►
Description
Minneapolis Public Safety & Emergency Management Committee Meeting
A
Good
afternoon,
everyone
I
will
call
this
a
regularly
scheduled
meeting
of
the
Public
Safety
and
Emergency
Management
Committee
today,
which
is
February
15
2018
I
am
the
chair
of
this
committee.
My
name
is
councilmember
Alondra
Cano
and
we
are
joined
here
today
by
councilmembers,
jeremiah
ellison
council,
vice-president,
andrea
jenkins,
councilmember,
Steve,
Fletcher
who's,
also
the
vice
chair
of
our
committee
and
council
member
lenay
Palmisano.
So
we
are
indeed
a
quorum
of
the
committee
and
can
therefore
conduct
the
committee
business
on
today's
agenda.
A
We
have
three
consent
items
and
two
items
for
discussion,
so
we
will
go
through
those
briefly
before
approving
them.
Our
first
consent
item
is
a
contract
with
Hennepin
Technical
College
for
training
of
police
cadets.
Our
second
item
is
a
contract
with
Hennepin
health
care
systems
to
be
the
sole
provider
of
emergency
medical
services.
A
B
A
Good,
so
let's
go
ahead
and
move
item
number
one,
which
is
the
contract
with
an
up
and
Technical
College
for
training
of
Police
Cadets
down
to
a
item
for
discussion
and
with
that
let's
go
ahead
and
move
forward.
The
you
consent
agenda
items
all
those
in
approval
of
moving
those
items
forward.
Please
say:
aye
aye
anyone
opposed.
Please
say:
no.
Those
items
are
approved.
So
in
the
discussion
item,
then
we
will
go
ahead
and
open
up
conversation
on
contract
with
Hennepin
Technical
College,
for
training
of
Police
Cadets
any
questions
or
discussions
on
them.
C
Madam
chair,
you
know
and
don't
remember,
Palmisano
I
can
speak
to
the
first
part.
As
far
as
I'm
deputy
power,
some
of
the
police
department,
I,
can
speak
to
the
first
part
about
the
ways
people
become
police
officers.
We
employ
them.
So
our
first
way
is
through
the
CSO
progress
our
process,
so
people
are
hired
as
csos
to
kind
of
basically
learn
their
job.
C
They
come
on
usually
with
no
educational
background
or
with
some
educational
background,
to
law
enforcement,
and
then
we
employ
them
to
learn
the
roles
and
responsibilities
of
police
officer
kind
of
get
on-the-job,
training
to
be
a
police
officer.
We
pay
for
them
to
go
to
their
schooling
if
they
need
education
and
they're
employed
for
up
to
three
years
as
a
CEO.
So
the
idea
is
that
it's
almost
like
a
feeder
system
that
we
we
bring
them
in.
C
So
they
get
to
know
the
department
get
to
know
some
of
the
workings
of
police
department
and
then
they
upon
passing
the
educational
background
to
be
a
law
enforcement
getting
their
license.
Then,
usually,
our
operative
conditional
job
offer
to
become
police
officer.
A
second
way
we
go
about
bringing
people
in
the
department
is
through
the
cadet
program.
The
gap
program
traditionally
reaches
out
to
non-traditional
law-enforcement
students.
C
It's
an
idea
for
people
with
educational
backgrounds,
with
different
types
of
life
experiences
to
become
a
police
officer,
so
people
who
go
through
the
care
program
usually
have
maybe
have
worked
in
another
area
for
several
years
or
possibly
twenty
years.
Maybe
they
worked
in
the
private
sector.
Maybe
they
worked
in
teaching
or
maybe
they
worked
at
a
as
a
factory
worker,
but
they
can
come
on
get
hired
through
the
cadet
program.
We
give
them
basically
their
associate's
degree
in
law
enforcement.
C
Then
we
get
them
licensed
through
the
post
board
and
then
we
sent
through
the
minneapolis
academies
tradition
about
an
8
to
9
month
process
and
then
the
third
way
is
just
hiring
officers
that
have
already
been
received:
they're
training,
their
recruits,
people
who
have
gone
to
law
enforcement
schools
who
ever
received
their
education
and
law
enforcement,
their
degrees
in
law
enforcement,
either
the
associate
arts
degree
or
a
bachelor's
degree.
And
then
they
are
usually
brought
on
an
already
licensed
at
least
have
the
ability
to
be
licensed.
B
D
The
schools
that
are
more
certified
to
provide
training
in
a
thong
I
think
Alexandria
is
one
I
know
there
are
three
or
four
schools
in
the
state
that
basically
can
certify
officers
under
the
post,
training
conditions,
and
so
there's
that
oversight
from
the
state
board.
That
requires
what
our
training
is
and
then
we,
additionally
once
we
get
them
as
recruits.
We
do
an
in-house
Academy,
but
the
state
determines
what
the
requirements
are.
B
D
B
D
Used
to
be
able
to
do
a
lot
of
our
own
training
kind
of
under
the
umbrella
of
you
know
the
post
through
through
an
open
technical
college,
but
they
removed
that
opportunity
from
us
now
they're
requiring
basically
for
state
licensure
that
they
in
this
case
Hennepin
County,
Technical
College.
Basically,
that's
all
the
training.
They
control
the
training.
They
control
the
trainers
who
they
hire
to
do
the
training
where
we
used
to
be
able
to
do
some
in
health
training.
We're
not
allowed
to
do
that
anymore,
and
so
it's
strictly
under
their
control.
E
You,
madam
chair,
my
question
I
think
may
be
able
to
be
answered
by
deputy
chief
Harrison,
but
maybe
maybe
you
know
as
well
ma'am.
So
how
long
is
the
seus
ol
program
and
and
the
cadets
program
and
not
sure
if
I
understood
at
the
length
of
time.
C
Yes,
madam
chair,
don't
remember:
Jenkins
I
can
respond
to
that.
So
the
difference
is
for
the
csos.
We
have
up
to
three
years
to
train
them
and
get
them
ready
to
be
a
police
out,
sir.
Now
that
can
vary
in
timeframe
from
when
they
become
a
police
officer
depending
on
when
they
come
to
us
and
what
a
monitoring
or
what
among
education
they
have.
So
they
could
have
gone
to
a
college,
ID
officer,
law
enforcement
training
and
they
could
have
received
their
license
or
their
education.
C
They
could
have
finished
it
or
they
could
have
been
midway
through
it.
So
we
hire
them
with
the
idea
that
they're
going
to
be
a
police
officer,
and
they
have
three
years
up
to
up
to
three
years
to
finish
that
training
and
then
become
licensed.
So
with
the
cadet
program,
it's
a
little
bit
different
thought
process
or
a
little
bit
different
way
to
get
through
there.
The
cadet
program
people
come
in
with
basically
no
law
enforcement
background.
They
come
in
not
working
for
in
law
enforcement.
C
They
come
in
not
having
any
license
post
our
Coast
license
and
we
basically
train
them
to
receive
their
education
in
law
enforcement.
The
two
year
at
least
the
three
degree
is
what
they
get
kind
of
in
a
more
intense
setting
in
about
a
three
month
process,
and
then
they
receive
the
post
licensing.
