►
Description
City of Charleston Citizen’s Police Advisory Council 10/9/2020
A
The
motion
to
recess,
which
would
mean
then
by
parliamentary
procedure
we
would
return
to
the
spot
at
which
we
were.
We
were
in
the
midst
of
roman
numeral
number
five
implementation
of
racial
bias.
Audit
recommendation
now
bethany
is
going
to
look
and
be
able
to
capture
the
roll
call
for
us
without
having
to
digress
and
go
back
to
roll
call.
A
We
do
not
expect
to
have
anything
that
we
need
to
vote
on,
so
a
quorum
is
not
a
quorum
would
be
nice
to
have,
but
for
this
portion
of
the
agenda
it's
not
a
requirement,
since
we
don't
have
any
actions,
as
I
foresee
that
we
need
to
vote
on.
If
you
all
agree,
then
by
consensus
we
can
move
forward.
I'm
just
looking
at
you
to
make
sure
you
all
agree
looks
like
nobody's
having
any
problems
with
that.
So
we'll
move
we'll
move
on.
B
B
A
I
asked
her
if
anyone
had
signed
up
from
the
public
to
make
any
comments.
Although
we'd
already
passed
that
point
in
our
agenda-
and
she
said
no
one
had
signed
up
to
make
any
comments
to
speak
to
us,
but
bethany.
There
was
a
written
comment.
You
said
a
written
quest
question
for
the
police
department.
B
There
was-
and
I
can
read
it
really,
quick.
Okay,
it
is
from,
I
think
it's
a
gentleman
wilkes
kramer
and
he
says,
could
cpt
could
cpd
start
a
kind
of
book
club,
but
on
research,
where
interested
community
members
and
students
study
assigned
research
on
not
just
policing,
but
also
on
the
solutions
to
social
problems.
B
B
A
A
A
So
again,
thank
you
all
for
joining
we'll
pick
up
now,
wendy
with
you,
if
you
would
start
so
that
everybody
would
be
back
in
sync,
I
think
I
know
you
were
like
on
slide
three
or
something,
but
if
I
think
probably
be
better
for
you
to
start
again
with
your
your
input
right
in
progress,
that's
good!
Unless
you.
D
D
D
My
my
process
here
is:
is
I
interview
the
commanders
about
these
audit
items.
All
of
these
audit
items
are
assigned
to
commanders
to
to
oversee
or
implement,
and
I'm
my
role
is
to
help
them
with
that,
not
to
supplant
them
and
so,
and
so
when
I,
when
I
do
these
updates,
I
interview
the
commanders
and
I
ask
them
where
they're
at
with.
If
they
tell
me
that
they've
completed
one
of
these
items,
then
I
mark
it
as
complete,
but
also
it's
it's.
D
It
needs
to
be
validated,
and
so
it's
my
intention
to
go
back
and
and
do
my
own
analysis
to
make
sure
that
we
we
are
doing
it
and
the
data
reflects
that
and
so
on
that
first
ite
item,
I'm
actually
in
the
process
of
I've.
Just
I
asked
for
a
sample
of
use
of
force
reports
and
I've
gone
through
those
to
validate
that
we
are
actually
looking
at
the
coding
issues
and
our
audit,
our
internal
audit,
is
doing
what
it's
supposed
to
be
doing.
D
So
I
just
finished
up
that
report
or
a
draft
of
it
and
I'm
getting
some
assistance
from
an
expert
in
use
of
force,
analysis
at
the
university
of
nebra
in
nebraska
omaha,
and
when
that's
ready,
I'll
that'll
go
to
the
chief
and
then
at
some
point
in
the
future.
It
may
be
a
bit.
You
know
that
kind
of
information
would
be
available
as
part
of
these
updates,
and
so
that's
basically
the
process
that
I'm
I'm
working
through
here.
So
so
back
to
this
other
item,
that's
in
progress
where
we
left
off.
D
We
just
finished
talking
about
the
review
period
on
the
policies
and
this
item
that
cpd
should
conduct
an
analysis
of
field
contacts
on
a
periodic
basis.
The
professional
standards
report.
So
this
is
I've
met
with
the
compliance
manager
and
the
captain
of
internal
affairs
and
they're
assessing
their
ability
to
do
this.
Internal
audit,
as
defined
by
the
cna
report,
and
so
the
data
points
identified
by
cna
that
are
important,
are
the
reason
for
that
field.
D
Contact
the
field
contact
reason
over
time
is
a
percentage
of
total
field
contacts,
the
race
of
community
member
involved
in
the
incident
rules
by
race,
and
then
a
consideration
here
is
that
we
might
layer
that,
with
some
crime
analysis
to
see
you
know,
are
these
contacts
happening
where
we're
also
seeing
crimes?
Are
those
officers
talking
to
people
in
areas
where
we
see
crimes,
because
that's
where
we
see
crimes?
E
E
D
Specifically,
that
would
be
that
there
would
be
training
documents
to
support
that
they've
implemented
that
training.
So
if
it
was
a
formal
training
class,
there
should
be
some
kind
of
material
that
they
used
in
the
class
that
the
training
division
would
have
and
then,
if
they,
if
you
want
to
look
at
documentation,
you
know
if
it
was
a
roll
call
type
training
which
I
believe
it
was
and
so
what
we
use.
D
E
C
D
A
Okay,
I
just
the
only
reason
why
I
asked
was
because
I
was
trying
to
kind
of
figure
out
what's
the
frequency
so
that
you
would
be
able
to
make
any
corrective
action.
You
know
if
you're
doing,
if
it's
auditing
those
records
every
six
months.
Well,
then
corrective
action
wouldn't
happen
for
another
eight,
maybe
seven
or
eight
months,
but
if
it's
monthly,
then
you
have
opportunities
to
to
make
changes.
D
Yes
and
I
believe
the
supervisors
review
the
cards
and
make
sure
they're
being
filled
out
properly
and
there's
there's
immediate
feedback
there.
Okay,
there
is
a
that's,
so
that's
part
of
the
puzzle
is
making
sure
the
cards
we're
getting
the
right
data
and
then
and
then
doing
the
analysis
on
the
data
points
that
cnn
identified.
F
A
question
I'm
sorry
can.
Can
you
hear
me?
I
was
curious
about
the
data
points.
Just
you
know.
I
see
where
it
says
the
like
race
of
community
member
involved,
and
I
was
curious
if
like
how.
How
does
it
take
into
account
situations
with
multiple
community
members
like
if,
if
one
person
ends
up
getting
charged
with,
there
were
10
people
there,
just
a
different
levels
of
culpability
or
if
multiple
people
are
charged?
D
So
a
field
contact
card
is,
is
one
card
per
person,
so
if,
if
all
of
you
were
in
a
single
car
together,
which
would
be
a
bus
because
all
of
you
would
you
know
be
in
a
bus
and
I'm
the
police
officer-
and
I
pull
the
bus
over.
If
I
want
to
document
everybody
who
was
on
that
bus
during
that
traffic,
stop,
I
would
do
a
separate
field
contact
card
for
each
person
on
the
bus
would
be
that
and
then
and
then
there's
a
possibility
that
those
cards
can
be
linked
together.
G
D
So
moving
on
again,
these
are
the
cna
findings
on
the
field
contacts
just
to
review,
and
you
know.
In
doing
these
analysis,
we
will
be
looking
at
the
cna
methodology
and
starting
with
that,
replicating
cna's
methodology
on
how
we
analyze
these
things.
And
then
you
know
working
towards
improving
that
if
needed
as
we
improve
the
data
and.
D
C
D
H
A
D
I
A
Driving
while
black
or
something
like
that,
you
know
my
car,
I
have
a
particular
car
and
I'm
driving,
and
you
stop
me
because
of
I'm
driving
that
particular
car
and-
and
maybe
it's
perceived,
that
I
ought
not
be
driving
that
kind
of
car.
So
you
you
know
what
I
mean
so
it
seems
like
that
is
where
those
cases
are
with
that
being
the
bulk
of
those
stops.
D
And
so
that's
what
you're
looking
at
is
the
data
that
cna
analyzed
that
led
them
to
make
the
recommendations
that
they've
made
that
we're
working
on
implementing.
So
that
is
one
of
them.
That's
one
of
the
things
that
they
saw
and
they
said
based
on
this
data.
We
recommend
that
you
make
changes
to
this
system,
which.
J
D
D
So
19.1
is
that
cpd
should
conduct
an
in-depth
exploration
of
internal
complaints,
including
a
review
of
complaint
procedures,
and
you
can
see
there,
and
so
I
have.
What
we're
doing
is
is
we're
we're
compiling
a
a
a
five-year
complaint
report,
so
we
can
do
some
initial
analysis
and
identify
what
the
next
steps
are
in
meeting
this
audit
recommendation.
