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From YouTube: Boise City Council - Work Session
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A
Here
all
present,
all
right-
we
are
all
here
just
for
some
time
keeping
stuff
do
we
have
an
ex
I
do
not
believe
we
have
an
executive
session.
That's
what
I've
heard
of
okay.
C
A
All
right:
well,
thanks:
everybody,
we've
got
Mr
Bromwich
here
with
us.
I
just
want
to
say
a
couple
things
before
I
pass
it
over
to
you,
thanks
for
being
with
us
tonight,
Mr
Bromwich
tonight,
for
you
I
guess
this
afternoon.
Still
for
us,
you
know
I
just
wanted
before
he
provides
his
report
to
us
into
the
community
and
just
remind
us
that
this
started
back
this
winter
and
I
see
the
chief
and
Deputy
schiefer
here.
A
Thank
you
for
being
with
us
when
we're
all
rocked
by
the
news
of
a
former
officer
that
held
racist
and
white
supremacist
views
and
was
active
in
those
areas
as
an
officer,
and
we
can
only
have
true
Community
safety
when
everybody
in
this
community
feels
safe
when
we
as
a
council
do
is
what
what
we've
always
done,
which
is
invest
in
in
safety,
but
also
invest
in
Justice
and
accountability
for
everyone.
A
So
I
want
to
thank
the
chief
and
the
department
for
their
quick
action
and
the
quick
action
by
this
Council
to
make
a
decision
to
hire
an
independent
investigator
with
experience
and
with
no
ties
to
Boise.
That
could
begin
to
look
into
this.
A
To
help
provide
us
with
steps
forward
and
anything
else,
we
ought
to
know,
and
so
we
asked,
if
you'll
remember,
Mr
Bromwich,
to
return
to
council
and
to
the
community
with
a
report
and
once
he
hit
the
the
limit
that
we
had
set
with
regard
to
a
contract,
and
so
as
he
is
here
tonight
with
us.
Thanks
for
being
here,
I
expect
the
the
presentation
will
be
about
45
minutes,
and
then
we've
got
based
on
time
ample
time
for
questions
after
and
a
discussion
about
what
we
ought
to
do.
A
D
Terrific
thank
you
mayor
and
thanks
members
of
the
council.
I
see
there
a
couple
of
new
members
of
the
council.
I'm
sorry
I
haven't
a
chance
to
meet
you
in
person,
but
it's
a
pleasure
to
meet
you
virtually
so
mayor,
I'm
glad
you
took
us
back
to
how
this
started
and
it
started
on
November
19th
when
a
blogger,
by
the
name
of
Molly
conjure,
who
is
a
extensive
user
of
Twitter.
D
D
I
can
also
speak
a
little
bit
more
loudly
nobody's
ever
having
a
soft
voice,
but
yeah,
whatever
technical
help
I
can
get
would
be
great.
D
This
began
again
on
November
19th,
when
this
Tweeter,
this
blogger
Molly
conjur,
who
has
150
000
followers,
said
the
following.
When
the
speakers
for
this
weekend's
American
Renaissance
conference
were
announced
earlier
this
year,
the
face
of
one
speaker
who
is
appearing
under
a
pseudonym
was
obscured.
That's
because
he
had
not
yet
actually
retired
from
the
Boise
Police
Department.
At
that
time.
The
entire
thread
that
follows
contains
discussion
of
the
white
supremacist
belief
that
black
people
are
biologically
predisposed
to
commit
violent
crime,
including
screenshots
of
essays
and
a
video
clip.
This
is
misconjure.
D
Talking
of
an
interview
espousing
those
views.
Daniel
Vineyard,
a
pseudonym
borrowed
from
the
younger
brother
character
in
American
History
X
is
Matthew
bringlesson,
he
retired
from
the
Boise
Police
Department.
In
August
of
this
year
she
went
on
in
an
interview
posted
in
September,
but
recorded
in
May,
while
bringlesson
was
still
employed
by
the
Boise
Police
Department.
He
and
Infamous
white
nationalist
Jared
Taylor
discussed
their
shared
view
that
black
people
are
inherently
biologically
Criminal.
D
She
went
on
here
is
Captain
bringlesson
telling
Jared
Taylor,
that
quote
almost
without
exception.
Violent
crimes
are
committed
by
black
people.
He
says
it's
a
script
and
it
happens
every
single
time
that
black
people
resist
arrest
and
make
false
accusations
of
racism
in
a
July
2020
guest
essay
on
the
American
Renaissance
blog
under
his
Daniel
Vineyard
pseudonym
Captain
bringlesson
describes
black
people
as
ignorant,
lazy
and
violent.
Many
of
the
anecdotes
in
the
pseudonymous
article
are
repeated
in
his
on-camera
interview
two
years
later.
D
So
that's
what
got
it
started
on
November
19th
there
was
a
patent
lawyer
in
Minnesota
of
all
places
Who
as
a
hobby,
monitors,
white,
supremacist
websites
and
he
saw
misconjure's
tweets
and
he
called
in
cold
to
the
Boise
Police
Department
and
said
his
name.
He
said
he
thought
the
police
department
should
be
given
a
heads
up
that
a
former
policeman
Mr
bringlesson
will
be
speaking
at
a
white
supremacist
event
soon.
He
this
gentleman
said
it's
all
over
Twitter
and
other
websites.
D
If
we
want
to
look
it
up,
he
said
he
doesn't
need
a
call
back
but
wanted
to.
Let
us
know.
What's
going
on
and
I
spoke
with
this
gentleman
and
his
motives
were
exactly
that
that
he
cares
about
racism
and
white
supremacy
and
he
thought
the
police
department
ought
to
know
about
it.
Nicole
was
taken
by
a
records
assistant.
She
took
it
down
diligently.
D
So,
though,
those
are
the
events
that
that
started
all
this
and
the
what
Ms
conjure
quoted
believe
it
or
not,
was
not
even
the
worst
of
what
was
published
online
and
what
shocked
so
many
people
in
Boise,
including
the
mayor
and
the
members
of
the
city
council
and
so
on
and
I'll
just
refer.
D
Among
the
things
that
that
Captain
bringlesson
said
was
many
blacks
seem
not
to
understand
what
a
metal
detector
does
and
then
told
a
story
about
a
black
woman,
putting
an
infant
car
carrier
on
the
X-ray
machine.
He
went
on
to
say:
I
was
made
to
understand
that
my
naivete
about
black
people
have
nearly
got
me
killed
almost
without
exception.
When
the
police
cars
come
into
view,
blacks
would
take
off
running
in
different
directions.
D
Said
I
later
learned
that
blacks
used
stove
in
their
homes
for
heat,
so
they
referred
to
chilly
nights
as
four
burner
nights.
He
said
in
describing
his
own
training
in
Southern
California
the
Chula
Vista
Police
Department.
He
said
the
bronze
team
was
almost
all
black,
except
for
a
few
white
obese
officers.
I
remember
watching
Black's,
feign
injury
or
intentionally
run
into
things
to
hurt
themselves
and
avoid
running
time
after
time
they
would
be
excused
from
physical
training.
Blacks
were
subpar
in
report
writing
and
shooting
skills
as
well.
D
Time
After
Time,
my
classmates
and
I
noticed
obvious
failures
on
the
shooting
range
it
was
at
this
moment.
He
says
later
on
that
I
became
aware
of
the
violent
tendencies
of
blacks
it
goes
on
and
on
and
on
and
I
think
that's
what
so
alarmed
the
mayor
and
the
members
of
the
city
council
and
made
them
recognize
that
something
needed
to
be
done.
So
the
mayor
actually
tweeted
something,
as
did
councilwoman
wooding
the
following
day
on
November
20th
and
the
day
after
that
clearly
feeling
alarm
and
the
need
to
do
something
about
it.
D
I
was
contacted
by
the
mayor
through
a
mutual
acquaintance:
I'd
never
met
them
there
before
I'd,
never
spoken
to
her
before.
In
effect,
forgive
me
I
did
not
know
who
she
was
when
she
called
she
called.
D
She
said
she
understood
that
I
had
expertise
in
law
enforcement
oversight,
which
was
true
and
wondered
whether
I
did
the
kind
of
thing
that
she
felt
the
city
needed
to
be
done,
which
is
a
comprehensive
investigation
that
started
with
Captain
bringlesson
but
didn't
end
there
that
whose
aim
would
be
to
try
to
determine
whether
he
infected
the
police
department
with
his
racist
and
white
supremacist
views
or
whether
there
was
a
broader
culture
of
racism
or
white
supremacy
in
the
Boise
Police
Department.
D
That
was
our
initial
discussion
over
the
next
week
or
so
from
about
November
22nd
to
29th
I
had
further
discussions
with
the
mayor
with
a
City
attorney
and
we
we
talked
through
what
seemed
to
be
needed
to
allow
the
city
to
to
get
to
the
bottom
of
this,
and
just
as
a
background
note,
I
know,
there's
been
some
criticism
of
the
city
going
outside
of
Boise
to
find
a
group
and
a
person
who
has
experience
doing
this
and
I
will
just
say
on
my
own
behalf.
D
I
have
29
years
of
doing
law
enforcement
oversight.
