►
Description
City of Charleston Citizen's Police Advisory Council 8/6/2020
C
C
C
A
F
G
C
C
Hopefully
you
got
a
chance
to
read
all
of
those
and
because
we
are
fortunate
tonight
to
have
a
quorum
in
attendance.
We
need
to
take
a
vote
on
acceptance
of
all
of
the
minutes.
We
can
take
them
individually
by
a
motion
or
we
can
have
a
motion
to
approve
of
all
eight
sets
of
minutes,
and
so
they
we
would
be
able
to
carry
it
through
vote
and
then
have
those
posted
on
the
website.
C
C
C
C
There
are
a
few
sections
that
I
wanted
to
draw
everyone's
attention
to
just
to
help
us.
You
helped
me
and
we
helped
each
other
stay
on
task
with
the
purpose
for
the
advisory
council.
When
you
look
at
the
guidelines,
it
states
that
the
advisory
council
serves
to
facilitate
the
involvement
of
the
residents
representing
neighborhoods
and
communities
in
our
city
in
order
to
improve
policing
and
strengthen
the
connection
between
the
citizens
and
the
charleston
police
department
under
officers
and
responsibilities.
C
The
initial
chairperson
and
one
vice
chairperson
will
be
appointed
by
the
mayor
for
a
term
of
one
year.
The
positions
will
be
a
term
of
one
year
with
the
vice
chairperson,
replacing
the
chairperson
in
session
thereafter.
The
chairperson
and
vice
chairperson,
will
be
elected
by
the
advisory
council.
Members
by
majority
vote
terms
shall
begin
january
first
of
each
year.
C
Unfortunately,
our
vice
chairman
attended
her
resignation,
rhett
right
and
we
are
we're
so
sorry
she
had
to
leave
from
working
with
us
enjoyed
her
time
with
us
and
she
has
offered
to
participate
in
any
way
that
we
see
that
she
can
be
of
some
help
to
us.
So
we
have
the
vacancy
of
the
vice
chairperson's
position.
C
C
There
may
be
the
removal
action
taken
by
a
majority
vote
of
the
advisory
council,
but
I
can
see
from
last
meeting
and
from
tonight's
meeting.
I
don't
think
we'll
have
that
issue
and
I
hope
you
all
agree
too
looks
like
we
are
well
in
attendance
and
everyone's
committed
to
enjoying
this
technological
environment
that
we
are
experiencing.
C
C
F
E
I
don't
know
why
that
is
he's
a
lot
better.
Looking
than
I
am,
madam
chairman
I
have,
I
am,
will
be
moving
from
the
city
of
charleston
to
ravenel
south
carolina
on
august,
the
19th,
my
wife
and
I
have
sold
our
home
and
have
built
a
new
home
in
ravenel,
and
so
I
will
no
longer
be
in
the
city
limits
of
the
city
of
charleston
and
in
as
much
as
this
is
with
regard
to
the
city
of
charleston
and
the
city
of
charleston
police
department.
B
E
E
C
E
E
C
C
C
K
L
K
Given
access
to
those
meetings
and
I'll
just
remind
you,
especially
in
this
age
of
now,
everyone's
doing
these
zoom
meetings
and
everything
as
well
as
emails.
So
if
you
are
on
a
subcommittee
or
on
the
on
the
council
itself,
if
you
have
a
quorum
which
would
be
10
in
the
instance
of
the
council
or
a
lesser
number
in
the
instance
of
a
subcommittee-
and
you
start
emailing
back
and
forth
about
business,
that's
before
your
committee!
K
That's
a
public
meeting,
so
you
can't
do
that
without
giving
the
proper
notice
to
the
public
and
doing
minutes
and
all
that.
So
I
just
wanted
to
put
that
out
as
a
reminder,
and
we
can.
We
can
help
you
with
that.
If
there's
any
question
about
that,
but
I
just
wanted
to
caution
you
that,
as
you
get
to
know
one
another
and
are
friendly
with
one
another,
you
start
discussing
business
outside
of
the
the
meetings
we
could
run
into
problems
with
that.
C
C
M
M
I
served
six
years
in
the
united
states
air
force.
I'm
a
decorated
vietnam,
veteran,
I
retired
from
the
south
carolina
state
guard
at
the
rank
of
lieutenant
colonel
I'm
ceo
of
license
associates
which
is
based
in
charleston
for
the
last
20
years.
It's
a
family
owned
business,
I
retired
from
charleston
county
in
2015.
As
the
deputy
director
of
veterans
affairs,
while
employed
by
the
naval
supply
center
charleston,
I
served
as
a
special
investigator
for
equal
employment
opportunity
for
two
years
within
the
sixth
naval
district.
M
I'm
a
paid
up
for
life,
member
of
the
american
legion,
with
20
years
plus
service
at
post
147
on
folly,
road
currently
serving
my
third
term.
As
a
post-judge
advocate,
I
was
elected
south
carolina
american
legion
department
for
2015
and
2016,
with
oversight
over
23
000
legionnaires,
which
included
four
department.
Vice
commanders,
20
department,
district
commanders
and
160
post
commanders.
M
I
have
served
or
currently
served
on
the
following
organizations:
adopt
a
guard
foundation,
executive
board,
sumpter
guards
of
south
carolina
executive
board,
salvation
army
tri-county,
executive
board,
american
legion,
national
security,
commission,
the
american
legion
department
of
south
carolina
constitution
and
bylaws
american
legion
department
of
liaison
to
senator,
graham
and
congressman
cunningham
and
and
the
american
legion
pass
department.
Comm
commanders
council,
all
my
life.
M
H
How
am
I
supposed
to
follow
that
up
joe?
I
think
I
may
vote
for
you
myself,
guys.
My
credentials
are
probably
in
a
lot
of
ways:
the
opposite,
I'm
I'm
not
from
charleston
I'm
originally
from
miami
florida.
I
went
to
school
at
the
citadel,
so
I
do
have
that
connection.
I've
lived
here
for
six
years.
My
background.
I've
done
military.
I've
done
all
that
stuff
I've
been
on
boards
in
miami.
H
I
actually
served
in
a
similar
role
on
their
citizens
advisory
committee
for
miami-dade
police
department,
which
is
just
a
little
bit
bigger
than
this
one,
and
we
face
the
multicultural
background
of
policing
the
community
and
everything
outside.
My
experience
is
more
along
the
lines
of
helping
to
communicate,
which
I
think
is
the
biggest
part
of
what
we're
doing
here
is
our
ability
to
communicate
and
connect
to
a
variety
of
people.
H
You
know
I
do
offer
the
fact
that
I'm
a
transplant
now
like
most
people
that
are
living
in
charleston
these
days,
so
I
have
more
of
an
appreciate.
I
guess
I
have
an
appreciation
for
other
places
where
I've
lived
and
had
the
similar
experience.
Now
my
professional
background.