D
E
D
D
K
C
E
D
Absolutely
yeah,
and,
and
so
what
I
did
was
kind
of
a
preliminary
in-depth
analysis
to
get
a
feel
for
some
things
and
and
to
work
with
some
experts
on
doing
a
more
comprehensive
analysis.
So
at
some
point
that,
yes,
that
that
analysis
may
be
available,
you
know
the
you
know
it.
It
also
has
to
go
through
the
chief
and-
and
I
need
to
discuss
with
him
as
I
do
these
things
questions
come
up
and
I
need
to
go
back
and
get
more
information.
E
I'm
just
saying
that
the
complaint
process
and
use
of
force
is
a
is
a
major
issue
and
if
we
as
a
council,
are
to
be
effective
and
responsive
to
the
things
that
are
concerned
to
the
community,
we
need
to
be
able
to
say
have
something
to
say
and
have
the
data
based
on
on
which
you
make
those
comments
and
engage.
Folks
with.
G
So
this
is
captain
carter
and
I
oversee
the
office
of
internal
affairs.
I've
spoken
with
you
guys
before
and
we're
eager
about
this
partnership.
So
when
it
comes
to
use
of
force
complaints,
I've
heard
people
say
that
in
the
meaning
like
that,
there's
been
use
of
force
complaints.
So
just
for
the
record,
we've
only
had
one
use
of
force
complaint
within
the
last
two
years
that
this
is
just
spinning
off
the
top
of
my
brain.
So
we're
not.
We
don't
have
a
bunch
of
use
of
force.
Complaints
coming
in.
G
We
have
use
of
force
reports
which
is
anytime,
we
use
force.
We
must
document
our
blue
team
software,
but
we
don't
have
use
of
force
complaints.
I
just
think
we
need
to
draw
attention
to
that.
So
you're
not
under
this
impression
that
we
have
numerous
excess
of
use
of
force,
complaints,
because
that's
just
not
true
and
when
cna
recommended,
I
believe
it
was
19.1
wendy.
Can
you
go
back
to
that
slide?
Real,
quick,
sorry.
D
G
Yes,
so
when
it
talks
about
the
complaint
process,
our
policy
wasn't
exactly
clear
on
what
happens
after
you
file
a
complaint
so
unfortunately
for
wendy,
she
wasn't
with
us
when
we
were
amending
our
policy,
she
wasn't
even
hired
on
yet
with
us.
So
we
completed
this
policy
change
in
the
process
of
being
with
cna
and
the
confusion
was
is
not
how
to
file
a
complaint,
because
you
could
file
a
complaint
over
the
phone
in
email
and
writing.
G
We
have
people
file,
complaints
from
their
jail
cells,
so
we
take
any
complaint
that
comes
in
and
we
look
into
it.
The
cloudiness
here
was:
how
does
it
work
after
off
after
I
file
a
complaint,
you
know:
is
the
citizen
updated
on
you
know
where
it
is
in
the
chain
of
command?
Is
a
citizen
updated
after
the
complaint
has
been
disposed
of,
whether
it's
been
sustained
or
not
sustained,
and
that's
truly?
What
cna
was
looking
at?
A
And
wendy
and
captain
cotella,
let
me
add
one
other
thing
based
on
what
captain
coatella
opened
up
with.
Thank
you
for
sharing
that
captain.
One
thing
I
do
want
to
remind
everyone
of
I
know
we
on
the
council
are
sensitive
to
it.
We
recognize
that
the
whole
reason
why
this
council,
or
one
of
the
main
reasons
I
should
say
this
council
was
established,
was
because
of
the
concern
of
a
trust
issue
between
the
community
and
the
police
department
and
trying
to
improve
the
relationship
between
the
community
and
the
police
department.
A
I
understand
that
you
may
only
have
captain
cortello
one
complaint
or
you
don't
have
many
complaints,
but
we
as
citizens
hear
something
else.
We
hear
complaints,
but
not
that
formal
complaints
have
been
submitted,
and
so,
even
if
there
are
no
formal
complaints,
but
there
are
complaints
in
the
community,
then
you
can
still
have
a
relationship
issue,
so
we're
really
trying
to
work
to
ensure
that
we
can
work
on
those
relationships.
A
G
You
are
exactly
right
and
that's
why
we're
having
this
conversation
today
right,
I
just
didn't,
want
people
to
think
we
have
this
crazy
amount
of
excessive
use
of
force
complaints
when
that's
not
true,
and
we
want
to
encourage
community
members
to
come
forward
and
talk
with
us.
You
know
we
take
every
complaint
seriously
and
like
they
said
we
take
them
in
different
manners
as
well,
and
we
want
to
bridge
that
gap.
So
if
something
is
going
on
that,
we
do
know
about
it,.
A
Right
and
that
that
probably
will
the
bridging
that
gap
will
probably
happen
through
communications.
We
have
to
find
other
ways
to
communicate
the
opportunities
that
are
there
and
welcomed
at
the
police
department,
whereas
in
the
past,
and
even
right
now
there
are
folks
who
don't
believe
that
a
complaint
would
be
taken
seriously.
So
why
take
the
time
to
complain?
A
L
F
G
Yes,
so
what
we
started
is
we
had
a
body
camera
policy
and
we
had
our
audit
with
cna.
They
pointed
out
some
improvements
and
we
made
those
necessary
improvements
and
just
let
everyone
know
that
anytime
there's
a
use
of
force.
That's
been
documented
in
blue
team.
It
goes
through
a
layer
of
supervisor
reviews.
So
all
those
use
of
forces
on
body
camera
have
been
reviewed
in
addition
to
that
supervisors
above
the
rank
of
sergeant
and
above
have
to
do
two
random
reviews
every
month
and
it
gets
documented
they're.
G
Just
not
look
that's
in
addition
to
the
use
of
force.
So
if
officers
go
on
an
alarm
call
they're
looking
at
that,
if
it's
categorized
as
a
certain
report,
they're
looking
at
that,
just
to
make
sure
that
we're
doing
what
we're
say,
we're
doing
we're,
treating
all
citizens
with
respect
and
there's
even
one
for
called
an
accidental
activation,
which,
if
you
hit
your
body
camera,
you
want
to
make
sure
that
there's
no
one's
hiding
anything
within
that
category.
G
I
Wendy,
while
you're
doing
all
of
this
is
my
audio
on
while
we're
doing
all
of
this.
If
you
look
at
that
other
category,
which
puts
cpd
in
a
wide
open
position
since
it's
the
largest
category,
I
sit
here
and
think
of
at
least
a
dozen
things
that
fall
into
that
category.
That
would
be
related
to
motor
vehicle
violations
and
it
doesn't
matter
who's
driving
the
car
and
what
circumstances,
if
you
don't
completely
define
that
other
category
you're
really
wide
open
to
criticism.
That's
already
happened
tonight.
D
L
L
Is
the
data
also
show
whether
the
stops
are
for
residents
or
somebody
from
out
of
town?
We
are
a
tourist
town,
there
may
be
people
come
in
and
vibe
too
much
and
get
in
into
an
altercation
of
trouble
with
the
police.
Do
we
list
whether
they're
a
resident
you
know
based
on
their
address
or
not?
Do
we
keep
that
data.
D
L
D
In
in
theory,
one
of
the
challenges
in
in
policing
is
that
a
lot
of
the
data
from
people
is
self-reported,
and
so
I
haven't
gotten
this
deep
into
the
data
here
in
charleston,
but
I
can
tell
you
that
I,
I
am
very
familiar
with
some
career
criminals
in
my
last
job
and
they
never
once
gave
me
their
real
home
address.
They
always
gave
me
their
mom's
home
address.
D
So
when
I
went
looking
for
them,
they
were
obviously
never
at
mom's
house.
So
so
sometimes
that's
challenging.
You
have
folks
who
are
transient.
So
if
you
give
us
your
address
today,
but
you
move
six
months
from
now,
we
may
not
have
accurate
data.
We.
We
can
assume
that
it's
accurate
as
of
today
when
we
stopped
you
so
for
a
point
in
time,
but
at
the
same
time
sometimes
it
doesn't
account
for
people
who
might
be
untruthful
or
who
are
transient
and
and
that
kind
of
kind
of
thing.
D
L
D
C
Hey
guys,
I'm
gonna
put
on
the
agenda
for
the
next
time.
It's
sometimes
it's
kind
of
hard
to
gauge
some
of
the
questions.
You're
gonna.
Have
we
try
to
make
sure
we
have
the
right
people
on
the
call,
but
we'll
have
somebody
from
our
crime
analyst
group
on
the
next
at
the
next
meeting,
so
we
can
address
some
of
these
call.
Some
of
these
questions.
D
So
again
back
to
this,
this
is
partially
complete.
That
cpd
should
conduct
periodic
audits
of
operational
practices
as
they
relate
to
policy.
The
reason
we
say
this
is
partially
complete
is
because
we
are
conducting
audits
of
our
body-worn
cameras
supervisors,
as
you
heard,
captain
cortela
say,
are
expected
to
review
them
any
time.
