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From YouTube: 2-22-23 Community Police Board Meeting
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C
B
C
B
Sir,
it's
on
the
agenda.
B
B
Somebody
else
needs
to
step
up
soon:
okay,
all
those
in
favor
the
unanimous.
Thank
you
folks.
It's
my
pleasure
and.
B
A
Going
to
get
on
track
again,
yes,
absolutely
I
uploaded
about
15
that
got
flipped
by
the
wayside
when
Sarah
left
her
position
and
we've
noticed
that
there's
several
boards
and
commissions
that
have
had
been
it's
done
for
a
long
time
that
just
didn't
get
loaded
in
because
she
was
doing
that.
But
now
we
found
that
hole
and
I'm
taking
care
of
for
more
up
to
date
than
we
were,
but
we
do
have
more
to
approve
okay,
get
down
on
that
yeah!
That's
on
me!.
C
A
C
B
F
Hello,
everybody
I,
don't
have
much
to
report.
The
police
reimagining
subcommittee
that
I'm
chair
of
is
in
the
process
of
putting
together
a
draft
final
report.
F
F
We're
gonna
have
public
hearing
based
on
that
report.
You
hear
from
the
public
and
then
we'll
probably
add
some
tweaks
to
the
report
and
finalize
it
and
present
it
to
Common
Council
in
April.
They
can.
F
Recommendations,
and
certainly
some
of
the
recommendations,
are
to
collect
more
data
and
there'll,
be
specific
avenues
for
collecting
types
of
data,
but
the
report
itself,
I
would
say,
is
not
based
on
any
data.
B
Okay,
the
I've
been
watching
remotely
the
meetings,
because
here
the
guys
have
progressed
and
they
keep
referring
to
this
Rochester
model.
G
B
I,
thank
you
for
sending
me
what
information
you
did
have.
However,
the
Rochester
model
is
got
this
varying
things
that
they're
doing
do
we
know,
specifically
in
that
model
and
what
they
you're
considering.
F
Excellent
question
and
the
answer
is
yes:
the
Rochester
model
is
a
way
of
that
Rochester's
working
to
improve
relationships
between
those
colleagues
and
the
community,
but
also
primarily
served
Community,
specifically
victims
of
of
crimes.
It
started
with
response
to
Obama
size,
and
the
idea
is
that
people
from
this
this
group
follows
up
with
victims
of
family
members
of
people.
F
Who've
been
murdered,
but
also
violent
crimes
come
on
domestic
Prime,
music
incidences
and
they're,
actually,
they're
not
housed
Within,
the
Rochester
Police
Department
they're
actually
housed
within
their
Parks
and
Recreation
division,
and
what
they
found
is
that
they
work
closely
with
the
police
but
they're
separate,
and
so
in
many
situations.
They'll
come
in
and
people
will
not
feel,
as
is.
F
I,
don't
know
if
intimidate
is
the
right
word
as
as
tense
as
they
might.
If
a
police
officer
showed
up
and
and
there's
you
know,
there's
probably
30
or
40
people
in
Rochester
doing
this.
If
that
won't,
that
will
happen
here.
F
What
we
are
going
to
focus
on
is
what
we're
calling
at
least
initially
is
a
crisis
response
team,
so
it'll
generally
be
co-response
relied
but
go
to
a
situation
together
and
if
it's
clearly
a
non-violent
situation
that
does
not
require
continued
police
presence,
then
the
ipd
officer
can
leave,
and
this
crisis
response
person
can
say
it
at
the
scene
and
help
the
victim
connect
with
other
social
services
type
things
like
related
to
like
a
domestic
incident
or
help
them
connect
with
the
appropriate
Social
Services
Etc.
F
So
it's
it's
part
of
the
Rochester
model,
but
we're
kind
of
music
and
liked
that
model
are
at
least
initially.
This
is
a
pretty
much
pilot
program.
F
We're
only
going
to
have
three
to
five
people
doing
it
depending
on
what
gets
budget
is.
So
it's
not
going
to
be
a
24
7
response.
F
F
And
giac
is
just
about
in
the
process
of
of
getting
more
space
for
the
gym
and
then
there's
going
to
be
a
second
story
above
the
gym
and
so
we're
hoping
that
at
least
temporarily
will
will
be
where
they
they
work
out,
and
it's
has.
It
been
totally
decided
upon
whether
these
people
will
be
trained
social
workers.
F
That's
one
idea,
but
another
idea
is
that
they
would
be
people
would
hopefully
we've
hired
within
the
community.
Perhaps
the
lived
experience
and
people
who
may
or
may
not
be
interested
in
becoming
police
officers.
E
That
answer
your
question:
Shirley
yeah,
thank
you.
Did
you
get
George
I'm
passing
along
to
all
our
board
members
I
think
from
a
group,
justice
department
called.
E
H
E
A
police
response,
a
protocol
for
the
officers,
but
it
always
goes
up
the
line
at
their
Police
Department.
It
must
go
a
couple
steps
higher
and
it
requires
some
sort
of
a
follow-through
from
one
of
the
supervisory
officers
and
that
it's
specifically
specifically
referring
to
domestic
violence
issues
which
apparently,
is
quite
confident
right
and
those
supervisors
in
trying
to
make
sure
proper
responses
are
taken
by
the
department
and
or
other
social
service
agencies,
but
I'll
send
it.
Okay,
it's
stem
until
you
get
to
a
good
part.
Okay
listens!
F
You
guys
can
correct
me
if
I'm
wrong,
but
when
we
talked
to
Chief
Jolie
one
of
the
things
he
said
he
wished,
this
unarmed
contingent
could
do
is
follow-up
because
we're
so
for
one
thing:
we're
slow
to
our
staff.
F
Yeah
after
an
officer
responds
to
the
situation
he
has
to
go
to
the
next
next
call,
and
so
follow-up
is
very
difficult,
so
practical
in
in
practice.
So
this
is
this
is
the
way
to
increase
follow-up
and
helping
people
after
the
incident
takes
place.
Yeah.