They
have
to
attend
the
post
to
receive
the
training
through
them
and
then,
after
that
they
are
licensed,
and
then
it
become
police
officers
and
then
they
we
run
them
through
our
academy
and
that
process
lasts
approximately
eight
months,
eight
to
nine
months.
F
Thank
you,
madam
chair
I,
guess
I'm
wondering
the
you
mentioned.
They
get
an
associate's
degree
in
law
enforcement
from
Hennepin,
Technical,
College
and
I'm
wondering
if
there
are
any
requirements,
somatic
requirements
or
elective
requirements
related
to
Hennepin,
Technical,
College's
associate's
degree.
So,
for
example,
are
we
asking
our
officers
to
take
courses
in
global
perspectives
or
courses
related
to
race,
gender
or
sexuality
or
other
kinds
of
training
that
we
might
want
them
to
have
for
interfacing,
with
the
diversity
of
our
population?.
D
I
understanding
is
that
the
post
requirements
do
get
into
some
of
those
wider
disciplines
about
how
to
deal
with
the
public.
How
to
deal
with.
You
know
certain
populations,
you
know
skills
that
they
need
for
responding
to
people.
I,
don't
have
a
list
of
all
the
courses
that
are
required,
but
I
know
that
it's
broader
than
just
the
basically
to
think
that
an
officer
would
need
its.
You
know
the
people
skills
as
well.
Thank.
F
G
You,
madam
chair
I,
had
a
question
twofold.
One
is
about
recruitment
into
the
program
and
I
guess
it
was
just
kind
of
a
demographic
question.
I
there's
a
lot
of
I,
think
demand,
but
I
know
we
can't.
You
know,
make
officers
live
in
the
city,
but
to
what
extent
are
people
being
recruited
in
this
program
from
places
like
North
Minneapolis?
What
extent
are
we
recruiting?
African-American,
indigenous
and
Latino
officers
into
programs
like
like
this
pathway.
C
Madam
chair,
you
know,
and
Councilman
Ellison
I
can
I
can
respond
a
little
bit
to
that.
That
is,
a
recruitment
falls
under
the
chief
of
staff
and
but
I
do
know
some
of
it
a
little
bit.
So
I
can
speak
a
little
bit
to
it.
The
recruitment
does
go
out
to
a
lot
of
different
areas.
They
focus
primarily
within
the
metro
area
and
somewhat
a
little
bit
outer
ring
with
the
five
state
area
they
go
to
within
Minneapolis.
There's
a
lot
of
different
career
fairs
that
we
that
they
attempt
to
go
and
get
recruit.
C
People
from
Minneapolis
I
do
know
that
they
hit
some
of
the
high
schools.
It's
some
of
the
college
fairs
for
recruitment
and
I.
Do
know
that,
from
from
the
chief
down
to
the
deputy
chief
Knight,
who
was
a
chief
of
staff,
it's
one
of
their
primary
goals
when
their
primary
ideas
is
to
work
on
diversifying
our
ranks
through
equipment.
G
Thank
you,
oh
I,
guess
last
question
is
how
how
successful
do
you
think
it
how
you,
how
successful
do
you
think
it's
been
and
what
kind
of
support
would
you
need?
What
do
you
need
to
get
the
ideal
outcome.
C
With
madam
chair,
you
know
in
councilmember,
Jenkins
I'm,
sorry,
I
can't
remember
Ellison,
without
knowing
the
numbers.
I
really
wouldn't
want
to
put
a
III
I,
don't
know
if
I
could
put
a
success
rate
or
or
what
exactly
is
happening
with
it.
I
don't
don't
know
the
numbers,
possibly
it's
something
we
could.
You
could
bring
a
deputy
chief
Knight
here
to
discuss
about,
but
I
do
know
that
their
chief
Knight
has
really
reached
out
to
a
lot
of
different
groups
and
committees
to
try
to
help
with
that.
G
C
E
B
B
Chief
Janee
harteau
was
about
the
three
different
paths
to
become
a
peace
officer
for
Minneapolis
and
and
how
those
are
seen
is
doing
like
how
our
peace
officers
that
have
come
through
these
different
paths
are
are
performing
and
I
would
be
curious
to
know
what
reasonable
metrics
those
could
be,
whether
it's
about
discipline
that
they
need
to
receive
then
as
an
employee
or
whether
they
have
a
long-standing
career
as
a
peace
officer
in
our
program.
I
believe
that
at
the
time
I
asked
it
a
couple
of
these
pathways
were
so
new.
B
C
I'm
sure
you
know
and
councilmember
Palmisano,
so
the
the
traditional
way
to
hire
police
officers
has
been
through.
Obviously
the
recruits.
It's
been
a
long-standing
practice
that
we've
had
hiring
people
who
have
received
their
training
in
their
educational
background
and
their
training
that
has
been
the
process
we've
used
in
most
departments
have
used
for
a
very
long
time.
I
can't
it
I
can
talk
to
you.
C
So
it's
been,
it's
been
a
process
that
has
stood
the
test
of
time
and
again,
a
way
to
reach
people
who
might
not
have
that
idea
of
law
enforcement,
but
may
have
that
life
experience
or
had
that
idea
of
a
another
vocation
or
profession
not
working
out
for
them,
and
in
feeling
that
this
may
be
something
they
want
to
try
on
something
want
to
do
so.
This
the
cadet
program
has
really
been
it's.
It's
it's
been
adopted.
It's
that
it's
done
through
the
I
know,
I
believe
the
State
Patrol.
C
So
it's
really
been
a
good
feeder
system
for
us
to
get
to
grab
people
with
different
perspectives
coming
into
this
profession.
The
co-op
program,
I
again
I,
would
be
estimating
here,
but
I
I
know
that
it
kind
of
started
gathering
and
taking
off,
probably
in
the
mid
90s
early
90s
around
the
same
time
again
with
the
idea
of
bringing
people
in
to
the
fold
to
bring
people
into
your
department
bring
them
in.
So
they
understand
a
little
bit
more
about
law
enforcement.
E
C
Could
be
taken
away
from
police
officers
that
need
to
respond
to
incidents
and
respond
to
calls
so
they've
all
been
all
always
we
do
bring
people
in
again
have
been
been
around
for
a
while
here
with
me
atlas,
and
you
know,
maybe
continue
to
go
through
some
little
modifications
here
and
there,
but
it
really
stood
that
that's
a
time.
Thank.
B
A
Do
we
have
any
more
questions?
I
can't
tell
cuz.
Sometimes
if
you,
if
you
don't
have
questions,
just
put
your
thing
down
or
I'm
a
lemon
speaker
management
as
well.
Well,
thank
you
for
that.
So
with
no
further
questions
on
that
item,
let's
go
ahead
and
approve
the
contract
with
Hennepin
Technical
College,
for
training
of
police
cadets,
all
those
in
favor,
please
say:
aye
aye,
all
those
an
opposed
say
no,
and
so
that
item
moves
forward.
