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From YouTube: February 26, 2014 Public Safety, Civil Rights and Emergency Management Committee Meeting
Description
Minneapolis Public Safety, Civil Rights and Emergency Management Committee Meeting
A
I'm
gonna
call
it
order
this
regular
meeting
of
the
public
safety
civil
rights.
An
emergency
management
committee
meeting
today,
which
is
februari
26
2014
I,
am
councilmember
blonde
yang.
Chair
of
this
committee
with
me
today
are
the
following
committee:
members,
council,
member
or
Sami
Council
President
Johnson.
A
Councilmember
Gordon
councilmember
Palmisano
in
constanta
right
we
have
all
six
members,
so
we
definitely
have
a
quorum.
A
A
A
A
As
amended,
an
estimated
local
match
of
two
million
two
hundred
and
fifty
thousand
dollars
is
required
over
the
life
of
the
three-year
grant
and
for
an
additional
one
year
to
comply
with
the
terms
of
the
award
which
will
be
identified
yearly
during
the
award
period.
The
estimated
maximum
local
match
will
be
4,
2014,
4
hundred
and
twenty
thousand
dollars,
2015
four
hundred
and
thirty-five
thousand
dollars,
2016
455
thousand
dollars
and
2017
nine
hundred
and
forty
thousand
dollars.
B
Mr.
chair
council
members,
thank
you
very
much
for
having
me
here
today.
My
name
is
Robyn
McPherson
I'm,
the
finance
director
for
the
police
department.
Just
a
quick
update
on
the
cops
hiring
grant.
We
did
accept
the
grant
s
of
12
31.
The
paperwork
has
all
been
returned
from
the
federal
agency
and
we
are
moving
forward
because
of
our
hiring
status.
Right
now
we
haven't
brought
new
recruits
in
these.
People
have
to
be
sworn
for
them
to
count
towards
the
hiring
grant
because
we
haven't
brought
in
the
end.
B
The
grant
has
not
actually
officially
started
and
I.
Don't
anticipate
that
start
date
to
be
until
august
of
this
year.
At
that
point
in
time
are
probably
couple
months
before
that,
so
the
end
of
the
second
quarter
to
the
beginning
of
the
third
quarter,
we
will
be
coming
in
front
of
your
committee
as
well
as
ways
and
means.
Excuse
me
in
City
Council
to
ask
for
an
additional
allocation
to
cover
our
portion
of
the
grant
match,
because
it
will
not
be
for
a
full
year.
B
B
Far
as
the
hiring,
because
they
actually
have
to
be
sworn
officers
to
count
towards
cops,
hiring
grant
and,
as
you
know,
the
hiring
process,
there
is
a
process
to
go
through,
and
that
includes
both
the
hiring
and
also
the
background
check
and
everything
else.
So
the
cadets
once
they're
sworn
you
know,
we
have
cadets
starting
next
month,
once
they're
sworn
in,
then
we
can
start
using
the
official
term
of
the
cops
hiring
grant
because
they're
sworn
as
of
August.
So
those
will
be
the
first
people
who
are
in
this
program
how.
C
A
D
B
D
D
C
B
C
B
And
I
guess
a
couple
of
things
I
want
to
talk
about
to
if
I
can
bring
those
up
from
a
standpoint
of
the
2013
budget.
In
September
of
last
year,
the
city
council
approved
an
additional
for
100,000
into
our
budget
because
of
some
overages
in
fleet,
primarily
that
money
is
going
to
be
available
for
rollover.
Our
understanding
from
city
finance,
I've,
been
working
with
Sandy
Christensen
is
that
money
is
roll
over
money
is
not
allocation
money.
C
Just
one
more
question
so
when,
if,
if
we
have
these
bodies
available,
when
would
the
program
start
them?
Because
it
is
a
particularly
tailored
program,
outreach
to
communities
that
are
experiencing
gun,
violence
and
so
on
and
so
forth?
So
I
assume
they're,
probably
not
going
to
have
the
rookies
or
the
those
folks
doing
that
work.
So.
D
B
B
I
can
do
that.