There's
a
use
of
force
report
they're,
reviewing
the
video
and
then
they're
doing
random
video
reviews,
which
is
very
common
in
police
departments,
not
just
to
verify
that
we're
in
compliance
with
our
policies
but
they're.
D
Looking
at
the
officers
actions
and
if
there's
a
training
issue
they
identify
in
that
video,
then
they
should
be
making
a
referral
to
the
training
bureau
to
address
that,
so
the
use
of
force
coding
audit
is
ongoing
with
our
compliance
manager-
and
you
know
the
audit
recommended
right
alongs
to
observe
operations
and
develop
this
audit
plan
with
covid.
That's
you
know,
that's
been
challenging.
D
It's
on
my
list
of
things
to
do
to
get
out
and
getting
a
cruiser
and
and
watch
how
things
are
done
to
help
develop
some
ideas
about
how
we
can
marry
those
operational
policy
audits
to
our
operational
practice
audits
to
policy,
and
so
this
will
this
will,
you
know,
develop
as
we
go.
I
can't
implement
every
single
audit
recommendation
tomorrow,
so
we're
putting
together
some
strategies
and
plans
to
work
on
some
of
these
things.
D
A
D
A
Oh
good,
good,
great,
great,
okay,
next
on
our
agenda
are
some
subcommittee
reports
for
those
who
are
listening
in
who
are
not
members
of
the
council.
We
have,
in
accordance
with
some
of
the
recommendations
from
the
racial
bias,
audit
developed
or
established
in
subcommittees
to
work
on
a
few
issues.
Those
three
subcommittees
to
date
are
traffic
stops
led
by
joe
lesson
who's
not
on
tonight's
call,
and
then
communications
led
by
paul
tamborino
and
then
policies
and
procedures
led
by
max
milligan
did
bethany
did.
H
Sure,
basically,
the
the
subcommittee,
our
subcommittee
has
the
the
following
council
members
as
participants
of
it.
Tuan
me
jerry
hack
and,
of
course,
wendy.
Bethany
and
steve
are
also
members.
We
met
on
september
3rd
and
basically
it
was
an
organizational
meeting
where
we
wanted
to
just
get
together
for
the
first
time
talk
about
some
of
our
goals.
What
we
wanted
to
accomplish.
H
I
think
the
the
overall
perspective
is,
we
know
we
exist
and
internal
people
know
we
exist,
but
how
many
people
on
the
outside
have
any
idea
that
we
exist,
and
so
what
we
need
to
do
is
we
need
to
go
through
the
channels
of
social
media
reaching
out
through
the
various
you
know,
and
I
would
honestly
say
leveraging
our
high
school
students
was
a
big,
a
big
plus,
because
you
know
folks
as
old
as
me.
They'll
typically
go
on
to
these
civic
websites
and
pay
attention
to
this.
H
But
the
younger
folks
that
we
should
be
reaching
out
to
don't,
and
so
how
do
we
best
communicate
with
them,
both
in
person
through
the
schools
through
social
media?
How
do
we?
How
do
we
accomplish
that,
so
that
you
know
we
get
more
participation
in
it?
You
know
to
be
very
blunt
that
this
committee
is
not
just
a
check
box
to
say:
hey
guys,
it
exists,
we've
satisfied,
not
it.
You
know
good
to
go.
There's
no
value
in
that.
H
H
We
went
over
the
communication
pieces
that
were
related
to
that
were
from
the
audit
and
when
he
went
over
those
with
us-
and
I
think
there
was
five
major
points
we
talked
about
those
and
then
I
did
task
the
committee
members
to
come
back
before
our
next
meeting
and
provide
one
or
two
recommendations
for
each
point
so
that
you
know
when
we
meet
again
we're
we're
not
just
setting
meetings
to
set
meetings.
We're
actually
coming
back
with
executable
ideas
to
bring
back
to
the
overall
group.
H
K
Yes,
ma'am,
hey
everyone.
My
name
is
max
milliken
members
who
are
present
at
our
september.
9Th
policy
and
procedures
subcommittee
meeting
were
myself
mr
jerome
harris
mrs
doris,
graham
mr
matt
austin,
mrs
emily
broome,
and
I'm
not
sure
if
anyone
else
was
present.
The
record
that
mrs
whittaker
took
should
reflect
if
I
missed
anyone,
but
I
think
I
covered
it.
We
also
had
mrs
cyber
president
or
I'm
sorry,
president,
along
with
mr
rimland
actions,
we
completed
at
our
september
9th
meeting.
K
So
we
discussed,
we
made
some
requests
of
of
mrs
cyber.
We
requested
a
presentation
on
the
best
practices
for
citizen
involvement
and
similar
citizens
police
advisory
councils,
and
we
also
requested
an
update
on
the
sanctity
of
life
statement.
That's
currently
currently
in
progress
for
the
november
meeting,
and
then
we
also
discussed
presentations
on
best
practices
for
citizen
involvement
and
the
formulation
of
policy,
so
that
will
take
place
in
november
tentatively
and
mrs
stiver.
K
K
A
A
Our
council
members,
if
you
would
please
review
those
and
if
you
have
any
questions
about
them,
please
try
to
get
your
questions
back
to
subcommittee
leader
for
each
of
those
subcommittees,
so
that
those
can
be
addressed
in
the
subcommittee
and
then
at
the
next
subcommittee's
meeting.
You
would
need
to
review
your
minutes,
approve
your
minutes
and
then
bethany
once
you
would
approve
those
minutes,
then
bethany
can
post
those
as
subcommittee
meeting
minutes
to
the
website
as
well.
A
Thank
you.
You're!
Welcome!
Now
we're
ready
any
questions
about
anything.
We've
done
so
far.
Good
deal,
okay,
we'll
go
to
the
updates
community
engagement,
captain
thompson
and
then,
after
captain
thompson,
captain
thompson.
I
know
you
had
captain.
Last
week,
captain
cortello
was
going
to
present
as
officer
training
and
diversity
and
then
wendy
was
going
to
come
back
and
do
the
360
comp
status
and
then
chief
would
give
us
updates.
I'm
sure
chief
is
probably
going
to
include
some
of
his
his
public
safety
meeting.
He
attended
on
today
as
well.
C
Yes,
we'll
be
sure
to
leave
enough
time
for
the
chief
at
the
end
there.
Okay,
thank
you
guys.
I
know
you've
been
trying
to
get
an
update
from
me
for
the
last
couple
of
months,
apologize
not
being
at
the
last
meeting.
You
guys
that
were
on
the
committee
last
year.
Heard
me
say
this,
but
I'll
just
repeat
it
again.
C
You
know
a
big
part
of
community
outreach
is
communication.
When
I
took
over
this
division
18
months
ago,
all
the
community
meetings,
we
went
to
every
interaction
that
I
that
I
have
with
the
community.
Is
they
want
more
communication?
They
want
to
see
more
police,
so
I
took
that
to
heart
a
lot
of
what
not
a
lot.
C
What
we
do
is
we
I'm
in
our
train
now
with
our
command
staff
for
first
line
supervisors
and
down
to
the
troops
emphasize
that
building
community
partnerships
is
just
as
important
as
traditional
police
work,
so
they
have
to
have
a.
They
have
to
have
understand,
there's
a
healthy
balance
of
both
right.
So
as
they
go
about
their
day-to-day
jobs,
that's
that's
their
mentality.
They
should
have
a
healthy
balance
of
building
community
partnerships
along
with
traditional
police
work.
C
A
big
part
of
building
community
partnerships
is
problem
solving.
So
we
try
to
incorporate
a
lot
of
this
into
our
community
outreach.
So
I
took
a
step
back
and
you
know
we
all
know
that
the
community
meetings
we
go
to
that
are
very
formal.
That
we
take
turns
raising
our
hand,
asking
questions
a
lot
of
times.
People
might
be.
We
don't
get
that
interaction.
We
don't
get
that
face-to-face
interaction.
C
So,
over
the
last
year,
my
team
in
the
community
outreach
division,
has
worked
on
informal
meetings,
informal
community
community
engagement,
so
that
you
have
that
face-to-face
interaction,
you're
able
to
exchange
cell
phone
numbers.
They
know
who
captain
thompson
is.
They
know
who
captain
cortela
is.
They
know
who
officer
a
b
and
c.
Are
we've
done
a
lot
in
the
police
department
to
include
going
to
permanent
shifts
so
that
officers
that
the
community
members
know
who
their
officers
are?
C
They
don't
switch
shifts
you're
going
to
see
the
same
five
or
six
officers
every
time
you
call
the
police,
depending
on
what
time
of
the
day
you
call
the
police
we've
done
that
we've
even
reached
out
to
make
sure
that
all
the
first-line
supervisors
have
city
cell
phones.