Yes,
I
did
the
military
and
everything
else,
but
the
professional
attributes
that
I
bring
to
a
role
like
this
is
I'm
currently
I
currently
work
for
oracle
and
I'm
a
global
human
resources
and
labor
management
consultant.
H
This
is
not
something
that's
unique
to
charleston,
it's
not
unique
to
charleston
police
department,
this
impacts,
public
and
private
institutions,
civic
everything
else
that
we
do
and
I'm
actually
you
know
my
my
role
is:
I
actually
go
around
the
world
and
and
teach
companies
how
to
do
this
and
put
it
into
practice.
Using
my
past
experience
in
hr
executive
roles
plus
my
community
experience,
but
I
think
either
way
joe's
also
his
credentials
are
amazing.
So
I
can't
say:
mine
are
better.
H
C
C
C
And
and
the
other
reason
I
didn't
ask
her
about
doing
a
poll,
because
I
am
familiar
with
using
a
poll
on
zoom.
The
unfortunate
thing
is
she's,
having
some
other
computer
challenges
on
her
system
that
we
discussed
before
the
start
of
the
meeting
so
to
keep
it
above
board
and
fair.
If
you
would
send
if
you
would
email
your,
but
thank
you
paul
for
that
suggestion.
If
you
would
email
your
vote
to
bethany
ms
mack,
you
can
call
bethany
or
you
can
send
a
message
back.
Yeah.
C
C
Okay.
Next
on
our
agenda
is
meeting
scheduled
for
remainder
of
the
year.
It
helps
in
planning
on
not
just
our
schedules,
but
our
our
potential
presenter
schedules.
If
we
know
what
our
meeting
frequency
is
going
to
be
and
actually
pick,
if
we
can't
pick
the
date,
we
can
at
least
pick
the
month
for
having
the
meeting.
C
B
C
C
C
C
C
Okay,
so
if
everyone's
in
agreement,
we,
if
we
could
please
select
our
october
and
december
meeting
dates
today-
is
actually
the
first
thursday
of
the
month
does
that
work
well
for
everyone.
The
first
thursday
in
october
will
actually
be
october.
The
1st
that
good,
please
give
me
a
thumbs
up.
Okay,
jerry,
I
see
you
see
ann,
I
see
paul,
see
ryan
sees
you
know,
hack,
okay,
george
max
doris,
all
right
bob!
You
didn't
vote.
Okay.
Bob
said
he
he
can't
vote
for
that
now.
Thank.
B
C
I
got
now:
that's
not
barbara,
oh
got
you
and
then
mary
alice
mack.
What
did
you
say?
Will
october
6
be
good
sama?
Okay,
I
think
you're,
saying
october
6
so
october
october.
1St,
I'm
sorry
is
our
next
meeting
and
then
december.
The
first
thursday
in
december
is
december.
The
3rd
december
3rd
works
for
everyone
thumbs
up.
C
C
C
A
C
A
C
C
Okay,
marcus
mcdonald,
if,
if
we're
not
able
to
hear
you
tonight,
if
you're
able
to
let
us
know
that
you
are
able
to
speak
whenever
you
are
available,
then
we'll
we'll
keep
looking
in
the
chat
to
see.
If
we
can
get
you
to
be
able
to
speak
to
us,
we
do
appreciate
you
signing
up
to
speak
and
look
forward
to
hearing
what
you
would
like
to
share
with
us.
C
A
A
There
were
about
20
comments
received
between
yesterday,
and
I've
talked
with
twan
about
this.
I
believe
they
didn't
leave
a
name.
I
do
believe
it
was
the
same
person
that
left
like
kind
of
a
succession
of
comments,
slash
questions,
and
so
I
just
asked
her.
However,
you
all
want
me
to
do
it.
I
can
either
read
them
all
out
right
now
or
I
can
send
them
an
email
after.
C
H
C
O
C
F
P
C
P
Well,
first
things:
first,
I
just
want
to
commend
as
far
as
the
racial
reconciliation
board
and
the
person
in
charge
of
the
criminal
justice
part
michael
better.
I
just
hold
them
to
a
really
high
standard
and
I'm
excited
to
see
some
of
the
things
that
y'all
have
going
on
and
things
that
I
move
forward
with
I'm
in
regards
to
the
audit
and
just
some
of
the
other
things.
So
that's
the
first
part
second
thing
I
did
want
to
say
too.
P
As
far
as
like
the
age
diversity
on
the
board,
I
feel
like
it's
kind
of
a
big
issue,
because
when
you're
talking
about
police
brutality
and
you're
talking
about
these
competitions,
the
police
they're
looking
for
a
male
kinda
like
me,
five
eight
black
age,
twenty,
two
twenty
to
thirty
whatever.
So
I
feel
like
when
you
have
these
vacancies,
I
heard
a
couple:
people
are
leaving
the
board.
I
believe
y'all
should
look
interesting.
P
So
I
just
want
to
ask
if
maybe
y'all
could
reach
out
to
me
or
I'll
reach
out
to
some
of
you
in
the
future
or
maybe
y'all
could
help
me
with
that,
with
your
expertise
on
the
topic.
So
those
are
my
three
things
like
I
said
I'll,
try
to
keep
it
straight,
but
thank
you
so
much
for
all
the
help.
The
work
you
all
are
doing.
C
C
P
P
P
C
C
J
J
J
J
M
Okay,
is
it
possible
that
you
could
go
through
bethany
and
get
our
email
addresses
and
send
us
that
information,
because
I
certainly
agree
with
you
that
we
need
to
be
working
cohesively
together,
so
that
we
don't
spun
her
off
into
several
groups
doing
the
same
thing,
and
then,
therefore,
we
succeeded
nothing
but
creating
more
problems.
So,
if
that's
possible,
I
would
greatly
appreciate
it
and
I
have
a
sneak
in
suspicion.
A
lot
of
the
council
members
here
would
also
like
to
have
that.
B
J
B
J
C
Amber
again,
we
thank
you
so
very
much
for
taking
the
time
to
join
us
tonight.
We
appreciate
you,
having
accepted
our
invitation
and
for
the
information
that
you
provided
to
us.
We
do
look
forward
to
receiving
the
information
that
you
are
going
to
share
so
that
we
could
work
together,
hopefully
in
our
in
our
various
committees,
to
ensure
that
we're
working
to
improve
the
relationships
and
quality
of
life
for
all
of
our
residents
here
in
the
charleston
community
you're
welcome
to
stay
with
us.
C
C
Okay,
now
we're
down
to
our
updates
the
establishment
of
the
policies
and
procedures
and
traffic
stops
subcommittees.
Thank
you
so
very
much
for
sending
your
willingness
to
serve
on
these
committees.
Steve
roomelin
sent
us
an
email
earlier
today
with
the
names
for
each
committee,
and
I
will
run
through
those
names
again
very
quickly
for
you,
so
that
you
can
see
if
you
want
to
remain
on
the
committee
that
you're
listed
for
or
if
you
would
like
to
move
to
another
committee.