I
will
tell
you
that
when
we
do
the
cops
siren
grant,
we
don't
need
to
identify
it.
You
know
it's
not
this
person,
it's
not
identified
to
that
manner.
It's
identified
it
in
quantity.
So,
while
those
cadets
are
fulfilling
the
terms
of
the
new
hires
they're,
not
necessarily
fulfilling
the
terms
of
the
agreement
work
so.
C
B
B
It's
not
a
one
for
one
relationship,
so
we
don't
specify
the
person
who
is
going
to
be
when
we
fill
out
the
cops
higher
and
grant
information.
We
don't
specify
a
name
with
that.
So,
while
we're
hiring
10,
we
can
take
ten
officers
who
have
been
here
for
12
more
years
in
order
to
fulfill
the
actual
project
requirements.
So
it
will
not
be
those
it
will
not
be
those
cadets
who
are
doing
this
work
so.
B
They
do
in
return,
they
do
have
to
be
sworn
in
before
we
can
get
reimbursement.
So
we
have
to
show
that
we've
hired
an
additional
10.
It's
a
finicky
contract
finicky
grant.
We
have
to
show
that
we've
hired
an
additional
ten
for
the
year
okay
to
get
the
reimbursement
funds.
So
we
can't
show
that
yet
because
we
haven't
hired
ten
sworn
officers
in
2014.
When
that
happens
in
August,
then
we
can
say:
we've
hired,
10
sworn
additional
and
we
get
reimbursement.
B
A
A
Vice
versa,
edges,
because
I
I
just
wanted
to
get
to
know
you
all,
and
you
know
this
is
kind
of
a
good
form
to
do
that,
and
so
we
just
asked
for
a
five
minute
overview
on
your
departments
and
to
just
you
know
within
that
I
mean
talk
a
little
bit
about
staffing
and
those
sorts
of
things,
and
so
today
and
I
will
say
this-
I
mean
the
this.
Maybe
not
so
funny
part
was
that
when
I
started
as
chair,
I
didn't
really
know
everybody
who
was
supposed
to
be
a
part
of
this
home
committee.
A
So
now
I
do
and
that's
a
good
thing
because
we
want
to.
We
want
to
do
our
best
to
treat
everyone
fairly
and
you
know
include
everyone
in
the
process
to
listen
to
everyone,
and
so
that's
kind
of
just
you
know
where
I'm
coming
from,
and
you
know
we
have
a.
We
have
a
list
of
folks
who
are
going
to
be
presenting
and
the
first
department
that
is
going
to
be
presenting
is
the
department
of
civil
rights.
F
Thank
you
good
afternoon.
Mr.
chair
and
committee,
my
name
is
Velma
corbel
I'm,
the
director
in
the
Minneapolis
department
of
civil
rights
and
I'm,
going
to
take
about
five
minutes
to
go
through
the
presentation
very
quickly.
As
we
were
instructed
by
the
chair
few
weeks
ago.
We
could
use
a
presentation
that
had
been
used
the
past,
so
you
may
see
this
presentation
may
look
a
little
bit
familiar
because
its
presentation
we
use
for
the
budget
presentation
last
fall
the
first
program.
F
There
are
four
programs
in
the
civil
rights
department,
administration
and
complaint
investigation,
office
of
police
conduct,
review
and
employment
equity
in
the
first
program
will
just
highlight
is
in
administration.
There
are
no
employees
in
administration.
The
budget
is
around
eight
hundred
and
fifty
thousand
dollars
in
that
program
is
specifically
in
the
budget
to
hold
all
of
the
internal
service
fund,
sort
of
the
rent
and
utilities
sort
of
our
overhead.
Our
overhead
program,
that's
our
program.
10
ftes,
about
850,000
second
program
is
complaint
investigations.
That
budget
is
530
2663
from
the
general
fund.
F
65,000
is
revenue
from
work
sharing
agreement
that
we
have
with
the
Equal
Employment
Opportunity
Commission.
It's
100
cases
that
get
submitted
to
the
EEOC
every
year
at
six
hundred
fifty
dollars
the
case.