We
all
communicate
through
cell
phone
through
text
now
so
being
able
to
give
out
that
cell
phone
number
for
instant
communication
is
very
vital.
We
want.
C
We
want
to
make
sure
that
you
know,
as
we
continue
to
grow
with
this
with
that
program
with
the
cell
phones,
that
we
get
them
out
to
all
the
officers
as
well
so
ongoing.
But
our
first
step
was
to
get
the
first
line
supervisors
and
then
all
the
detectives
in
the
department
with
that
city
cell
phone,
so
they're
not
afraid
to
give
out
that
number
for
instant
communication
with
covid.
We
were
slowed
down
a
little
bit
and
we
had
to
regroup.
But
I
would
say
that
a
lot
of
positive
things
positive.
C
I
good
great
ideas
have
come
out
because
we're
trying
we're
limited
and
we
have
to
do
a
lot
of
online
things
I'll
just
run
down
some
of
the
things
that
we've
done
over
the
last
last
year.
One
of
the
big
things
is
that
we
partnered
with
the
coastal
crisis
chaplaincy.
I
had
this
on
the
list
to
talk
about
the
last
meeting
and
and
a
couple
of
the
the
council
members
have
reached
out
since
then
asking
about
it,
but
we
partner
with
the
coastal
crisis
chaplaincy
to
keep
us
moving
in
the
right
direction.
C
We
we
partner
with
them
so
that
we
have
an
outside
entity.
Looking
at
what
we're
doing
for
community
outreach
with
the
police
department
we're
meeting
we're
meeting,
we
set
it
up
to
meet
quarterly,
but
now
it
seems
like
about
every
other
week
we're
meeting
with
rich
robinson
and
some
of
the
chaplains
they're
coming
out
to
all
of
our
events
and
being
a
part
of
it.
C
But
we
really
want
that
outside
group
and
as
well
as
this
group,
to
take
a
look
at
what
we're
doing
to
make
sure
we're
going
in
the
right
direction
and
if
something's
not
working,
then
we're
going
to
adjust
and
and
move
forward
or
if
they
have
they're
bringing
great
ideas
to
the
table,
so
we
are
working
with
them
there.
There
is
a
a
format
that
they'd
like
to
follow.
C
It's
called
the
partnership
project
if
you
hear
about
it
in
the
media,
but
it's
basically
broken
down
very
simply:
presence,
partnership
and
progress.
Those
three
things
is
what
we're
focusing
on
and
I
know
like
I
said
if
anybody
else
in
the
group
is
interested
in
getting
involved
with
that.
Please
reach
out
to
me.
I
know
paul's
reached
out
and
wendy
called
me
earlier
today
or
yesterday
and
asked
me
about
it.
C
So
the
the
more
help
we
have
with
that,
the
more
community
members
we
can
encourage
to
get
involved
with
that
program,
the
better
it's
really
just
boots
on
the
ground.
Having
that
again,
that
informal,
face-to-face
interaction
and
and
problem
solving
is
what
is
what
we're
focusing
all
of
that
citizens
academy.
We
had
to
shut
both
of
those
down
this
year,
but
we're
excited
in
the
spring
of
next
year
we're
working
on
an
online
academy
we
reached
out
to
orlando.
We
reached
out
to
a
lot
of
different
police
departments.
C
Orlando
pd
has
a
really
good
online
citizens
academy,
so
we're
looking
at
their
curriculum
and
building
our
own.
So
you
should
see
that
start
being
advertised
in
the
spring
of
next
year.
So
we're
really
excited
by
that
we're
still
in
the
early
stages
of
that.
If
anybody
wants
to
get
involved,
please
I
welcome
the
help.
You
know
we
do
have
a
whole
team
on
it,
but
again
that's
just
something
that
we're
really
excited
about.
C
One
of
the
things
that's
come
out
with
covid
that
you've,
probably
seen
on
the
news,
is
the
birthday
parades.
That's
something
that
that
the
community
loves
it's
something
that
we
didn't
do
much
of
before
covet,
but
because
of
covid
we
we
started
doing
those
we've
done
70
this
year
and
we
get
calls
at
the
last
minute
for
a
birthday
party
or
whatever.
It
is
at
graduation
and
that's
been
very
positive.
C
That's
been
very
good
for
for
the
department
and
we
have
not
only
the
community
outreach
team
participates,
but
other
commanders,
other
officers
and
other
patrol
teams.
What
we've
been
asking
for
for
the
whole
department
to
get
involved
with
community
outreach
is
that
this
is
one
area
that
officers
are
really
engaging
in
they
and
they
love
to
do
it
and
we're
not
getting
any
pushback
with
it,
which
is
which
is
great.
C
You
might
have
seen
us.
The
team
has
come
up.
We
we
bought
some
tents
and
we
just
pop
up
at
a
grocery
store
parking
lot
again.
Ask
a
cop
anything
informal!
No,
no
set
directive
just
there
to
engage
with
the
community
to
get
to
know
them
and
problem
solve.
We've
done
a
lot
of
food
distributions.
I
won't
run
through
all
of
them
for
the
sake
of
time,
but
that's
something
that's
come
out
during
covid
that
we're
we
do
have
the
pharmacy
every
every
week
at
mall
park.
C
We
started
that
back
up
that
was
shut
down
for
a
while
for
covid,
but
we've
got
a
good
plan
in
place
for
that
to
stay
safe,
our
command
post.
You
might
have
seen
on
the
news:
the
command
post
is
a
an
rv
or
a
big
bus
that
is
our
mobile
command
post,
that
we
can
park
anywhere
and
run
a
run,
an
incident
out
of
chief.
It's
actually
the
chief's
idea
last
year
to
start
using
that
taking
it
out
into
different
communities,
and
it's
been
very
positive.
C
C
Roll
call
where
you
come
in
and
check
in
to
make
sure
you
have
all
your
equipment-
and
you
know,
go
over
whatever's
happened
the
shift
before,
but
all
three
shifts
will
have
the
roll
call
there
in
the
parking
lot,
wherever
we
are
out
in
the
community.
Again
we're
encouraging
people
to
come
up.
Talk
to
us
that
informal
contact
has
been
very
positive
and
we're
continuing
to
schedule
those
and
have
those
out
there.
C
One
thing
that
we
we
talked
about
last
year
during
citizens:
advisory
council
was
the
bike
patrol
and
we
got
a
little
sideways
with
that
with
covid.
But
we've
talked
to
the
chief
we've
talked
to
our
budget
analyst
and
we're
really
getting
back
on
track
with
that
buying
bicycles.
We
did
find
15
bicycles.
Late
last
year
got
those
repaired.
C
Those
went
out
to
the
community
outreach
team
to
our
housing
authority
officers
and
a
couple
to
patrol,
but
we
really
want
to
build
our
our
bicycles
back
in
the
community
next
year,
so
we're
we're
back
on
track
with
that.
Like
I
said,
I
got
a
little
side
track,
but
that
was
something
we
were
excited
about
in
this
council
last
year
and
we'll
be
moving
forward
with
that.
C
A
E
C
Yes,
sir
I'll
make
a
note
of
that,
I
did.
I
know
you
asked
me
that
early
on
and
I'll
make
a
note
of
that,
I
think
that
we
can
probably
condense
something
once
we
get
a
good
platform
and
get
this
right
now
we're
just
trying
to
get
make
sure
we
got
the
right
instructors
in
the
right
place,
but
I
don't
want
to
rush
a
condensed
101.
Maybe
a
a
two.
You
know
split
it
up
over
two
days,
maybe
a
four
hour
block,
because
in
the
past
anybody
that's
gone
through.
The
policing.
C
101
has
been
a
fast
track
five
hour
on
a
saturday,
but
I
really
I
really
want
the
group
to
experience.
You
know
when
we
created
policing
one-on-one
several
years
ago.
We
wanted
to
get
the
citizen
in
the
mindset
of
the
police
officer
and
kind
of
walk
them
not
quickly,
but
briefly,
through
kind
of
the
training.
That
officer
goes
through
and
then
obviously
put
you
through
the
scenarios
and
all
that
kind
of
stuff.
So
absolutely
I'll
add
that
to
the
list,
and
I
think
that
we
could
probably
accomplish
that.
A
G
You
still
go
through
this
training,
whether
it's
annually
or
every
two
years,
but
these
are
some
requirements,
so
we
started
the
ethics
training
back
in
2010
and
since
then
every
officer
in
the
department
had
to
go
through
a
basic
ethics
course,
and
you
think
about
ethics.
You're
thinking
about
you
know
are
things
right
or
wrong,
but
it's
more
than
that.
We
give
scenario-based
training
where
we've
taken
scenarios
throughout
the
u.s
kind
of
put
officers
in
there
that
have
made
national
headlines
not
from
here
locally
and
ask
them
simply.
What
would
you
do
you
know?
G
Do
you
have
the
courage
to
turn
in
another
officer?
