►
Description
Minneapolis Public Safety, Civil Rights & Emergency Management Committee Meeting
A
Alright
good
afternoon,
while
this
microphones,
nice,
okay,
I'm
gonna,
call
to
order
this
regular
meeting
of
the
public
safety,
civil
rights
and
emergency
management
committee
today
is
March
20,
30,
2016,
I'm,
councilmember
blonde
yang
Service
Committee
with
me
today
our
council
members
Palmisano
Gordon
Quincy
and
Council
President
Johnson.
Today
we
have
10
items
on
our
agenda,
of
which
nine
our
consent
items
in
the
10th
is
a
discussion
item,
and
I
will
read
through
this
really
quickly
and
then
we
will
address
the
consent
items
first
before
we
go
to
the
discussion
item.
A
The
first
item
is
a
contract
with
the
university
of
minnesota
for
MPD
SWAT
officers
to
provide
extra
security
at
TCF
stadium
for
up
to
14.
Large-Scale
events
in
2016.
Second
item
is
a
contract
with
the
University
of
Minnesota
for
SWAT
officers
to
provide
extra
security
at
TCF
stadium
during
2
2015
Gopher
football
games
in
4,
2015
Vikings
football
game,
and
if
you
notice,
this
is
2015,
so
just
4a
games
that
have
happened
already.
A
Number
three
is
contract
is
a
contract
with
the
downtown
Improvement
District,
four
police
officers,
assistance
for
the
2016
Minneapolis
d
id
summer,
police
and
police
reserve
program
at
the
number
four
is
the
contract
with
Hennepin
Technical
College
for
cadet
crew
training
in
spring
of
2016?
The
next
item
is
the
contract
amendment
with
the
University
of
Minnesota
for
extra
security
services
during
NHL
stadium
series,
alumni
game
at
TCF,
stadium
and
I
believe
this
happened
already
as
well.
A
Six
item
is
a
contract
amendment
with
the
University
of
Minnesota
for
bomb
detection
at
TCF
stadium,
seventh
item
contract
amendment
with
corner
house
interagency
child
abuse
evaluation
in
training
center
for
forensic
interview
services.
Eighth
item
is
a
grant
acceptance
from
the
United
States
Marshal
services
for
vehicle
in
the
ninth
item
is
rfp
issuance
for
consultants
event
planners
for
2018,
Super
Bowl
accounts
numbers
any
questions
on
those
nine
consent
items
right,
seeing
none
all
those
in
favor,
please
say:
aye
aye,
any
opposed
all
right.
A
The
motion
carries
right
and
then
we
have
the
10th
item,
which
is
the
office
of
police
conduct,
review
annual
reports,
and
this
is
anil
report
for
2015,
and
today
we
have,
let's
see
commander
keys
and
amounting
to
far
who
are
doing
the
presentation
and
feel
free.
Whoever
is
going
to
do
the
presentation
first.
B
Thank
you
good
afternoon,
cheering
council
members,
the
public
safety,
civil
rights,
an
emergency
management
committee.
My
name
is
e
manager
far
and
the
director
of
the
Office
of
police
conduct
review
in
the
department
of
civil
rights
today,
I'm
pleased
to
be
presenting
the
2015
annual
report
to
you.
I
will
be
presenting,
along
with
a
few
co-presenters
that
I'll
introduce,
as
I
continue
with
the
presentation.
So
we'll
begin.
B
So
our
first
slide
here
is
going
to
show
the
discipline
types
that
have
been
issued
by
the
chief
over
the
last
year.
These
cases
were
cases
that
all
flowed
through
the
OPC
our
process.
If
you
look
at
the
graphic
there,
you
can
see
that
there
were
six
coaching
or
corrective
action
cases
which
will
give
you
more
detail
about
that
process.
Later
six
written
reprimands
to
suspect
five
suspensions
and
to
termination
cases
next
year.
B
The
next
slide
deals
with
policy
violations
and
coaching,
or
it
has
also
known
as
corrective
action.
You
can
see
that
they're
broken
down
by
precinct
here.
An
important
note
about
corrective
action
is
that
the
joint
supervisors,
which
consists
of
myself
and
Commander
Jason
case
of
internal
affairs,
review
personally
review
each
coaching
document
to
make
sure
that
it's
up
to
the
standard
that
is
set
for
coaching
documents.
If
we
receive
a
document,
that's
not
up
that
standard.
B
That
document
has
been
sent
back
to
the
precinct
to
be
redone
and
resubmitted
to
us
to
make
sure
that
all
coaching
documents
are
fully
executed.
Coaching
or
corrective
action
is
only
used
for
lower-level
violations.
An
example
of
that
is
when
a
complainant
may
come
to
OPC
are
saying
that
an
officer
was
rude
during
an
interaction
or
maybe
an
officer
was
speeding
through
a
neighborhood.
So
corrective
action
is
really
meant
for
a
lower
level
type
of
violation.
C
B
Not
a
specific
cut
off,
but
it's
intended
for
what
would
probably
be
referred
to
as
an
a-level
violation
or
a
lower
level
violation.
So
it's
not
intended
for
something
that
you
may
think
may
traditionally
think
of
as
a
more
serious
violation.
