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From YouTube: 09-22-21 CPB Meeting
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A
Once
before
we're
just
going
to
have
to
record
the
meeting
and
put
it
up
later,
there
must
have
been
some
zoom
in
date
that
forced
an
install
so
we're
not
streaming
live.
We
can
proceed
with
the
meeting
and
if
we
enter
executive
session
I'll
simply
stop
the
recording,
but
I'll
just
push
this
up.
I
have
it
recording
for
this
exact
reason,
because
we've
had
this
happen
once
before.
So
apologies
for
that
it'll
just
be
available,
probably
by
tomorrow
midday.
If
anyone
asks
about
it.
C
D
B
B
B
Thanks
guys,
unfortunately,
because
of
our
you
didn't
get
anything
mel
right
from
somebody
from
publix.
We
did
not
okay,
and
I
would
suggest
that
we
would
mark
graham
and
johnny
excused,
not
just
absent.
B
Nothing
and
so
we
skip,
we
also
skip.
C
We've
got
the
report
from
the
police
department.
B
Wait
wait
a
minute
we
don't
have,
graham,
so
we
go
past
that
so
chief
europe.
E
All
right,
let's
see,
I
give
it
an
update
on
some
things.
Ipd
related,
I'm
not
sure.
If
this
was
covered.
The
last
meeting
I
haven't
been
here.
I
was
on
a
nice
long
vacation
trying
to
reground
myself.
Thank.
E
Back
recharged,
so
we
have
three
officers
which
we
hired
in
august.
I
think,
hopefully
you
all
have
been
made
aware
of
that
so
they're
in
the
syracuse
police
academy.
Now
we
have
an
additional
four
positions
right
now
for
police
officers
that
are
funded
and
vacant.
E
We
also
have
a
vacant
and
funded
sergeant
position,
so
we
just
got
back
the
list
on
that
we're
hoping
to
make
a
promotion
which
will
then
open
up
another
patrol
position,
giving
us
a
total
of
five
right
now
until
you
know
currently
moving
forward.
We
are
continue
to
work
through
the
process,
we're
doing
several
backgrounds
right
now.
We've
done
chiefs
interviews,
so
we're
hoping
to
be
able
to
offer
a
few
more
jobs
here
in
the
very
near
future.
E
In
my
budget,
which
I
will
send
a
copy
out
to
everyone
on
the
board,
you
know
I'm
asking
for
three
additional
positions
for
next
year,
so
hopefully
we'll
get
that
see,
I'm
also
working
on
trying
to
develop
and
be
able
to
implement
a
signing
bonus
for
lateral
transfers.
E
E
Really.
The
benefits
are
the
downsides
of
not
having
laterals.
Given
our
number
of
open
position
is
that
it's
such
a
long
time
between
the
time
we
hire
someone
and
when
we
can
actually
assign
them
to
the
road
for
an
example,
the
three
officers
that
we
have
in
the
circus
can
we
were
hired
in
august.
They
started
the
academy.
E
We
will
not
be
able
to
assign
them
to
patrol
duties
on
their
own
until
may
of
22.,
so
anybody
that
we
hire
now,
you
know
likely-
will
not
actually
affect
our
patrol
staffing
level
until
probably
sometime
january
of
23,
depending
on
when
the
academy
starts.
So
it's
just
a
huge
huge
lag
time
for
us
to
hire
off
the
list
right
now.
Additionally,
we
have
seven
officers
that
are
eligible
to
retire
this
coming
year,
so
the
idea
would
be
if
we
can
put
a
financial
incentive
to
bring
some
laterals
in
here.
E
F
E
Between
not
only
myself
or
the
city,
but
also
pva,
so
we're
trying
to
work
through
the
logistics
of
that.
So
we
have
some
meetings
coming
up
for
that
and
I'm
very
hopeful
that
we
can
roll
something
out
soon.
E
Departmentally,
I'm
sure
many
of
you
have
seen
there's
been
a
lot
of
both
public
and
internal
got
many
letters,
and
you
know
heard
from
my
staff
that
you
know
this.
The
staffing
shortage
is
really
affecting
people
with
the
burnout
is
very
real:
the
inability
to
appropriately
staff
the
road
our
you
know,
our
minimum.
E
It's
not
our
minimum
staffing
number,
but
it's
our
preferred.
Minimum
staffing
is
six
officers
for
every
shift
and
we
go
many
ships
with
two
or
three.
I
think
the
average
right
now
is
four.
So
we're
really
short.
So
what
what
I've
done
is?
I
recently
reviewed
the
schedule
and
implemented
a
four
month,
essential
training
freeze
on
all
of
our
training.
I
cancelled
around
800
hours
of
training
that
was
scheduled
over
the
next
couple
months.
E
That
was
already
in
the
books
and
we
also
are
putting
on
hold
any
in-service
training,
that's
not
mandated
by
the
state.
E
So
the
goal
would
be
that
we
take
away
you
know
or
limit
the
ancillary
functions
that
everyone
is
doing.
Hopefully
bulking
up.
The
number
of
people
available
to
handle
calls
and
respond
and
interact
with
the
public,
also
redirecting
the
overtime
that
we
would
normally
spend
to
do.
The
training
and
backfilling
just
strictly
to
supplement
the
road
patrol
staffing
to
try
to
help
provide
some
relief.
E
So
it's
kind
of
trying
to
look
at
doing
a
reset
to
see
how
we
really
how
we
we
appropriate
the
resources
that
we
have
until
we
can
get
more
personnel
on
staff.
E
But
so
that's
that'll
be
reevaluated.
We
moderate
but
re-evaluating
that
freeze
the
end
of
january,
so
I'm
hopeful
that
will
help
at
least
provide
some
some
temporary
relief.
And
then
maybe
we
can,
you
know,
get
some
more
bicycle
patrols
or
some
more
foot
patrols
and
be
able
to
get
enough
officers
working
that
you
know
they're,
not
just
scrambling
to
handle
our
own
calls
they'll
actually
be
able
to
get
out
and
talk
to
people
and
rebuild
those
those
bonds
with
the
community.
E
That's
that's
the
goal
we
still
do
have
on
the
book,
some
pretty
significant
training
that
I
left
in
there,
because
I
feel,
like
it's
pretty
valuable
stuff
that
you
know
relates
directly
to
our
relationship
with
the
community.
I
can
just
give
you
a
quick
list
of
some
of
those
that
we
are
still
stuck.
People
in
this
is
for
this
month.
E
We've
got
assisting
individuals
in
crisis,
which
is
a
three-day
training.
We
have
two
officers
in
that.
Currently,
we
also
are
participating
in
this
crisis.
Intervention
team
training
that
the
sheriff's
department
brought
into
town.
E
We
agreed
to
partner
with
them,
and
I
think
since
that
time
there
they've
also
gotten
some
additional
partners,
maybe
the
health
department,
mental
health,
I
think
also,
but
that's
a
40
hour
training
we're
putting
five
officers
in
that,
and
that
curriculum
is,
I
think,
a
pretty
big
hit
to
our
staffing,
but
it's
pretty
relevant
to
what
I
think
the
community
is
looking
for
and
I
think,
will
be
very
beneficial
for
our
officers.
Some
of
the
the
topics
that
are
covered
in
that
are
communication.