C
So
on
the
policies
and
procedures
committee
we
have
george
palmer
max
milligan,
doris
grant
and
jans
and
jerome
harris
and
for
the
traffic
stop
have
bob
haley,
and
so
bob
will
not
be
on
that
committee.
Again,
ryan
davis
and
twan
fielding
for
both
interested
in
both
committees
are
paul.
Tamborino,
camden,
shields
and
frank
walsh
and
interested
in
working
on
either
committee
is
hackie
zell
and
joe
isaac.
C
C
Okay,
thank
you
we'll
hold
you
where
you
are
for
right
now,
because
we
do
have
three
members
who
said
they'd
want
to
be
on
both,
but
I'm
going
to
ask
that
they.
Let
us
know
which
one
which
committee
we'll
get
to
pick
one
committee
now
and
then
hack
and
joe
said
they
could
be
on
either
so
hat,
which
one
would
you
like
to
be
on:
traffic
stop
or
policy
and
procedures,
policy
and
procedures?
Okay,
that's
hack.
I
read.
I
read
lips
well,
okay
and
joe,
which
one
would
you
like?
Policy
procedures
or
traffic
stops.
C
C
F
C
C
Q
I
I
apologize.
I
apparently
muted
myself
before
I
shoot
the
screen.
Let
me
get
that
going
there
good
evening.
Everyone
can
you
see.
Can
you
see
my
screen
now
so?
Basically,
with
these
subcommittees,
I
off
I'm
offering
a
basically
a
proposed
timeline
and
plan
to
facilitate
and
support
the
work
that
you
want
to
do
with
these
work
groups.
Q
Q
The
recommendation
from
our
staff
on
this
would
be
that
if
cpac
is
going
to
meet
every
other
month
that
perhaps
the
two
policy
subcommittees
could
meet
on
the
alternating
months,
so
if
cpac
meets
next
in
october,
you
could
start
your
subcommittees
in
september
and
alternate
your
meetings.
That
way,
that's
just
one
option
for
you
to
consider.
Q
The
policy
review
workshop
at
some
point
to
identify
opportunities
to
clear,
clarify
or
improve
those
policies,
and
then,
at
some
point
developing
your
final
recommendations
and
findings
to
report
out
to
cpac
and
to
the
chief,
a
potential
timeline
here
between
now
and
spring.
Assuming
these
work
groups
are
meeting
every
other
month
would
be
to
set
those
goals,
objectives
and
maybe
narrow
the
focus
a
little
bit.
Q
Some
of
those
activities
to
familiarize
the
council
with
the
current
policies,
training
and
priorities,
would
include
you
know
ride-alongs,
when
it's
safe
to
do
so.
You
know
to
the
facilities
when
it's
safe
to
do
so,
and
maybe
some
hands-on
training
exercises
that
are
usually
offered
to
the
citizens
police
academy.
Q
Those
of
you
who
have
been
through
the
citizens
police
academy
have
already
seen
some
of
these
things,
and
so
you
can
probably
speak
to
the
rema,
the
rest
of
the
council
about
how
important
it
is
to
have
that
exposure
to
what's
going
on
in
the
police
department.
Additional
training
presentations
could
be
scheduled
as
needed.
If
there
were
questions
about
specific
issues
or
policy
topics
moving
into
spring
summer
2021,
you
know
you
could
then
decide
to
conduct
some
facilitate,
facilitated
discussions
on
what
you've
learned,
what
you've
seen.
Q
Maybe
what
you
want
to
see
and
that
you
know
sub
committee
members
could
seek
out
and
review
outside
information
and
bring
it
back
to
the
group.
If
you
desire
and
then
as
a
group,
you
can
then
submit
those
recommendations
to
the
sub
kitty
subcommittee
for
evaluation
and
presentation
to
cpac
and
then,
following
that,
I'm
estimating
summer
fall
of
next
year.
Q
There
are
several
items
here
that
translate
some
responsibility
to
cpac
in
terms
of
participating
in
community
meetings,
informing
the
community
about
transparency,
establishing
methods
to
educate
community
members
about
the
role
of
cpac
and
creating
a
messaging
plan,
and
so
one
of
the
things
that
you
might
want
to
consider
as
a
group
is
to
create
a
third
work
group
to
spend
a
little
more
time.
Looking
at
these
particular
recommendations
from
the
audit
and
in
helping
to
devel,
define
those
strategies
and
methods
to
do
that
messaging
or
to
solicit
input.
Q
So
that's
that's
about
all
I
have
for
you.
You
know,
as
the
council
as
cpac
as
the
council
as
you
decide
what
you
want
to
do
with
this.
If
you
you
know,
if
you
like
this
plan,
or
you
want
to
modify
this
plan
or
come
up
with
something
entirely
different,
I'm
happy
to
work
with
you
on
that
and
to
support
your
work,
and
you
know
I'm
I'm
open
for
feedback
at
any
time.
C
C
C
M
C
H
I
I
like
wendy's
plan
for
all,
but
what
I
think
is
the
ones
are
the
recommendations
from
the
audit.
I
don't
look
at
those
as
being
things
that
should
take
a
year
to
have
a
plan
and
implement
those
should
be.
I
think
those
are
pretty
immediate
things
that
if
we
can
prioritize
those
to
address
those,
that's
reflecting
the
impact
of
the
cpac
to
the
public,
which
should
be
a
lot
less
time
consuming
and
you
know
procedurally
driven.
H
F
F
C
C
G
C
M
M
M
Transition
of
what
we
want
to
accomplish
in
our
mission
statement
into
the
community,
as
as
we
well
know
there
are,
there-
are
certain
groups
in
in
the
city
of
charleston
who
stay
together
and
hard
to
get
in
from,
because
they
don't
know
us
and
somehow
one
of
the
things
I
had
recommended
a
year
or
so
ago
was
at
least
a
business
card.
This
simply
had
our
name
on
it
and
we
rep.
M
M
I
think
we
need
to
investigate
the
possibility
of
a
some
type
of
direct
strategic
plan
to
get
into
the
communities
so
that
we
can
then
siphon
off
the
critical
needs,
upfront
and
and
and
like
well
like
paul,
was
talking
about.
We,
there
are
things
that
we
can.
We
can
address
real
early
in
the
game
and
get
some
resolve
to,
but
I
just
feel
like
right
now
the
group
that's
sitting
here
today.
M
C
Thank
you
very
much.
It's
thank
you
very
much.
It
sounds
like
before
we
finish
out
this
motion.
We
already
have
two
possible
committee
members
for
this
subcommittee
because
in
reading
the
items,
the
bulleted
items
under
the
the
heading
line
under
recommendation,
you
see
this
is
exactly
what
this
particular
committee's
focus
would
be
part
of.
So
with
that
said,
if
there
any
more
just
is
there
any
more
discussion?
