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From YouTube: Public Sector Search Consultant
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C
Hi
everyone
we're
here
to
give
the
police
chief
executive
Search
firm,
a
some
feedback,
but
to
start
I
need
to
declare
that,
because
of
the
state
of
emergency,
we
are
holding
this
meeting
virtually
and
are
allowed
to
by
state
law.
Are
there
any
objections
from
the
body
you
know?
Perhaps
we'll
continue
it
I'll
hand
it
off
to
Shelley
to
walk
us
along.
B
D
Good
evening,
like
Shelley,
said
I'm,
Gary,
Peterson,
public
sector
search
and
Consulting,
so
this
evening
is
a
basically
Ithaca
City
Council
conversation
around
the
police,
chief
search
and
the
qualities
characteristics
desired
in
the
future
leader
and
what
you
need
them
to
do
to
to
be
successful
and
so
and
we'll
get
more
into
that.
But
I'd
like
to
kind
of
give
you
my
perspective
and
where
I'm
coming
from
so
you
guys
know
a
little
bit
more
about
me
and
then
I'd
like
to
hear
from
you
all.
D
So
we
are
a
national
executive,
recruiting
firm,
that's
focused
solely
on
recruiting
police
executives
for
cities,
counties,
Special,
Districts
universities
and
community
colleges,
and
I
mean
it
goes
without
saying,
but
I'm
going
to
say
it.
You
know
the
recent
National
local
events
have
caused
many
of
our
clients
to
examine
the
complexities
in
the
important
ongoing
conversation
and
it's
a
national
conversation
about
race
and
policing.
D
Several
of
our
clients
are
also
having
those
Community
conversations
about
the
role
police
should
play
in
advancing
Public
Safety
in
their
communities
and
I.
Those
conversations
underscore
the
need
for
thoughtful,
inclusive,
collaborative
police
leadership
and
I
and
I
understand
that
Ithaca
has
had
those
conversations
and
is
continuing
to
have
those
kind
of
conversations.
D
So
our
firm
is
conducted
more
than
65
police
chief
searches
nationally,
including
several
major
U.S
cities,
including
several
searches
in
New
York
state,
including
Albany
and
Syracuse,
and
Rochester
the
University
of
Buffalo
Beacon,
to
name
a
few.
D
We're
committed
to
a
process
that
produces
a
21st
century
police
leader
that
can
you
know,
can
impact
the
community
and
and
impact
change,
and
so
I'll
start
with
that,
and
part
of
our
process
is
to
get
feedback
from
the
council,
but
also
we've
created
with
the
help
of
Shelley
Michelle
Nunn.
My
contact
for
Ithaca
created
several
meetings
in
spaces
where
others
could
give
input
and
we've
we've
had
an
opportunity
for
the
for
the
police
employees.
We
had
a
meeting
there
where
we
received
some
input.
D
We've
had
meetings
with
other
folks
in
the
community,
the
formerly
incarcerated
folks
with
community
members
and
other
community
meetings
to
to
get
input
on
on
the
qualities
and
characteristics.
So
with
that
kind
of
try
to
make
it
a
brief
introduction,
I'd
like
to
get
to
introducing
yourselves
to
me
because
I'm
not
sure,
I
know
that
your
council
members,
but
who
you
represent,
and
what
part
of
the
city,
if
you
could.
E
Initially,
right
thanks,
Shelly
hi
Gary,
how
you
doing
thank
you
for
doing
this
with
us.
I
represent
the
Third
Ward
of
the
city
of
Ithaca,
which
is
on
the
eastern
part
of
the
city
near
the
Cornell
campus,
and
on
the
neighborhood
or
area
of
the
city
known
as
East
Hill.
C
F
I'm,
Phoebe
and
I
represent
the
ward
2
also
and
it
will
be
changing
and
I
will
be
doing.
North
Side,
South,
Side
Ward,
one
I'm,
also
the
Central
Regional
coordinated
coordinator
for
lines
of
families
for
justice
who
work
with
people
who've
been
formally
incarcerated
and
I.
Believe
you
met
with
some
of
the
Men
last
week.
D
A
Hi,
my
name
is
Chris.
Hayne
sharp
and
I
represent
District
I
award,
five,
which
is
primarily
Fall,
Creek
area.
I
would
say,
that's
the
the
main
thing
I'll
pass
it
over
to
Mr
contomo.
G
Hi
Robert
I
also
represent
the
Fifth
Ward,
can't
leave
out
those
Cornell
Heights
folks
that
we
represent
Chris.
