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From YouTube: CMPD Weekly Press Briefing - March 5, 2020
Description
You are watching the Charlotte-Mecklenburg Police Department's Weekly Press Briefing for March 5, 2020. Thanks for joining us.
A
A
I,
don't
think
it's
any
big
secret
very
well,
documented
and
covered
to
a
large
extent
for
good
reason,
the
challenges,
the
issues
that
we've
had
with
recruiting,
retaining
and
hiring
men
and
women
in
the
profession
to
serve
here
with
the
Charlotte
Mecklenburg
Police
Department.
Now
I
will
tell
you
straight
up
as
a
lot
of
you
cover.
Public
Safety
know
that
this
isn't
an
issue:
that's
exclusive
to
the
Charlotte
Mecklenburg
Police
Department,
major
city
police
departments
across
the
country.
Right
now
are
just
having
an
excruciatingly
ly
difficult
time,
bringing
in
the
best
and
the
brightest.
A
It
is
a
difficult,
difficult
profession
to
sell
right
now
to
the
point
where
it's
almost
some
would
argue
developing
into
somewhat
of
a
crisis
and
that,
if
things
don't
improve
and
improve
quickly,
we're
gonna
start
seeing
Public
Safety
impacted
by
this.
That's
how
critical
of
an
issue
that
we're
talking
about
here.
So
when
we're
talking
about
critical
issues,
we
have
to
find
identify
critical
ways
to
address
those
issues,
to
resolve
those
issues,
to
manage
those
issues
and
that's
what
we
started
an
earnest
of
late.
A
We've
always
made
recruitment
and
retention,
a
commitment,
a
priority
with
the
organization,
but
we
went
to
some
extra
lengths
due
in
large
part,
the
gracious
investment
that
our
elected
officials
prioritized
by
giving
us
some
money
to
fund
a
very
important
campaign.
That's
been
in
play
for
several
weeks,
if
not
months
now
don't
want
to
get
too
far
ahead
of
my
coverage.
But
what
I
do
want
to
do
is
start
by
introducing
deputy
chief
Stella
Patterson
she's
over
administration,
administrative
deputy
chief.
She
is
going
to
talk
about
some
of
those
efforts.
What
we've
been
doing?
A
What's
worked,
where
some
of
our
challenges
fall
and
she'll
introduce
and
talk
through
in
great
some
of
the
campaign
work.
That's
being
done
to
address
this
capacity
issue
that
we
have
here
with
recruiting
and
hiring
young
people
to
join
us
here
at
the
Charlotte
Mecklenburg
Police
Department,
deputy
chief
Stella
Patterson.
B
C
Good
morning-
and
thank
you
all
for
being
here
anytime,
we
can
get
all
of
media
here
for
a
good
story,
a
positive
story
I'm
all
about
that.
So
thank
you
for
being
here,
as
Rob
stated
and
alluded
to
recruiting,
hiring
and
even
retaining
the
best
and
the
brightest
for
our
great
city
is
one
of
the
top
priorities
here
at
C,
MPD
I'll
tell
you
that
our
recruitment
division
has
done
a
tremendous
job
this
year
in
the
last
12
months
of
really
trying
to
recruit
and
bring
people
into
the
force.
C
But
the
reality
is
as
Rob
as
indicated
is
that
we
have
a
lot
of
vacancies
to
fill
right
now,
we're
at
158,
but
please
keep
in
mind
that
in
2017
and
also
in
2018,
our
City
Council,
so
graciously
approved
for
us
to
increase
our
force.
They
gave
us
a
hundred
new
officer
positions
which
now
is,
in
a
sense
creating
a
little
bit
of
an
issue
for
us,
but
not
anything
that
we
can't
overcome.
C
Also,
during
that
time
frame,
we
have
lost
a
lot
of
officers
who
have
gone
on
who
have
retired
from
the
force
and
then
some
who
have
left
by
natural
attrition
now
to
fill
that
gap,
we
really
have
emphasized
our
recruiting
efforts
around
lateral
officers.