There
are
five
point:
six
FTEs
in
the
breakdown
of
those
FTEs
is
one
division
director
to
investigators
when
administrative
person
and
a
senior
investigator
and
the
point
six
is
a
prorated
share
of
the
department
director
and
the
administrative
assistant
to
the
director.
F
The
activities
are
there:
eliminating
barriers
to
discrimination,
collaborating
with
community
organizations,
and
we
have
a
mediation
program
that
we
run
through
that
division
in
a
little
deeper
look
at
the
program
activities,
we
enforce
the
city's
and
discrimination
law.
This
title,
seven
in
a
candy
city
ordinance.
We
also
are
fair
employment
practices
agency
when
I
just
talked
about
the
work
share
agreement
that
we
that
generates
the
65,000
dollars
in
revenue
every
year.
That's
because
we
are
fair
employment
practices,
agency
of
of
the
federal
government.
F
We
talk
about
backlog
in
the
complaint
investigations,
division
quite
a
bit
and
I
just
wanted
to
run
right
across
the
page
here.
If
you
will
look
in
2010,
there
were
about
a
hundred
and
twelve
cases
in
the
backlog
and
we
have
gradually
significantly
decreased
the
backlog,
but
at
the
same
time
we've
changed
the
definition
of
backlog
in
2011
and
2012.
The
definition
of
backlog
was
any
case
in
the
inventory
older
than
365
days,
the
middle
of
2012.
F
We
changed
that
definition
to
be
anything
in
the
inventory
older
than
300
days
and
in
in
the
mid
2013
and
we've
become
a
bit
more
efficient,
so
the
2013
numbers
actually
defining
the
inventory
as
anything
any
case
in
the
inventory
over
270
days,
so
we're
trying
to
tighten
up
the
definition
of
backlog
as
we
become
more
efficient
at
investigating
these
cases.
The
next
program
is
contract
compliance
monitors
on
contracts
and
projects
with
public
funding
in
it,
so
the
employment
affirmative
action
prevailing
wage
etcetera.
F
We
also
oversee
the
smaller
and
other
utilized
business
program
and
we
provide
staff
to
the
certification
consortium
called
the
Minnesota
unified
certification
program.
The
fear
of
our
staff
are
also
certifying
small
businesses
to
participate
in
our
small
and
under
utilized
business
program,
and
we
approve
affirmative
action
plans
and
the
contract
compliance
division.
The
budget
there
is
about
five
hundred
thousand
dollars
for
93,
729
and
part
of
the
budget
is
also
from
Community
Development
Block
Grants,
307
thousand
six
hundred
dollars
there
9.8
ftes
in
that
division
and
breakdown
of
those
FTEs
there's
a
division
director.
F
There
is
a
senior
compliance
officer,
6
investigators
and
the
point.
Eight
again
is
the
pro
rata
share
of
the
department
director
and
the
executive
assistant
to
the
department
director
and
I
talked
about
these
activities.
Small
and
underutilized
business
program,
certification,
wage
enforcement
and
affirmative
action
plan
review,
highlights
of
2013
workforce
participation.
You
can
see
in
the
single
family
homes
area
the
Neighborhood
Stabilization
project,
home
ownership
works
in
green
homes.
North
the
goal
to
actual
on
minority
participation
is
actually
a
relatively
good.
F
Thirty
two
percent
goal:
50
6.99
achieved
female
six
percent
goal,
4.53
achieved
on
our
community
planning
and
economic
development,
the
larger
development
projects
and
also
the
official
publication
projects.
Those
are
public
works,
Fire,
Department,
etc.
Thirty-Two
percent
minority
goal
achieved
18.9,
eight
percent
female
go
still:
six
percent
achieved
5.2
six
percent
director.
D
E
E
G
Good
afternoon
mr.
chair
and
members
of
the
committee
and
thanks
for
inviting
us
here,
the
criminal
division
of
the
City
Attorney's
Office,
now
reports
the
Public
Safety
Committee,
which
makes
a
lot
of
sense
to
us.
