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C
A
The
meeting
of
the
charter
commission's
public
safety
work
group
will
now
begin
good
afternoon.
Welcome
to
this
virtual
meeting
of
the
charter
commission's
public
safety
work
group.
This
meeting
includes
the
remote
participation
of
members
as
authorized
under
minnesota
statutes,
section
13
d
.021
due
to
the
declared
local
health
pandemic.
A
A
A
A
A
Num
item.
One
on
the
agenda
is
the
chairs
report,
and
our
report
is
quite
brief.
Today,
as
some
of
you
have
already
heard,
we
intended
to
have
the
hennepin
county
sheriff
david
hutchinson
and
join
us
for
part
of
the
interview
today,
but
he
had
a
last-minute
conflict,
and
so
he
won't
be
able
to
attend
we're
hoping
that
we
can
contact
him
in
between
meetings,
if
necessary,
to
ask
questions
of
him,
and
then
we
can
report
back.
E
A
I
also
wanted
to
remind
everyone
that
if
you
have
questions
from
last
week's
session,
since
we
ran
out
of
time,
please
forward
them
to
the
chairs
and
we
will
forward
them
to
the
people
who
came
last
week
and
if
you
have
questions
for
next
week's
session
with
the
city
attorneys
that
you'd
like
to
pose
in
advance
for
them.
Please
also
send
those
as
well.
The
work
plan
for
next
week
does
give
the
basic
agenda,
and
that's
about
it,
for
the
cheers
report.
A
Hearing,
none
we'll
go
to
item
two
on
the
agenda,
which
is
the
interview
of
our
invited
guest
deputy
chief
forest
who's,
also
our
liaison.
So
we
thank
you
for
wearing
two
hats
today
and
this
is
to
answer
questions
regarding
public
safety
in
the
city
of
minneapolis,
and
so
I
will
turn
that
over
to
start
us
out
to
a
commissioner
newborn.
D
Yes,
hello,
thank
you
so
much
deputy
chief
force
for
for
joining
us
and
would
like
for
you
to
kind
of
give
us
an
and
start
with
your
presentation,
the
materials
that
you
provided
and
giving
us
an
overview.
E
Yes,
I
have
to
look
at
varied
documents.
One
moment.
E
D
E
E
E
Okay,
I
think
we
can
start
out.
One
of
the
questions
that
was
raised
was
on
the
correspondent
program.
E
I
believe
that
was
some
of
the
materials
that
had
been
provided
and
in
regards
of
what-
and
I
believe
the
question
that
was
posed
was
specific
to
the
co-responder
program.
E
Trying
to
find
the
exact
of
the
outcomes
or
effects
of
the
2019
co-responder
program
and
a
bit
with
the
co-responder
program
is
a
partnership
with
hennepin
county
cope.
Coke
stands
for
community
outreach
for
psychiatric
emergencies.
E
The
purpose
is
to
provide
effective
and
compassionate
crisis
intervention
to
individuals
with
mental
illness
in
the
community
and
providing
more
comprehensive
service
alongside
mental
health
professionals
who
can
conduct
on-site
assessments
and
have
greater
knowledge
of
the
resources
available.
The
goals
of
all
this
were
to
reduce
hospitalization
and
arrest
of
those
experienced
mental
illness
in
the
community
and
also
to
reduce
injuries
to
officers
and
also
those
same
individuals
experiencing
mental
illness.
E
We
also
wanted
to
reduce
future
use
of
force
events
and
then
also
reduce
the
amount
of
time
that
the
non-co-responder
officers
spent
on
these
edp
calls
or
emotionally
disturbed
person
calls.
We
were
looking
to
provide
services
where
we
saw
that
there
was
a
gap.
The
the
team
consisted
of
five
sworn
npd
officers,
as
I
said,
and
five
mental
health
professionals
from
cope.
They
go
around
in
unmarked
squad
cars
they're.
They
each
work
out
of
the
teams
housed
out
of
each
of
the
respective
precincts
where
they
operate.
E
The
officers
wear
a
well
be
considered
a
soccer
uniform,
a
full
duty
belt,
but
a
polo
shirt
with
npd,
insignia
and
the
hours
of
operation
that
we
were
working
was
10
a.m
to
6
p.m,
monday
through
friday.
As
part
of
that
program,
it
started
as
a
pilot
project
in
the
third
and
fifth
precincts
in
september
of
2017.
E
in
january
of
2019.
This
unit
expanded
to
downtown
and
then
may
of
2019
the
unit
expanded
into
north
minneapolis.
Fourth
precinct
june
2019
and
expanded
citywide
with
an
extension
into
the
second
precinct.
E
E
E
Calls
if
officers
who
are
responding
to
these
calls
see
that
they're
on
a
call
that
they
think
would
benefit
from
the
presence
of
the
co-responders
or
the
in-depth
extra
service.
They
can
request
the
team
to
respond.
E
E
Typical
call
for
this
type
of
unit
911
calls
made
for
an
emotionally
disturbed
person
per
policy.
A
two
officer
squad
is
dispatched
to
the
call
the
correspondent
unit
will
assign
to
the
call
if
they
are
asked
to
go,
or
they
might
self-assign
and
see
the
remarks
in
the
call
and
recognize
the
need
for
their
response.
E
Once
the
scene
is
considered
safe,
the
co-responder
arrive
and
release
the
primary
squad,
so
they
can
go
back
into
regular
duty
or
they
also
assist
in
some
manner.
The
correspondent
unit
will
then
conduct
an
on-scene
assessment
with
the
patient
and
or
help
the
patient
find
a
solution.
E
Next
slide.
Please
again,
you
kind
of
see
the
matrix
here,
but
kind
of
a
whole
typical
call
works,
call
comes
in
kind
of
the
tree.
A
two
officer
squad
arrives,
renders
the
scene
safe,
a
corresponding
unit
will
arrive.
They
will
do
an
assessment.
They'll
perform
an
assessment
on
site.
E
Perhaps
they
can
find
an
alternative
solution
being
transporting
to
another
facility
or
to
a
family
or
friend's
house,
and
another
alternative
is
that
the
patient
might
not
be
able
to
be
assessed
on
site
due
to
circumstances
that
are
viewed
by
the
professionals
and
they'll
be
transported
to
the
hospital
next
slide.
Please.
E
Follow-Up
services
are
an
important
thing
that
that
the
correspondent
program
provides
they
may
follow
up
from
9-1-1
calls
that
occurred
outside
the
corresponding
team
hours.
That,
through
information
provided
officers,
recognized
that
this
was
an
incident.
E
That
appeared
to
be
something
that
stemmed
from
what
they
believed
to
be
mental
illness,
and
they
thought
perhaps
the
co-responders
could
come
out
and
help
provide.
Those
services
also
respond
to
tips
from
community
members
officers,
social
service
agencies
regarding
potential
or
mental
health
clients,
and
also
provide
stabilization
services.
Ongoing
support
to
those
once
they've
been
released
from
a
hospital
or
clinical
setting
for
those
who
may
need
longer
term
stabilization
cope
we'll
step
in
to
provide
it
next
slide.
E
Please,
you
kind
of
see
a
little
bit
of
this
was
over
the
course
of
a
year
of
what
were
categorized
by
mecc
as
a
emotionally
disturbed
person
calls
for
service
the
last
year.
The
the
leading
precinct
was
the
third
precinct
with
fifteen
hundred
and
you
kind
of
see
where
it
ranges
from
there
again.
These
are
calls
that
are
being
categorized
as
emotionally
disturbed
person
calls
that
doesn't
mean
that
other
calls
that
come
in
may
not
involve
someone
who's
experiencing
a
mental
health
crisis.
E
These
are
ones
that,
through
questioning
have
been,
you
know
immediately
characterized
as
emotionally
disturbed
persons
call.
I
don't
want
this
to
understate
the
effect
of
a
mental
health
crisis,
probably
on
other
calls
for
service
that
we
do
see
next
slide.
E
Please
measures
corresponding
officers
required
to
complete
a
statistics
form
on
each
call
that
they
respond
to
during
their
shift,
and
it's
collected,
weekly
and
aggregated
monthly
next
slide.