That's
the
other
part
of
the
ward,
that's
also
where
I
live
and
I'll
throw
it
over
to
Cynthia.
H
Hi
I'm
Cynthia
Brock
I
represent
the
First
Ward,
which
includes
everything
west
of
Meadow
Street,
that's
West
Hill
and
the
West
End.
H
B
D
Great
great,
so
if
we
can
start
the
conversation
with
personal
qualities
that
you
think
are
most
important
for
the
next
leader
of
the
police
department.
D
F
This
is
Phoebe
and
I'd
like
to
see
someone
who
is
not
uncomfortable
going
in
communities
that
that
are
of
black
and
brown,
someone
who
is
who
I've
already,
if
they're,
not
from
this
community,
who
have
already
built
those
type
of
relationships
in
the
community
that
they
reside
in
now,
someone
who's,
open-minded
someone,
who's
willing
to
listen
and
someone
who's
willing
to
work
closely
with
a
reimagining
public
safety.
G
I'll
jump
in
I
think
I,
wanna,
I
wanna.
Second,
what
Phoebe
said
I
think
as
I.
Listen
to
that,
you
know
for
me,
I
would
I
would
throw
out
creative,
as
a
word
I
think
it's
really
important
that
we
have
someone
who's
going
to
be
working
alongside
with
us
on
on
the
reimagining
efforts,
but
I'd
love
to
I
think
the
ideal
candidate
would
be
someone
who
was
sort
of
innovating
and
offering
ideas
as
well.
G
D
And
I
think
I
think
those
are
all
really
good
points
and
if
I
could
just
say
that
and
being
a
counselor
to
the
Council
on
issues
where
police
intersect
with
the
changes
you're
making,
because
some
of
those
changes
are
going
to
impact
policing
in
a
different
way
and
you
guys
are
going
to
know
what
that
impact
is
going
to
be
before
you
make
that
decision.
B
E
Yeah
thanks
I
I
want
to
Echo
much
of
what
I'm
hearing
from
my
colleagues
and
and
really
sort
of
highlight
the
fact
that
we're
gonna
need
someone
who
can
really
be
a
demonstrated
leader
in
the
in
in
having
these
ideas
come
into
not
only
a
community
but
but
among
all
the
important
players
in
doing
this
kind
of
policing,
work
and
I.
Think
that's
something
that
I
I
hope
we
can
figure
out
a
way
to
tease
out
of
the
opportunities
to
meet
with
people.
E
To
do
that,
because
I
think
they're
going
to
need
to
have
to
do
all
the
things
that
I'm
hearing,
Phoebe
and
Robert
talk
about
and
I'm
sure
others
as
well
to
be
able
to
get
that
out
of
the
the
organization
of
people.
I
think
is
going
to
be
really
important
to
have
that
characteristic
of
someone
who
can
help
change
minds
and
reimagine
and
lead
people
lead
groups
of
people
through
that
idea.
F
I
I
have
to
also
add
that
someone
who
not
who
looks
at
other
communities
but
is
someone
who
realized
our
community,
is
different
from
other
communities,
someone
who
see
and
be
able
to
pick
and
choose
and
someone
who
respects
that
communities
are
already
keeping
their
communities
safe
and
and
and
and
kind
of
realize
that,
like
you,
know,
don't
have
the
attitude
we're
the
boss
of
safety.
B
H
Yeah
I
want
to
Echo
everything.
I've
heard
Rob
said
exactly
that
this
individual
needs
to
be
a
strong
leader
within
the
policing
Community.
They
need
to
have
the
trust
and
respect
to
be
able
to
demonstrate
and
be
a
model
for
policing
to
set
the
standard
and
level
of
accountability
and
professionalism
that
will
bring
the
entire
organization
along
is
really
important.
H
They
also
need
to
be
strong
in
administrative
coordination.
We
are
asking
this
person
to
work
with
other
departments,
not
only
in
the
city
but
in
with
the
county
as
well
working
on
building
collaborative
relationships
with
mental
health,
with
people
who
address
addiction,
recovery
and
those
who
support
those
living
in
homelessness.
So
we
need
that
ability
to
work
collaboratively
with
other
organizations,
in
addition
to
being
a
strong
leader
within
the
police
department
and
the
community
as
well.
B
B
A
E
F
Chris
I
have
to
add
it
I'm
sorry
I
want
to
dominate,
but
I
really
have
to
add
for
someone
who
understands
the
history
of
policing
very
aware
of
where
his,
where
policing
comes
from
so
they're
real
understanding
of
what
policing
and
to
acknowledge,
because
I
think
a
lot
of
times
they
get
caught
up
in,
but
not
in
our
community.
