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From YouTube: 10-13-22 Police Oversight Panel Meeting
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A
A
B
Yes,
my
I
had
to
get
my
headset
working
hi
Daniel,
Chico
Martha.
B
B
B
Thank
you
for
reminding
us
on
that
and
then
also
it's
okay.
If
we
slow
our
roll
a
little
bit
here
in
the
beginning,
I
think
Chief
Maris
has
a
conflict
until
6
44.
So,
okay.
G
B
Wondering
if
it
makes
sense,
because
the
pan
I
don't
know
if
the
panels
officially
met
flow
and
that
crew
we.
B
Okay,
yeah:
let's
just
do
that
really
quickly.
Just
to
give
and
Stephen
might
have
updated
information.
Deputy
chief
Redfern,
my
understanding
is
Chief.
Harold
is
not
able
to
come
until
like
644.
H
F
Whole
thing
oh
I,
I,
do
have
an
update
before
we
get
in
for
panelists.
Just
a
quick
thing.
Arielle
and
I
talked
with
oh
Joey,
before
Joey
left
just
making
sure
in
our
meetings
when
we
can
to
make
sure
we
have
our
cameras
on,
but
especially
when
we
take
votes
to
make
sure
that
when
we
cast
a
vote
we
have
our
camera
on.
So
it's
clear
that
we're
actually
the
one
casting
the
vote
and
Our
intention
is
reported
for
the
record
just
a
bit.
Just
a
heads
up
on
that.
F
Just
to
keep
us
above
board
transparency
wise
on
everything
we
do
so
I
just
wanted
to
get
that
out
before
we
started
the
meeting
and
Victor
are.
Are
you
up
for
monitoring
our
q
a
again
tonight.
F
B
G
on
it
I
know
you're
the
host.
I
B
J
F
You
and
it's
committee
co-chairs
are
any
of
you
presenting
tonight.
Should
we
make
you
a
co
co-host
as
well
Martha
Victor
Hadassah
cool,
not
that
there
was
an
expectation
I
just
wanted
to
check,
though.
F
K
A
Sorry
I'll
get
Bobby
bogey
also
is
a
frequent
for
those
of
the
new
people.
My
dog
bogey
is
a
frequent
member
of
our
meetings.
He
will
be
popping
up.
Try
to
keep
him
quiet
as
best
as
we
can
bugs
come
on.
Come
meet.
Everyone.
A
Victor
is
going
to
be
in
charge
of
our
q
and
a
and
so
any
questions
that
members
of
the
public
have
or
press
direct
to
the
chat
and
Victor
will
be
Fielding.
Those
throughout
the
meeting,
so
the
rest
of
the
panel
can
be
focused.
We
thank
Victor
for
that
and
then
for
panelists.
A
If
you
have
any
chat
Communications,
we
just
remind
you
to
keep
those
one-on-one
rather
than
generally
in
the
chat
just
for
ease
sake.
Anything
that
you
have
that
you
need
to
be
brought
up.
You
can
also
ping
one
of
the
co-chairs
so
that
we
can
do
it
and
then
Jan.
Are
you
taking
minutes
for
us
this
evening,
just
to
confirm
or
is
there
yes?
Okay,
awesome!
Wonderful,
so
I
see
that
recordings
going
so
I'm
going
to
start
with
the
reading
of
our
land
acknowledgment.
A
We
acknowledge
the
Arapahoe
you
and
Cheyenne
tribes,
the
traditional
custodians
of
the
land
on
which
the
police
oversight
panel
and
Boulder
Police
Department,
operate
and
pay
our
respects
to
their
Elders
past
and
present
welcome
everyone
to
the
October
2022
meeting
of
the
police
oversight
panel.
We
are
in
a
time
of
transition,
just
like
the
fall
as
leaves
are
turning.
We
are
also
changing.
So,
as
you
all
know,
Joey
has
left
and
gone
to
La.
A
We
wish
him
well
there
and
our
interim
monitors
are
in
place
now
and
we
are
in
the
midst
as
well
of
our
Recruitment
and
selection
committee,
and
so
there's
a
lot
going
on
for
some
of
our
panelists
who
are
sitting
in
on
that.
So
I
wanted
to
say
a
big
thank
you.
A
I
know
it's
been
a
heavy
lift
and
things
are
a
little
bit
wonky,
and
so
we
really
appreciate
it
I'm
going
to
read
through
our
agenda
right
now,
so
we
are
going
to
approve
the
minutes
from
the
September
meeting.
Then
the
Boulder
Police
Department
will
be
presenting
the
reimagined
policing
plan
to
us,
which
all
of
us
have
gotten
time
to
review.
Hopefully,
throughout
this
week,
and
we
are
going
to
share
some
feedback
and
have
some
dialogue
there,
we
will
give
a
status
update
on
member
application,
the
selection
process.
A
Any
committees
can
share
kind
of
quick
updates
for
now,
I
have
a
feeling
that
will
go
pretty
shortly.
A
We
will
be
doing
in
the
inter,
monitor
flow,
we'll
be
introducing
herself
and
sharing
a
brief
report
as
well.
Then
we
will
be
selecting
our
cases
as
well
as
public
comment.
Daniel
have
I
missed
anything.
The.
F
A
Yes,
thank
you
for
adding
that
in
great.
So
with
that,
let's
start
with
approval
of
minutes,
so
we
can
hand
it
over
to
the
police
department.
So,
as
has
everyone
gotten
the
chance
to
review
September
minutes,
okay,
let's
just
do
a
show
of
hand
you
can
vote
by
Zoom.
A
That
would
probably
be
easiest.
Okay,
great,
let's
see
panelists
annual
approval
of
minutes,
Martha,
Victor
and
Chico.
Do
you
approve
the
September
minutes
as
they
stand
great
myself
as
well?
Okay,
Gianna!
Can
you
also
please
just
note
too
I
forgot
to
add
that
Tyson
Sarah
are
not
present
for
this
meeting
too
just
so,
we
have
that
absolutely
perfect
and
with
that
I
will
hand
it
over
to
the
police
department
thanks.
So
much.
G
Foreign
did
you
want
me
to
just
start
I.
L
Can
but
good
evening
everybody
mayor's
Harold
police,
chief
and
I'll,
let
Steve
introduce
himself
so
everybody's
familiar
with
Steve.
G
Good
evening
police
oversight
panel
I'm
glad
to
be
here.
My
name
is
Wendy
Schwartz
I
am
the
human
services
policy
manager
in
our
City's
Department
of
Housing
and
Human
Services.
But
tonight
I
am
speaking
to
you
as
the
project
manager
for
the
police
department,
master
plan
project,
otherwise
known
as
reimagined,
policing
and
I'm.
Just
gonna
pause
here
and
have
our
assistant
city
manager
introduce
herself.
G
You
all
thanks,
Pam
and
then
I'll
have
Dr
Sattler
introduce
herself.
We
have
a
consultant
working
with
us
on
this
project
and
I'll
talk
more
about
that
a
little
bit
later
in
the
presentation,
but
we
can
just
have
Dr
Sattler
briefly
introduce
herself
now.
C
Hi
my
name's
Patricia
Sattler,
most
people
just
call
me
Trish
and
you
can
forego
the
formality
of
calling
me
doctor.
I
I
appreciate
it,
but
it's
not
necessary
I'm.
A
senior
research
associate
at
the
national
policing,
Institute
and
the
co-principal
investigator
on
this
evaluation
of
the
draft
plan
for
Boulder.
G
Thanks
Trish
and
I'll
just
acknowledge
well
Amy's
on
the
the
call
tonight
that
Amy
Kane
has
also
been
part
of
our
core
team
working
with
us
on
the
reimagined
policing
project.
G
B
Doing
that
I'm
gonna
just
further
my
presence
here.
So
one
of
the
other
reasons
that
I'm
here
is
as
Joey's
supervisor
the
supervisor
for
the
independent
monitor
I'm
going
to
be
going
along
with
all
of
you
through
the
next
few
months,
just
to
help
really
support
the
police
oversight
panel.
B
The
work
that
you're
all
doing
making
sure
our
colleagues
from
the
office
of
independent
review
have
what
they
need
so
I'm
just
here
to
help
be
part
of
the
glue
as
we
move
forward
through
this
process
and
for
those
of
you
who
are
on
the
the
recruitment
panel
for
the
new
panelists
I'm,
going
to
be
helping
organizing
some
of
that
work
as
well
so
reach
out
to
me.
Whenever
you
have
any
questions
or
concerns
and
I'll
be
emailing.
You,
as
you
probably
have
already
noticed
thanks
so
much.
G
Okay,
so
we've
had
some
tricky
issues
with
presenting
or
I've
had
some
tricky
issues
rather
with
presenting
in
Zoom.
So
folks
tell
me
what
you're
seeing
on
the
screen
share
right
now:
PowerPoint
Wendy,
okay,
it's
just
the
big
slide.
We're
set!
Yes,
okay!
So
now,
let's
see
if
it
works
to
advance
okay,
so
Chief,
are
you
ready
to
Dive
In
Here
I.
L
Am,
first
of
all,
I'm,
sorry
that
you
had
to
read
70
pages
of
the
police
master
plan
and
then
have
to
watch
a
PowerPoint
and
I'm
gonna.
Try
to
make
this
a
seamless
and
painless
for
you
as
humanly
possible,
but
I
do
want
to
just
give
a
little
bit
of
background
on
why
I
am
in
policing
and
how
I
do
see
policing
very
differently
than
most
police
Executives
across
the
country.
L
I
started
my
career
in
psychology
and
social
work
and
for
the
better
part
of
my
20s
I
investigated
sex
assaults
and
child
abuse
and
vulnerable
populations,
mostly
in
the
state
of
Kentucky
and
and
the
City
of
Cincinnati
and
I,
think
it.
My
background
is
different
from
a
lot
of
police
Executives.
But
I
was
in
grad
school,
finishing
up
an
MSW
master
of
social
work
when
I
took
a
class
on
policing
in
grad,
school
and
I
came
across
these
pillion
principles
and
Sir
Robert
peel.
L
But
these
principles
are
known
as
pillian's
principles
changed
the
trajectory
of
my
life,
because
the
message
from
Sir
Robert,
peel
from
the
United
Kingdom
was
very
powerful
and
unfortunately,
his
desire
and
commitment
to
policing
in
the
1850s
is
everything
that
I
want
to
do
and
for
those
of
you
have
known
Sir
Robert
peel
was
the
prime
minister
of
the
United
Kingdom
very
Progressive
for
his
time
and
he's
not
to
be
confused
with
his
father,
who
was
not
very
Progressive
for
his
time,
but
Sir
Robert
peel
was
the
Prime
Minister
during
a
ton
of
civil
strife
and
civil
unrest
in
the
United
Kingdom,
and
he
saw
a
lot
of
military
presence
during
times
of
civil
unrest,
and
he
saw
a
lot
of
Bloodshed
during
this
time
and
he
really
began
formulating
his
philosophies
of
having
a
civilian
police
force
that
would
be
part
of
the
community
and
not
be
a
military
invading
Army.
L
So
to
speak,
and
so
this
is
the
foundation
of
everything.
I
believe
in
and
I
am
so
passionate
about
his
principles.