So
again,
things
like
you
know,
rudeness,
attitude,
speeding.
Those
are
a
classic
example,
but
you're
looking
at
a
level
violations
and.
B
I
Wednesday
ever
because
there
are
cases
that
may
have
been
a
more
serious
violation,
but
maybe
outside
of
what
they
consider
the
racketing
period,
which
is
the
amount
of
time
that
that
discipline
is
allowed
to
be
executed
on
those.
So
it
would
be
a
complaint
that
is
well
outside.
Of
that
time.
Period
can
also
be
sent
to
coaching,
so
a
nice
feature
of
that
is
otherwise.
C
C
B
Yes,
your
what
you're
welcome
okay,
so
the
next
slide
a
slide
here
is
you
can
see
that
they
can.
The
type
of
the
complaints
filed
in
the
numbers
I
wanted
to
draw
your
attention
to
this
slide
is
a
little
bit
different
than
its
appeared
in
years
past,
because
we
actually
pulled
out
the
complaints
without
jurisdiction,
so
you
can
see
what's
what's
an
example
of
a
complaint
outside
of
jurisdiction?
Will,
for
example,
the
complainant
comes
and
file
something
against
the
metro,
transit
officer,
someone
from
Park
Police.
B
We
occasionally
even
get
people
who
file
complaints
about
officers
in
other
states.
Those
are
things
that
we
cannot
handle.
However,
those
complaints
are
still
looked
at
by
the
joint
supervisors
and
made
sure
to
make
a
determination
that
it's
not
within
the
jurisdiction.
The
blue
bar.
There
are
all
the
complaints
within
the
jurisdiction
that
we
reviewed.
So
a
total
of
those
two
are
344
complaints
that
we
reviewed
over
the
past
year.
B
The
next
slide
is
the
allegation
type,
and
you
can
see
it
broken
down
here.
The
first
category
is
the
violation
of
the
policy
manual,
which
is
essentially
a
catch-all
category
for
any
violation.
That's
not
covered
in
the
other
categories.
An
example
of
that
would
be
a
normal
vehicle
operation
use
or
reporting
the
use
of
force.
Those
are
things
that
might
fall
into
the
violation
of
a
policy
manual,
the
other
categories.
Here
you
can
see
inappropriate
language
and
attitude,
excessive
use
of
force,
failure
to
provide
protection,
harassment,
theft,
discrimination
and
criminal
misconduct.
B
B
The
next
slide
is
the
review
panel.
To
give
you
a
little
background
on
the
review
panels,
the
review
pianos
consists
of
two
civilians
who
are
appointed
by
the
City
Council
in
the
mayor
and
two
sworn
officers
that
will
sit
down
together
and
review
cases
that
have
flowed
through
that
point
in
the
OPC
our
process.
Over
the
past
year,
there's
been
32
cases
reviewed
by
the
by
the
piano
of
those.
Only
one
had
a
disagreement
between
the
panelist
and
in
that
instance,
the
Chief
of
Police
sided
with
the
civilians
decision.
B
On
that
case,
what
another
feature
here
that
I'd
like
to
draw
your
attention
to
is
the
quarter
for
numbers.
You
can
see
that
there's
kind
of
a
jump
in
that
number.
That's
that's
not
an
accident
between
that
time.
One
new
process
improvement
that
we
started
was
to
preset
the
review
panels
out
for
an
entire
year
and
the
idea
there
is
that
that
way,
the
preset
and
as
cases
come
forward,
they
can
be
heard
and
in
in
an
efficient
manner,
so
that
cases
can
be
resolved
in
a
timely
manner.
B
E
Backing
on,
as
director
Jafar
mentioned,
we
are
looking
when
we
first
started
was
back
in
October
when
I
took
over
a
role
as
internal
affairs
and
really
start
looking
at
some
of
things
that
we
could
do
to
increase
efficiency
in
the
processes.
We
had
always
been
investigating
things
fooling.
We,
they
all
went
through
the
process,
but
there
are
some
tweaks
that
we
could
make
to
the
process.
E
But
one
of
the
things
that
we're
going
to
be
doing
is
looking
at
what
the
office
of
justice
program
diagnostic
group
came
in
and
said
are
some
highlights
that
we
can
look
at
one
of
those.
Things
includes
the
discipline
process
of
how
it
flows
after
the
case
is
completed.
One
of
the
ER
things
that
she
mentioned
was
the
amount
of
time
that
it
takes
a
case
to
go
through
the
life
of
the
case.
We've
set
a
standard
of
120
days
now.
E
That's
learned
about
the
complaint,
and
specifically
you
know
the
where
the
who,
why
did
it
occur
and
then
take
that
information
and
report
back
on
it
and
no
more
I,
guess
impactful
way
and
we
refer
to
it
as
data
or
data
mapping
and
to
talk
more
about
that
is
our
law
enforcement
analyst
right,
Patrick.
F
Chair
yang
council
members,
one
of
the
new
things
we've
been
doing
with
our
data
that
we've
been
collecting
and
investigating,
but
taking
a
new
step
and
that's
plotting
out
the
coordinates
of
where
these
incidents
take
place
on
a
map
on
an
ongoing
basis.