E
E
Say
I'm
sorry,
psychotic
disorders,
hearing
voices,
exercise,
trauma,
ptsd
personality
disorder
scenario,
training
looks
like
every
day
mood
disorders,
substance,
use
and
co-occurring
disorders,
suicide
assessments,
officer,
wellness,
anxiety
disorders,
dementia,
talk
about
veterans
and
related
support
systems,
juveniles,
transitional
age,
youth,
community
resources
and
so
on.
It's
got
some
really
great
topics
and
I
think
the
idea
is
to
build
somewhat
of
like
co-response
or
more
of
awareness.
E
E
One
that
we
still
are
doing
finding
fair
and
impartial
policing
conference
we're
sending
myself
a
couple
of
investigators,
administrative
sergeant,
two
officers.
This
is
hosted
by
nablio,
which
is
the
national
black
law
enforcement
officer
association,
downstate,
they're,
hosting
this
training.
So
we're
going
to
attend
that
and
then
there's
a
use
of
force
summit
scheduled
for
november,
which
kind
of
hits
all
current
updates
for
constitutional
law
use
of
force,
and
that
will
be
done
by
some
of
the
training
directors
training.
E
The
instructors
here
just
to
keep
us
current
with
legal
changes,
and
it's
pretty
much
a
summary
of
what's
what's
going
on
currently
over
this
this
month
and
last
month.
C
Just
so,
you
know,
vince
sent
us
a
a
troll
division
schedule
with
a
little
note
as
to
how
you
might
interpret
that.
E
It's
it's
hard,
I
think
some,
I
don't
know
how
it
he
sent
it.
I
don't
know
if
I
got
a
copy
on
it,
but
the
patrol
the
business
division
schedule
right
now.
I
think
we
have
nine
officers
assigned
to
two
different
shifts
and
then
eight
officers
are
shine
assigned
to
another
one.
So
it
brings
the
26
officers
total
assigned
to
the
patrol
division
for
the
24
hour
coverage
and
that's
before
we
account
for
days
off
or
leave
time
training
so
forth.
E
E
E
B-Line
is
the
day
shift,
so
roughly
seven
to
three
and
then
c-line
is
the
afternoon
shift
and
that's
you
know
roughly
three
to
eleven.
C
G
Well,
I
was
going
to
ask
since
I've
lived
here
in
2013
when
I
moved
here
and
have
been
involved
in
local
activities.
G
You
guys
have
always
had
a
staffing
shortage,
because
when
we
met
with
chief
barber,
that
was
one
of
his
concerns
is
we
couldn't
even
do
community
policing
because
we
didn't
have
staff
and
one
of
the
issues
was
when
you
know
you
finally
get
them
through
all
this
this
process.
It's
time
to
move
here
and
like
wait,
we
can't
afford
the
taxes
we
can't
afford
to
live
there.
We
can't
come
there
because
you
know
somebody
else
hired
us,
and
you
know
there
is
competition
out.
A
G
So
then,
my
question
becomes
that
the
mayor
is
going
to
make
all
these
decisions
now.
Why
can't
we
offer
some
incentives
to
the
officers
that
that
that
you
might
think
are
quality
officers
that
we
need,
but
can't,
because
maybe
they
can't
financially
there
have
to
be
from
working
as
a
business
manager.
There
are
other
incentives
that
we
can
give
to
encourage
officers
to
come,
live
in
ithaca
to
be
be
part
of
what
we're
going
to
have,
so
that
I
wanted
to
throw
that
out
there.
G
E
You
guys
respond
that
you
know
I'm
not
aware,
I'm
not
really
sure
of
how
many
officers
we've
trained
that
have
left
us.
You
know
right
after
that
or
but
I
think
to
your
point,
though,
just
attracting
them
to
come
here
from
another
secure
job
with
another
agency
has
been
difficult,
so
that's
that's.
What
we're
I'm
hoping
to
be
able
to
work
through
and
accomplish?
E
I
think
also.
The
other
thing
is
when
we
sometimes
get
stuck
with
a
civil
service
list,
which
you
know
not
that
we
don't
want
to
work
through
it.
We
certainly
do,
but
there
are
definitely
times
when
you
know
the
way
the
the
civil
service
law
works
out,
that
we
have
to
hire
from
the
top
three
and,
if
we're
not
willing
to
hire
from
the
top
three,
because
they
haven't
met
the
the
standards
of
the
department,
we
don't
feel
they
would
be
a
good
fit
for
our
community.
E
We
can
get
to
a
point
where
we
are
locked
on
that
list,
that
it
takes
a
lot
of
effort
to
get
people
off
of
the
list
if
they're
unwilling
to
voluntarily
do
that,
so
that
sets
another
roadblock
for
hiring.
So
I
think,
by
by
being
able
to
offer
a
financial
incentive
to
certified
officers,
we
would
also
have
the
opportunity-
hopefully
the
goal
would
be.
We
would
have
the
opportunity
to
attract
a
more
diverse
applicant
as
well.
G
G
I
know
the
mayor
has
great
plans
for
us,
but
they're
not
going
to
move
up
here
to
pay
the
amount
of
taxes
we
pay,
and
you
know
that-
and
I
know
I
think
we
all
know
that
and-
and
I
wish
he'd
have
waited
just
a
little
longer
till
we
were
through
this
pandemic,
to
make
all
these
changes
he's
making
so
that
you
guys
and
everybody
could
have
been
involved,
but
the
way
it's
been
done
still
leaves
a
bad.
So
I'm
I
I
want
to
thank
you
for
everything.
F
You
kind
of
answered
part
of
my
next
question.
Let
me
ask
you
this,
though,
when
it
comes
to
bonus,
is
it
too
soon
to
have
an
idea
of
what
a
bonus
would
actually
look
like
I,
I
understand
the
idea
my
concern
is
being
able
to
actually
follow
through.
E
So
I
can
tell
you
what
I've
asked
for
and
what
I
currently
have
some
support
from
from
the
mayor
and
the
comptroller,
but
there's
still
many
layers
that
I
need
to
work
through.
You
know
legally
to
get
it
approved,
but
essentially
my
goal
is,
you
know,
to
offer
a
minimum
of
a
ten
thousand
dollar
signing
bonus
to
lateral
transfers
that
meet
the
requirements
to
come
here
and
how
that
gets
paid
out
would
likely
be
up.
E
For
you
know,
we
need
to
evaluate
some
more
because
I
think
what
we
don't
want
to
do
is
provide
some
of
the
a
ten
thousand
dollar
signing
bonus.
Have
them
sign
a
three-year
commitment
and
then
they
leave
and
we
have
to
civilly,
you
know
deal
with
it,
so
we
don't
wanna,
we
don't
wanna
have
to
put
ourselves
or
anyone
else
in
that
position.
E
So
I
think
it
would
be
a
phased
type
of
thing
where
there's
an
initial
lump
sum
and
then
after
each
year
they
get
an
additional
pre
agreed
upon
amount
to
hit
that
total
number.
F
And
so
david
you're
saying
that
this
lateral
transfer
will
would
require
a
commitment
of
three
years.
F
And
so
that
part,
my
other
question
is
how
how
many
folks
would
you
be
able
to
get
like?