First,
at
the
federal
level,
when
I
was
the
Inspector
General
for
the
Department
of
Justice,
when
I
oversaw
the
FBI,
the
DEA,
the
Marshall
service,
the
Europe
prisons
and
so
forth,
and
over
the
last
20
years,
I
have
been
heavily
involved
in
work
with
local
police
departments.
First,
as
an
independent
monitor
of
the
D.C
police
department.
D
So
we
had
these
discussions
and
we
agreed
a
on
a
scope
of
the
investigation,
which
I
believe
is
a
public
document,
and
the
scope
was
quite
broad.
It
talked
about
are
investigating
quote
whether
retired
BPD
Captain
Matthews
bringlesson
stated
racist
beliefs
infected
his
policing
during
his
employment,
his
interactions
with
the
community,
while
acting
as
a
representative
of
BPD,
his
former
roles
and
responsibility
in
BPD,
and
whether
it
was
transmitted
to
or
imposed
on
those
he
supervised
and
whether
City
resources
were
utilized
in
the
manufacture
of
racist
materials
or
contact.
D
So
once
we
had
signed
the
contract,
we
we
understood
that
this
was
a
matter
of
great
urgency
to
the
city.
We
immediately
came
out
to
Boise.
We
had
meetings
really
not
interviews
but
just
get
to
know
you
and
tell
us
what
you
think.
We
need
to
know
meetings
with
the
mayor
and
her
Chief
of
Staff
with
council
members
with
the
city
attorney
and
other
in-house
counsel,
and
then
we
branched
out
and
talked
to
a
number
of
other
stakeholders
who
have
continuing
contact
with
the
Boise
Police
Department.
D
We
talked
to
representatives
of
some
some
interest
groups,
including
the
Women
and
Children's
Alliance,
the
Idaho,
Black,
History,
Museum
and
so
on.
In
addition
to
those
individuals,
we
met
with
the
Ada
County
prosecutor,
Jan
Bennetts,
the
Ada
County
public
defender,
Anthony
Gettys
and
his
Representatives
and
others,
and
because
we
had
heard
already
that
through
conversations
that
we'd
had
with
both
Chief
weiniger
and
deputy
chief
Brooks,
that
there
was
some
hostility
to
the
idea
of
an
external
investigation.
D
People
thought
that
some
City
officials
had
painted
with
too
broad
a
brush
and
impugned
the
Integrity
of
members
of
the
police
department.
Broadly,
and
so
they
suggested
that
we
talked
to
the
then
serving
head
of
the
Union
Kyle
Wills,
which
we
did
and
Mr
Wills
confirmed
that
there
were
some
negative
thoughts
about
an
outsider
being
brought
in
to
do
an
investigation
of
this
kind.
And
we
asked
him.
We
had
a
very
productive
exchange
with
him
about
what
we
could
do
to
settle.
People
down.
D
Make
them
realize
that
this
was
not
a
Witch
Hunt
of
any
kind,
but
instead
gather
relevant
facts,
draw
relevant
conclusions
and
make
make
recommendations
to
the
city.
So
that
was
our
first
trip
and
that
was
the
week
of
December
12th
to
15th,
and
the
the
overall
purpose
was
simply
to
get
a
lay
of
the
land
to
meet
some
of
the
key
people
who
were
involved
in
dealing
with
with
the
Boise
Police
Department.
D
And
then
we
had
extensive
interviews
with
Chief
winegar
and
deputy
chief
Brooks
and,
as
all
you
all
know,
Chief
winegar
is
a
is
a
long-term,
very
experienced
widely
admired
member
of
the
Boise
Police
Department
for
decades
and
was
able
to
fill
us
in
on
a
lot
of
the
history
of
the
department,
the
different
Chiefs,
who
have
headed
the
department.
The
way
the
culture
was
in
the
department
under
those
cheese
and
so
on,
deputy
chief
Brooks
had
a
very
different
perspective.
D
Obviously
he
was
quite
new
he'd
been
brought
in
just
within
the
last
couple
of
years
and
had
an
outsider's
but
very
informed
perspective
because
of
the
previous
work
he'd
done
in
a
California,
Police
Department.
Let
me
tell
you
a
little
bit
about
the
protocols
we
followed
in
doing
interviews,
beginning
with
the
interviews
of
Chief,
weininger
and
deputy
chief
Brooks.
First
of
all
and
I
know,
there's
been
a
lot
of
controversy
about
the
costs
involved.
I
do
want
to
say
and
I'm
happy
to
take
questions
later
on
about
this.
D
We
were
very
careful
from
day
one
to
try
to
keep
costs
as
far
down
as
we
possibly
could.
To
give
you
an
example,
the
rate
that
we
charged,
which
was
a
blended
rate
for
all
lawyers,
is
less
than
half
of
what
I
normally
charge
clients
on
an
hourly
basis,
less
than
half
and
the
way
that
law
firms
run
up
bills
is
frequently
to
have
three
four
five
six
lawyers
attend
interviews.
I
represent
a
number
of
clients
in
the
special
counsel,
investigations
currently
being
done
in
Washington
DC.
D
The
government
brings
anywhere
between
four
and
seven
people
to
those
interviews
and
the
interviews
that
we
did.
We
had
one
other
person
there
for
the
most
part
for
the
first
trip.
We
had
three
people,
but
for
all
of
the
other
interviews,
we
had
two.
We
had
a
senior
lawyer
and
we
had
a
junior
lawyer
who
was
there
to
take
detailed
notes
and
prepare
a
memorandum
to
share
with
the
team
so
that
they
knew
what
we'd
learned
from
a
particular
interview.
With
respect
to
those
interviews,
we
told
people
that
the
interviews
were
on
the
record.
D
That
is,
that
we
we
were
able
to
use
any
of
the
statements
made
either
quoting
people
or
paraphrasing
people,
but
if
they
needed
to
talk
about
something
that
was
particularly
sensitive
or
confidential,
they
could
go
off
the
Record
and
tell
us
look
I
want
to
tell
you
this,
but
I
don't
want
it
attributed
to
me.
So
those
were
the
ground
rules
really
from
the
beginning.
D
Had
this
view
for
over
20
years,
that
is
not
the
way
to
preserve
the
Integrity
of
an
investigation,
and
so
we
always
allow
individual
counsel
to
accompany
members
of
the
police
department
or
any
other
individual
Witnesses.
We
interview.
We
do
not
allow
Union
representatives
to
participate
that
initially
ruffled
some
feathers.
We
were
able,
as
we
were
with
many
other
issues
that
arose
to
deal
with
those
and
ultimately
we
were
able
to
interview
all
the
members
of
the
department,
with
a
small
number
of
exceptions
who
we
sought
to
interview.
D
So
what
kind
of
significant
information
did
we
originally
gather
from
the
interviews
of
Chief,
winegar
and
deputy
chief
Brooks?
Well,
we
learned
about
the
history
of
the
BPD
Through,
principally
The
Eyes
of
Chief
winegar.
We
learned
preliminary
information
about
Matt
bringlesson
and
the
race
related
issues
within
BPD
we
learned
about
who
was
on
The
Command
Staff,
where
they'd
come
from
what
their
particular
jobs
were
and
so
forth,
and
we
we
dipped
our
toe
into
the
issue
of
how
promotions
are
handled
within
the
Boise,
Police,
Department
and
we'll
return
to
that
subject
in
a
few
minutes.
D
We
also
as
a
result
of
conversations
with
members
of
the
city,
council
and
others
almost
immediately
created
a
website
for
our
investigation,
which
included
a
tip
portal
by
which
we
encouraged
people
to
bring
issues
that
would
win
within
the
scope
of
our
investigation
to
our
attention.
So
we
could
pursue
them
and
we
did
get
some
tips,
not
that
many,
not
as
many
as
I'd
hoped,
but
we
get
did
get
some
and
we
followed
up
on
them
and
followed
through
on
them
almost
immediately
now.
D
The
two
building
blocks
of
an
investigation
like
ours
are
interviews
on
the
one
hand
and
documents
on
the
other
and
as
quickly
as
we
could
on
December
12th,
we
provided
a
lengthy
seven
page
document
request
to
the
City
attorney,
which
called
for
a
whole
variety
of
things,
obviously
centered,
initially
on
Matt
bringlesson,
his
personnel
file,
his
Internal
Affairs
file,
his
emails,
but
also
a
broad
set
of
documents
that
related
to
relevant
policies,
training
administered
within
the
police
department,
any
documents
related
to
how
supervision
Works
within
the
police
department,
and
also
how
the
accountability
system
Works
within
the
department.
D
Now
that
document
request
placed
a
very
substantial
demands
on
the
Boise
Police
Department,
and
we
heard
back
about
a
month
after
the
initial
request
was
provided
that
some
of
the
some
of
the
documents
they
were
unable
to
provide
either
because
the
documents
were
too
old
or
the
systems
they
had
were
incapable
of
producing
them.
And
admittedly
some
of
the
requests
were
fairly
Broad
and
so
through
very
productive
and
constructive
discussions
with
members
of
the
police
department,
particularly
administrative
Personnel,
in
the
police
department.