Because
what
really,
when
you
read
them,
you
cannot
believe
that
they
were
written
in
the
1850s
I'm
not
going
to
read
all
of
these
on
word
for
word,
but
I
do
want.
To
paraphrase
this,
because
I
think
they
are
so
powerful,
especially
when
we're
talking
about
reimagining
policing.
So
here
are
some
of
the
foundations
of
the
pillion
principles.
L
The
police
should
focus
on
preventing
harm
and
protecting
the
vulnerable.
We
want
to
avoid
the
need
to
respond
to
crime
and
the
need
to
punish
people
using
the
justice
system
so
that
we
must
perform
in
ways
that
secure
and
maintain
public
respect.
L
L
L
L
We
only
exist
to
stop
harm,
never
to
avenge
or
punish
people.
The
rest
of
the
systems
has
this
power
and
finally,
we
should
be
judged
by
our
ability
to
prevent
crime,
not
by
the
number
of
calls
we
respond
to
and
arrests
we
make
so
these
principles
to
me
mean
everything
I'm
so
passionate
about
this,
but
this
is
what
policing
has
to
strive
for,
and
so,
whenever
I
speak
about
policing
you
can
know.
This
is
where
I'm
constantly
trying
to
get
to
are
these
nine
pillion
principles
next
slide.
L
We
respond
randomly
to
calls
for
service
back
and
forth
to
the
same
people,
places
and
victims
over
and
over
and
over
again.
This
remains
steady,
not
only
in
Boulder
but
across
the
country
we
fail
to
take
in
account
other
failures
of
Social
Service
systems
that
contribute
to
crime,
and
we
place
disproportionate
number
of
community
members
of
color
into
systems
that
does
not
serve
them
well
at
all.
Next
slide
Wendy.
L
So
now,
let's
consider
where
we
should
go.
Reimagining,
police
and
policing
envisions
a
new
future
one
that
will
take
time,
but
is
both
achievable
and
recordable.
The
vision
has
the
following
attributes:
I
have
always
said
and
I've.
This
has
been
the
Cornerstone
of
my
career,
that
policing
needs
to
be
prevention
focused.
L
We
need
to
look
at
Data
Systems
and
practices
that
have
been
proven
and
I'm
a
big
believer
in
using
only
evidence-based
strategies
to
reduce
crime
and
disorder.
We
need
to
be
more
inclusive
and
less
biased.
We
need
to
emphasize
collaboration
and
problem
solving.
L
L
So
I
am
not
saying
that
sometimes
police
officers
have
to
make
arrests
and
I
think
we
can
all
agree
that
when
violence
occurs
between
individuals,
that
police
are
definitely
needed,
you
can
think
about
active
Shooters.
You
can
think
about
sexual
assaults.
You
can
think
about
domestic
violence.
L
Repeat
offenders
in
the
system.
There
is
a
role
that
sometimes
the
criminal
justice
system
plays
a
part,
but
I
believe
wholeheartedly
that
police
departments,
communities
and
other
City
departments
can
prevent
opportunities
for
Crime
occurring
in
the
first
place,
and
that
is
Meaningful.
Police
reform
not
often
talked
about
when
we're
talking
about
police
reform,
but
I
have
seen
it.
I
have
been
a
part
of
it
and
I
think
that's
where
the
future
of
policing
lies
next
slide,
Wendy,
so
a
shared
Vision
that
transforms
policing
to
the
future.
Is
we
we?
L
L
We
have
to
create
positive
change
in
communities
most
in
need
and
in
that
we
must
reduce
harm
to
our
most
vulnerable
populations
and
I
think
we
can
all
agree
right
now.
The
harm
that
is
being
committed
across
this
country
in
large
part,
is
to
our
most
vulnerable
populations
next
slide,
and
this
is
something
again
as
the
Cornerstone
of
the
reimagining
policing
master
plan,
and
it
really
is
how
crime
science
addresses
social
inequities.
L
So
some
of
the
crime
science
principles
is
crime
is
concentrated,
it's
concentrated
in
people
places
and
victims.
We
know
this,
so
a
small
number
of
vulnerable
community
members
and
places
are
more
likely
to
experience
crime
victimization
the
cost
of
victimization
physical,
economic
and
emotional.
Further
perpetuate
social
inequities,
particularly
when
repeat
victimization
occurs.
L
Prevention
must
be
the
priority
in
policing,
repeat,
crime
patterns
are
identified
and
prevention
becomes
officers,
primary
Mission,
not
simply
reacting
to
Crime
After,
it
occurs.
Prevention
reduces
social
inequities
perpetuated
when
cost
of
crime
are
disproportionately
borne
by
repeat
victims
and
then
the
other
big
concept
that
I
am
really
pushing
in
Boulder.
Is
this
concept
of
holistic
governance
which
again
comes
from
the
United
Kingdom
as
well?
But
prevention
requires
analysis
of
repeat
crime
problems
and
local
leaders.
L
Commitment
to
direct
resources
toward
toward
these
experiencing
harm
disrupting
predictable
crime
patterns
reduces
further
social
inequities
caused
by
victimization
and
the
need
for
continuous
justice
system
intervention,
including
police
response
to
calls
for
service
and
arrest
and
I,
will
offer
that
other
City
departments
and
other
alternative
responses
to
crime
and
disorder.
Many
times
have
more
impact
than
police
officers.
Do
so,
if
you
think
about
police
Chiefs
be
becoming
part
of
a
holistic
City
strategy
about
crime
and
disorder,
I
think
that
we
get
closer
to
meaningful
police
reform.
L
Other
City
departments
and
I've
said
this
time
and
time
again
have
meaningful
impact
on
crime
and
disorder
by
blocking
opportunities
for
Crime
to
happen
in
the
first
place.
We
know
this.
These
are
proven.
These
are
evidence-based
strategies
and
any
police
chief
that
is
not
engaged
with
other
City
departments
and
other
social
service
agencies
and
other
types
of
alternative
responses
are
missing
the
ball
completely,
and
this
is
the
direction
that
we
have
to
go
in.
So
when
you
see
me
presenting
on
holistic
governance,
this
is
a
big
part
of
me,
reimagining,
policing
next
slide.
G
You're
welcome
so
now
that
the
chief
has
talked
about
really
the
vision
behind
the
plan
in
a
few
slides,
we'll
transition
to
talking
about
some
of
the
draft
value
statements
that
you
read
in
the
plan
and
the
focus
areas
of
the
plan,
but
first
we'll
I'll
just
start
by
talking
about
how
we
got
to
that
draft
plan
and
how
we've
gotten
there
is.
We've
been
we've
been
working
on
this
project
for
a
while.
G
We've
had
three
public
engagement
Windows
thus
far
and
the
feedback
we
got
in
those
windows
were
used
to
develop
the
draft
Public
Safety
value
statements
that
are
included
in
the
plan,
as
well
as
the
focus
areas,
and
so
now
we're
at
the
point
of
having
a
draft
plan.
That's
been
released
publicly
and
in
our
next
window,
we're
going
to
be
looking
for
feedback
on
what
we've
released
to
the
public
so
that
we
we
know
how.
G
Well
that
plan
is
meeting
the
ideas
that
people
have
about
their
police
department
and
how
they
want
it
to
to
address
their
concerns
in
and
their
values
in
the
city.
And
so
we
we
refer
to
that
as
window
four
and
our
consultant
National
policing,
Institute,
so
which
Trish
and
her
team
are
leading
that
effort.
G
They
are.
They
are
managing
the
public
engagement,
that's
going
to
take
place
during
that
upcoming
window
and
there's
two
kind
of
major
branches.
If
you
will
of
that
engagement
and
one
of
them
is
a
community
survey,
that's
going
to
be
offered
in
English
and
Spanish
and
that
there
is
going
to
be
a
representative,
statistically
representative
sample
survey,
a
of
from
the
city
and
also
that
same
survey
will
be
available
for
anybody
in
the
community
to
take
it
if
they
wish.
G
And
then
we
have
another
branch,
which
is
what
we've
been
calling
alternative
engagement
and
what
the
feedback
that
the
city
has
heard
in
recent
times.
Is
that
a
survey
which
is
that's
a
pretty
traditional
City
method
of
getting
feedback
that
works
great
for
some
of
our
residents,
but
maybe
not
so
great
for
others,
and
so
we
wanted
to
make
sure
we
offered
other
opportunities
and
some
opportunities
to
kind
of
get
some
some
deeper
or
more
nuanced
qualitative
feedback.
G
So
there's
going
to
be
focus,
groups
and
interviews
and
Trish,
and
the
national
policing,
Institute
team
have
linked
up
with
some
some
different
Community
leaders
representing
different
groups,
different
segments
of
our
population
and
with
really
an
emphasis
on
groups
that
that
may
have
historically
been
disproportionately
impacted
by
policing
practices
or
really
felt
like
City
Planning
processes
like
this
might
not
have
been
very
accessible
to
them,
and
so
on
this
slide
on
the
right
hand,
side
we
have
some
bullets
representing
kind
of
some
of
the
types
of
community
segments
that
we're
emphasizing
through
that
process.
G
G
G
These
Focus
areas,
so
in
a
minute
for
the
next
slide,
I'll
turn
it
back
over
to
the
Chief
and
and
she'll
give
some
examples
of
the
types
of
strategies
that
are
in
the
plan
and
how
they
relate
to
those
Community
value
statements.
G
We
do
have
13
strategies
in
the
plan
and
many
of
those
strategies
have
multiple
tactics
underneath
them,
which
is
often
a
bit
much
for
people
in
a
PowerPoint
presentation.
So
for
this
presentation,
we're
going
to
focus
on
examples,
but
when
we
finish
happy
to
talk
about
anything
in
any
part
of
the
plan,
and
so
with
that,
I'll
turn
it
over
to
the
chief
to
start
on
the
first
value
statement.
Example.
L
Thanks
Wendy,
so
we
are
all
free
to
enjoy
public
and
private
spaces
without
fear
of
harm
and
I
think
this
is
so
important
to
the
community
to
be
able
to
trust
that
the
police,
department
and
other
City
departments
are
engaged
in
evidence-based
strategies
that
are
effective,
Equitable
and
efficient,
and
so
one
of
the
ways
that
we
are
doing
this,
we
have
adopted
the
stratified
policy
model,
which
is
an
accountability
and
transparency
model
that
puts
heavy
emphasis
on
community
collaboration
to
solve
crime
problems,
and
so
this
is
up
and
running
it's
in
its
infancy
stages
right
now,
but
everybody
from
the
community
is
welcome.
L
L
They
do
normally
not
join
the
police
department
to
prevent
crime,
and
so
this
is
a
huge
Monumental
shift
for
policing
to
get
them
to
think
more
about
prevention
versus
reacting
I.
Think
we've
talked
about
this
at
length.
We
brought
on
the
icat
model,
it's
also
known
as
the
critical
decision
making
model,
but
this
is
a
radical
departure
on
how
we
train
officers
on
use
of
force.
L
We
have
gotten
away
from
the
use
of
force
continuum,
and
we
are
now
in
this
circular
Paradigm
strategy
that
really
puts
the
value
of
all
life
in
the
middle
of
the
model,
which
dramatically
changes,
tactics
and
strategies,
police
officers
use
when
they
encounter
somebody
that
is
resisting
or
in
a
behavioral
Health
crisis
or
really
is
not
Cooperative.