C
C
C
So
if
you
need
to
change
your
name
from
the
committee
that
you
have
agreed
upon
thus
far
for
the
subcommittee,
please
email
your
desire,
change
to
steve
roomelin
and
if
you
would
get
that
done
by
tomorrow,
close
a
business
tomorrow
friday.
I
think
that
would
be
good
and
then
we'd
be
able
to
march
out
and
before
we
move
to
the
chiefs
updates.
C
G
C
G
That
wendy
outline,
I
would
also
recommend
that
the
members
of
the
council
in
our
respective
committee
review
the
update
grid
report
that
was
disseminated
and
posted
by
the
department
which
actually
gives
a
status
of
the
each
of
the
recommendations
and
some
of
the
policy
areas
policy
procedure
areas.
The
department
has
already
initiated
some
action
so
toward
helping
us
be
better
able
to
identify
what
our
priorities
are
and
what
what
our
work
work
could
be.
G
C
Okay,
thank
you
very
much
for
that
jerry
and
in
line
with
that.
Regarding
the
the
meetings
of
the
subcommittees
to
get
us
started,
bethany
and
steve.
If
you
would
please
get
together
to
because
there
are
some
requirements,
I
know
we
have
as
being
a
community-based
organization
council
that
you're
required
to
do
for
public
notice.
C
What
you
were
able
to
get
accomplished
at
your
september
meeting
when
we
have
the
october
1st
council
meeting
so
bethany,
if
steve,
if
you
would
take
care
of
that
for
us
we'd
appreciate
it
wendy,
you
offered
yourself
up
a
couple
of
times
as
being
the
facilitator
during
the
meetings
during
those
subcommittee
meetings.
I
think
that
would
be
a
good
thing
for
the
council.
Then
the
members
wouldn't
have
to
focus
on
facilitating
the
meeting.
They
would
actually
be
able
to
ensure
that
they're
reviewing
the
data,
that's
necessary
to
to
see
about
bringing
about
improvements.
C
Okay,
good
to
help.
Thank
you
so
very
much
members
have
I
left
anything
out
before
we
moved
to
chief
reynolds
and
chief.
Thank
you
so
much
for
having
wendy
on
board.
So
she
can
help
us
the
information
she
provided
has
just
been
really
great,
very
succinct
and
and
she's
looking
at
the
broader
spectrum,
and
that's
really
what
we
need
if
we're
looking
at,
really
improving
helping
to
work
and
improve
the
relationship.
So
thank
you,
sir,
for
having
her
on
board
really
appreciate
it.
C
O
Thank
you,
so
I'm
gonna,
just
kind
of
generally
cover
some
things
and
if
somebody
has
a
question
or
wants
to
comment
or
engaged
me,
some
be
more
than
happy
to
do
that
and
then
we'll
get
to
items
three
four
and
five,
where
we
have
some
others
on
our
team.
The
smes
subject
matter
experts
presenting
on
those
those
items.
O
This
continues
to
be
a
very
challenging
time
in
our
profession
in
our
nation,
in
our
region
in
our
own
city.
I'm
very
optimistic.
I
remain
optimistic,
I'm
excited
about
work
and
let
me
just
start
by
saying
thank
you
to
everybody
tuan
for
being
the
chair.
It's
a
lot
of
work
just
bearing
the
agenda
and
getting
this
many
finally
up
and
running
and
fully
almost
filled.
O
O
I
want
to
also
thank
joe
eiseit
and
paul
tamborino
for
offering
to
be
the
vice
chairs.
The
fact
that
everybody
is
going
to
be
engaged
in
these
committees
is
going
to
be
a
lot
of
work
and
I
think
that's
what
everybody's
been
waiting
for.
That's
the
feedback
I've
gotten
from
the
beginning.
Is
everybody
really
wants
to
roll
their
sleeves
up
and
get
about
the
business
of
really
making
some
meaningful,
tangible
movement
on
this
audit
and
on
the
police,
department
and
community
relationships?
O
O
O
O
We
actually
have
had
the
school
officers
to
some
of
those
folks
that
have
been
able
to
get
out
in
our
communities
and
help
us
in
ways
that
maybe
wouldn't
have
been
possible
if
they're
in
the
schools,
but
that
being
said
now,
they're
doing
their
annual
training
and
they're,
starting
to
lean
back
into
a
presence
in
in
working
with
our
schools.
And
so
that's
something
that's
beginning
to
kind
of
change.
As
we
get
some
level
of
engagement
and
normalcy.
O
But
we've
been
successful
thus
far.
I
think
in
trying
our
best
to
work
with
all
the
different
groups
to
honor
their
right
to
protest
to
have
their
voices
heard
to
be
present,
to
be
able
to
do
it
safely,
and
that's
that's
taken
a
lot
of
effort,
a
lot
of
work
and
engaging
with
a
lot
of
different
entities,
a
lot
of
different
groups,
a
lot
of
different
leaders.
O
We
have
had
nine
homicides
here
to
date
versus
four
the
same
time.
Last
year,
we've
had
six
since
mid-june.
We
have
one,
I
believe,
if
I'm
not
mistaken,
it
was
june
16th
at
gatson
green.
We
had
one.
We
had
a
night,
not
long
after
that,
where
we
had
five
people
shot
in
the
same
night,
two
who
died
on
in
on
hazelwood
in
west
ashley.
We
had
a
killing
on
king
street.
O
O
Those
are
things
that
we
have
to
pay
attention
to
and
work
in
your
communities
and
just
some
of
the
challenges
that
we've
had.
I'm
I'm
very
very
excited
about
the
committee
and
and
really
getting
into
our
our
audit
and
continuing
to
make
meaningful
changes
and
and
progressing
in
reform
in
a
variety
of
other
areas,
and
we
are
in
the
process.
Every
year
we
do
a
kalia
update
our
accreditation
process
and
just
met
with
our
client
manager
sergeant
craig
dubose
this
afternoon
and
was
kind
of
briefing
me
on
where
we're
at
with
that
process.
O
A
lot
of
people
ask
me
how
our
troops
are
doing.
This
is
by
far
the
busiest
time
I've
ever
been
in
my
career,
it's
very
challenging
and
and
it's
it's
been
very
difficult
for
our
officers.
So
we've
focused
a
lot
on
their
wellness.
There's
been
a
lot
of
discussion
in
our
industry
about
suicide
and
depression
officers
with
addiction
issues
officers
with
their
own
financial
issues,
domestic
issues,
illnesses.
O
So
we
spent
a
lot
of
time
kind
of
trying
to
focus
on
wellness
in
a
variety
of
different
ways,
making
sure
that
we're
we're
hydrating
our
ulcers,
that
they're
getting
meals
that
they're
getting
a
day
off
and
that's
something
that
we've
talked
a
lot
about,
that
we're
doing
a
good
job
with
communications
and
and
there's
been
a
lot
of
things
that
were
identified
in
this
audit,
not
the
least
of
which
is
permanent
shifts.
So
you
have.
We
just
went
to
that
in
the
last
couple
months.