D
We
narrowed
those
requests
and
tried
to
make
them
more
manageable
and
because
we
were
eager
just
for
selfish
reasons
to
get
our
hands
on
the
documents
because
they
are
so
significant.
So
on
January
31st
there
was
a
substantial
production
of
documents
that
was
made
in
response
to
our
document
requests
and
we
received
a
total
of
105
000
documents.
That's
not
Pages!
D
That's
a
hundred
and
five
thousand
documents
and
given
the
form
in
which
they
were
delivered,
it's
actually
quite
taxing
to
figure
out
how
many
pages
but
105
000
documents
is
a
lot
82
000
of
those
were
related
to
Captain,
bringlesson's
Communications
and
they
also
included
his
very
extensive
Internal
Affairs
file.
He'd
had
a
large
number
of
complaints
filed
against
him
during
his
24-year
career
in
the
police
department,
the
week
of
January
9th,
we
returned
to
Boise
and
we
did
a
second
round
of
interviews.
D
We
interviewed
all
the
captain
level
Personnel
in
the
department,
many
of
whom,
as
you
know,
came
from
outside
Boise
Captain
Nia,
Captain,
Quackenbush,
Captain
fombi,
who
we
actually
had
interviewed
a
little
bit
before
that,
because
we
had
found
out
through
the
good
graces
of
deputy
chief
Brooks
that
Captain
Fami
was
about
to
leave
and
he
thought
it
was
significant
for
us
to
try
to
get
a
hold
of
him
in
order
to
get
his
perspective
on
the
department,
and
we
also
interviewed
the
captains
who
were
homegrown,
Captain,
Ruffalo
and
Captain
Jones.
D
We
also
interviewed
Close
Associates
of
bringlesson's,
who
were
within
the
department
and
who
we
had
been
told.
He
had
close
relationships
with
the
other
two
people
that
we
interviewed
were
Mike
Masterson,
the
former
Chief,
who
we
interviewed
for
two
and
a
half
hours
and
Ryan
Lee
the
most
recently
departed
Chief,
who
we
interviewed
for
four.
As
I'm
sure
you
know,
Mr
Masterson
had
written
an
op-ed
in
the
Idaho
Statesman
questioning
our
selection
and
whether
it
was
a
waste
of
money
to
hire
us
and
I
thought.
D
It
was
a
good
idea
to
find
out
what
his
views
were
and
to
give
him
the
time
and
space
to
tell
us
what
what
he
thought
was
important
about
the
Boise
Police
Department
and
what
his
tenure
had
been
like
first
from
2005
to
2015
and
then,
as
the
interim
chief
of
police,
I
believe
in
2019
and
Mr
Masterson
said
at
the
end
of
the
interview
that
he,
based
on
the
interview
and
our
knowledge
of
the
field
and
our
professionalism,
that
he
was
going
to
recommend
to
everyone
that
he
knew
in
the
Boise
Police
Department
that
they
should
go
ahead
and
interview
with
us.
D
And
he
exchanged
several
additional
emails
with
me
offering
his
help
and
his
cooperation.
The
interview
with
Mr
Lee
took
about
four
hours.
All
of
you
know
the
circumstances
under
which
he
left,
but
he's
a
very
knowledgeable
guy
about
policing,
and
he
had
some
very
significant
and
important
observations
about
what
the
Boise
Police
Department
looked
like
when
he
got
here.
D
What
some
of
the
changes
were
that
he
tried
to
Institute
while
he
was
here
some
of
the
obstacles
that
he
faced
in
terms
of
implementing
those
changes
and
his
concern
about
the
circumstances
under
which
he
left.
Unfortunately,
we
were
not
unable
to
come
even
close
to
completing
the
interview
with
with
Chief
Lee.
D
We
were
going
to
do
that
at
a
future
time,
but
but
because
of
cost
considerations,
we
were
not
able
to
do
that
and
then
subsequently,
after
our
visit,
the
former
Chief
Bill
Bones
was
out
of
the
country
at
the
time,
but
we
were
able
to
interview
him
by
Zoom
again
for
a
period
of
two
and
a
half
hours
or
so
and
got
his
perspective
on
his
career
in
the
department
in
his
tenure.
D
As
chief
his
observations
about
the
department
from
afar
after
he'd
left
and
so
on,
from
about
February
1st
through
March
6th
of
2023.,
we
took
it
as
as
an
important
objective
to
as
quickly
as
possible
talk
to
as
many
minority
members
of
the
police
department
as
we
possibly
could,
because
if
there
is
racism
and
white
supremacy
in
the
department,
you
would
have
thought
that
they
would
be
very
tuned
into
that,
and
so
what
we
did
is
we
developed
a
series
of
questions
for
those
minority
members
of
the
department,
African-American
Hispanic,
American,
Samoan
and
others
to
test
whether
their
experience
was
of
racism
in
the
department
or
not
and
I'll
just
go
quickly
through
some
of
the
questions
we
asked
them
because
I
assume
you'd
be
interested
in
that.
D
How
were
you
recruited
did
you
feel
welcome
when
you
joined
BPD?
Do
you
recall
approximately
how
many
other
members
of
minority
groups
were
in
BPD
at
the
time
that
you
joined?
Did
you
have
the
impression
that
BPD
was
making
efforts
to
diversify
its
Workforce
at
the
time
you
were
recruited
and
since
you
were
hired,
did
you
feel
fully
accepted
as
a
colleague
by
the
leadership
and
the
rank
and
file
within
BPD?
Did
you
ever
experience,
discrimination
or
racism
of
any
kind
from
the
leadership
and
or
Rank
and
file
of
BPD?
D
Did
you
ever
see
any
evidence
of
discrimination
or
racism
towards
any
of
your
BPD
colleagues?
Are
you
aware
of
any
complaints
of
racism
or
discrimination
filed
by
any
member
of
BPD?
If
so,
is
it
your
understanding
that
the
complaint
was
taken
seriously
and
investigated
thoroughly?
Do
you
think
you
had
an
equal
chance
at
promotions
for
the
most
valued
assignments?
Did
you
ever
seek
promotions
within
BPD?
Were
you
ever
the
subject
of
racial
comments
or
racial
epithets
from
citizens
you
dealt
with
while
on
the
job?
D
What
is
your
assessment
of
how
BPD
has
dealt
internally
with
the
highly
publicized
racist
and
white
supremacist
statements
made
by
bringlesson,
so
we
interviewed
18
current
and
former
minority
members
of
the
department
and
I
think
we
got
a
lot
of
valuable
information
from
them
in
general,
not
to
skip
ahead
most
of
the
minority
members
that
we
interviewed
said
that
they
had
not
experienced
discrimination
in
the
department
that
they
had
not
seen
evidence
of
racism
or
a
white
supremacist
ideology
in
the
department.
D
They
had
experienced
racism
at
the
hands
of
residents
of
Boise
numerous
times,
including
use
of
the
n-word
on
multiple
occasions
by
multiple
civilians
to
African-American
officers,
and
one
of
them
had
a
an
amazing
and
wonderful
retort
which
was
I've
been
called
that
all
my
life.
Certainly,
you
can
do
better
than
that
and
that
shut
up
the
person
who
was
calling
him
the
n-word.
D
We
had
hoped
and
believed
that
the
funding
that
we
originally
accorded
would
be
augmented
later
on,
but
we
were
very
mindful
of
the
limit
and,
as
we
approached
that
limit,
we
notified
the
mayor
and
her
Chief
staff
that
we
were
approaching
the
limit
and
even
though
we
had
planned
a
third
trip
to
Boise
for
the
week
of
March
6th,
we
canceled
that
trip,
because
we
did
not
want
to
incur
additional
costs
beyond
what
we'd
already
incurred
and
the
work
that
we
needed
to
finish
up.
D
For
example,
the
drafting
of
interview
memos
and
so
on.
We
then
had
periodic
discussions
with
the
May
care,
various
council
members
for
periods
in
March
and
April,
and
then
at
the
end
of
those
series
of
calls
on
April
21st,
mayor
McLean
advised
me
of
her
decision
not
to
authorize
further
work
on
the
investigation.
So
that's
sort
of
a
summary
of
what
we
did
and
how
we
went
about
our
work.
I'm
now
prepared
to
share
with
you.
D
The
our
provisional
findings
and
I
want
people
to
fully
understand
that
this
is
without
having
reviewed
any
of
the
documents.
The
105
000
documents
that
we
obtained
and
so
I
think
as
one
of
the
council
members
said,
these
these
conclusions
are
delivered
with
not
a
high
level
of
confidence,
because
no
investigation
is
complete
without
reviewing
the
relevant
documents.
Nevertheless,
our
provisional
findings
are
as
follow.
D
First,
people
that
we
interviewed
members
of
the
department
were
generally
surprised
to
learn
of
Matt
bringlesson's
views,
as
expressed
in
that
awful
posting,
and
that
awful
interview,
which
largely
echoed
the
posting
that
included
at
least
one
BPD
member,
who
was
viewed
as
his
closest
friend
in
the
department
who
is
African-American.
D
But
the
publicity
given
to
brinkelson's
comment
did
raise
suspicions
among
many,
especially
minority
members,
that
there
were
other
people
like
bringlesson
lurking
inside
BPD,
who
simply
hadn't
been
public
with
their
views.