We're
great
police
officers
I
want
them
to
understand
that
they
also
we
also
play
a
part
in
What,
has
been
happening
in
many
other
communities
of
black
and
brown
people
being
killed
by
the
police.
F
It's
a
reality
and
to
stop.
You
know,
make
it
clear
that
I,
don't
know,
I,
think
I,
think
a
big
part
for
me,
A
lot
of
times
is
feeling
this
uncomfortability
of
many
of
the
officers
who
get
pretty
much
defensive
when
we
talk
about
this
is
not
just
it's
like
a
problem.
This
is
a
nation
problem
and
they
share
responsibility
in
it,
and
we
all
do
that's
why
it's
important
for
us
all
to
be
a
part
of
the
reimagining.
D
So
that's
our
kind
of
our
first
blush
through
qualities
and
and
characteristics.
Does
anyone
have
anything
after
hearing
your
colleagues
that
you
want
to
you
want
to
add
on
to
that
piece,
Tiffany
doing
it,
you're,
muted,
Shelly,
all
right.
I
I
I
apologize
for
being
late
and
thank
you
Mr
Peterson,
for
coming
to
talk
to
us.
Certainly
all
I
heard
was
what
Sophie
said
and
what
Chris
said.
I
C
C
I
think
it
really
covered
things.
I
cared
about
yeah
management
able
to
communicate
all
those
things.
D
Yeah
sure
I,
the
the
pool
as
I've
told
everyone
else,
is
going
to
be
limited,
pretty
much
to
New
York
State,
because
under
under
your
Civil
Service
rules
and
the
law
cities
with
a
population
of
under
150
000.,
the
candidate
has
to
have
come
off
of
a
civil
service
list
at
some
point
in
their
career.
D
It's
not
to
say
that
somebody
that
came
off
of
us
from
Civil
Service
worked
their
way
up
through
the
ranks
and
then
ends
up
being
a
police
chief
in
another
state
couldn't
come
back
as
I
think
they
could,
whether
whether
that
Universe
of
candidates
is
Broad,
probably
not
that
not
that
broad,
but
there's
going
to
be
some
of
those
folks
and
then
recruiting
them
to
Ithaca.
D
You
know
we'll
have
to
see.
Is
we
haven't
started
that
process
yet
and
then
we'll
be
so
that's
the
universe
of
candidates,
and
we
also
have
the
in-state
folks
who
will
be
willing
to
to
take
on
the
challenges
and
opportunities
that
Ithaca
offers.
D
So
is
it
realistic
I
mean
all
searches
are,
are
there's
there's
a
job
for
everyone
right
and
some?
This
is
going
to
be
a
unique
candidate.
Who
is
really
in
you
know,
really
up
for
the
challenge
is
that
Ithaca
presents
because
you
you
have
the
the
reimagining
piece
and
that's
working
with
Council
and
the
community
and
the
police
department
to
get
that
right
for
your
community,
but
also
those
types
of
changes
in
a
police
department
are
difficult.
D
They,
it's
change
management,
having
changed
management
change
management
skills
to
work
with
the
PBA
work,
with
the
any
other
unions
that
exist,
as
well
as
as
the
staff
to
make
that
make
sure
that
those
changes
are
lasting
and
and
Can
impact.
What
you
folks
are
trying
to
get
them
to
impact.
E
Yeah,
thank
you.
So
no
I
appreciate
all
that
and
I
and
I
I.
Don't
think
that
should
be
a
surprise
to
any
of
us,
but
it
does
of
course
raise
our
concerns
on
going
about.
E
You
know
the
not
only
the
success
of
the
search,
but
the
hope
that
we
have
a
robust
pool
of
candidates
so
that
we
have
some
great
choices
and
I'm.
Just
curious.
I
know
that
your
firm
has
done
a
lot
of
searches
at
this
level,
and
you,
you
mentioned
a
bunch
of
cities
and
municipalities
and
other
institutions
within
New
York
state
that
you've
done
this
with.
Are
there
others
that
have
been
affected
by
this
rule
of
the
population
size?
So
that
are
what
was
the
number
150
000
or
less
right.
D
So
we're
gonna,
Beacon,
New
York
was
was
impacted
by
that
rule
as
well.
Beacon,
okay,
good
yeah
and
and
the
pool
was
small,
but
it
was
you
know,
seven
or
eight
fairly
decent
candidates,
some
from
the
state
police,
others
from
neighboring
jurisdictions,
so
I
think
we're
gonna.