O
It
took
us
a
couple
years
to
to
really
refine
and
create
a
model
that
whether
it
was
fair
and
consistent
and
that
it
was
going
to
help
our
communities
so
now,
instead
of
officers
rotating
every
month
and
having
different
hours
and-
and
you
see
a
different
officer
different
hours
and
and
they
continue
to
rotate
now
we
have
what
we
call
permanent
shifts.
So
you
have
the
same
officer
in
the
same
hours
in
the
same
geographic
location,
to
focus
on
problem
solving,
and
things
like
that.
O
So
we
hope
if
we
do
it
right,
we
execute
well
there's
two
benefits.
One
is
a
big
benefit
to
the
community
and
our
ability
to
do
our
jobs
better
and
and
accomplish
our
mission
with
community
engagement
and
problem
solving
and
two
it's
it's
better
for
wellness
for
the
officers
and
for
their
bodies
and
it's
something
that
that
they
wanted
for
a
long
time
and
it
it
took
a
lot
of
work
to
put
that
together
to
put
it
in
writing
to
to
meet
with
the
officers
with
the
command
to
research.
O
There's
a
lot
of
issues
with
race
with
trust,
and
so
we
continue
to
focus
on
relational
policing,
on
collaboration,
partnering
problem
solving
on
communications
with
our
with
our
communities
and
continuing
to
engage
in
a
positive
way,
and
so
I
don't
think
we
can
do
that
enough
and-
and
I
don't
think
we
can
ever
do
it
well
enough.
I
think
we
have
to
continue
to
work
and
modify
how
we
engage
our
communities,
and
this
is
part
of
that
process.
O
C
B
I've
got
it
all.
Thank
you.
Thank
you
for
always
being
those
calls.
I
just
want
to
acknowledge
what
you're
saying
about
this
dress
on
your
on
your
teams
and
it's
clear
to
us
to
me
that
in
fact,
you
know
there
are
problems
with
individuals
here
and
there,
but
overall
we
very
much
what
your
team
brings
to
the
efforts
that
it
takes
to
police
the
city.
Thank
you.
C
O
That's
correct:
that's
gotten
a
lot
of
a
lot
of
reaction.
Some
is
good.
Some
is
not
so
good.
Let
me
just
generally
talk
about
that,
so
most
communities
that,
in
fact
I
I
I'll
go
as
far
as
to
say
I
think
every
community
I've
ever
been
into-
and
I
know
people
will
debate
this
and
a
lot
of
people
will
say
they
disagree
and
and
I'll
just
I'll.
O
Just
I'm
just
making
a
general
statement,
I'm
not
saying
everybody
will
agree
with
it,
but
most
communities
that
we're
in
that
we've
had
issues
with,
particularly
with
violence
and
shootings
and
gas
and
green
has
had
their
share.
They
want
the
police
and
their
community.
They
want
us
out
on
foot,
they
want
us
on
bicycles,
they
want
us
out
of
our
cars.
They
want
us
with
our
windows
rolled
down.
They
don't
want
some
oppressive
militarists.
O
A
a
permanent
presence,
especially
our
staffing
levels,
and
everything
that's
going
on
around
the
city,
but
yes,
that's
something
that
that
was
was
asked
and
it's
something
that
has
been
it
really
honestly.
It
wasn't
really
on
my
radar
in
terms
of
a
big
change,
but
it's
gotten
a
lot
of
reaction.
So
I'm
curious
your
thoughts
and
if
you
think
that's
a
positive
or
a
negative,
but
there's
there's
just
something
that
people
would
ask
for
and
thought
it'd
be
good
to
have
in
their
community.
I
I
I'd
say
that
community
policing
is
an
excellent
thing.
If
the
we
can
bridge
some
of
those
gaps
by
having
officers
that
are,
as
you
said,
more
available,
more
visible
and
more
accessible
police
officers
riding
around
in
cars,
not
necessarily
helpful,
but
police
officers
that
are
talking
to
the
community
police
officers
that
are
essentially
becoming
a
part
of
the
community
so
that
when
a
child
is
running
down
the
street
and
and
they're
they're
saying
hey
shouldn't
you
be
in
school
that
that
actually
is
a
good
thing.
I
When
someone
being
a
community
leader
or
a
community
member
or
police
officer,
says
hey,
should
you
be
in
school
when,
when
police
officers
get
a
chance
to
interact
with
the
community
in
more
positive
ways,
and
we
bridge
some
of
those
gaps
and
fix
some
of
those
problems,
so
I
I'm
certainly
in
favor
of
more
present
and
gads
and
green.
I
I
think
it's
needed.
O
O
I
wanted
to
know
who
my
local
representative
was
because
my
water
wasn't
working
and
this
person
has
children
and
they
said
you
know
the
police
didn't
help
me.
I
was,
I
tried
to
stop
somebody
and
get
information,
and
so
we
talk
about
it
with
our
officers
and
say
what
what
could
you
do?
What
do
you
think
we
should
have
done
and
how
could
you
help
and
what
would
be
a
good
response
to
that?
And
it's
a
it's.
O
A
great
dialogue,
because
you're
you're
watching
a
mother
who
has
children
whose
kids
can't
you
know
they
play
sports
and
they
they
they
get
dirty.
Just
like
all
of
our
kids
and
and
you
can't
do
laundry
if
you
don't
have
water,
you
can't
cook
meals.
If
you
don't
have
already
there's
not
much,
you
can
do
if
you
don't
have
water
and
so
part
of
that
conversation
then
goes
into
hey.
O
You
want
me
to
help
you,
how
about
you
stop
and
play
with
the
kids,
and
what
you
just
said
is
something
that
was
described
in
a
very
personal
way:
hey.
We
want
to
have
a
relationship,
but
we
can't
just
have
a
relationship
if
the
only
time
you
come
in
our
community
you're
waving
guns
around
and
you're
chasing
people
down
the
street
or
you're
arresting
somebody,
that's
not
a
bad
thing.
O
We
need
that,
sometimes
in
our
community,
but
that
shouldn't
be
the
only
time
we
see
the
police,
and
so
it's
it's
a
fascinating
block
of
instruction.
It's
very
engaging
and
it's
very
humbling.
Frankly,
listening
to
a
person
in
the
community
say
we
actually
want
you
here,
but
we
don't
want
that.
We
we
need
that
too,
but
we
want
actually
somebody
that
we
know
who's
going
to
stop
and
say
hello
and
engage
with
us
during
normal
times
when
everything's,
okay
and
and
have
a
conversation.
O
H
Remember
that
it
used
to
ride
around
and
it's
one
of
those
personal
touches
that
made
him
very,
very
approachable.
Unless
you
were
doing
something
wrong,
then
you
didn't
want
him
approaching
you,
but
something
funny
like
that,
like
what
he's
saying
is
get
out
of
the
police
car,
because
that's
an
intimidating
thing.