E
B
D
I
have
one
about
the
way
it's
going
to
work.
If
you
have
the
the
cooling
workers
in
a
separate
building,
you
think
for
my
BB
and
then
they
get
called
and
on
ipv
and
what
else
and
then
they're
just
me
I
guess.
F
Because
it
has
to
it
has
to
work
the
Practical
terms
and
the
one
thing
the
city's
exploring
building
a
new
Public
Safety
yeah
building
when
that
happens,
I'm
thinking
both
these
years
will
be
in
the
same
building,
but
right
now:
okay,
it's
my
understanding
that
there's
no
room
to
put
a
a
cat
and
I've
indeed
and
there's
no
room
in
in
City
Hall,
really,
unless
you
start
putting
people
in
the
face,
yeah
and
so
I
I
think
the
giac
idea.
B
F
Well,
in
if
we
have
this
assistant,
deputy
chief
vote
staff
or
Deputy
City
manager,
which
will
plan
on
hiring
that
person
will
be
overseeing
the
police
department,
which
will
still
be
a
complete,
separate,
Department
it'll,
be
the
police
department,
but
they'll
also
be
overseeing
these
unarmed.
It's
unarmed
units,
it's
greatest
expansion,
so
that
person
will
be
responsible
for
overseeing
how
the
two
groups,
the
two
outfits,
interact
and
how
they
work
together
and
that's
how
it
goes.
F
D
Mean
who
so
then
does
does
that
mean
is
I,
guess
maybe
I
missed
it
in
all
these
discussions,
since
the
beginning
of
it
that
our
new
chief
of
police,
whoever
that
becomes
reports
to
the
city
manager,
yeah
the
reporting
structures
that.
F
The
elect
the
people
of
the
city
of
Ithaca
have
voted
to
go
to
a
city
manager,
former
Governor.
Yes,
so
in
January
of
2024
there
will
be
a
city
manager
hired
already
and
that
person
will
be
will
take
over
a
lot
of
the
duties
that
are
the
responsibility
of
the
mayor.
Now
they
will
oversee
every
Department
in
the
city
and
they
will
be
responsible
for
offering
a
budget
every
year.
Yeah
and
the
day-to-day
operations
of
the
city
will
be
the
responsibility
of
this
okay,
professional
student
manager.
F
Okay,
what's
been
added
to
that
with
some
disagreement,
but
currently
what's
been
added
to
that
is
a
deputy
city
manager
in
charge
of
Public
Safety
and
that
person
will
find
answer
to
the
city
manager
and
will
oversee
ipd
and
this
crisis
response
unit
of
unarmed
people,
which
will
be
very
small
to
begin
with,
and
they
may
in
the
future,
have
supervisory
responsibilities
for
I
for
the
fire
department
too
and
and
the
lead
program.
F
Yes,
and
particularly
we're
looking
for
someone
who.
F
Someone
who
communicates
well
not
only
with
police
officers
but
with
people
in
the
communities,
particularly
the
black
and
brown
and
lgbtq
communities
and
they're,
not
necessary
they're.
Not
they
could
be
a
retired
police
officer,
but
they
don't
have
to
be
a
police
they're
going
to
be
a
civilian.
H
F
B
F
Oversight
overseas,
all
in
the
party
right,
including
the
sheriff's
department,
I,
know
and
I
I-
would
argue
that
I
mean
the
city
manager
can
do
that
too,
but
at
least
for
now,
there's
going
to
be
this
Deputy
city
manager
and
that
that
pretty
much
comes
out
of
the
reimagining
recommendations,
whether
they
do
it
or
not.
That's
where
we're
at
now.
If,
if
it
comes
to
pass
that
that
maybe
that's
the
purpose
or
superfluous.
F
F
How
the
unarmed
unit
is
going
to
really
work,
but
we're
gonna
find
out
and
what
we?
What
we're
saying
is
that
what
we've
done
in
the
past?
It's
had
problems
and
we're
trying
to
make
things
better.
Okay
and
we'll.
E
F
Well,
I
think
I
have
high
hopes
for
the
community
Justice
Center
they're
going
to
address.
What's
the
right
word.
E
F
Healing
so
they've
already
started
through
sessions
of
people,
primarily
in
the
black
community,
talk
about
past
experiences
with
the
police
or
with
yeah,
mainly
with
the
police
and
and
bad
interactions.
They've
had
and
not
even
just
them,
but
maybe
a
generation
or
two
in
the
past.
F
So
that's
part
of
what
they're
doing
and
they're
also
doing
the
same
thing
for
the
police
they're
going
to
be
doing
the
same
thing
for
police
because
of
you
know,
obviously,
there's
a
lot
of
stress
and
police
work
and
and
so
they're
they're,
basically
going
to.
G
F
With
both
those
communities
and
also
with
those
two
two
communities
together
talking
to
each
other,
getting
to
know
each
other
and
making
connections
and
I
I
have
high
hopes
for
that
and
and
they've
already
started.
They're
also
going
to
do
some
studies
about
traffic,
stop
which
there's
a
lot
of
feeling
that
people
call
to
stop
more
often
than
white
people
we're
going
to
find
out.
If
that's,
in
fact,
true.
F
You
say
that
and
I
didn't
have
to
all
right,
okay,
but
anyway,
but
this
is
this-
will
go
with
the
county
as
well,
so
I
I
think
the
community
Justice
Center
is
going
to
do
a
lot
of
good
work.
I'm.
E
G
F
F
It's
a
figurehead,
well
more
than
figurehead
they'll,
still
leave
legislation
and
and
will
be
the
leader
of
common
Council,
but
they
will
not
be
in
charge
of
the
day-to-day
running
of
the
city.
Okay,.
B
I
know
that
we
all
have
further
questions.
However,
I
know
that
Vince
has
to
leave.
H
I
I
Okay,
so
this
will
be
fresh
news.
Then
we
had
three
people
in
the
Syracuse
Academy
that
we
agree
recently
hired
and
they
started
on
January
2nd
and
we
lost
to
on
January
3rd.