A
I
did
just
want
to
mention
that
some
of
the
questions
that
were
shared
here
today
are
in
direct
relationship
to
our
committees,
work
to
develop
our
four-year
work
plan,
which
will
also
be
integrated
with
each
departments.
Business
plan,
which
does
should
involve
some
more
specific
details
about
the
goals
and
and
sort
of
vision.
You
know
for
for
the
types
of
initiatives
that
each
department
that
reports
that
this
committee
has,
which
relates
to
councilmember
Ellison's
question
around.
What
is
you
know?
A
What
is
the
the
sort
of
metric
or
outcome
that
we're
trying
to
see
through
some
of
these
training
programs?
So
in
March
and
in
early
April,
we
will
be
diving
deep
with
our
community
to
look
at
our
work
plan
and
we're
working
with
our
mayor's
office
as
well.
To
put
that
together.
So
bye-bye
I
would
say
the
April
yeah
the
meeting
in
April.
C
The
objectives
is
I
will
be
covering
the
six
major
parts
of
the
audit,
including
the
policy
on
compliance
policy,
the
fineness
of
clarity,
body,
worn
cameras,
access,
managing
data,
requests,
training
and
mobile
video
system
taxes.
After
that,
I
will
go
into
a
little
bit
further
discussion
on
the
quarterly
metrics.
C
So,
first
of
all,
from
the
port
so
to
refresh
people's
memory
on
it.
The
first
major
issue
that
was
addressed
in
the
audit
report
was
the
policy
non-compliance.
So,
as
you
see
there,
we
had
a
issue.
They
were
reported
by
that
committee
that
some
of
the
officers
were
not
being
required
to
use
body
worn
cameras,
even
though
the
policy
required
their
use.
C
The
example
there
you
see
is
that
our
SWAT
officers
we're
not
using
them,
but
even
though
technically
for
the
policy,
they
were
required
to
use
them
some
of
the
911
one
dispatches
and
use
of
force.
Events
did
not
have
corresponding
body,
worn,
I'll,
say
PwC
just
to
keep
it
shorter.
Pwc
is
body,
worn
camera,
BWC,
video
and
evidence
comm
where
video
did
not
exist.
There
was
inconsistent
entry
of
explanation.
Why
of
why
this
occurred
in
CAD
or
cappers?
No
evidence
comm
is
the
software
from
the
vendor.
We
use
for
our
body,
worn
cameras.
C
C
Another
issue
under
this
item
was
that
officers
were
not
consistently
running,
PwC
startup
checks
and
doing
some
sort
of
checks
away
from
the
precinct
so
for
the
policy
officers
are
required
to
do.
Startup
checks
me
testing
the
video
testing
that
it's
working
officers
were
occasionally
leaving
their
PwC's
powered
off
until
just
before
activation.
C
Preventing
pre-event
recording
from
fully
functioning
so
means
that
officers
were
wearing
the
body
cam,
however
they're
leaving
in
the
opposition,
and
then
when
they
had
an
incident
where
they
arrived
and
decided,
they
needed
would
turn
it
on
and
it
would
be
powered
up
and
normally,
when
outfit
has
a
body
worn
camera
on
and
they
hit
the
button
to
start,
it
is
there's
a
buffer
of
22
seconds
20
to
22
seconds
which
it
captures
before.
However,
when
it's
off
it's
only
5
seconds
that
were
captured
prior
to
when
they
turned
on
officers
transporting
individuals
to
jail.
C
C
Officers
we're
not
consistently
narrating
the
reasons
for
dia
for
ewc
deactivation
prior
to
bank
inclusion,
so
the
officers
were
not
stating
on
camera
why
they
were
turning
it
off.
Officers
were
not
consistently
categories
categorized
in
vwc
videos
according
including
not
assigning
any
categories
or
signing
in
correct
category
soul.
So
when
officers
upload
the
camera
arabela
the
video,
sometimes
that
was
being
miscategorized
or
category
or
not
given
a
category
officers
were
not
consistently
entering
the
correct
case.
C
Numbers
related
WWC
videos
again,
this
is
through
a
CAD
system,
calls
are
assigned
a
case
number
and
then
this
is
a
case
number
that
they
would
use
to
associate
the
video
with
the
attackers
or
the
CAD
number
a
CAD
case
number
officers.
Rawkus
is
the
uploading
BWC
videos
at
the
end
of
their
shift
and
supervisors
were
not
conducting.
C
C
Upon
policy,
finalization
MPD
will
update
training
materials
to
be
in
line
with
the
policy
and
will
inform
or
train
as
appropriate,
on
the
staff
necessary.
We're
looking
to
have
this
done
by
possibly
about
a
quarter.
3
of
2018
MPD
is
employing
civilian
staff
as
part
of
the
program
to
review
BWC
footage
and
ensure
compliance
with
PwC
policy.
C
These
reviews
will
include
identifying
instances
of
activation
reactivation
not
occurring
in
line
with
policy
documentation
of
deactivation,
missing
footage
not
occurring
along
with
policy,
startup
checks,
data,
not
uploaded
categorized
and
labeled,
and
why
no
policy
and
we're
looking
to
have
this
done
by
the
end
of
quarter?
Two
now
the
part
of
our
budget.
For
this
year,
we
were
given
some
funds
to
build
a
higher
to
civilian
staff
to
assist
with
this
program,
we
are
currently
in
the
process
of
hiring
those
civilian
staff.
C
They
will
work
in
the
quality
assurance
unit,
which
is
under
my
Bureau.
The
professional
standards
commander
granger,
who
runs
that
unit,
is
here
today
with
me
and
inform
you
that
he's
looking
to
possibly
have
one
of
the
people
in
place
by
March
and
the
other
person
is
still
running
through
background
checks,
because
some
of
this
information
is
CJ.
Cj
is
data
and
we
need
to
have
backgrounds
completed
on
people
who
review
this
information
so
to
have
these
people
in
place
to
the
civilian
place.
C
C
C
C
Jesse
notices,
two
data
subjects
circumstances
when
a
data
subject
must
be
given
notice
to
a
recording
and
when
it's
being
released,
addressing
authorization
to
access
data
and
access
procedures.
This
includes
a
written
requirement
to
access
the
body-worn
camera
data
and
addressing
video
classification
assignment
again
when
a
video
is
uploaded,
ensuring
that
it
has
become
relation
of
being
public
or
non-public.
Excuse.
E
B
You,
madam
chair,
deputy
chief
I'm,
just
curious
and
I,
assume
that,
if
I'm
a
little
bit
confused,
maybe
some
of
my
colleagues
are
as
well.
Are
you
saying
that
this
the
policy,
the
the
prior
policy?
Not
your
draft,
that's
you
know
in
process
of
being
refined,
but
you're
saying
the
former
policy
did
not
address
these
issues.
It's.
C
B
E
C
C
The
video
VC
program
allowed
for
a
retention
of
training
videos
for
only
90
days
when
the
next
shortest
period
was
one
year,
additional
information
on
redaction
and
withholding
of
subject
and
offensive
information
to
fully
cover
compliance
with
state
statutes.