So
this
radically
changes
the
way
police
officers
look
at
look
about,
look
and
feel
about
uses
of
force
and
also
I
will
say.
L
Unfortunately,
the
United
Kingdom
is
very
Progressive
on
policing.
This
is
an
idea
out
of
Scotland
and
so
I've
adopted
this
strategy
of
well
as
well.
Preliminarily
I
can
tell
you,
since
we
have
been
engaged
in
it.
Our
use
of
force
numbers
have
significantly
gone
down
and
we
are
studying
this
and
we're
going
to
further
evaluate
this.
So
that
is
good
news.
L
The
other
way
that
we
can
you
know,
discuss,
policing
and
and
communities
and
ensure
that
we're
engaged
in
evidence-based
practices
is
that
we
are
trying
to
get
Kalia
accredited,
which
is
just
a
accreditation
that
police
departments
go
through,
but
these
are
third-party
assessors
that
come
in
and
review
the
police
department,
modern
policies,
procedures
guidelines
and
make
sure
that
they
do
meet
best
practices
next
slide
Wendy.
L
Just
one
example
of
what
we're
doing
is
that
we
are
having
a
third
party
research
firm,
come
in
review,
our
stop
and
arrest
data
and
our
traffic
stop
data,
consensual,
non-consensual
stops
as
well,
and
my
vision
in
short
term
is
to
have
this
all
located
on
a
community
dashboard
that
has
explanations
and
descriptions
on
force
and
traffic
stops.
It
includes
any
disparities
that
we
have
next
slide.
L
The
next
value
statement
is
police,
respond
professionally
respectfully,
when
we
need
them,
but
we
need
alternative
and
creative
resources
to
address
problems
not
suited
to
policing.
So
Boulder
is
way
ahead
of
the
curve
on
alternative
responses.
There
is
a
ton
of
alternative
responses
that
already
exist
in
the
Boulder
Police
Department,
auto
accident
Recon,
Reconstructionist
code
enforcement,
Animal
Control,
just
to
name
a
few.
Also.
We
have
a
I
think
one
of
the
best
hot
teams
in
the
country
that
really
work
hard
on
assisting
our
own
house
population
into
housing.
L
We
also
have
I
think
one
of
the
finest
Crisis
Intervention
response
teams
in
the
country
as
well
and
that's
led
by
Wendy,
and
we
are
looking
to
develop
paramedic
and
a
clinician
response
similar
to
what
Denver
has
in
stock
star.
So
this
will
all
be
happening,
probably
in
2023.
If
Wendy
thinks
that's
on
target
Wendy.
Are
you
thinking
that's
on
target
It's,
On
Target,
all
right
next
slide
Wendy.
L
Just
one
example:
I
have
been
working
really
hard
to
ensure
that
we
are
recruiting
from
diverse
neighborhoods
in.
M
L
Ways-
and
this
is
so
important
to
me
to
make
sure
that
we
have
people
with
diverse
backgrounds,
diverse
perspectives,
about
policing.
You
know
we
have
hired
people
from
other
countries.
We
have
hired
people
from
diverse
neighborhoods
and
we
are
doing
really
well
in
this
and
I
continue
to
push
this
we've
also
signed
on
to
the
30
by
30
initiative,
which
is
right
now
I
think
it
sits
with
the
BGA.
L
Complaints
like
their
male
counterparts
and
women
just
bring
a
totally
different
perspective
to
policing
and
so
we're
working
hard
on
that,
and
basically
the
30
by
30
initiative
is
targeting
the
year
2030
to
have
30
percent
women
recruits
30
percent
of
women
in
specialized
assignments
and
30
percent
of
women
in
non-traditional
assignments
in
police
departments,
think
canine
homicide
units,
tactical
units
and
SWAT
next
slide.
Please
Wendy.
L
L
So
we
are
trying
mightily
to
get
as
much
racial
Equity
training
bias
and
microaggression
training,
I'm,
exploring
evaluating
the
training,
so
I
know
what
works
and
what
doesn't
some
of
the
other
training
cornerstones
is
I.
Want
the
entire
sworn
staff
to
be
certified
in
Crisis
Intervention
right
now,
we're
looking
at
about
30
percent
of
our
officers
trained
in
this,
but
that's
way
too
low.
L
A
lot
of
our
interactions
on
a
daily
basis
are
with
people
experiencing
behavioral
health
and
mental
health
crisis.
So
we
want
to
ensure
that
our
officers
are
all
trained
in
this,
but
it
is
a
40-hour
certification.
So
it's
it's.
It's
a
heavy
lift
to
get
everybody
trained,
but
we're
committed
to
that.
The
other.
Just
an
example
is
the
active
bystander
ship
training
that
is
also
evidence-based
as
well.
Obviously,
I
feel
passionate
that
we
evaluate
all
of
our
trainings
on
an
ongoing
basis.
L
L
Oh
I'm,
sorry
I
thought
we
were
still
in
the
same
slide.
Wendy.
The
next
value
statement.
Officers
are
part
of
the
communities
they
serve.
Building
relationships
and
understanding
and
addressing
problems
before
having
to
step
up
enforcement
or
restore
I
mean
resort
to
force.
So
we
are
have
a
neighborhood
policing.
L
Strategy,
Steve
and
I
have
been
working
diligently
to
make
sure
officers
are
assigned
to
specific
neighborhoods
and
we
really
are
working
hard
to
ensure
that
we
have
Spanish-speaking
officers
assigned
to
some
of
our
neighborhoods
that
we
know
are
Spanish-speaking
from
different
parts
of
the
world,
so
we're
actively
involved
in
that,
but
think
about
vulnerable
communities.
L
We
are
trying
to
have
Liaisons
within
those
communities,
so
this
will
be
a
city-wide
strategy
in
the
department
and
community
members
can
work
together
to
solve
problems
before
escalation,
and
this
is
such
an
important
thing
to
do,
because
the
communities
really
understand
crime
better
than
the
police
officers
that
respond.
They
know
what's
happening
in
their
communities
and
they
want
to
address
the
that
before
that
we
have
to
use
traditional
criminal
justice
mechanisms.
So
this
is
a
constant
push
of
mind
to
get
police
officers
into
these
neighborhoods
talk
to
communities.
L
We
have
found
that
communities
in
Boulder
overwhelmingly
want
police
to
help
them
address
crime
and
disorder
before
and
to
prevent
bad
things
from
happening
and
not
simply
respond
to
after
bad
things
to
happen,
and
so
that's
the
direction
we
are
going
in
as
well.
Next
slide,
Wendy
I
think
that's
it
and
I
am
I
hate
PowerPoints,
but
it
had
to
be
done
tonight.
Everybody
so
I,
apologize
up
front
and
I'll
be
glad
to
answer
any
questions
that
you
have.
Thanks
for
your
help,
Wendy
thanks
chief.
F
So
we
have
30
minutes
for
designated
for
feedback,
panelists
and
yeah.
I
who's
got
feedback.
K
Yeah
I
don't
know
if
this
is
feedback
or
more
of
a
question,
but
the
Staffing
there's
stopping
issues,
Staffing
shortages,
half
of
the
force
or
what
is
it
40
of
the
force-
is
brand
new
in
the
last
four
years.
K
That
also
impacts
your
ability
to
train
people
because
they're
also
brand
new
right.
So
I
guess
I
have
two
questions
one.
It
said
that
some
of
these
specialized
units
are
going
to
have
to
be
disbanded
because
of
the
Staffing
shortages
so
which
specialized
units
are
on
the
chopping
block
and
the
second
issue.
K
K
Our
officers
are
at
74
and
we've
noticed
just
in
some
of
the
things
that
we've
seen,
that
people
are
overworked
and
have
multiple
shifts
and
multiple
responsibilities,
and
then
we
expect
them
to
absorb
of
training
and
do
the
other
things
that
are
required
in
this
plan,
where
there's
simply
stress
on
just
try
to
do
the
the
job,
that's
at
hand.
So
if
you
could
address
that,
thank
you.
L
Victor,
that's
that's
such
a
great
observation.
L
Certainly
on
my
mind
all
the
time.
One
of
the
one
of
the
parts
of
the
master
plan
that
we
didn't
touch
tonight
was
officer,
wellness
and,
and
it
has
it
has
to
be
addressed,
because
if
officers
aren't
well,
then
there
must
certainly
not
going
to
treat
the
community
well,
and
we
know
that
right
and
so
Steve
and
I
just
had
a
meeting
this
morning
and
we
are
at
a
critical
juncture.
We
are
at
a
Crossroads
with
Staffing.
L
There
is
no
doubt
about
it,
but
Steve
has
been
working
hard
and
at
least
for
the
next
couple
months.
Our
plan
is
not
to
take
anybody
out
of
their
specialized
assignments,
because
if
you
think
about
communities
such
as
San,
Juan
and
other
vulnerable
population,
the
unhoused
the
work
that
the
house
housing,
the
housing
Outreach
team
does
on
a
daily
basis,
our
our
officers
that
respond
with
Wendy's
crew
on
Crisis
Intervention
on
calls
for
service
that
would
be
devastating
to
the
community.
L
To
do
that
so
I'm
committed,
and
so
is
the
city
in
ensuring
we're
doing
everything
we
can
to
keep
our
specialized
units
where
they
need
to
be,
and
that
includes
the
impact
Hill.
These
officers
are
trained
on
how
to
deal
with
college
students
with
excessive
drinking.
L
These
are
our
Elite
officers
that
are
working
on
very
complex
problems,
so
right
now,
I
can
tell
you.
We
are
down
29
officers.
I
am
being
told
this
morning
that
we
just
gave
officers
to
15
to
20
new
applicants
and
I
can
tell
you
if
there's
something
that
I'm
proud
of
these
officers,
that
we
are
hiring
are
mostly
people
coming
into
Boulder
because
of
what
we're
doing
with
reimaginated
policing.
L
They
are
second
career
individuals
that
are
older,
that
want
to
be
a
part
of
service
and
not
law
enforcement,
and
so
this
is
something
that
I
feel
so
passionate
about.
We
are
not
Law
Enforcement
Officers,
we
are
police
officers,
we
deal
with
law
enforcement
issues,
10
percent
of
our
time,
and
so
we
have
seven
new
people
coming
out
of
the
academy
which
will
bolster
Patrol
in
Steve's
duties,
and
then
we
are
actually
and
I'd
love
your
input.
L
L
That
can
prevent
bad
things
from
happening
before
they
occur,
and
so
we
are
on
all
cylinders
trying
to
get
good
people
in
the
department
if
our
numbers
do
not
improve
at
some
point,
Steve
and
I
will
have
to
have
a
real
real
look
at
our
specialized
assignments
because
we
have
to
answer
calls
for
service,
but
you
have
a
very
valid
point
and
we
have
to
remember
that
police
officers
need
time
off.
L
They
need
to
be
with
their
family
and
sometimes
we
are
actually
forcing
people
to
work
overtime,
and
that
is
never
a
good
combination.
And
so
we
are
working
on
that.
This
is
not
just
a
problem
in
Boulder,
it
is
across
the
state,
so
great
question,
great
observation,
Victor
and
it's
something
that
is
on
my
mind
all
the
time.