Have
this
I
think
I
do
think
we'll
have
candidates?
D
How
robust
it
is
it's
going
to
be.
It
remains
to
remains
to
be
seen,
But,
the
difference
between
us
and
and
other
firms
or
other
entities,
or
even
even
most
HR
departments.
It's
hard
to
to
spend
the
time
to
do
Outreach
to
find
people,
and
that's
kind
of
we
put
the
hours
in
to
to
do
the
Outreach.
E
Yeah
and
just
a
quick
follow-up,
so
I
appreciate
that
I
think
that's
a
great
approach
and
helps
with
our
confidence
around
this.
What
how
is
the
salary,
a
factor
in
helping
to
attract
not
only
the
pool
but
pull
the
best
candidate
out
of
a
pool
and
and
how
are
we
sitting
in
that
regard?
Yeah.
D
So
I
I
think
regionally,
I.
Think
your
salary,
you
guys
do
salary
surveys,
I,
think
you're
pretty
much
in
line
with
what
what's
happening
regionally,
but
for
the
kind
of
work
that
you're
asking
to
be
done.
D
It's
a
heavy
lift
and
so
I've
shared
with
with
Shelley
and
the
mayor
that
I
think
the
salary
needs
to
go
up
and
so
I
I
need
to
socialize
everyone
that
the
salary
it's
going
to
be
it's
going
to
cost
a
little
bit
more
money
to
get
the
right
person
here.
F
My
concern
is
timing
because
it
sounds
like
like
we
have
we're
sort
of
like
it
needs
to
happen
now
like
yesterday
and
so
listening
to
you
sounds
like
this
may
take
some
time
and
do
you
have
a
time
frame
of
when
we
can
be
again
to
start
looking
at
candidates.
D
Right
so
as
you
as
you
well
know,
the
the
process
is
prescribed
by
your
Charter
right.
There's
going
to
be
a
search
committee
search
committee
is
going
to
look
at
look
at
the
candidates
that
we
recommend
they're
going
to
interview
and
then
they're
going
to
make
recommendation
to
the
mayor.
The
mayor
is
going
to
nominate
someone
and
then
then
the
or
nominate
individuals,
and
then
then
it
goes
to
the
council
for
approval.
D
So
that's
the
that's
the
kind
of
the
short
picture
of
the
the
process.
We
do
vet
the
candidates.
We
screen
all
the
candidates
to
make
sure
that
they
meet
the
qualifications.
They'll
also
have
to
be
vetted
by
civil
service
because
whoever
is
selected,
if
they're
not
on
a
civil
service
list,
then
they're
going
to
have
to
take
the
civil
service
exam
and
be
appointed
provisionally
do
I.
Have
that
right.
Shelley
is.
D
Yeah,
so
the
the
our
process
is
90
to
120
days,
okay,
to
finish,
it's
usually
driven
by
the
level
of
engage
Community
engagement.
D
Fortunately,
in
the
last
searching
process,
there's
been
significant
engagement
and
information
for
us
to
draw
on
so
we've
had
some
meetings
and
so
I
think
we'll
be
advertising,
probably
by
the
beginning
of
April
in
the
in
that
area
and
we'll
advertise
for
30
to
35
days
and
then
we'll
start
screening
candidates
and
and
working
with
the
search
committee
to
to
whittle
it
down
to
a
manageable
number
for
them
to
interview.
B
I
First
part
of
April
is
three
weeks
away.
Why
can't
we
start
advertising
like
next
week
and
two?
I
D
Yeah
so
so
our
role
is
to
recruit
the
candidates
and
and
those
we
recruit
and
those
that
just
apply
naturally,
because
they're,
a
local
individual.
We
screen
all
those
candidates
and
compare
them
based
on
what
the
position
profile
is
and
that
profile
is
developed
through
these
conversations
that
we're
having
now
and
and
other
conversations
that
we've
had
and
we
screen
them
against
the
results
of
all
those
conversations,
so
the
qualities
that
people
want
what
what
they
want
to
have
done.
D
And
then
we
help
we
recommend
to
the
committee
who
to
interview,
and
then
the
interviews
will
be
done
by
the
committee
and
we
help
with
questions
and
and
with
the
committee
and
provide
them
with
all
the
information
on
their
background
that
we
know,
and
that
committee
is
the
one
that's
going
to
rank
the
candidates.