We've
tried
to
attract
many
laterals
to
come
to
our
cities,
because
we
can't
rank
them
quickly
and
we
can
get
them
out
on
the
street
since
2018,
we
have
hired
roughly
a
hundred
laterals,
but
we
have
also
hired
new
recruits
as
well.
C
During
that
same
time,
period,
we've
hired
350
new
recruits,
and
we
are
on
pace
this
year
to
hire
170.
Now,
how
is
it
that
we're
gonna
do
that
in
order
to
get
there?
There
are
a
couple
things
that
we
were
doing
is
part
of
our
advertising
campaign
campaign,
as
well
as
our
recruiting
initiative,
just
like
to
briefly
share
some
of
those
with
you.
C
One
of
the
things
that
we
are
doing
is:
firstly,
we
are
investing
or
the
City
of
Charlotte
has
invested
in
a
software
application
called
job
apps,
which
is
going
to
allow
our
applicants
to
be
able
to
apply
at
any
time.
If
you
know
our
system
now
right,
you
can
apply
the
first
10
days
of
the
month
for
our
new
recruits
our
new
hires
that
can
be
problematic
when
we're
trying
to
hire.
But
with
this
new
software,
it's
gonna
allow
us
to
be
able
to
open
up
our
application.
C
An
applicant
can
apply
anytime
and
we're
looking
to
launch
that
on
March
30th.
Also
with
this
new
software
application,
that's
going
to
allow
applicants
to
be
able
to
check
their
applications
in
real
time
at
anytime
2:00
in
the
morning
3:00
in
the
morning.
If
you
want
to
see
what
the
statuses
you
can
go
in
and
take
a
look
at
that,
it's
also
going
to
eliminate
the
barriers
that
we
have
where
you
have
to
be
in
front
of
a
computer.
C
In
order
to
apply
with
this
new
application,
you
can
just
pull
out
your
mobile
device
and
you
can
apply
straight
from
there.
In
addition
to
that,
we're
launching
our
HBCU,
our
historically
black
colleges
and
university
recruitment
initiative.
I
believe
that
this
is
going
to
help
us
to
build
those
sustainable
relationships
with
our
colleges
and
universities
to
help
promote
diversity
within
our
ranks.
We're
gonna
use
some
of
our
officers
to
do
that.
Some
of
our
alums
of
our
HBCUs
will
be
going
out
to
those
colleges.
They
will
invest
time
there.
C
They
will
talk
with
professors,
they
will
be
engaged
with
the
students
and
just
really
sell
the
profession
so
that
we
can
pull
some
of
those
young
men
and
women
in
one
other
thing
that
we
are
doing
is
that
we
are
expanding
our
marketing
and
advertisement
campaign
campaign.
I'm
super
excited
about
this
because
I
think
it's
gonna
pay
dividends
for
us.
We've
already
seen
some
evidence
of
that
last
year
when
we
did
a
smaller
campaign.
C
Just
in
a
couple
months,
we
were
able
to
increase
our
new
hires
by
15%,
which
was
excellent
for
us
I'm,
fully
confident
that
this
larger
campaign
that
we
are
launching
is
going
to
do
even
greater
than
that
it's
going
to
help
us
to
fill
those
hundred
and
seventy
or
those
higher.
Those
hundred
and
seventy
that
we're
looking
to
do
so.
C
Last
year,
the
end
of
last
year
we
partnered
with
Kelso
Communications,
which
is
a
local
company
here
in
Charlotte,
to
develop
a
more
comprehensive
and
strategic
recruitment
plan
that
really
centers
around
marketing
our
great
city,
as
well
as
our
great
organization
and
so
with
us
today.
I
have
Marty
Marcy
and
Marty
health,
so
that's
gonna
be
joined.
In
fact,
I'll
ask
you
if
you
want
to
come
on
up
now
to
talk
to
us
about
this
new
campaign
effort
and
also
the
successes
that
we're
starting
to
see
with
it.
I'll
turn
it
over
to
you.
B
So
we
have
been
able
to
take
that
experience
and
bring
it
over
to
Charlotte
Mecklenburg
Police.
One
of
the
very
first
things
we
did
with
our
engagement,
which
began
in
December,
was
see
MPD.