As
you
know,
the
Minneapolis
City
Attorney's
Office
has
jurisdiction
over
all
adult
petty
misdemeanor
and
gross
misdemeanor
crimes
in
the
city
of
Minneapolis.
G
G
Occasionally
when
people
can
test
those-
and
we
do
play
a
role
in
collections,
I
think
in
2012
there's
about
five
and
a
half
million
dollars
collected
by
the
city
in
court,
fines
and
fees
until
we
play
an
important
role
in
that
we
divided
our
criminal
division,
work
into
community
prosecution,
our
domestic
assault
work
and
then
our
general
prosecution
teams.
I'm
going
to
get
out
my
watch
here,
so
I
can
time
myself
157.
A
G
Limits
staffing:
we
have
53
FTEs
and
I've.
Given
you
a
little
break
down
here
of
of
how
those
are
broken
out
and
the
2014
budget,
we
were
given
some
additional
funding
flexibility
so
that
we
were
able
to
add
one
FTE.
So
we
know
a
five
victim/witness
assistance
instead
of
four
between
2009
and
2013,
with
budget
pressures,
you
know
quite
significant
in
the
city
we
did
eliminate
two
supervisor
positions
and
five
additional
positions,
so
we've
now
gained
back
one,
but
we're
still
operating
down
two
supervisors.
G
This
is
briefly
how
the
attorneys
are
broken
down.
16
are
engaged
in
prosecution
work.
We've
got
our
five
community
attorneys
who
are
housed.
You
know
one
in
each
of
the
five
precincts.
They
do
help
staff
some
of
the
calendars,
but
their
prime
role
is
not
to
prosecute
cases,
so
the
25,000
cases
really
falls
on
those
16
prosecutors.
G
We
have
one
downtown
100
prosecutors,
devote
full
time
to
that
initiative
and
then
the
deputy
and
three
supervising
attorneys
and
I
am
just
want
to
introduce
them
to
you
here,
because
they're
just
awesome
and
Lisa
Godin,
Tim,
Richards
and
Michelle
Jacobson,
and
then
we've
got
numb
do
carranco.
Who
is
our
4th
precinct
community
attorney?
Who
is
here
as
well?
They
just
do
excellent
work
and
I'm
so
pleased
with
what
they've
been
able
to
achieve.
G
Community
prosecution
work,
I'm
going
to
skip
over
and
actually
I
do.
I
would
like
at
some
point
to
be
able
to
schedule
a
presentation
back
to
talk
about
our
community
prosecution
efforts
and
what
we've
been
able
to
achieve
there
when
I
started,
we
had
zero
probation
officers
providing
active
supervision
for
our
chronic
offenders.
We
went
from
one
with
the
downtown
100
program
funded
in
part
by
a
grant
from
the
d
ID.
G
We
went
up
to
two
last
year
for
our
citywide
200,
and
now
we
are
going
to
be
adding
a
third
in
part,
funded
from
our
budget
and
in
part
funded
by
the
county,
and
we've
just
been
getting
great
results
there,
but
I
won't
go
into
that
now.
We
now
have
approximately
10
a
court
watch
group
spread
throughout
the
throughout
the
city
and
encourage
all
of
you
to
attend.
You
know
groups
in
your
ward
from
time
to
time
there.
G
It's
amazing
how
the
level
of
neighborhood
support
in
neighborhood
and
engagement
in
solving
a
public
safety
issues
in
there
in
people's
on
neighborhoods
I,
just
really
respect
members
of
the
community
for
doing
that.
We
also
work
with
the
problem:
solving
courts
at
hennepin,
county
district
court
and
that's
been
really
important
and
we've
increased.
Our
numbers
there,
since
I've
been
city
attorney
quite
significantly,
downtown
100
is,
is
a
chronic
livability
offender
initiative.
We
started
a
few
years
back
and
we've
just
gotten
phenomenal
results
from
that.
G
Is
up,
we've
got
all
kinds
of
community
prosecution
awards
just
flipping
through
here
we
work
a
lot
with
diversion
programs,
restorative
justice,
etc,
and
I
can
go
into
more
details
there
and
then
the
last
few
slides
deal
with
the
outstanding
work
of
our
domestic
assault
team
and
two.
