some kind of scoring system we have, you know it gets into you're comparing candidates.

E

Against each other and your memory over five days of interviews, we're looking if there's a better.

E

Way of doing it, but as of right now, this is the cleanest way that we can somehow sort out from.

E

217 applicants down to the 83 that you're you're receiving as we think they would be good hires.

E

Okay, I have a lot more questions, but I won't take up your time. That's good enough! Thank you. Okay,.

A

um Louise, do you feel comfortable enough to make for us to approve this.

B

Yes, I'd like to move that we approve the list provided to us by chief jason, moore second.

A

Let me call you under the call yep all right, so I have um a motion by luis.

D

And a second from maquiba, uh so luis, yes, susan, yes, maquiba, yes, okay motion carries.

A

To allow that hiring list to be in effect for the next, I think we said two years.

C

In luis, I share the same concern as a dei person like oh okay, these tears, but.

A

um We I want to move on just I'll, come back to the purchases and some other personal issues, but we're.

A

Going to move on to the promotion, because maquiva has another meeting she may have to leave for so.

A

Let's try to get that um completed, so we can make the motion and have that done.

A

um So jason, do you want to talk a little bit about the promotion, the promotion of scott mitchell? Yes,.

E

Scott mitchell is actually an oddity within our department. um We go back many many years where.

E

The contract flipped and they were sergeants and then chauffeurs and back and forth. So he.

E

Is grandfathered as a chauffeur at the pay level, um but in 2017 we changed our contracts so that we.

E

Now have firefighters, chauffeurs and captains, not sergeants, um and his uh former chauffeur step down.

E

And buy our agreement with the union. That would put him on a promotion list and he is up for that.

E

um So scott mitchell has been driving the entire time since 2017 or before, um and this is really.

E

More of a formality to give him back his title, it doesn't even affect his pay at this point,.

E

And I respectfully request that you promote scott mitchell to the rank of chauffeur.

E

I believe it was effective on the 19th of this month.

A

Does anyone have any questions.

B

Very quickly, I know my queer, you have to go, but I.

B

Maybe it's a police department, but we've been getting some of these. Maybe it was you. I can't.

B

Remember, chief, these, you call them an oddity, but I seem to recollect people out of position.

B

And people with the wrong ranking and was it was it fire again last month I don't remember.

E

Yeah, so we do have some of these, the the former chauffeurs that we're asking to be promoted back.

E

To their their current rank when their their current chauffeur either leaves the department.

E

Or steps out scott mitchell is an oddity in the fact that he is already being paid at that level.

E

um And this was an agreement set forth with the city, several I'd almost say six or seven years ago.

E

So that's the only oddity about it, but we are almost out of what uh these grandfathered.

E

Chauffeurs that are left and what it was is the contract changed and some people did not.

E

Put that rank and more and more of them are giving up that rank or their retire.

E

On that spot vacant for the former people to regain that title and pay.

B

That was gonna, be my question: why can't we just do them all and be done with them, but.

B

You're saying there's not many left, god got it. Okay, I'm just wondering yeah, please feel.

C

Free to ask questions, um I'm not in a rush to hurry over. I have a follow-up question.

C

So what in between he, what was um what was mr mitchell doing before again? Can you say that.

C

One more time for me yeah so, prior to the 2017 contract, he was the full-time driver.

E

And that was a firefighter first class with the command appointment of chauffeur when we.

E

Changed the contract in 2017 chauffeur became the merited position that we have to bring to.

E

The board not a command appointment that is approved just by the chief.

E

um His sergeant was automatically made a chauffeur, and so now his sergeant has stepped away and said.

E

I do not want to drive the truck, I never want to drive the truck, and he has now asked us to.

E

Basically, demote him to firefighter first class. Scott mitchell has been the full-time driver. This.

E

Entire time- and he will regain the title for a job that he has been doing for multiple years.

C

Okay, so it was no previous situations with mr mitchell to demote him now we're promoting them.

C

Okay: okay nope. This is clearly kind of a cleanup item because of a contract change.

E

And it was going to be a grandfathering that took years to kind of finish the attrition on it.

A

And what's the effect of data to change again october 19th, okay, okay, will somebody make that.

A

Motion please I'd be happy to. I just want to make sure that I know he's being promoted to.

B

Show not chauffeur is it okay? I move that we promote scott mitchell.

B

To the renko chauffeur uh with the date of october 19 2020 second.

D

All right, um so I have a motion from luis and a second from maquiba um luis. Yes,.

D

Susan, yes, maquila, yes, okay, the promotion, we will move forward and we will go to um fire department.