Once
again,
we
very
strongly
believe
in
intelligent
creativity.
In
other
words,
it's
fabulous
to
be
creative,
but
we,
we
are
creative
with
a
very
specific
purpose.
So
the
first
thing
that
we
did
was
audit.
All
of
the
processes
that
were
going
on
with
police
recruitment
and
from
that
we
developed.
B
We
need
to
get
people
to
who
want
to
serve
and
then
get
the
folks
who
want
to
serve
in
Charlotte
Mecklenburg
from
that
we
developed
to
create
a
brief
with
a
key
benefit,
meaning
the
most
important
thing
that
reads
for
those
interested
in
law
enforcement.
See
MPD
gives
you
the
chance
to
accelerate
your
career
in
a
community
of
opportunity
really
focusing
in
on
Charlotte
Mecklenburg
and
the
community
of
opportunity
that
we
are
creating
it.
B
It's
always
in
process,
but
that
we
were
all
dedicated
to
the
media
plan
kicked
off
in
February.
We
are
relying
heavily
on
digital
assets.
Digital
assets
means
a
lot
of
things:
everything
from
Google
AdWords
to
retargeting,
meaning
when
the
ads
follow
targeted
audiences
around
their
experience
on
the
Internet,
organic
social
posts,
advertising
in
social
media,
also
finding
people
who
are
in
the
demographics
who
are
interested
in
law
enforcement
where
they
are
including
gyms,
where
they're
exercising
and
doing
geofencing,
which
means
again
finding
them
in
specific
geographic
areas.
B
These
ads
are
targeting
metro
areas
that
are,
you
know.
We
have
found
our
most
interested
in
coming
to
Charlotte,
because
our
campaign
is
not
only
for
folks
who
are
interested
in
joining
the
police
force
for
the
first
time,
but
also
folks,
who
are
interested
in
transferring
and
coming
to
Charlotte
Mecklenburg.
B
D
Yeah
visuals
I
just
want
to
show
you
the
website
that
Marci
mentioned
this
was
developed,
Serbs
an
interface
a
lot
of
times.
You
go
into
a
big
city
website,
it's
hard
to
find
exactly
where
to
go.
So
this
links
to
something
called
Charlotte
police,
Jobs
org,
which
we
have
put
out
on
the
on
the
internet.
We
know
what
paid
social
to
promote
it.
It's
a
small
website,
but
it's
very
focused
and
it
basically
breaks
it.
Beating
you
up
to
the
top
new
trainees,
lateral
entry.
D
D
Then
we
went
into
a
photo
shoot
to
kind
of
capture
the
variety
of
opportunities
that
are
available
not
only
in
the
force
of
cmp
d,
but
in
the
community
of
Charlotte,
because
whether
you're
from
Salisbury,
North,
Carolina
or
New
York
City
Charlotte,
is
a
draw
and
all
that
all
that
there
is
to
do
here.
So
we
want
to
show
officers
in
their
environment
and
also
experiencing
with
what
Charlotte
has
to
offer
want
to
show
the
digital
ads.
D
Here's
some
examples
and
we
focus
on
as
Marcy
said,
the
key
benefit
was
accelerating
your
career
in
a
community
of
opportunity,
so
we
kind
of
broke
that
into
we're
dealing
with
with
digital
ads.
You
have
these
narrow
little
spaces
just
a
few
words,
so
we
kind
of
looked
at
a
the
the
city
aspect
and
then
the
accelerate
aspect.
So
we
kind
of
had
a
series
of
city
of
blank.
We
had
growth,
we
have
opportunity,
we
have
possibility
and
we're
all
anchoring
anchoring
this
with
the
line.
There's
a
difference
in
Charlotte.
D
This
is
a
place
to
come.
We
can
experience
all
of
this
and
grow.
You
grow
your
career
within
the
force,
so
we're
going
to
get
bike
officers.