If
I
can
have
your
patience
for
one
more
minute.
A
G
C
It
is
on
miss
Eagle
under
the
problem-solving
courts.
What
is
the
gift
calendar.
G
Mr.
chair
in
councilmember
Johnson,
it's
a
calendar
that
our
office
was
involved
in
helping
to
create
and
design.
It
stands
for
gaining
independence
for
females
in
transition,
and
it's
a
special
calendar
for
prostituted
women.
There
are
dedicated
probation
officers,
that's
one
of
the
few
areas,
aside
from
our
chronic
liveability
offenders,
where
we've
gotten
probation,
help
and
domestic
salt,
but
most
of
our
cases
we
do
not
get
active
probation
supervision,
but
this
is
one
area
where
we
do
and
it's
a
specialized
court
calendar
really
with
a
strong
treatment,
oriented
approach
where
we
really
try
to
help.
G
You
know
these
women
who
have
multiple
issues
with
drug
addiction
and
this
and
that
the
next
thing
really
you
know,
try
to
help
them
turn
their
lives
around
the
very
treatment
service,
oriented
approach
and
we've
just
had
some
amazing
success.
I
mean
we
have
people
coming
back
again
and
again
to
but
but
we've
just
had
some
amazing
success
and
we
work
with
our
tika
roller
at
pride
is
a.
A
Any
other
questions
right
next
is
the
fire
department.
Thank.
H
Good
afternoon
mr.
chair
committee,
members,
my
name
is
Sheree
pen
I
am
accompanied
by
mr.
scar,
daily
I'm,
with
the
Minneapolis
fire
department
and
I'm,
an
assistant
chief,
we're
appearing
today
on
behalf
of
chief
Riedl,
who
is
on
vacation.
Today
we
are
going
to
break
our
presentation
down
into
two
different
segments.
Mr.
scar
daily,
we'll
give
you
a
brief
overview
of
our
budget
where
we
were
we're
currently
situated
and
I
will
close
it
out
with
our
workforce
and
then
answer
any
questions
that
you
might
have.
I
Mr.
chair
members
of
the
committee,
my
name
is
Luke
scar,
daily
I'm,
the
finance
director
for
the
fire
department,
I'm,
going
to
quickly
go
over
our
2014
Council
adopted
budget
and
some
of
our
capital
asset
replacement
program
information,
our
2014
Council
adopted
budget.
The
this
is
fifty
nine
point,
three
million
just
a
little
above
that
the
approved
or
adapted
FTE
numbers,
and
that
is
406
sworn
fire
personnel.
I
There
was
an
additional
1.1
million
in
what
is
considered
one
time
funding
to
help
us
to
prepare
for
future
attrition,
allowing
us
to
go
above
that
sworn
number
temporarily
to
prepare
for
what
we're
seeing
what
we're
planning
to
see
in
this
year
in
the
future.
In
terms
of
attrition,
we
were
award
a
2011
safer
grant
which
went
into
effect
in
July
of
2012.
I
That
funds,
six
firefighters
and
also
part
of
that
budget
is
a
little
more
than
eight
hundred
and
fifty
thousand
dollars
of
funding
through
our
capital
asset
request
program
and
which
will
fund
equipment
such
as
breathing
apparatus
and
some
of
our
turnout
gear,
personal
protective
equipment
and
a
little
more
detail
on
that
program.
That
855
thousand
I
won't
go
through.
I
Every
line
on
this
sheet,
you'll
see
primarily
the
bulk
of
that
money
is
in
our
self-contained
breathing
apparatus,
500,000
and
then
personal
protective
equipment
about
150,000
and
then
many
other
items
that
are
considered
under
this
program
and
things
that
would
normally
have
been
paid
out
of
our
operating
budget
in
the
past,
and
this
program
has
really
helped
to
fund
replacement
of
all
these
items
as
well.
Now
let
all
of
chief
Penn
go
from
here.
H
Our
workforce
is
currently
we're
currently
staffed
at
388
sworn
FTEs.