Do
you
know
how
to
turn
another
officer?
What
is
the
right
protocol
to
do
that?
If
you
see
an
example
of
excess
of
use
of
force,
what
are
you
going
to
do?
Are
you
going
to
hide
behind
the
badge
or
you
do
the
right
thing
and
we
put
them
really
through
that
training?
So
they
truly
understand
that
you
know
we
do
have
the
public's
trust,
and
it's
more
than
just
what's
right
is
right
and
what's
wrong
is
wrong.
We've
had
good,
I
would
say.
G
Improvement
with
that
program,
because
it's
pretty
robust,
we
do
get
good
feedback
and
a
lot
of
our
younger
officers.
It
really
makes
them
think
that
you
know
when
you're
in
this
profession,
it's
more
than
just
having
a
gun
and
a
badge.
It's
you
know
the
positive
taking
somebody's
constitutional
rights
away
and
that
comes
down
to
ethics.
Are
you
doing
the
right
thing,
even
when
nobody
is
is
looking?
G
And
you
know
if
you
have
any
input
from
this
committee
on
how
we
can
improve
ethics
or
if
you
want
to
help
us
even
make
this
program
evolve?
We
are
all
ears
open
to
that
and
we
are
welcoming
on
anything
so
we're
always
looking
to
improve
on
that
program.
So
we
want
to
make
that
the
best
that
there
is
because
that
is
the
true
core
value
of
who
we
are
as
the
charleston
police
officers.
G
Can
you
override
a
bias
that
you
have
and
how
can
you
override
that
particular
bias?
And
you
know
it's
more
than
just
teaching
the
class?
It's
also
important
for
our
commanders
to
understand
this,
because,
when
they're
reviewing
body-worn
camera
when
they're
viewing
citations,
arrest
reports
or
fcc
data,
you
know
if
they
might
see
a
bias
towards
an
officer.
G
That's
our
chance
to
address
it
and
that's
what
we
really
focus
in
on
our
commanders
is
you
know
this
is
just
not
training
that
you
need
to
be
aware,
but
you
need
to
take
this
into
when
you're
reviewing
all
this
data,
because
if
you
do
see
a
bias,
then
we
do
need
to
address
it.
We
are
hoping
to
have
you
guys,
participate
in
a
class
for
implicit
bias
and
fairness,
partial
policing.
G
G
G
G
And
what
we've
learned
over
time
is
that
we've
seen
a
shift
in
mentality
of
oh,
that's,
not
my
job.
That's
someone
else's
to
truly
incorporating
community-oriented
policing
into
everything
we
do
and
I
believe
we
are
making
progress
on
that.
Another
one
that
is
pretty
new
that
started
in
2019
is
gender
identity.
G
And
what
we're
looking
on
this
class,
which
is
done
internally,
is
to
break
down
those
barriers,
common
misnomers
and
I'd,
say
identifying
appropriate
interaction
techniques
between
different
members
of
the
community,
in
particular
the
lgtbq
iap
community
as
well.
You
know
we've
seen
some
national
things
to
where
simply
as
a
police
report
and
if
it's
written
incorrectly,
that
you
could
have
a
form,
a
bad
relationship
with
different
segments
in
the
community
and
that's
something
that
we
don't
want
to
do
so.
This
class
class
breaks
down
the
basics
of
you
know.
G
When
do
you
address
someone
using
the
proper
pronouns?
Maybe
that's
not
the
time
to
address
the
proper
pronouns
or
just
ask
them?
How
do
you
want
to
be
referred
to
as
because,
once
you
establish
that
relationship
there,
you
form
that
trust
that
I
would
say
it's
fair
to
say
that
the
lgtbq
community,
historically
probably
hasn't
trusted
the
police
because
of
things
that
were
done
years
ago,
but
we're
trying
to
truly
bridge
that
gap
and
once
again
that
goes
out
to
all
of
our
department.
G
G
If
you
see
something
going
sideways
or
south
on
a
call,
do
you
have
the
courage
to
stand
up
and
pull
that
officer
away
or
to
intervene
and
take
control
that
situation
also
talks
about?
Do
you
have
the
courage
to
if
you
saw
something
report
either
to
the
office
of
internal
affairs
or
that
person's
supervisor
hey
something's,
going
on?
We
need
to
intervene
with
officer
smith,
because
of
these
reasons
we
are
partnering
up
with
a
private
partnership.
G
It's
in
this
new
program
called
able
and
it's
going
to
be
held
externally
from
the
police
department,
but
it's
a
spin-off
of
epic.
So
while
we
continue
to
teach
epic,
this
would
be
like
epic
2.0
and
we
are
going
to
bring
that
to
the
police
department.
We
are
in
the
application
process
of
receiving
the
training
materials
and
getting
approved
for
it.
So
hopefully
that'll
be
done
within
the
next
two
months
and
we
can
incorporate
that
into
our
training
coming
up
in
2021.
G
The
next
one
is
multiculturalism
for
law
enforcement,
and
what
we're
looking
at
here
is,
since
we
all
don't
come
from
the
same
cloth.
It's
for
all
the
officers
to
appreciate
different
cultural
diversity,
recognizing
changing
ethnicity,
among
communities
and
related
changes
to
institutional
policy.
And
what
does
our
policy
speak
on
that?
And
we
are
putting
officers
through
that
once
again,
that's
done
externally
through
the
fbi
and
our
partnerships
with
them.
So
it's
so
slow
going
with
covid,
but
we
are
making
headway.
That
is
one
class
that
didn't
stop.
G
G
It's
just
taking
the
time
to
talk
to
people
and
once
again
these
classes.
We
can
roll
them
out
to
you.
If
you
have
an
interest
in
them.
Let
us
know
we
can
set
something
up.
It's
a
lot
of
stuff.
We
can
do
via
online
and
we'd,
like
your
input
on
that,
or
do
you
like
what
we
have
do
you
have
other
suggestions
on
what
we
could
be
doing
or
should
be
doing,
and
we
are
completely
open
to
that.
A
G
That
class,
in
my
opinion,
and
what
we've
taught
or
thought
about
is
the
one-on-one
interpersonal
reaction
or
interpersonal
presentation
is
gonna,
be
a
lot
more
powerful
than
sitting
behind
a
computer
screen
and
watching
that,
and
while
we
know
it's
a
step
back,
we
think
it's
a
right
move,
because
it's
such
an
important
presentation
that
once
again,
these
just
aren't
check
marks
to
say
that
390
officers
went
through
this.
You
know
class,
give
us
a
you
know,
a
round
of
applause.
G
We
truly
want
them
to
digest
the
material
and
to
actually
see
what's
being
presented
because,
as
we
know,
there's
a
huge
cultural
shift,
especially
from
the
african-american
community
and
trusting
the
police
officers
and
there's
still
there's
some
of
those
issues
out
there.
We
want
to
bridge
that
gap
and
once
again
it's
due
the
outside
presenters
and
once
we
get
the
go-ahead
to
continue
that
we
definitely
will,
but
we
feel
that's
better
received
in
person
than
via
zoom
teams
or
webex.
A
A
G
G
I
believe
that
was
done
internally
by
members
of
the
police
department
that
identify
with
the
lgtbq
community
and
other
minority
groups,
of
that
the
ethical
policing
is
courageous
or
epic.
That
was
done
externally,
meaning
that
the
new
orleans
police
department
created
the
foundation
for
it.
The
only
thing
we
changed
is
logos
and
some
internal
policies
within
there
to
make
sure
that
applies
by
our
guidelines,
the
multiculturalism
for
law
enforcement.
G
G
And
once
again,
if
you
guys
have
any
suggestions
on
how
we
can
improve
ethics,
please
let
us
know
your
feedback.
We
are
willing
to
improve
that
program
or
change
it
or
if
you
guys
want
to
hear
any
courses
even
on
a
one-on-one,
we
could
walk.
You
through
we'd
be
more
than
happy
to
do
that,
for
you
guys.
C
H
G
No,
we
are
not
so
the
only
class
that's
been
pushed
back
has
been
the
civil
rights.
All
of
our
training
has
been
continued
because
of
kovid
every
year.
Officers
have
to
go
through
a
40-hour
course
of
training
that
includes
defensive
tactics,
legals
firearms,
cpr,
active
shooter,
some
form
of
ethic
ethics,
whether
it's
epic
de-escalation.
G
So
we
didn't
stop
that
training.
All
that
training
has
been
pushed
forward.
The
only
thing
that
looked
different
was
that
the
range
instead
of
having
indoor
classroom
for
the
legal
portion
that
was
brought
outdoors
or
instead
of
shooting
next
to
every
other
lane.
It
was
every
three
lanes,
but
we
maintained
that
standard
and
we
never
missed
a
beat
whatsoever.
G
A
D
Yes,
and
if
it's
okay,
I'm
gonna
share
my
screen
again,
that's
good!
I
don't
have
a
whole
powerpoint
for
this.