Is
this
just
an
enough
signing
bonus
for
one
person
type
of
thing,
or
are
these
bonuses
able
to
be
duplicated
for
multiple
staff
members
and
who
those
staff
members
who
would
be
those
staff
members?
Obviously
they
would
come
with
a
little
bit
more
experience,
but
are
they
detectives?
Are
they
not
detectives?
You
know?
What's
the
situation.
E
No,
this
would
just
be
it
would
be.
What
I've
asked
for
is
a
total
of
50
000
right
now,
but
I
think
we're
gonna
have
to
rework
that
just
to
make
it
all
kind
of
line
up,
but
I
would
like
to
be
able
to
offer
a
signing
bonus
for
up
to
five
lateral
transfers,
just
knowing
how
many
positions
we
currently
have,
I'm
asking
for
more-
and
I
know
I'm
gonna
likely
have
some
people
leave
next
year.
So
you
know,
I
think
I
could
fill
five.
E
I
think
you
know
some
of
the
other
factors
that
we're
going
to
have
to
you
know
really
acknowledge,
and
what
I'm
trying
to
work
through
is
the
fact
that
you
know
the
pba
is
hopefully
very
close.
Pb
in
the
city
feels
very
close
to
settling
the
contract,
but
hasn't
been
settled.
Yet
it's
looking
promising,
but
so
hopefully,
if
that
happens,
that
will
be
a
benefit.
E
E
So
that's
that's
a
hurdle
that
we,
you
know
hopefully
will
not
have
to
deal
with
for
too
much
longer,
because
I'm
I'm
hopeful
that
they're
very
close
and
then
the
other
thing
is.
You
know,
there's
a
lot
of
question
about
how
stable
employment
with
ithaca
pd
is
given
the
reimagining.
So
I
think
we've
worked
through
that
as
well,
but
you
know
there's
a
lot
of
uneasy
people
an
uneasy
feeling.
So
those
are
some
things.
I'm
confident
you
know
that
ipd
is
not
going
anywhere
and
we're
going
to
continue
to
need
people.
E
So
I
you
know,
that's
those
are
some
of
the
things
but
also
like
I
said
you
know
this
would
be
a
tool
for
us
to
seek
out
a
more
diverse
applicant
as
well,
more
qualified,
more
diverse
heaven.
They
would
all
be
just
patrol
officers,
they
wouldn't
be
hired
into
detective
or
anything
or
any
rank.
It
would
just
be,
for
you
know,
starting
officer.
E
The
three
that
we
have
in
the
academy
right
now
we
have
two
females
and
a
male.
F
E
Yeah,
you
know
we
need
the
pbas.
You
know
they
need
to
be
on
board
with
us,
but
I
think
that
they
also
recognize.
You
know
that
they're
working
so
thin
and
that
there's
you
know
this
burnout
and
they
need
relief.
So
I
think
they
also
recognize
that
without
some
sort
of
way
to
jump
ahead,
you
know
and
bring
people
in
quicker.
It's
gonna
be
this.
You
know
never-ending
cycle
of
we're
hiring
people,
but
it
takes
longer
to
get
them
back
than
than
the
rate
that
we're
actually
seeing
more
people
retire
through
attrition.
So.
F
The
I
notice
it
the
training
that
you
guys
are
doing.
I
appreciate
all
the
trainings,
but
part
of
the
issue
I
tend
to
notice
is
that
it
seems
to
be
the
officers
that
are
a
little
bit
more
comfortable
and
familiar
with
ithaca
tends
to
do
more,
not
more
more
cases
than
not
more
comfortable
or
better.
F
To
me,
I
appreciate
all
the
trainings,
but
part
of
the
issue
to
me
is
also
how
well
do
these
people
know
ithaca
and
what
trainings
are
going
to
be
part
of
that
to
kind
of
give
them
a
a
a
better
understanding-
and
I
know
this
time
so
I'm
getting
just
trying
to
squeeze
in
this
other
point
with
whether
it's
the
bonuses
or
the
fact
that
you
guys
are
doing
the
the
the
national
black
law
enforcement
conference
that's
happening
later.
F
F
How
do
you
get
more
black
officers
on
here,
more
latino
officers,
more
whatever
to
have
a
more
diverse,
looking
crowd.
E
So
I
you
know,
I
think
how
how
I
plan
on
doing
that
is,
you
know
we
need
to
be
an
attractive
employer
right
like
we
need
to
do
outreach,
but
we
also
need
to
offer
benefits
that
are
enough
to
compel
someone
to
want
to
work
here.
So
I
think
that's
a
major
part
of
it.
The
other
thing
is,
we
do
need
to
address
and
I'm
hoping
the
contract.
E
We
could
really
kind
of
hone
in
on
who
we
would
like
to
who
we
think
would
be
the
best
fit
to
bring
into
ipd,
and
I
think
you
know
traditionally
laterals
we
don't
generally
get
a
very
diverse.
You
know,
pool
from
laterals
just
hasn't
worked
out
that
way.
We
have
certainly
brought
in
people
of
color
that
are
laterals
and
with
diverse
backgrounds,
but
overwhelming
I
think
it's
you
know
generally
white
males
that
we've
attracted,
so
we
we
need
to
do
better.
We
need
to
do
more
outreach.
D
D
I'm
not
sure
whether
there
are
rules
against
out.
You
know,
hiring
outside
of
new
york
state.
E
I
think
we're
going
to
really
have
some
good
results
from
that
in
ways
of
finding
good
people
that
wouldn't
have
necessarily
applied
here
in
the
past,
it
wouldn't
have
met
the
they
would
have
met
the
geographical
area
requirements
so,
for
example,
I
think
that
the
previous
test
we
had,
I
believe,
37
people
on
the
list,
this
most
recent
test,
which
we
lifted
the
residency
restrictions
we
had
a
hundred-
and,
I
believe,
is
about
130.,
so
it's
significantly
more
and
which
helps
us
obviously
helps
us
when
we're
trying
to
work
through
the
list,
because
oftentimes
people
change
their
mind
or
they
don't
pass
the
physical
fitness
or
some
other
portion
of
the
background
that
they
don't
quite
make
it
through.
E
So
we
need
to
have
the
biggest
pull
possible.
The
other
part
of
your
question
is
for
this
lateral
incentive.
New
york
state
restricts
lateral
transfers
to
specific
parameters.
It
recently
changes,
so
we
can
take
lateral
transfers
from
any
sunni
police
agency
which
is
fairly
new.
I
believe
park
police
can
lateral
and
any
other
municipal
police
department
in
new
york
state
as
long
as
they've
been
hired
off
of
a
civil
service
list,
and
I
don't
think
we
can
take
new
york
city
police
and
I
don't
think
we
can
take
new
york
state
police.
E
I
could
be
wrong
with
that,
but
there's
some
restrictions,
so
we
have
to
follow
that
guideline
from
new
york
state
civil
service
law
in
order
to
meet
our
goal
of
not
having
to
put
people
through
the
extended
training
process
so
because
new
york
state
won't
recognize
out-of-state
certificates
just
basically.