D
Ultimately,
we're
going
to
help
facilitate
conversations
and
if
they
have
technical
questions
about
policing,
I
am
a
retired
police
chief,
so
I
I
should
be
able
to
answer
those
questions
and
and
and
give
advice,
but
I'm,
not
the
one
that
makes
that
decision
of
who
gets
moved
forward
after
the
interviews,
I
myself
and
probably
maybe
Shelly,
are
you
Shelly's
on
the
committee,
so
I
think
it'll
be
facilitate
that
conversation.
D
Your
first
question
is:
why
can't
we
start
next
week
is
because
we're
taking
all
this
information
that
we've
been
Gathering
and
then
we're
gonna
have
to
write
a
brochure
and
that
brochure
has
to
be
developed
and
approved
by
this
approved
by
HR
and
make
sure
we
have
all
the
right
stuff
in
it.
D
And
then
it's
got
to
be
designed
and
with
pictures
and
to
advertise
out
to
the
to
the
broader
law
enforcement
community
in
New,
York
and
Beyond
to
you
know
to
paint
a
paint,
an
accurate,
true
picture
of
of
the
position
and
and
the
challenges
and
opportunities
therein.
B
H
H
H
One
thing:
I,
don't
think
that
has
been
mentioned
is
another.
Priority.
Is
community
policing,
building
relationships
with
with
all
of
the
different
aspects
of
our
community
prioritizing
and
emphasizing
training
in
implicit
bias,
as
well
as
de-escalation?
H
H
Finally,
what
is
also
very
important
to
me
and
something
that
we
don't
really
talk
about,
that
much
is
I,
am
very
interested
in
screening,
an
individual
based
on
their
use
of
force.
History
I
think
that
should
be
considered
in
evaluating
someone
that
we're
looking
to
as
a
leader
and
a
model
for
our
department
and
I
would
like
that
considered
on
the
front
end.
D
Well
and
understood,
and
there
we
do
when
we
do
ask
individuals
in
our
in
our
screenings
if
they
have
had
citizen
complaints,
if
they've
been
involved
in
uses
of
force
that
were
deemed
to
be
outside
of
policy
and
if
they've
received
discipline.
So
we
we
do
get
some
of
that
information,
but
typically
to
know
the
real
facts.
You
have
to
look
at
their
personnel
file
right
and
that's
historically
not
done
until
you
get
further
down
the
road
in
the
process.
F
I'd
like
to
also
add
about
that,
the
this
individual
should
be
well
aware
of
the
shortage
of
officers
that
we
have
and
let
us
kind
of
tell
us
what
can
they
do
because
we
know
policing
around
the
state
has
been
hard
to
get
officers
to
join
and
what
is
in
some
ways
do
they
think
that
they
can
encourage
or
help
build
our
Force
I
hate
to
use
that
word,
but
build
ipd
right.
D
And
you're
talking
about
in
terms
of
building
the
build
building
the
department
up,
building
their
Staffing
up
to
previous
levels,
how
they're
going
to
recruit
people
and
keep
making
or
encourage
them
to
stay
with
the
Department?
D
Okay,
then,
let's
talk
about
so
we
kind
of
synthesize
we
kind
of
got
some
qualities
and
characteristics
and
and
some
things
they
want
to
do.
We
want
them
to
do.
But
what
do
you
think
that
the
the
police
Chiefs
are
the
leader
of
the
next
of
the
department?
You
know
their
top
priorities
should
be.
D
E
D
F
Okay,
this
is
Phoebe
again,
but
I.
Think
one
of
the
top
priorities
for
me
at
this
point
is
understanding
the
value
of
having
reimagining
pulley
police,
reimagining
Public
Safety
the
value
in
how
it
will
not
take
away
from
ipd,
but
how
it
can-
and
you
know,
build
it
and
and
and
and
and
make
it
something
beautiful.
F
F
Of
you
know
someone
who
can
change
their
stigma
of
what
has
happened
since
reimagining
public
since
executive
order
203
have
been
brought
to
the
community
I
think
people
have
forgotten
why
it's
it's
been,
you
know
introduced,
and
how
do
we
remind?
How
did
this
individual
can
understand
that
and
I
I'm
going
on?
But
you
know
the
important.
That's
number
that
for
me,
that's
number
one
because
I
think
that's
a
big
part
of
the
friction
in
our
community
and
I
could
be
wrong.
But
that's
my
feelings.
D
Understood,
thank
you.
Robert
your
hands
up,
yeah.
G
I,
don't
I,
don't
think
dissimilar
to
Phoebe
at
all.
I
I
would
phrase
it
as
I.