So
we
have
one
in
the
Syracuse
Academy
right
now
and
we
just
hired
one
other
individual
recently
and
he
started
the
accordion
case
Academy.
So
we
have
two
right
now:
I
mean
in
two
different
academies
right
now.
We
also.
I
I
It's
basically
these
are
this,
isn't
something
that's
new?
This
occasionally
does
happen.
You
know
somebody
gets
hired
and
go
through
the
process,
they
go
to
the
academy
and
they
decide
now.
This
isn't
for
me
and
they
decide
to
pursue
other.
You
know
job
opportunities.
So
it's
not
a
surprise.
Okay,.
C
C
I
So
it's
just
these
are
one
of
the
many
challenges
that
we
face.
You
know
when
we
hire
somebody
that,
let's
say
they
do
make
it
through
the
academy.
Nothing
says
they're
going
to
make
it
through
filtering
either
and
we've
had
that
happen.
So
the
bottom
line
is
we're
still
at
roughly
a
dozen
vacancies.
I
It's
really
stretching
our
resources,
the
breaking
points
you
know
where
maybe
only
have
a
few
options
we're
going
to
shift
some
of
that
mandatory
overtime
and
we've
had
zero
applicants
for
lateral
transfers,
even
with
the
twenty
thousand
dollar
incentive.
H
I
I
So
it's
very
so,
on
top
of
all
the
other
challenges
that
we
face,
and
it's
very
competitive
now
with
different
agencies
that
are
hiring
that
we're
in
a
bad
spot
right
right
at
the
moment,
and
it's
going
to
take
a
while
to
dig
out
of
it
and
I
think
it's
going
to
take
getting
the
message
across
from
our
elected
officials
from
the
mayor's
office
and
their
officials
that
no
we
do
support
the
police.
We
are
going
to
have
a
police
department
and
that
message
needs
to
be
loud
and
clear.
I
Otherwise,
we're
still
going
to
be
floundering.
We're
still
going
to
be
running
through
these
challenges
of
staying
ahead
of
the
game
and
I
can
go
back
to
several
years
ago.
During
some
of
the
council
meetings,
where
we
said
look
at,
where
are
we
losing
people?
People
are
going
to
be
eligible
for
retirement.
I
We
need
to
stay
ahead
of
the
game
and
we've
expunged
into
this
deep
hole
right
now
and
so
looking
at
this
year
as
far
as
people
that
are
going
to
retire
I'm,
one
of
them
and
I
already
made
an
announcement
to
my
department
a
few
weeks
ago,
and
it
was
on
Groundhog
Day.
It
was
in
my
Groundhog
Day
message:
did.
I
But
I'm
looking
forward
to
spring
and
summer
and
I
do
want
to
be
retired
by
the
time
summer
rolls
around
so
so,
and
I
don't
like
leaving
when
the
department
is
short
the
way
it
is,
but
I've
also
done
a
double
career,
which
is
I
mean
there's
others
that
haven't
put
in
as
many
years
as
I
have,
but
now
I
feel.
The
time
is
right
for
me
to
move
on
and
do
other
things.
I
I
have
business
managers
contacting
me
and
saying:
hey,
you
know
we
let
the
maybe
cut
our
hours.
Can
you
write
a
letter
to
the
corporate?
That's
something
that
we
really
shouldn't
be
doing,
but
I
think
I
got
to
be
blunt
about
it.
It's
not
good
right
now
and
we
need
to
all
work
together
to
try
to
dig
ourselves
out
of
this
hole
and
it
starts
with
everybody
and
it.
I
Does
matter
what
the
public
thinks
and
what
the
business
Community
thinks
and
unfortunately,
some
of
those
business
community
members
don't
have
the
voice
because
they
can't
vote.
They
don't
live
in
the
city,
but
it's
a
very
challenging
right
now
and
particularly
when
we're
forcing
our
officers
to
work
mandatory
over
time
just
to
maintain
a
skeleton
crew.
If
you
want
to
call
it
that
it's
not
sustainable,
it's
not
healthy
long
term,
so
we're
I
just
wanted
to
bring
it
up
to
speed.
On
that.
You
know.
I
We've
also
had
some
discussions,
particularly
the
chief
has
had
with
time
has
got
mental
health
about
in
the
sheriff's
department.
This
Community
crisis,
alternative
response,
engagement,
team
and
that's
still
being
discussed
and
will
have
to
be.
Some
mlus
worked
out.
What,
where
we're
going
to
get
somebody
to
staff
that
you
know
that's
going
to
be
a
challenge,
and
so
we're
still
we're
still
working
on
that
all
right.
So,
aside
from
that,
that's
kind
of
the
negative
news,
but
you
know
we're
still
out
there.
I
Officers
are
still
out
there
engaging
in
the
community
and
trying
to
be
positive
role
models
and
here's
one.
Thank
you.
I.
Just
got
the
other
day,
myself,
Sergeant
or
sale
and
officer
Marsh.
We
went
out
to
the
Carolina
elementary
school,
but
we
were
invited
out
there
and
we
met
with
the
Pre-K
kids
and
they
got
to
go
outside.
I
It
was
a
cold
day
at
the
gato
talk
on
the
intercon
with
the
police
car
and
all
that,
and
it
was
very
good
positive
experience
with
the
two
Pre-K
classes,
so
I'll
pass
this
around
I
do
need
it
back,
and
so
aside
from
that,
that's
pretty
much
I
won't
tie
up
things
with.
I
You
know
what
you've
been
reading
in
the
media
about
some
of
the
things
that
have
happened
here
at
lovely
from
somebody
being
epistle
that
has
reported
assault
that
occurred
just
the
other
night,
and
with
that
being
said,
this
is
you
know
anybody
having
questions
on
that.
That's.
F
I
All
falls
back
to
the
Civil,
Service
and
I
believe
there
may
be
one
or
two
that
may
be
racial
reachable
now,
but
we're
within
the
confines
of
the
Civil
Service
list,
and
that's
the
other
thing
we
have.
We
did
meet
with
DH
good
off
I.