A

Whether you have any, do you have other general business or was that finished believe? That's it.

E

For general business for us, okay, then, will you have any large expenditures coming up.

H

Yeah I'll take that um we have a. We have a couple that are of note approximately.

H

Twenty five thousand dollars uh you'll see that come through for a gear, extractor.

H

It's for fire gear. We currently have two. This is an 85 pound. Basically, what this is going to give.

H

Us the is the ability to follow enhanced cancer protocols and clean fire gear right after fires.

H

But it'll give us the ability to do that for all 34 shift personnel within just an hour.

H

So that's going to really enhance uh our operations and and being able to get that.

H

uh Those the ppe back in place, uh if in case we have another fire um and then you're gonna, see.

H

Approximately 35 000 uh for a new administrative vehicle um that we, that is now chief moore's.

H

um And he's he is uh currently utilizing that so those are the two that I have right now of note.

A

Okay, okay, any other personnel issues. uh The only thing we have is um we have three on light duty.

H

We have three on light duty and uh we have four that are out currently sick.

H

I I do have one other uh of note that we just put engine one. uh Our new.

H

Fire engine at headquarters uh in service- and I believe, that's going to be around uh it's it's.

H

It took a little while to to get it in service, but it's going to be around. I think you guys.

H

Are going to see about 561 000, so that's another one that uh just a little little purchase. So, okay.

E

As far as personal issues, I do have one we issued chief discipline. I believe it was yesterday.

E

It was a 24-hour suspension for conduct unbecoming with a long list of other issues.

E

That employee dan emerick has already requested an appeal, so you will get a request for an.

E

Executive session and the appeal process going through the administrative hearings so.

E

Well um so they're, not a it's, not a it's a it's! A review.

F

And it doesn't necessarily have to be a hearing. It just needs to be a review by the board.

F

To either uphold the decision or just overturn it and there's no fine tuning of it, it's either.

F

Accepted in whole or rejected in whole, so that's that's. The process we'll be facing.

E

Okay, thank you. Chris.

B

B

If I make this and then if we uphold then there's a hearing, is that how it works.

F

Now, what's going to happen, is the board can review the decision made by the chief and it.

F

Can be done either in a full hearing or just a review, and if you uphold it, that's the end.

F

It's upheld in its entirety, as as the chief has recommended for discipline or.

F

Has the discipline that's been turned in um or it's just overturned in its entirety and it's over.

B

Okay, thank you. Okay, we'll move on to the certification of the payroll.

A

From the chiefs it is correct and it is correct from us as well. Okay,.

A

um Then we'll move to police department business, the report on monthly statistics and training.

I

uh Good evening, um starting with calls for service for september, we were at 39.96.

I

Which is a decrease from last year, at the same time as of most of our months, a lot of that is.

I

Covert related, as you look toward the nuisance, calls for service you'll see the breakdown there.

I

Noise 55 disturbances at 28 percent vandalism's at 10, panhandling and drunk of course, are the.

I

Lesser ones included in that pie chart as you move on to some of the other categories.

I

Crimes against persons went up this month from 96 this time last year to 103 326 crimes against.

I

Property again, that category is up this month slightly crimes against society is up again.

I

But again slightly we're talking about their difference of only five.

I

Events as our traffic accidents up slightly that's the difference of 13 events to 107.

I

For last month, as we continue looking at that, our aggregated assaults made up.

I

A substantial portion of the rise in crimes against persons they went from 32 to 39.. We.

I

Unfortunately, did have one homicide in september that we worked. Intimidations actually fell from.

I

Nine to five and sex offenses from seven to five, simple assault did rise, but again only by.

I

Five, so it shows a non-significant increase in terms of numbers as a whole.

I

As you continue through, we excuse me as we continue through those things you will see.

I

That most of this remained consistent month to month, as it has year to year, although we are down.

I

Somewhat this year in each category from last year, at the same period of time again, basically due to.

I

The covid pandemic and some of the restrictions for a month last month, our arrests fell from 234.

I

At the same time, last year to 138 this year, juvenile referrals from 16 last year to 10 this.

I

Year and as we continue through, domestic violence, cases fell from 48 down to 44.. This is a hate.

I

Crime reporting period, however, the data is not yet compiled, so we'll have that for you next month,.

I

September ended that period, but again we haven't got everything completely compiled, so those are.

I

Basically, the crime statistics for this month, I wondered if we would see more domestic violence.

A

um And I'd be kind of surprised, it goes up and down and again um it is a cyclical thing where.

I

It seems like we'll see a lot of it one day and the next day you don't see much.

I

So it's almost day to day and then the totals of course at the end of month, come out as to what.