Many
of
them
said
they
had
never.
They
had
not
suspected
that
anybody
had
those
views,
but
when
springlesson's
views
were
publicized,
it
made
them
wonder
what
kind
of
a
working
environment
am
I
actually
in.
D
D
E
A
E
Yes,
that
was
very
loud
I
apologize,
I
just
wanted
to
see
if
I
could
get
maybe
a
better
definition
of
a
small
but
significant
amount
of
officers,
because
in
one
sense
we're
hearing
that
a
majority
of
the
officers
hadn't
felt
racism
within
the
department.
But
then
in
another
statement,
a
small
but
significant
minority
and
I'm
just
wondering
if
you
can
kind
of
frame
that
a
little
bit
better.
For
me,
yeah.
D
What
but
I
mean
by
small
is
a
half
dozen
or
so
said
that
they
had
experienced
and
I
want
to
be
clear.
We
interviewed
not
only
people
who
were
officers
sworn
officers.
We
also
interviewed
other
employees
of
the
police
department
because
it's
obviously
as
significant
if
they've
experienced
racism
within
the
department
than
if
officers
have
experienced
racism,
and
so
there
were
a
relatively
small
number,
a
half
dozen
or
so,
but
enough
to
be
of
concern
and
a
couple
of
episodes.
D
D
So,
as
I
said,
I,
don't
know
if
you
heard
this,
but
bringlesson
had
extensive
Internal
Affairs
file,
11
of
them
had
been
sustained
over
time
again.
We
didn't
dig
into
the
the
bowels
of
the
internal
affairs
complaints
because
again
that
would
have
taken
hours
and
hours
of
work.
I,
don't
know
if
any
of
you
have
ever
looked
in
Internal
Affairs
files,
they're
often
difficult
to
decipher.
We
spent
hundreds
of
hours,
deciphering
IA
complaints
in
our
investigation
in
Baltimore.
It
takes
a
very
very
long
time.
D
D
A
survey
instrument
called
SurveyMonkey
that
I'm
sure
some
of
you
are
familiar
with
were
were
and
I
believe
still
are
used
when
someone
or
some
ones
are
eligible
for
promotion,
and
we
obtained
the
survey
monkeys
for
Matt
bringlesson
for
2009
when
he
was
eligible
for
promotion
to
Sergeant
and
then
again
in
2019
when
he
was
eligible
for
and
was
promoted
to
Lieutenant.
D
So
I
want
to
emphasize
at
the
outset
that
many
people
treat
this
exercise
as
perfunctory
and
what
you
normally
find
is
a
lot
of
positive
things
said
about
people,
and
there
are
a
number
of
positive
things
said
about
bringlesson
in
the
Survey
Monkey
responses,
but
the
negative
ones
are
concerning,
and
alarming
and
I
will
read
you
a
sampling,
but
only
a
sampling
of
them.
D
The
only
thing
said
about
Matt.
By
most,
you
know
him
and
have
worked
with
him
in
the
last
several
years.
Is
he
has
never
been
ashamed
of?
Being
lazy,
lazy,
lazy?
Nor
does
he
have
any
problem
with
telling
everyone?
He
is
lazy.
Lazy,
lazy
next
comment.
My
personal
interaction
with
this
candidate,
along
with
direct
information
such
as
replies
to
emails
and
hearing
conversations,
is
very
negative.
He
is
lazy,
demeaning
and
negative.
I
would
be
very
disappointed
to
see
him
as
a
supervisor
or
a
mentor
to
to
subordinates.
D
D
D
Nice
guy,
who
wants
to
joke
about
everything
hard
to
take
seriously?
Will
his
subordinates
take
him
seriously.
Matt
knows
how
to
say
what
people
want
to
hear
great
salesman.
I,
don't
know
that
he
knows
when
to
turn
that
on
this
candidate
needs
to
show
some
more
maturity
for
more
before
moving
into
a
supervisory
role.
D
As
a
result,
it
appears
to
many
of
us
that
popularity
connections
and
an
ability
to
stay
below
the
radar
qualify
too
many
candidates.
From
from
for
promotion
from
my
direct
observation
of
this
candidate,
he
has
a
very
difficult
time,
keeping
his
personal
bias
or
dislike
of
officers
from
influencing
decisions.
It
is
common
knowledge
that
he
has
friends
in
high
places,
and
this
tendency
to
talk
out
of
school
is
great
cause
for
concern.
D
He
often
speaks
degradingly
about
other
employees.
He
shows
a
side
of
him
that
is
very
negative
and
that
could
negatively
affect
officers
under
him
if
that
isn't
realized
and
corrected
one
senior
member
of
the
department
at
that
time
who
was
involved
in
considering
Mr
bringlesson
for
promotion
was
strongly
opposed
to
him
and
said
if
this
goes
through
and
he
becomes
a
supervisor.
We
will
be
reading
this
about
the
reading
about
this
in
the
newspaper
someday.
Unfortunately,
it
was
quite
prophetic,
so
that
was
2009.
F
D
Percentage
of
all
the
critical
and
complementary
comments
about
brinklesson,
so
this
is
2019.
Where
he's
eligible
for
promotion
to
Lieutenant.
It
is
clear
that
his
officers
enjoy
working
for
him
for
one
simple
reason,
which
is
that
he
leaves
them
alone.
While
that
is
a
trait
many
officers,
look
for
in
a
supervisor,
Sergeant
pringlesson
ignores
what
is
going
on
around
him.
He
constantly
talks
smack
about
other
officers
that
don't
fit
The
In
Crowd.
D
He
treats
the
public
poorly
often
as
he
is
confrontational
with
them,
and
often
dismissive
of
them
when
they
approach
that
kind
of
leadership
leads
to
targeting
of
officers
that
he
does
not
like
his
maturity
level
needs
to
rise
quite
a
bit
further
before
he
can
be
considered
a
commander
in
this
agency.
Next
comment:
I
have
personally
seen
concerning
behaviors
in
regards
to
Integrity
ethics,
constitutional
rights
and
accountability.
D
These
are
critical
characteristics
for
a
leader
and
they
should
be
held
to
a
high
standard
in
order
to
have
the
ability
to
hold
their
subordinates
to
that
state
standard,
and
there
are
more
last
one.
In
my
opinion,
Matt
should
have
been
demoted
years
ago.
I've
personally
seen
him
make
fun
of
officers
because
of
their
looks
their
name
or
even
the
way
they
talk.
He
is
a
loudmouth
bully
and
people
laugh
with
him
because
they
fear
being
on
his
bad
side.
D
He
shouldn't
be
a
sergeant,
much
less
the
lieutenant,
so
it
seems
clear
from
that
and
other
information
we
gathered
during
our
interview.
So
those
are
contemporaneous
comments
about
him
by
his
peers
in
2009
and
then
again
in
2019.,
and
yet
he
was
promoted.
D
D
We
don't
know
frankly
the
relationship
between
his
substance,
abuse
and
his
alcoholism,
on
the
one
hand
and
the
sentiments
he
expressed,
the
horrific,
egregious
sentiments
he
expressed
in
the
video
interview
and
in
the
article
that
he
published,
we
just
don't
know.
So.
Let
me
turn
relatively
quickly
to
the
aspects
of
the
investigation
that
unfortunately
remain
incomplete.
D
We
didn't
review
as
I
said
any
of
the
documents
and
the
other
evidence
which
is
a
Cornerstone
of
any
investigation
that
should
be
deemed
complete,
did
not
review
the
Ia
files
but
did
not
review
the
emails
but
did
not
review
the
enforcement
activity
records
of
ringlesson.
We
did
not
review
anybody,
worn
camera
footage
which
may
well
have
reflected
the
way
he
treated
citizens
as
a
supervisor.
D
There
are
many
relevant
witnesses
that
we
didn't
interview,
including
numerous
minority
members
of
the
department
we
didn't
have
any
contact
with
the
CCAP
members
which
I
Know,
Chief
winegar
and
deputy
chief
Brooks
were
trying
to
arrange
for
us
and
on
the
next,
the
trip
to
Boise
that
we
had
planned
the
week
of
March
6th.
We
were
going
to
meet
with
them.
D
We
haven't
been
able
to
do
any
meaningful
Outreach
to
community
groups
and
communities,
the
Somali
Community,
the
other
immigrant
communities
to
talk
to
individuals
and
find
out
what
their
experience
has
been
dealing
with
Boise
police
officers
and
have
if
they
have
had
experiences
that
reflect
that
they
were
treated
poorly
because
of
their
race
or
their
Creed.
D
We
also
didn't
have
a
chance
to
do
a
set
of
interviews
with
white
officers
finding
out
what
their
attitudes
were
towards
race
and
ethnicity
and
whether
they
think
there
have
been
too
many
efforts,
for
example,
to
diversify
the
department.
I'm
sure
that
some
people
resent
that
we
didn't
have
a
chance
to
do
that,
and
we
were
also
unable
to
concern
Chief
Lee's
concerns,
which
I
know
he
had
brought
to
people's
attention
about
racial
discrimination
in
hiring.
D
So
those
are
the
things
that
we
were
unable
to
complete
that
we
thought
and
hoped
at
the
beginning
that
we
would
be
able
to
complete.