Think
you
folks
in
that
window
as
well,
and
we
are
going
to
give
another
exam.
This
fall.
We
can't
get
one
in
the
spring.
Civil
service
is
not
yet
holy
football.
So
what's.
D
I
I
A
good
question
I
know
there's
some
agency
that
will
give
one
or
that
are
giving
one
in
the
spring,
but
we
have
to
wait
till
till
fall
to
get
numbers.
We
just
gave
a
kind
of
size
12.,
so
those
are
the
other
challenges,
so
the
alternative
is
okay,
lateral
transfers,
but
right
now
nobody's
banging
down
I've
been
in
our
door
to
come
and
work
here
on
on
a
lateral
transfer.
I
We
may
have
better
luck
with
a
civil
service
test
where
you
have
somebody,
that's
you
know
fairly
young
and
just
starting
for
law
enforcement,
but
it
goes
back
to
when
I
talk
about
if
you're
trying
to
recruit
laterals
and
when
I
talk
to
my
colleagues-
and
they
ask
me
all
these
questions-
I
just
have
to
brought
up
you
know,
are
you
in
the
police
department,
who's
welcome?
You
don't
have
a
chief,
yet
things
like
that.
I
Well,
that
resonates
through
the
other
agencies,
and
so
right
now
we're
not
really
being
looked
at
by
people
that
may
consider
doing
a
live
transfer
and,
like
I,
said
we're
competing
with
Syracuse.
C
I
I
Can
certainly
bring
bring
that
up.
You
know.
I
know
our
training
started
did
have
conversations
with
with
these
individuals
and
why
they
left,
and
he
may
have
that
information,
yeah,
I
kind
of
have
an
idea
why
you
know
why
they
chose
not
to
and
and
again
some
people
they
get
to
the
academy
and
realize
this
isn't
for
me
because
you're
going
to
be
you're
besides
the
physical
fitness,
you
know,
they're
gonna
be
they're
gonna
eat
it's
it's
boot
camp
and
they're
yelling
and
screaming
at
you
and
they're
trying
to
condition
you
to
to.
I
How
are
you
going
to
react
as
a
police
officer
when
somebody's
in
your
face
screaming
and
yelling
at
you?
And
so
you
know
with
some
individuals
and
I
I
can't
say
if
that's
the
case
with
you
know
the
most
recent
ones,
but
some
people
they
just
get
there
and
realize
you
know
this,
isn't
for
me
and
and
it's
not
uncommon
for
other
agencies
as
well
to
to
lose
out
on
or
draft
people
or
lose
people
in
the
academy
within
the
first
week
or
two.
So.
B
I
I
Right
but
the
one
thing
we
don't
want
to
do:
we
don't
want
to
lower
our
standards
because
we've
seen
on
a
national
level
what
happens
when
you
do
lower
standards.
So
it's
just
balancing
act
that
you
have
to
really
look
at,
but
I
see
what
you're
saying.
But
you
know
right
now:
it's
I,
don't
think.
Syracuse
is
doing
anything
extreme
that
you
know.
Other
academies
are
doing
right
now.
I
So
far,
we've
we've
had
we
have
the
the
one
recent
higher
that's
inquiring
and
the
next
Academy
is
probably
maroon,
but
we're
not
going
to
be
able
to
I,
don't
think
we'll
be
able
to
get
anybody
hired
for
that
Academy
since
we're
pushing
mid
February
right
now
and
and
and
we
have
to
make
certain
those
individuals,
we
did
interview
one
individual-
that
looked
really
good
and
he
may
be
reachable
now
based
on
the
way
the
current
list
is.
But
those
are
the
challenges
that
we
do
face
when
it
comes
to
hiring.
E
Yes,
for
one
of
the
investigations
that
we're
apparently
doing
I
need
to
get
some
body
cam
further
tonight.
Early
contact
with
the
chief
I
did
too
yeah.
I
can
talk
if
I
did
an
executive.
J
As
far
as
the
the
tracking
crew,
the
reasons
why
people
decide
not
to
finish
out
is
there
some
sort
of
tracking
to
say
my
concern
is
more
of
like
I
understand
that
people
behavioral
reality.
But
my
question
becomes:
how
prepared
are
people
how
how
prepared
to
people
before
they
even
get
into
the
training
in
terms
of
getting
their
eyes
open
so
that
when
they,
hopefully
that
will
maybe
avoid
fewer
people.
I
But
I
I
do
know
what
some
of
our
members
of
our
recruiting
team
stay
in
contact
with
the
individuals
prior
to
going
to
the
academy,
even
while
they're
in
the
academy
how's
it
going
kind
of
maybe
being
a
little
bit
of
an
advocate,
but
also
you
know
an
encouragement
and
not
like
okay,
we're
sending
you
up
right,
we'll
see
you
in
six
months.
We
don't
do
that.
I
So
again,
it
comes
down
to
you
know
you
invest
all
this
time
and
we
do
the
backgrounds,
the
recruitment
game,
talks
of
the
individuals
I've
had
people
one
week
a
couple
years
ago
and
I
even
asked
him
even
on
the
day
he
was
going
to
be
sworn
in.
This
is
what
you
really
want
to
do,
and
he
said
yes
and
then
you
know
he
got
into
the
academy
was
maybe
that
one
was
maybe
a
month
or
so
and
decided
this
isn't
for
for
me,
and
so
you
gotta
look
at
that.
C
I
I
J
I
got
two
more
questions
about
the
vacancy
with
you,
leaving.
What
does
that
look
like
as
far
as
the
vacuum
and
Leadership
vacancy,
like
their.
I
You
know
I
think
there's
been
ample
time
to
hire
a
chief
and
then,
if
John
slips
into
my
role,
but
I,
don't
I,
don't
see
that
I
don't
see
that
happening,
especially
since
I
just
found
this
out
just
this
past
weekend
that
there
was
a
police,
Chiefs
exam.
It's
got
horrifica
in
March
and
that's
been
canceled
and
and
that
I
believe
that
got
scheduled
months
ago
prior
to
what
happened
recently
with
the
Chiefs
issue:
okay,
so
they're,
anticipating
in
achievement.