So
this
was
clarification
to
our
records
unit.
My
data
requests
and
redaction
additional
information
on
data
retention
to
fully
cover
compliance
with
state
statutes.
This
would
be
a
clarification
in
policy
for
data
subjects,
on
requests
of
the
data
and
notification
notifying
them
that
they,
the
subjects
within
the
video
deputy.
A
C
C
The
MPD's
response
to
these
is
that
again
we're
revising
the
policy
language
to
clarify
responsibilities,
use
and
supervisory
review
expectations.
This
is
respected.
Completion
by
the
end
of
quarter,
1
2018,
upon
policy,
finalization
MPD
will
update
training
materials
and
be
in
line
with
policy
and
will
inform
or
train
as
appropriate,
all
staff
expected
completion
quarter.
2
of
2018.
C
So
moving
on
to
the
next
issue
is
body
worn
camera
system
access
multifactor
from
the
reports.
Multi-Factor
authors
authentication
was
not
required
for
all
uses
of
evidence,
comm
the
only
the
only
it
was
only
required
for
make
sure
there's
not
not
for
the
users,
so
the
multi-factor
authentication
is
when
you
sign
in
log
into
some
site.
You
maybe
need
your
email
address
and
the
password,
and
then
you
need
a
second
type
of
a
way
to
confirm
you're
the
person
that
you're
signing
in
it
a
number
received
through
text
or
through
email.
C
Evidence.Com
again,
that's
the
evidence.
Comm
is
the
software
which
our
vendor
uses
Kevin.
It's
our
comm
access
control
procedures
were
not
documented,
so
there
were
no
written.
Approvals
were
not
obtained
prior
to
provisioning
user
access
to
evidence
comm,
as
is
required
by
state
statute.
There
is
no
periodic
access
to
review
the
process,
so
we
didn't
review
the
process
on
who
had
access,
and
one
user
with
administrative
access
did
not
need
that
level
of
access
for
the
current
job,
which
has
since
been
changed
and
removed.
C
So
our
response
to
these
issues
is
we're
considering
the
impact
of
multi-factor
authorization
of
users
on
users
in
determine
whether
enabling
this
feature
for
all
users
is
practical.
This
is
a
discussion
we
would
have
to
have
with
acts
on
the
vendor.
We
use
for
our
mole
for
I
want
cameras
to
to
see
what
they
would
have
in
place
to
have
a
multi-factor
authentication
for
people
to
sign
on
log
on
we're
revising
the
policy
which
will
include
documentation
of
the
access
control
procedures,
requirement
of
britain.
C
I'm
sorry,
so
continued
response
is
that
upon
policy
finalization,
the
MPD
will
update
training
materials
to
be
in
line
with
policy
and
will
inform
or
train
is
appropriate.
I'll
staff
expected
completion
by
end
of
quarter
to
eighteen
that
that
that
might
be
a
little
head
of
the
time
depending
on
the
final
incident
of
policy,
and
when
we
can
get
the
training
done,
MPD
will
obtain
written
approval
for
all
current
users
with
access.
This
one
should
not
be
too
difficult
to
get
people's
signatures
on
documents.
C
C
Within
the
audit
report
is
that
request
for
a
BWC
data
from
law
enforcement
and
data
subjects
were
not
centrally
managed
and
not
uniformly
documented
to
ensure
complete
document
to
ensure
it
completes
documented
population
of
all
report.
All
requests
exits
exists.
Mpd
could
enhance
the
data
sharing
process
by
routing
all
data
requests
through
a
centralized
group,
such
as
the
Rutgers
information
unit,
and
limiting
the
ability
to
share
data
to
that
group.
C
This
discussion
will
identify
differences
in
records
of
sex
requests
and
how
data
sharing
can
be
more
uniformly
documented
to
track
compliance
with
state
statutes.
Again.
This
discussion
we
need
to
have
this
is
a
recognition,
my
bureau,
with
the
City
Attorney's
office,
to
try
to
get
all
on
the
same
page.
Data
requests.
C
C
The
vendor
contracted
by
the
city
to
administer
its
network
and
servers
had
administrative
access
to
the
server
that
stores
on
an
archived
data
motor
em
on
archive
mobile
video
data,
while
the
vendor
needed
administrative
access,
the
city
should
monitor
the
activity
of
the
benner
on
this
server
when
the
axis
is
made.
So
our
responses
is
that
we're
requesting
the
internal
audit
to
communicate
this
finding
with
city
IT
staff
to
determine
the
appropriate
mitigation.
So
because
it's
it's
not
our
the
software
that
we
use
for
the
mobile
video
is.
C
F
Thank
you,
madam
chair,
and
thank
you,
deputy
chief
for
that
presentation.
I
did
go
back
after
our
conversation
in
the
agenda-setting
suite.
You
know
you
would
indicated
they
needed
some
clarification
on
what
we
were
expecting
and
in
in
terms
of
a
report
and
looked
at
the
staff
direction
that
happened
on
October,
14th
and
I
just
wanted
to
revisit
that
a
little
bit
because
you've
answered
some
of
the
questions,
but
not
all
of
them.
So
I
want
to
just
check
in
on
that.
F
The
second
question:
have
there
been
any
changes
to
the
body
camera
policy?
You
have
talked
about
that
and
you've
indicated
some
changes
that
you've
made
and
I
appreciate
that
update.
That's
very
helpful
information,
the
third
who's
in
charge
of
the
ongoing
effectiveness
of
the
body,
camera
program
and
I-
think
that's
the
one
that
I'm
hoping
you
can
answer
for
me.
F
Sort
of
who
is
driving
this
work
and
who
who
owns
it
and
then
the
fourth
item
was,
was
what
are
the
emerging
themes
of
the
reviewed
data
and
what
issues
are
being
identified
by
supervisors
and
I'm,
hoping
that
you
can.
Some
of
this
does
sort
of
characterize
that,
but
I
guess
I'd
like
a
little
bit
of
additional
characterization
of
just
sort
of
what
what
changes,
either
formally
or
even
just
sort
of
informally,
and
how
you
guys
are
thinking
about
this.
F
If
you're
going
to
summarize
and
sort
of
plain
English,
just
how
is
this
working
in
Hauer
and
what
are
you
seeing
based
on
the
data
that
you've
got
so
far,
I'd
appreciate
just
a
little
a
little
further
discussion
about
that
and
and
I
think
the
I'll
just
say
that
I
think.
After
our
conversation,
the
the
staff
Direction
feels
like
it
was
clear
that
we
wanted
their
report
their
reporting
to
commence
in
the
first
quarter.
Not
the
reports
to
commence
based
on
the
first
quarter
or
to
receive
reports
in
the
second
quarter.
F
C
I'm
sure
you
know
and
councilmember
Fletcher,
so
I'll
try
seemed
there's
a
lot
in
there.
So
I'll
try
to
answer
what
I
can
to
you
to
to
what
you
asked
and
if
there's
something
that
I'm
missing
just
feel
free,
so
I
think
you
know
without
without
giving
information
on
the,
because
it's
a
draft
policy
without
giving
detailed
information
on
the
the
draft
policy.