A
Thank
you
so
much
for
presenting
my
biggest
thing.
I
want
to
share
is
well
first
I
just
want
to
say,
I'm
really
happy
to
hear
that
we
are
going
to
be
doing
something
like
the
star
program.
I've
been
really
a
happy
and
encouraged
by
the
results
that
have
come
out
about
Denver's
program
in
the
last
few
years.
A
I
think
especially
the
Stanford
report
that
that
came
out
recently,
so
I'm
really
glad
to
hear
that
and
would
love
to
hear
if
Boulder
has
more
plans
about
what
that
specifically
will
look
like
and
implementing,
and
and
maybe
both
how
it
will
resemble
Denver's
and
and
how
it
will
be
different
and,
of
course,
knowing
that
our
communities
are
different
and
then
also
I
was
just
thinking
with
these
presentations.
A
You
know
the
comprehensive
document
that
you
have
is
is
amazing,
and
it's
it's
really
great
that
you
guys
are
doing
these
feedback
sessions,
but
I
also
think
that
providing
succinct
list
of
reforms
or
succinct
lists
of
of
mission
will
would
be
really
helpful
for
resources
and
kind
of
for
these
conversations
as
jumping
off
points
right.
It's
it's
hard
to
go.
A
You
know
page
64
or
page,
you
know
73
of
these
of
these
large
documents
and
that
having
kind
of
that
bullet
point,
here's
a
two-pager
and
I
think
more
so
going
to
actual
specific
reforms
and
and
what
are
the
practical
things
that
are
going
to
be
done
rather
than
the
values
based
mission-driven,
because
I
think
that
Chief,
you
summed
that
up
really
well
in
your
presentations
and
that's
something
that
can
be
covered
kind
of
verbally
and
so
that
seeing
the
specifics
would
be
really
helpful.
A
I
think
and
it's
something
that
you
know
as
someone
who,
after
eight
hours
and
trying
to
remember
you,
know
eight
hours
of
work
and
then
trying
to
remember
this.
This
big
proposal,
I
read
a
few
days
ago.
That
would
be
something
that's
helpful.
So
just
thank
you
and
glad
to
see
that
steps
are
being
taken.
L
I'll
tell
you
what
easy
and
again
I
apologize
I
know
you
all
work
hard
all,
and
the
last
thing
you
want
to
do
is
read
a
long
document,
so
I
get
it
and
speaking
of
the
star
program,
this
should
be
up
and
running.
Sometime
Late,
2023
Wendy's
on
track
it'll
be
very
similar
to
Star
they're
gonna
work
out
an
evaluation
process
for
it.
L
The
only
difference
is,
and
I'll
just
be
honest
and
when
to
get
sick
of
me
telling
you
this,
but
I'm
going
to
tell
you
Denver's
holistic
systems
and
the
hospitals
and
the
services
that
they
can
bring
to
the
table
are
much
different
than
what
we
have
in
Boulder,
and
this
continues
to
be
problematic
on
a
lot
of
fronts,
because
at
the
end
of
the
day,
we
do
not
have
the
systems
that
a
large
city
has,
but
we
are
going
to
do
our
best
to
do
our
best.
L
G
Yeah
I'll
just
add
on
to
what
the
chief
said
so
for
folks
who
are
interested.
We
are
going
to
be
talking
to
city
council
about
that
program.
Proposal
at
the
December
8th
meeting,
so
folks
can
tune
into
that
and
high
level
to
answer
some
of
your
questions.
G
Ariel
I'll
tell
you
that
we
are
we're,
structuring
it
very
similar
to
the
response
model
that
you
see
in
Denver
with
a
clinician
and
a
paramedic
where
we're
trying
to
really
kind
of
improve
on
that
model
is
we're
also
going
to
add
some
intensive
case
management
so
case
managers
for
people
who
have
really
complex
needs
so
when
that
team
comes
across
them
and
deals
with
the
immediate
problem
in
the
moment
and
maybe
and
helps
try
to
connect
that
person
depending
on
the
person
there's
some
time
times
a
lot
of
more
intensive
work
walking
by
their
side
to
really
you
know
to
to
really
get
them
progress
on
where
they
need
to
go,
and
so
we're
we're.
G
G
You
know
one
important
thing:
whenever
we're
talking
about
a
response
program
of
any
type
in
the
community
is
that
you
know
those
Upstream
resources
if,
for
instance,
if
if
what
somebody
needs
is
inpatient,
substance
use
treatment
and
there's
not
enough
of
that
in
the
community,
then
there's
only
so
far
a
star
type
team
or
you
know
any
team
like
that,
and
you
know:
there's
there's
going
to
be
some
limitations
right,
so
so
there's
I
think
there's
going
going
to
be
a
lot
of
great
improvements
there,
but
but
it's
true
that
it
doesn't
necessarily
solve
all
the
other
issues
in
the
community
and
so
I
hope.
G
That's
does
that.
Does
that
help
with
your
your
question
or
your
comment.
L
We
should
all
be
pushing
for
better
Regional,
Behavioral,
Health
and
drug
addiction.
Services
Colorado
really
does
not
do
well
in
this
area
and
so
I'm
I.
You
know
Wendy
and
I
push
hard
for
at
the
state
level
for
these
resources
and
we're
just
behind
the
curve
as
a
state
and
they're
desperately
needed.
F
That
was
actually
some
feedback
that
I
had
taken
away
from
this
for
the
specifically
reimagined
policing
plan.
You
know,
as
I'd
kind
of
hope,
to
see
some
actionable
items
addressing
that
issue.
F
You
know
the
police
police
departments
throughout
the
country
have
a
very
strong
voice,
there's
a
lot
of
institutional
trust
there
and
so
I
I'd
personally
like
to
see
that
voice
and
Trust
used
to
advocate,
for
you
know,
increased
funding
going
to
mental
mental
health
support
towards
Addiction
Services
towards
affordable
housing,
because
I
hear
The
Advocates
of
those
issues
out
there
in
the
community.
F
You
know,
and
in
these
meetings
we
hear
from
the
police
department
talking
about
how
that
relates,
but
I
I
don't
see
the
police
department
necessarily
standing
in
the
moment
with
those
people
advocating
for
that
funding.
You
know
we.
F
As
well
in
understanding
that
a
lot
of
these
policing
problems
really
do
come
from
Upstream
problems
of
a
lack
of
investment,
and
my
second
comment
is
very
small
and
detailed
in
finicky,
so
I
apologize
for
for
that,
but
on
page
54,
there's
a
table
under
the
police
oversight
panels
section
about
commendations.
The
police
oversight
panel
has
not
issued
any
commendations
from
the
panel
and
very
intentionally.
F
L
Danny,
if
I
could
just
address
there
is
no
more
leading
voice
in
policing
on
these
issues
than
me.
I
meet
with
the
governor
I've
met
with
our
state
representatives
to
the
point
where
they're
sick
of
hearing
from
me
I've
been
public
on
my
statements,
public
at
Council
on
these
issues,
I
meet
with
Council
all
the
time.
L
In
fact,
some
of
these
state
representatives
set
up
a
call
again
they're
not
going
to
answer
me.
So
they
know
how
I
feel
about
these
issues
and
they
are
all
intertwined
and
we
have
to
do
better
as
a
state.
But
I
don't
want
you
to
think
that
I'm
not
out
there
all
the
time.
Talking
about
the
speeding
the
drum
on
these
issues,
because
at
the
end
of
the
day,
I
do
feel
like
the
police.
L
A
lot
of
times
are
the
last
people
standing
in
a
long
line
of
failures
across
the
state
and
I'm
very
vocal
about
that
and.
M
L
The
other
one
I
don't
know
Wendy
I
I
can't
address
that
like
we
just
need
to
address
it.
I
guess.
G
Yeah
no
I
I
took
a
look
at
what
you're,
referencing,
Daniel
and
and
yeah.
It
seems
like
you're.
You
know
your
concern
is
maybe
getting
the
police
oversight
panel.
You
know
mixed
up
with.
You
know
commendations,
which
you're
not
directly
involved
in,
and
so
it
seems
like.
We
need
to
kind
of
rearrange
some
of
the
information
so
that
that
that,
if
not
confusing
to
people
since
that's
not
a
part
of
the
panel's
work,
is
that
what
you're
saying
yeah.
F
Or
even
to
include
some
of
the
graphics
we
provide
in
our
annual
report
about
Community
complaints
about
our
our
decisions.
That
sort
of
thing
you
know
that
that
might
be
really
valuable
in
this.
In
reaffirming
the
value
of
the
police
oversight
panel
to
the
community.
J
F
J
I
can
Echo
that
I
was
gonna
actually
say
the
same.
We
we
have
a
lot
of
beautiful
Graphics
that
that
Joey
has
put
together
for
our
last
annual
report,
and
if
the
you
know
section
is
titled
police
oversight.
Panel
I
would
appreciate
the
data
to
be
referencing
our
work
and
have
the
commendations
not
be
in
that
at
all,
because
that
is
not
related
to
what
we
do.
Thank
you.
G
Great
that's
good
feedback,
so
we
can
make
a
note
for
that
change
and
then,
just
as
a
side
note
on
the
the
earlier
comment,
I
will
say
that
I
think
something
that
those
of
us
working
inside
the
city
have
you
know
known
for
a
long
time
is
that
departments
like
housing
and
Human
Services
work
a
lot
with
the
police
department.
G
You
know
to
to
try
and
really
bolster
those
all
those
support
mechanisms,
because
both
departments
come
into
contact
with
a
lot
of
folks
that
need
help
end
up
in
crisis,
but
that's
not
necessarily
to
your
point,
something
that
the
public
always
directly
sees
it's
something
that
just
we've
done
for
years
together
behind
the
scenes,
and
so
maybe
there's
some
better
ways
to
to
really
communicate
that
partnership.
F
Yeah-
and
that's
just
looking
at
this
plan
in
FIFA
and
not
to
vulgar
at
the
time,
is
that
what
I'm
saying
is
I
would
easily
walk
away
from
this
plan.
Understanding
that
the
department
is
asking
for
more
funding
and
not
an
understanding.
The
department
is
also
advocating
for
funding
for
upstreet
issues
and
I.
Think
that's
a
that's
an
opportunity
to
if
that
work
is
happening.
To
talk
about
that
work
in
in
the
plan.
E
I've
reviewed
it
a
while
ago
and
I
did
go
like
page
by
Page
I'll,
just
pick
out
a
couple
of
them,
I
think
page
23
references
a
lot
about
the
mental
health
support
and
I
was
just
very
curious
about
how
of
the
logistics
of
that
was
going
to
work
with
mental
health
partners
no
longer
providing
after
hours
care
and
support
to
community
members.
E
E
E
I
did
do
a
ride-along
and
there
was
only
one
person
who
spoke
Spanish,
so
they
kind
of
got
double
the
load
because
they
not
only
had
to
respond
to
their
own
calls,
but
then
they
had
to
double
back
and
do
extra
work
and
I
just
had
wondered
if
there
was
like
a
dedicated
person
or
some
way
to
ensure
that
they're
also
being
compensated
for
that
aspect,
and
it's
not
just
like
hey
you've
got
a
bigger
load.