Please,
and
you
can
see
an
example
of
what
that
slide
looks
like
next
slide.
Please.
E
Data
the
data
collected
between
september
11,
2017
and
january
1st
2020.
This
data
represented
in
this
report,
includes
a
combined
account
of
both
the
unit.
Responding
to
9-1-1
response
calls
to
assist
already
responding,
squads
and
follow-up
conducted
and
generated
by
the
correspondent
unit
staff.
E
You
can
see
the
definitions,
the
9-1-1
response
call
is
when
the
co-responder
unit
responds
to
assist
a
dispatch
squad
and
the
9-1-1
call
that
came
in
from
dispatch.
Predominantly
emotionally
disturbed
person
calls
and
then
there's
follow-up
calls
where
they
conduct
follow-up
with
a
client
either
from
a
previous
contact
by
the
by
the
correspondent
unit
or
from
a
previous
emotionally
disturbed
person.
Call
that
was
made
outside
of
the
correspondent
unit
hours
next
slide.
Please.
E
2
900
were
for
adults
around
393
were
for
juveniles,
they
conducted
961
assessments
and
that
those
were
conducted
by
the
cult,
mental
health,
professional
that
was
assigned
to
the
co-responder
unit
and
they
had
five
use
of
force
incidents
when
a
person
at
one
of
these
calls
assaulted,
an
officer
which
is
considering
of
3306
contacts
is
a
very
low
number
next
slide.
E
Please
here
you
see
the
correspondent
response
data,
and
this
is
based
on
1775,
total
events,
where
the
co-responder
unit
responded
to
an
address.
E
Since
september
of
2017.,
you
can
see
a
little
bit
of
how
the
disposition
breaks
down
between
the
client
remaining
at
home,
the
client
being
transported
to
a
hospital
or
crisis
residence
having
no
service
where
either
the
person,
probably
on
follow-up,
wouldn't
answer
the
door
or
wasn't
wasn't
there
for
them
to
provide
that
service
and
then
out
of
out
of
all
those
1775
events,
they
resulted
in
seven
arrests
next
slide.
Please.
E
The
2019
data
resulted
in
2270
total
contacts
in
2019,
and
that
was
between
9-1-1
response
or
follow-up
with
team
members
of
those
2270
total
contacts
for
2019
1093
were
9-1-1
dispatch
calls
and
a
little
over
1100
1177
were
for
follow-up
services
again,
the
breakdown
was
fairly
similar
about
2025
were
for
adults,
245
were
for
juveniles
and
they
provided
793
total
assessments
conducted
by
the
cold
mental
health
professionals
in
in
the
2019
data.
They
ended
up
with
two
uses
of
force
as
a
result
of
an
assault
on
2270
contacts.
E
Here
you
see
dispositions
for
the
682
total
events
where
the
correspondent
units
were
dispatched
to
an
address
in
2019
based
upon
the
precincts,
and
I
can't
see
the
bottom
tab
because
of
the
the
bar
across
there,
but
it
breaks
down
with
remaining
at
home
hospital
crisis
residents
gone
on
arrival,
no
service
and
arrest.
The
arrests
are
extraordinarily
low.
The
bulk
of
our
contacts
are
between
taking
either
people
to
hospital
or
crisis
residents
or
remaining
at
home.
E
In
the
fifth
precinct,
it
seemed
because
of
a
lot
of
the
follow-ups
that
it
was
going
to
be
gone
on,
arrival
or
no
service
that
provides
a
snapshot
of
the
corresponding
unit
based
on
our
2019
data.
E
Before
I
move
on
from
that,
does
anyone
excuse
me
have
any
questions
based
upon
that.
D
Thank
you
so
much
one
of
our
commissioners
have
any
questions,
and
if
so,
if
you
want
to
put
your
either
raise
your
hand
and
put
your
name
in
the
chat,
it
seems
like
commissioner,
garcia
asked
that
this
presentation
be
sent
to
us.
Yes,
I
think
we
can
make
that
happen
after
this
meeting,
commissioner
schwarzkopf.
B
Commissioner
newborn
before
you
move
on
from
that,
I
will
point
out.
I
I
hope
my
screen
is
still
sharing,
if
not
all
of
the
materials
that
were
provided
by
the
mpd
by
dc
fours
are
linked
to
the
agenda
from
august
25th,
so
I'm
just
pulling
up
those
links.
The
all
of
the
commissioners
and
the
public
have
access
to
these
documents.
D
Okay,
great,
thank
you
so
much
casey,
commissioner
schwarzkopf.
A
Can
you
tell
me
what
happens
when,
when,
after
six
o'clock
at
night
or
on
weekends,.
E
E
In
those
cases
the
officers
themselves
would
go
out,
assess
the
situation.
Talk
to
the
person
try
to
determine
whether
or
not
you
know
what
level
of
service
do
they
need.
Are
they
in
danger
of
harming
themselves
or
others?
Should
they
go
to
the
hospital?
E
Is
this
a
situation
that
maybe
you
can
enlist
a
family
member
or
a
friend
to
intervene
and
perhaps
collaborate
to
calm
this
person
down?
Is
it
a
self-transport?
Sometimes
people
want
to
go
themselves
to
a
hospital
they
need,
they
need
assistance
getting
there
or
they
may
recognize
and
and
settle
the
situation
down.
E
So
it's
not
an
emergency
situation,
but
then
also
recognize
that
this
is
a
case
that
could
use
some
additional
assistance,
a
deeper
dive,
a
deeper
grasp
of
services
and
those
are
the
cases
where
the
responding
officers
then
forward
that
information
on
to
the
co-responders
so
that
they
are
on
duty.
E
They
can
go
back
and
do
some
follow-up,
and
the
purpose
of
that
is
hopefully
that
we're
not
just
putting
a
band-aid
on
on
the
effects
of
mental
illness
and
and
and
dealing
with
people,
because
I
I
can
say
through
my
experience
of
being
on
patrol
if
people
are
in
the
throes
of
mental
illness
and
suffering
from
that,
they
can,
in
a
short
period
of
time,
generate
a
lot
of
9-1-1
calls.
E
And
this
way
we
are
able
to
get
a
mental
health
professional
to
spend
a
little
bit
more
time
and
use
their
expertise
in
their
training
to
perhaps
intervene,
get
the
assistance,
get
the
help
that
this
person
needs
and
and
what
we're
looking
for
is
that
it
helps
stabilize
that
person
and
that
they
don't
they're,
not
a
frequent
user
of
emergency
services.
E
You
know
it
would
be
a
capacity
issue
for
cope.
I
think,
any
time
we
have
these
emergency
psychiatric
services.
That
would
be
a
wonderful
thing.
I
think
we
would
all
be
in
support
of
that,
and
but
I
think
you
know
it's
it's
the
the
limiting
factor
on
that
would
be
the
available
personnel
to
do
so.
Does
the
do
the
mental
health
professionals
have
the
staff
available
and
enough
of
the
trade
staff
to
to
accommodate
that.
D
Great,
thank
you
so
much
commission
for
your
question.
I
believe,
is
it
commissioner
cohen,
who
has
a
question.
G
That
that
that's
okay,
madam
chair,
I
just
had
a
quick
question.
Yes,
was
there
an
attempt,
either
earlier
this
year
last
year,
during
last
year's
budget
for
the
city
to
have
the
correspondent
operation
be
funded
on
a
24
7
basis?
E
G
D
F
Yes,
yes,
thank
you.
Has
there
been
any
research
in
the
percentage
drop
in
use
of
force
with
the
co-responder
program.
E
Of
that,
I
don't
know
if
that
what
the
what
the,
if
there's
been
a
correlated
drop
in
that.
E
We'd
have
to
look
and
see
how
it
also
would
be
depending
upon
what
the
parameters
on
the
use
of
force
reporting
are.
If
we're,
if
we're
expanding
our
our
use
of
force,
reporting
we'll
have
to
drill
down
and
filter
out
which
ones
are
you
know
what
what
it
is
that
we're
trying
to
find?
I
can
look
and
see
if
there
have
been
any
correlations
or
what
the
data
shows
between
the
co-responder
and
use
of
force.