C
These
issues
that
are
addressed
the
all
these
issues
in
the
reporting
on
the
performance
so
far
as
like
the
activation
and
deactivation
start
up
checks
that
were
adjust
in
the
auto
report.
They
are
the
specific
items
that
we
addressed
primarily
within
this
workgroup
and
changed
or
clarified
within
the
policy.
This
was
our
main
that
the
audit
was
our
main
driving
force
behind
us
to
address
or
clarify
these
issues.
C
So
we
touched
upon
all
of
them
and
and
along
with
some
other
issues
that
were
not
in
here,
but
we
had
heard
from
other
officers
or
different
departments
within
the
city
to
address
I'm
fairly
I'm,
fairly,
confident
that
we
addressed
all
these
issues
with
what
we
need
to
do.
One
per
state
statute
and
two,
as
far
as
what
we
believe
is
necessary
to
assist
us
in
giving
that
transparent
view
to
the
public
and
to
our
citizens.
C
Your
your
question
about
the
quarterly
reports,
I
think
maybe
that's
a
discussion.
We
have
down
here
on
the
next
topic
and
we
may
have
some
way
around
what
and
to
be
able
to
answer
what
you
would
like
or
what
we
were
directed
to
do,
but
I
I
feel
really
confident
it
was.
We
had
a
very
good
relationship
with
internal
audit.
Again
we
were
very
pleased
that
this
information
was
brought
to
us.
So
it's
something
we
can
address
and
something
we
can
work
on
and
make
better
I.
F
C
Manager
and
councilman
Fletcher,
ultimately
well,
the
chief,
but
at
his
direction,
I'm
the
one
that's
working
on
this.
This
falls
within
my
division,
so
both
parts
of
it.
If
you
take
a
look
at
the
technical
aspect
balls,
then
our
technology
in
BTU
unit
and
in
the
policy
also
belongs
within
my
division
and
then
ultimately,
along
that
any
discipline,
issues
that
we
will
have
meant
will
fall
under
Internal
Affairs
and
which
should
also
fall
under
my
division.
So
it's
been
something
that
I
have
really
delved
into
here.
B
Thank
you,
madam
chair
I
have
a
number
of
questions.
Some
perhaps
more
for
our
auditor,
but
in
general
I
want
to
say
how
much
I
appreciate
the
all
of
the
response
that
you've
done
here
and
that
you've
just
shown
in
your
presentation,
because
not
only
have
you
shown
the
proposed
changes
to
the
body,
camera
policy,
but
you've
also
talked
about
changing
everything
around
tightening
up.
B
Instead,
can
you
share
just
a
little
bit
verbally
on
what
kinds
of
things
the
police
department
has
done
about
body
cameras
since,
since
the
time
that
chief
arredondo
enacted
the
body
cameras
have
to
be
on
at
dispatch
policy
change?
Because
I
understand
and
appreciate
there's
a
learning
curve
on
that
and
I
know
we
audited
some
of
that,
but
not
certainly
we're
four
and
a
half
months
beyond
where
that
last
thought
it
stops.
C
Madam
chair,
you
know
in
mypos,
don't
think
that
question
so
I
can
tell
you
a
couple
things
well.
First
of
all,
we
as
an
executive
group
as
the
Chiefs
and
assistance
each
and
every
case
have
gone
out
to
precincts.
We've
got
to
staff
major
precincts
one
to
discuss
with
this.
This
issue,
because
it
is,
was
a
major
area
of
questions
by
the
ouncers
again,
which,
which
kind
of
brought
to
us
some
other
issues
that
we
needed
to
address
within
the
policy
we
explained
to
them
the
policy
that
we
were
working
on,
we're
explaining
to
them.
C
Why
we're
doing
certain
things?
So
we
did
go
out
and
have
conversations
with
inspectors,
commanders,
lieutenants
shift,
sergeants
and
officers
about
the
policy
and
the
importance
of
it.
A
second
thing,
I
can
tell
you
I
can
tell
you
is
that
we
did
have
for
approximately
six
months
within
the
quality
assurance
unit.
There
was
an
officer.
There
was
a
sign
there
to
the
Union
and
the
direction
of
commander
Granger,
and
this
officer
did
they
kind
of
did
almost
start
off
an
idea
for
supervisors
audits,
I'm.
C
Sorry,
an
audit
through
the
Quality
Assurance
unit
to
go
through
each
precinct
gather
information
from
the
officers
and
presented
to
the
inspectors
as
far
as
a
for
a
performance
management
and
that
information
captured
big
captures.
Some
of
the
issues
with
any
audit
miss
categorization
startup
checks,
case
numbers.
That
information
was
given
to
the
inspectors
to
go
back
to
their
officers,
their
supervisors
and
officers
and
discuss
with
them.
It
was
again
it
was
kind
of
a
start-up
project
just
to
see
what
we
could
gather
or
we
could
go
with
this
unit.
C
Thirdly,
I
can
tell
you
that
I
know
commander.
Granger
has
gone
out
to
the
supervisors
to
speak
with
them
about
the
supervisors,
audit.
They
have
all
been
trained
on
them
right
now.
We
do
not
have
anything
in
place,
stay
in
policy
saying
that
they
have
to
do.
However,
that's
going
to
be
added
to
this
policy
again,
it's
in
the
draft
policy
to
get
these
supervisors
to
conduct.
The
audits
are
the
precinct
which
again
will
give
them
a
little
bit
more
personal
control,
a
little
bit
more
personal
supervision.
C
Other
people
see
what
they're
doing
and
again
to
just
be
part
of
that
management
process
process
and
the
oversight
process.
So
those
are
three
things
that
we
have
been
kind
of
working
on.
Also
with
this
been
addressing,
but
I
can
tell
you
that,
along
with
those,
this
policy
rewrite
has
been
a
major
undertaking.
I.
B
Think
I
just
want
to
point
that
out
I
mean
there
has
been
since,
since
the
end
of
September,
it
seems
like
there
has
been
this
work
on
the
permanence
and
adding.
This
is
a
discipline
to
our
department,
but
it
seems
to
me
from
the
more
informal
conversations
that
there
has
been
a
lot
of
added,
rigor
and
impetus
and
and
focus
on
this
precinct
to
precinct
in
terms
of
our
quality
assurance
commanders
conversations
with
them.
The
other
questions
I
have
I
think
are
more
directed
for
our
internal
audit
department,
and
so
I
was
wondering
if
mr.
B
B
And
then,
okay,
so
that
answers.
My
second
question
about
one
of
the
questions
was
how
much
before
time
of
the
last
policy
changed
how
much
after
the
policy
change
are
saying
any
amount
of
time
before,
and
then
three
and
a
half
weeks
after
because
at
at
that
point
in
time,
is
when
your
audit
was
due
to
committee
was
mid-september.
B
H
B
You
and
then
did
you
notice
in
your
audit
and
I.
Don't
remember
off
the
top
of
my
head.
Was
there
an
ability
to
gauge
if
compliance
was
getting
better
through
that
year?
According
to
the
policy
at
the
time
like?