E
It
mentioned
that
officers
with
a
higher
level
of
Education
use,
less
Force,
so
I
thought
that
was
a
great
stat,
so
I'm
wondering
like
what's
being
done
to
have
those
recruits.
Have
that
that
background
in
the
recruiting
cycle
of
course
sounded
like
Wendy
was
making
sure
not
to
say
master
and
when
she
said
the
plan.
E
I
Hey
Martha:
do
you
mind
if
I
share
something
real
quickly?
I
just
wanted
to
share
that.
We've
heard
that
feedback,
not
just
from
this
group
but
from
others
and
just
today,
are
overall
planning.
Coordination
Committee
that
meets
Citywide,
had
a
lengthy
conversation
about
alternative
titling
for
plans,
eliminating
that
from
our
studies
vocabulary.
So
we
we
have
a
recommendation
based
on
today
that
we're
bringing
back
to
our
Community
Connector
groups.
That
is
something
that
you
will
see:
change,
Citywide,
hopefully
as
soon
as
possible,
but
just
wanted
to
reflect
that.
I
E
Yes,
that
that
means
so
much
because
I
know
when
I
read
it.
It
was
so
long
that
I
had
it
the
robot
read
it
and
it
was
like
it.
It
was
140
times
like.
Oh
my
God.
E
And
I
guess
overall
I
was
just
really
intentional
about
the
languaging
piece
on
page
71
references
is
Zaid.
Atkinson
incident
Sammy
Lawrence
incident.
Those
items
did
not
occur
because
of
those
individuals.
E
It
was
the
treatment
that
those
individuals
received
so
just
kind
of
reframing
that,
in
a
way
that
calls
attention
to
the
action
rather
than
the
victim
would
be
helpful,
because
it's
not
something
that
that
those
individuals
did
that
prompted
how
they
were
treated
and
that
I
think
will
resolve
the
discrepancy
and
Alignment
in
a
plan
like
this,
because
I
think
you
know
everywhere
around
the
country
is
trying
to
reimagine
policing,
which
is
a
good
thing,
but
it's
the
the
legs
that
that
will
have
to
shift
a
little
bit.
E
I,
don't
know
if
that's
more
community
events,
you
know
what
is
that
the
cost
of
Pizza
in
a
place,
so
just
different
areas
like
that
would
be
great,
but
overall,
I
I
think
this
is
a
very
important
and
necessary
start
and
I
was
hopeful
at
the
end
of
it.
L
G
I
took
I
took
some
notes,
I'll
start
with
the
first
one
since
I
think
Martha,
you
might
have
been
referencing
there.
There
has
been
some
times
in
the
recent
past
where
the
mental
health
partners
crisis
center
was
not
able
to
offer
24
7
service,
which
is
what
all
of
our
our
regional
Community
crisis.
G
Centers
are
supposed
to
be
doing,
and-
and
so
you
know
so
certainly
you're
right-
that
that
presents
a
big
challenge
when
we're
trying
to
direct
people
to
Mental
Health
Services
instead
of
the
justice
system,
and
then
you
know
the
Mental
Health
Service
isn't
there,
and
so
the
the
crisis
center
is
back.
G
I
mean
unless
there's
been
a
very
recent
change,
but
it
was
able
to
go
back
to
24
7.,
but
it's
I
mean
there's
a
very
serious
Mental
Health
crisis
across
our
country,
that
and
part
part
of
which
is
really
heavily
impacted
by
a
Workforce
shortage
when
it
comes
to
behavioral
health
professionals
and
of
course,
the
least
well,
not
maybe
not
for
everybody,
but
for
some
folks,
the
least
attractive
thing
to
do
is
is
work.
The
graveyard
shift
at
the
crisis
center.
G
But
so
that's
I
mean
that's
a
that's,
obviously
a
bigger.
That's
the
one
of
those
Upstream
Community
problems
that
we
really
need
to
work
hard
on,
along
with
our
county-wide
partners,
our
state
Partners.
G
You
know
the
federal
government
to
change
to
change
those
because
I
I
think,
like
probably
the
chief
and
the
deputy
chief,
can
tell
you
when
the
police
do
end
up
in
you
know
situations
where
they
are
kind
of
The
Last
Resort
response,
then
trying
to
really
you
know,
find
a
good
place
for
individuals
to
access
care
can
be
a
challenge
and
that's
true,
whether
it's
the
police,
responding
or
whether
it's,
for
instance,
a
clinician
co-response
or
an
alternative
response
team,
because
they
can
be
there
for
the
immediate
situation
and
the
response.
G
But
that's
in
a
lot
of
cases,
probably
not
all
that
individual
needs.
So
I,
don't
know
if
that
helps
with
your
question,
but
I
I
would
just
the
summary
is
you're
right.
It's
a
big
problem
and
it's
going
to
take
a
lot
of
a
lot
of
work
on
the
mental
health
front.
L
H
Got
about
I
think
about
15
on
patrol
we've
got
a
couple
undetectives
one
of
our
detectives
that
we
just
moved
from
Patrol
detector
to
Spanish
speaking
and
so
now
he's
getting
the
brunt
of
the
Spanish-speaking
investigations,
and
so
it's
a
very
good
point.
Martha.
In
fact,
the
conversation
just
came
up
with
the
Union
last
week
that
they're
going
to
try
to
explore
some
some
additional
compensation
if
it's
not
financial
compensation,
some
sort
of
benefit,
an
additional
three
hours
a
week
of
comp
time
or
time
off
so
I.
H
Definitely
it's
a
it's
such
a
needed
skill
and
it's
a
very
keen
observation.
Those
officers
end
up
getting
a
lot
more
subpoenas
for
court
because
they
go
interpret
on
it's
usually
more
serious
cases,
and
so
it's
we're
acutely
aware
of
it
and.
L
And
I
I
would
support.
I
would
support
an
hourly
increase
for
our
Spanish-speaking
officers,
but
it's
a
union
issue
that
has
to
be
brought
up
by
them
and
then
I
would
support
it.
The
great
great
observation,
Mark
I'm,
glad
you
got
out
and
did
a
ride
along.
That's
awesome.
G
L
Yeah
and-
and
this
is
something
I
get
in
trouble
about
all
the
time,
but
I'm
not
backing
down
on
the
education
requirements,
because
it's
so
important,
can
you
imagine
having
a
medical
doctor
and
tell
them
that
they
don't
need
to
go
to
medical
school
when
they're
performing
life
and
death,
you
know
surgeries
and
so
forth.
It's
the
same
way,
I
feel
about
the
police.
It's
such
an
important
role
in
society.
L
We
need
education,
I'm
not
saying
the
education
system
is
the
best
way
and
we're
going
to
be
exploring
that
with
our
new
police
academy,
and
maybe
it's
a
certification
program
in
crime,
prevention
and
crime,
science,
principles
and
environmental
criminology,
but
to
say
that
police
officers
don't
need
higher
levels
of
education
is
just
not
the
way
I
want
to
go
in
and,
unfortunately,
across
the
country
you
see
more
and
more
police
agencies
dropping
their
education
requirements
because
we
are
in
such
a
crisis
with
policing
across
the
country.
L
Hey
everyone
I
just
want
to
say
thanks
a
lot
for
sitting
through
all
this.
You
know
you
can
always
call
me
with
questions.
We
can
always
meet.
One-On-One
have
a
cup
of
coffee
dive
deeper
into
these
issues.
All
this
is
so
important
to
get
right
and
I
appreciate
you
reading
all
of
that,
especially
with
your
busy
schedules.
So
thank
you
so
much
Wendy.
Thank
you.
F
F
G
G
So
if
you
think
of
something
later,
absolutely
feel
free
to
reach
out
to
me
happy
to
talk
anytime
and
I
will
just
Echo
the
Chiefs
thanks
for
your
time
and
really
for
the
tremendous
effort
of
reading
a
really
big
city
document,
because
that's
that's
not
on
everybody's
list
of
fun
things
to
do,
but
your
questions
and
your
comments
I
think
as
a
result,
we're
just
so
thoughtful
and
helpful
to
us.
So
a
great
great
thanks
for
that.
G
A
Thank
you.
We
really
appreciate
it
and
appreciate
the
time
panels.
We
will
also
take
our
five
minute
break
right
now
as
well
before
we
go
on
with
the
rest
of
our
meeting,
so
bye,
Wendy
thanks
so
much
yeah.
So
we'll
see
you
guys
back
here
in
in
five
minutes.
Thank
you.
H
N
A
Alrighty
so
it
looks
like
we
don't
have
any
members
of
the
public
on
now
just
for
everyone
as
an
as
a
status
update.
A
So
I
will
let
Martha
share
out,
as
she
is
Our
member
of
the
panel
who
is
sitting
on
the
selection
committee,
but
I
can
also
say
from
our
side
that
applications
close
officially
tomorrow.
We
have
gotten
so
many
I
can't
say
how
many
because
I
haven't
checked.
I
just
know
that
they're
all
going
to
this
email
folder
and
it's
a
lot,
which
is
great,
that
there
is
so
much
interest
and
I
think
we're
gonna.
A
Have
you
know
a
lot
of
community
members
who
want
to
get
involved,
which
is,
is
a
wonderful
thing
to
see.
Martha
I
don't
know
if
you
want
to
share
anything
specific
or
Daniel,
but
that's
where
we
are
in
terms
of
what
I
have
right
now.
E
I,
don't
know
that
I
have
anything
specific
to
share
other
than
we're
selecting
dates,
and
that
was
based
on
a
potential
50
applicants.
So
we
might
need
to
select
more
time
if
there's
more
than
that.
F
F
A
That
out
there
thank
you,
I
appreciate
it
I
also
I.
Also
one
thing
I,
just
remember
too,
is
that
I
know
that
Colorado
law
I
got
an
email
today
that
they
have
publicly
shared
it.
The
last
few
newsletters
that
they
have
going
around
so
yeah,
just
since
that's
relevant
since
I
got
that
today.
A
So
next
we're
going
to
talk
about
selecting
new
co-chairs
and
I'll,
let
Daniel
take
it
away.
Yes,.
F
So
yeah
Arielle
and
I
we're
doing
some
math
on
this
one,
and
so
Our
intention
was
to
solicit
new
co-chairs
and
have
that
vote
in
November,
so
that
so
our
terms
end
technically
in
at
the
end
of
December.
So
we
were
appointed
on
the
calendar
year
now.
The
issue
we
wanted
to
bring
to
y'all
is
that
felt
maybe
a
little
disingenuous
with
bringing
on
our
new
panelists
that
then
they
would
not
get
to
vote
for
the
co-chairs.
F
F
Or
be
up
for
co-chair,
that's
true
right,
exactly
someone
could
run
for
co-chair,
and
so
what
we
wanted
to
bring
to
you
all
was
with
a
proposal
that
we
can
vote
on
tonight
or
postpone.
We
can
think
about
it
as
well,
but
potentially
to
vote
on
tonight
to
extend
Arielle
and
Mai's
terms
to
the
end
of
January,
and
so
then,
in
that
case
then
week
could
we
could
serve
through
then
voting
that
first
meeting
in
January
for
co-chairs.
F
Alternatively,
we
could
extend
our
terms
to
February,
which
then
would
give
the
new
panelists
a
full
month
between
General
meetings
to
to
engage
with
the
process,
and
so
that's
what
we
wanted
to
bring
to
you
all
for
discussion
and
then,
hopefully
just
to
make
a
decision
about
how
we
should
proceed
on
this.