I
apologize,
but
even
better.
What
I
have
is
the
compstat
360
data
site.
So
while
I
pull
that
up,
it's
important
to
talk
about
real
briefly,
the
the
historical
context
here,
comstat,
if
you've
not
heard
of
it,
was
created
in
new
york
city
in
the
early
90s
by
bill
bratton.
D
An
interesting
part
of
that
is
that
is
that
most
police
departments
don't
like
to
use
the
word
comstat
to
describe
their
process
and
a
lot
of
police
departments
changed
the
name
of
it,
but
they
basically
applied
this
model
after
a
period
of
time.
The
department
of
justice
was
interested
and
organizations
like
the
national
police
foundation
and
the
police
executive
forum
were
interested
in
learning
about
how
we
could
improve
on
comstat.
What's
the
next
evolution
of
it
and
for
a
period
of
time
they
called
it
constat
2.0
and
eventually
it
evolved
into
comstat
360.
D
and
which
brings
us
to
the
year.
2020.,
the
national
police
foundation
and
the
vera
institute
of
justice
were
funded
by
both
the
bureau
of
justice
assistance
and
the
arnold
foundation
to
implement
comstat
360
across
the
united
states,
and
I've
been
working
on
this
project
with
both
the
national
police
foundation
and
the
vera
institute,
which
has
very
been
a
very
interesting
opportunity
to
see
how
other
people
are
attempting
to
implement
this
model.
D
One
of
the
important
things
to
note
here
is
that
no
police
department
in
the
nation
has
fully
implemented
comstat
360.,
it's
it's
a
little
bit
more
complex
and
and
the
ideas
are
based
on
comstat,
but
this
idea
of
making
it
truly
360
is
challenging.
The
city
of
baltimore
is
is
probably
closer
to
having
it
fully
implemented
than
a
lot
of
other
agencies.
D
Some
of
the
agencies
that
the
police
foundation
partners
with
have
applied
this
model
to
specific
problems
like
mental
health
or
you
know
certain
crime,
issues
recruiting
or
officer
wellness
in
various
focused
ways.
So
what
charleston
is
attempting
to
implement
this
model
in
a
in
a
meeting
that
we
call
stat360
because
we
had
to
change
the
name?
We
didn't
we
weren't
required
to
but
police
departments
for
some
reason
like
to
change
the
name
of
comstat
to
something
else.
D
The
police
foundation
is
actually,
after
learning
that
we
call
it
stat360.
I
think
they're
going
to
rename
the
model
stat
360
as
well.
So
what
you
see
in
front
of
you
is
the
basic
basic
information
about
the
model.
The
idea
is
that
there's
three
basic
components
to
managing
a
police
department
in
terms
of
using
data
one
is
preventing
interrupting
and
solving
crime,
and
this
is
on
a
publicly
available
website.
Any
any
of
you
can
go
to
the
comstat360.org
website
and
learn
more
about
this
model,
so
under
preventing
interrupting
and
solving
crime.
D
You
know,
implementing
and
assessing
promising
and
evidence-based
practices
is
in
addition
to
that
idea,
maximizing
organizational
effectiveness.
The
goals
are
officer.
Satisfaction,
safety
and
well-being
optimizing.
The
way
we
assign
our
officers
providing
resources
necessary
for
success
and
implementing
a
360
degree,
learning
and
evaluation
program.
D
Policing
practices
are
equitable
and
accessible
to
all
and
we're
enhancing
trust
between
community
members
and
police
understanding
factors
that
are
impacting
the
community
and
their
ability
to
respond.
That's
the
goal.
So
what
we've
done
so
far
is
the
charleston
police
department
has
created
a
strategic
plan
for
the
next
five
years.
D
For
example,
under
captain
thompson's
command,
I'm
going
to
pick
on
him
is
recruiting
and
one
of
his
objectives
under
recruiting
is
to
increase
minority
hiring
right.
So
this
is
data
that
is
not
always
necessarily
captured
in
a
policing
organization
in
a
useful
or
meaningful
way,
and
so,
as
we
we're
basically
building
the
airplane
while
we're
flying
it
to
quote
jerry.
D
But
what
we
need
to
do
is
then
help
the
captains
understand
what
questions
should
they
be
asking
and
what
data
should
they
be?
Looking
for,
if
you
work
in
government,
you
understand
that
you
have
been
conditioned
in
a
lot
of
ways
to
accept
that
there
are
limitations
to
the
information
you
can
get
and
sometimes
you're
taught
to
work
around
them,
but
we're
not
normally
taught
in
government
to
change
the
systems
to
produce
the
information
that
we
need,
and
so
that's
a
that's
it.
D
That
is
a
serious,
serious
paradigm
shift
for
this
organization
for
police
officers
to
say.
Well,
I
need
this
data
to
do
my
job.
Therefore,
I
have
an
expectation
that
the
system's
going
to
change
to
give
it
to
me.
We
just
were
accustomed
to
dealing
with
the
limitations
of
what
we
have
so
under
captain
thompson's
shop
with
the
recruiting
objective
to
hire
more
minority
officers.
We
started
out
by
asking:
well
how
many
do
we
have
now?
D
D
D
And
that's
when
we're
going
to
come
back
to
cpac
and
say:
okay,
we're
ready
for
you
to
be
integrated
in
this
process
and
what
information
do
you
have
available
through
your
community
outreach
to
help
improve
minority
hiring
for
the
charleston
police
department,
and
some
of
those
questions
may
be?
What's
the
applicant
pool,
you
know
once
we
get
further
along
in
this
process
when
we
hire
minority
officers,
where
are
we
hiring
them
from?
Are
they
local?
Are
they
out
of
state?
D
Where
are
we
more
or
less
successful
in
making
those
hires
and
if
we're
more
successful
in
hiring
minority
applicants
from
the
city
of
charleston?
What
can
we
do
to
improve
on
and
maximize
our
efforts
to
do
that
or
have
we
tapped
out
the
recruiting
pool
in
charleston?
Do
we
need
to
go
further
out
of
state,
and
so
it
that
the
process
really
is
about
asking
the
questions
identifying?
D
D
I
recognize
that
this
is
probably
one
of
the
driest
things
we've
ever
talked
about
at
cpac
data
as
much
as
we
try
to
make
data
interesting
and
exciting.
It
typically
is
not,
and
so
you
know
this
is
you
know
this.
This
is
a
process,
that's
going
to
take
time
to
implement
and
and
we're
and
we're
doing
it
in
the
midst
of
a
lot
of
these
captains
have
a
lot
of
other
things
on
their
plates.
D
So
in
addition,
you
know
they'll
be
in
the
middle
of
dealing
with
a
flooding
issue
or
hurricane
preparations
and
I'll.
You
know
I'll,
be
pestering
captain
thompson
for
his
recruiting
data
right.
So
to
pick
on
him,
some
more
and
so
I
have
to
be
patient
and
we've
got
to
work
through
this
in
a
way
that's
meaningful,
but
you
know
also
recognizing
that
there's
a
lot
of
other
things
going
on
in
the
department
in
the
community
and
so
we're
getting
there.
D
D
J
I'm
gonna
try
to
kind
of
go
through
a
bunch
of
things
quickly
and
maybe
maybe
answer
some
questions
at
the
end,
I'll
I'll,
just
kind
of
hit
on
a
handful
of
things
one.
Just
today
it's
two
o'clock:
we
had
a
public
safety
briefing
briefing
as
was
discussed
earlier.
It
actually
lasted
about
2
hours
and
15
minutes.
J
It's
on
youtube.
It's
recorded.
The
topic
was
the
after
action
report
from
may
30th
to
may
31st
and
beyond
there
there's.
Also
today,
at
one
o'clock,
a
preliminary
report
was
put
online.
You
can
get
the
link,
it's
I
think,
about
62
pages
long.
We
put
a
lot
of
thought
into
it.
There's
a
lot
of
lessons
learned
and
perhaps
we
can
put
it
on
the
agenda
for
the
next
meeting.
J
J
J
We
had
stopped
permitting
for
a
period
of
time
and
in
the
beginning
of
july,
until
current
we've
permitted
over
60
events
and
and
just
a
lot
of
challenges
associated
with
that
a
lot
of
rumors,
a
lot
of
things
on
social
media
that
really
have
concerned
a
lot
of
citizens,
and
so
we
just
I
just
kind
of
wanted
to
throw
it
out
there
that
we
address
those
rumors.
We
pay
attention
to
the
complaints
we
have
to
in
this
environment.
J
It's
very
divisive,
there's
a
lot
of
people
on
on
so
many
different
areas
of
the
spectrum
of
so
many
concerns
right
now,
so
we're
paying
very
close
attention
to
those
threats
and
those
events
and
and
making
sure
that
we
are
properly
staffing.