Was
there
improvement
from
when
body
cameras
were
first
issued
to,
you
know,
say
June
of
2017
in
terms
of
amount
of
footage
captured,
it
was
kneading
when.
H
H
Madam
chair
customary,
Palmisano
I
believe
we
were
able
to
see
that
there
was
more
footage
and
there
were
more
individual
videos,
but
it
based
on
the
way
we're
able
to
conduct
our
review.
It
would
be
hard
to
say
that
there
were
fewer
that
people
were
using
them
appropriately
more
often
because
the
the
way
the
data
was
available.
H
It
was
a
manual
and
time-consuming
process
to
identify
an
instance
in
which
a
video
would
be
expected
to
exist
and
then
look
for
that
video
and
then
determine
whether
or
not
there's
documentation
of
say
a
broken
camera
or
other
reason
for
not
activating.
So
we
sampled
a
time
period
to
see
how
often
that
occurred
in
general,
pre
and
post,
but
we'd
have
to
redo
a
substantial
amount
of
work
to
be
able
to
say
in
January
of
17.
It
was
this
rate
and
February
17.
It
was
this
rate.
We'd
have
to
redo.
The
work
should.
E
B
Thank
you.
You
know,
I
I,
appreciate
that
it's
been
about
four
and
a
half
months,
since
this
audit
really
illuminated
some
gaps
and
some
issues
in
our
body,
worn
camera
program,
I
appreciate
that
our
Police
Department
took
this
very
seriously
and
they've
they've
added
both
these
more
permanent
measures
and
also
the
measures
that
WT
chief
Halverson
just
outlined
because
of
that
I
am
very
wedded
to
the
prior
staff
direction
that
that
does
ask
to
get
a
sense
of
how
that's
going
and
I
don't
know
if
that
would
be
complete
and
comprehensive.
B
I
want
to
point
out
that
I
know
that
there
was
a
report
that
was
supposed
to
be
to
come
back
to
Council
on
November
29th,
which
was
the
last
public
safety
meeting
of
last
year,
and
that
and
that
didn't
happen
and
I
think
that
was
kind
of
the
that
wasn't
necessarily
Police
Department's
fault.
There
had
been
a
lot
of
leadership,
changes
and
I.
Guess
everybody
kind
of
dropped
the
ball
on
that
one.
B
But
but
I
am
wedded
to
the
idea
that
we
have
some
level
of
reporting
on
how
things
are
going
with
our
body,
camera
audits,
before
before
the
end
of
the
second
quarter.
Knowing
that
there's
all
these
other
stopgap
measures
coming
forward,
I'm,
not
sure
how
to
achieve
that
and
I'm
willing
to
take
that
offline.
But
I
do
want
to
point
that
out
is
the
fact
that
I
think
we.
B
We
can't
just
not
have
any
answers
or
know
how
this
whole
camera
program
is
going
for
a
four
and
a
half
month
period,
or
you
know,
even
longer,
by
the
time
we
would
take
just
first
quarter
data.
Actually,
let
me
restate
that
for
all
of
fourth
quarter
last
year
and
then
wait
until
sometime
in
second
quarter
to
hear
how
first
quarter
went.
B
I
recognize,
there's
a
resource
problem
in
terms
of
how
we,
who
is
going
to
do
that
work
but
I'm
willing
to
work
through
that
and
to
see
how
we
might
be
able
to
supplement
efforts
of
the
police
department
with
resources
from
audit
to
help
complete
that
so
I
just
offer
that
to
my
colleagues.
Thank
you.
C
C
Looking
at
startup
text
what
percentage
of
officers
we
have
doing,
startup
checks
where
it's
presented
officer,
we
don't
have
too
many
startup
checks,
activation
checks,
usage
checks,
ensuring
common
officers
are
using
body,
cam
video
when
needed,
for
policy,
deactivation
checks
and
categorization
and
case
number
checks,
so
I
think
it's.
The
discussion
I
can
have
with
like
I
said,
with
internal
audit,
went
in
with
a
commander
Granger
and
that.
C
F
Think
you,
madam
chair
and
I,
appreciate
this
proposal
this
this
is
helpful.
Can
you
go
back
to
the
previous
slide?
There
was
one
thing
I
wanted
to
ask
about,
so
the
so
number
of
videos,
hours
of
video
in
precincts.
Those
are
metrics
that
you
feel
like
you
can
produce
with
relatively
little
sort
of
reporting
labor
so
that
you
can
get
those
done
fairly
quickly
and
then
it
feels
like
the
other
thing.
F
That's
going
to
be
helpful
to
us
and
assessing
usage
is
going
to
be
comparing
that
against
situations
where
by
policy
it
should
have
been
turned
on
and
so
I
guess.
The
question
that
I
have
is:
is
there
some
sort
of
a
way
I
understand
that
to
be
a
labor-intensive
sort
of
manual
matching
process
with
which
I
assume
is
why
it's
not
included
in
this
proposal?
F
Is
there
some
way
to
include
at
least
a
list
of
or
sort
of
day
by
day?
How
many
calls
there
were
how
many
sort
of
dispatch
calls
there
were,
so
that
we
can
see
if
the
data
seems
to
approximately
line
up
with
when
we
would
have
expected
it
to
use?
Is
there
some
sort
of
way
of
approximating
the
data
without
without
putting
sort
of
undue
burden
on
you,
so
that
we
can
see
if
we
feel
like
the
usage,
is
appropriate.
C
Fletcher
I
can
tell
you
so
to
answer
your
question.
First
of
all,
the
quantitative
measures,
that's
relatively
easy
to
gather
that
stuff
is
really
not
gonna,
be
too
hard
to
gather.
I
could
probably
do
it
myself
get
it.
Tia
might
take
the
whole
time,
but
I
got
it
bet,
that's
like
them
in
the
issue
these
the
second
part,
the
quantitative,
is
going
to
be
a
little
bit
more
of
a
difficult
task
to
do
not
impossible
but
difficult.
C
These
results
to
kind
of
go
along
and
long
lines
with
the
audit
kind
of
exactly
kind
of
the
same
information
they
had
regarding
these
issues,
and
so,
if,
if
we
do
with
certain
percentage
officers
with
a
certain
amount
of
time,
I
think
that
would
be
relative
to
the
information
they
gathered
from
the
audit
for
the
audit
report
and
and
and
with
the
assistance
of
the
audit.
Maybe
somebody
from
the
audit
team
and
and
possibly
I
do
have
a
good
relationship
with
OPC
our
with
the
OPC,
our
legal
analyst.
C
It's
something
we
could
possibly
work
on
and
get
done
again.
The
difficult
part
on
this
is
there's
multi-or.
There's,
there's,
there's
different
databases.
You
have
to
check.
You
have
to
check
the
evidence,
calm
for
the
video
you
check
the
CAD
system
to
to
see
the
call
that
came
in
tappers
because
you
need
you
may
need
to
check
for
the
documentation
and
you
got
took
the
video
you
got
to
watch
the
video
and,
if
there's
mobile,
cam
video
so
to
that's,
that's
the
difficult
on
this
difficult
part
in
making
this
check
out
on
a
quantitative
part.