I

They are a lot of disturbance, runs that may or may not sometimes be domestic disturbances that are.

I

Can't be qualified necessarily as domestic disturbance, but it's still a disturbance run.

I

Overall, that that we take and have to deal with, so you may have a little bit of those factors back.

I

And forth the domestic violence. Arrests are what basically categorizes as a domestic disturbance.

A

Arrested, it's not, it doesn't go into your stat. No, it does but again those.

I

Are the ones you can say absolutely or domestic violence, the other sometimes.

I

It could, or could be depending upon what people will tell you. Their relationship is okay,.

B

Quick question on on that point: on domestic violence: what role does the social worker play.

B

And calls and you call them domestic disturbances, and I I wonder those cases seem ready made.

B

At some point for a social worker to step in and help and and do what he she they do.

I

Right and a lot of them are sorry. I interrupted me too no go ahead, go ahead.

I

A lot of them already made she comes behind um after the event is concluded, or at least.

I

The initial police response is concluded um able to offer services able to offer advice.

I

More along the lines of a wrap around as it were, where she can talk, you know the the victim as it.

I

Were through the services they're available to them, sometimes talking the assailant through.

I

Services are available to them as well. Provide outlets provide some counseling services and again.

I

After the law enforcement action is done, there was a gap and that gap is what we're addressing and.

I

She does a phenomenal job working with these folks and bringing a lot of things to light for them.

I

That are either services available. They didn't realize and or were things that were going on.

I

Within the case that they also didn't realize that she's able to bring a little more clarity to.

I

And a lot of times just having someone to talk to that's not really in the realm of.

I

That disturbance they weren't present there. You know- and this is just an outlet for folks.

B

I'm asking because I know you know that social workers have become.

B

Piece pieces of this policing puzzle that that people are thinking about sure and I don't really.

B

Know I've met her, we've talked to her, but I don't really know what she does like. I don't. I don't.

B

I mean, I guess what she does and I was talking either to chief decough or to the mayor. I can't.

B

Remember to somebody who said you know you could probably must have been chief dekov, who said he.

B

Would be willing to bring her back to the board, so we can talk to her. I think it was him. Oh certainly,.

I

She's, a very engaging person, incredibly intelligent, incredibly intuitive, and she.

I

Quite bluntly: has fit seamlessly with our operations and really added a lot to it.

I

Later in the general business I'll talk to you a little bit about some of the approved.

I

Personnel for next year and there'll be two more social workers that come online to even further.

I

Those efforts I mean one person can only go so far: she's very busy she's constantly out doing.

I

Things or constantly out helping the officers on calls or again kind of going behind them.

I

To provide wraparound to make sure that person is cared for in the long run. Because, as you very well.

I

Know it's a very daunting system in the justice world. You know you're going from the police to.

I

The prosecutor to you know wherever you go within that and a lot of times, people are just simply.

I

I don't say lost, but she wants to make sure that no one falls through the cracks where.

I

They've got questions that they don't know their turn to f for answers and she's able to do that.

B

The reason I ask my final point is that I know people have come to me and said, and I've seen.

B

Proposals to remove the social workers from the police department and to have them be independent.

B

Under another umbrella- and I don't- I don't know what that means like I'm not sure but I'd love to.

B

Know and I'd like to know your views, of course not here, but sometimes I like to know her views and I.

B

I I'm thinking through what other people have told me, people who feel strongly that social workers.

B

Should not be under police departments? Of course that's not my call our call at all and again.

I

Later in the the meeting, there's actually a commendation that she played a very large part in.

I

uh Her and one of the downtown resource officers effectively intervened at probably the last.

I

Possible moment that we could reach out and save somebody or very close to it, probably within days.

I

And they were able to be that safety net as a team, my personal feeling and I'll just say this and.

I

I'll you know direct you to the chief for further comment from the department is, it is an integral.

I

Part of what we do now um with the police social worker, she is able to provide a a huge dimension.

I

That, quite frankly, I don't think any of us even thought about when she first came aboard, I'm not.

I

Sure that she did either but working together, it is really building a fantastic system of.

I

Services that we're able to offer now that, frankly five years ago, would not.

I

Have been possible and if we remove them from the department, it won't be possible again. Thank you.

I

Okay, so moving on to training, if we're good with that um training hours, this.

I

Month were one thousand two hundred and ten. Some of the highlights then, were human.

I

Human dynamics and performance during use of forts incidents, uh basic hostage negotiation.

I

Course, mental health first aid, then, of course, the monthly cert and cdu training.

I

Community engagement this month, much like the fire department. We are way down on these just because.