E
Without
having
that
data
in
front
of
me,
I
I
would
I
would,
I
would
imagine
any
time
you
know
we
have
a
unit,
that's
going
out
on
on
calls.
You
know
to
the
two
and
three
thousand
calls
a
year
range
and
especially
surrounding
those
experiencing
mental
illness.
It's
a
it's
a
fairly
low
use
of
force
ratio
that
we're
seeing
out
of
all
those
out
of
all
of
those
reported
contacts.
E
I
would
like
to
think
that
that
would
you
would
see
that
reflected
in
in
some
type
of
reduction
of
use
of
force,
but
without
having
that
data
in
front
of
me,
I
can't
specifically
say
for
certain
but
I'll,
see
what
I
can
come
up
with
on
that.
F
Sure,
thank
you.
I
appreciate
it.
I
I
didn't
expect
you
to
have
that
data
on
hand,
but
that
information
on
hand,
but
was
hoping
that
you
could
look
into
that
when,
when
you
have
time
to
do
that.
E
Well,
it's
definitely
one
of
the
goals
of
the
program
anytime.
We
have
these
anytime,
we
have
any
type
of
of
a,
I
would
say,
a
partnership
program
where
we're
looking
into
some
of
the
our
most
vulnerable
populations,
and
that
would
be
the
mentally
ill
and
also
those
experiencing
homelessness,
which
generally
has
a
has
a
deep
connection
between
addiction
and
mental
illness
as
well.
E
Any
time
we
have
those
partnerships
where
we
partner
with
professionals
in
that
or
with
public
or
with
service
providers,
on
top
of
helping
to
build
those
relationships
and
provide
better
services
for
the
public
again,
our
goal
is
that
you
know
we're
reducing
those
interactions
with
people
that
can
go
bad
and
we're
trying
to
reduce
those
interactions
that
result
in
use
of
force
and
and
hopefully
trying
to
get
to
the
root
cause
of
what's
going
on
and
solve
the
problem.
So
that
way,
the
police
don't
have
to
come
back.
E
E
So
then
we
don't
have
to
deal
with
that
person
in
that
type
of
situation
anymore
and
hopefully
I'll
get
them
the
pro
the
the
help
that
they
need.
So
that's
why
programs
like
this?
You
know
any
of
our
partnerships
that
we
have
going
with
the
homeless
initiatives
and
things
like
that
are
so
key,
because
they
they
really
do
not
only
do
they
get
the
services
to
the
people
that
need
it,
but
it
it
does
have
a
correlation
in
reducing
negative
interactions
with
the
police
and
even
any
interaction
with
the
police.
E
D
Thank
you
so
much,
commissioner
perry.
I
believe
commissioner
garcia
would
like
to
answer
the
question.
C
Yes,
thank
you.
I
think
you
may
have
just
touched
on
this
with
your
last
answer,
but
I
was
gonna
ask
about
so
often
there's
such
a
fine
line
between
mental
illness
and
chemical
dependency
and
even
self-medicating
exactly
once
the
the
team
shows
up.
Is
there?
Are
they
what's?
E
C
Yes,
because
you
talked
about
the
the
mental
health,
knowledge
and
approach
and
do
the
mental
health
professionals
or
even
officers
happen
to
have
cross-training
on
what.
If
people
present
with
chemical
dependency
issues,.
E
I
know
chemical
dependent
and
you
you
hit
at
a
very
important
point,
and
that
is
many
people
who
are
suffering
from
mental
illness,
self-medicate
with
illicit
narcotics
or
or
or
even
prescription
medication
that
isn't
necessarily
what
they
should
be
taking,
because
unfortunately,
sometimes
a
lot
of
the
medication
for
them
makes
them
not
feel
well
or
feel
that
makes
them
feel
that
they're
not
necessarily
themselves,
and
so
I
and
I
I
went
through
crisis
intervention
training.
E
I
was
in
one
of
the
first
classes
many
many
years
ago,
I'm
not
going
to
say
the
amount
of
years,
because,
but
that
was
very
much
a
a
discussion
point
and
even
then
and
and
which
I
think
is
something
that
we
all
carry
with
us.
We
recognize
that
again,
sometimes
our
most
vulnerable
people
there's
there's
a
lot
of
intersection
between
mental
illness
and
and
addiction
as
well,
and
without
being
able
to
speak
for
the
cult
professionals.
These
are
generally
people
who
have
master's
level
education.
E
I
would
be
very
surprised
if
this
being
their
area
of
expertise,
that
they
wouldn't
have
a
very
good
grasp
on
understanding
that
when
it
comes
to
addiction,
you
know
we're.
I
would
say
that
we're
doing
better
about
having
people
recognize
that
and
also
you
know,
equipping
them
for.
E
I
would
say
you
know
emergency
type
resources
such
as
narcan
recognizing
when
people
could
be
experiencing
overdose
from
opioids
and
and-
and
hopefully
you
know
being
able
to
intercede
in
that
regard,
but
without
without
I
don't
want
to
put
words
in
the
in
the
mouth
of
our
cope
professionals,
but
I
would
be
highly
shocked
if,
if,
as
you
and
I
discussed
the
very
obvious
intersection
of
those
two,
if
that
isn't
something
that
is
being
addressed,.
C
I'm
a
little
bit
of
a
follow-up
question
and
you
may
not
know
this
offhand,
but
has
the
police
department
looked
into
act
teams?
It
seems
like
this.
Co-Responder
is
an
offshoot
of
an
app
team.
Do
you
know
what
an
acting
is.
E
Can
you
help,
can
you
help
explain
that
describe
it.
C
I
in
my
formal,
like
former
life,
I
was
with
worked
on
behalf
of
organizations
working
with
people
experiencing
homelessness
and.
D
C
Team
has
a
fiduciary
model,
it's
a
evidence-based
practice,
so
it's
act.
C
It
has
generally,
it
has
a
series
of
professionals,
so
I'll
have
a
psychiatrist
a
doctor,
a
nurse
with
an
homeless
outreach
professional
each
with
coming
to
the
table
with
a
different
expertise
of
a
slice
of
what
could
be.
You
know
a
plethora
of
issues
in
a
case
like
this,
and
they
will
meet
with
they
will.
It
was
designed
around
people
experiencing
homelessness
and
getting
people
housed.
So
when
there
was
an
issue,
they
would
come
together
kind
of
a
social
service,
swat
team,
so
to
speak.
Okay,.
C
To
be
able
to
meet
the
person
where
they
are
again,
it's
highly
prescriptive
and
be
able
to
meet
quickly
and
often
often
daily.
B
C
Their
cases
with
a
very
very
small
case
load
but
they're
highly
they're,
very
nimble
and
can
be
deployed
very
quickly.
E
It
sounds
like
a
wonderful
program
and
approach,
and
and
and
as
much
as
I
mean
we
would,
I
know
we
would
be
in
great
support
of
something
like
that.
I
see
a
program
like
that
best
suited
out
of
our
health
department
as
obvious
because
of
the
the
just
the
it's
a.
E
I
would
not
consider
what
is
going
on
as
a
policing
problem,
but
that's
a
a
health
issue,
and
I
know
there's
a
lot
of
intersection
with
that,
because
we
end
up
seeing
the
results
of
those
that
aren't
getting
the
services
that
they
need,
and
generally
we
can
be
the
kind
of
people
that
help
identify
those
that
could
use
that
service
the
best.
E
E
A
homeless
and
vulnerable
populations
initiative
that
goes
out
and
really
kind
of
tries
to
have
that
intersection
with
those
who
are
experiencing
homelessness
and
and
helping
try
to
figure
out
what's
working
and
what's
needed
and
help
to
be
an
advocate
and
get
them
equal
access.
A
lot
of
that
is
to
try
to
help
bridge
that
intersection
where
some
so
many
of
the
I
would
say
extreme.
E
I
would
say,
manage
that
space,
because
it's
a
difficult
space
for
them
to
be
in
this
is
a.
This
is
a
that's
a
very
interesting
thing
you
described.
I
know.
Another
question
I
had
seen
forwarded
was
about
the
star
program
that
in
in
denver
or
it's
kind
of
based
off
the
same
model
as
cahoots,
I
believe
in
oregon.