We
so
far.
This
year
we
haven't
experienced
any
attrition.
We
haven't.
Had
anyone
retire?
The
third
bullet
point
on
this
slide.
We
actually
have
a
visual
for
on
the
next
slide.
It
will
give
you
kind
of
a
better
idea
where
we
we
sit,
but
as
this
point,
this
bullet
point
indicates
adds
currently
we
have
by
2018.
We
have
twenty-eight
percent
of
our
workforce
that
can
retire
by
2023
that
will
jump
to
over
half
of
our
workforce.
H
That
can
leave
the
department
that's
eligible
to
leave
and
we
are
currently
in
the
process
of
putting
together
a
list
hiring
group
for
our
next
Cadet
class.
That's
a
process
at
this
time
and
as
I
stated
before
the
third
bullet
point
that
was
on
the
previous
screen.
This
gives
you
an
indication
out
to
the
year
2023
of
how
dramatic
and
increase
there
is
on
personnel,
our
sworn
firefighters
that
we
could
lose
between
now
and
2020,
three,
the
red
bar.
H
It
indicates
what
we're
currently
at
and
it
cumulatively
the
bar
that
accompanies
it,
just
adds
on
to
the
ones
that
are
eligible.
What
kind
of
a
predicament
we
baby
in
as
far
as
staffing
goes?
If
we
don't,
if
we
do
have
people
that
choose
to
leave
and
as
a
reminder,
there
are
some
significant
changes
coming
this
year
to
pyare,
and
so
it's
unknown
as
to
how
that
might
impact
us
and
how
many
people
will
choose
to
go
this
year
midway
through
the
year
with
those
coming
into
effect
in
July
of
2014.
A
H
Chair
a
very
good
question
that-
and
it
goes
back
to
my
point-
that
I'm
a
we're
currently
putting
together
a
list-
we've
sent
out
letters
to
almost
30
individuals.
We
are
actually
taking
those
individuals
down
through
the
hiring
process
to
put
a
cadet
class
on.
It
is
chief
riedel's
goal
to
put
that
class
on
to
start
on
March
the
31st
and
it's
unknown
right
now.
How
many
will
actually
make
it
through
the
entire
process?
H
The
background
checks
the
physical
and
everything
that
we
put
them
through,
but
we
are
in
the
process
of
trying
to
make
our
way
to
that
budgeted,
number
okay
and
how
long
the
process,
the
hiring
process
or
to
bring
an
actual
class
on,
as
when
we
hand
out
when
we
sit
down
ball,
condition.
Okay,
yeah!
Actually
we
started
the
hiring
process.
Mr.
chair
last
January,
and
we
are
just
getting
to
the
point
where
we've
been
able
to
send
out
competition
conditional
job
offers.
So
it
takes
us
about
a
year.
It's
a
very
time
demanding.
H
It
takes
a
long
process
of
testing,
reading
test
physical
tests
and
a
number
of
different
steps
that
these
potential
cadets
have
to
go
through,
so
that
and
when
we
just
sent
out
letters
in
January
notifying
these
potential
candidates
that
we
were
interested
in
them
and
that
they
were
would
be
moving
on
to
the
next
step.
So
a
year
in
an
application
process
give
or
take
the
actual
process
to
get
them
on.
In
the
seats
for
rookie
class
on
March
31st,
it
takes
about
two
months.
H
A
H
Mr.
chair,
what
that
plan
is
is
based
on
our
conversations
which
he
freed.
Oh
it's
it's
trying
to
get
us
back,
utilizing
bell,
curve,
staffing
and,
if
you
just
imagine
the
shape
of
the
bell,
if
we
could
some
on
in
some
occasions,
go
slightly
above
what
is
budgeted
out
which
were
budgeted
at
as
mr.
scar
Daly
said
at
the
406
bell
curve
staffing.
If
we
can
go
above
that
to
give
us
some
cushion
in
case,
we
do
incur
some
spikes
in
attrition
and
unexpected
spikes
for
that
matter.