Think
the
number
one
priority
is
confidence.
Building
I
think
it
needs
to
be.
You
know,
confidence
building
in
the
community
that
we're
moving
in
the
right
direction
and
that
everything
around
reform
remains
an
iterative
process
where
there's
two-way
dialogue,
I
think
it's
also
confidence
building
for
the
Department
to
provide
that
stability
for
the
officers
and
steady
leadership
I
think
it
was
George.
G
Perhaps
who
mentioned
earlier,
you
know
we
want
someone
who's
going
to
be
a
steady
hand
for
a
significant
period
of
time,
not
someone
who's
going
to
come
here.
You
know
put
two
years
in
and
leave
and
then
I
also
think
confidence
building
just
with
with
their
colleagues,
whether
that
be
other
Public
Service,
public
safety,
Provisions
elsewhere
in
the
city
or
whether
that's
their
colleagues
at
the
county
or
other
neighboring
municipalities.
Right
just
again,
like
reinstilling
that
confidence
that
that
you
know
we've
gone
through
a
really
long
process,
but
we're
we're
moving
forward.
D
Great,
thank
you.
Chris.
A
C
D
I
think
those
are
good
points
rob
you
had
your
hand
up.
E
And
your
music
thanks,
yep,
sorry,
yeah
I,
think
we're
all
touching
on
similar
things
and
but
I
want
to
I
want
to
get
another
idea
out
there.
Earlier
you
use
the
the
phrase,
change
management
and
I
I
think
that's
a
a
hugely
important
aspect
of
the
role
of
the
chief
in
leading
the
department
and
the
city
through
this
reimagining
of
Public
Safety
and
to
Phoebe's.
You
know
Wise
reminder
for
us
about
the
origins
of
why
we're
going
through
this.
E
You
know
and
she's
often
fond
of
and
and
rightfully
so
is
saying
that
you
know
we
we
need
to.
You
know
we
need
to
bring
people
along
with
us
in
this
idea,
so
I
I
think
it's
really
important.
E
For
me,
one
of
the
top
priorities
is
that
as
someone
who's
going
to
lead
the
city
of
Ithaca
through
this
reimagining
and
and
really
come
to
implementing
things
and
putting
them
into
play
on
the
ground,
we
we
really
do
need
someone
who's
going
to
set
the
tone
for
that
and
and
make
sure
that
it's
you
know,
I'm
not
sure
we're
in
a
position
to
have
a
lot
of
compromise
around.
That
idea.
E
I
think
we
really
need
someone
who
can
hactfully
lead
us
through
the
collaborations
that
are
going
to
need
to
get
us
there
and
I
think
that's
a
really
important
priority
and
and
again
ties
into
you
know
one
of
the
qualities
I
think
we
need
in
our
next
chief,
which
is
that
that
ability
to
lead
through
change
great.
Thank
you.
I
Thank
you.
First
of
all,
I
agree
with
what
everybody
said
so
far
as
a
priority
for
a
new
chief,
maybe
I'm,
saying
the
same
thing
in
a
different
way,
but
I
think
number
one.
I
This
person
needs
to
help
and
can't
they
can't
do
it
alone.
They
need
to
help
create
a
culture
in
which
the
people
of
this
city,
particularly
the
black
and
brown
and
minoritized
other
minoritized
people,
can
trust
that
when
they
call
the
cops
when
they
need
to
when
they
need
law
enforcement,
that
they
will
be
treated
fairly
and
with
respect
and
and
will
will
be
served
by
our
Police
Department
and
the
other
side
of
that
is
I
would
love
it.
I
If
this
person
could
help
create
a
culture
within
ipd,
where
the
officers
once
again
look
forward
to
coming
to
work
and
look
forward
to
serving
the
community
and
part
of
that
is,
is
recruiting
good
people.
D
Yeah
part
of
it
I
agree,
part
of
it
is
recruiting
good
people
and
I
know
you
weren't
saying
I
mean
they
do
have
on
a
lot
of
folks
in
the
department
that
are
are
working,
hard
and
I.
D
Think
to
what
you
said,
bringing
those
folks
along
is
going
to
be
just
as
important
too,
like
you
said:
I
think
that
having
and
them
having
a
voice
is
going
to
be
essential
to
getting
things
done,
because
you
can
as
a
police
leader,
you
can
have
great
ideas
and
you
can
be
on
board
with
with
change,
but
if
you
can't
articulate
it
to
your
team
and
get
them
to
buy
into
the
changes
that
are
being
made,
it's
going
to
be
an
uphill
battle
and
very
apparent
regime
for
everybody,
so
understood.