We
got,
we
got
SWAT,
we
got
all
the
you
know,
the
most
photogenic
divisions
and
we're
also
doing
a
sort
of
a
sub
campaign
called
work
life
and
it's
maybe
hard
to
see
the
scope
of
it,
but
we're
showing
the
split
screen
of
an
officer
on
duty
and
then
in
her
off
time,
doing
yoga
work
light.
You
find
the
balance
in
Charlotte.
D
You
might
recognize
this
gentleman,
and
here
he
is,
you
know,
on
the
job,
but
also
working
in
a
dojo
with
with
kids
and
being
a
mentor
there.
You
might
recognize
this
gentleman
two
areas
in
South
End
enjoying
dinner.
So
it's
this
whole
idea
of
again
the
work/life
balance.
We
thought
it
was
a
really
effective
way
that
communicate
what's
different
about
Charlotte
I'm,
just
kind
of
yeah,
so
yeah
we
got
a
lot
of
good
good
bike
shots.
We
got
motorcycle
shots.
You
know
we
just
have
a
lot
of
acceleration
kind
of
visuals.
D
So
all
of
these
ads
are
part
of
our
our
campaign,
which
includes
search
engine
marketing,
paid
social
media,
geofencing,
AdWords,
Marcy,
medicine
in
gym,
we're
also
looking
at
gaming
sites.
Things
like
you
know,
gaming
of
all
kinds.
The
audience
is
out
there
and
they're
they're
very,
very
focused
on
the
screen
having
some
banner
ads
run
through.
That
was
a
new
strategy
and
something
we
talked
about.
You
know
just
kind
of
going
to
a
new
place
to
find
interested
interested
candidates.
D
So
to
date,
we've
seen
some
really
it's
been
a
few
weeks,
but
we've
seen
some
really
interesting
activities.
So
far,
we've
had
over
6,000
visitors
to
the
to
the
website
where
they
end
up
is
kind
of
up
to
them.
1,300
were
from
the
New
York
area,
and
we
thought
that
was
an
interesting
statistic
in
two
days,
just
as
an
example
of
sort
of
engagement.
D
In
a
two
day
period,
we
saw
a
hundred
clicks
through
the
applications
and
for
context,
maybe
200
total
applicants
in
the
month
of
January
versus
in
two
days
having
a
hundred
interested
people
on
the
website
clicking
in.
So
we
thought
that
was
interesting,
interesting
statistic:
we're
kind
of
just
getting
started
so
we'll
see
you
know,
but
we
were
seeing
some
really
really
positive
and
exciting
results
so
far.
E
F
F
C
We
will
continue
recruiting.
In
fact,
we're
gonna
have
a
recruit
class
is
going
to
store.
We
have
two
classes
that
are
in
right
now,
one
will
be
graduated
in
April.
The
other
one
will
be
graduating
in
July
right
before
the
RNC.
So
we're
going
to
continue
our
efforts,
we're
not
going
to
stop
if
I
were
kind
of
hoping.
Once
we
get
some
of
those
officers
here
from
the
RNC,
we
might
be
able
to
keep
some
of
those
officers
if
they
will
apply
with
us
as
an
organization.
C
C
See
MPD
the
greatest
thing
about
copd
is
the
opportunities
this
agency
has
more
to
offer
than
any
other
agency
in
this
state.
We,
when
we
look-
and
you
saw
some
of
the
ad
campaign,
the
different
sections
of
the
department-
that
we
have-
we
have
bike
officers,
we
have
motorcycles,
we
have
a
boat
patrol
and
people
are
attracted
to
that.
They
want
to
be
a
part
of
that.
So
I
think.
As
long
as
we
just
keep
selling
the
opportunities,
they
will
see
that
we
have
more
to
offer
here
than
in
other
places.
G
G
C
Absolutely,
firstly,
I
would
tell
people
that
this
is
an
honorable
profession
to
serve
your
community
to
serve
your
city,
there's
no
greater
joy
in
doing
that
for
some
people
that
may
seem
sound
cliche,
but
haven't
done
this
for
23
years,
I
have
a
passion
around
it
and
I
love
serving
my
community
I
served
in
the
military
I'm
about
service
for
those
who
are
interested
in
a
service
profession.
This
is
the
place
that
you
want
to
be.