H
J
Good
afternoon
I'm
janay
heart
till
the
Minneapolis
Police
Chief
I'm,
going
to
just
start
out
with
that
just
kind
of
a
quick
overview
and
then
have
Robin
going
to
a
little
bit
of
our
staffing
MPD
2
point
0
was
introduced
in
2013
and
I
know
that
I've
gone
over
that
individually
with
all
of
you
to
really
discuss
what
that
is,
and
that
is
us
becoming
a
values-driven
department,
with
our
three
goals:
being
improving
Public,
Safety,
public
trust
and
employee
engagement.
Morale.
J
Having
said
that,
part
of
that
is
increasing
our
professionalism
and
performance
management.
So
one
of
the
things
we've
done
is
created
a
leadership
and
organizational
development
division
and
because
we're
like
many
departments
in
the
city,
including
the
fire
department,
where
we
are
looking
at
a
lot
of
attrition.
We
also
have
a
lot
of
opportunity
to
be
looking
at
our
next
generation
of
police
officers,
and
so
our
priorities
right
now
are
not
only
managing
attrition
but
succession
planning
and
ensuring
that
we
have
a
multi-cultural
recruitment
team
to
ensure
that
we
diversify
our
Police
Department.
B
Mr.
chair
council
members,
thank
you
very
much
up
on
the
board
is
a
staffing
model
for
the
current
year
and
of
course,
this
is
a
work
in
progress,
because
every
time
we
have
an
attrition
rate
change.
Obviously
these
numbers
will
change.
I
believe
that
many
of
you
receive
this
on
in
January
and
maybe
have
seen
this.
B
This
is
an
updated
version
from
that
time,
with
the
current
attrition
rate
right
now,
we're
approximately
at
8
21
after
sworn
FTEs
and
I'd
like
to
reiterate
we
to
use
bell-shaped
curve,
and
so
what
that
means
for
us
is
that
our
average
FTE
count
during
a
year.
Forsworn
staffing
is
projected,
or
we
hope
to
be
at
eight-fifty.
We
feel
that
850
is
really
the
minimum
that
we
want
to
be
and
that
you
know
there's
there's
should
be
probably
some
discussion
I'm
going
forward
over
that.
B
That
should
be,
but
right
now
our
our
staffing
numbers
look
like
there
will
be
about
800
average
low
low
of
840
over
the
year,
and
in
order
to
get
that,
we
will
have
several
actually
several
classes
this
year
for
staffing
updates.
The
first
one
is,
we
did
hire
20
csos
in
January.
They
are
currently
on
staff.
They
usually
take
either
zero
to
two
years
to
become
part
of
the
Academy
program.
So
we
anticipate
in
the
staffing
model
that
every
year,
10
will
become
sworn
officers
and
going
through
the
Academy
program.
B
In
addition,
we
have
the
cadet
program
that
starts
in
March.
We
anticipate
right
now
that
we
will
have
approximately
28
to
29
people
again.
That
starts,
I
believe,
next
week
or
the
week
after
so
that's
coming
up.
That
is
a
very
good
program
for
us.
We
are
very,
very
much
more
able
to
identify
with
the
community
with
the
cadet
program,
so
we're
very
excited.
B
We
haven't
had
a
cadet
program
for
quite
a
few
years
in
addition
this
year,
because
our
attrition
has
been
higher
over
the
last
couple
of
years
and
of
course,
we've
gone
through
a
period
over
the
last
few
years
of
not
hiring.
We
anticipate
bring
on
approximately
30
laterals.
Those
people
will
come
on,
probably
in
September
and
again
laterals
come
in
they're
already
sworn
there
already
police
officers.
We
do
have
obviously
certain
requirements,
but-
and
they
do
have
to
go
through
a
shortened
academy
within
the
police
department
here
and
then.
B
The
last
program
that
we
have
scheduled
for
this
year
is
25
recruits
that
will
come
in
October
and
again
those
people
will
have
some
minimum
post
requirements,
but
they
have
to
go
through
the
Academy
process.
So
again
we
anticipate
them
coming
on
eswaran
in
October.