C
C
You
know,
I
think
we
had
a
previous
police
chief
who
had
a
lot
of
the
right
goals
and
was
frankly
just
not
a
respected
person
and
yeah
I
mean
to
the
the
members
of
the
department
I
mean.
So
you.
C
D
Anything
else
on
talking
about
top
priorities.
D
Hearing
none
so
I.
H
I
do
think
that
he
he
wasn't
a
stronger
leader
as
we
would
have
liked,
but
I
just
want
to
not
end
on
that.
On
that
statement,
yeah
I
don't
mean
that
yeah.
C
All
right,
yep,
that's
fair
I!
Guess
too
I'll
say
that
you
know
Phoebe
and
I
in
13.
Minutes
have
to
get
off
and
have
a
neighborhood
meeting,
and
we've
been
yelled
at
before
for
not
doing
enough
with
regard
to
the
various
property
crimes
and
other
things
that
people
are
experiencing,
and
so
it's
like
a
whole
other
facet
of
communication
and
right.
G
D
Well
right,
so,
since
we
we,
our
time
is
short
so
for
those
of
you
who
have
to
leave
I
would
just
ask
if
you
look
down
the
road.
Let's
assume
we
have,
the
search
goes
seamlessly
and
somebody
gets
appointed
a
year
from
now
or
a
year
from
then
or
18
months
from
then.
What
does
success?
Look
like
for
everyone.
F
Here
I
Go
Again
success
with
me
will
look
like
trial
and
error.
It
would
look
like
we
are
making
steps
to
that.
That
is
not
perfect,
but
we
are
all
willing
to
work
together
that
that's
about
it
and
maybe
18
months
from
now
or
what
have
you
take
a
look
at
look
back
at
what
we've
achieved
and
what
we
haven't
achieved
achieved
if
that
makes
sense.
D
H
Yeah
I
see
Rob
your
heart
had
his
hand
up
as
well
for
Progress.
For
me,
you
know
I
I'm,
looking
for
someone
who
has
the
has
the
truth
and
trust
and
faith
of
our
community,
as
well
as
our
police
officers
and
our
Police
Department,
who
is
seen
as
a
partner
and
an
empathetic
leader
in
for
for
all
groups
and,
as
Phoebe
said,
is,
is
dedicated
to
making
progress.
H
Knowing
that
progress
sometimes
is
is,
is
a
learning
process
right,
so
I
think
we're
really
looking
for
someone
who
can
build
trust
within
the
community
and
within
the
department.
Great.
D
E
You
I
guess
yeah
I,
guess
I'll
just
add.
Well,
first
of
all,
thank
you
for
asking
that
question,
because
I
think
it's
a
hugely
important
one
for
us
to
all
be
considering,
and
in
a
year
and
a
year
to
18
months
from
now,
we
may
not
have
a
fully
formed
picture
of
this
yet,
but
I
think
what
my
colleagues
are
saying
is
important.
E
I'd,
add
I'd
love
to
see
some
demonstration
of
people
who
someone
or
our
chief
is
already
out
in
the
community
that
he's
having
an
impact
on
on
being
seen
as
a
leader
and
a
and
a
good
strong
communicator
and
someone
who
has
you
know
innovative
ideas
that
that
are
really
in
alignment
with
reimagining
Public
Safety
and
the
way
we're
doing
it.
So
I
think
those
are
some
things
we
might
be
able
to
see.
E
Even
if
we
can't
see
all
of
the
expected
results
on
the
other
side,
for
example,
I
I
think
we'd
love
to
see
some
Headway
made
on
filling
empty
police
officer
positions
and
the
creation
of
some
of
the
other
Staffing
positions
that
we've
identified
and
and
have
all
that
happening.
Even
if
we
haven't
seen
it
all
put
into
place,
thank.
D
You
Chris
and
then
George.
A
I'd
like
to
see
and
an
attitude
or
a
pre,
a
stance
of
cooperation
and
collaboration
and
less
blame
I
mean
from
all
parties,
I'm
saying
right
that
the
the
attitude
from
all
parties
is
one
of
working
together
collaboratively.
D
I
A
bang
Chris
in
18
months
I
think
we.
We
need
to
be
clear
that
we're
not
going
to
solve
everything
in
18
months,
but
hopefully,
as
Rob
said,
we'll
have
turned
the
Staffing
crisis
around
and
we'll
be
gaining
new
officers
faster
than
we're
losing
experienced
officers,
which
is
the
case
now
and
I
would
like
to
see
more
community
policing,
more
cops
out
of
their
cars,
more
officers
who
know
teenagers
names
and
and
know
who
their
parents
are
right
and
aren't
afraid
to
tell
on
them
and
and
more
more
Community
trusts.