E
That's
those
are
also
a
wonderful,
almost
paramedic
emergency
responses
to
mental
illness.
I've
been
a
big
advocate
of
saying
that
that
is
what's
needed
if
I
could
wave
a
magic
wand
and
have
mental
health
paramedic
units
that
respond
to
those
that
would
be
fantastic.
I
think
that
would
be
great
because
it
truly
is.
E
It
truly
shouldn't
be
a
police
issue,
but
it
is
for
a
variety
of
reasons,
and
that
is
sometimes
public's
perception
and
not
lack
of
understanding
on
the
mental
illness
and
again,
the
fact
that
you
know
we
are
we're
a
24-hour
emergency
response
organization
and-
and
sometimes
things
like
this,
although
it
shouldn't
necessarily
be
in
our
bucket
ends
up
in
our
bucket
to
deal
with,
and
we
we
try
to
do
our
best
to
train
people
to
recognize
some
of
the
the
important
things
and
to
give
them
the
tools
to
help
recognize
things,
but
it
would
be
best
served
by
those
who
are
experts
in
that
field.
C
I
know
that
the
count
in
minnesota
the
counties
receive
funding
for
that
type
of
thing,
and
I
don't
wanna.
C
I
know
there
in
my
opinion-
and
I
think
many
and
perhaps
others
opinion
an
interdisciplinary
approach,
not
just
with
health,
but
with
police
and
homelessness,
because
there's
a
the
approach
that
the
health
department
has
is
often
very
much
like
a
patient's
health,
professional
relationship
and
there's
a
lot
of
literature
about,
especially
working
with
people
experiencing
homelessness,
about
natural
consequences,
harm
reduction
and
working
with
the
individual
to
have
choices
that
is
kind
of
a
little
bit
different
than
the
public
health.
C
Oh,
we
know
what's
best
for
you,
because
they
each
have
their
own
place
in
their
own
time,
but
with
multi-layered
issues,
especially
the
low-level
offenses,
like
petty
theft,
urinating
in
public,
all
those
things
that
you
know
kind
of
bridge
that
social
service
police
piece-
and
I
am
really
impressed
with
chief
arredondo's
background
and
master's
degree
in
human
services.
E
C
Think
his
perspective
on
sensitivity
with
that,
can
I
mean
I,
when
I
rule
the
world,
I
really
want
to
give
them
a
front
seat
at
that
table,
because
the
intersection
of
the
of
police
and
human
services,
I
think,
is
just
key.
So
thank
you
very
much.
D
Let's
see,
I
don't
see
any
other
questions
as
of
right
now,
I
think
in
the
chat
casey
has
outlined,
that
the
other
docs
submitted
include
procedural
forms
for
2014
to
2019
and
new.
E
D
Values
and
action
plans
and
the
other
documents
that
deputy
chief,
you
included
in
the
email
to
us,
would
you
like
to
go
through
those
as
well.
E
Yes,
let
me
see
the
other
decks
cookie
reforms
in
2014
20,
yes
and
the
new
mp.
Yes,
those
are
perfect
ones
to
go
over.
In
fact,
I
have.
E
Essentially
I
can
talk
a
little
bit
about
some
of
the
policies
and
reforms
leading
up
starting
around
2014
and
going
through
2019
the
end
of
2019,
and
then
I
can
touch
base
a
little
bit
on
the
chief's
vision
on
creating
a
new
mpd
in
terms
of
moving
forward
and
where
we're
at
and
and
some
of
these
things,
I've
had
a
very,
I
would
say,
deep
knowledge
or
deep
hand
in
some
things,
maybe
not
so
much
here
we
have
the
okay,
so
I
can
see
the
documents
at
least
I'm
going
off
the
same
document
as
you.
E
The
first
we'll
start
out
with
in
2014
was
procedural
justice.
Everyone,
including
civilian
staff,
received
ongoing
procedural
justice,
training,
recruitment,
background,
hiring
retention
efforts
all
centered
around
procedural
justice.
I
was
very
much
a
part
of
this.
This
resulted
from
our
participation
in
the.
E
I'm
just
totally
blanked
out
I'm
sorry
and
that
it's
not
the
national
networks
for
safe
communities,
but
it
was.
We
were
part
of
the
you're
one
of
the.
E
I
think
it
was
the
national
network
that
brought
and
were
part
of
bringing
procedural
justice,
and
then
group
violence
initiative
was
also
tied
into
that,
but
procedural
justice
essentially
is
really
a
way
of
of
of
teaching
people
having
them
understand
how
you
treat
people
and
the
way
you
treat
people
and
it
really
is
tied
into
police
legitimacy,
the
concepts
of
police
legitimacy,
and
that
is
that
the
public,
if
they,
if
they
feel
that
the
police
are
out
there
doing
the
right
things
for
the
right
reasons,
they're
more
likely
to
feel
that
the
police
are
working
in
their
best
interests,
they're,
most
they're,
more
likely
to
cooperate
with
the
police
they're
more
likely
to
even
obey
the
law
and
and
and
and
so
there's
there's
multitude
of
reasons
on
why
procedural
justice
is
so
important.
E
We
also
touched
very
heavily
on
implicit
bias
and,
and
how
that
works
again
about
procedural
justice
is,
is
a
very
deep
dive
into
policing
history
on
the
impact
of
police.
On
the
community,
particularly
on
on
some
of
our
marginalized
communities,
the
african-american
community,
what
role
has
law
enforcement
played
recognizing
that
recognizing
how
some
of
the
harm
that
we
have
done
throughout
communities
and
and
can
explain
why
do
people
feel
the
way
they
do?
E
Why
do
why
do
people
have
perceptions
about
law
enforcement
and,
if
you
don't
understand
where
that
history
is
coming
from
you're,
not
going
to
fully
understand
where
the
gaps
are
in
terms
of
trust
and
legitimacy,
procedural
justice
is
really
based
around
the
individual
interaction
and
it's
also
based
upon
the
the
larger
interaction
in
terms
of
policy.
E
It's
very
it's
very
much
about
each
individual
interaction
and
how
are
you
looking
at
the
entire
department
talking
about
giving
people
voice
when
you,
when
you're
dealing
with
people,
ensuring
that
they
have
a
voice
that
you're
hearing
them
that
they're
not
they're?
E
Not
I
should
say
they
don't
feel
that
they're
being
ignored
neutrality,
treating
people
with
neutrality,
not
going
into
situations
or
things
with
predisposed
with,
with
with
your
biases
respect,
treating
people
with
respect
in
all
your
interactions,
giving
people
the
innate
human
dignity
that
they
deserve
and
that
results
in
trustworthiness,
which
is
the
last
pillar
of
procedural
justice
and
trustworthiness,
is
what
we're
looking
for.
I
went
out
to
chicago
participated
in
a
train.
The
trainer
event
then
came
back
and
helped
to
develop
procedural
justice.
E
Training
for
the
entire
department
actually
gave
training
to
the
entire
department
at
in
2014
helped
develop
a
second
module,
and
then
I
was
promoted,
and
I
and
I
left
the
unit
and
we
subsequently
continued
to
provide
procedural
justice
training
to
the
department,
and
now
it
is
just
part
of
our
dna.
It's
part
of
how
we
deal
with
our
training.
Are
we
looking
at
things
from
a
procedural
justice
perspective?
E
E
We
cannot
expect
our
employees
to
treat
the
public
in
a
respectful
and
trustworthy
manner
if
we
do
not
do
that
to
our
own
employees,
we're
very
diligent
and-
and
we
want
to
model
that
behavior
from
the
first
day,
people
are
in
our
academy
to
the
the
person
who's
walking
out
the
door
after
a
30-something
year
career.
E
We
want
that
that
philosophy
of
procedural
justice
and
and
especially
and
as
we're
seeing
now
and
I've
said
over
and
over
again
legitimacy
and
and
public
trust
is
the
most
foremost
issue
and
and
it's
the
thing
that
we
need
to
work
the
hardest
on.
So
moving
on
from
that,
we
created
a
procedural,
just
division
and
unit
that
helped
drive
those
points
home
and
help
to
provide
training
down
to
the
unit
level
boy.