F
John,
let
me
ask
you
this
during
the
last
time,
if
it
kind
of
had
a
situation
like
folks
hired
a
number
or
there
was
they
seemed
to
be,
it
wasn't
like
the
number
was
high
in
the
first
place,
but
I
guess
more
like
I
think
it
was
like
four
or
five
black
officers
were
hired
or
something
like
that.
I
don't
know
service
more
than
that
during
a
short
time
period.
F
When
you
talk
to
different
folks,
if
you
talk
to
different
officers,
blasey
blah
you
get,
this
feel
whether
from
the
black
officers
are
feeling
that
they
were
on
both
sides.
They
kind
of
seen
this
this
general
feel
of
like
this
qualifying
you're
you're
just
here
to
meet
a
certain
particular
standard
or
you're
just
here
to
meet
a
particular
status
or
whatever,
and
not
necessarily
a
feel
of
you
know
a
feel
of
respect
like
everybody
else.
So
I'm
wondering
how
this
is
serious
to
me.
F
How
do
you
intend,
when
you
invite
all
the
when,
when
these
officers
come
into
town-
and
you
talked
about
retention-
you
talked
about
you
know,
yield
this
and
that
how
do
you
intend
on
making
sure
that
these
people
don't
feel
like
that
or
that
other
folks
don't
feel
like
they
are
less
qualified?
Because
of
this?
Whatever
time
frame?
How
do
you
intend
on
ensuring
that
everyone
feels
that
they
have?
They
deserve
all
the
same
respect
and
they're
all
there,
because
they
deserve
to
be
there
not
because
they're
meeting
some
sort
of
social,
whatever.
E
Yeah,
you
know,
I
think,
part
of
what
you're
what
you're
you
know
hitting
on
is
you
know,
there's
perception
right
and
it's,
I
think,
one
of
the
difficulties
we
have,
especially
you
know,
since
the
the
killing
of
george
floyd
is
that
nationally,
it's
not
popular
to
be
a
police
officer
right,
there's
a
lot
of
negative
media
coverage.
There
are
a
lot
of
departments.
You
know
that
need
to
do
significant
improvement.
You
know,
we've
done
improvement.
E
You
know
everyone
should
be
looking
inward
to
how
they
can
make
their
departments
better,
obviously,
and
and
we're
we're
no
different,
but
I
think
that
there's
this
generalization,
you
know
kind
of
to
what
you're
you're
you're
hitting
at,
and
I
think
once
people
come
in
for
the
initial
interview.
I
think
they
would
find
it.
E
You
know
it's
a
very
welcoming
department,
I
mean
we
want
to
bring
people,
we
want
to
bring
diversity
and
we
want
to
bring
qualified
people
in,
and
I
don't
think
I'm
not
aware
of
anyone
that
has
gotten
that
vibe
after
they've
made
it
to
the
point
where
they've
come
in
and
done
ride-alongs
or
got
to
meet
the
officers
or
inquired
about
a
hiring
process.
I
think
there's
a
perception
that
is
drawing,
that
is
between
the
police
department
and
the
community,
which
we
need
to.
We
need
to
break
down
the
barrier
and
how
we
do.
E
That
is
just
community
meetings.
You
know
talking
to
the
public
working
with
gia
working
with
upi
on
the
on
the
west
side
of
town
like
trying
to
build
community
ties
here
and
then
hopefully
we
can
get
community
leaders
locally
to
kind
of
help,
direct
the
youth
to
come
to
ipd
and
try
to
get
jobs
here,
and
then
that
opens
our
opportunity
to
actually
interact
with
them
in
a
positive
way
and
and
draw
them
in.
F
You
mentioned
the
three-day
training
last
question:
surely
I
promise
you
mentioned
the
three-day
training
and
I'm
wondering?
Is
there
like
a
three-day
training,
something
where
it's
just
solely
focused
on
the
city
of
ithaca
or
some
kind
of
ongoing
process
to
better
inform
the
officers
about
the
city
of
ithaca,
like
people
should
know?
If
I
wanted,
you
know,
one
of
you
know,
I'm
not
gonna,
go
into
that.
My
point
is
that
is
there
some
kind
of
way
where
folks
are
regularly
learning
about
the
city
of
ithaca?
F
I
think
that
is
a
serious
issue
in
being
able
to
better
serve
the
city
and
not
doing
this
kind
of
I'll
learn
about
it
during
a
training
or
some
kind
of
when
I
come
into
a
situation.
How
do
you
get
to?
You
know,
get
to
better
connect
the
city
of
ithaca
to
these
folks
regularly
during
the
times
while
they're
working
or
as
part
of
while
they're
working,
they
don't
have
to
take
out
extra
time
if
they
do
that's
great,
but
it
should
be
seriously
part
of
the
learning
process
ongoing.
E
Yeah,
you
know,
I
think
it
starts
right
at
the
beginning
of
the
high
cross
tonight
and
I
think
in
the
past
you
know
we
saw
more
people
that
had
spent
some
time
on
their
own.
Looking
up,
you
know
the
website
trying
to
learn
a
little
bit
about
ipd
or
even
just
the
city
of
ithaca
in
general,
and
I
think
more
often
than
not
now
we're
getting
people
from
you
know
outside
of
the
ithaca
area
that
have
no
knowledge
of
ithaca.
But
you
know
it's
our
job,
as
you
said,
to
kind
of
bring.
H
E
Into
the
community
and
explain
it
so
we
we
do
all
that
in
the
initial
field
training
program,
where
we
learn
geography
and
they
go
out
and
they
interact
and
meet
with
different
departments
within
the
city-
and
you
know,
there's
obviously
there's
like
regular
emails
that
come
out
and
updates
from
city
hall
and
other
departments
and
so
get
the
information
like
that.
I
mean
we
don't
have
an
actual
program
where
we,
you
know,
have
an
in-service
about
updates
within
the
city.
I
don't
know
if
that's.
F
F
I
don't
know
if
you
need
help.
I
can
see
what
I
you
just.
Let
me
know
how
to
help,
but
I
think
it's
something
where
it
kind
of
kills
two.
It
meets
everybody
at
the
same
point,
five
minutes
out
of
your
meeting
for
folks
to
get
to
know
somebody
else,
and
then
you
can
go
about
your
updates
and
things
like
that,
but
I
think
you
know
it's
important
to
bring
them
to
you
guys,
yeah.
That's.
E
That's
a
great
idea.
You
know,
I
think
we
also
we've
been
on
the
other
side
in
the
hiring,
which
seems
to
be
we're
doing
a
lot
of
spend
a
lot
of
effort
trying
to
do
that
right
now,
but
we've
broadened
out
we're
bringing
more
and
more
community
members
in
on
the
recruitment
interviews
and
on
the
chief's
level.
Interviews
as
well
to
try
to
you
know,
get
different
perspectives
and
kind
of
like
open
up
the
curtains.
If
you
will
so
that
people
can
have
a
better
understanding
of
how
we
do
things
here,.
F
My
it's
been
a
time
I
missed
you,
john.
I
had
all
these
questions
just
burning
to
get
to
you,
I'm
playing,
you
did
a
good
job.
You
got
the
job,
I
don't
you
know,
I'm
I'm
a
little
concerned.
You've
been
acting
for
some
time
and
how
you
feel
about
that.