So
let
me
conclude
with
sharing
with
you
some
recommendations
that
we
have
based
on
an
admittedly
incomplete
investigation.
One
is
to
continue
focus
on
minority
recruiting
as
the
community
in
Boise
changes,
the
police
department
has
to
change,
and
so
a
continued
focus
on
minority
recruiting
is
important.
The
Boise
Police
Department
did
not
hire
its
first
African-American
officer
until
1989..
D
That
was
way
too
late,
and
the
effort
needs
to
continue
to
focus
on
minority
hiring.
Every
Police
Department
in
the
country
right
now
is
facing
Staffing
shortages.
I
know
that
I
know
Boise
is
facing
that
as
well.
One
lesson
that
police
departments
have
learned
in
the
past
is
do
not
under
any
circumstances,
lower
your
hiring
standards,
even
in
the
face
of
Staffing
shortages,
books
can
be
written
about
police
departments
that
did
did
that
police
department
in
Washington
D.C.
The
Metropolitan
Police
Department,
which
I'm
very
familiar
with
lowered.
F
D
They
lowered
the
educational
requirements,
they
lowered
the
amount
of
work
they
did
in
background
investigations
and
lo
and
behold,
five
seven,
nine
years
later,
officers
engaging
in
unlawful
use,
force
in
corruption
and
so
on
at
a
level
not
previously
seen
in
the
D.C
police
department
that
that
is
a
view
that
was
widely
shared
by
all
of
the
executives
in
the
D.C
police
department,
subsequent
to
that
I've
talked
to
Executives
and
other
police
apartments,
and
they
share
that
same
experience.
D
D
D
If
you're
failing,
no
one,
your
standards
are
not
high
enough,
and
what
we
heard
from
people
in
the
department
is
that
the
standards
for
recruit
training
were
not
rigorous
and
the
the
buck
was
handed
off
to
field
training
officers
which,
as
you
all
know,
is
the
stage
after
officers
get
out
of
the
academy
and
the
field
training
officers
had
these
problem
recruits
dumped
in
their
laps
and
they
had
the
choice
of
either
recommending
that
they
be
terminated
or
passing
the
problem
on
to
the
first
supervisor,
after
after
fto
training,
so
I
think
there
have
been
improvements
in
training
under
Chief,
Lee
and
Captain
fombi,
but
it's
critically
important.
D
That
training
continues
to
be
a
high
priority
in
the
department.
Our
understanding,
we
didn't
have
a
chance
to
examine
this
in
great
detail,
but
from
talking
to
Witnesses
I
gathered
that
to
training
records
in
the
department
are
not
what
they
should
be.
It's
very
important
that
the
police
department
knows
exactly
who's
been
trained
when
and
on
what,
so
that
they
can
figure
out
who
needs
to
be
retrained
in
certain
areas
and
just
what
the
history
is
of
training
members
of
the
police
department.
D
Next,
there
needs
to
be
supervisory
and
Leadership
training
to
create
a
strong
bench
for
promotions.
I'm,
not
aware
that
there
has
been
such
training
in
the
department
again.
That
may
be
because
of
the
incompleteness
of
our
investigation,
but
we
were
told
by
Executives,
current
and
former
in
the
department
that
applicants
for
high-level
positions
in
the
department
internal
candidates
were,
among
other
things,
unable
to
prepare
passable
resumes
to
apply
for
supervised
advisory
positions.
That's
just
not
acceptable.
D
Next,
in
order
to
continuing
to
take
the
temperature
of
the
department,
it's
vital
to
conduct
detailed
exit
interviews
with
absolutely
every
departing
member
of
the
department.
That's
the
moment
where
they
will
feel
Freer
to
talk
constructively
critically
and
we
hope
fairly
about
the
positive
dimensions
of
the
department.
The
negative
dimensions
of
the
department,
things
that
are,
are
admirable
and
need
to
be
continued
and
those
things
that
need
to
be
changed
to
my
knowledge.
Those
are
not
done
at
all
in
the
department.
D
They
need
to
be
done
not
by
administrative
Personnel,
in
the
way
that
I've
seen
them
done
in
other
cities,
because
they
don't
know
the
right
questions
to
ask
and
they
don't.
They
can't
gain
the
trust
of
outgoing
police
officers.
In
particular,
it
has
to
be
current
officers
or
it
has
to
be
former
officers
in
order
to
get
the
kind
of
benefit
that
you
need
from
the
exit
interview
process.
D
Next
I
think
it's
important
that
the
department
consider
reforms
to
the
credit
critical
incident
task
force.
We
weren't
able
to
dip
into
this
as
deeply
as
I
would
have
liked.
But
my
understanding
is
that
when
you
have
an
event
like
an
officer-involved
shooting
that
the
critical
incident
task
force,
the
way
it
staff's
cases
is
that
somebody
from
outside
the
Boise
Police
Department,
if
it's
a
officer-involved
shooting
involving
a
member
of
the
Boise
Police
Department,
it's
somebody
in
a
different
department
that
takes
the
lead
in
doing
the
investigation.
D
There
is
participation
by
a
member
or
members
of
the
Boise
Police
Department,
but
it's
not
led
by
somebody
in
the
Boise
Police
Department.
What
does
that
mean?
That
means
if
the
outside
department
is
like
any
other
department
in
the
country,
it
puts
a
lawyer
priority
priority
on
the
business
of
another
department.
D
Then
they
put
on
their
own
business,
and
the
result
is
that
investigations
conducted
by
that
kind
of
a
task
force
composed
in
that
way
means
that
those
investigations
take
longer
than
they
should
and
are
assigned
a
priority
lower
than
they
should
have,
and
the
accompanying
problem
with
having
the
criminal
investigation
of
let's
say
an
officer-involved
shooting.
Is
that
the
administrative
investigation?
That
is
the
investigation
to
determine
whether
discipline
ought
to
be
imposed
on
an
officer?
D
Let's
assume
there
is
no
possibility
of
a
criminal
prosecution
that
the
administrative
investigation
should
take
place
promptly,
so
the
department
can
determine
whether
somebody
has
violated
a
policy
or
multiple
policies
in
their
conduct
in
an
officer
involved,
shooting
or
other
serious
use
of
force
and
so
forth.
This
is
not
a
problem
unique
to
Boise,
it's
true.
D
All
over
the
country,
the
Department
of
Justice
has
made
a
high
priority
in
all
the
cities,
where
they've
done
pattern
or
practice
investigations
to
emphasize
that
it
is
critically
important
for
administrative
investigations
to
proceed
in
parallel
with
any
criminal
investigations,
because
the
truth
of
the
matter
is
that,
even
when,
let's
say
a
critical
incident
task
force
investigation
is
completed.
It
then
moves
to
the
prosecutor's
office
and
even
very
diligent
prosecutors,
frequently
because
of
the
complexity
of
the
facts
takes
a
very
long
time.
D
Six
months,
a
year,
18
months
in
DC
I've
seen
cases
that
took
two
years
two
and
a
half
years
three
years.
It's
simply
unacceptable
that
the
administrative
investigation
is
either
put
on
the
back
burner
or
taken
off
the
stove
entirely,
while
a
decision
on
whether
to
prosecute
is
pending
and
even
though
criminal
prosecutions
are
rare,
they
nevertheless
prosecutors,
look
at
them
carefully
and
frequently
take
a
long
time
to
decide
them
in
most
cases,
pretty
much.
D
The
only
part
of
the
investigation
that
can't
be
done
when
a
decision
on
criminal
prosecution
is
pending
is
an
interview
of
the
subject
officer
or
officers,
because
that
would
be
a
compelled
interview
and
that
has
the
potential
to
interfere
with
the
criminal
prosecution,
but
most
of
a
criminal
most
of
an
administrative
investigation
can
be
investigated
at
the
same
time
as
the
criminal
investigation
is
being
conducted
and
is
pending
in
the
District
Attorney's
office
office.
And
to
my
knowledge
that
is
not
done,
and
the
Boise
Police
Department
and
again
you're
not
alone
in
that.
D
But
it's
it's
an
area
where
police
departments
again
and
again
and
again
miss
on
the
opportunity
to
administrative,
meaningful
discipline,
because
the
internal
Justice
is
neither
Swift
nor
certain.
It
takes
sometimes
a
year,
sometimes
two
years,
sometimes
more,
for
the
police
department
to
Circle
back
and
actually
take
care
of
the
administrative
part
of
the
process.
D
Next
and
I'm,
almost
done
to
two
more.
There
needs
to
be
a
rigorous
process
for
approving
outside
Consulting
and
speaking
commitments.
The
most
obvious
example
is
bringlesson,
but
there
are
other
members
of
the
department,
current
and
former
who
have
had
extensive
speaking
engagements
and
Consulting
gigs,
and
one
problem
is
the
amount
of
time
they
spend
and
another
problem
is
the
potential
diffusion
of
their
focus
on
their
job.
D
Their
main
job
must
be
to
serve
the
the
people
of
Boise
and,
if
that
at
any
time
becomes
subordinated
to
pursuing
their
own
career
as
consultants
or
public
speakers,
that's
to
the
detriment
of
the
department.