Certainly
that
comes
with
challenges.
C
There
could
be
safety
issues
as
you've
alluded
to,
but
we
spend
an
enormous
time:
training
our
employees,
preparing
them
for
the
challenges
they're
going
to
face
when
they
go
out
to
the
streets.
We
have
the
best
training,
the
best
recruitment
team
in
the
state,
probably
in
the
nation,
make
it,
and
we
have
that
to
make
sure
that
our
officers
are
prepared
for
any
challenges
that
they
may
face
out
in
the
streets.
C
C
Also
too,
with
the
help
of
City
Council
and
with
our
mayor,
we
have
been
able
to
get
a
raise
for
our
our
let
our
veteran
officers,
which
is
huge
because
we
see
that
around
the
7-8
year
mark
up
until
that
point,
where
we
lose
a
lot
of
our
officers,
so
we
want
to
sustain
them.
We
want
to
keep
them
so
city,
council
graciously
did
approve
the
budget
last
year
and
they're
looking
to
approve
the
budget
this
year.
That's
going
to
allow
us
to
pay
our
officers
more
also
to
initiate
our
senior
police
officer
incentive.
F
C
I
think
you're
absolutely
right
officers
want
their
money,
they
want
to
be
paid.
However,
we
have
been
advertising.
We
have
been
telling
our
officers,
letting
them
know
that
the
pay
will
not
be
effective
until
December
2020.
That
really
works
for
us,
because
there
are
two
classes
that
they
have
to
take
in
order
to
be
eligible
for
spo2.
So
with
it
being
and
December
gives
those
officers
the
opportunity
to
get
those
classes
in
they're
not
offered
every
day.
C
C
If
you're
interested
we'll
hire
you
today,
we'll
put
you
in
a
uniform
tomorrow,
if
that's
what
you're
asking
our
application
process,
I'm,
most
of
which
is
mandated
by
the
state,
there's
certain
things
that
we
have
to
do
along
the
way.
Typically,
the
process
can
last
anywhere
from
about
three
months
to
six
months.
It
just
depends
on
how
many
places
you've
lived.
What
your
history
looks
like,
because
we
have
to
do
records
checks.
A
A
You
know
just
to
take
the
opportunity
I
realize
just
how
big
of
a
reach
conventional
press.
We
we
have
a
pretty
captive
audience,
engaged
audience
on
social
media,
Charlotte
police
jobs,
dot-org
for
anyone
interested
in
endeavouring
to
think
about
getting
into
this
profession
and
joining
the
ranks
of
one
of
the
premier,
major
city
police
departments
in
the
country,
Charlotte
Police,
Jobs
org
that
imagery
that
Marty
outlined
here
on
the
screen
we'll
be
sure
to
get
that
to
your
electronically.
A
If
you
do
endeavor
to
put
bigger
stories
together
on
such
a
critically
important
important
issue,
I
want
to
thank
both
of
them
for
being
gracious
enough
to
inflexible
enough
to
to
spend
some
time
with
us
in
addition
to
@tg
chief
Patterson,
well
just
gears.
If
we
could
I
know
some
of
you
ever
attended
our
bridge,
the
difference,
programming
that
we've
developed
and
we've
gosh
we've
been
in
every
part
of
town
over
the
last
year.
So
if
you
have
attended
some
of
that
programming,
you
will
no
doubt
have
witnessed
some
really
engaged
members
of
the
community.
A
Those
members
of
the
community
have
all
assembled
under
what
we're
calling
now
the
CM
PD
Ambassador
Program.
The
program
essentially
is
a
call
to
action
from
chief
Putney.
It's
really
a
cross-section
of
community
members
that
come
together
and
contribute
to
the
well-being,
the
stability
of
Charlotte.
They
take
this
endeavor
on
through
a
non-political
lens
and
I.