This
will
allow
us
to
identify
patterns
by
shift
where
lots
of
complaints
seem
to
be
popping
up,
and
if
we
start
to
see
a
lot
of
deviation
in
those,
we
might
be
able
to
go
out
to
the
precinct
and
have
a
chat
with
some
of
the
people
working.
F
That
shift
take
a
proactive
step
to
see
what's
going
on.
Of
course,
we're
still
investigating
the
cases
that
come
through
at
that
time,
but
we
can
also
address
some
of
the
bigger
pictures
of
ideas.
The
other
way
we
can
look
at
this
data
is
figuring
out
where
there
are
lots
of
law
enforcement
contacts,
but
no
complaints.
F
We
might
be
able
to
identify
some
of
the
underserved
communities
get
out
and
do
community
outreach
and
engagement,
but
also
identify
some
of
the
strategies
that
officers
are
using
in
those
areas
that
are
leading
to
a
more
positive
relationship
with
the
community.
So
I,
along
with
the
police
conduct
oversight,
Commission
we're
taking
these
more
proactive
steps,
trying
to
use
our
data
and
innovative
ways
to
identify
patterns
and
use
them
effectively.
With
that
I'd
like
to
introduce
Commissioner,
Jennifer
singleton
who's
going
to
be
talking
about
some
of
the
police
conduct,
oversights
Commission's
activities
in
2015
councilmember.
C
F
Jerry
Yang
councilmember
Gordon.
We
have
a
lot
of
data
that
comes
from
the
police
department,
about
law
enforcement
contacts
and
we
also
generate
data
as
a
result
of
some
of
the
studies
that
come
out
of
the
Police
Commission.
All
of
this
information
that
we're
absorbing
and
using
can
be
used
as
overlays
with
the
complaint
mapping
to
try
and
develop
some
patterns
and
better
understanding
about
what's
happening
at
a
citywide
level.
That's.
F
Maps
are
so
the
process
ticular
one
I
mean
this.
The
process
that
I
use
to
develop
this
map
was
I.
I
modified
the
addresses
so
that
it
wasn't
exact
pinpoint,
but
rather
intersections
I
made
the
map
and
I
posted
it
link
to
it
in
the
report
that
anyone
can
look
at
online.
You
click
on
the
link.
You
go
to
the
map.
You
can
actually
look
and
zoom
into
individual
neighborhoods
and
areas
and
see
where
the
complaints
are
happening
in
that,
and
these
are
their
lanes
from
2015.
These
are
the
2015
complaints.
That's.
F
C
If
we
weren't
in
more
of
a
dignified
setting,
I
could
share
with
you
my
excitement
a
little
bit
more
accurately
about
this
really
cool
and
neat
tool
that
you've
developed-
and
this
seems
like
a
very
significant
improvement
and
and
excited
about
potentially
learning
more
about
it
in
the
future,
but
it
just
seems
like
for
the
PC
OC
and
also
for
the
police
department.
This
is
a
new
product
that
could
yield
in
many
benefits.
Thank
you.
G
Cherry
hanging,
council
members,
thank
you
for
having
me
here
today.
As
mr.
patrick
said,
I'm
jennifer
singleton,
I'm
the
vice
chair
of
the
police,
conduct
oversight,
Commission,
and
I'm
just
going
to
give
you
a
very
brief
overview
of
our
activities
during
the
past
year.
During
the
past
year,
we
reviewed
over
100k
synopses
and
over
30
case
summaries
case.
Synopses
are
one
paragraph.
Summaries
are
one
paragraph
descriptions
of
cases
of
police
misconduct
and
I
each
of
our
monthly
meetings.
G
We
look
at
ten
of
those
cases
that
have
been
randomly
selected
from
cases
that
are
closed
within
the
past
three
months.
So
I
know
that's
a
lot,
but
out
of
those
ten
synopses
that
we
look
at
every
meeting,
we
choose
three
cases
that
we
want
to
take
a
deeper
dive
into
looking
at,
and
those
are
the
case
summaries
that
we
look
at,
and
these
synopses
and
summaries
really
helped
to
guide
the
research
that
we
do
and
help
us
determine
what
issues
might
need
further
study.
G
G
Before
moving
on
to
the
next
stop,
so
that'll
make
sure
that
we're
really
gathering
all
of
that
data.
The
next
study
I
want
to
mention
is
the
doesn't
fit
any
crime
study,
and
this
was
a
study
that
an
issue
that
was
brought
to
us
by
the
ACLU
and
in
their
study,
called
picking
up
the
pieces.
They
can
mcgrath
across
the
category
of
arrests
that
were
coded
as
doesn't
fit
any
crime
and,
were
you
know
reasonably
concerned
that
these
were
unlawful
arrests.
G
Given
the
title
of
that
category,
so
we
took
a
deeper
dive
into
those
arrests
and
were
able
to
verify
that
that
was
just
a
poor
choice
of
words
for
a
miscellaneous
category
and
that
those
arrests
were
actually
made
pursuant
to
two
suspected
violation
of
a
crime.
The
third
study
which
I
know
you're
all
aware
of
is
the
body
camera
study.
We
did
an
exhaustive
review
of
best
practices.