Last
but
but
not
least,
it's
important
that
the
executives
in
the
police
department
fight
the
natural
instinct
to
be
insular.
D
It's
really
important
to
take
stock
of
what
other
major
police
departments
are
doing
around
the
country
to
explore
opportunities
to
learn
from
other
police
departments
through
a
variety
of
arrangements
or
to
bring
in
Outsiders
to
review
what's
being
done
in
the
department.
Insularity
is
a
big
risk.
I
remember
many
years
ago,
I
did
an
investigation
of
the
FBI
lab.
When
I
was
the
Inspector
General,
we
had
some
of
the
top
forensic
scientists
in
the
world
come
in
and
they,
like.
D
Everybody
else
believe
that
the
FBI
lab
was
the
gold
standard
in
forensic
science
and
they
discovered
that
the
emperor
had
no
clothes
and
that,
in
fact,
much
of
the
forensic
science
work
that
was
done
in
the
FBI
lab
was
deeply
deficient,
and
one
of
the
causes
of
that
deficiency
is
that
the
FBI
lab
said
took
the
position.
No,
we
don't
need
to
learn
from
anybody
else.
D
We'll
teach
the
rest
of
the
world
how
to
do
forensic
science
and
the
result
was
that
they
developed
terrible
habits
and
created
problems
in
many
investigations,
high-profile
investigations,
including
the
Oklahoma
City
bombing
investigation.
So
you
need
to
fight
against
insularity.
You
need
to
welcome
outside
scrutiny.
You
need
to
learn
from
other
departments
in
order
to
be
the
best
department
you
can
be
so
that's
the
report.
I've
gone
a
little
longer
than
you
planned.
I
know
that
I
apologized.
A
Well,
thank
you,
Michael
I'm,
going
to
go
ahead
first
and
just
I'll
direct
council
members
direct
their
questions
to
you,
but
I'm
going
to
go
ahead
and
start
with
with
them.
And
can
you
see
us
I,
don't
know
if
you
can
see
us
I.
A
C
Madame
mayor
go
ahead.
Well,
thank
you,
sir
I'm.
Sorry,
you
couldn't
be
here
in
person,
but
I
appreciate
you
on
the
screen.
C
I
guess
first
I'm
relieved
to
hear
that
the
racism
concerns
that,
obviously
the
initial
bringlesson
stuff,
prompted
while
very
serious,
don't
appear
to
be
epidemic
or
endemic
to
the
department,
as
I
think
everybody
was
legitimately
concerned.
It
sounds
like
your
preliminary
findings
were
that
you
found
a
racist,
but
not
racism
in
the
department,
separate
from
a
few
incidents
that
you
called.
C
I
forget
concerning,
but
sparse.
C
So
that's
that's
good.
Frankly,
it
confirms
some
of
my
priors
and
my
prior
beliefs,
but
then
what
I
also
heard
was
that
in
the
course
of
looking
into
these
bringlesson
issues,
a
lot
of
other
issues,
kind
of
reared,
their
heads
when
you
weren't,
even
looking
for
them
and
I'm
thinking
about
this-
is
the
first
time
I've
learned
today
that
it
really
shocking
statistic
that
for
a
10-year
period
we
didn't
fail.
A
single
recruit,
I
mean
that's
nuts
and
it's
nuts,
because
you
know
math
says
somebody
poor
how
to
show
up
at
some
point.
C
But
it's
also
nuts
because
it
sticks
the
community,
the
other
officers,
the
city,
the
public,
with
a
poor
officer,
and
the
second
thing
that
I
heard
was
you
made
a
reference
and
I'd
like
you
to
expand
on
this?
If
you
have
the
information
to
in
insular
attitude
and
what
you
called
a
club
of
people
who
took
care
of
each
other
and
the
reason
that
that
causes
me
concern
is,
if
you
simultaneously
have
a
candidate
pool
where
everybody
succeeds
and
then
a
club
that
takes
care
of
people.
C
Whoever
was
there
at
that
time,
and
yet
he
was,
and
so
I'd
like,
if
you
can,
and
if
you
have
the
information
for
you
to
expand
a
little
bit
on
your
initial
views
about
the
insular
club,
like
protection
of
people
who
are
maybe
Network
like
brangelson
as
you
sort
of
suggested,
but
at
any
rate
people
who
are
bad
officers
who
are
being
taken
care
of
from
within
the
department.
C
Because
that's
concerning
to
me
it's
concerning
to
the
public,
obviously
and
I'd,
just
like
to
better
understand
what
you
know
both
about
the
timeline
that
that
may
have
been
happening.
Any
diagnosis
you
have
as
to
how
that
happens
in
departments
generally
based
on
your
experience
or
in
ours,
based
on
what
you
saw
here
and
and
any
specific
recommendations
you
might
have
for
how
we
tackle
that,
because
it
feels
pretty
nebulous
and
hard
to
get
my
arms
around
as
I'm
hearing
this
report.
D
Yeah,
those
are
those
are
terrific
questions
and
I
do
want
to
confirm
what
you
said
at
the
outset,
which
is
that
we
did
not
find
vast
quantities
of
racism
in
the
department
or
any
evidence
there.
There
are
a
large
number
of
racists
in
the
department
who
practice
racism,
either
internally
or
in
dealing
with
residents,
so
that
that
it,
that
is
accurate
and
frankly,
I,
doubt
that
even
an
exhaustive
review
of
the
documents
that
we
obtained
would
move
in
the
other
direction.
D
So
I
feel
I
feel
comfortable,
reporting
that
to
you
with
the
with
the
limitation,
obviously
that
there
were
several
episodes,
credible
episodes
that
were
reported
to
us
that
we
needed
to
do
further
follow
up
on,
but
there
were
of
sufficient
concern
that
we
we
took
them
seriously
and
and
thought
they
needed
to
be
taken
seriously.
D
D
Unfortunately,
atypical
of
police
departments
or
really
other
organizations
for
it
to
become
quite
Clubby
and
there
to
be
a
you
know,
a
cool
guy's
group
and
for
there
to
be
other
groups
that
are
sort
of
on
the
outside
and
I
do
want
to
be
clear.
That
I
was
selective
in
the
comments
that
I
read
from
SurveyMonkey,
both
in
2009
and
2019..
It
may
well
have
been
that
the
majority
of
comments
were
more
favorable,
but
what
struck
me?
D
What
caught
my
attention
was
the
granular
detail
of
some
of
the
negative
comments,
not
just
the
comments
about
him
being
lazy,
but
the
rudeness
to
Citizens
the
degrading
I
mean
these
people.
Multiple
people
didn't
make
this
stuff
up.
This
is
stuff
that
they
experienced
and
they
heard,
and
that
should
have
been
arresting
to
anybody,
considering
him
for
promotion
and
certainly
with
respect
to
when
he
was
promoted
to
Sergeant.
We
did
interview
a
witness
who
is
knowledgeable
and
involved
in
that
process
and
he
thought
that
that
the
reason
bringlesson
was
promoted.
D
He
tested
well
no
question
about
that,
but
people
turned
a
blind
eye
to
the
obvious
warts
that
he
had
showed
during
his
career,
and
they
did
so
because
they
were
friendly
with
him
because
they
thought
he
was
funny
because
they
thought
he
was
fun
to
be
around
and
so
forth.
Not
because
they
had
concluded,
he
would
be
a
quality
supervisor.
C
Remind
me
if
I
can
follow
up,
it
should
be
quick,
I
guess
on
the
clubbiness
networky
issue
that
you
just
described
in
in
your
experience.
Is
that
typically
I
mean
what
tell
me
if
I'm
wrong.
What
I
heard
was.
There
are
various
problems
in
the
department,
but
one
of
them
over
the
last
10
to
15
years
has
been
probably
at
the
Command
Staff
level
and
not
the
rank
and
file
level
in.
D
D
I
think
that's
where
you
should
be
looking
and-
and
you
know
one
of
the
one
of
the
gifts,
if
you
will
that
I
think
Chief
Lee
gave
the
department,
obviously
he
had
a
tumultuous
tenure
there
was
he
brought
in
some
Outsiders
who
are
now
on
the
Command
Staff,
who
not
only
impressed
me
as
knowing
their
business
and
being
extremely
competent,
but
winning
the
respect
of
people
in
the
department,
the
rank
and
file
in
the
department
who
I
think
I
think
it's
had
a
bit
of
a
tonic
effect
that
okay,
you
know,
we
may
have
shown
some
hostility
to
Outsiders
at
various
times,
but
these
Outsiders
know
what
they're
doing
and
they
know
what
they're
talking
about
and
we
respect
them
as
leaders
and
and
to
some
extent
the
same
seem
to
be
true
when
Chief
Lee
came
in,
certainly
in
the
interviews
that
we
conducted
I
discerned
a
a
respect
for
chief
Lee
and
his
background
and
that
he
had
a
lot
to
teach
I
think
there
were
some
issues
relating
to
his
leadership
style
and
the
way
he
interacted
with
other
people
which
antagonized
various
people
and
I
have
no
doubt
that
there
was
a
campaign
within
the
department
to
get
rid
of
him
and
they
succeeded,
that's
not
to
say
that
he
was
not
to
some
extent
responsible
for
his
own
demise.