A
And
also
just
before
we
opened
our
discussion
too.
My
term
ends
as
a
panelist
in
February
too,
so
that
would
be
kind
of
just
me.
Rounding
out
everything
as
as
co-chairs
so
yeah
open
open
to
what
you
guys
think,
but
we
were
trying
to
address
that.
F
A
A
F
H
M
F
F
A
Do
you
have
anything
else
to
add
to
just
about
I
think
you
have
something
about
Communications,
possibly.
F
Yeah,
that
was
the
other
one
yeah
yeah,
so
our
another
thing
Ariana
had
talked
about
so
just
kind
of
going
back
a
couple
weeks
ago.
So
we
had
the
case
review
that
we
wanted
the
full
panel
on
and
then
I.
H
F
Of
the
panel
communicated
to
Joey
that
we
weren't
available
for
that
Wednesday
night,
three
of
our
panel
three
of
us
didn't
respond
at
all
to
that
request.
Then
we
had
to
go
into
that
mad
scramble
to
try
and
get
the
case
review
scheduled
so
that
we
didn't
lose
our
opportunity
and
then
the
outcome
of
that.
Then
you
know
a
panel
member
was
excluded
and
I
was
the
only
panel
member
who
actually
wasn't
available
that
night,
and
so
you
know
I
I'd
encourage
us.
You
know
y'all
to
to
think
of
how
that
would
make.
F
F
You
know
when
we
come
together
to
find
meeting
times
to
really
be
transparent
and
honest
about
our
availability
to
follow
through
on
this
commitment,
because
there
have
been
several
times
where
we
have,
we
have
jeopardized
the
work
of
the
panel
because
we
weren't
responding
to
meeting
requests
or
we
weren't
responding.
Honestly,
the
selection
committee
got
really
close.
F
We
had
to
find
a
whole
new
week
to
schedule,
you
know,
and
that
was
that
was
around
one
person
who
who
was
not
being
transparent
with
their
time
with
us,
and
so
that
hasn't
ramifications
and
it
can
create
an
exclusionary
culture
as
well.
F
You
know,
if
we're,
if
we're
doing
this
on
the
fly,
if
we're
not
working
all
together
on
the
same
doodle
poll
or
the
same
process,
you
know
that
creates
people
who
are
in
and
that
creates
people
who
are
out
and
so
I'm
speaking
as
a
person
who
was
out
the
last
time
around
and
I'm
and
and
I'm
not
holding
any
grudges
or
anything
I
know
there
was
nothing
personal,
it's
just
the
way,
an
accidental
thing,
but
I
you
know
in
our
Eli.
You
know
to
pass
it
to.
F
You,
too,
is
just
I
think
we
both
really
implore
you
to
just
please
please
be
on
top
of
your
email,
please
be
on
top
of
meetings,
we're
doing
our
best,
we're
working
our
our.
This
is
a
public
meeting
our
butts
off,
and
that
would
just
really
help
us
and
help
this
work
to
go
smoothly.
A
Yeah
I
agree
not
a
ton
to
add
to
but
I
think
just
also
with
with
Flo
being
here
who
you
guys
are
going
to
hear
from
shortly
and
being
our
interim
monitor,
you
know,
I
think
exactly
what
Daniel
said
being
aware
of
how
us
falling
behind
can
impact
other
people's
time
flows
in
New
York
she's,
helping
us
she's
staying
up
late.
A
She
is
trying
to
manage
a
system
that
she
just
inherited
and
is
partially
here
for,
and
so
if
we
can
make
her
life
easier
by
checking
our
emails
and
getting
our
schedules
straight,
that's
something
that
we
really
need
to
do
and
take
the
time
to
do,
and
so
I
know
it
can
be
hard
and
I
know
that
this
panel
is
is
a
lot
and
we
are
under
sized
right
now.
But
you
know
every
day
every
other
day
just
be
checking
that
email
and
especially
if
there
are
scheduling
or
Doodles,
that's
important.
A
We've
also
had
recently-
and
this
is
just
it's
come
up
a
few
times
too-
that
Daniel
and
I
haven't
been
transparent,
has
been
mentioned.
That
there's
been
a
level
of
this
information
wasn't
shared,
or
this
wasn't
disseminated
widely
generally
I
can
say
it's
being
shared
it
and
it's
people
not
checking
their
email
thoroughly
or
reviewing
email
before
they
are
sending
something
about
Daniel
or
I,
not
being
transparent
or
sharing
information.
A
If
anything,
I
feel
like
I'm
bothering
you
all,
and
you
have
more
plenty
of
information,
pretty
much
every
document
is
in
the
SharePoint
and
widely
accessible.
So
I
would
also
just
implore
you
to
before
sending
off
an
email
thinking
that
we
are
trying
to
hide
anything,
because
there's
really
nothing
to
hide
at
all.
A
Going
to
that
SharePoint
go
through
your
inbox
and
just
check
your
bases
first,
and
this
is
to
hold
myself
to
that
too.
Right,
I
often
am
checking
my
email
in
the
middle
of
work.
On
my
lunch
break,
I
have
15
minutes,
I,
don't
see
something
and
I
can
jump
to
conclusions,
and
that
is
not
the
most
productive
way
to
be
operating.
A
So
this
is
just
a
kind
just
check
your
email
step
it
up.
We
all
have
to
and
we
have
to
hold
the
resell
ourselves
and
each
other
accountable.
So,
thank
you
appreciate
it.
A
E
A
E
A
A
What's
being
referenced,
I
I'm,
trying
to
understand
and
Amy
I
see
your
hand
is
raised
in
just
a
second
too.
We
have
had
things
where
people
said
they
don't
know
about
meetings
or
they
don't
know
how
numbers
for
things
they
don't
know
certain
dates.
They
think
they've
been
locked
off
of
Correspondence
and
often
and
I
will
champion
Daniel
in
this.
He.
M
A
Often
been
able
to
find
the
precise
email
when
it
was
sent,
who
was
included
and
re-forward
it
to
people
I'm
not
talking
about
a
specific
instance.
This
has
been
a
repeated
thing
that
has
started
to
occur
and
because
Daniel
and
I
are
making
a
huge
effort
to
be
as
transparent
and
clear
as
possible.
It's
you
know.
It
feels
a
little
disparaging
because
we're
really
putting
our
best
foot
forward.
F
Yeah
and
that's
you
know,
that's
that's
that
kind
of
hearing
three
times
from
three
different
people
about
secret
meetings
from
the
co-chairs.
Those
are
the
words
and
we
have
to
be
careful,
because
these
are
things
that
go
right
at
the
Integrity
of
this
panel's
work.
You
know
that's
where
Arielle
and
I
have
not
had
a
single
meeting
with
the
monitor
that
wasn't
on
the
the
list
of
meetings
we
shared
with
y'all
at
the
beginning
of
the
year.
You
know
that
we
give
those
updates.
F
You
know
at
the
next
meeting
about
what
we
talked
about
those
sorts
of
things,
and
so
that
was
something
that
in
particular,
because
in
one
instance
it
occurred
during
a
public
meeting,
and
that
can
be
that
can
be
really
dangerous
if,
when
those,
if
those
misconceptions
go
out-
and
so
you
know
to
what
Ariel
says,
is
you
know
we
talk
all
the
time
about
transparency
and
there's?
You
know
the
only
time
that
we
have
ever
who've,
never
withheld
information.
You
know,
for
example,
for
Joey
Joey.
F
Let
us
know
when
he
was
leaving
in.
You
know
a
few
weeks
before
we
told
you
all
during
the
meeting,
but
we
also
that
was
something
that
needed
to
be
said
in
person.
We
knew
so
that's
why
we
delayed
on
that.
It
was
also
a
Personnel
issue
with
the
staff.
That's
why
we
delayed
on
it.
That
was
something
that
was
called
into
question.
You
know
so
in
those
instances
where
we
do
wait
to
give
information
in
in
person,
because
we
feel
like
it's
important
for
a
lot
of
these
conversations
to
happen.
F
You
know
eye
to
eye
face-to-face,
but
as
far
as
like
withholding
information
at
no
point
have
Arielle
and
I
done
that,
but
as
those
even
just
the
implication
that
that's
happening,
if
that's
voiced
in
public,
if
that's
voiced
over
email,
that
can
be
that
that
strikes
up
the
Integrity.
You
know
it
strikes
today.
Ariel
and
Maya's
integrity
and
I
know
there's
no
malice
behind
it,
but
it
strikes
at
the
Integrity
of
us
to
do
this.
Work
and
Martha
I
I
know
that
this
is
not
in
response.
F
We've
been
Ariel
and
I've
been
balancing
about
how
to
bring
this
to
the
panel
for
many
many
months
now.
You
know
these
these
instances
have
been
recurring,
and
so
that's
why
we're
bringing
it
now
and
I
do
want
to
say
that
it
is.
F
It
is
a
heart-to-heart
thing,
you
know
we're
not
we
don't
mean
to
we're
not
here,
to
guilt,
anyone
or
to
blame
anyone,
because
you
know
honestly
I
think
it
just
has
a
lot
to
do
with
us
being
the
first
panel
and
being
a
fresh
panel
and
getting
our
feet
under
us
like
this
is
all
new
to
us
and
we
should
be
challenging
and
stepping
up
and
questioning
how
we
do
this
to
make
sure
we're
doing
it
right
and
I
never
want
to
lose
that,
but
it
is,
one
of
those
things
is
I,
feel
I
feel
a
lot
of
the
reason
the
work
is
so
hard
right
now
is,
is
you
know
in
part
just
due
to
our
responsiveness
of
being
really
attentive
to
our
or
simply
to.
K
F
Inbox,
so
you
know
we
can
schedule
a
meeting
in
one
exchange.
Instead
of
you
know
a
whole
week
of
like
going
back
and
forth
through
emails,
and
so
that's
what
it
is
and
and
again
it's
not
no
shame
no
judgment
here.
E
I
and
I
appreciate
that,
because
I
think
that's
kind
of
more
or
less
wanting
because,
like
I'm
very
like
plain
language
so
like,
unless
we
know
what
people
need,
we
we
don't
know
and
then
like
I,
can't
find
the
SharePoint
all
this
time.
So
it's
hard
to
like
go
back
and
do
things
I,
don't
know
if
that
can
live
somewhere.
E
I,
don't
know
if
we
can
stick
it
on,
maybe
like
it
can
be
on
the
bottom
of
everybody's
email
or
something,
but
if
that
can
be
in
an
easily
accessible
area,
I
know
that
would
personally
help
me
because,
for
whatever
reason,
my
City
email
is
not
linked
to
my
phone
anymore,
like
I,
can
go
in
and
see
past
emails,
but
nothing's
past
July.
E
A
You
can
download
the
app
for
SharePoint
and
log
on
to
that.
You
can
also
I
actually
have
been
having
some
SharePoint
issues
and
I.
Think
it's
Josh
fair
is
it
fair
is
Gianna
who
is
disabled
or
Tech
person
is
he's
helping
me
next
week
with
some
issues,
and
so
he
could
probably
help
you
troubleshoot
Martha
or
figure
out
how
to
make
the
SharePoint.