But
if
you
want
to
you
know,
if
you
feel
like
things
are
going
all
right,
that's
fine,
but
you
could
only
acting
for
a
long
time
is
very
interesting
and
I'm
always
wondering
how
that
impacts.
The
team
and
feeling
comfortable
in
leadership.
E
Yeah,
it's
it's
interesting,
it's
challenging!
You
know,
I
think.
Historically,
I
don't
know
that,
but
we've
had
a
lot
of
acting
chiefs,
but
it's
generally
been,
for
you
know
not
a
super
long
period
of
time,
but
it's
kind
of
this
balance
right.
Do
you
make
the
decisions?
You
think
that
you
know
make
the
change.
You
think
need
to
be
made
and
potentially
you
know,
make
bad
calls
and
not
get
the
job.
E
B
It's
yeah
it's
companions
with
tc3,
it's
by
the
chamber
and
basically
it's
a
year-long
commitment,
but
very
short
time
periods.
That's
not
like
a
big
time
period
thing
and
there's
folks
from
all
different
aspects
of
the
community
and
you
get
together
and
you
do
a
community
project
together,
and
so
it's
like
mixing
up
people
from
banking
to
whatever,
and
I
found
it
to
be
very,
very
helpful.
B
You
know
people
looked
at
me
as
a
foreign
object.
Well,
they
do
anyway,
but
I
mean
because
I
was
a
person
who
was
in
government
and
you
know
worked
at
dss
and
it
gave
a
different
complexion
to
discussion
and
I
think
you
know
if
the
officer
did
that.
Maybe
other
folks
would
have
a
different
perspective
on
the
officers
at
ithaca.
E
Yeah,
I'm
not
aware
of
it,
but
that
sounds
great.
I
don't
if
you
come
across
any
kind
of
information
on
it
again
or
if
you
have
some.
You
know.
Please
share
it
with
me.
You
know
I'm
happy
to
look
into.
I
think
that
sounds
good.
B
A
Staff
here
nothing
to
report
from
the
clerk's
office,
because
we
are
sitting
amidst
the
only
update
I
would
give
there,
which
is
that
meetings
have
now
gone
back
to
virtual.
A
The
order
has
been
extended
until
january
15th,
so
I'll
just
keep
my
ear
to
the
ground
as
to
when
anything
changes
on
that
front
I'll
be
sure
to
try
to
let
you
know
as
far
ahead
of
time
as
we
find
out
and
then
the
other
information
I
would
share,
I
did
send
you
a
copy
of
a
press
release
that
went
out
and
circulated
recently
announcing
the
website
tool
that
I
had
mentioned
in
our
previous
meeting
that
folks
can
use
to
interact
with
the
reimagining
public
safety
information.
A
There's
a
great
how-to
video
linked
in
there.
But
if
you
go
through
the
information
and
you
find
that
you
want
to
have
a
bit
more
direct
support
in
the
website
or
the
materials
how
to
get
registered
things
like
that,
there
is
a
virtual
session
that
you
can
register
for.
There's
a
link
in
that
email.
That's
why
not
there's
one
on
friday
at
four
o'clock
and
then
there's
another
one
in
october.
A
If
you
can't
make
that
one
and
then
by
the
end
of
the
week,
we'll
be
announcing
a
virtual
update
that
the
co-leads
for
the
working
group
are
going
to
be
hosting,
we
hope
to
have
in-person
events
in
the
future.
It's
just
a
little
dicey
at
this
time.
A
You
know
we
had
an
in-person
event
in
mind,
but
given
the
nature
of
our
public
health
situation,
we're
going
to
first
host
a
virtual
update
where
eric
rosario
and
karen
yearwood
from
the
working
group,
the
two
leads
are
going
to
be
just
kind
of
giving
a
an
overview
of
progress.
Thus
far
and
hosting
questions
concerns
public
conversation
as
soon
as
I
have
all
that
information
nailed
down
I'll
be
sure
to
circulate
it
to
the
group.
The
date
we're
looking
at
is
early
october.
For
that.
A
A
You
can
reach
me
via
my
email
or
my
cell
and
just
say:
hey,
I'm
not
understanding
how
to
sign
up
here
or
you
know
what
does
this
mean,
but
dominic
from
the
county
made
a
really
great
how-to
video
that
walks
through
that
whole
process,
but
people
have
been
up
in
on
the
website
and
and
putting
in
ideas
and
interacting
and
commenting
on
each
other's
ideas
and
there's
a
lot
of
diverse
opinions
on
there.
So
it's
it's
pretty.
It's
pretty
cool
to
see
and
I'll
put
it
in
the
chat.
A
It's
public
safetyreimagined.com.org,
but
I'll
just
pop
it
in
here.
If
anyone.
E
C
Appears
I've
been
on
it
cool
kind
of
interesting
to
see
what
people's
comments
are
on
the
particular
items
that
they're
working
on
last
I
looked.
There
were
two
two
questions.
They
were
asking
for
comments.
B
A
Yeah-
and
I
think
that's
been
the
nature
of
a
lot
of
the
conversations
so
far,
and
so
we
we
thought
it
was
important
to
try
to
qualify
where
folks
live
when
we're
hearing
from
them,
because
it's
difficult
to
tell
if
somebody's
in
texas
and
has
a
strong
opinion
in
one
way
or
the
other
and
how
to
weigh
that
in
versus
somebody
who
lives
here
in
the
town
or
in
the
city
and
just
to
your
point
as
the
different
plans
are
introduced
and
being
worked
on.
A
That's
when
you'll
see
them
come
up
on
that
website.
So
right
now
the
two
things
that
you
see
there,
the
the
call
type
response
and
then
the
community
healing
plan
are
the
two
things
that
are
being
worked
on
actively
right
now.
So,
as
things
are
coming
into
conversation,
they'll
be
popping
up
on
that
website.
C
A
Don't
tell
texas
good
thing:
we're
not
live
yeah
I
mean,
I
think
it's
just
important
to
wait
to
weigh
in
what
the
you
know
what
the
interaction
level
is
and
how
much
outreach
we
have
to
do.
So.
If
we're
having
an
overwhelming
response
from
people
that
don't
live
locally,
then
that
means
we
need
to
strengthen
our
local
outreach.
C
Well,
I
I
I
didn't
mean
to
disparage
non-local
people.
The
a
lot
of
them
are
from
a
town
of
ithaca,
or
you
know,
thompson's
county
residence
hall
right.
A
F
I
to
assume
that
this
update
from
this
eric
rosario
is
going
to
be
a
30-foot
view
as
to
what
is
going
on.
I'm
I'm,
I'm
essentially
trying
to
understand.
This
is
what
probably
a
little
over
a
year
and
a
half.
Now
that
we've
been
doing
some
imagination
and
my
thought
is
trying
to
figure
out,
when
am
I
getting
up
out
of
bed
to
actually
move
about?
F
D
F
Different
aspects
for
it
to
be
improved
or
changed,
or
whatever
I'm
kind
of
like.
Where
is
the
focus
on
the
policing?
This
is
more
of
like
tell
me
anytime,
you
interact
with
a
police
officer.
Just
tell
me,
you
thought
go
and
I'm
sitting
here
like
I'm
working
with
these
folks.
I
know
that
there
could
be
training
on
how
folks
write
reports.
F
I
know
that
they
could
be
training
on
a
number
of
other
things.