You
know
whether
you're
on
a
bicycle
or
walk
around
or
even
like
chief
greenberg,
do
put
on
the
roller
skates,
because
it
draws
attention
in
a
positive
way.
O
O
M
Maybe
it
was
10
or
12
blocks
or
whatever,
but
you
got
to
know
those
offices
and
they
they
provided
not
only
the
protection.
If
I
can
use
that
word
that
we
we
all
desire,
but
by
god
they
provided
a
little
bit
of
parental
supervision,
because
it's
kind
of
like
what
george
said.
If
they
see
you
running
down
the
street
or
walking
around
at
10
o'clock
in
the
morning
and
supposed
to
be
in
school,
you
know
they
come
up
to
you
politely
and
say:
what
are
you
doing?
Why
aren't
you
in
school?
M
It
has
an
economic
impact
as
well
and
that's
something
that
you
know
has
to
be
addressed
and
looked
at,
because
I
have
had
the
opportunity
to
visit
with
you
on
many
occasions,
and
I
know
that
if
you
could,
you
would
put
these
satellites
everywhere,
but
we
need
to
pick
and
choose
and
I
think
I
think
george
has
got
a
right
spot
there.
We
certainly
need
to
consider
something
there,
but
maybe
we
ought
to
look
at
putting
a
foot
patrol
out
there
putting
him
to
let
him
walk
around
stroll
around.
Have
a
coca-cola.
M
O
That's
the
direction
we're
headed
in.
I
don't
want
to
hijack
the
time,
because
I
know
we
have
other
things
to
cover,
but
I
I
think
this
is
a
worthy
discussion.
It's
something
that
we've
been
discussing
internally:
chief
walker,
deputy
chief
walker's
on
the
line
he's
very
supportive
he's
in
charge
of
patrol,
and
these
are
all
the
things
we're
doing.
We
I
I
don't
again
in
the
answers
of
time.
I
won't
go
too
far,
but
we've
got
officers
that
have
portable.
O
We
call
it
pop-up
events,
but
they
actually
have
basketball,
stands
and
and
things
that
they
can
pull
out
of
their
truck
and
the
trunk
of
their
car
and
set
up
and
they've
begun
to
do
that,
and
it
was
their
idea.
This
is
the
best
ideas
usually
come
from
the
bottom
up
and
they
starting
to
do
some
neat
things
and
that
what
you
just
described
is
where
we're
going.
That's
where
we
want
to
be.
C
G
Yeah,
just
just
real
briefly,
chief
a
couple
of
weeks
ago,
you
announced
getting
supplemental
assistance
from
sled
and
the
sheriff's
office
to
to
be
able
to
deploy
officers,
and
I
think
you
suggested
at
that
time
that
was
going
to
be
a
couple
of
weeks
or
so
has
that
been
effective?
How
much
longer
is
that
going
to
be,
and
is
the
outcome
which
you
anticipated
and
we
have?
O
O
This
is
mainly
because
of
the
killing
on
king
street.
A
white
person
was
killed.
What
about
all
the
other
feelings
that
have
occurred?
There
was
mention
in
the
press,
release
about
it
and
the
the
idea
behind
it
was
all
hands
on
deck
everybody
in
our
off
our
department
was
deployed.
I
mentioned
the
school
resource
officers,
community
action
team
officers
and
among
those
was
what
we
call
our
swat
team,
which
is
they
all
have
other
jobs,
they're
detectives,
they're
people
that
are
patrol
officers.
They
have
jobs
throughout
the
department.
O
None
of
those
people
were
in
swat
uniforms,
they're
all
in
regular
uniforms
like
I'm
wearing
right
now,
but
the
way
the
press
release
went
out.
It
scared
people.
It
was
the
worst,
the
way
that
we
worded
it.
The
timing
could
not
be
worse.
People
are
already
in
fear
about
over
policing
about
some
militaristic
approach.
There
was
a
fear
that
we
would
be
like
portland
oregon.
I
mean
I
really
got.
I
literally
got
those
comments
like.
O
Are
we
going
to
be
doing
that
they're,
scooping
people
off
the
street
and
unmarked
federal
vehicles
and
all
kinds
of
stuff?
We
did
not
do
any
of
those
things,
so
I
had
to
have
a
lot
of
engagement,
a
lot
of
conversations
to
overcome
the
way
that
that
press
release
went
out
and
how
it
was
received,
and
thank
you
jerry
for
asking
the
question,
because
I
think
what
I
said
was
no
we're
not
going
to
do,
stop
and
frisk.
O
No
we're
not
going
to
just
clean
out
every
single
street
corner
and
just
have
some
heavy-handed
approach.
We
are
going
to
be
out
in
the
neighborhoods.
We
are
going
to
be
getting
guns
off
the
street
in
those
areas
where
we've
had
the
shootings
in
those
areas
where
we
know
that,
there's
repeat
offenders
and
they're
dealing
drugs
and
we're
getting
complaints
from
the
communities
and
the
communities
that
wanted
more
of
us
out
there,
but
we're
going
to
be
selective
about
it
and
the
top
tier
the
number
one.
O
A
priority
of
that
initiative
was
to
get
out
of
our
cars
and
do
everything
that
we
just
described
these
pop-up
events
with
the
basketball
hoops
getting
out
with
the
kids
being
approachable
being
friendly.
That
was
the
number
one
thing
and
the
feedback
that
we've
gotten
has
been
overwhelmingly
positive.
O
I'm
not
aware
of
any
complaints
that
have
come
out
of
it
if
there
are
we'll
investigate
it
and
we'll
deal
with
it
accordingly,
but
I'm
not
aware
of
any
complaints,
but
we've
gotten
a
lot
of
compliments.
But
there
was
a
lot
of
concern
from
a
lot
of
groups
that
the
communities
were
going
to
be
over
policed
and
that
there
was
going
to
be
some
militaristic
presence.
That
did
not
happen.
I
assured
people
that
wasn't
going
to
happen,
but
we
had
to
overcome
the
way
that
we
worded
it.
O
Why
does
that
relate
to
this
conversation?
Well,
overall,
maybe
maybe
I
got
10
officers
from
sled,
and
maybe
I
got
10
from
the
sheriff's
department.
That's
not
like
over
policing,
that's
not
creating
some
huge
additional
force
overnight.
That's
saying
hey!
We
have
some
areas
that
we
want
to
work
on.
We
have
our
investigators
that
are
really
busy
with
these
investigations
from
these
violent
crimes.
O
The
sheriff's
department
continues
to
help
always
help
us
they've,
been
a
part
of
you,
know,
they're
responsible
for
the
entire
county
and
part
of
that
includes
the
city
and
we're
trying
to
build
a
good
relationship
where
they
can
help
us
in
some
areas
sometimes,
but
in
the
end
we
didn't
have
some
big,
militaristic
presence.
The
other
thing
that
people
concerned
about
we
said
that
we
were
going
to
create
traffic,
I'm
trying
to
think
of
the
terminology
like
blockades
within
the
city.