A
You
know
a
saved
tab
separate
from
your
email,
so
you
have
issues
or
access
to
all
of
the
documentation
I'm
just
now
using
him
as
a
resource,
I'm
happy
to
put
it
on
email,
he's
been
very
friendly
and
very
helpful.
Yeah
I'm,
not
a
techie
person
whatsoever
and
so
I
mean.
Similarly
today,
I
I
didn't
have
our
general
meeting
procedure
right
before
this
meeting.
A
It
was
frantically
emailing
Daniel,
so
yeah
I
mean
organization
is
also
half
of
the
challenge
and
half
of
the
battle
here
too
right
and
we
have
a
not
only
a
lot
of
emails
but
an
enormous
amount
of
documents.
Martha
so
I
think
it's
a
fair
point.
I
will
forward
on
Josh's
email
address
to
everyone,
so.
F
We
have
it
and
I
am
working
on
that.
It
was
delayed
by
Joy's
departure.
I
am
still
working
on
that
kind
of
just
quick
one-sheet
manual
for
panel
members
as
well.
That's
going
to
have
the
link
to
all
those
references
as
well,
because
Martha
to
to
your
credit,
Microsoft
is
a
hot
mess
and
and
SharePoint
is
very
check,
can
be
very
challenging,
but
I.
So
yeah
I'm
gonna
be
wrapping
that
up
pretty
soon
and
sharing
that
out
too.
B
Thank
you
for
that
I.
We
can
look
and
see
if
there's
some
type
of
training
that
we've
got
somewhere.
Perhaps
there's
time
we
can
set
up
with
our
colleagues
in
our
in
what
are
they
called
now:
Innovation
and
technology
department,
not
information
and
Technology
our
Innovation
and
technology
department,
and
see
what
we
can
work
out
for
that.
B
I
can
look
into
that,
but
my
I
had
a
question
more
on
the
kind
of
logistics
side
for
some
of
these
subcommittee
meetings
that
are
happening
so
I
know,
Joey
had
sent
a
series
of
them
out,
but
of
course
we
don't
have
control
over
his
inbox
or
his
calendaring
anymore,
and
so
I
sent
like
I
know
that
there's
a
governance
meeting
this
week,
so
I
sent
an
appointment
out
with
a
zoom
Link
in
that
appointment.
B
B
F
So
we
do
have
all
all
remind
panelists.
We
started
at
the
beginning
of
the
year
with
this
full
I
think
it
was
Taisha
had
asked
us
for
a
fully
list
of
meetings,
and
so
we
have
this
document
I
just
popped
it
in
the
SharePoint,
with
all
our
meetings,
and
so
that
was
the
that
was
the
meeting
schedule
and
so
panelists
I
think
and
co-chairs
I.
Think.
F
The
question
is
how
accurate
that
is
now
to
any
new
changes
of
what's
been
going
on
with
your
committees
changes
and
which
is
fine
right
things,
change
that
totally
that's
totally,
but
as
to
the
list
Amy,
this
was
accurate,
and
so
maybe
then
co-chairs,
if
you
wouldn't
mind
going
through
and
just
updating
your
upcoming
meetings.
That
might
be
helpful
for
Amy
and
then,
of
course,
for
the
rest
of
us
to
tracking
meetings,
connections.
F
J
Can
confirm
the
governance
are
all
correct,
awesome
and
I
believe
Martha,
just
confirmed.
Legacy
is
also
correct.
Other
than
Thanksgiving
I
think
we
had
changed
the
one
of.
B
F
Amy
on
that
note
too,
in
that
same
managerial
folder,
there
is
a
file
called
oh
God,
Microsoft
panel
contact
sheet
and
committee
assignments
yep,
and
so
that
has
all
the
info
who's
in
which
committee
who's,
wonderful,
I,
see
it
cool
as
well
as
term
limits,
emails
all
and
phone
numbers
too
yeah.
A
Here,
I'm
eating
apples
and
I
figured
I'd
spare
everyone
from
both
the
Crunch
and
watching
me
eat.
So
do
people
want
to
do
a
quick
committee
report
for
each
one,
or
should
we
move
on
because
no
one
has
met
right
now.
E
J
Nothing
really
notable.
We
also
did
not
meet
last
month,
but
we
will
be
resuming
this
next
month,
focusing
on
training
and
the
other
bylon
amendments.
Next
meeting
is
the
19th
of
October
next
Wednesday.
E
Did
The
Guiding
principals
ever
get
approved
and
sent
out
to
people
I
remember
that
was
like
a
timetable
for
that
I.
Don't
remember
what
the
time
was.
F
I
know
you
asked
to
solve
for
feedback,
but
I
think
it
at
any
point.
When,
when
we're
ready
to
vote
for
him
in
the
meeting,
we
can
just
call
for
a
call
for
a
vote.
J
We
had
asked
for
feedback,
and
then
there
was
more
feedback
than
we
had
initially
intended,
and
so
it
is
taking
a
little
bit
of.
We
still
have
some
wordsmithing
and
and
editing
to
do
based
on
the
feedback.
So
that's
where
we
are
with
the
guiding
principles.
A
Amazing
we
can
go
on
to
our
interim
monitors
report.
N
Evening
everyone
share
this
screen
because
we
have
like
this.
You
know
tiny
PowerPoint,
foreign.
N
Mike
I
think
is
gonna
talk.
First.
M
Only
to
say
hello,
it's
great
to
be
with
you
all:
we've
had
the
pleasure
of
at
least
meeting
a
few
of
you
over
Zoom,
but
good
to
see
the
whole
group
and
so
flow
is
going
to
be
your
day-to-day
contact.
M
I
am
part
of
the
office
of
independent
review
group,
and
so
the
way
we
have
sort
of
worked
out
is
going
to
take
three
of
us
to
fill
the
shoes
of
Joey.
M
M
She
was
planning
on
being
here
this
evening,
but
she
had
a
family
emergency
that
took
her
away
from
from
the
meeting,
but
she
will
I'm
confident
she'll,
be
at
the
next
meeting
and
we'll
be
backing
up
flow
and
also
helping
out
if
flow
is
not
available
and
I'm
just
really
sort
of
the
trying
to
make
sure
all
the
balls
keep
going
in
the
right
direction,
keep
them
all
in
the
air
and
providing
sort
of
strategic
advice
and
feedback
on
a
on
a
higher
level.
M
M
So
all
I
can
tell
you
is
that
I
was
a
former
Federal
prosecutor
or
police
officers
for
a
number
of
years
in
the
U.S
Department
of
Justice
civil
rights
Division
and
then
moved
on
to
oversight
and
have
been
doing
oversight
for
gosh,
maybe
30
different
jurisdictions
over
the
course
of
the
last
20
years.
I
will
stop
and
let
Flo
take
over
and
get
into
the
meat
and
potatoes
of
of
what
we
have
for
you
today.
N
Thanks
Mike
I
can't
see
you
so
I'm,
just
gonna
plow
ahead
and
I've
met.
Four
of
you.
I
met
Hadassah
and
Martha
at
in
Fort
Worth
at
the
Nicole
conference,
I
sit
on
the
board
of
Nicole
I've,
been
a
board
member
for
five
years
and
just
in
meeting
the
other
folks
from
the
panel
who
are
here
like
my
guy
was
a
prosecutor
in
the
Manhattan
DA's
office
and
I
ended
up
Prosecuting
police.
N
While
I
was
there
and
then
I
went
to
the
New
York
City
Civilian
Complaint
review
board
and
was
there
for
11
years
as
a
deputy
executive
director
and
executive
director,
that
is,
the
largest
police
oversight
agency
in
the
country
and
it's
an
independent
investigative
model.
N
I
ended
up
working
internally
in
the
New
York
City
Department
of
Correction
overseeing
internal
investigations,
which
was
an
eye-opening
experience.
I've
had
a
couple
different,
consulting
jobs
in
working
for
the
Seattle,
Police,
monitor
working
for
the
District
of
Columbia,
Police,
Reform,
Commission
and
now,
with
oir
and
I'm,
just
basically
copied
the
format
that
Joey
did
for
his
PowerPoint
presentation.
So
since
you
last
met,
you
conducted
one
full
case
file
review
that
that
file
is
still
under
the
police
department
consideration.
N
There
were
five
total
complaints
in
filed
in
September
for
misconduct,
complaints
and
one
serious
misconduct
and
three
an
in
additional
three
the
monitor
classified
as
Community
inquiries.
As
of
a
week
ago,
there
had
been
no
further
complaints
or
Community
inquiries,
and
there
are
about
12
open
cases
on
the
panels
docket.
That
includes
the
case
pending
disposition
in
the
police
department
and
can
stop
sharing
my
screen
and
happy
to
answer
any
questions.
N
I'm
anxious
for
the
panel
to
go
through
and
select
what
cases
it's
going
to
review
in
the
future
and
get
assignments
for
those
and
yeah
bye,
and
then
I
will
try
to
aggressively
schedule
them.
N
I
will
say
I'm
what
we're
going
to
be
focusing
on
is
basically
shepherding
the
panel
and
the
city
through
this
interim
process.
So
we
might
keep
a
sort
of
a
list
of
big
picture
ideas
that
we
can
share
with
you
and
the
police
department
and
the
city.
We
probably
won't
have
time
to
work
on
implementing
them,
and
so
my
focus
is
going
to
be
on
case
processing
and
in
the
two
weeks
I've
been
on
the
job
it
did
take.
N
We
had
some
technical
glitches
and
getting
access
to
the
police
department,
databases
we
need
I
made
bookmarks
of
the
SharePoint
drives,
so
I
can
access
them
from
my
Mac
and
and
I've
I've.
Pretty
much
reviewed
almost
every
single
pending
case
at
this
point,
to
try
to
get
up
to
speed.
F
I'm
going
to
mention
two
panelists,
just
practically
so
the
co-chairs
and
Amy
and
and
and
Phil
Mike
we've
all
we've
been
meeting
filling
our
regular
Joey
slots
with
what
do
we
do
without
Joey
conversations
and
so
kind
of
generally
speaking,
anything
of
Joey's
work
that
was
related
to
case
review,
the
police
department?
You
know,
that's
that's
flowing
Mike,
anything
more
administrative
though
Gianna
and
Amy
are
our
resources
for
that,
and
so
anytime.
F
We,
you
know
if
for
setting
up
meetings,
if
you
need
someone
to
take
notes
at
meetings,
you
know
Martha
your
questions
about
I.T
and
that
sort
of
things.
Those
are
things
we
should
direct
to
our
to
our
our
city
staff
support
because
other
we
want
to
help
us
and
flow
will
give
us
a
shrug
and
be
like
hey.
Why
don't
you
ask
Amy,
and
so
just
keep
that
in
mind
over
the
next
few
months,
as
as
far
as
Joey's
regular
duties,
how
they're
being
covered.
A
And
last
thing,
sorry
also
I
just
wanted
to
note
that
Flo
and
Mike
too,
are
are
great
resources
for
us
right
now
in
terms
of
kind
of
insight
into
best
practices
right.
They
have
a
lot
of
experience
in
this
field
and
all
of
us
are
new
and
so
I
think,
if
you
and
I
don't
want
to
speak
for
Mike
and
Flo
and
they
can
talk
to
their
availability.