E
I'm
I
can
tell
I'm
getting
older
because
my
eyes
are
starting
to
go,
interact.
Diversion
program
that
was
in
16
and
there
was
a
diversion
program
targeted
towards
individuals
charged
with
obstruction,
interact,
provides
an
opportunity
for
these
individuals
to
share
their
voice
and
ultimately
expunge
the
obstruction
charge
from
their
record.
E
This
provided
people
the
opportunity
to
meet
with
someone
from
within
the
police
police
department,
rather
than
have
these
obstructing
the
police
charges,
which
are
generally
charges
that
come
about
from
either
not
listening
to
the
officer
that
they're
usually
born
of
conflict
of
people
who
don't
want
to
listen
to
what
the
officer
is
telling
them
to
do,
and
these
are
things
that
I
think
by
sitting
down
and
having
these
one-on-one
interactions.
E
It's
best
to,
I
would
say,
build
public
trust
and
build
to
build
those
relationships
rather
than
having
an
obstruction
charge
beyond
that
person's
record
project
life
or
the
group
violence.
Intervention
program
director,
sasha,
cotton
from
the
office
of
violence
prevention
touched
on
this
one.
The
mpd
is
an
active
participant
in
this.
It's
a
public
health-based
initiative
to
reduce
group
member
involved,
gun
violence
and
the
mission
of
of
gbi
is
to
keep
young
men
safe
and
free
and
reduce
the
impact
of
gun
violence
within
the
community.
E
Headed
by
that,
we
work
through
john
jay
college
and
the
national
network
for
safe
communities,
and
it's
a
data
driven
approach
and
it
it
uses
combinations
of,
I
would
say,
social
outreach
providing
the
providing
the
I'm
trying
to
find
the
one
document.
My
eyes
are.
E
But
we
work
with
social,
the
social
outreach
from
the
health
department
that
provide
the
the
the
assistance
and
the
help
to
those
young
men
generally,
almost
all
young
men
who
are
involved
in
group
and
gang
violence.
We
know
that
data
shows
that
they
are
the
most
likely
to
be
involved
in
violence
and
can
be
the
drivers
of
violence
in
neighborhoods.
E
Therefore,
through
data
and
through
interaction,
we
invite
them
to
a
meeting.
We
provide
them.
Thank
you
with
the
message,
the
the
gbi
message,
which
is
that
we
want
you
safe
alive
and
free.
We
want
you
out
of
jail.
We
want
you
successful
in
life,
the
the
lifestyle
or
the
way
the
way
you've
been
living.
The
choices
you've
been
making
are
damaging
to
you,
they're
damaging
to
the
community
and
they're
damaging
your
family.
The
help
is
here
the
help
we
want
to
help
you.
We
want
to
get
you
a
career.
E
We
want
to
get
you
on
the
right
path,
but
the
message
is
also
that
if
you
choose
to
continue
this,
if
you
choose
to
go
back
to
your
groups
and
and
your
group
becomes
the
most
violent
group
or
commence
a
homicide,
then
collectively
the
law
enforcement
community
is
going
to
come
after
that
group
and
those
individuals,
and
we
will,
we
will
do
what
we
do
from
law
enforcement.
E
It's
not
what
we
want
to
do,
but
it's
a
promise
that
we
make
to
them
and
it's
been,
it's
been
effective
over
the
up.
Until
you
know
our
recent
rise
of
of
violence,
we
had
been
making
very
good
headway
into
in
into
that
because,
as
we
know
there
are,
there
is
a
small
group
of
very
active
unfortunate
young
men
who
are
who
are
and
can
be,
the
drivers
of
violence
in
the
community.
E
So
we
continue
to
work
with
the
office
of
violence
prevention
in
coordinating
the
gbi
program.
We
obviously
are
the
law
enforcement
arm
of
the
gbi
program,
but
kovit
has
kind
of
made
things
challenging
in
terms
of
our
outreach
abilities
to
go
out
with
social,
the
street
outreach
and
and
visit
with
something
we'll
do
home
visits
or
site
visits
to
deliver
the
message
to
to
to
these
young
men
and
that's,
as
I'm
sure,
everyone
understands
since
the
pandemic.
E
We
talked
about
the
correspondent
program,
so
I'm
not
going
to
go
over
that
too
much
in
20
in
september
of
2017,
the
chief
put
out
his
values
in
vision
and
philosophy,
and
that
is
that
sanctity
of
life
is
a
cornerstone
of
everything,
defining
peace
officers
as
guardians
the
men
and
women,
both
sworn
in
civilian
of
the
npd
continuing
to
build,
trusting
and
positive
relations
with
their
communities
in
a
mutual
effort
again
about
harm
reduction,
reducing
harm
and
increasing
hope.
E
Readabilia
readily
available
public
data
and
information
via
online
dashboards
that
included
use
of
force,
stop
data,
officer-involved,
shooting
data
and
community
crime
maps.
We
a
lot
of
did
a
lot
of
this
and
also
intersected
and
communicated
with
the
aclu
on
this,
and
I
know
that
they
were
very
supportive
and
they
felt
very
positive
about
the
amount
of
data
that
we
were
outward
facing
and
being
public
with
compared
to
many
other
jurisdictions
that
do
not
provide
this
data
inch
looks
like
this
one
says
january
of
17.
E
I
don't
know
if
that
got
mis
dated
the
mpd
outreach
and
mentoring
with
corrections.
This
falls
into
one
of
the
buckets
where
people
asked
about
our
youth
interactions
and
outside
of
our
police.
Athletic
league
or
police
activities,
like
I
should
say
where
we
provide
programs
and
activities
and
officers
can
volunteer
to
be
coaches
and
mentors
and
and
interact
with
with
youth.
This
one
we
provided
outreach
and
mentoring
to
juveniles
at
the
red
wing,
juvenile
correctional
facility
listening
and
empowering
to
adults
at
the
farewell
correctional
facility.
E
I
know
the
chief
himself
has
gone
out
to
some
of
our
correctional
facilities
and
spoke
to
some
of
the
the
men
who
have
been
incarcerated
there
again,
bringing
that
outreach
and
mentoring
and
and
as
as
you
know,
as
part
of
his
philosophy,
bringing
the
message
of
hope
as
well.
E
Next
slide,
please
and
scroll
down
a
little
bit.
Thank
you!
The!
U
visa
program,
this
got
moved
under
the
special
crimes
investigation.
I
administered
the:
u
visa
program
as
a
commander
in
violent
crimes.
The
u
visa
program
is
a
way
for
people
who
are
who
are
not
documented
in
our
country
to
obtain
a
temporary
visa
as
a
result
of
their
assistance
in
being
helpful
in
in
incidents
where
they
or
others
may
have
been
the
victim
of
a
of
a
violent
crime.
E
This
program
that
we've
really
worked
hard
on
in
terms
of
helping
to
communicate
with
the
the
our
various
communities
within
the
city
that
have
undocumented
residents
we
have
is
this:
it's
very
important
that
those
that
all
members
in
our
community
feel
safe
and
secure
to
contact
the
police
of
their
victims.
We
don't
want
people
feeling
and-
and
we've
striven
to
to
try
to
message
this
to
our
immigrant
communities
that
we
are
not.
We
are
not
enforcers
of
federal
immigration
law.
E
We
are
not
going
to
ask
people
their
status
in
in
regards
to
immigration
or
citizenship,
in
that
our
goal
is
to
provide
police
service
and
and
to
help
people
that
are
victims.
E
The
u
visa
program
helps
with
that
in
the
sense
that
it
does
offer
assistance
to
the
vulnerable
immigrant
victims
who
come
forward
report
criminal
activities
and
are
helpful
in
the
detection,
investigation,
prosecution,
conviction
and
or
sentencing
of
the
violent
offenders
we
have,
the?
U
visa
application,
says
it's
reviewed
by
a
police
lieutenant
there,
it's
now
being
reviewed
by
the
commander
of
special
crimes,
who
works
in
conjunction
with
other
city
entities
that
that
work
heavily
with
our
undocumented
and
immigrant
communities
to
to
help
build
that
trust
with
the
community.