C
B
B
Part.
Four
of
this
of
this
former
staff
direction
was
about
what
are
the
emerging
themes
of
the
reviewed
data
and
what
issues
are
being
identified
by
supervisors.
I.
Think
that
you
probably
have
a
lot
of
that
information
off
cuff
from
Commander
Granger
and
those
that
work
with
Commander
Granger
over
these
past
few
months
and
I'd
look
forward
to
those
insights,
perhaps
in
the
near
future,
instead
of
at
the
end
of
the
second
quarter.
So
thank
you,
but
that's
my
comments
on
this
quarterly
reporting.
C
C
But
you
know,
there's
there's
a
couple
of
things:
I
think
that
factored
into
that
is
along
with
having
it
on.
There
are
certain
times
that
we
allow
our
officers
turn
to
turn
them
off
and
understanding
when
that
occurs,
and
that's
with
in
line
with
policy.
I
think
is
also
just
as
important
for
the
transparency
and
for
that
ability
to
report
to
to
our
citizens.
A
Deputy
chief
I
do
have
a
question.
You
know
as
we're
looking
at
some
of
the
challenges
that
we've
had
in
making
a
smooth
transition
into
adopting
this
program,
and
this
amenity
really
for
our
residents
this.
This
very
critical.
You
know
program
that
that
began
a
few
years
ago.
I'm
wondering
is,
there
is
have
you
or
has
the
program
in
the
past,
or
do
we
have
plans
in
the
future
to
engage
other
jurisdictions
that
have
done
a
similar
project
or
program
that
we
can
learn
from
that?
A
C
The
use
of
body
cams
is
relatively
new
within
law
enforcement.
You
know,
you're
looking
at
I
would
probably
say
within
tooth
for
the
three
years
is
when
we
first
started
it
throughout
the
country.
You
look
at
what
we
have
here
in
the
metro
area
I.
This
is
a
rough
guess.
I
would
guess
that
about
50%
of
law
enforcement
agencies
are
using
it
here
within
the
cities
within
the
metro
area.
So
it's
relatively
new,
relatively
new
to
technology
that
we're
using
this
policy
that
was
written.
C
People
didn't
really
have
guidance
on
it.
Didn't
really
understand
it
didn't
know
what
they
should
put
in
there.
So
I
believe
some
of
this
policy
was
written
off
a
IACP,
a
nurse
or
a
physician
Chiefs
at
least
just
a
model
policy.
So
but
again,
when
you
kind
of
start
something
new,
there's
going
to
be
hiccups
and
there's
going
to
be
things
that
come
up
that
you
need
to
address
that.
C
Maybe
we're
not
thought
of
I
really
think
that
our
policy
and
other
other
agency
policy
is
thrown,
that
infancy
stage
of
understanding
the
different
nuances
within
the
policy
that
you
need
to
address
and
that
you
need
to
work
on.
You
know
the
data
practices
if
you've
ever
read
the
state
statute,
if
you've
ever
seen,
that
law
is
very,
very
detail
orientated
and
to
adapt
your
policy
to
that.
C
You
need
a
lawyer
basically
to
help
you
navigate
that
policy.
So
there's
there
is
currently
we
do
not
have
anything
in
place
to
discuss
with
other
agencies
their
policy,
but
it's
something
we
could
definitely
look
at
in
the
future.
It's
probably
a
good
idea
to
have
those
discussions
with
other
agencies,
other
neighboring
neighboring
agencies
to
kind
of
see,
what's
worked
for
them.
What's
what
type
issues
they're
having
but
yeah?
G
I
just
wanted
to
comment
and
say,
like
I
know
that
there's
probably
is
a
degree
of
a
learning
curve
to
using
technologies
like
this,
but
it's
probably
not
only
that
right.
You
know
to
a
certain
extent,
you
get
a
new
tool.
You
have
a
tough
job
and
to
what
degree
do
you
think
that
there
are
a
number
of
your
officers
I,
simply
don't
like
this
tool
and
don't
want
to
use
this
tool
because
they
haven't
had
to
use
it
in
the
past.
C
Madam
Shirke,
oh
no
customer
Ellison,
you
know
it'd
be
really
difficult
for
me
to
put
a
number
on
that,
but
I
could
tell
you
this.
Is
that
I
remember
back
in
the
day
when,
when
we
started
with
the
mobile
video
cameras
and
officers
did
not
want
to
have
that
felt
that
it
was
not
going
to
be
useful
to
only
useful
technology?
C
When
we
had
GPS
put
in
squads
same
thing,
officers
felt
there
was
not
gonna,
be
helpful,
wasn't
gonna
do
anything,
for
them
did
not
want
it,
but
they
realized
the
importance
of
both
pieces
of
technology
within
law
enforcement.
The
the
mobile
video
recorders
within
a
squad
car
definitely
helped
a
lot
of
officers
on
complaints.
It
helped
solidify
what
happened?
C
What
occurred
an
incidents
and
was
able
to
show
exactly
what
happened
in
most
cases,
the
GPS
again
what
you
were
able
to
use
that
to
identify
resources
you
needed
where
there
at
any
need
for
a
major
incidents.
What
officers
you
had
close
realize
the
importance
of
that
technology,
I
think
with
the
body-worn
cameras,
our
officers
are
getting
to
understand
that
to
the
importance
of
recording
what's
happening
and
how
that
is
helping
them.
C
A
Sounds
like
there
are
no
more
questions
on
this
item,
so
we
shall
go
ahead
and
approve
the
MPD's
recommended
metrics
and
deadlines
our
quarterly
reporting
and
also
moved
to
receive
and
file.
The
report
from
MPD
regarding
the
operation
of
body-worn
cameras.
The
information
on
findings
outlined
in
the
audit
report
relating
to
this
issue
and
on
supervisory
views
of
body-worn
camera
footage.
So
all
those
in
favor,
please
say
aye
aye,
all
those
in
opposition
say
no,
and
this
item
will
move
forward.
A
H
Madam
chair
committee,
members,
my
name
is
Jo
Jo
and
I
am
the
manager
in
the
internal
optical
images
I'd
like
to
start
by
saying
thank
you
to
a
person
who
said
a
lot
of
what
I
could
have
said.
So
I
can
keep
my
time
talking
a
little
bit
shorter.
I
didn't
want
to
start
with
a
brief
reminder
of
the
background.
H
We
decided
was
first
brought
before
this
committee
in
August
12
2017,
where
the
committee
accepted
a
plan
to
conduct
the
audit.
The
audit
focused
on
looking
at
compliance
with
state
statutes
which
have
issued,
which
were
issued
and
state
what
departments
and
agencies
using
fine
cameras
in
Minnesota
must
have
as
part
of
their
policies
and
procedures.
We
looked
at
compliance
with
the
policy
and
we
looked
at
reporting
various
metrics
on
how
use
has
occurred
within
our
Police
Department.
H
That
report
was
received
September
27th
of
last
year,
and
the
report
findings
are
the
six
items
listed
below
instances
of
non-compliance
with
policy
were
noted.