Those
and
some
of
the
events
that
we've
had
recently
we've
have
up
to
a
couple
hundred
officers,
staffing,
those
events
from
our
partnering
agencies
and
changing
people's
days
off
and
adjusting
schedules
and
doing
a
lot
of
things
to
make
sure
that
we
have
adequate
numbers
of
officers
to
deal
with
those
appropriately.
J
Another
topic
is:
we
can
continue
to
focus
on
the
upcoming
elections.
I
think
we're
down
to
maybe
26
days.
I
forget
the
exact
number,
but
we
are
paying
close
attention
to
the
national
narrative,
the
regional
and
the
local
narrative.
We've
met
with
the
board
of
elections
and
and
and
in
in
the
county
of
charleston.
The
sheriff's
department
has
a
incident
action
plan
that
they
put
into
place
every
four
years,
they're
kind
of
the
main
entity.
J
I
think
it's
important
that
you
know
that
we
value
your
input
and
I
just
want
to
say
that,
because
it's
so
important,
your
time
is
valuable
to
us.
The
fact
that
you're
actively
engaged
and
participating
in
this
committee
and
these
subcommittees-
and
these
work
groups
is
of
great
value
to
us,
and
if
we
do
this
right,
you're
going
to
influence
the
outcomes
of
things
like
what
we've
talked
about
tonight,
our
policy,
our
training,
our
accountability
and
other
things.
J
But
if
you
have
ideas,
if
you
have
things
that
you
want
to
get
involved
in,
like
you
were
talking
earlier,
about
the
policing,
101
and-
and
you
want
to
learn
more
about
epic,
if
there's
things
that
you
want
to
do,
please
email,
captain
thompson,
captain
critella
and
we
will
arrange
for
those
those
opportunities,
whether
it's
training
or
meetings,
or
you
know.
I
think
they
cover
that
adequately
already.
But
I
just
want
to
encourage
your
involvement
and
I
really
believe
that
if
we
do
this
right,
you
will
actually
be
out
in
your
communities.
J
Hearing
from
others
and
you'll
bring
those
voices
into
our
meeting
and
and
we
can
be
efficient
and
effective
in
how
we
have
those
discussions,
but
that
will
influence
our
thought
process
and
how
we
do
what
we
do
and
and,
as
has
already
been
kind
of
said,
it's
a
marathon.
All
these
things
are
not
going
to
happen
overnight,
but
incrementally
this
is
how
we
get
better
and
we
how
we
improve
our
outcomes,
I'm
going
to
just
mention
wellness
a
lot
of
times.
People
will
ask
me:
how
are
your
officers
doing?
It's
been
a
busy
year.
J
We
have
had,
in
the
last
three
weeks
three
deaths
in
public
safety.
We
had
a
firefighter
in
north
charleston
who
committed
suicide.
We
had
a
firefighter
in
our
own
city
a
week
ago
who
died
and
committed
suicide.
We
have
an
officer
in
myrtle
beach,
late
saturday,
night
was
gunned
down.
Responding
to
domestic
violence
was
killed
in
the
line
of
duty,
feloniously,
shot
and
killed,
and
all
of
those
things
affect
all
of
us
in
a
profound
way.
It
brings
up
things
that
have
happened
in
the
past.
It
brings
up
prior
trauma.
J
It
brings
up
it's
just
it's
wearing
a
lot
of
people
down,
so
I
say
that
because
one
of
the
most
positive
things
and
dustin
has
helped
coordinate.
A
lot
of
this
that
we've
experienced
is
people
in
the
community
bringing
us
food.
When
we
have
some
of
these
big
details,
we've
had
them
bring
a
hundred
pizzas
or
bring
their
kids
and
and
bring
thank
you
notes,
bring
gatorade
and
water
and
make
sure
that
our
people
are
getting
hydrated
and
so
a
lot
of
positive
things.
J
A
lot
of
good
partnerships,
a
lot
of
good
connections
on
a
lot
of
different
levels,
but
I'll
just
say
with
wellness,
we
have
a
peer
support
team.
We
have
chaplaincy,
we
have
a
really
good
benefits
program
in
the
city.
We
have
the
opportunity
to
get
counseling
a
lot
of
different
ways
to
achieve
that.
We
try
to
create
an
environment
where
nobody
is
afraid
that
we
honor
confidentiality
that
it's
okay
to
get
help
and
there's
a
lot
of
different
ways
to
do
that.
So
I
just
throw
that
out
a
covet
update
for
us.
J
J
We
just
a
few
days
ago,
announced
two
promotions
and
we've
had
a
lot
of
promotions.
I
think
this
is
our
fifth
female
lieutenant,
if
I'm
not
mistaken
over
the
last
couple
years,
but
we
promoted
tonight
mitchell
to
lieutenant
tonette
is
an
african-american
female.
She
has
about
24
years
on
the
department.
She
was
in
charge
of
our
recruitment,
a
lot
of
the
things
that
dustin
just
listed.
J
She
and
her
team
are
responsible
for
some,
a
major
progress
and
successes,
we're
doing
really
well
in
recruiting,
and
she
led
that
team
and
she
will
be
taking
over
community
engagement
and
dustin
can
touch
on
that.
What
what
shala
murray
was
doing
and
soon
charlotte
is
going
to
be
my
chief
of
staff.
She
will
be
moved
to
that
position
and
tonight
mitchell
will
be
in
charge
of
our
community
engagement
tonight.
J
J
We
have
a
lot
of
talent
in
our
department.
We
have
a
lot
of
diversity.
We
have
a
lot
of
opportunities,
it's
very
exciting,
not
only
where
we
are
but
where
we're
headed.
So
I
just
I
just
kind
of
anecdotally
throw
that
out.
I
want
to
touch
on
something
that
jerry
mentioned
earlier.
He
said.
Are
you
trying
I'm
paraphrasing?
J
What
I
thought
was
a
really
good
challenging
question?
Is
he
said?
How
are
you
measuring
your
outcomes
for
training
and
I
think
we
need
to
ask
that
question
right,
we're
trying
to
take
this
to
another
level
and
it's
easy
to
say
traditionally,
hey
we,
we
trained
x,
number
of
people
and
tony
kind
of
touched
on
this
too.
We
trained
x,
number
of
people.
We
did
x
number
classes,
but
what
is
the
outcome?
How
does
that
manifest
itself
in
customer
service
in
public
trust
and
public
engagement
in
problem?
J
Solving,
how
does
it
manifest
itself
in
making
our
communities
safe?
How
does
it
manifest
itself
in
lower
numbers
of
complaints
and
higher
numbers
of
satisfaction
on
a
lot
of
what
you
talked
about?
Is
there
another
thing
that
I
would
say
is
with
complaints
just
because
we
have,
and
tony
did
a
great
job.
Tony
is
amazing
and
I'm
glad
that
he
weighed
in
as
he
did.
J
I
was
thinking
a
lot
of
the
same
things
that
he
was
that
he
said
before
he
said
him,
but
I
agree
tuan
just
because
we
have
a
few
complaints.
A
smaller
number
of
complaints
doesn't
mean
we're
doing
things
right,
correct
and,
and
we
actually
part
of
the
audit
I
identified
and
outlined
that,
so
we
actually
have
because
we've
changed
our
complaint
process
significantly.
J
Larger
numbers
of
complaints
and
tony
can
address
that
not
used
to
force
complaints.
He
was
correct
in
what
he
said,
but
complaints
in
general
have
gone
up
significantly
and
that's
by
design.
We
want
that
we're
happy
about
that.
We
celebrate
that
and
he
can
probably
talk
a
little
bit
more
about
that
if
he
wants
to,
but
our
complaints
have
gone
up
significantly.
We're
trying
to
make
it
easier
for
people
to
complain,
we're
trying
to
increase
the
number
of
complaints
in
that
people.
J
J
Well,
so
I
won't
repeat
what
he
said,
but
again
it
hits
on
what
jerry
said
is
outcomes
we
need
to
be
oriented
towards
outcomes.
It's
one
thing
to
say:
hey.
We
have
a
program.
In
fact,
the
city
of
charleston
has
had
a
program
since
2015,
I
think,
probably
one
of
the
first
to
adopt
a
program
in
the
state
and
probably
one
of
the
one
one
of
the
that
early
in
one
of
the
few
agencies
in
the
country.
J
But
it's
one
thing
to
say:
you
have
a
program,
one
thing
to
say:
you
have
a
policy,
it's
one
thing
to
say
that
you
have
cameras.
But
what
I
heard
asked
earlier-
and
I
agree
is
the
question
that
we
have
to
ask
ourselves
is:
are
we
using
them
properly
are?
Do
we
have
a
good
process
of
auditing
and
making
sure
that
the
cameras
are
actually
turned
on
when
they're
supposed
to
be
turned
on
they're
turned
off
when
they're
supposed
to
be
turned
off
that
we?
J
Actually
one
of
the
questions
was:
do
we
review
those
for
use
of
force
and
absolutely
that's
mandatory?