E
In
february
of
18,
the
minneapolis
police
department
selected
a
new
provider
for
pre-employment
psychological
screening
for
pre-policemen
fitness
and
for
do
in
pre-placement
and
fitness
for
duty
evaluation
services.
This
new
provider
has
a
better
understanding
of
the
role
of
wellness.
Cultural
competency
and
mental
health
in
potential
candidates,
in
line
with
the
chief's
mission,
values
and
direction
for
the
minneapolis
police
department
and
that
contract
it
runs
through
2021.
E
E
In
2018,
we
established
the
community
navigator
program.
These
are
credible
community
leaders
and
messengers
filling
the
space
where
officers
are
not
are
not
the
most
effective,
and
I
have
a
little
bit
further
on
the
navigator
program
to
help
understand
that.
E
One
moment
here
we
are
the
we
hired
community
navigators
in
2018.
They
work
to
build
a
community
trust
and
confidence
by
assisting
the
patrol
and
investigations
bureau
and
non-criminal
matters
that
might
need
more
time
than
a
traditional
911.
Responder
would
typically
have
their
main
focus
would
be
outreach
toward
minneapolis's
diverse
communities.
E
They
grow
traditional
and
non-traditional
partnerships
between
the
police
department
service
providers,
community
members,
while
supporting
community
engagement
efforts,
they
also
serve
as
a
resource
for
community
members,
patrol
officers,
investigators
and
npd
leadership.
E
They
have
a
supervisor
and
the
community
navigators
serve
the
lgbtqia
plus
community.
There's
a
domestic
intimate
partner,
violence,
community
navigator,
there's
a
latin
next
community
navigator,
a
native
american
community,
navigator,
african-american
community,
navigator
and
east
african
somali
community
navigator
down.
Please
one
more:
you
can
scroll
down
to
the
supervisor
orientation,
it's
a
little
covered
up
there.
E
In
january,
we
also
established
a
supervisor
orientation
training
that
one
I
also
have
a
little
bit
further
on
there,
I'm
always
at
the
wrong
one.
Pardon.
B
E
This
was
put
together
looking
right
at
it.
We
created
a
new
series
of
leadership
and
professional
development.
Training
courses
for
our
personnel
will
help
develop
officers
into
future
leaders
and
enhance
the
skill
of
our
current
leadership
within
the
department
from
an
accountability
performance,
professional
development
lens.
We
created
our
first
new
supervisor
orientation
training,
recognizing
that
the
sergeant's
role
is
the
most
influential
and
impactful
in
the
department
they
are
key
to
ensuring
officers
are
engaging
professionally
and
ethically
with
our
communities.
E
New
training
ensures
that
mpd
supervisors
are
well
equipped
to
handle
their
supervisory
role
and
adhere
to
the
vision
and
mission
of
the
department
they
put
them
through.
A
very
lengthy
week
of
training
involves
scenario
role,
playing
meeting
with
electeds
understanding,
community
community
meetings,
giving
them
the
tools
and
knowledge
on
dealing
with
employees,
employee
issues
and
generally
trying
to
train
our
new
supervisors
and
sergeants,
which
we
feel
is
the
most
key
and
crucial
role
in
the
department
and
give
them
the
tools
to
be
effective
and
strong
leaders
in
2018.
E
We
also
established
the
early
intervention
system
and
health
and
wellness
coordinator
position
that
was
created
to
identify
officers
who
needed
additional
support
to
address
administrative
or
procedural
needs.
We
recently
launched
employee
wellness
effort,
titled
code
for
initiative.
I've
got
your
back
to
break
the
stigma
associated
with
mental
health
among
police
employees.
This
also
translated
into
even
having
an
app
added
onto
the
phone
with
wellness
resources,
wellness
tips,
wellness
messages
and
really
pushing
that
wellness
message
and
giving
people
the
tools
to
to
to
to
in
the
empowerment
really
to
seek
out
any
wellness.
E
Health
of
health
wellness
help
health
questions,
and,
and
we
want
people
to
do
that,
proactive
work
to
keep
themselves
in
the
space
that
they
need
to
to
be
doing
the
job
well
and
again,
really
breaking
down
any
stigma
associated
with
seeking
out
assistance
and
help
knowing
the
difficult
nature
of
of
the
job
and
and
of
current
circumstances,
even
and
if
people
can
reach
out
and
get
that
assistance
that
helps
make
them
productive,
helps
them
personally
helps
them
with
their
personal
lives.
E
E
I
touched
based
on
this
a
little
bit
about
equipping
and
training
officers
to
dispense,
narcan
or
naloxone,
and
as
it
is
now,
we
have
all
our
911
response.
Officers
are
trained
and
we
recertify
are
equipped
with
a
naloxone.
E
So
that
way
we
can
recognize
and
treat
those
who
are
suffering
from
opioid
overdose
right
on
scene,
and
since
we
have
done
that,
we
have,
I
would
say,
revived
numerous
numerous
people,
hundreds
of
people
with
naloxone,
since
since
we
have
been
carrying
that
our
discipline
matrix
was
updated
in
april
of
2018.
E
That
was
updated
with
clear
expectations
about
compliance
with
our
body-worn
camera
policy.
In
2018,
the
chief
focused
on
deep
prior
de-prioritizing
low-level
marijuana
enforcement
subject
to
doing
undercover
details
specific
to
low-level
marijuana.
That
was
a
directive
that
we
have
been
following
since
then.
E
Next
page,
please
again
in
speaking
to
the
building
trust
with
our
immigrant
and
undocumented
communities.
We
worked
in
conjunction
with
our
I.
I
know
I'm
gonna
end
up.
I
don't
want
to
mistake
the
name
of
the
the.
E
Department
yeah,
it's
not
coming
back
with
us,
our
city
attorney
and
with
I'm
not
gonna,
I'm
not
gonna
attempt
to
mess
it
up.
I'm
sorry.
E
I
had
a
moment
there
to
develop
placards
that
we
printed
in
in
various
languages
that
clearly
lay
out
an
understanding
of
immigrants
rights
when
being
arrested,
and
those
are
that
centers
around
their
right
to
not
have
to
answer
questions
in
reference
to
their
status
of
immigration
and
those
placards
were
printed
and
that
we
posted
them
in
the
back
of
our
of
all
our
squad
vehicles.
E
In
november
of
2018,
we
updated
our
discipline
matrix.
That
was
overhauled
a
more
specifically
articulate
violations,
including
additional
policies,
and
provide
clear
guidance
in
2019.
We
participated
in
the
minnesota
attorney
general's
officer
involved,
shooting
task
force
as
a
participant
in
this
task
force,
convened
by
the
state
attorney
general.
The
mission
was
utilizing
community
testimony
research
and
best
practices
to
provide
recommendations
that
seek
to
prevent
and
reduce
officer
involved,
shooting
incidents.
E
We
initiated
the
lights
on
program
in
january
of
2019,
and
this
is
in
lieu
of
giving
people
a
citation
for
minor
equipment
violations
we
have.
We
have.
We
provide
officers
with
a
voucher
so
that
way,
if
we
stop
somebody
that
has
a
minor
equipment
violation,
we
issue
them.
We
give
them
a
voucher
for
free,
auto
repairs
again,
not
looking
to
penalize
people
or
especially
financially
for
for
having
this,
but
helping
them
get
the
means
to
to
get
these
small
repairs
done.
E
Opioids
and
overdoses,
data
collection
in
january
of
19,
we're
tracking
city-wide,
opioid
and
overdose
data
and
working
with
the
health
department,
fire
department,
ems,
etc
to
get
a
better
handle
and
and
do
a
better
job
of
getting
information
out
in
regards
to
opioid
and
overdose
data.
We
expanded
crisis
intervention
training,
as
I
said
before,
that
goes
to
all
employees
that
goes
beyond
requirements
again.
It
goes
beyond
the
requirements
of
the
state
post
board,
including
that
transport
hold
clear
form
in
2019.
E
E
E
The
minneapolis
police
department,
sexual
assault
response
policy
that
we
continue
to
add
to,
and
essentially
our
approach
really
changed
into
a
very
victim-centered
approach.