We
looked
at
what
other
jurisdictions
were
doing
and
we
also
conducted
community
outreach
to
get
a
sense
of
what
community
members
felt
in
terms
of
body
camera
policy.
G
We
issued
those
recommendations
in
September,
I,
believe,
and
we
are
hopeful
that
we'll
be
able
to
continue
working
with
the
police
department,
so
make
sure
that
many
of
the
accountability
measures
that
were
included
in
that
recommended
policy
and
many
of
the
provisions
that
were
there
to
increase
public
trust
in
the
use
of
body
cameras,
those
get
included
in
the
final
policy.
A
lot
of
those
have
not
been
included
in
the
draft,
so
we're
still
in
dialogue
with
MPD
on
that
and
hope
to
remain
active
in
that
process.
G
The
final
kind
of
prong
of
key
COC
activities
from
2015
our
outreach
activities,
in
addition
to
the
three
community
sessions
that
we
had
specific
to
body
cameras.
We
conducted
seven
outreach
events
that
were
just
more
general
outreach
to
talk
to
folks
about
their
interactions
with
the
police
and
let
them
know
about
the
police,
contact
oversight.
Commission
I
think
that's
notable
given
that
in
2015
we
were
working
with
six
commissioners,
we're
volunteer
Commissioner,
so
we
have
28
jobs
of
their
lives
and
we
were
able
to
be
out
for
for
several
the
open
streets.
G
Events
for
the
Cinco
de
Mayo
event
on
Lake
Street
for
the
Community
Connections
conference,
which
is
coming
up
again
this
year
and
for
the
West
Bank
riverside
community
block
party.
So
we're
hopeful
to
continue
these
activities
and
the
three
different
areas
that
I
talked
about
with
the
remainder
of
2016
and
I'd,
be
happy
to
answer
any
questions.
A
G
In
earlier,
I
think
it
was
May,
maybe
2015,
mayor
Hodges
and
chief
harteau
asked
us
to
conduct
a
study
into
best
practices
and
particularly
to
get
community
input.
So
we
completed
that
study
in
2015
and,
along
with
that
study,
we
provided
a
recommended
policy.
So
that's
our
our
recommended
policy
that
we
would
best
case
scenario
want
MPD
to
implement
before
they
continued
on
with
the
rollout
of
body
cameras.
G
Just
given
the
timelines,
we
weren't
able
to
take
any
official
action
to
partner
with
MPD
on
that
and
also
given
our
constraints
as
volunteers,
but
we
are
discussing
whether
the
PCF
see
should
have
a
PC
OC
lead
community
session
to
really
present,
but
where
the
divergences
are
between
the
recommended
policy
in
the
draft
policy
and
get
further
feedback
from
the
community.
Okay.
A
And
you
know,
let's
just
assume
that
you
know
with
the
recommendations.
I
mean
in
beauty,
takes
a
look
at
your
recommendations.
Adopt
some
of
them
in
you
know
some
of
it.
They
just
don't
a
doc.
I
mean
it
is
their
threshold
where,
let's
say
ecoc
just
is
not
happy
with
that,
and
you
know
we
need
a
like
put
the
brakes
on
or
or
are
we
on
that
yeah.
G
I
mean
I
think
we'll
have
to
see
what
MPD,
what
religions
and
pd
makes
I
know
that
they've
said
that
they're
open
and
that
this
is
just
a
draft.
It's
still
a
document
in
motion,
so
I
think
that's
something
that
we'll
have
to
see,
but
we'll
certainly
be
discussing
it
at
the
pc
OC
meetings
and
be
giving
input
in
yeah
and
we'd
be
happy
to
come
back
to
public
safety
committee
to
share
with
you
kind
of
our
official
thoughts.
Ok
policy.
H
G
We
did
already
do
that
during
our
study,
but
we
do
feel
that
it's
important,
or
at
least
let
me
step
back
I,
feel
it's
important
for
the
Commission.
I
can't
speak
for
the
commission,
since
we
haven't
taken
formal
action
on
this,
but
I
think
it's
important
for
us
to
continue
to
be
a
part
of
the
conversation.
So
I
think
that
now
that
there's
a
draft
policy
out,
it
makes
sense
for
the
Commission
to
be
out
there
talking
to
the
community
about
the
draft
and.
H
After
that
engagement
back
into
the
body
camera
policy,
have
you
received
anything
back
from
the
police
department
at
that
point
or
from
the
mayor,
and
the
police
chief
are
the
ones
that
asked
you
to
go
out
and
for
you
to
be
their
proxy
in
the
community
and
get
this
input
or
it
are
there
just
now
like
two
different
versions
of
the
body
camera
policy
floating
one
is
the
police
version
that
they're
going
out
into
the
community
asking
for
input
on
and
one
is
the
draft
that's
still
sitting
the
draft
or
the
mark
mark
up.
C
H
G
I
think
we've
started
to
have
that
conversation.
I
think
it
will
continue,
but
I
would
say
that
conversation
started
at
our
march
meeting.
Our
trade
Oh
where'd
hicieron
daño
was
there
and
we
were
able
to
ask
him
why
certain
recommendations
that
we
had
made
were
not
included
in
the
policy
in
the
draft
policy.