A
But
you
know,
if
you're
curious
about
something
that
you're
doing
and
how
that
fits
in
with
what
they've
seen
in
other
cities
and
in
other
departments
and
how
it's
worked
with
other
committees.
I
would
encourage
you
to
use
them
kind
of,
as
just
as
a
best
practices
resource
or
using
their
experience,
as
we
kind
of
shape.
How
we
go
forward
and
move
forward
so
kind
of
that
that
consult
asset
can
can
come
in
so
yeah.
Thank
you
guys.
We're
happy
you're
here.
K
Yes,
so
how
long
is
this
relationship
going
to
last
we're
looking
like
six
months
a
year.
F
B
So
we
are
hoping
to
fill
this
position
as
quickly
as
possible.
The
recruiter
is
finishing
up
the
profile
and
hoping
to
get
that
recruitment
started
here
in
the
next
couple
of
weeks.
Usually
these
types
of
recruitments
do
take
a
couple
of
months
and
if
we
hire
somebody
who's,
not
local,
we
have
to
factor
in
another
month
for
moving
and
things
like
that,
so
people
can
get
their
lives
lives
together.
I
would
say
our
last
recruitment
for
this
position.
B
Now
it's
like
six
months,
I
know
I'm,
like
oh
geez
I
do
believe
it
will
go
quicker
because
we're
not
dealing
with
covid
as
much
as
we
were
at
that
time.
We
were
right
in
the
thick
of
things
at
that
point,
like
I
was
at
a
Naco
conference
the
week
before
we
shut
down,
and
so
yeah
I
think
it's
probably
a
three
to
four
month
process.
B
We
will
be
working
here
once
we
get
the
position
already
and
posted
definitely
going
to
be
sharing
that
with
all
of
you,
so
you
can
share
with
your
networks
as
well
as
well
as
like
with
our
Nicole,
and
we've
got
a
whole
list
of
other
areas
where
we
want
to
get
that
brochure
taken
out
and
then
we're
going
to
be
talking
to
this
panel.
We'd
love
to
have
a
couple
of
you
on
that
interview
process.
B
Once
we
get
to
those
interviews,
those
interviews
and
then
also
in
talking
with
you
all
about
what
a
community
engagement
session
would
look
like,
because
we'd
also
like
to
host
some
type
of
community
Forum
where
people
can
in
the
community
can
come
and
ask
questions
and
get
to
know
their
candidates
as
well.
Does
that
help
Victor.
F
Cool
beans.
Well,
in
that
case,
thank
you
for
the
interim
report.
Thank
you
for
being
here,
Mike
flow
and
Amy
and
so
panelists.
Let's
move
on
to
selecting
our
cases
for
review,
so
let
me
switch
gears,
and
so
that
was
in
our
meetings,
folder
and,
of
course,
Flo
sent
it
out
to
us
in
advance
and
for
we
don't
have
any
members
of
the
community
on
right
now,
but
just
in
case
anyone
watches
this
later,
we'll
just
remind
view
of
the
public
that
what
we're
reviewing
are
case
summaries.
F
These
are
not
complaint
summaries,
so
these
are
summaries
of
anything
that,
like
any
police
camera
footage
related
to
the
complaint,
any
available
evidence,
initial
investigations,
other
complaints
or
extenuating
circumstances.
We
do
have
to
keep
these
cases
these
case
summaries
private.
We
keep
all
this
information
confidential
until
the
case
is
resolved
and
the
chief
has
made
their
determination,
in
which
case
the
monitor
then
reads
out
the
full
details
of
the
case
and
determination
at
the
next
public
meeting,
and
so
then
that
information
becomes
publicly
available
and
then
is
also
published
in
our
annual
report.
F
So
without
final
or
any
more
Ado,
oh
boy,
I'm,
tired
without
any
more
Preamble
I
will
read
out
the
full
code
for
each
case
panel
members
and
then
and
then
we
will
vote
by
show
of
hands.
So
first
up
is
SM
2022005.
F
I
F
F
A
We
vote
Daniel
I
was
confused
on
this
one.
Are
there
more
details
here
or
something
missing?
I
was
confused,
I
mean
it
seems
like
it
pertains
in
some
ways
right
to
zero,
zero.
Five
and
is:
is
this
just
what,
if
everyone
has
the
document
open?
What
is
starred
here
in
terms
of
content?
Is
that
what
we
are
reviewing?
A
N
Separate
cases
yeah,
the
two
subjects
in
each
case
are
sergeants.
Okay,
in
the
second
case,
there
are
actually
that's
not
going
to
be
ready
anytime
soon,
I
believe
that
there
have
been
additional
allegations
that
have
been
raised.
Okay
and
this
person
is
also
on
Leave
paid
leave
without
I
did
not
the
the
start
is
something
that
Joey
put
in
just
to
indicate
that
the
it
was
a
city,
sexual
harassment
policy,
not
the
PD
got
it.
Thank.
D
N
Because
it
there's
it's
there
and
it
was
in
the
case
summaries
that
he
had
prepared
and
I
didn't
want
to.
You
know
I
might
adopt
a
little
bit
of
a
different
system
and
write
them
up
a
little
bit
differently,
but
I
decided
to
err
on
the
side
of
just
submitting
what
he
had
prepared
and
I
hadn't
reviewed
a
lot
of
the
cases
at
the
time
that
this
needed
to
go
out.
F
And
so
in
the
past
there
was
one
or
two
other
instances
like
this
in
the
past
panelists,
where
we
asked
Joey
to
postpone
to
to
come
back
to
us
with
more
to
with
a
more
fleshed
out
once
what
am
I
trying
to
say
once
more
of
the
investigation
proceeded
and
the
additional
allegations
had
been
considered
and
so
I
I
think
we
can
go,
we
can,
if
we'd
like,
we
can
ask
flow
to
postpone
the
vote
on
this
until
we
have
that
additional
information,
that's
an
option
as
well.
F
Okay,
so
maybe
that's
let's
take
that
we
like
to
so
for
sm2022006,
show
of
hand
panelists
to
postpone
voting
on
review
until
we
have
more
information.
F
F
Now
panelists,
so
we
had
we've
had
a
little
back
and
forth
here.
Do
we
want
to
sign
up
for
cases
that
now
to
review,
or
do
we
want
to
do
that
over
email.
A
E
On
Thursday
and
if
we
needed
to
set
like
a
day
like
that
could
be
review
day
and
I
could
just
show
up,
but
I,
don't
know,
I,
don't
know
what
what
the
disconnect
is,
but
like
I
hate,
doodle
polls
like
I've,
been
very
vocal
about
them.
I
will
click
them
and
and
do
it
when
I
have
to
but
I.
If
there's
any
way
to
streamline
it,
somehow,
where
there's
like
a
designated
day
or
something
that
would
be
incredibly
helpful,.
D
Nothing
I
would
rather
we
we
have
a
process
of
signing
up
now,
so
that
it's
on
record
and
not
going
back
and
forth
because
that's
where
the
confusion
is
coming
all
along,
because
if,
if
you
do
it
now,
yeah
yeah,
it's
it's
on
record
that
you
offered
to
sign
up
for
something.
So
you
better.
N
Walk
the
talk
because
it'll,
it's
I,
think
it'll
be
a
lot
easier
to
schedule.
F
J
Just
for
the
record,
I
prefer
to
use
the
document
that
we
have,
where
we
all
put
in
our
names
and
sign
up
that
way.
I
prefer,
like
a
visual
I
like
to
put
it
in
and
see
who.
J
J
J
A
I
think
for
this
month,
I
would
advise
just
because
this
is
Flo's
first
month
we
sign
up
now.
If
we
want
to
propose
different
processes
moving
forward,
we
can
do
that
over
email,
but
for
ease,
and
so
she
can
have
the
names
written
down
now.
Let's
do
that
also
for
people
who
are
not,
then
you
know
learning
via
hearing
which
is
totally
fair
or
would
like
that
content
circulated
Gianna.
If
you
don't
mind
sending
out
a
list
of
each
of
these
cases
and
who
is
on
the
case
review
for
this
set.
A
That
would
be
really
helpful
and
Hadassah.
Maybe
that
would
help
you
to
digest
and
also
find
this
document,
and
we
can
use
that
going
forward,
but
for
now
I
think
for
ease
sake
this
month
and
just
to
get
flow
started
on
a
good
foot.
Let's
just
sign
up
now,
please
great
thank.
N
In
here,
who
is
the
second
one.
A
A
Also
Gianna
sorry
I,
just
before
we
keep
going
to,
we
have
to
make
sure
to
I'm
gonna,
add
Taisha.
To
that
case.
She
had
sent
an
email
today,
she's
not
here,
but
she
is
willing
to.
She
wanted
us
to
volunteer
for
her
on
her
behalf.
So
I'm
gonna
just
volunteer
Taisha
for
that
one,
so
that
one
is
now
staffed
and
then
Sarah
Daniel
should
we
just
assign
Sarah
too,
or
should
we
ask
her.
H
N
N
I
mean
I,
know
you
don't
you
might
not
have
that
Victor,
okay,.
N
N
M
F
Flow
ooh
flow,
something
I
Joy
might
have
told
you
our
our
expectations,
as
is
that
a
each
panel
member
needs
to
do
at
least
one
review
each
month,
and
so
that
was
something
Joey
would
just
help
us
with.
F
If,
if
we
missed
a
month
or
something
because
also
it
just
as
it
would
turn
out,
you
know
there
was
an
instance
I
think
where
Martha
did
like
four
in
a
month,
and
so
and
so
in
those
instances
too,
of
just
keeping
us
all
abreast
of
you
know
if
how
many
cases
we're
doing
and
making
sure
we're
hitting
those
expectations.
Okay,
yeah.
N
F
F
Who
left
in
good?
She
was
disappointed
to
leave
for
the
public
record.
Jen
jyn
was
eager
to
serve
but
was
pulled
away
to
to
serve
elsewhere
in
our
community,
so
yeah
any
panelists,
any
other
yeah
Amy
go
for
it.
B
Well,
we're
on
the
topic
of
website,
so
we
will
take
that
down,
but
we're
also
going
to
be
posting
the
recordings
to
the
website
too.
So
community
members
don't
have
to
reach
out
to
flow
for
the
link
and
all
that
business
we're
going
to
make
that
a
practice
so
I'm
hoping
to
start
that
this
week
today
is
Thursday.
It
could
happen
at
the
beginning
of
next
week.
That's.
F
F
F
Your
presence,
your
feedback
and
your
work
for
our
community
I
know
the
next
few
months
are
going
to
be
a
wild
ride
for
us,
but
I
hope
you
are
looking
ahead
to
our
new
panelists
with
as
much
hope
as
I
am
because
I
just
having
glanced
at
some
of
these
applicants,
there's
some
extraordinary
people
who
who
are
ready
to
join
us,
and
you
all,
of
course,
are
extraordinary
people
who
get
to
lead
them
in
this
work
and
anyway,
I
I.
Just
thank
the
world
of
you.
F
F
A
Love
her
sorry
Flo
Amy
Mike,
you
don't
mind
staying
online
after
we
just
want
to
coordinate
the
co-chairs
meeting
with
you,
so
we
don't
forget
to
do
that
either.
So.