I

Of cove precautions that we've all taken down to three events with 3.4 hours with six officers.

I

Involved in that again, not what we want to see, but it's what we can do at this point. We have.

I

Tried a whole lot of virtual things in individual things, so it's it's down not where we want to be.

I

But that's where we're kind of at at this point: um no real community events upcoming they'll, be.

I

Announced again we're kind of picking our way through what we can manage to do and do safely.

I

Back in line with the police, social worker, some of her stats this month, she had 30 referrals.

I

She had 189 police contacts or police social worker contacts, some of the highlights there. She.

I

Assisted family with mental health services and navigating the guardianship process.

I

For their father, um a matter of fact, she received flowers and candy uh her an officer that helped.

I

The family work through that she assisted a client with advocating for disability support services.

I

Through the college classes and it assisted an uncle who recently lost his nephew with.

I

Net navigating payment for the for the funeral and uh other end-of-life issues that came up.

I

That had to be addressed. um Neighborhood resource specialist this month took 56 calls for service.

I

They did a lot of extra patrols as well. In addition, that did not count in here.

I

So they provided some visible presence in the neighborhoods and assisted the officers on a.

I

Number of different other events that are not solely their calls for service, but they were able.

I

To provide some traffic direction and they were able to provide some other things that freed up.

I

The uniformed officers to do other things at that point in time. So any questions about any of that.

B

Very quickly sure, just very quickly are they based at switch yard? I remember talking to.

B

You guys about switch when they were building the park, wasn't open yet are they there now.

B

They are, um they are based on a switch yard as the downtown resource officer program.

I

None of them spend an appreciable amount of time there, as you can well understand.

I

But yes, they are based out of there. Thank you.

A

Okay, letters of appreciation and commendation um there were, I believe, four of those uh forgive me.

I

I have to go to the phone here. um The first one um came from a couple of people, including.

I

Rabbi besser involving the dro and amy ramoser and involving our police, social worker.

I

I guess to kind of protect some of the privacy involved. They became aware of a person who had.

I

Needed some help they felt needed some help, but they weren't sure what was going on.

I

So we asked officer, ramoser and our social worker to go up to this address.

I

They found a lady in exceedingly declining health who had exhausted all of her finances.

I

She had lost her job, um had no telephone had very little food. I had very little.

I

Money left to her, I was experiencing significant physical ailment that was not being addressed.

I

To the point where she was horribly dehydrated and required hospital, immediate hospitalization.

I

um Matter of fact, they called an ambulance on the scene. Both their feelings were that she was.

I

Probably within several weeks of no longer being with us, depending upon what her condition could or.

I

Could not have been treated, um it was really reaching the end of her rope, but before they.

I

Left that call they were able to square any number of things they were able to get.

I

Her signed up for medicaid medicare, they were able to get her to the hospital they were able to get.

I

um Communications to her meaning they were able to secure a free phone for.

I

They were able to get her rent squared up, at least where she had some diversion.

I

In the rent, because she was about to be evicted um so in that three four hours.

I

Louise coming back to what you were talking about, why it's so integral for us to have those.

I

Police social workers with us, though, that officer and that social worker were able to.

I

I don't say swoop in, but that's the word that comes to mind swoop into this lady's life and.

I

For the most part, take care of ninety percent of her most immediate most life, endangering.

I

Most life-threatening issues because of the knowledge and how they work together. You know.

I

Somebody knew somebody who could do this. Somebody knew somebody who could do that and they started.

I

Recruiting people and within hours, her situation wasn't completely resolved, but her situation was.

I

A thousand percent better than it had been three hours before and it all started with leslie levin.

I

A wonderful young lady reaching out to us saying, hey, I think we have a problem. Could you guys check.

I

So these very specialized resources went there and found it and again, while a lot of people would.

I

Think why is the police department involved in that? For this exact reason, because the resources.

I

Are embedded with the police department, the knowledge is embedded with the police department.

I

And you know, I can't begin to tell you how what a great job these two did. They they really took.

I

Care of what had to happen right there um so moving on from that one, the next one down was.

I

um Captain pedego commending several of the officers uh responding to a call. He got a citizen.

I

Who had called in thanking officers for how they responded to.

I

A call for service, the dispatcher and the officers all um that's included there. We have a general.

I

Eyes to all of our wonderful police officers, thank you. Prayers and support from a person and.

I

I be honest with you. I cannot see the last one because of the way it comes up on my phone, but I.

I

Believe this was one from a visit to the police department, just a random visit where a young.

I

Family dropped by and one of the officers took time out of their day to show them around show.