Thank.
H
A
G
That's
a
complicated
question:
I
know
it
doesn't
seem,
come
I
think
you
know
the
MPD
can
create
their
final
policy.
I
think
that
the
mayor
obviously
is
ahead
of
the
chief
in
the
chain
of
command,
so
I
think
she
she
could
have
some
say.
I
think
that
City
Council
also
holds
the
purse
strings
to
the
money.
So
I
think
that
you
also
have
input,
and
I
think
that
the
pc
OC
is
an
important
voice
of
the
community.
G
B
A
A
fart
we
have
some
questions.
Yes,
council,
president
johnson.
D
Thank
You
mr.
chair
mr.
fart
I
have
a
letter
sitting
on
my
desk
for
a
very
long
time.
He
did
minute
night
was
clean.
My
desk
out
the
other
day
and
I
phone.
Do
we
have
a
restriction
and
who
can
serve
on
the
PCO,
see
as
far
as
former
city,
employees
or
former
police
officers,
or
something
like
that?
Do
you
look.
B
B
Would
still
need
to
go
through
the
application
process
and
then
we
go
through
an
interview
process
and
then
still
go
through
the
approval
process,
where
they're
either
put
forward
by
the
city
councillor
the
mayor.
So
there
is,
there
is
a
processor
at
certain
points
in
the
year
we're
new
commissioners
if
their
seats
available
are
able
to
proceed
with
that
process.
Okay,.
A
C
D
C
A
question
about
this
year
compared
with
other
years,
and
it's
something
that
sometimes
nice
to
see
in
the
reports
is
how
things
like
the
complaints
or
where
the
complaints
have
come
from,
but
I'm
also
curious
about
the
discipline
issued.
He
actually
looked
to
me
when
that
first
slide
that
there
may
have
been
more
discipline
issued
this
year,
and
there
was
maybe
last
year
or
three
years
ago,
or
maybe
even
under
the
old
system,
where
we
used
to
always
seems
like
it's.
B
C
B
And
councilmember
Gordon,
what
I
can
say
is
I,
don't
have
the
specific
data
I'm
sure
I
could
get
that
together
for
you,
if
you
wish
and
give
that
to
you
at
a
later
time.
However,
more
specifically
I
can
say
that
the
new
process,
improvements
that
we
discussed
throughout
the
presentation
I
believe,
are
making
the
complaints
go
through
in
more
timely
manner.
In
a
couple
of
different
ways.
The
120
day
timeline
having
the
review
panels
that
out
a
year
in
advance,
so
that
cases
are
moved
through
at
a
better
pace.
B
All
of
those
things
are
resulting
and
I
think
that
quarter
for
slide
that
we
shared
with
you.
It
is
really
indicative
of
that.
So
I
would
say
from
the
process.
Improvement
that
that's
happening
there
are,
there
are
movie,
are
moving
through
at
a
pace
where
discipline
can
be
given
by
the
chief
and
more
and
what
I
would
say
is
a
more
timely
manner.
I
can
give
you
just
a
small
example
that
there
there
was
a
little
bit
of
the
backlog
of
cases
when
commander
case-
and
I
started
in
October.
B
However,
that
backlog
was
worked
on
significantly
from
a
rough
estimate
of
130
cases
down
to
30,
so
there
are
definitely
things
in
place
to
make
that
go
through
another
process.
Improvement
is
making
sure
that
we
have
a
full-time
intake
investigator
through
the
office
of
police
conduct
review,
which
really
impacts
getting
the
complainants
in
and
moving
that
process
forward,
which
we
do
have
and.
C
I
think
we
used
to
also
run
into
problems
with
this
reckoning
period,
where
it
would
take
so
long
whether
it
was
at
the
far
end
when
it
got
up
to
the
chief
mate
determination,
I'm
not
sure
where,
but
had
we
had
any
problems
last
year
where
some
complaints
weren't
processed
in
time,
and
so
that
we
actually
got
to
the
Chiefs
desk
outside
the
reckoning
period.
Cherry.
B
And
councilmember
Gordon
I
would
probably
have
to
look
through
specific
numbers
and
get
back
to
you
on
that.
But
my
understanding
moving
forward
is
that
we're
sticking
to
the
120
day
timeline
would
put
that
well
within
the
reckoning
period
and
then
that
the
goal
is
to
not
have
that
be
an
issue
moving
forward.
That's.
C
C
Know
that
you
also
have
a
map
that
was
showing
where
they
come
from
band
and
there
was
a
precinct
bar
graph,
so
that
was
helpful,
which
we
also
got,
but
sometimes
we
I,
don't
really
remember.
I
have
to
look
back
if
they
were
looking
at
times
a
day
or
some
kind
of
other
analysis.
That
might
be
something
that
would
be
interesting
to
me
at
least
I.
Don't
know
if
the
whole
committee
needs
to
see
it
in
the
reports.
C
My
thought
might
be
that
we
could
have
some
kind
of
discussion
outside
of
the
committee
about
what
could
be
in
the
quarterly
reports
and
what
isn't
and
I,
hopefully
I
didn't
miss
anything
that
was
in
there
and
just
refer
to
it
as
being
missing
when
it
was
actually
there.