So
now
that
we're
gonna
the
city's
gonna
go
through
this
Nationwide
search.
I
Once
that
gets
publicized
with
a
consultant.
It
is
the
private
they
may
have
to
give
it
they'll
probably
get
a
test
next
year,
but
I
really,
but
just
the
timing
of
it.
There.
There
were
people
from
what
I
understand.
Talking
to
some
of
my
colleagues
that
were
assigned
at
the
paper
test,
and
they
said,
they've
got
a
notification
that
was
canceled
and
so
they're,
not
giving
the
chief's
test
who.
B
I
From
what
I
understand
that
this
question
was
brought
recently,
that
agencies
that
are
under
what
they
call
consent,
decree
or
they've-
maybe
done
bad
things
in
the
past
and
they're
under
a
mandate
to
hire
that
they
have
the
luxury
like
Syracuse
and
Rochester
will
give
a
spring
exam.
I
That's
what
was
recently
relayed,
because
we
were
asking
the
same
question:
why
can't
we
get
a
pass
in
the
spring
and
that's
what
would
relate
to
us
while
these
agencies
that
can
get
one
in
the
springtime
are
under
consent
decree
and
therefore
they
can
give
a
test
in
the
spring.
But
debate
doesn't
make
any
sense.
C
I
And
just
the
way
civil
service
is
now,
it
just
does
present
a
lot
of
challenges.
J
For
the
Data
Tracking
that
you
were
talking
about
at
two
point,
do
they
also
do
some
sort
of
Data
Tracking
when
it
comes
to
the
number
of
calls
that
are
happening?
This
is
also
a
question
for
the
for
the
city
as
far
as
the
local
Council.
As
far
as
the
the
data
analysts
for
CJs,
is
this
CJ
CDC
is
concerned?
Are
they
tracking
like
how
many
calls
the
department
is
getting
and
what
is
the
response
time
to
call
well.
J
B
I
Can
tell
there's
times
where
and
I
you
I'll
use
this
as
an
example.
This
happened
recently
where
yeah
three
police
officers
tied
up
on
a
serious
call,
and
there
was
a
and
I
talked
about
to
say
in
the
Iraq
meeting
up
at
9-1-1,
where
you
had
bangs
and
fire
was
sent
stage
for
somebody
that
was
feeling
suicidal
want
to
go
to
the
hospital
and
they
called
and
the
law
enforcement
was
available.
I
We
were
tied
up
and
eventually
we
had
the
sheriff's
department
about
25
30
minutes
later
after
bangs
and
if
he
was
staging,
where
they
were,
the
sheriff's
department
responded
and
assisted
things
in
IFD
with
that
call,
but
these
things
are
are
coming
up
and
it's
it's
pretty
much
the
shift
Commander.
I
Where
is
the
sergeant
lieutenant
that
has
to
triage
some
of
these
calls
that
are
stacking
and
what
ones
we
can
hold
comfortable
holding
and
so
there's
Sometimes
some
calls
that
may
not
be
answered
right
away
you
because
we're
no
longer
running
with
six
eight.
Sometimes
we
used
to
have
10
officers
on
when
I
was
you
got
a
new
one,
yeah,
okay
and
now
you
know
we're
lucky.
We
have
three
or
four.
H
I
Things
are
a
lot
different
today
than
they
were
back,
then
there's
more
commercial
development.
So
we're
constantly
going
to
follow
for
that
one
of
the
things
you
mentioned
earlier,
it's
you
know
the
shootings
and
things
like
that
that
were
uncommon
today,
you
know
23
40
years
ago,
so,
like
I
said
these
are
these
are
all
the
challenges
that
you
know
we
have
to
deal
with
with
limited.
B
Else,
thank
you
folks.
Please
thank
you
for
the
service
that
you're
providing
and,
if
there's
anything,
that
the
board
can
do
to
help
with
recruitment
or
whatever
you
think
is
appropriate
to
help
you
with
your
staffing
issues.
Please
let
us
know
well.
I
I
I
think
you
know
me
reaching
out
to
the
PBA
and
I'll
met
the
PBA
president
and
just
mention
that
as
well.
You
know
what
you
mentioned
then
and
I
think
we
all
just
got
to
work
together
and,
and
we
came
to
move
things
in
a
better
Direction
sure.
A
Just
relaying
that
monalita
from
the
CJC
offered
to
come
speak
to
the
group
again
at
any
point
that
you
might
like
to
have
her
just
to
talk
about
their
work
plan
going
for
2023
over
there
and
answer
any
questions
that
you
all
might
have.
So
just
let
me
know
if
that's
what
you'd
like
to
invite.
E
B
No
were
there
any
further
questions
that
we
have
for
George.
F
Well,
that's
kind
of
my
question
from
the
very
beginning,
like
what
metrics
were
being
used,
what
data
were
being
used
to
say
we
need,
we
need
to
reimagine
everything
and
we
need
an
alarmed
personality
calls,
but
that
hasn't
been
clarified
through
the
process.
So
how
do
we
know
that
this
is
going
to
be
the
best
and
it's
going
to
work
and
that
it's
money
well
spent
and
we
will
proceed
as
planned
or
we
need
to
change.
F
This
is
my
answer:
it's
not
based
on
data
other
than
blogs
to
me.
It
succeeds
when
police
officers
and
the
unarmed
people
no
kids
names
in
a
certain
neighborhood,
and
they
know
the
cops
names.
H
F
They
wave
at
each
other
and
people
who
have
been
victimized
by
a
crime
and
tell
a
police
officer
what
happened
rather
than
keep
quiet
for
fear
of
Retribution.
J
And
even
we
saw
so,
the
police
were
just
there
ending
up
toys,
I,
think
or
something
like
that.
They
posted
on
Facebook
as
far
as
being
welcomed
this
outside
they
were
taking
pictures
or
something
like
that
for
an
event.
I
guess
my
thing
is.