So
what
this
leaves
us
at
the
end
of
the
year
is
something
between
an
average
or
I'm.
B
Sorry,
it
comes
up
to
a
little
over
8
40
for
the
year,
but
at
the
end
of
the
year
our
anticipated
FTE
count
will
probably
be
someplace
between
860
and
870,
depending
on
the
attrition
rate
that
we
have
right
now,
we've
budgeted
for
36.
We
are
on
track
for
that
attrition,
but
we
know
with
the
change
in
the
pension
plan
that
could
increase,
obviously
between
now
and
probably
July,
so.
J
One
of
the
other
things
that
we
can't
always
predict
is
people
fail
backgrounds,
they
fail
medical
and
you
know
we
want
to
hire
people
frankly
that
deserve
to
wear
the
Minneapolis
uniform,
and
so
there
are
times
during
the
process
that
we
will
find
out
that
that's
not
the
case,
but
I
would
much
rather
that
we
know
that
now
then
later,
so
we're
very
cognizant
of
that
as
well.
Oh,
let's
see
any
questions
not
more
on
staffing.
You.
A
J
J
Walk
and
I
just
want
to
go
through.
These
are
some
initiatives
we
had
mentioned
at
the
last
budget
address.
There's
a
lot
of
things
that
we're
doing.
We've
got
the
the
body
camera
pilot
coming
out,
probably
in
May
we
have
work
groups
to
really
discuss.
You
know,
what's
the
legal
ramifications,
how
much
do
we
really
have
to
have
budgeted
to
do
this?
We
have
sent
you
all
emails
on
some
of
our
other
projects
with
the
ojp
coming
in
to
validate
our
current
processes.
Do
some
gap,
analysis
on
policies
and
procedures.
J
We
are
doing
cultural
competency,
training
with
the
doing
fair
and
impartial,
which
starts
March,
nineteenth
and
twentieth.
Eventually,
all
the
police
department
will
have
that
training.
It's
not
just
the
police
department.
We
have
also
extended
invitations
to
some
of
you
and
to
our
community
partners
on
on
the
training,
so
that
people
understand
exactly
what
it
is
and
what
it
isn't.
A
C
Mr.
chair,
in
chief,
do
we
on
the
on
the
cadet
program?
That's
been
a
real
good
tool
for
us,
as
Miss
McPherson
said.
So,
are
they
subject
to
the
same
civil
service,
hiring
rules
in
the
that
program,
as
we
are
in
the
recruiter?
Oh,
yes,
ok
and
then
how
long
has
been
since
we've
had
lateral,
hires
I,
don't
remember
us
doing
this.
They
have
been
a
while.
J
It's
been
several
years,
yes,
and,
and
so
there's
a
lot
of
benefits
to
doing
that,
because
it's
a
quicker
process
and
we
have
people
who
are
already
tried
and
tested
in
other
police
departments,
but
we're
there
again
we're
looking
to
get
the
best
of
those
departments
to
come
over
and
work
for
the
city
of
Minneapolis,
but
I
think
we're
working
closely
with
the
Federation
and
others
to
be
able
to
do
that
so
I'm,
very
hopeful.
Ok,
thank
you.
Any.
B
K
J
Mr.
chair
councillor
homeless,
you
know,
you
know
most
officers,
don't
look
for
pay,
they
do
look
for
opportunity.
They
look
for
promotional
advancement,
they
look
for
the
type
of
work
they
would
do
and
the
city
of
Minneapolis
is
very
appealing
in
many
fronts,
but
we
do
have
to
have
competitive
pay
and
you
know
we
right
now.
K
A
So,
seeing
that
there
are
no
questions,
I
saw
your
moving,
seeing
that
there
are
no
other
questions,
I
would
move
for
us
to
receive
and
file
these
reports
from
the
the
four
departments
and
or
units
that
presented
to
us
all
in
favor,
please
say
aye.
Any
opposed
motion
carries
and
I
do
want
to
just
make
this
one
point
that
there
are
two
other
departments
or
units
that
were
supposed
to
give
presentations
today,
but
they
were
excused
from
that,
and
so
just
want
to.