A
Don't
think
it
would
be
any
more
appropriate
to
bring
anyone
up
but
Cindy
Decker,
who
spearheaded
helped
really
put
the
blueprint
together
on
something
so
important
and
so
impactful
to
our
community
city,
and
some
of
the
ambassadors
were
actually
mobilized
for
the
first
time
believe
it
or
not
during
a
major
event,
see
I
double
leg,
just
just
last
week,
she's
here
this
morning
to
talk
about
some
of
that
engagement,
some
of
her
observations
and,
more
importantly,
a
call
to
action
for
others
who
are
interested
in
pursuing
this.
This
important
work,
Cindy,
Decker.
I
So
out
of
that,
we've
really
been
able
to
connect
with
communities
around
the
city
with
a
great
representation
of
diversity,
and
so
one
of
the
things
that
I
wanted
to
make
clear
is
that
Charlotte
has
a
reputation
and
a
brand
that
we
want
to
preserve.
Charlotte
is
quickly
becoming
a
world-class
City,
but
the
city
is
made
up
of
all
of
her
collective
communities.
So
this
group
of
people
are
very
passionate
about
not
just
being
involved,
but
staying
engaged
so
that
engagement
we
have
felt
has
required
some
training.
I
So
what
we
do
is
we
offer
some
significant
training
because,
as
we
learn
together,
we're
going
to
work
better
together
right,
so
we
are
offering
a
training
out
at
our
police
academy.
We
are
going
to
be
continuing
these
trainings
throughout
the
summer
we've
already
have.
We
have
over
550
people
that
are
part
of
this
program.
I
We
have
a
goal
of
1,500,
it's
not
just
for
all
of
the
imagery
vents
coming,
but
it
is
for
a
more
permanent
footprint
in
the
city
to
keep
people
engaged,
and
what
we
found
is
a
lot
of
community
members
just
have
not
had
a
way
that
they
knew
how
to
get
involved
and
support
C
MPD,
because
the
fact
is
without
the
men
and
women
who
are
keeping
these
communities
safe
and
allowing
them
to
thrive,
then
we
don't
have
a
safe
city.
We
don't
have
a
city
that
we
can
invite
people
to
and
say
hey.
I
I
There's
two
phases
of
training
that
I
want
to
tell
you
about.
There's
two
three-hour
classes
that
you
take,
and
you
know
what
is
it
that
ambassadors
need
to
know?
Well,
you
need
to
know
about
Charlotte's
awesome
history.
What
about
the
revolution?
What
about
the
badge
the
hornet's
nest?
There's
some
amazing
history
connected
with
that.
Then
we
want
you
to
know
about
local
government
local
government
101.
How
does
the
city
function
who's
in
charge?
Where
does
my
money
go
if
I
don't
like
something?
How
can
I
get
involved
to
make
that
to
make
that
change?
I
We
also
teach
on
good
communication
in
regards
to
being
a
good
listener,
being
someone
that
can
build
bridges
across
communities
and
people
that
are
different,
we're
learning
how,
if
you
will
it's
our
golden
rule,
that
community
comes
first
above
our
differences
above
our
issues
and
above
our
politics,
we
value
our
community
number
one.
Another
training
that
we
do
is
conflict
resolution.
De-Escalation,
mediation
when
you
have
25%
of
all
violence
leading
to
homicide,
starts
with
an
argument.
People
obviously
have
a
problem
dealing
with
conflict
in
a
peaceful
way.
I
We
need
to
help
the
community
needs
to
help,
so
we
train
people
in
that.
We
also
train
people
in
cultural
competence.
Let's
face
it.
The
world
is
here:
the
nations
are
here
and
we
need
to
appreciate
the
differences
we
need
to
recognize
and
put
value
on
the
different
cultural
dynamics
that
make
up
our
community
that
make
us
great
what
about
our
stereotypes?
What
about
our
biases?
We
need
to
deal
with
that.
I
So
we
have
that
as
one
of
our
courses
and
then
we
have
training
with
some
of
our
SWAT
people
who
give
us
strategy
how
to
be
wise
when
we
encounter
outside
activist
groups
or
a
protest
situation,
we
want
to
be
helpful.
We
want
to
be
able
to
be
aware
and
be
trained
and
be
a
really
positive
influence
for
our
community.
So
that's
the
trainings
that
we
do
everyone
that's
gone
through.