J
I'm
not
going
to
speak
for
you,
but
when
I
hear
metrics
I'm
hearing
what
are
the
numbers
situation
now
and
then
in
four
years,
from
now
or
whatever
time
period
from
now,
how
will
that
data
compare
with
that
data
to
know
this
is
good,
or
this
is
bad
and
as
much
as
I
when
I
appreciate
the
antidote
that
didn't
necessarily
mean
even
you're
messing
with
numbers.
F
I'm,
not
a
data
type
of
person,
so
I
can't
answer
that
question
intelligently.
I
do
know
that
if,
if
arrest
increase
that
doesn't
necessarily
mean
you're
doing
a
better
job,
numbers
can
mean
different
things
if
you're
arresting
fewer
teenagers,
maybe
the
teenagers
aren't
getting
as
much
trouble,
which
is
kind
of
what
you
want.
F
Ipd
was
not
welcome
it's
outside,
for
it
needs
to
last
three
or
four
years
funny,
and
now
those
wounds
are
being
healed
and
there's
been
some
real
progress
thanks
thanks
to
people
that's
outside,
and
thanks
to
our
community
officer,
mayor
sale
and
acting
cheap
jewelry
on
there's
new
connections,
which
I'm
really
encouraged
by.
F
G
D
Well,
maybe
I
could
so
we
had
that
Center
for
policing
and
Equity
right
I
came
in
and
they
did
some
remember
didn't
they
start
all
this
out
or
Matrix,
and
they
did
this
Facebook
study
and
then
they
used
some
numbers
there
to
say
this
is
what
you
would
need
to
look
at
well,
some
of
our
Matrix
report.
There
was
a
report
that
came
out
and
they
said
these
are
the
number
of
calls
you
make.
These
are
ones
that
cops
the
music
and
once
officers
can
handle.
D
D
H
F
In
the
Press
at
the
city
website-
and
they
have
to
be
informed
more
than
a
week
before
the
public
hearing,
okay
it'll
be
a
six
o'clock
right
in
on
the
third
floor.
Okay,.
B
It's
not
our
intention
to
frustrate
you.
It
seems
that
our
questions
are
making
us
believe
that
and
I'm
speaking
for
everybody,
and
you
can
smack
me
if
you
think
I'm
incorrect,
that
you
are
so
far
away
from
actually
doing
anything,
because
there
are
so
many
things
that
are
just
dangling
around
and
nobody's
made
decisions
on
how
it's
going
to
be
done
and.
F
I
I,
don't
think
that's
fair,
because
we're
busting
our
ass
I
understand
that
and
these
recommendations,
if
they're
approved.
F
The
the
city
manager
is
going
to
be
hired,
the
deputy
city
manager
is
going
to
be
hired,
three
or
five
unarmed
people
are
going
to
be
hired,
and
this
is
going
to
start
in
2024.
F
The
community
healing
process
is
going
on
right
now,
we're
desperately
short
of
police
officers.
As
you
know,
and
my
in
my
opinion,
the
important
things
that
we
need
to
do
with
police
reimagining
are
basically
community
policing
things
that
we
simply
don't
have
the
staff
to
do
right.
G
F
You
are
totally
aware
of,
as
Vincent
said,
we're
we're
having
a
hell
of
a
time,
hiring
people
and
if
it's
not
a
lateral,
it
takes
a
year
after
you
hire
them
before
they're
on
the
street.
F
So
we
can
probably
have
two
people
in
the
academy.
Two
different
Academies
it'll
be
this
time
next
year
or
first
of
the
year
before
they're
on
the
street.
If
they
make
it
through.
C
F
B
B
Thank
you,
the
annual
report
we
asked.
B
B
F
We
Consolidated
a
whole
bunch
of
information
from
from
last
year,
yeah,
which
was
actually
the
first
challenge
is
to
find
everything.
I
didn't
realize
how
I'm
disjointed
the
information
was
from
the
emails
flying
around
and
grabbing
the
final
copy
of
the
the
agenda
or
the
the
report
from
from
something.
So
it
was
really
a
good
exercise,
but
a
frustrating
exercise
to
get
that
information.
F
So
one
of
our
recommendations
at
the
end
is
going
to
be
some
type
of
document
management
so
that
we're
not
losing
information
or
misclassifying
information,
because
I
didn't
have
all
of
the
minutes
and
I
didn't
have
all
of
the
agendas
in
line
for
this,
but
I
kind
of
figured
out
most
of
that
from
the
email
trails
that
thank
goodness
I
saved
so
that
that
was
part
of
it
and
we've
just
sifted
through
tried
to
categorize
these
at
least
sections
broadly,
but
hopefully
inclusively
kind
of
the
summary
of
cases.
F
The
summary
of
our
important
discussions
and
what
we
developed,
no
development.
We
had
sorry
our
activities
and
Outreach
and
then
some
future
plans
and.
B
This
is
still
in
a
drama
reform,
so
we
would
appreciate
any
feedback
or
comments
that
any
of
you
may
have
or
things
that
you've
come
across
that
maybe
were
overlooked
in
this
process.
There
are
a
couple
notes
that
are
in
embedded
in
the
document,
any
other
comments
or
suggestions
from
the
board
on
this.
There
will
notice
sprinkle
throughout
the
document,
but
the
most
part
it's
in
a
and
a
full
draft
form
that
you
can
review
there.
B
There
was
one
thing
underneath
the
summary
of
activities
and
Outreach
that
I've
met
briefly
with
with
Shirley
to
fill
out
some
of
these
things,
because
my
time
joining
the
board
occurred
after
a
lot
of
these
activities.
So
I
didn't
have
a
lot
of
context
to
fill
in
some
of
those
things,
but
one
thing
in
particular:
pumpkin's,
community
action
or
TC
action.
H
B
Was
listed
as
something
in
one
of
our
prior
board
meetings
as
a
an
opportunity
from
last
year
and
I
I
just
didn't
really
have
a
full
picture
of
what
that
entailed.
If
anyone
has
any
information
on
that
that
I
mentioned
in
this,
that
would
be
really
helpful
because
it
was
just
reference
from
one
of
our
board
meetings.