That's
part
of
our
policy,
but
that's
kind
of
the
first
step.
That's
a
minimum
thing
and
the
officers
actually
really
have.
In
most
cases,
the
body
cameras
helped
them
because,
for
example,
if
there's
a
complaint
or
there's
an
incident,
we
just
had
a
a
case
a
couple
nights
ago,
where
somebody
pointed
a
gun
at
somebody
that
was
all
on
the
body
camera,
and
so
it's
it's
showing
so
much
good
work
that
our
officers
are
doing.
J
So
it
goes
in
all
directions
and
the
body
cameras
are
really
beneficial.
It's
showing
a
lot
of
the
good
work
and
if
there's
a
complaint,
then
immediately.
That's
the
first
thing
that
we
pull
and
it's
very
easy.
It's
very
fluid
among
the
teams
among
the
commanders
among
the
officers
and
we've
done
a
lot
of
training
and
we've
followed
up
to
make
sure
that
it's
beyond
just
a
policy
or
a
program
that
we've
said
we
have
but
they're
actually
being
audited
and
and
that
the
troops
are
turning
on
when
they're
supposed
to.
J
And
it's
it's
really,
I
think,
a
big
positive
for
us.
But
that
was
a
good
question.
I
just
wanted
to
touch
on
so
to
jerry's
question
of
outcomes
that
somewhat
touches
a
little
bit
on
what
wendy
was
talking
about
with
360
reframing.
The
conversation
becoming
a
learning
organization
asking
the
tough
questions
and
continuing
to
dig,
I
often
say
I
want
to
ask
the
same
question
10
times
to
10
different
people
in
10
different
ways
we
have
to
get
used
to
that.
J
A
lot
of
it
is
from
as
tony
articulated,
and
he
hit
on
just
just
that.
One
chunk
of
training
that
we're
talking
about
he
did
a
great
job.
There's
a
lot
of
training
that
we're
doing
now
for
our
for
leadership,
development
at
different
levels,
at
command,
schools
that
we're
sending
our
command
to
and
and
a
whole
lot
of
different
pieces,
and
we
cannot
afford
to
slow
down
we're
actually
becoming
a
younger
organization.
J
If
you
think
about
that
trend,
so
the
more
that
we
hire
and
the
more
that
and
we're
hiring
a
lot
of
people.
We
have
43
in
the
pipe
right
now
and
I
think
we're
going
to
probably
have
maybe
another
25
or
30
in
january,
and
we
believe
that
we
can
get
to
complement
by
the
end
of
next
year.
Again
we're
not
going
to
compromise
on
the
people
that
we're
hiring
I'd
rather
go
short
than
hire
people
we
shouldn't
be
hiring.
I
talk
about
that.
A
lot
I'd.
J
Much
rather
get
the
right
people
for
the
right
reasons
which
again
ties
to
outcomes
which
I
think
is
gonna
always
continue
to
pull
us
back
to.
So
I
just
I
thought
paul
asked
a
good
question
when
it
comes
to
making
sure
that
we
don't
slow
down
on
our
training.
As
tony
said,
it
was
very
difficult
in
the
very
beginning,
and
we
immediately
said
we
cannot
allow
with
the
op
tempo
with
the
protests
and
with
so
many
other
things
going
on.
J
We
cannot
allow
ourselves
to
get
behind
so
kudos
to
tony
and
the
training
staff,
because
they
really
did
get
creative.
They
did
a
lot
of
stuff
online.
They
did
a
lot
of
things
in
person
and
just
kind
of
distance.
We
have
a
new
training
room,
which
I
think
some
of
you
have
seen
at
headquarters
and
that
new
training
room
has
helped
us
a
lot
and
we
actually
have
said
we
want
to
hit
the
gas
pedal,
not
hit
the
brakes,
and
we've
done
just
that.
I
think
so
with
that.
J
The
last
thing
that
I'll
say
is,
I
think
this
was
since
our
last
meeting
there
was
a
budget
hearing
that
occurred.
Are
we
called
the
ad
hoc
budget
committee
with
the
city
council
and
the
mayor
in
our
budget
hearing?
There
was
a
good
support
for
the
police
department.
There's
emphasis
that
we
all
need
to
be
creative
in
our
partnerships
and
our
solutions
and
dealing
with
things
like
mental
health
and
homelessness
and
opioids,
and
a
variety
of
other
things.
J
There
was
agreement
that
the
police
can't
solve
everything
and
shouldn't
be
put
in
that
place
and
that
we
need
to
get
creative
with
partnerships
and
other
agencies
to
come
together
to
deal
with
a
lot
of
the
social
challenges
and
problems
that
really
don't
belong
with
the
police.
So
it's
a
very
good
productive
conversation
and
even
with
as
difficult
as
the
budgets
are
right
now,
the
covet
climate
there's
been
a
significant
sustainable
support
for
our
budget,
which
we're
thankful
for
and
that's
all.
I
have.
A
Achieve
on
behalf
of
the
council,
I
do
want
to
thank
you
for
the
the
volume
of
information
that
you
shared
with
us
tonight
and
the
progress
that's
being
made
and
just
like
you
said,
we
know
it
can't
happen
overnight.
We're
very
patient,
and
we
all
know
that
we
still
have
a
long
ways
to
go,
but
I
think
we're
very
committed
to
meeting
the
meeting
the
challenge
and
going
forward.
So
thank
you
for
always
having
officer
support
on
in
our
meetings
with
us.
A
As
we
look
at
our
agenda,
what
we
have
left
is
topics
for
the
next
agenda
and
what
I've
done
is
jotted
down
some
notes.
Our
next
meeting
will
be
december,
the
3rd
at
5
30,
and
I
have
down,
of
course,
election
of
chairman
and
vice
chairman,
because
january
1
is
when
we
start
with
a
new
chairman
and
vice
chairman,
taking
on
so
any
meetings
after
december
3rd,
which
would
be
in
the
new
year.
I
have
crime
analysis
group.
A
A
C
A
E
Yeah
just
a
suggestion:
if,
if
any
of
the
subcommittees
have
an
action
item
or
recommendation
that
they
want
to
bring
forward
to
the
full
body,
we
should
ask
for
that.
You
know,
hopefully
we're
moving
toward
recommendations
and
actions.
So
just
the
general
discussions
might
not
be
necessary
to
report
out,
but
if
we
have
any
specific
actions
that
we're
recommending,
I
would
urge
the
subcommittee
to
to
bring
those
forward
and
have
them
as
part
of
the
agenda.
A
Thank
you
for
that.
I
do
plan
to
still
have
listed
on
the
agenda
subcommittee
report
so
at
that
time
subcommittees.
As
you
heard
jerry
stay
to
us,
please
make
sure
that
you
have
any
recommendations
at
that
time
and
because
we're
still
going
to
poss
most
probably
be
in
a
virtual
environment.
It
would
be
good
subcommittees
if
you
would
still
use
that
format.
B
A
Get
if
you
get
a
chance,
please
try
to
go
back
on
youtube
and
take
a
look
at
the
meeting
that
the
special
commission
on
racial
equality
had
jerry.
I
saw
you
there,
so
I
please
get
a
chance
to
take
a
look
and
see
and
you'll
hear
a
little
bit
of
the
talkings
and
the
actions
that
they
have
underway
they're
under
a
very
short
time
frame
again
90
days,
but
it
is
worth
getting
a
chance
to
see
so
that
you
can
hear
some
of
their
concerns
and
challenges
as
well.
E
B
Bethany
juan,
I
was
just
going
to
say
for
anybody
who
gets
questions.
It
was
not
able
to
live
stream
this
meeting
tonight
they
didn't
log
in
in
time,
and
so
I
told
them
that
I
would
just
send
them
my
recording,
and
hopefully
it
should
be
up
first
thing
tomorrow
morning.
So
if
you
get
any
comments
or
questions
from
citizens,
it
should
be
up
on
youtube.
I'm
hoping
by
lunchtime
tomorrow,
okay.
B
A
Well,
thank
you
so
very
much
for
coming
on
tonight.
I
know
this
was
a
change
in
what
we
originally
had
so
happy
that
your
schedules
were
able
to
accommodate
this
meeting.
I
think
we've
heard
a
wealth
of
information.
So
thank
you
so
very
much
for
all
of
our
presenters
tonight
and
council
members.
I
think
we
have
our
work
cut
out
for
us.
Don't
forget
your
homework
assignments
to
your.
A
Your
subcommittee
leads
and
we
look
forward
to
seeing
you
at
subcommittee
meeting
or
on
december
3rd
thanks
bethany
for
all
you
do
and
steve
steve
is
hiding
somewhere
with
many
thanks
to
bethany
and
steve
for
what
they
do
to
ensure
that
we're
able
to
function
effectively
have
a
good
evening
stay
safe
and
healthy.
Take
care,
bye,
bye,
good
night.