I'm
not
going
to
go
much
further
in.
But
my
point
is
that
I'm
not
seeing
that
being
discussed
in
these
particular
discussions,
so
I'm
hoping
that
the
30
foot,
30
000
foot
view
would
probably
at
some
point,
know
that
that's
coming
or
it's
happening
or
something.
A
I
see
what
you're
saying
so
you're
looking
for
something
more
about
the
entire
reimagining
process
on
the
whole,
that's
not
what
this
will
be.
This
update
update's
going
to
be
about
the
working
group,
so
eric
and
karen
were
not
initially
part
of
the
the
the
work
that
went
on
up
until
they
were
asked
to
join
this.
This
part
of
it.
They
had
some
involvement
with
focus
groups
and
things
of
that
nature,
but
they
weren't
actively
working
with
the
you
know.
A
The
project
managers
and
things
like
that
I'll
see
if
I
could
find
you
some
just
truncated
information
aside
from
reading
the
entire
overview,
the
the
whole
report
and
going
through
all
the
videos
that
have
already
happened
at
this
point,
but
maybe
I
can
find
for
you
just
like
a
flowchart
of
when
different
things
will
be
coming
into
play
because
they
have
lined
up
when
different
parts
of
the
work
that
you're
talking
about
are
going
to
be
happening,
and
you
know
it's
some
of
it.
A
It's
going
to
run
alongside
of
each
other,
then
some
things
will
lead
to
how
other
things
will
work
down.
The
line
like
understanding
more
about
call
type
response,
for
example,
will
inform
who's
responding
to
it
who's
required
what
trainings
are
required
and
things
of
that
nature
does
that
make
sense.
F
It's
who
a
degree
it
sounds
like
call
and
response,
I'm
not
even
sure
what
what
what
will
come
out
of
that,
because
I'm
not
see,
I
don't
want
to
lose
track
and
head
into
a
whole
nother
logistical
question,
because
that
calling
response
is
not
as
simple
as
people
are
trying
to
make
it
or,
as
as
it's
trying
to
be
made,
I've
attended
or
seen
the
public
updates
to
the
best
of
my
understanding
that
have
been
available
on
the
updates
of
this
process,
and
I
haven't
seen
any
indication
that
any
substantial
discussion
on
the
job
operations
of
police
officers
are
going
to
be
discussed.
F
Vague
planning
in
the
sense
of
we're
going
to
have
a
naming
week
and
we're
going
to
have
a
something
else,
type
of
thing,
but
nothing
really
about
how
do
you
either
better
or
enhance
the
police
officer's
job
enroll.
A
It's
definitely
part
of
the
process
right
that
that
will
be
coming.
That's
so
they're
they're
doing
a
lot
to
try
to
be
very
detailed
about
each
aspect
of
what
they're
looking
into
once
we
opened
up.
The
call
types,
for
example,
became
evident
that
people
wanted
more
information
from
the
department
of
emergency
response.
They
wanted
more
discussion
about
these
things,
and
so
that's
all
happening
within
the
working
groups,
and
I
mean,
if
you
have.
A
I
think
it
would
probably
be
a
great
idea
for
you
if
you
wanted
to
pop
on
the
tool
and
where
there's
that
section
about
you
know
see
something
that's
not
mentioned
here.
If
you
wanted
to
say
you
know,
when
are
we
going
to
get
to
the
meat
of
this?
When
are
we
going
to
talk
about
the
physical
job
of
a
police
officer
and
what
that's
going
to
look
like
that
might
open
up
a
more
robust
conversation.
F
Yeah,
I
don't
mind
answering
that
question
a
year
and
eight
months
later,
it's
easy
for
me
to
do
so.
I'm
just
I'll
do
it,
but
I'm
not.
They.
A
A
If
it
goes
too
slow,
people
start
to
think
that
nothing's
going
to
happen
so
we're
kind
of
stuck
in
between
those
two
places
of
trying
to
make
it
a
thoughtful
and
thorough
process
and
trying
to
give
some
sort
of
action
points
and
success
points
for
people
to
be
looking
towards
at
this
point,
so
we're
still
building
the
plane
as
we
fly.
It
is
the
the
thing
we
say
often
but
yeah.
A
What
about
what
about?
Let's
see
if
I
can
come
up
with
a
different
analogy:
that's
a
little
bit
more
safe!
It's.
F
F
A
Yet
we
wouldn't
put
anyone
in
the
plane
before
we
knew
what
it
looked
like.
How
about
that
like?
It's,
not
a
plane
with
people
flying
on
it.
It's
we're
trying
to
decide
as
we're,
creating
something
how
it
operates.
What
it
needs
to
look
like
you
know
where
it's
going
to
go
and
then
what
the
people
that
are
in
it
look
like.
A
Those
positions
and
the
the
details
of
those
roles
and
those
trainings
and
the
recruitment
like
ac
julie
was
talking
about,
will
be
part
of
the
consideration
as
well
as
how
do
we
recruit
people
actively
that
are
going
to
be
great
for
these
positions
and
be
able
to
work
with
our
department
as
it.
You
know,
the
folks
that
are
there
already
and
then
the
new
folks
that
are
coming
in
the
the
different
mental
health
advocates.
Things
like
that,
so.
A
B
To
see
you,
we
got
an
old
business
and
the
first
item
in
the
old
business
is,
I
was
to
give
an
update
as
to
my
contact
with
the
gentleman
from
saratoga
springs,
who
communicated
with
us
and
wanting
to
know
what
our
troubles
were
as
a
community
police
board,
etc,
etc.
Had
a
nice
conversation
with
this
gentleman
from
saratoga
springs
his
situa.
B
Their
situation
is
much
different
than
ours
in
that
they're
they
don't
have
a
any
type
of
citizen
oversight
at
this
particular
point
and
they
have
a
strong
pushback
from
their
common
council
or
their
legislative
body.
They're
not
interested
in
putting
some
sort
of
civilian
oversight
in
place
so
getting
past.
B
I
think
if
reasonable
people
sit
down
with
reasonable
people,
you
come
to
conclusions
that
are
reasonable
and
the
other
thing
that
he
was
very
appreciative
of
was
the
work
that
you
all
did
with
regard
to
your
green,
blue
and
red,
or
whatever
your
things
for
demonstrations,
he
loved
that
and
was
going
to
go
online
to
you
know,
pull
off
a
copy
for
himself
because
they
are
currently
having
multiple
demonstrations
and
arrests
going
on
in
saratoga
springs
on
the
regular,
and
so
what
he
did
say
is
that
he
would
continue
to
reach
out
if
there
was
something
that
would
be
helpful,
and
I
told
them
that's
fine
with
me.
B
It
was
a
nice
conversation.
I
hope
they,
you
know,
get
to
some
place
where
they
can
have
something.
That's
reasonable.
The
one
key
thing
is,
chief,
their
chief
is
on
board
with
the
citizen
oversight.
It's
the
the
legislative
body,
that's
the
barrier.
H
F
B
The
chief
has
got
you
know,
obviously
you
know
he's
fighting
their
legislative
body
and
the
citizens
all
at
the
same
time
and
is
interested
in
having
an
oversight
to
you
know,
help
you
know,
put
the
fires
out,
that's
the
way
it
was
explained
to
me
from
him
and
it
makes
sense
to
me
I
mean
if
you're
getting
you
know,
you're
getting
attacked
from
every
place.