E
We
incorporated
all
the
investigation,
standards
and
recommendations
from
the
attorney
general's
office
into
a
new,
updated
sexual
assault
investigations
policy.
We
trained
all
our
investigators
in
the
forensic
experiential
trauma
and
view
techniques
or
trauma
informed
interviewing,
which
focuses
on
using
sensory
type.
Questioning
that's
victim
center
trauma
informed.
E
We
also
have
an
advocate,
embedded
in
the
unit
from
the
sexual
violence
center
to
provide
timely,
compassionate,
resourceful
advocacy
on
behalf
of
survivors
and
also
embedded
in
the
unit.
We
have
an
assistant,
hennepin
county
attorney
that
can
review
cases
directly
and
work
directly
interact
directly
with
the
the
lieutenant
of
the
sex
crimes
unit.
E
B
E
B
E
Post
post
stands
for
a
peace
officer,
standard
and
training.
It
is
a
state
board
that
licenses
and
certifies
law
enforcement
agencies
and
and
also
provides,
I
would
say,
mandated
standards
of
training
for
for
agencies
to
follow
it's.
What
all
police
officers
have
to
have
a
post
license.
We
have
to
obtain.
E
They
set
the
standards
for
what
our
continuing
education
is,
what
all
officers
need
to
be
trained
on
and
that
what
how
often
they
need
to
be
trained,
so
they
are
essentially
the
state
licensing
board
for
all
police
officers.
Thank.
E
Chief,
I'm
sorry
I
there's
so
many
acronyms.
I
I
apologize.
If
I
throw
things
out
there,
that
weren't
expanded
upon
we
prohibited
a
warrior
style.
Training
in
2019
were
prohibited
from
our
officers,
prohibited
from
engaging
in
fear-based
training
or
warrior
style
training,
both
on
or
off
duty.
E
In
october
of
2019,
we
created
an
internal
group
to
support
and
encourage
a
women's
professional
leadership
within
the
department
that
gets
us
up
through
about
the
end
of
2019
and
before
I
touch
base
on
some
of
the
the
chiefs
vision
moving
forward
for
the
mpd,
I
will
pause
and
see
if
anyone
has
any
questions
based
upon
that
lengthy
dissertation
and
I'm
sorry
if
I
went
through
it
too
fast.
D
It
looks
like
commissioner
rubenstein
has
a
question.
A
Do
you
want
me
just
to
ask
it
again
sure?
Okay,
that's
true,
I
wonder
if
any
of
we've
got
to
you've
gone
through
a
lot
of
really
interesting
policy
and
procedural
reforms,
and
I
wondered
if
any
of
them
were
requested
or
initiated
by
a
member
of
members
of
the
city
council
or
the
mayor,
or
are
they
more
a
reflection
of
best
practices
across
the
country.
E
You
know
it's
a
it's
a
lot
of
all
of
that
really.
Whenever
we
have
incidents
or
things
that
occur,
we're
always
analyzing
things,
whether
or
not
policy
should
be
changed
or
updated
to
improve
it.
The
post
board
comes
with
recommendations
as
to
policy
changes
that
we
bring
into
a
into
effect
and
also
things
that
we
learn
and
you
see
through
best
practices.
Other
agencies
entities
like
perf,
which
is
the
police
executive
research
forum,
iacp,
the
international
association
of
chiefs
of
police.
E
E
Additionally,
other
resources
include
the
major
city
chiefs,
an
organization
of
the
largest
police
agencies
in
the
country
again,
another
place
that
you
know
ideas,
good
ideas
are
shared
and
modified
and
copied
and
and
taken.
If,
if
we
can,
if
we
see
something
that
would
work
for
our
for
our
our
organization,
then
there
is.
The
mayor
clearly
can
have
directives
as
to
what
he
or
she
feels
is
an
important
important
aspect
to
that
that
they
feel
the
department
should
should
focus
on.
E
We
do
get
input
and
and
and
direction
from
the
council
as
well.
I've
been
on
many
council
members,
I'm
gonna
will
be
active
and
take
part
in
discussions
surrounding
issues
such
as
our
body-worn
cameras,
the
sexual
assault
response
or
sexual
assault
kit
policies.
E
These
were
these
were
highly
discussed
with
various
council
members
and
and
in
in
terms
of
keeping
them
in
the
loop
we
present
fairly
frequently
to
counsel
either
at
at
public
safety
or
pogo,
which
is
the
I
think
casey
can
help
me
understand.
What's
the
the
acronym
for
pogo
professor,
I
don't,
but
it's
it's
the
council
presentations.
E
There
we
are
thank
you,
policy
oversight
and
government
operations,
but
we'll
be
requested
to
give
presentations
and
and
provide
and
provide
information
and
and
we'll
take
back
feedback
and
direction
as
well
from
the
council
so
and
then
there's
always
the
the
vision
and
and
the
vision
and
and
direction
of
the
chief
himself
or
herself,
depending
on
who
the
chief
is
and
they
they
drive,
obviously
a
lot
of
of
where
they
want
the
department
to
go
and
and
in
policy
itself.
E
And
I
know,
as
of-
and
I
know
we'll
be
getting
into
some
of
the
most
latest
policies
that
we've
that
we've
been
updating
in
the-
and
I
know
the
chief
has
been
busy
in
dealing
with
things
in
terms
of
policy
change.
But
we
have
been.
We
have
definitely
been
very
busy
in
overhauling
and
looking
at
our
use
of
force
policies
in
terms
of
you
know
again,
stressing
the
sanctity
of
life
utilizing
the
least
amount
of
force,
that's
necessary
and
really
developing
an
expansive
and.
E
E
We
are
really
trying
to
focus
on
on.
I
would
say
the
importance
of
de-escalation
of
documenting
de-escalation,
of
documenting
force,
of
expanding
what
reportable
force
is
and
really
stressing
on
the
the
the
importance
of
sanctity
of
life,
of
first
doing
no
harm
and
and
really
trying
to
give
the
best
guidance.
We
feel
that
not
only
lives
up
to
that
philosophy,
but
helps
give
officers.
What
we
feel
is
a
good,
clear
road
map
as
to
what
it
is
that
they
should
and
shouldn't
do.
A
E
Well,
I
wouldn't
I
don't
know
if
it's
a
direct
light
coming
and
saying
we
want
you
to
make
this
policy,
but
many
of
our
policy
changes
are
generally
rooted
in
larger
conversations.
E
So
it's
difficult
to
answer
that
for
the
I
think
the
question
was
for
the
past
three
years.
I
wouldn't
doubt
that
there
probably
has
been
moments
that
that
has
occurred,
but
I
know
that
policy
change
is
generally
is
generally
done
as
part
of
a
much
larger
conversation
and
if
we're,
if
we
are
doing
such
as
we
have
a
very
expansive
use
of
force
policy
change,
that's
been
something
use
of
force.
D
Great,
I
think
commissioner
kozak
has
a
question.
G
Yes,
yes,
thank
you.
Thank
you,
madam
chair,
just
very
quickly,
and
I
had
to
step
away
for
a
second.
I
don't
know
if
you
discussed
internally
what
kind
of
mental
health
programs
are
available.
G
E
Oh,
absolutely,
and,
and-
and
you
are
very
correct
in
that-
and
and
we
have
we've
created
a
wellness
unit
and
to
focus
on
and
on
kind
of
bridging
that
gap
when
it
comes
to
what
resources
are
available.
There's
resources
through
the
health
provider
that
that
the
city
that
that
city
has-
and
I
discussed
a
bit
and-
and
this
is
kind
of
like
gives
you
kind
of
an
example
a
little
bit
we
have
like-
we
have
a
phone
app
that
is
right
on
our
officers.
E
Phones
that
goes
and
gives
them
right
at
the
touch
of
a
hand
here
how
to
get
help.
Support
for
critical
and
traumatic
incidents
trusted
therapists.
They
have,
they
have
a
menu
of
trusted,
therapists
that
they
can
choose
from
if
they
want
to
speak
with
somebody
peer
support,
which
is
obviously
very
important.