I

Them the cars and it was really impressive to the people involved and to the children.

I

I

And that's it for that: um we'll move on to general business.

I

um General business um we have, we would like to cover with you guys both pillars: 5 and 6,.

I

Of the 21st century policing report before we get to that the chief who, unfortunately, could not be.

I

Here tonight wanted me to pass along that to make sure that you're aware that the budget passed.

I

So that in the very near future we will be seeking to employ.

I

Two additional police, social workers, two additional neighborhood resource officers.

I

Our neighborhood resource specialist, I'm sorry and one additional data analyst to help us with.

I

Again, data and information servicing um process uh the budget passed with a cap of 100 officers.

I

um And captain our captain, pedego who's with us tonight, will help us on the personnel side of it.

I

And then, if you're good with it we'll come back to the pillars, or would you like to do that now.

A

uh We can talk about the personnel part of it.

J

Okay, good evening uh we currently have. We currently have nine openings. We have uh for.

J

The capitol 105 we have 96 employees, I'm sorry sworn officers currently. um However, unfortunately.

J

We've got three they're in field training. uh We have two that are currently at the academy.

J

And we have four that are out on extended light duty, so uh that 96 drops pretty quickly.

J

um We had one that did test positive for covid a few weeks ago. However, he is recovered and he's.

J

Back to full duty, so that's good! We do have. We were notified this week that we do have three.

J

Officers that are in background investigations for other agencies and in looking at the fires.

J

List it looks like two of our officers are on made their list, one in tier one and one in tier two.

J

I do intend to have a hiring process in the near future. However, to be honest with you right now,.

J

um I'm unable to find a location to do the physical testing, which requires the use.

J

Basically of a track- or at least it would need to be somewhere where I could have measured distances.

J

For the physical testing, none of the schools in our area are allowing anyone outside in due to.

J

Covet restrictions, so I'm struggling right now to locate.

J

A place where I can actually hold the hiring process and then also for the.

J

Inside testing portions, to make sure that everyone is spaced appropriately.

J

We follow much along the same line as fire right now. I believe, when I counted yesterday, I had just.

J

Shy of 300 applicants since our previous hiring process. However, it's not uncommon to only have.

J

uh Anywhere from 50 to 60 maybe show up for the actual testing date so.

J

We are working on that. uh I and I did have a question for the board. If I may, I had sent a.

J

An email to board members requesting kind of some assistance. If you happen to know of anyone that.

J

That might be interested in joining the police department.

J

um I know, obviously, that a lot of you have several ties to boards and the university and things like.

J

That I wasn't sure if anyone had any success in finding any potential applicants or not.

A

Nobody came to my mind.

B

Can I ask you on that point first, thank you for sending that.

B

Is greatly appreciated, greatly appreciate it. The second point I sent it to some people and.

B

I haven't heard yet what is the timeline for for them to reach out and I'm assuming reach out to.

B

You that was my second question right. If I have a name, do I have them connect with you or the.

J

You're, certainly more than welcome to, I believe I think in the email that I sent you.

J

There was a link to our online application form, which provides me with their contact.

J

Information and we'll ensure that I send them an email when I actually announce the testing date.

J

In all honesty, right now, my testing date was set for november 21st, which is a saturday. It was going.

J

To be saturday morning, but I have to secure a location before I can actually finalize that so.

J

I've not shared that with anyone else as far as the actual uh date, because I I haven't finalized.

J

It yet, but I'm looking for about that third week of november. So then in reference to that.

B

Date, what is the timeline and how, if I were to hear from them, I'm assuming they? You need some.

B

Leg way, time from the moment, they apply to the time that the test happens. So when is the the.

B

Range of time when they they could get through the application process online to then be able.

B

To be tested or to be a part of the process, it's a it's a very very short. It's basically just a very.

J

General information that the online application is is only approximately eight questions.

J

Especially this contact information- that's not anything like our full application that they would.

J

Be required to provide later, uh to be honest with you I'll, take them right up until the day before.

J

um I just need we matter of fact: it's not uncommon, maybe to have one or two people that show up that.

J

For some reason or another, their names didn't even make it on the list and as long as they have a.

J

Valid government identification card and they meet the criteria for testing I'll, certainly let.

J

Them test, I don't want to turn anyone away. uh You know we want to make sure that we have the largest.

J

Pool to pull from that, we can so um yeah, really it. It would be nice if it were maybe.

J

By like wednesday or thursday of that week in november, just to kind of give us maybe a.

J

Better idea of who might come, but to be honest with you, it could be uh right up.

J

Until friday evening and I'd be more than happy to test them saturday morning, great thank you.