We
did
not.
O
Checkpoints,
thank
you.
We
did
not
do
that.
What
we
did
do
is
we
looked
at
the
data
where
we
had
our
fatalities,
where
we
had
our
biggest
areas
with
duis,
where
we
had
our
collisions,
where
we
had
our
biggest
complaints
and
we
did
work
traffic
in
those
areas
and
we
had
some
visibility
and
we
had
some
successes,
but
it
was.
It
was
more
focused
based
on
data
on
problems
and
not
just
going
into
neighbors
and
stopping
everybody
that
moved
that's.
O
What
has
happened
in
the
past
and
our
press
release
brought
up
those
fears
of
the
past.
I
think
legitimately
so
frankly,
lesson
learned
from
me
and
I've
had
a
lot
of
conversations
about
this
with
a
lot
of
different
people,
and
I
said
judges
on
our
actions,
not
just
on
that
press
release
and
the
in
the
how
that
conveyed
information
in
a
way
that
was
not
very
well
received,
and
so
far
it's
been
very
positive
and
and
again
we
had
another
murder
just
less
than
two
days
ago.
C
F
O
C
O
D
D
It
includes
academics
and
also
hands-on
and
you're
taking
tests
throughout
that,
whether
it's
for
the
academy
or
internal
test
as
well
after
you
graduate
police
corps,
then
you
go
to
the
south
carolina
criminal
justice
academy
for
eight
weeks
and
upon
successful
completion
of
that,
you
enter
our
patrol
training
officer
program,
which
is
14
weeks
long
in
the
patrol
training
officers
program.
We
cover
policy
procedures,
there's
a
community
oriented
policing
piece
in
there,
there's
a
traffic
piece
in
there,
so
we
truly
encompass
the
whole
department
in
those
14
weeks.
D
Once
you
graduate
from
patrol
training
officers,
program,
you're
released
for
independent
duty
and
then
that's
when
your
journey
becomes
police
officer
with
the
charleston
city
police
department.
Every
year,
every
officer
at
the
charleston
police
department
gets
a
minimum
of
40
hours
of
training,
and
this
is
known
as
block
training.
It's
a
week-long
program
that
we
host
here
internally
and
the
topics
that
we
cover
for
the
training
is
ethics,
and
that
could
be
a
portion
of
fairness,
partial
policing,
personality
and
prejudice,
de-escalation
and
de-escalation
techniques
or
epic
training.
D
We
also
do
a
block
on
driver
training,
a
hands-on
portion
and
also
a
classroom
portion
that
talks
about
maybe
updated
laws
or
different
policy
and
procedures,
and
then
how
they'll
affect
us.
We
also
go
over
defensive
tactics
once
again.
That's
just
not
hands-on.
That's
also
a
class
on
portion
as
well,
that's
discussed
as
the
laws,
what
force
we
can
use
and
when
we
can't
use
that
type
of
force
we'll
spend
a
day
at
the
range,
and
that's
just
not
you
know,
shooting
at
the
range.
D
D
If
you
will,
in
reference
to
our
senior
command
staff
for
lieutenants
and
above
we
encourage
to
go
the
extra
mile
and
we
offer
some
senior
leadership
training
that
could
either
be
at
the
fbi,
national
academy,
the
southern
police
institute
or
the
senior
management
institute
for
police
and
for
the
last
four
years
we
have
sent
numerous
officers
to
those
about
twice
a
year
and
then
it
kind
of
goes
on
a
cycle.
So
when
you
get
promoted,
that's
an
expectation
as
a
lieutenant,
then
you'll
receive
that
leadership
training
as
well.
D
We
also
offer
department,
mentorships
here
and
also
a
job
shadowing
program
that
we
just
started.
So
if
you're,
a
junior
patrolman-
and
you
want
to
see
what
the
narcotics
does-
that
you'll
go
there
for
a
job
shadowing
program,
just
to
see
what
it
is
and
it's
more
about
learning
the
basics
of
it,
then
just
kind
of
jumping
in
with
your
wet
feet
and
really
not
knowing
what
you're
doing
and
that's
just
a
condensed
version
of
everything
that
we're
doing
here
for
officer
development.
C
D
No
so
every
year,
that's
part
of
the
ethics
and
then
what
happens
is
we'll
start
formulating.
Block
training
and
there'll
be
some
form
of
either
cultural
diversity,
bias-based,
policing,
fairness,
partial
policing,
it'll
come
up
again
next
year.
Now,
that's
just
our
mandatory
training.
If
we're
doing
other
training
and
a
new
topic
comes
about,
we
also
do
that
training
as
well
in
the
course
of
the
year
that
they're
getting
that
training.
D
F
D
M
I
mentioned
that
because
I
know
when
I
first
came
on
board.
We
went
through
some
of
that
training
and
there
were
a
lot
of
things
and
a
lot
of
us.
Some
of
them
are
not
here
now,
but
we
learned
a
lot
a
lot
of
things
we
assumed
which
was
incorrect
and
we
learned
a
lot
about
the
amendments
of
you
know
about
situations,
your
reaction
time,
what
you
get,
I
I
just
think
it'd
be
really
good
since
number
one.
We
do
have
some
new
members
and
number
two
refreshing
courses
for
us
old
dogs.
D
C
D
So
the
promotional
process,
we
have
one
here-
it's
outlined
in
our
general
order,
21.
that
document.
If
you
would
like
to
read
it,
it's
publicized
on
our
website
and
that
document
we
can
give
it's
a
public
document
and
that
more
or
less
outlines
a
promotional
process
and
what
it
takes
to
make
each
step
here
at
the
charleston
city
police
department.
D
It
has
been
revamped
within
the
last
two
years.
The
biggest
re
revisions
have
come
from
using
external
resources,
rather
than
internal
resources,
to
more
or
less
evaluate
the
candidates,
qualifications
and
the
different
aspects
that
they
go
through,
and
that's
just
to
kind
of
keep
any
biases
that
an
internal
candidate
might
have
and
really
rely
on
those
external
candidates.
D
The
majority
of
stuff
that
we
do
here
is
uniquely
identified
by
a
special
id
given
to
you
so
to
try
to
keep
out
everyone's
name.
We've
got
the
best
we
can
and
that's
it,
especially
for
the
external
candidates.
They
don't
know
that
the
test
material
is
created
by
someone
outside
of
cpd.
She
doesn't
know
anything
about
us.
D
We
give
her
the
test
or
what
we
need
to
test
material
on
and
she
creates
the
questions
and
then
how
that
material
is
advised,
so
we're
not
making
the
questions
in-house
there's
no
way
for
anyone
to
help
anyone
if
you
will
or
help
them
advance
that
have
an
unfair
advantage
and
all
that
stuff
is
published
in
our
policy.
If
you
want
to
read
that,
and
we
can
get
that
to
you.
D
No,
we've
always
had
that
process.
I
don't
know
if
it's
ever
been
spoken
about
publicly.