But
and
my
last
question,
and
you
don't
necessarily
have
to
answer
this
or
not.
B
I
think
that
falls
under
kind
of
the
idea
of
early
intervention.
You
know
ken.
Can
you
really
stem
get
the
problem
on
a
stem
and
I
think
that's
that's
the
idea
there.
The
second!
The
second
part
is.
You
may
be
aware
that,
when
a
complainant
files
a
complaint
with
the
office
of
police
conduct
review,
they
get
a
choice
of
a
sworn
police,
investigator
or
civilian
investigator.
However,
we
only
have
two
civilian
investigators
who
are
able
to
investigate
cases.
B
You
know
with
the
mapping
technology,
with
with
an
increased
emphasis
on
community
outreach,
we're
hoping
that
the
complaints
will
only
probably
increase
just
because
people
are
more
aware
of
our
work
with
that.
I
think
that
probably
a
new
investigators
is
very
needed.
The
two
investigators
that
we
have
right
now
have
have
a
pretty
good
case
load
because
there's
only
two
of
them
and
when
the
public
is
aware
that
they
may
choose
a
civilian
people,
do
opt
for
that
option.
So
you
know
that's
that's,
definitely
something
that
we
would
think
about
for
future
growth.
So.
C
B
I
First
of
all,
thanks
very
much
for
this
presentation.
Mr.
chair,
a
great
report
leading
to
more
questions,
and
so
I
think
that
just
doesn't
represent
the
fact
that
there's
missing
information-
I
think
it
just-
is
a
real
compliment
to
the
topic
and
the
way
it's
been
handled.
I
guess
I
had
a
couple
of
questions.
First
of
all,
the
numbers
that
are
recorded
in
terms
of
discipline
and
number
of
complaints.
Those
are
actually
only
numbers
of
complaints
filed
through
the
police
conduct,
reviews
that
correct
cheering.
B
Councilmember
Quincy
that
is
correct
before
we're
thinking.
If
this
helps
you
see
it,
we
are
actually
internal
affairs
is
starting
a
new
reporting
process,
so
we
hope
to
be
able
to
present
these
numbers
alongside
one
another,
because
the
office
of
police
conduct,
review
and
internal
affairs
really
do
work
in
concert.
So
to
present
our
numbers
without
their
numbers,
especially
when
we're
considered
drunk
supervisors,
is
difficult,
but
we're
changing
that
so
that
the
hope
is
by
the
2016
presentation,
you're
going
to
see
those
numbers
together.
So
it
will
definitely
give
you
a
more
comprehensive
picture
exactly.
I
My
point
and
thought
is
if
this
is
just
a
represents,
all
the
people
who've
gone
through
this
process,
someone
comes
into
the
precinct,
makes
a
direct
complaint
to
the
you
know.
The
sergeant
at
the
desk.
Where
does
that
go?
Is
that
part
of
these
numbers?
No,
it's
part
of
the
internal
affairs
or
it's
just
handled
there.
It's
not
even
tabulated
or
calculated.
So
it's
always
interesting
to
know
this
is
just
represents
one
part
of
our
discipline
process
and
our
complaint
driven
process.
I
B
And
councilmember
Quincy,
so
there
there
is
information
on
the
website
they're.
Also,
there
is
information.
That's
provided
through
community
outreach
both
through
the
office
of
please
conduct,
review
internal
affairs
as
well
as
the
department
of
civil
rights.
We
do
our
best
to
get
the
information
out,
but
we're
actually
putting
together
a
very
strategic
community
outreach
plan
to
be
able
to
reach
more
communities.
One
wonderful
thing
about
the
mapping
is
that
we
can
start
to
see
specifically
what
communities
and
areas
need
that
outreach.
So
we're
really
trying
to
do
very
thoughtful,
targeted
outreach.
B
When
we
go
out
into
the
community
things
that
can
be
provided
our
sample
complaint
forms,
they
get
brochures.
A
lot
of
people
opt
for
the
online.
We
even
do
outreach
within
the
legal
community
so
that
lawyers
that
work
with
clients
who
may
need
this
information
understand
that
they
can
come
to
our
website.
They
can
come
to
our
office,
so
there's
kind
of
a
broad
based
outreach
right
now.
B
I
You,
my
final
thought,
is
about
the
graphs
themselves.
Reporting
numbers:
are
these
mutually
exclusive
or
put
somebody
all
have
a
for
example,
on
the
one
on
discipline
types
issued
by
Chief?
Could
you
have
a
training,
coaching
and
a
written
reprimand
and
be
represented
twice,
or
is
it
only
one
person
per
incident
cherien.
B
Councilmember
Quincy,
my
understanding
is
it's
only
one
incident,
so
I
don't
think
they
would
be
represented
twice
a
you
know,
a
coaching,
a
coaching
document
is
still
a
formal,
formal
documents
and
that's
going
to
be
available
in
that
file.
So,
if
that's,
why
they're
reviewed
in
that
certain
manner
to
make
sure
that
we,
the
joint
supervisors,
review
them
to
make
sure
that
they're
up
to
standard,
because
that
is
something
that
would
be
available?
Okay,.