A

Anything else on personnel, uh no, I ryan believe. So we don't. uh We have no.

J

We have no uh discipline to report and I don't believe I have anything further.

A

Okay, then we can go back to the pillars. Okay,.

I

um Tonight we want to conclude our review with you, as the mayor has asked us to do.

I

A pillar five, which is training and education and pillar six, which is officer wellness and safety.

I

Up front for tonight, it's a fairly short process because most of the ones involved in both of these.

I

Pillars were directed at people other than the police department. They were directed at congress.

I

They were directed to department of justice, some outside training entities and academies which.

I

Doesn't necessarily relate completely to us, but there are some items that do, or at least that.

I

We've made progress in that we wanted to share when we initially authored the final report.

I

As you skip down to recommendation 5.2, the law enforcement agency should engage community members.

I

In the training process, um I think bpd alone has engaged a significant amount of of our citizens.

I

In the process, both through citizens academy, but also using the subject matter, experts that are.

I

Available to us in a wide variety of different things, from either indiana university from iu.

I

Health bloomington hospital from center stone from some of the other service providers that.

I

Our agency works so closely with every day. We have them come in and teach and train the officers they.

I

Offer guidance on policy guidance on programs, and I I think at least in my years of experience in.

I

The last five or six years that is very unique for a local police department to have so much.

I

Crossover with the different entities and, frankly we're. We are very gifted in the fact that we do.

I

Have so many you know, high-end entities available to us just a phone call that they're able to help.

I

Out as we skip down to recommendation 5-3 that law enforcement should provide leadership, training to.

I

All personnel through their career, beginning with the day they walk into the police department and.

I

All the way, up to your last day, you constantly have ongoing training, as it relates to leadership.

I

And to what the department holds as a standard, we send officers, you know in their very first stages.

I

To different programs to assure that they have the best well-rounded education moving forward. As you.

I

Move through your career, you go to different specialty training, as relates to leadership.

I

Whether that be an individual specialty that you're involved in or simply a.

I

Specialty of being a police officer, we expect you to go to certain things. As you become a senior.

I

Police officer we get into the senior police officer in charge program, which is basically.

I

Taking those senior officers and putting them in a more leadership role day to day and minute to.

I

Minute asking them to help run the shifts asking them to help take on responsibilities that an.

I

Officer first class wouldn't have field training. Officers, of course, have leadership every day that.

I

They have to exhibit as new sergeants. There is a series of special schools that you have to go to.

I

That we send folks to and make sure that they get the most well-rounded education.

I

uh Including all the way up to what's called police, executive leadership, academy or pella.

I

That all of our supervisors must graduate, which is a 160 hour course. It's a 30-day course that.

I

We send them to that is a competitive course at executive level that everyone from sargon.

I

Up in the in the department must go through that teaches a wide variety of leadership and.

I

Leadership skill sets and teaches you that there's different types of leadership.

I

And what leadership works best for me may not work best for you, and that way we can kind of tailor.

I

Our ongoing operations, as it were, to the either the different generations we're supervising and.

I

Or the different cohort that we're supervising in regard to what kind of officer we're dealing with.

I

um Most of the rest of that policy continues to be the responsibility of other entities rather than.

I

The police department- I did want to make one note: the recommendation 5.6- is that.

I

Is that posts which are academies should make crisis intervention training a part of both basic.

I

And in-service officer, training bpd is one of the few in the country that mandates that all of our.

I

Officers are cit trained crisis intervention team trained in addition to mental health. First aid we.

I

Were one of the first that that I'm aware- and I think anybody's aware in the country to make.

I

Sure that all of our people went through it, not just the select team. As you see, some agencies.

I

Have a team of crisis intervention officers that will take mental health runs? We mandate.

I

That the entire agency every officer goes to crisis intervention team, which is the top level.

I

Tier for at this point, patrol officer, training for mental health, and they all have to go through that.

I

There's also an item about law enforcement agencies, and this is 5.9.2 action. Item law.

I

Enforcement agencies should implement training for officers. They cover policies for interactions with.

I

The lgbtq plus population, including addressing issues such as determining gender identity, arrest.

I

Placement, the muslim arab and south asian communities and immigrant or non-english.

I

Speaking groups, as well as reinforcing policies and prevention of sexual misconduct and harassment.

I

As you're all very well aware, the bloomington police department has a.

I

Long history of working very well with diverse cultures, uh we have training to work in this.

I

Development in this diverse environment begins with the probation officer, training course, which.

I

Begins within the first few weeks of an officer's employment bpd several years ago established the.