We
noted
examples
where
the
policy
was
incomplete
and
that
was
primarily
related
to
either
the
state
statute
requirements
of
what
must
be
in
the
written
policy,
or
it
was
an
area
where
something
might
be
open
to
interpretation,
and
we
thought
everyone
would
benefit
from
a
clarifying
of
language.
Third
area
was
managing
access
to
the
body
camera
data
system.
The
fourth
was.
H
H
H
So
the
progress
to
address
the
issues
in
the
report,
the
main
progress
has
been
the
work
group
that
DC
Houston
pulled
together.
They
include
myself
and
OPC
our
staff,
as
well
as
staff
from
MPD
that
specialize
in
writing
policies,
and
the
final
draft
is
circulating
currently
internally
with
the
police
department
and
based
on
that
draft,
any
issue
that
was
flagged
in
the
report
as
needing
to
be
changed
the
policy
or
that
the
policy
could
be
clarified.
H
Our
group
was
captured
in
that
last
draft
that
I
saw
so
I
think
that
that's
an
important
step
and
the
the
next
steps,
as
the
response
to
the
report
that
was
just
given,
include
actually
putting
that
policy
out
there
and
informing
people.
So
that's
where
the
training
of
individuals
comes
in
the
other
steps
that
have
been
taken
to
date
include
fleshing
out
what
a
supervisor
review
would
look
like,
which
will
be
in
which
is
in
this
final
policy
draft
and
which
supervisors
were
trained
on
towards
the
end
of
last
year.
D
H
Well,
we
that
the
police
department
might
be
able
to
implement
a
more
automated
measure
where
we're
able
to
kind
of
line
those
records
up
a
little
bit
more
without
with
a
little
bit
less
effort.
That
slightly
depends
on
how
the
technology
looks
and
what
the
civilian
reviewers
are
able
to
pull
together
when
they
start
their
jobs
and
actually
get
into
the
data.
So
we
might
be
able
to
ease
the
burden
on
reporting
some
of
those
somewhat
more
qualitative
areas
later
this
year.
H
I
did
also
want
to
flag
that,
as
per
our
progress
report,
I
do
want
to
highlight
that
the
police
department
did
just
provide
the
response
to
the
eye
report,
which
includes
action,
steps
with
milestone
dates
and
as
part
of
all
of
our
audit
processes.
When
there's
findings,
we
do
follow
up
on
action
items
that
the
oddity
puts
out
there
to
ensure
that
the
fine,
the
audit
doesn't
just
raise
a
bunch
of
issues
that
we
tell
people
about,
that.
We're
able
to
circle
back
and
say-
and
this
issue
has
been
fixed.
H
With
that,
I
feel
it's
appropriate
for
me
to
also
note
some
of
our
next
steps
from
internal
audit
on
this
issue.
So
we
have
had
a
lot
of
work
with
the
policy
draft
and
participated
in
other
discussions
and
will
continue
to
that
as
necessary.
If
the
reviewers
of
the
current
draft
come
back
with
comments
or
changes
or
suggestions,
we'll
definitely
be
involved
to
make
sure
that
the
issues
identified
in
the
report
are
still
cleared
up
and
that
we're
not
reverting
a
little
bit
and
also
some
of
the
audit
response
did
include
discussions
with
other
groups.
H
So
I
expect
that
I'll
be
able
to
be
helpful
and
informative
in
those
discussions
and
would
be
a
part
of
them
so
that,
as
people
have
questions
of
what
this
actually
mean
or
what
this
look
like.
I
can
answer
that
and
then
finally
conduct
the
various
follow-up
review
steps
as
the
Police
Department
states
that
pieces
of
their
plan
is
complete.
So
that
includes
looking
at
the
final
policy
to
make
sure
it's
all
covered.
H
Also,
we
will
also
be
validating
that
the
system
access
issues
are
resolved,
including
making
sure
that
the
written
procedures
for
how
to
access
the
evidence
comm
system
are
functioning
and
that
people
are
getting
the
appropriate
authorizations
will
be
also
looking
at
some
of
those
other
actions
where
it's
more
of
a
discussion.
Let's
see
if
this
is
possible
to
implement
or
not,
for
example,
the
two-factor
authentication
is
not
only
an
evidence,
calm
issue
to
talk
to
them
about,
but
also
a
practical
issue
of.
Do
we
want
officers
every
time?
H
They're
using
their
phones
to
flag
a
video,
do
we
won't
really
want
them
to
sit
there
and
wait
for
a
second
factor
to
come
in,
or
is
that
really
degrade
their
ability
to
do
their
jobs
and
to
do
on-the-fly
editing?
So
that
might
not
be
something
that's
really
worth
trying
to
implement
just
from
a
practical
perspective,
so
just
keeping
an
eye
on
how
those
discussions
are
going
and
making
sure
that,
if
we're
saying,
if
we're,
if
the
end
result
is
no,
this
doesn't
make
sense
to
implement
that
it
makes
sense
to
not
implement
it.
E
B
B
It
feels
positively
about
the
way
they've
been
able
to
use
audit
report
and
continue
to
use
audits,
help,
and
remediation
of
these
issues
and
I
also
want
to
mention,
because
you
were
talking
about
best
practices
and
perhaps
other
cities
that
the
work
of
our
internal
audit
team
it
it
late
last
year
it
was
written
up
as
a
best
practice
and
the
association
of
local
government
auditors,
which
it
is
a
thing.
It's
a
big
national
thing.
B
Our
our
internal
auditor
will
Tetzel
was
highlighted
in
his
write-up
of
how
of
auditing
modern,
modern
body,
camera
programs,
and
we
are
a
real
innovator
in
this
space.
It
is
hard
to
gauge
how
are
these
body,
camera
programs
working
and
there's
different
schools
of
thought
and
I
know
that,
as
we
undertook
this
body
camera
program
overall,
there
were
differing
schools
of
thought
in
different
write-ups
and
different
kinds
of
policing,
associations
and
journals
and
bodies
of
knowledge
on
the
topic.
A
G
Just
wanted
to
echo
some
of
the
praise
that
my
colleague
gave
to
yourself
and
to
chief
deputy
Halverson
well
I,
think
I've
answered
all
of
our
questions
really
well.
I
also
want
to
play
devil's
advocate
a
little
bit
and
temper
some
of
that
praised
by
cautioning
us
that
you
know
the
bar
might
be
a
little
low
right,
so
we're
doing
great,
but
I
think
that
we
can
do
better
and
would
love
it
till
we
get
to
a
state
of
normalcy.
G
With
with
something
like
this,
you
know
if
I
send
a
text
message
to
councilmember
Jenkins,
suggesting
that
councilmember
Fletcher
should
rock
a
moustache
only
that
kind
of
information
is
available
to
the
public,
right
and
so
on,
and
so
so
understanding
that
you
know
I,
like
your
officers
right,
we're
public
servants,
your
officers
are
public
servants
and
that
getting
to
this
this,
this
bar
of
transparency
really
should
should
be
the
norm
right.
So,
but
thank
you.