E
Thank
you,
madam
Mary.
First
of
all,
I
I
appreciate
the
findings
that
you
brought
forward.
I
especially
appreciate
the
recommendations
that
you've
brought
forward.
I
think
that
those
are
extremely
helpful
I
do
have
a
just
a
little
bit
of
confusion
and
I
might
just
be
projecting,
but
in
one
statement
I'm
going
to
kind
of
quote
you
and
if
I've
ruined
your
quote,
then
please
correct
me:
you've
said
that
the
majority
of
people
almost
unanimously
were
very
surprised
by
the
news,
the
racist
comments
and
the
different
views
that
bringlesson
put
forward.
E
But
then,
in
another
statement
you
talk
about
people's
thoughts
of
this
person
as
being
unethical
as
being
singly,
not
people,
judging
people
based
off
of
how
they
look,
how
they
talk
a
variety
of
other
things
there
and
I'm
trying
to
sort
of
separate
those
two
things
a
little
bit
in
my
head,
because
in
my
mind,
if
I
think,
somebody's
extremely
unethical
I'm
very
concerned,
I
think
that
they're
going
to
appear
in
the
newspaper
someday
and
then
I
see
them
in
this
tweet
saying
these
things
I
would
say
yeah.
That
doesn't
surprise
me
at
all.
E
So
that's
where
I'm
kind
of
wrestling
with
those
two
different
sort
of
surveys
and
quotes
that
you
presented.
D
Yeah,
so
the
the
first
part
of
it,
that
is,
that
people
were
surprised
to
see
the
things
that
bringelsen
said
and
that
he
wrote
were
based
on
interviews
that
we
did
with
people.
You
know
who
had
served
with
bringlesson
over
time
and
they
thought
they
knew
him.
The
the
comments
about
his
his
ethics,
the
degrading
remarks
and
so
forth.
Those
really
are
based
on
the
SurveyMonkey
data
that
we
collected
for
the
two
times
that
he
was
up
for
promotion,
one
in
2009
and
2019..
They
are
correctly
provided
anonymously.
D
They
didn't
say
in
a
racist
way,
and
obviously
that
was
that
that
that's
the
egregious
statement
set
of
statements
that
bringelsen
made
is
the
horrific
generalizations
about
particularly
black
people,
but
also
Hispanic
people,
and
you
know,
painting
with
just
a
ridiculously
broad
brush,
suggesting
they're
all
the
same
they're
all
bad.
They
all
claim
police
brutality,
they
you
know
they're
inhuman.
In
the
way
they
act,
I
mean
just
stuff
that
no
decent
person
believes
much
less
says
sure.
E
That's
helpful
and
I
guess
so.
My
second
question
here
I
think
it
either
adds
on
or
it's
being
asked
in
a
slightly
different
way
than
council
member
of
agent.
You
know
I
think
one
of
my
large
concerns
is
how
does
somebody
like
this
get
promoted,
get
continued
to
be
promoted
when
people
doubt
this
person's
leadership
skills
when
this
person
isn't
well
respected
among
other
people,
and
so
when
I
hear
that
there
is
some
sort
of
good
old
boys
club.
That's
allowed
him
to
move
forward
in
these
positions.
E
I
hear
that
there's
a
group
of
people
in
power
who
are
somehow
finding
a
way
to
keep
somebody
that
they
like
in
a
position
of
power
that
has
similar
thoughts
and
ideologies
to
them,
or
maybe
someone
that
they
like
and
so
I
see
that
as
a
as
a
system
based
in
in
differences
in
power
and
potentially
based
in
racism.
So
can
you
outline
that
a
little
bit
more
for
me.
D
Yeah
I
think
one
of
the
fundamental
problems
is
that
promotion
within
the
police
department,
particularly
above
the
level
of
Sergeant,
is
something
that
not
many
people
have
wanted,
because
additional
responsibilities
not
commensurate
increases
in
salary
and
so
forth,
and
we
understand
that
that
in
one
case,
brinkelson
was
approached
and
encouraged
to
to
seek
promotion
even
when
he
hadn't
himself
applied
for
it.
So
that's
a
real
problem,
and
that's
that
is
part
of
the
foundation
for
the
recommendation
about
leadership,
training
and
supervisory
training.
D
The
department
and
the
department
in
Boise
is
certainly
big
enough
ought
to
be
identifying
and
grooming
people
for
supervisory
positions,
people
who
have
real,
who
demonstrate
leadership
and
who
are
widely
admired
by
their
peers
if
they're
a
first
level
supervisor
admired
by
their
subordinates
and
their
superiors
and
so
on.
It's
it's
really
important
and
again,
I
think
it's
a
very
positive
step,
the
step
that
some
of
the
clubbiness
among
the
command
staff
was
broken
up
by
Chief
Lee.
D
Some
people
resigned
when
he
came
in
either
because
they
didn't
want
to
serve
under
a
new
Chief
or
they
didn't
want
to
serve
under
him
or
they
found
him
difficult
to
deal
with
or
whatever,
but
the
Bounty
that
has
come
to
the
city
of
Boise
is
through
having
now
on
board
a
group
of
Command
Staff
members
that
I,
don't
think,
could
have
been
recruited
from
inside
the
department,
because
the
quality
of
personnel
who
are
willing
to
apply
was
not
there
and
so
I
think
you
know
you're
in
better
shape
now
than
you
were
before.
D
Chief
Lee
came
there
and
brought
in
The
Outsiders,
but
I,
don't
know
how
long
those
gentlemen
will
stay.
I
think
it's
very
important
to
be
able
to
confidently
promote
people
from
within,
and
that
requires
some
planning
for
the
future.
Some
you
know
in
other
contexts
is
called
succession
training,
getting
people
ready
for
the
bigger
jobs
in
the
department.
E
Metamere
just
to
make
sure
that
I
have
Clarity
there,
not
another
question,
I
think
what
you're
telling
me
is
that
there
are
some
systems
issues,
but
one
of
the
issues
is
that
there
wasn't
a
large
pool
of
quality
candidates
applying
for
those
higher
level
positions,
and
so
we
may
have
been
taking
the
best
of
what
was
there.
Even
though
that
wasn't
somebody
who
should
have
been
in
that
position.
I
think
that's
a
very
good
way.
G
Mr
Bromwich,
thank
you
for
your
presentation,
I'm
pleased
to
hear
that
you
haven't
found
widespread
racism
within
the
within
the
Boise
Police
Department,
and
that
the
good
men
and
women
of
the
Boise
Police
Department
are
exonerated
from
the
horrible
statements
that
were
really
ugly.
That
brinkelson
said
you
mentioned
about
your
process,
but
also
the
cost.
G
Obviously
you
are
highly
competent,
highly
compensated
professional
that
has
done
this
work
in
other
areas.
I
want
to
make
sure
that
I
understand
the
boundaries
in
which
this
contract
was
approved.
D
D
But
but
you
you
raised,
you
raise
an
issue,
that's
important
to
me
and
that
I
see
editorials
and
comments
in
your
newspapers
that
frankly,
I
think
betray
a
lack
of
full
understanding
of
what
these
investigations
cost.
So
I
think
all
of
you
are
aware
of
the
investigative
report
released
by
John
Durham
special
counsel
yesterday,
after
four
years
of
work
that
cost
even
at
government
rates,
6.2
million
dollars.
D
The
investigation
I
did
at
the
Houston
Police
Department
crime
lab
cost
5.3
million
dollars
that
was
in
2005
to
2007,
so
I,
don't
know
what
it
would
be:
inflation
adjusted
the
investigation
I
did
the
Baltimore
Police
Department
two
years,
5.5
million
dollars.
These
are
expensive
and
me,
and
people
like
me,
are
brought
in
when
an
institution
has
a
very
serious
problem
that
is
very
concerning
and
they
want
to
get
to
the
bottom
of
it.
D
The
NFL
paid
a
law
firm
over
6
million
dollars
to
investigate
deflategate
the
Tom
Brady's
alleged
use
of
deflated
footballs
now
I
think
ensuring
the
Integrity
of
your
Police
Department
is
a
hell
of
a
lot
more
important
than
figuring
out
whether
footballs
were
deflated,
and
so
this
is
expensive.
D
I
was
very
upfront
with
the
city
about
what
my
estimates
of
how
much
it
would
cost
it
vastly
exceeded
the
500
000
figure
and
frankly,
I
would
have
been
happier
if
we
I
was
told
at
the
outset.
We
can't
afford
that
and
we
would
have
gone
our
separate
ways.
So
I
do
want
you
to
be
aware
that
these
things
are
expensive.
I
charge
my
time
out
at
less
than
half
of
my
hourly
rate.
You
might
say:
oh
my
God,
you
must
charge
an
outrageous
rate.
D
I
do
it's
very
high,
but
because
you're
a
municipality
and
because
I
love
to
do
this
work.
We
charged
out
my
time
at
less
than
50
percent
of
what
I
normally
charge
and
we
made
every
effort
to
conserve
costs.
We
opened
up
a
non-billable
number
where
people
on
my
team
who
wanted
to
get
background
information
about
the
Boise
Police
Department,
which
would
ordinarily
in
a
commercial
or
corporate
matter.