A
Ferrara
I
have
a
few
questions.
You
know,
what
can
you
can
you
explain
something
with
regards
to
OPC
or
and
pc
OCME?
What's
the
connection
are
they
is
pc
OC
kind
of
like
a--
advisory
board
of
swords
or
what
is
it
relationship,
Oh,
pcr,
cheering.
B
That's
an
excellent
question:
the
police
conduct
oversight
Commission
does
work
with
office,
the
police
conduct
review.
However,
they
are
an
independent
body,
so
they
are
making
their
own
decisions.
They
will
occasionally
utilize
resources
from
the
office
of
police
conduct
review
when
they're
requesting
a
study
or
work,
but
their
recommendations
that
go
forward.
B
The
office
of
these
conduct
review
will
support
their
work
when
appropriate,
but
they
kind
of
function
independently
and
then
they
can
also
make
their
recommendations
and
work
directly
with
the
police
apartment,
which
I
think
Commissioner
singleton
did
a
nice
job
of
mentioning
how
that
work
in
her
sacks?
Okay,.
A
And
so
let
me
ask
you
this
and
this
this
is
not
meant
to
be
mean
or
e'en
thing
I
mean
more
stuff.
Just
you
know,
you
know,
under
the
ordinance
of
the
PCO.
See,
is
supposed
to
do
a
report
to
us
at
some
point
and
you
know
I,
don't
recall
them
doing
a
report
to
us,
but
I
mean
here
they
are,
you
know,
presenting
with
OPC
re.
I'm
wondering
is
that
supposed
to
satisfy
the
ordinance
or
you
know?
Can
we
get
an
independent
report
at
some
points
for
cheering.
B
If
you'd
like
an
independent
report,
that
is
definitely
something
that
I
would
be
happy
to
relate.
You
know,
through
Commissioner
single
tend
to
the
chair
of
the
police,
conduct
oversight
Commission.
We
wanted
to
include
them
today
because
we
didn't
want
to
talk
about
their
work.
We
wanted
them
to
come
talk
about
that
work.
Okay,
we
would
definitely
be
you
know.
I'm
sure,
chair,
Andrea,
Brown
would
be
very
open
to
coming
and
presenting
to
you
and
I
think
that
would
be
a
wonderful
opportunity.
Okay,.
A
I
need
to
refresh
myself
on
the
ordinance,
and
you
know
what
it
requires,
but
yeah,
that's
important,
yeah
and
then
just
with
regards
to
your
annual
report,
you
know
looking
at
us
page
five,
which
is
the
policy
violations
regarding
coaching
by
precincts
enough
I'm.
Just
wondering
mean
just
thinking
about
here.
You
know,
with
regards
to
the
different
spacings
I
mean
the
numbers
are
fairly
negligible
in
terms
of
you
know,
which
precinct
and
all
that
stuff,
but
yeah
I'm,
just
wondering
if
at
some
point
any
context
is
important
for
people
to
understand.
A
You
know
why
there
are
like
higher
numbers
in
one
precinct
versus
and
other
versus
the
other
category.
Where
you
know
I
mean
you
see,
though
you
see
the
blue
mean
there's
five
but
I
mean
in
terms
of
policy
violations
that
are
more
than
any
other
precincts
combined
and
just
wondering
I
mean
you
know.
Without
folks
known
I
mean
to
receive
that
it
just
seems
like
the
numbers
are
jarring.
With
that
context,
them
wondering
if
context
is
important
in
that
situation
and.
B
I
think
cheer
yang
I
think
so
so
one
thing
that's
important
to
note
today
we're
showing
the
graphics,
but
the
annual
report
actually
has
has
text
in
it.
Now
that's
available
online
for
people
to
read
if
they
wish
I
think
that
can
vary.
Those
type
of
numbers
vary
year
by
year.
It's
kind
of
dependent
on
a
variety
of
factors.
However,
moving
forward
I
think
that
to
go
to
that
concern,
we
have
the
mapping
we
can
provide
more.
You
can
see
more
about.
Are
these
coming
out
for
a
certain
reason?
B
Do
people
that
precinct
just
null
that
they
can
file
those
type
of
things?
Is
that
why
that's
happening
are
or
is
there
a
specific
individual
who's
involved
in
complaints
over
and
over
again
and
again,
I
think
these
are
things
that
both
the
Minneapolis
Police
Department,
as
well
as
our
office,
are
committed
to
figuring
out
and
getting
to
the
root
of
if
it
becomes
a
kind
of
chronic
problem
and.
A
You
know
the
my
last
question
is
in
2013.
There
was
a
report
by
this
rib
saying
I
mean
in
headlines.
It
says
no
Minneapolis
cops
have
been
disciplined
after
439
compliance
and
I'm
wondering
what
the
numbers
are
now
relative
to
then,
and
or
you
know,
in
general
context
like
since
opt
error
has
opened
up
its
doors
with
what
the
numbers
are,
generally
speaking,
just
so
that,
because
I
mean
for
myself
like
every
time
we
have
a
public
hearing
every
time
we
do
anything
here
in
public
safety.