The
biggest
change
we
made
was
using
the
external
factors
within
the
last
two
years
that
probably
the
biggest
change
of
the
policy,
but
otherwise
everything's
been
a
policy,
probably
for
the
last
eight
to
ten
years.
R
D
R
Yeah
and
just
for
the
benefit
of
the
council,
the
process
isn't
new.
The
external
piece
is
new.
You
had
two
options:
either
final
process
where
we
were
taking
it
out
of
the
hands
of
the
department,
that's
for
fairness,
and
you
can
either
hire
these
assessment.
Centers
we
found
out.
It
was
very,
very
expensive
in
the
number
of
times
that
we're
going
through
these
processes.
R
It
just
didn't
support
us
at
cpp,
so
the
other
option
was
reaching
out
to
external
agencies
from
around
the
area,
not
just
necessarily
in
the
charleston
area,
but
in
other
states
to
come
in
and
assist
us
with
best
practices.
So
we
kind
of
did
a
hybrid
of
that
and
it's
been
working
out
pretty
good
and
I
think
it's
been
in
effect
for
about
a
year
now,.
C
C
R
R
Of
the
28.
19
is
what
we
call
command.
19
lieutenants
the
lieutenants
are
pretty
much
responsible
for
your
your
teams.
Teams
one
through
five,
is
your
patrol
areas,
your
special
units
and
other
units,
like
that
in
the
police
department,
we
have
19
of
those
19
lieutenants
as
far
as
the
racial
and
gender
breakdown
consists
of
four
women,
three
of
which
are
white
females,
one
black
female,
two
african-american
males
and
thirteen
white
males.
R
That
is
the
lieutenants.
As
far
as
your
senior
command
staff
senior
command
consists
of
your
captains
that
be
chief
and
achieve
of
the
captains,
we
have
six
captains
billets
of
athens.
You
have
one
correction,
you
have
two
african-american
males
and
three
white
males.
We
have
one
vacancy
at
this
time,
with
captain
citizen
being
on
a
temporary
assignment
at
the
college
of
charleston.
R
So
his
his
is
temporarily
a
vacancy
of
the
deputy
chiefs.
We
have
myself
american
male
and
deputy
chief
broughton
is
a
female
within
this
structure.
You
also
you
know.
Diversity
is
not
just
the
gender
and
race,
but
you
know
jennifer
identification
lgbq.
We
represent
a
wide
variety
of
different
communities
in
our
command
style,
but
that
is
kind
of
the
breakdown
of
it
of
the
structure.
R
When
we
talk
about
diversity,
the
diversity
don't
start
when
we
get
to
the
rank
of
command
staff,
it
really
starts
at
our
entry
level
with
hiring
and
that's
kind
of
what
we've
been
focusing
a
lot
of
efforts
on
in
the
process
of
trying
to
reach
out
to
underrepresented
groups,
african-american
latinos
brown,
female
lgb,
community
muslims,
asians.
Whatever
our
community
looks
like
that's
our
target
base
and
from
there
we
try
the
mentoring
shift,
you
know
so
they
can
achieve
if
they
stay
here,
the
highest
levels
of
the
organization.
R
So
that's
pretty
much
our
goal
as
part
of
our
strategic
plan.
It's
something
we've
really
been
hitting
home
for
the
last
two
years
really
hard
and
some
of
those
things
were
brought
out
in
our
race-based
audit.
So
that's
kind
of
the
abbreviated
version
of
the
structure
like
I
say
I
think
you'll
get
a
better
idea.
Once
you
get
a
strategic
plan
in
front
of
you
and
you
can
see
verbatim
each
area
and
who's
responsible
for
what.
R
O
R
R
S
Like
chief
said,
we've
been
traveling
around
to
various
colleges
last
year,
hbcus
getting
a
lot
of
the
students
there
to
intern
and
possibly
for
employment,
but
the
anyone
that's
interested
in
filling
out
application.
They
would
go
to
the
website,
which
is
the
city
website.
We
have
a
civic
plus
and
they
will
upload
all
their
information
and
necessary
documents
to
that
website.
S
The
the
application
is
screened
for
disqualifiers
such
as
drug
usage,
criminal
history,
driving
history
and
credit.
If
that's
all
good,
the
applicant
is
set
up
for
testing,
which
consists
of
the
pt
test,
a
written
test
that
we
provide
for
them
and
they
must
get
a
70
or
above
from
the
police
officer
selection
test.
If
that
goes
well,
then
the
applicant
participates
in
an
oral
interview
and
a
polygraph
is
scheduled
for
them.
S
The
packet
is
then
put
together
and
reviewed
by
me,
and
the
recruitment
chain
of
command
would
consist
of
captain
thompson,
d.c
walker
and
the
chief
once
that
is
all
approved.
The
applicant
is
sent
to
background
investigations
to
see
if
everything
is
okay
with
that
from
prior
his
prior
employment,
friends
and
family
that
the
investigators
were
contact.
S
C
Department,
thank
you
officer,
mitchell
and
welcome
aboard
good
to
meet
you
and
thank
you
officer,
cherry
and
both
of
you
for
being
president
of
tonight's
meeting,
our
deputy
chief
walker,
thanks
again
for
having
members
of
your
staff
present
to
share
that
information
with
us
council
members.
Any
questions
for
you
regarding
the
information
shared.
C
Well
again,
we
want
to
thank
the
members
of
the
charleston
city
police
department,
chief
reynolds.
We
so
appreciate
you
and
you
having
members
of
your
staff
present
with
us
each
time
so
that
we
can
make
a
concerted
effort
to
work
towards
the
mission
of
this
council
council
members.
We
have
topics
for
our
next
agenda
that
I've
jotted
down
from
just
our
conversation
here
tonight,
review
of
the
comments
and
questions
we
received
that
were
posted
at
the
site.
C
From
today's
meeting
that
you
will
receive
by
email
subcommittee
report
outs,
community
outreach,
captain
thompson
will
be
present.
He
already
said
he
would
be
present
to
participate
in
our
next
meeting,
and
then
I
heard
sad
from
what
george
palmer
was
talking
about.
I
heard
maybe
we
might
need
to
have
an
update
chief
on
the
satellite
offices
or
our
potential
patrol
areas
that
you're
looking
at
new
and
innovative
things
you're
looking
at
doing
in
the
community
to
share
with
us.
C
C
C
And
again,
that's
our
vote
council
members
for
the
position
of
vice
chairman.
Yes,
we
have
joe
lysa
and
paul
tamborino
that
are
that
are
willing
to
volunteer
their
time
to
serve,
as
vice
chairperson,
those
of
you
who've
called
in
to
participate
in
our
meeting
tonight
to
listen
in
and
encourage.
We
so
much
appreciate
your
time
and
efforts
that
you
dedicated
to
sharing
with
us
tonight.
We
look
forward
to
you
calling
in
and
joining
us
on
october,
the
1st
for
our
next
council
meeting
with
that
stated.