We
would
charge
to
the
client
we
didn't
charge.
Any
of
that
to
you.
D
I
noted
with
interest
the
editorial
in
the
Idaho
Statesman
today
questioning
whether
we'd
stayed
at
fancy
hotels
and
ate
exp
at
expensive
restaurants.
Nothing
could
be
further
from
the
truth.
We
stated
a
couple
of
mid-level
hotels
that
were
recommended
by
the
city
and
we
ate
at
very
reasonably
priced
restaurants.
We
were
very
careful
about
spending
the
city's
money
and,
as
for
the
claim
that
they'd
like
to
know
where
every
penny
went
well,
their
own
reporter
has
all
of
our
billing
records
and
knows
exactly
what
what
how
the
costs
were
incurred.
D
We
bill
at
the
10th
of
an
hour
intervals
and
our
billing
records
show
Absolutely
every
shred
of
work
that
was
done
by
one
of
our
lawyers,
paralegals
or
other
professional
staff.
So
the
idea
that
we
were
hiding
the
ball
or
we
were
inflating
the
cost
or
we
were
taking
advantage
of
the
city
of
Boise-
is
not
only
wrong.
It's
offensive.
A
F
President
yeah
metamere
thank
you,
Mr
romwich
I'm,
going
to
shift
gears
a
little
bit
here.
You
had
mentioned
a
small
but
significant
number
of
minority
officers
or
BPD
employees
who
had
experienced
racism
internal
to
the
to
the
department.
Was
it
your?
Were
you
able
to
discover
if
they
had
reported
any
of
that
to
their
superiors
or
Internal
Affairs,
or
what
kind
of
information
did
you
get
on
where
those
incidents
LED
yeah.
D
It's
a
good
question:
it's
a
mixed
bag.
Some
of
them
did
report
it
and
reported
back
to
us
that
nothing
significant
was
done.
Some
of
them
said
they
did
report
it
and
they
don't
know
whatever
happened
to
it.
Others
said
they
did
report
it
and
it
was
not
taken
seriously
by
their
immediate
supervisor.
Some
said
they
didn't
report
it.
So
it's
sort
of
it's.
You
know
it
covered
sort
of
each
of
those
categories
and
again
there
was
not
a
huge
number,
but
one
is
too
many
right.
F
Thank
you
I
appreciate
that
answer
a
lot,
and
that
gives
us
a
little
bit
more
to
go
on
as
we're
as
we're
looking
into
the
rest
of
these
issues.
I
just
want
to
thank
you
for
your
thoroughness
on
a
shoestring
budget
that
we
provided.
F
I
think
that
this
is
a
really
tremendous
body
of
work
and
I
appreciate
your
all
of
your
efforts
and
the
efforts
of
your
staff.
I
know
that
it
was
a
heavy
lift.
So
thank
you.
Thank.
B
I'll
make
this
quick.
Thank
you,
Mr
Bromwich
for
all
of
your
work.
I
just
wanted.
My
question
was
very
similar
to
council
member
woodings,
and
you
know
from
my
standpoint
the
fact
that
you
did
receive
at
least
even
six
credible
potential
issues
or
incidents
and
I
am
concerned
even
related
to
the
issues
of
being
insular
and
other
things
that
you
mentioned,
that
it
may
damper
the
ability
of
individuals
to
feel
comfortable
reporting,
and
so
it
sounds
like
you
may
not
have
been
able
to
and
the
work
that
you
had.
B
But
I
was
curious
in
your
recommendations,
whether
you
would
also
recommend
an
evaluation
of
what
the
reporting
structure
the
complaint
structure
looks
like
for
individuals
who
may
experience
and
the
understanding
of
how
those
incidences
may
be
resolved
and
how
transparent
they
are.
I
was
curious
if
you
had
any
Reflections
on
that
yeah.
D
We
really
didn't
have
time
to
dip
into
that.
I
will
tell
you
that
in
the
other
police
departments
in
which
I've
done
work,
that
is
a
critical
issue
and
many
departments
fail
in
that
aspect
of
the
process.
The
accountability
process
is
that
do
people
feel
like
they're,
really
encouraged
to
report
misconduct.
If
they
report
misconduct,
do
they
risk
retaliation
if
they
report
misconduct,
are
those
allegations
treated
seriously
and
is
if
they're
substantiated,
is
serious
discipline
imposed
and
is
it
imposed
with
any
reasonable
period
of
time?
D
Those
are
sort
of
the
critical
elements
to
have
an
accountability
system
within
a
police
department
where
members
of
that
department
say
yeah.
If,
if
somebody
treats
me
badly,
if
somebody
is
racist
towards
me
or
discriminates
against
me
because
of
my
gender
or
my
ethnicity,
if
I
report
it,
it
will
be
taken
seriously,
it's
critically
important
and
it's
a
it's
an
issue
in
every
Department
I've
ever
worked
in.
A
Well,
Mr
Bromwich.
It
looks
as
if
there
are
no
further
questions
from
Council
I
want
to
say
too.
Thank
you.
I
deeply
appreciate
the
the
work
that
you
did
and
the
conversations
you
had
and
the
both
the
offering
of
provisional
findings
in
this
report,
but
also
the
recommendations
you
provided
with
us
today.
A
Excuse
me
for
us
today
and
I
gotta,
say
too
that
I'm
relieved
and
really
grateful
that
you
couldn't
point
to
clear
evidence
of
widespread
racism
and
white
supremacy,
but
I
also
heard
you
reference
and
and
know
that
it's
very
important
that
this
look
into
the
department
was
key
to
ensure
that
our
officers
do
indeed-
and
we
learned
today,
for
the
most
part
haven't
experienced
racism,
but
it's
important
to
me
to
know
that
they
feel
safe
and
they
feel
respected
in
the
workplace
and
have
opportunities
to
be
promoted,
and
it's
important
that
our
residents
feel
and
continue
to
feel
the
trust
with
the
police
department
that
they
always
have,
and
so
with
your
findings
today.
A
You've
both
you
know,
relieved
us
and
cleared
the
names.
Our
officers,
the
department
in
general,
deserve
to
have
their
name
cleared
after
we've
all
experienced
the
shocking
news,
but
gave
us
a
lot
to
think
about
with
regard
to
the
robust
set
of
recommendations
that
you
provided
and
so
for
Council
I'd,
say
I
believe
great
questions
asked
today,
but
our
staff,
Chief
and
others
need
time
to
digest.
A
I
know
it's
important
to
him
that
we
address
these
recommendations
and
really,
frankly,
follow
the
The
Motto
that
we
have
that
there's
nothing.
We
can't
do
better,
so
I'm
going
to
ask
that
staff.
Take
these
and
return
to
us
I'm
not
going
to
set
a
date,
because
you
need
some
time
to
really
look
through
them.
I
know,
Council
will
have
some
reactions
and
probably
additional
questions
or
interest
in
having
conversation
with
the
chief
and
staff,
but
I
propose
that
staff
take
these
and
review
the
recommendations.
A
We're
fully
come
back
to
us
with
information
on
the
ability
to
address
them,
ways
that
they
might
be
addressed
or
recommendations
to
address
them
if
they
believe
they
can't
be
addressed
in-house
and
then
we'd
further
that
conversation
at
that
point
in
time
and
no
action
needs
to
be
taken,
but
I
just
want
to
get
a
sense
of
from
Council.
If
that's
that's
the
best
path
forward.
At
this
point.
F
I
met
a
mayor.
I
think
that
that's
that's
a
wise
path
forward
and
I
would
anticipate
that
as
we're
moving
forward
through
that
process.
Council
members
might
also
have
some
ideas
on
how
we
address
these
some
of
these
through
policy
and
would
welcome
those
to
be
brought
to
our
attention.
E
One
again,
I
just
want
to
relay
the
appreciation
for
the
work
that
your
team
has
done.
Mr
Bromwich
for
the
investigation
I
realized
that
in
many
ways
you
feel
like
it's
not
complete
and
in
some
other
ways
that
you
feel
comfortable
with
making
recommendations
which
I
I
think
is
really
appreciated
by
everyone.
Here.
E
I
also
appreciate
the
the
officers
that
were
involved
in
who
decided
that
they
would
participate
in
the
interviews
given
candid
responses,
because
I
think
that
we
as
individuals
as
organizations
as
departments,
we
should
want
to
know
where
our
flaws
are
and
where
our
systems
are
failing,
because
that's
the
only
way
that
we
can
improve
and
when
we
have
biases
that
are
exposed
that
we
maybe
were
aware
of
or
unaware
of
that's
when
we
have
the
opportunity
to
actually
address
them
and
I
would
say,
I
welcome.
The
further
discussion.
E
I
have
particular
interest
in
making
sure
that
we
talk
about
how
people
get
promoted
within
the
department
into
these
leadership
positions,
how
they,
how
we
make
sure
that
they
have
the
ability
to
lead
their
officers
and
have
that
that
skill
set
and
that's
not
necessarily
passing
a
test
with
flying
colors.
It's
really
being
able
to
work
with
the
other
people
and
to
lead
an
organization
and
I
have
some
serious
concerns
about
the
way
that
bringelsen
managed
to
move
up
through
that
process.