A
Those
numbers
are
still
quoted
and
I
think
those
numbers
are
in
some
ways
obsolete
in
the
sense
that
you
know,
there's
been
about
three
years
at
it
passed
since
then,
but
made
people
continue
to
quote
the
start
for
being
on
this,
and
you
know
I
I'm,
just
wondering
I
mean.
Can
we
get
that
number
just
for
folks,
just
so
that
people
know?
You
know
what's
happened
since,
because
you
know
if
the
numbers
are
zero
may
at
least
we
know
that
that's
the
case
and.
B
Cheering
the
numbers
aren't
zero
and
I
think
the
problem
is
that
people
that
are
that
are
coming
to
to
kind
of
make
that
claim
that
there's
no
discipline,
often
what
I
found
in
conversations
I've
had
in
the
community,
is
that
people
believe
that
anything
short
of
termination
isn't
discipline
and
that's
problematic,
because,
as
you
can
see
from
the
chart,
there
are
several
things
that
are
you
know.
Corrective
action
isn't
technically
considered
discipline,
but
an
officer
has
to
come
sit
with
their
supervisor.
B
Have
a
report
written
and
have
it
reviewed
by
the
joint
supervisor,
so
the
air
are
going
through
corrective
action,
but
even
take
that
piece
out.
Let's
look
at
the
rest.
You've
written
reprimands,
suspensions
terminations.
Those
are
all
coming
out
of
the
obstacle
police
conduct
review
and
this
report
has
terminations.
If
the
past
reports
didn't
have
termination,
I
feel
that
there
are
certain
lenses
where
people
are
looking
at
it
saying:
well
anything
short
of
a
termination
isn't
discipline.
Well,
that's
just
not
true
and
someone
suspended
when
they're,
given
a
written
written
reprimand.
B
You
know
we
can
give
you
the
graphics
and
the
numbers
to
show
you
that
discipline
is
occurring
appropriately
and
that
a
termination
may
not
be
the
right
situation
in
all
situations,
but
when
it
is
appropriate
and
when
it's
gone
through
the
process
and
in
a
you
know,
thoughtful
way
that
that
will
be
the
end
result.
So.
A
Could
we
at
some
point
in
the
very
near
future,
get
that
graph
that
explains
to
us?
You
know
per
year
from
2012
13
14,
15
16,
you
know
what
the
numbers
are,
so
that
at
least
the
public
knows
that
you
know
this
is
what
has
happened
and
you
know
I
mean
you
can
explain
it
any
sort
of
boy
whether
it
was
coaching
and
that
doesn't
include
discipline,
but
you
know
I
mean
I've,
seen
your
fancy
graphs.
You
can
do
that
where
you
can
represent
that
to
folks
that
you
know,
people
can
understand.
B
We
would
be
happy
to
work
with
you
to
get
you.
Some
numbers
and
I
I
agree
that
it's
all
about
public
understanding
and
Clete
increases
public
trust
and
makes
civilian
oversight
meaningful,
and
so
these
are
important
things.
And
if
that
that
is
what
you'd
like
to
see,
then
we
can
certainly
work
with
your
office
to
get
that
there.
But
what
I
want
to
make
crystal
clear?
The
discipline
has
been
occurring
as
a
result
of
cases
that
go
through
the
office
of
police
conduct,
review
and.
A
B
C
A
couple
other
comments
and
on
that
note
I,
do
think
that
I'm
this
year
there
was
I,
think
344,
complaints
and
I
believe
in
that
article
they
weren't
looking
at
coaching,
we
could
make
the
case.
Coaching
is
different.
Now
it's
clearer
than
it
was
at
the
beginning
when
we
started
in
and
we
really
had
no
idea
what
it
meant,
but
so
I
see
a
increase
in
maybe
it's
modest.
Maybe
if
you
look
at
percentages
it
would
look
better,
but
I
mean
it's
not
that
hundreds
of
officers
are
being
disciplined
or
anything.
C
It's
not
a
third
of
the
complaints
but
I
think
it's
been
significant.
I
also
wanted
to
just
note
that
I
was
able
to
look
up
the
code
and
find
out
a
little
bit
more
about
the
review.
Please
conduct
review
panel
and
the
qualifications
do
include
stipulation
about
whether
or
not
you're
currently
or
formerly,
employed
with
the
city
of
Minneapolis.
It
just
says
for
qualifications,
just
for
the
record
and
everybody
all
members
shall
be
residents
of
the
city.
C
Individuals
currently
are
previously
employed
by
the
Minneapolis
Police
Department
are
ineligible
to
service
members
of
the
pool
and
of
course,
every
panel
has
to
currently
serving
officers
and
then
to
civilians.
So
that
was
something
that
was
put
into
the
ordinance
on
I.
Don't
know
if
you
want
to
change
it
or
not,
they're
anything
like
that,
but
at
least
it's
in
there.
So
there
that
question,
cherien.
B
C
C
A
All
right,
I
see
no
more
comments
or
questions.
I
will
move
to
receive
this
annual
report
from
the
office
of
police
conduct
review
for
2015
any
discussion
all
right,
all
those
in
favor,
please
say:
aye
aye,
any
opposed
motion
carries
and
with
that
we
are
done
with
our
business,
and
so
I
will
adjourn
this
meeting.
Thank
you
all.