It's.
H
B
We
met
with
one
of
the
social
workers,
that's
working
with
the
youth
and
providing
services
to
they
were
homeless,
Youth
and
now
they're
at
the
Art
House,
the
social
workers
or
caseworkers
or
whatever
their
title
is,
is
from
teeth.
They
are
from
from
that's
what
it
is
they're,
not
a
good
job,
they're,
not
from
our
house.
If
you
know
that
was
one
of
the
things
that
we
clarified
on
in
the
visit
was
that
we
were
assuming
that
Tammy
Baker
was
a
kind
of
social
worker
and
she's.
Just
the
building
manager.
H
B
F
Reaction
has
40
apartments
at
our
house
and
they
they
are
provided
with
Services,
where
everybody's
else
no.
F
J
The
other
thing
is
as
far
as
engagement
originally
part
of
the
conversation
already
started
from
them.
Being
one
of
the
resources
that
we
went
to
in
terms
of
better
navigating
one
of
the
cases
that
we
had
at
the
time
in
terms
of
understanding
how
they
were
supporting
a
complaining,
but
also
how
they
would
how
they
work
between
the
department
between
the
department
and
the
community
in
general.
B
H
F
It
how
much
shouldn't
we
put
in
who's,
going
to
actually
reinvest
who
is
it
before.
F
Obviously
this
is
a
public
document
after
we
finished
the
draft,
but
how
much
his
sufficient
and
is
there
too
much
detail
and
so
that
that's
for
the
discussion
piece
and
we'll
move
here?
Did
we
miss
and
then
we
understand.
D
D
F
E
J
Comes
to
the
summary
cases,
the
sexual
to
answer.
Your
question
is
short:
Mike
I
think
that
overall,
it
looks
like
just
the
information
is
fine
in
terms
of
feeling
like.
Is
it
too
much?
Is
it
too
this?
Is
it
I
think
it's
just
right
as
far
as
this
would
it
be,
you
know
making
in
public
at
some
point
the
only
other
thing
I
think
for
me,
the
the
other
two
recommendations
would
fall
under
the
another
case.
That
happened
the
the
challenge
paragraph.
J
There
were
two
suggestions,
so
I
guess
it
would
be
suggestion,
B
and
E.
If
I
was
they
were
adding
it
would
be,
would
be
for
me,
the
training
and
body
cam,
just
the
training
body,
cam
apartment.
B
J
F
F
J
Apologize
but
yeah,
the
two
main
suggestions
for
me
were
remembering
the
Department
training
providing
family
in
terms
of
use
and
policy,
because
it
wasn't
just
one
particular
officer:
there's
a
number
of
them
and
having
a
number
of
different
times
in
during
the
cases.
And
ultimately,
that's
where
the
recommendation
came
from
in
terms
of
this
is
what
we're
department-wide
issue
to
look
at
and
it
has
a
review
of
policy
and
then
the
other
thing
was
and
I
I'm,
not
sure
where
we,
how
far
we're
able
to
make
recommendations.
J
F
To
enter
the
sphere
of
services
and
whose
direct
contact
and
which
ones
are
there,
there's
so
many
like
Services
out
there
that
I
don't
know
who
is
responsible
for
what
and
who's
the
initial
contact
and
where's
the
entry,
and
they
don't
know
each
other.
Sometimes,
who
else
is
helping
or
who
could
help?
I.
B
F
A
F
And,
and
as
far
as
the
city
consolidating
services,
not
knowing
which
service,
whether
it's
county
or
city,
that
that's
kind
of
C,
isn't
it
as
well.
D
D
Up
they
have
to
write
it
on
the
paper
and
put
it
in
the
computer,
because
the
two
don't
talk
to
each
other
and
it's
like
a
thirty
thousand
dollar
upgrade.
We
wrote
about
it
and
they
said
he
said
they
don't
have
the
money
to
do
it,
but
it
would.
It
would
give
the
officers
more
time
they're
having
to
write
this
whole
thing
up,
and
then
they
have
to
go
and
visibly
type
it
back.
In
okay,.
B
F
D
I
would
just
put
it
under
a
and
say
some
were
and
or
up
half
City
upgrade
computer
system,
so
officers
don't
have
to
duplicate
their
reports
because
I
think
they
do
it
on
any
type
of
case.
They've
got
the
computer
if
they
could
just
type
it
in
the
computer
and
send
it
it'd
be
great,
but
they
can't
do
that.
It
won't.
Let
them
do
it
on
like
they
can't
do
it.
They
have
to
do
it
on.
J
Essentially,
in
a
short,
in
my
view,
it
was
essentially
streamlining
documentation
when
it
comes
to
servicing
handling
service
incidents,
particularly
domestic
services.
J
The
issue
is
you
had
to.
It
was
a
duplication
of
paperwork
and
finding
some
sort
of
technological
advancement
that
would
streamline
this
process,
so
it
would
make
it
it
would
hasten
it
also
inform
folks
faster,
but
also
make
it
less
of
a
strenuous
process
when
it
comes
to
the
office
of
dealing
with
the.
In
this
particular
case,
domestic
incident.
Okay,.
J
J
E
C
F
C
F
Yeah,
these
are
just
the
cases
if
we
want
to
add
another
paragraph
about
I
mean
what
we
did
in
our
discussion.
That's.
H
H
E
I
have
one
more
comment:
I,
don't
see
any
place
to
put
it
I'm,
not
sure
it
should
be
here,
but
right
up
at
the
top
could
be
something
we've
been
talking
about
for
years.
It's
exactly
what.
B
E
We
can't
we
can't
have
community
policing
because
there's
not
enough
cops
we're
not
safe
enough,
because
it's
the
number
one
thing
that's
come
up
and
it's
come
up
in
every
annual
report
that
we've
had-
and
this
is
just
another
annual
report
before
you
read
this
I
just
wish.
There
was
a
way
to
put
it
in
there
without.
C
J
Which
kind
of
led
me
to
a
question
I
apologize,
the
continues
stacking
them
into
ipd
contractual
requirements
right
in
the
middle.