B
I
F
I
Other
thing:
a
good
working
relationship
with
our
brand
new
contingent
of
crisis
responders.
That's
that's
going
to
take
some
work.
I.
C
A
C
Year,
who,
whose
job
it
will
be
to
oversee
both
our
unarmed
crisis,
response
team
and
ipd
and
I
hope
to
see
a
productive
working
relationship
between
between
all
them.
D
G
I,
just
wanna
I
just
want
to
thank
you
for
for
coming
to
speak
with
us,
I
think
starting
this
process
with
this
kind
of
conversation
and
synthesizing,
you
know
the
the
views
that
our
constituents
have
passed
on
through
us
and
getting
that
into
the
search
criteria
is
like
really
helpful.
So
thank
you
for
your
time.
Yeah.
D
Sure
Robert
I,
just
want
to
before
you
go
I
want
to
say
which,
which
you
folks
are
saying,
is
what
I've
been
hearing
in
the
community
as
well,
so
very,
very
similar.
So
thank
you
for
that,
and
so
before
we
go,
does
anyone
want
to
share
anything
else.
H
It's
a
it's
a
great
place
to
live.
We
are
in
an
International
Community,
we're
a
dynamic
community.
H
We
work
really
hard
together
to
identify
and
and
work
on
issues
that
are
in
front
of
us,
we're
going
to
talk
it
to
death
all
the
time,
no
matter
what
the
issue
is,
and
it's
just
a
beautiful
place.
We
have
the
lake,
we
have
this
amazing
natural
environment
and
I.
Think
it's
a
great
place
to
raise
a
family
and
I
hope.
Everyone
who
thinks
about
Ithaca
can
see
that
right
away.
F
Hi
this
is
Phoebe
and
I
wanna.
This
is
a
beautiful
place
aesthetically,
but
we
have
all
the
same
ills
as
any
other.
Any
other
a
city
state
is,
is
ISM
systemic
racism
that
has
been
in
our
systems
for
generations
and
so
I'll
just
share.
F
This
came
to
Ithaca
and
almost
got
caught
up
in
the
beauty
and
did
not
and
and
shine
away
from
wow
it's
great
here,
and
things
are
falling
in
place
for
me
here
until
issues
popped
up
and
so
I
don't
want
anyone
who
come
here
to
to
get
sidetracked
by
the
beauty.
E
Rob
yeah,
thank
you
yeah.
Those
are
all
great
points
and
I
just
had
a
question
really
more
than
any
anything
else
which
is
a
we.
E
We
understand
that
you
know
there's
some
uniqueness
to
a
community
like
Ithaca,
but
then
again,
there's
policing
that
happens
in
communities
all
over
the
country
and
there's
probably
a
lot
of
communities
that
are
also
similar
to
Ithaca.
So
I
guess.
My
question
is
I.
Understand
the
process
we'll
go
through
and
really
help
vet
the
best
candidate
for
the
role,
regardless
of
who,
where
they're
from
but
I'm
just
curious
about
the
what
you
can
share
with
us
about
the
trends
of.
E
Is
there
value
in
knowing
the
community,
or
is
it
really
helpful
to
be
maybe
more
aware
of
the
trends
in
policing
and
be
committed
to
that
part
of
the
role
regardless
of
whether
you're
familiar
with
the
community?
And
how
does
that
usually
play
out
in
a
search
yeah.
D
So
I
think
knowing
the
community,
knowing
the
department
can
be
a
double-edged
sword
right
for
some
candidates,
it's
great
because
they
they
have
relationships
or
existing
relationships
in
the
community
and
they've
been
in
the
department.
So
they
know
what
the
issues
are,
in
other
circumstances,
that
same
type
of
candidate
can't
see
the
the
forest
through
the
trees.
So
they
they
can't
see
what's
going
on
in
the
department.
They
they
don't
understand
the
issues
and
they
don't
really
have
a
relationship
with
the
community
because
they
live
30
miles
away.
D
So
it
really
just
depends
and
we've:
we've
had
Success
With,
both
internal
and
external
candidates.
Internal
candidates
are
are
encouraged
to
apply
as
well,
and
they
all
have
they're
all
individuals
and
they
all
have
their
own
perspectives.
It's
the
same
with
the
external
candidates.