I

Lgbtq plus liaison positions and continues to work with that community to make sure there's.

I

Mutual trust and respect and all of our policies procedures are vetted by kalia. The commission.

I

For law enforcement accreditation process and they continue to be vetted as that's an ongoing process.

I

That we have to continue to meet each year. So that's the end of pillar five. In a nutshell,.

I

A quick look at pillar six, which again is officer, wellness and safety again. Most of these are.

I

Directed to outside agencies other than a police department, however, recommendation 6.2 is that.

I

Law enforcement agencies should promote safety and wellness at every level of the organization.

I

This is one that we take very seriously in the fact that, even in your first day and every day,.

I

Thereafter, you are literally graded daily on your officer safety practices, and that is one.

I

Thing that is harped upon um during the field training course you get a numeric score. Every.

I

Day from seasoned officers as to what your, what your officer safety was, um the wellness issue is.

I

A very broad topic: we put a lot of emphasis on the last few years, both physically and mental health.

I

Awareness and wellness we've done a lot toward that and are continuing to effort that process.

I

Even to the point where there is a new weight room going to be built down to range with a substantial.

I

Amount of input from subject matter, experts outside the department and even more from subject.

I

Matter, experts inside the department, our training staff as to what should be down there and why.

I

Skipping down to recommendation 6.4 is that every law enforcement should be provided with individual.

I

Tactical first aid kits and training, as well as anti-ballistic vests as you're all aware, state.

I

Law currently requires that we provide ballistic resistant vests to all officers, bulletproof vests.

I

We mandate their ware for uniformed officers for anyone else. It must be immediately accessible to.

I

You so that doesn't mean in your office or in a locker. That means right close to you.

I

The uniformed officers must have it on anytime they're on duty. The tech first.

I

Aid kits there are a tremendous amount of them out in the field with the officers, each officer.

I

Has issued tourniquets each officer has been taken through a complete trauma care course.

I

And they are very, very adept at working on trauma, whether that be stab wounds, gunshots falls.

I

Some of them get very, very good at it and they provide a lot of life-saving care.

I

Frankly, as you've noticed over the last five or six years since we started that there's multiple.

I

Saves that come as life-saving awards during our award ceremonies because of this type of training.

I

And finally, the department as a whole is recommendation. 6.6 law enforcement should adopt.

I

Policies that require officers to wear seat belts and bulletproof vests and provide training to.

I

Raise awareness we have since I started, which is now almost 31 years ago, required seat belt usage.

I

Always and the officers do it's just a matter of course. The policy on bulletproof vests.

I

Changed about 10 to 15 years ago uh and that's been in place since and, quite frankly, that's.

I

Both of those things have become such an ingrained matter of culture for us.

I

That no one ever thinks to even question it. uh There's there's no need, because both of them are.

I

At the top of why officers get killed or injured every year's traffic accidents and or.

I

An event where the ballistic vests would help and or save the officer. So that concludes the.

I

Entire 21st century report once again for you guys, if you have questions, be more than.

I

Happy to take them now, or we can answer them via email or offline. When you want.

A

Louise, I have questions, but not about this.

B

So I can wait. Are you just gonna make up some random questions? Should I go ahead? Go ahead.

B

No, this I mean, I don't have anything I we did this not that long ago and if anything comes up I'll.

B

Put him on right in writing. I have a question because we talked about something you said.

B

Reminded me of it as well, you talked about seat belts well, last meeting we talked about face.

B

Masks or face coverings and the the chief told us that you have a policy about wearing them well in.

B

The last week, or so maybe I've received more than one question about police in town not wearing face.

B

Masks and the question wasn't an accusatory it was rather, what is the policy, because one incident for.

B

Example at people's park. I believe it was second street and there was a lot of police cars in I. I.

B

Thought the chief had told us that the policy was you know when it's things are happening quickly.

B

That police couldn't reach for face, mask and then go and tend to what needed to be tended to.

B

But when they had more time that they would wear face, masks as the policy of the department well,.

B

A few people told me that that people's park incident as police kept arriving there were.

B

Numerous police cars that police were not wearing face masks and they were in.

B

Pretty close contact with people at the park so again I'm just asking what the police policy but.

B

Your policy is in reference to wearing, face masks in in the city sure it's a directive.

I

It's not yet in policy format I mean, as far as a general order. um That being said, it's it follows.

I

The the cdc guidelines in the state of indiana guidelines is when the officers cannot socially.

I

Distance on a call they're to put on a mask they again, as the chief explained last time,.

I

There are certain rapidly evolving situations that do not allow for them to quickly grab it.