E
E
You
know
making
decisions,
you
know
about
use
of
force,
or
you
know,
policies
that
are
already
in
place,
and
I
think
that
that's
just
a
really
difficult
thing.
A
lot
of
cities
are
trying
to
work
through,
but
I
think
he
is
seemed
like
he
was
very
you
know
he
was.
He
was
very
supportive
and
wanted
to
try
to
pursue
what
we
have
so
like,
like
you
described
as
dispute.
E
You
know
you
help
us,
you
know
a
lot
of
oftentimes,
I
explained
many.
Many
of
the
complaints
are
people,
don't
understand
the
law
or
they.
You
know
think
that
we
should
be
doing
something
else
which
we're
not
actually
to
do
when
we
explain
it
it
it's
accepted
differently
than
when
you
know
when
you
all
sit
and
meet
with
them
sometimes,
and
it's
a
it's
a
very
helpful
process.
F
That
might
want
to
be
something
that
you
guys
might
want
to
fix,
because
it's
not
like
we're
experts
on
communications
in
here
and
so
for
me,
like,
I
feel,
like
every
officer
should
I
get
it.
F
It's
not
always
in
the
best
circumstances,
but
I
do
want
to
make
sure
I
encourage
officers
to
do
a
good
job
in
trying
to
because
sometimes
when
it's
explained
it's
more
of
like
I'm
yelling
at
you
and
dictating
at
you
or
commanding
you,
then
I'm
talking
with
you
I'm
having
a
conversation,
I'm
not
saying
every
officer
does
that
I'm
saying
the
ones
that
mess
up
they
got
that
problem
where
they
they.
That
communication
is
a
problem.
E
You
know
maybe
with
some
conflict
or
you
know,
usually
we
get
involved
and
intervene
when
people
are
at
their
worst
or
you
know
in
a
low
at
a
low
point,
and
I
think
you
know
oftentimes,
we
represent
the
government
or
authority
and
and
it's
just
sometimes
that
and
the
delivery
potentially
you
know
are
you
know
difficult
for
some
people
to
kind
of
just
hear
at
that
particular
time,
and
I
I
think
you
know
from
my
experience
oftentimes
later
on
when
the
officers
speak
with.
D
E
F
I
completely
agree,
I
just
don't
want
the
impression
to
assume
that
this
just
solely
gets
the
job
done.
This
is
more
of
like
it's
one
of
the
immediate
motorcycle
one
of
the
multiple
solutions,
but
I
don't
want
people
to
think
that,
just
because
we,
if
you
want
the
you
know,
I
really
don't
want
that
habit
of
you
know
encouraging
folks
that,
like
the
police
board,
is
something
that
will
will
fix
that
type
of
error
that
officers
made.
F
B
All
right,
we
we
gotta
move
on
to
the
next
one,
and
that
is
the
draft
letter
with
regard
to
the
redesign
of
the
public
safety,
and
I
hope
that
you
all
have
had
a
chance
and
an
opportunity
to
at
least
read
the
copy
that
was
attached
to
the
agenda
drafted
by
rick
and
then
richard
recently
sent
in
some
changes.
I
believe
so.
Can
we
start
the
discussion
on
that
mike.
B
C
First
of
all,
the
conversation
that
we
just
had
is
probably
the
exact
type
of
conversation
that
the
public
safety,
reimagining
public
safety
collaborative,
is
going
to
want
to
hear
when
they
make
decisions
when
they
make
decisions
about
what
a
civilian
review
board
will
look,
look
like
under
the
new
structure.
So
I
think
those
conversations
are
important.
We
need
to
remember
what
we
said
today,
because
we're
going
to
have
to
present
this
at
some
point.
C
C
C
H
I
think
it's,
I
think
it's
good.
What
I
was
thinking
about
during
this
meeting
was
that
it's
great
to
have
melody,
giving
us
updates,
but
wouldn't
it
be
better
or
could
it
be
possible
to
have
someone
who's
actually
in
charge
of
the
committee
to
join
us
in
one
of
our
meetings
to
update
us
and
to
be
able
to
answer
our
questions
directly
instead
of
searching
for
it
on
websites?
I
looked
for
stuff
and
the
the
tompkins
county
website
is
pretty
well
organized,
but
it
doesn't
contain
everything.
H
So
my
only
addition-
I
guess
to
this
letter
just
because
I
just
thought
of
it
is:
could
we
also
ask
for
regular
personal
updates
to
this
to
this
board,
because
that's
what
we
do.
F
No
disrespect
melody.
I
really
appreciate
what
you
do,
one
I'm
not
even
sure
if
they
pay
you
enough
to
be
doing
that,
and
I
this
this
is
really
good
at
structuring
people's
jobs
to
fit
whatever
they
can
and
so
as
great
as
you,
the
updates
are.
I
do
agree
with
mike
that
there
is
a
necessity
for
particularly
that
that
role
player
to
be
here.
A
No,
I
take
no
offense,
I'm
not
entirely
sure
what
kind
of
well
I
just
in
thinking
about
what
you
requested
richard
and
thinking
about
the
working
group
members.
Those
are
two
different
asks,
so
we
can
definitely
get
some
updates,
probably
from
eric
or
karen.
You
can
certainly
make
that
ask
if
you
want
to
include
it
in
that
letter.
I
am
going
to
go
back
and
state
that
there's
an
interest
that
you
have
more
of
an
overview
available
as
well,
so
just
the
whole
process.
B
I
think
I
agree,
but
I
I
guess,
I'm
more
interested
in
having
the
mayor
come
and
see
us
on
a
regular
basis
with
what's
going
on.
You
know
we
did
it.
You
know
he
did
suggest
it
when
we
met
with
him
in
august,
but
we
haven't
set
anything
up
to.
You
know
make
that
a
reality.
B
B
A
They
found
the
volume
remote
for
the
tv,
so
that
was
important
information.
It's
actually
been
missing
for
about
three
months,
so
I'm
curious
to
find
out
where
we're
gonna
find
out
later
I'll
report
back.
B
Okay,
so
I
don't
know
sorry.
G
My
thoughts,
the
letter
I
mean,
I'm
just
gonna-
save
it.
I
think
whatever
the
mayor's
doing
his
decisions
might
already
be
made.
I
don't
like
to
say
that,
but
you
know
let's
hope,
that
some
of
this
input
counts,
but
as
a
community
police
board.
G
Of
our
charges
is
to
interact
with
the
community
and
the
officers
and
trying
to
bring
them
together.
Maybe
we
could
do
some
sessions,
not
everybody
has
internet.
I
guess
that's.
One
of
my
big
concerns
with
the
mayor's
whole
project
is
he's
he's
gonna
assume
that
everybody
has
this
great
interconnect
connection
and
they
are
very
comfortable,
hooking
up
and
and
speaking
in
front
of
people
or
writing
letters
and
no
they're,
not
I've
spoken
at
many
meetings
and
it's
very
stressful
and
it's
very
emotional.
It's
a
lot
more
emotional,
so
yeah.