It
feels
way
more
empowered.
They
feel
like
they
know
what
they're
talking
about
when
they
connect
with
the
community.
I
So
we're
very
appreciative
of
this
see
MPD
provides
this
binder
full
of
brilliant
course,
materials
that
you
can
use
really
in
your
everyday
life.
We
get
a
t-shirt
and
we're
gonna
be
recognized
when
we're
on
the
streets.
We
want
to
be
a
trusted
source
of
community
where
people
can
say:
hey,
where's,
the
closest
hotel
or
the
best
restaurants
or
I
need
help.
I
What
do
I
do
we
want
to
be
able
to
help
answer
those
questions
and
be
that
support
for
C
MPD,
so
I
will
direct
you
all
to
the
bridge
the
difference
NC
comm
website
on
our
website,
you
can
click
on
become
an
ambassador
and
you'll
have
a
list
of
opportunities
to
get
in
on
the
training.
We're
also
in
regards
to
preparing
for
big
events.
I
We're
gonna
do
some
Uptown
mapping,
so
we
know
where
everything's
that
we're
gonna
do
some
scenario:
training
some
roleplay,
which
is
fun
and
allows
people
from
all
different
communities
to
get
together
and
do
something
together.
So
it's
a
brilliant
strategy.
It's
a
way
for
people
to
easily
get
involved
and
there's
really
good
feedback
on
it
from
the
community,
and
we
just
really
need
you
to
help
us
get
the
word
out,
get
people
to
go
to
our
website.
Alright,
any
questions.
A
The
ambassador's
do
you
know
the
community
should
really
appreciate
the
monumental
effort,
the
commitment
that
you
and
like-minded
community
members
they're
doing
to
keep
our
community
a
very
engaged
community
of
educated
community
and
I
know
that
this
is
a
big
commitment
and
it's
not
lost
in
any
one
of
this
building,
hopefully
not
lost
on
anyone
in
our
community.
It's
important
work,
anything
for
the
greater
good
before
we
report
company
and
go
our
separate
ways.
Robin.
G
A
G
E
So
that's
still
very
active
investigation.
At
this
point
we
don't
have
any
indication
that
there's
their
signs.
This
is
a
homicide,
so
we're
working
with
our
partners
at
the
medical
examiner's
office
to
get
more
information
to
continue
working
on
that
case.
So
we
should
have
some
more
information
about
the
identities
of
the
people
been
found,
we're
speaking
with
their
family
and
again
working
with
our
partners
at
the
emmys
office.
But
at
this
point
I
feel
confidence.
There's
no
apparent
evidence
of
homicide.
E
Probably
not
immediately
I
know
that
we
have
some
information,
that
there
are
people
who
are
aware
of
the
identity
of
this
individual
and
that's
based
on.
You
know
kind
of
things
that
we
hear
as
we
talk
to
different
people
in
the
streets.
So
the
people
who
know
who
he
is
and
we're
presuming
it's
a
he.
They
know
who
it
is
and
they
should
be
able
to
come
forward
and
tell
us
who
that
is
and
give
us
their
information.
H
E
Continued
to
get
tips
and
we're
investigating
those
I
think
Maj
Selby
put
it
best.
Yesterday,
I
mean
this.
The
case
was
cleared
as
a
direct
result
of
just
good
quality
police
work,
but
we
always
need
help
from
our
partners
in
the
community
and
we've
gotten
a
lot
of
information
from
them
and
I
mean
we're
still
sifting
through
it.
I
mean
it's.
It
was
a
tremendous
amount
of
information.
We
got
from
Crimestoppers,
we
always
get
good
tips,
but
I
mean
that
case
obviously
had
a
lot
of
community
interest
and
we
got
tons
of
information.
H
E
Is
so
I
know
he
was
on
post-release
supervision,
I'm,
not
sure
what
the
terms
of
that
post-release
supervision
were.
Don't
believe
there
was
an
ankle
monitor.
I
was
getting
that
one
on
yesterday,
but
my
understanding
is.
It
was
post-release
supervision.
You
could
go
through
the
DRC
to
find
the
actual
terms
of
that.