I

But they're to avail themselves as soon as they possibly can. I'm sorry, I don't know what call.

I

You're referencing at people's park, if it was one call a month, I might know what we're talking about.

I

But unfortunately we're there a little often for my taste, but I I can't speak directly that.

I

Incident so I can't give you any insight there. The only thing I can tell you is the directive that we.

I

Put out is that we expect, when the officers cannot socially distance um or particularly.

I

When they're inside someplace that they wear the department provided mask or another mask that.

I

They have access to, all of them are departmentally provided, but we bought some with the department.

I

Logo so again, it kind of makes it very apparent who you're talking to rather than you know, we've.

I

Had some folks that have called and complained that I would you know, why is this officer mask.

I

I don't know who they are and we've had both complaints back and forth. So we went the extra.

I

Step and had the department logo put on some I'd, be honest. Some of the officers prefer the the more.

I

Kind of the blue surgical disposable mask so that they can change out the mask.

I

Several times in a shift rather than wearing the same one, so we give them the option either way.

B

Could I follow up quickly, you said it's a directive, not a policy. What exactly? What.

B

Specifically, what does that mean? Well, a general order is a is a long, very involved process that.

I

To generate that, uh a directive is the chief has a standing order. This is the order of the chief. You.

I

Will follow it, um so that was the question, so it's an order. They they must follow. It's not an opinion.

B

It's not a a suggestion is right: right: okay, okay, basically, the difference is general order is meant.

I

To last years, the directive is meant to last a temporary amount of time, and we all hope and.

I

Pray that you know the covet issue is able to be rectified, so we have not yet put it into policy.

I

But I think if it stretches out longer, we may have to entertain. You know something like that.

I

On a general order level, but as of yet there's no specific reason to do that, so we've left it out as.

I

Chief standing order, quite frankly, you know, while the general orders are a little more formalized.

I

All they are is the chief standing orders in written formats. However, we can reference them.

I

In this case, the chief has been very upfront. This is what he expects great. Thank you.

A

Is that it for general business scott? It is.

A

Okay, then, we will move on to um whether that there are any large expenditures coming up. There will be.

I

The fleet is being put together for the year there were 10 of hybrid suvs that were purchased.

I

They're, the first law enforcement, specific hybrid that was ever built- that's pursuit rated, which.

I

Means rated for light and siren activity, um so we've taken the step to purchase 10 of those.

I

This year to investigate whether the workforce in the long run, unfortunately, they are costly. I think.

I

You'll probably see them one at a time, but that one at a time cost is going to add up to somewhere.

I

In the neighborhood of 535 000, before we're done, it takes, uh unfortunately, a lot of equipment.

I

That's specific to that vehicle that doesn't carry over from some of the other vehicles.

A

So you said suvs right: they are, it's called a police. Let me get it right. It is the ford police.

I

Hybrid suv, interceptor or utility interceptor and are those replacing other sc current suvs or more.

A

Patrols, no, these are patrol vehicles and let me kind of reference that up front um the reason we.

I

Went with suvs this year is we have very little choice. Any longer. Ford no longer makes a patrol.

I

Car um so in in this case, we don't have a choice to go to a ford vehicle. The only pursuit, rated.

I

Vehicle and there's only three of them out there right now that we can basically use for emergency.

I

Use is the dodge charger which we have some of those in the fleet not yet available. As a hybrid.

I

The police suv, which is what we bought the ford one and there's a dodge suv as well again, not.

I

Available as a hybrid and there's a chevy suv, the tahoe is a specific police service package.

I

Also not yet available in general issue as a hybrid, so we really wanted to look at that hybrid.

I

Issue this year to see if that technology is mature to the point where it's viable.

I

Ford is promising a lot of savings up front, you don't see it, but hopefully, in the long run, both.

I

Environmentally and in cost it will amaterize out. I I have questions personally but we'll see. Okay,.

A

Okay, then, um next on the agenda is old business and we don't have anything that.

A

Carried over from last time, so um then we will do. Is there? Was there a cert or an arv deployment.

I

There was not okay and then this is the time when we would take our public comment so.

A

We have um one person, l lane um and if you'd like, to make a.

A

Public comment you'll be limited to three minutes, but this is your time.

D

um And the way that we've been handling, that is to have them message if they wish. So I would say, give.

D

It a moment- um and I will confirm that I have not had any emails um for comments sent in uh as well.

D

A

Okay, I'm going to assume that there's no public comment.

A

At this time, and if someone would like to make a motion to adjourn, we will.

A

You have to unmute yourself, luis. Yes, I do.

B

I move that we had germ, please, okay, all right. Thank you. Everyone.

G