G
It
would
be
nice
if
maybe
somewhere
at
southside
or
g
act,
they
could
have,
even
if
we
don't
do
it,
but
somebody
in
the
city
says:
hey:
let's
help
these
people
get
online.
So
if
they
want
to
participate,
they
can
yeah,
they
can
go
the
library,
but
you
know
not.
Everybody
wants
to
go
to
the
library
there's
so
many
things
that
are
and
and
and
again
the
poli
we
need.
The
police's
support.
The
officer
support
too.
G
We
need
buy-in
from
the
community
from
us
from
everybody
and
I'm
very
disturbed
to
hear
that
people
from
outside
our
community
are
commenting
on
what
we
should
do
in
here,
and
I
know
we're
not
really
different
than
any
other
communities,
but
we
are
in
a
way.
So
I
all
I
know
is
that
I
I
like
what
you
everybody
has.
I
think
we
need
to
stick
with
what
we're
doing
right
now
and
and
maybe
try
and
interact
more
with
the
community.
G
I
I
would
like
I
like
the
way
we
handle
things
now
where
we
talk
to
people,
and
we
talk
to
the
author.
I,
like
all
that
I,
like
the
community
this,
I
love
melody.
Thank
you
for
what
you
do.
Anyways
yeah,
that's
my
thoughts,
the
letter
yep,
my
what
mike
said.
I
second
I
had
to
step
out
for
a
minute
but
yeah,
I'm
good
and
I
don't
know
what
else
to
say.
G
G
Well,
I
got
a
lot
of
that.
Okay,
I
would
like
to
see
more.
I
do
think
we
could
do
some
things
with
south
side
and
gia,
but.
A
Now
exactly
what
this
first
one
was
supposed
to
be,
but
it's
such
a
troubleshoot
with
the
yeah,
this
variant
kind
of
derailed
that
yeah,
that
was,
we
had.
We
had
great
plans
for
these.
These
events
to
be
held
at
giacon
at
south
side
and
the
library
but
giac
and
southside
have
computer
labs
as
well.
Like
you
said,
if
folks
aren't
comfortable
with
going
to
the
library,
you
know
trying
to
schedule
things
for
right
when
folks
would
be
able
to
come
before
they
pick
their
kids
up
or
you
know
we
right
there
with
you
appreciate.
F
Yeah
my
edit
to
the
letter
was
really
more
of
like
I,
I
just
cut
some
parts.
I
just
started
a
little
bit
more
direct.
I
thought
other
sentences
were
more
of
either.
It
was
either
information
that
was
already
aware
or
information
that
I
didn't
necessarily
like
those.
I
think
it
was
a
sentence
about
climate
and
that
in
itself
was
more
of
like
whether,
whether
it's
this
climate
or
any
other
climate,
I
would
not
change
my
position
as
to
wanting
to
have
this
discussion
at
a
separate
point.
F
So
to
me,
the
political
climate
had
nothing
to
do
with
my
want
to
have
this
conversation
that,
in
a
separate
form,
this
kind
of
climate
really
has
been
existence.
Is
all
I've
all
I've
known.
So
it's
unless
the
weather's
changed.
It
really
doesn't
do
much.
C
The
review
may
take
place
in
a
different
legal
climate
concerning
public
access
to
personnel
records.
I
think
you
know
that
there
is
there's
a
probability
of
change
to
how
the
state
is
going
to
allow
personnel
and
incident
reports
to
be
accessed
by
the
public.
It's
not
anything
we
can.
We
can
change,
but
I
do
think
that,
as
those
changes
are
made
at
the
state
level,
that's
a
reason
for
asking
the
public
safety
collaborative
to
wait
on
how
they
deal
with
civilian
review.
F
Yeah
illegal
climate
is
still
very
vague
or
very
general.
I
would
specify
that
particular
reason,
because
I
I
understand
that
reason,
but
legal
climate
can
go
a
different
number
of
ways,
and
so
for
me,
that's
if
you
want
it,
it
can
be
added,
but
I
would
only
add
explain
specifically
that
there
could
be
possible
changes
to
laws,
but
you
know
that
affects
it.
F
I
mean
you
know,
or
just
clarify
that
there
are
current
discussions
are
happening
that
could
affect
you
know
the
the
the
discussion
in
terms
of
that
discussion.
Are
you
talking
about
with
the
possible
rules
change?
I
think
it's
a
clearer
point
than
saying
under
these
particular
legal,
this
legal
climate.
B
I'm
not
hearing
anybody,
so
do
we
want
to
clean
up
a
portion
of
that
letter
which
richard
has
discussed
with
us
and
then
moving
on
or
do
we
want
to
wait
or.
F
Are
we
going
to
add
mike's
comment
with
about
the
having
someone
attend,
whether
it's
the
mayor
or
a
leader
of
the
particular
yeah
go
ahead,
john.
C
All
right
so
change
that
sentence
I'll
I'll
change
that
and
get
you
don't
like
the
word
climate.
So
I'm
more
than
glad
to
get
rid
of
that
and
I'll
change
that
that
there's
there's
pending
litigation.
B
B
Or
do
we
want
to
wait
and
do
it
at
another
time
or
do
we
want
to
wait,
and
I
mean
we've
had
plenty
of
time.
I
believe
we
have
plenty
of
time
and
plenty
of
discussions
on
it
that
I
don't
think
somebody's
position
is
going
to.
You
know
markedly
change
anytime
soon,
but
I
I
would
suggest
that
we,
you
know
clean
it
up
and
send
it
out.
F
H
Any
more
delays
is
just
asking
for
less
clarity.
B
B
C
B
H
Mayor
and
the
pumpkins
county
administrator.
H
H
C
G
B
All
right
so
we'll
clean
this
up,
it'll
go
out,
we'll
have
mel,
you
know
drafted
up
and
put
it
on
our
letterhead,
and
I
would
suggest
that
at
the
end
it
would
be
respectfully
submitted
by
me,
as
the
chair
with
consensus
of
the
board,
is
that
okay.
C
A
I
mean
I
can
review
just
to
get
exact
language
from
this
recording
and
that's
fine
with
me
and
then
I'll
send
it
over
to
shirley
for
authentication.
B
Authentication
all
the
agreement
there,
great
new
business.
B
No
and
we
don't
have
any
investigations
pending,
so
we
will
not
need
executive
session.
We
could
go
to
an
adjusted
obsession
for
personnel
matters
and
get
mel
rays,
but.
A
And
I
wanted
to
just
be
clear:
I
misinformed
earlier
regarding
the
interaction
with
the
site.
There
is
an
option
for
people
to
state
that
they
live
outside
of
tompkins
county,
but
none
of
those
individuals
have
been
interacting
with
the
information
directly.
It
seems
to
have
kind
of
weeded
that
out.
It
was
early
on
in
the
process
that
that
was
noticed.
That
was
important
to
do,
and
that
seems
to
be
working.
That
folks
are
saying.
Well,
I
don't
live
there,
so
maybe
I
won't
comment.
A
A
H
Problem,
I
just
wanted
to
say
the
problem
with
the
website
is
that
I
can't
I
couldn't
find
it
other
than
when
you
pointed
it
out
to
me.
It's
not
on
not
easily
found
on
the
city
of
ithaca
site
and
and
not
on
the
tompkins
county.