H
E
E
The
lack
of
police
is
on
purpose
and
I'm,
not
joking.
This
is
on
purpose,
I
mean
we're
sitting
here
and
we
go
oh
well.
The
police,
ship
exam
was
canceled,
so
I'm
like
okay,
really
yeah.
If
you
really
want
to
direct
a
department,
this
city
could
not
possibly
have
done
a
better
job
of
doing
it
without
just
firing
them
all,
but
she
couldn't
do
because
if
you
want
a
wreck,
a
department,
look
at
the
city
of
Ithaca
and
see
what's
happening.
You
know
Follow
That
level,.
D
B
You've
got
a
boat,
something
molded
here
on
one
two,
three
first
paragraph
on
page
three,
which
has
to
do
with
my
concept
of
having
like
TC3
beef
up
their
programs,
yeah,
okay,
I,
would
say
additional
education
would
be
necessary,
which
may
also
include
an
internship,
which
is
what
we
were
talking
about.
Is
you
know
having
a
possession
plan?
If
you
have
the
knowledge
having
criminal
justice
Associates
degrees,
and
then
you
can
get
an
internship
program
going
at
ipv
or
Tompkins
County
Sheriff
for
all
I
care.
H
B
H
B
I
think
the
only
question
that
I
had
for
the
the
board
that
was
still
sticking
out
to
me
that
we
haven't
really
addressed
and
I
do
want
to
weigh
this
again
being
too
verbose.
B
But
the
last
paragraph
on
page
three
before
you
get
the
summary
of
activities
and
Outreach
I,
really
just
put
that
in
there
as
a
placeholder,
because
most
of
what
we
were
talking
about
were
ipd
challenges
and
I'm
wondering
if
there
are
other
there
have
been
other
board
discussions
or
things
that
we
need
to
include
that
speak
more
to
how
we're
working
with
the
community
or
anything
like
that,
because
I
just
have
one
tiny
little
paragraph
there
outlining
that
versus
a
lot
of
language
in
there
about
how
we're
working
with
ipd
and
challenges
at
ipv
I
mean.
F
D
B
And
I
guess
I
would
like
to
see
this
happen
if
we
could,
if,
within
the
next
week,
you've
banged
out
those
changes
and
we
submit
it,
approve
it
and
submit
it.
B
C
E
D
D
F
Honorable
mayor
Lord,
counselor
should
I
add
the
acting.
B
A
B
Fantastic
work
on
that
and
I
have
one
quick
question:
before
we
go
into
executive
session.
We
have
what
three
invest.
We
have
completing
2022
and
then
two
that
are
ongoing
right
now.
I
want
to
ask
you
if
you
have
time
and
in
the
future,
not
today
not
tomorrow,
to
help
our
work
with
getting
a
depository
for
the
documents
that
we
create.
Here's.
A
The
challenge
for
that
the
city
has
one:
it's
in
a
secure
database
I
have
a
j
drive
that
has
a
file
for
the
community
police
board
that
has
year
files
and
has
complaint
files.
All
that
and
I
can
share
those
items,
but
I
cannot
form
an
access
point
that
outside
bodies
can
get
to,
because
it's
all
secured.
A
It
would
have
to
be
something
like
other
or
like
other
boards
with
members
of
the
public,
rather
than
All
City
staff
members
that
want
to
access
their
documents,
sometimes
they'll
create
a
Google
Drive
that
everyone
kind
of
uses
as
a
SharePoint
or
whatever
works
for
all
of
you.
But
I
can't
I
can't
create
a
hosted
mechanism
that
exists
outside
of
the
city's
secured
system,
but.
A
C
A
Giving
that
would
be
about
giving
members
of
the
public
access
to
the
city
database
so
when
I
I
have
to
come
in
here.
I
put
this
little
thing
in
my
computer.
I
give
it
my
fingerprint
and
it
logs
me
into
the
drives
that
I
have
access
to
because,
for
example,
the
police
department
has
stripes
I,
don't
have
access
to
other
departments
and
so
on
have
drives
that
I
don't
have
access
to.
But
then
there
are
ones
that
are
due.
A
F
We
are
the
least
secure
venue
and
we
have
the
least
secure
way
of
communicating
by
attaching
copies
and
sharing
and
doing
that.
So
I
can
ask
it
or
the
City
attorney,
which
would
they
rather.
E
A
You
couldn't
access
them
on
your
own,
so
I'm
supposed
to
act
as
like
the
secure
host
of
these
items,
but
I
can
ask
them
it's
not.
A
H
A
H
H
A
B
A
I
guess
it
would
be
what
what
system
do
you
all
want
to
work
with?
I
can
work
outside
to
help
you
with
it.
I
couldn't
use
my
city
resources,
but
I
could
send
you
over
documents
or
give
you
thumb
drives
with
documents
that
are
in
an
organ
organized
fashion,
so
that
you
could
create
like
a
Google
drive.
If
you
all
work
with
Gmail.
B
A
A
H
H
E
B
It's
also
helpful
in
the
context
of
rotating
board
members,
just
speaking
from
my
own
experience
of
saying:
what's
the
history
of
all
the
different
kinds
of
cases
we've
looked
at,
you
know
it's
it's
been
helpful.
You
know,
Melanie
you've
been
great,
you
know
from
providing.
You
know
some
of
those
details,
but
all
the
same
you
know
I'm,
not
gonna
bother
you.
You
know
on
a
weekend
or.
B
C
H
C
B
B
A
A
I
I
think
it's
only
going
to
become
yeah
more
there's
just
more
things
constantly.
It's
not
like
it's
not
like
work
is
going
away.
So
anytime
is
fine.
Okay,
I'll
start
the
conversation
and
just
see
where
that
leads
and
see.
If
there's
a
simple
like
yes,
no,
maybe
and
see
what
other
folks
have
done
as
well,
because
we
do
have
other
commissions
that
work
together,
but
my
experience
is
that
they
usually
do
create
something
outside
of
what
we
have
on
sort
files.
But
it's
not
the
same.