E
Do
you
want
to
talk
to
someone
else
within
the
profession
that
might
have
and
can
provide
you
with
support
health
and
wellness
unit,
which
gets
into
other
aspects
other
than
just
psychological
help,
but
make
it-
and
I
said
talking
about
physical
health,
maybe
financial
health.
All
of
these
can
also
play
into
mental
health.
E
Chaplain
support
human
resources,
support
a
wellness
toolkit,
there's
videos
and
other
things
that
connect
to
help
do
this:
fitness,
nutrition,
injury
prevention,
lots
of
mindfulness
even
into
meditation
additional
resources,
it's
very
expansive
and
it's
been
something
that
we've
been
really
trying
to
focus
on
and-
and
I
think
it's
something
that
is
a
pro
as
this
department
and
I
think,
even
as
a
profession
now,
but
we're
really
going
leaps
and
bounds
much
better
about
addressing.
E
E
Are
they
weathering
the
stress
in
the
best
way,
and
do
they
have
the
resources
to
do
that
and
really
encouraging
people
to
seek
out
those
resources,
because
we
all
as
much
as
we
you
know
we
can
experience
physical
damage
and
people
don't
seem
to
mind
getting
physical
damage
or
they're
or
at
least,
but
we
also
experience
a
lot
of
psychological
damage
and
and
people
need
to
to
be
as
proactive
and
getting
the
help
for
that
as
they
do
about
the
physical
damage
that
they
get.
So
yes,
I
hope
that
answers
your
question.
G
Absolutely
and
thank
you
from
what
I
take
from
what
you're
saying
that
they're
the
stigma
attached
to
going
to
the
to
the
shrink.
It
has
been
reduced
and
there's
been
an
effort
in
within
the
department
to
encourage
people
given
the
application
you
just
showed
on
the
phone,
and
you
know
it's.
Thank
you
very
much
very
helpful.
Absolutely.
D
Great,
I
believe
that
we
have
a
question
from
commissioner
perry.
F
Yes,
deputy
chief:
what
is
your
so
you
have
those
initiatives
that
you
laid
out
before
us.
What
is
your
and
and-
and
I
think
it
will
vary
for
for
from
one
to
another,
but
I'm
wondering
what
a
couple
of
things:
what
is
your
expectation
for
them
to
take
hold?
F
So
it's
a
policy
change
and
you
have
some
tools
to
make
those
policy
changes
take
place
and
I'm
wondering
what
kind
of
timeline
you
would
be
expecting
them
to
take
place
in
and
what
kind
of
accountability
tools
you
have
to
make
sure
that
they
are
happening,
because
when
we
look
at
the
the
recent
tragedy
with
george
floyd,
we
look
at
your
policy
things
and
we
say
how
could
this
possibly
have
happened
and
so
the
I
I
don't
want
to
talk
about
a
case-
that's
ongoing
here,
but
some
people
would
argue
that
change
is
not
happening
fast
enough
and
I'm
qu,
I'm
wondering.
F
E
Thank
you
for
the
question.
That's
a
wide
variety
of,
I
would
say
ways
of
some
things
can
be
measured,
some
things
not
so
much
in
some
things,
it's
more
of
an
attitudinal
thing,
and
so
it's
very
difficult
to
measure
a
lot
of
the
things
I
laid
out.
Some
that
are
policy
changes.
E
E
If
people
are
not
following
the
policy
when
it
comes
to
the
use
of
force
policy
that
I
just
highlighted
in
order
to
do
for
accountability
measurement
tracking,
that
is
probably
one
of
the
easier
ones
to
do,
because
there's
so
much
data
built
into
that
through
use
of
force
reporting
through
our
use
of
force,
dashboards
that
are
real
time
fed
by
by
our
reporting
system
and
by
creating
more
set
points
for
them
to
indicate
things
that
will
be
very
key
in
identifying
or
seeing.
E
If
there's
instances
where
they're,
where
I
would
say
an
inordinate
amount
or
a
a
questionable
number
of
force,
incidents
are
occurring
with
a
particular
person.
It
will
be
much
easier
to
identify
that
that
is
also
all
of
these
different
use
of
force.
Incidents
are
reviewed
by
a
supervisor,
and
then
they
also
get
reviewed
by
people
within
internal
affairs.
So
there's
many
layers
to
that.
So
when
you
look
at
a
policy
change
such
as
that
that's
built
in
that
has
many
different
built-in
layers
of
accountability.
E
When
you
look
at
some
different
programs,
such
as
you
know,
like
our
our
leadership
programs
or
things
like
that,
you
know
sustainability,
it
comes
with
you
know
it
does
the
department
continue
to
staff
it
and
fund
it
and
find
it
to
be
worthwhile,
and-
and
I
know
our
administration
does
and
continues
to
do
so,
but
there's
been,
I
think.
Sometimes
it
is
some
of
these
initiatives
through
through
varied
police
administration.
Sometimes
they
they
don't
have
that
sustainability.
E
They
don't
because
they're
not
codified
in
the
policy
or
procedure
like
I
just
discussed
so
from
from
that
perspective,
I
would
like
to
think
the
investments
that
we're
making
into
into
leadership
are
really
are
things
that
are
going
to
be
sustained
so,
like
I
said
many
of
the
things
that
we're
dealing
with
or
that
that
I
highlighted
if
their
policy
changes,
those
things
are
very
very
much
ingrained
into
how
we
do
things.
The
policy
is
very
laid
out
as
to
how
you
will
do
things.
E
Initiatives
are
are,
are
usually
an
investment
of
personnel
into
a
unit,
a
philosophy,
a
way
of
doing
things,
not
so
much
ingrained
in
our
policy,
but
part
of
what
the
chief
or
or
city
leadership
would
like
us
to
do,
and
then,
if
we
get
into
some
of
the
things
like
wellness
and
all
that,
I
think
I
think
I
can
speak
pretty
strongly
that
that
is
something
that's
going
to
be
here
to
stay.
E
I
don't
see
many
agencies,
you
know
moving
away
from
from
things
such
as
that,
and-
and
I
think-
and
so
I
know
it's-
I
know
it.
E
I
I
I
can
see
what
you're
drawing
but
you're
what
you're
trying
to
drive
at,
but
it's
like,
I
said
it's
kind
of
a
myriad
of
different
things
most
like
I
said
most
of
the
things
that
we
could
measure
now
when
you
look
at
things
as
discussed
before,
like
the
co-responder
program,
you
can
again
you
look
at
the
outcomes
and
the
metrics
are
our
calls
for
service
going
down
in
that,
in
particular
with
that.
E
With
with
that
particular
type
of
of
a
call,
is
our:
are
our
negative
interactions
with
people
who
are
experiencing
mental
illness
going
go
down?
That's
the
goals,
so
you
look
at
what
the
goals
of
that
program
are
and
are
you
meeting
those
goals,
that's
an
easy
way
to
to
track.
That
is
a
metric.
E
So
the
policy
will
take
hold
immediately.
I
mean
that's
kind
of
like
almost
like
changing
a
statute
or
a
law
it
when
it's
in
effect,
it's
in
effect
it
doesn't.
We
don't
kind
of
phase
in
policy
changes
they
that
becomes
the.
This
is
what
you
shall
do,
they're
very
written.
You
shall
do
this
and
you
shall
do
that
when
it
comes
to
things
like
say:
take
the.
E
The
navigator
program,
the
goal
of
the
navigator
program,
obviously
is
to
increase.
You
know:
community
access
to
to
create
increased
community
access
to
information,
to
help
victims
from
communities
connect
with
a
myriad
of
different
services.
Obviously,
the
goal
of
that
is
to
is
to
to
benefit
the
public,
to
benefit
police,
community
relations
and
trust
that
that
takes
time
and
and
and
and
that
you
know
how
do
you,
how
do
you
set
up
a
metric
for
that
so
that
you
know?
E
That
is
something
that
I
think
you
know
requires
the
dedication
of
a
lot
of
time
and-
and
I
would
say,
a
little
bit
more
anecdotal
feedback
as
to
how
things
are
working.
E
F
And
somehow
the
officers
just
know
that
that's
what
needs
to
be
done
and
we'll
do
it.
E
The
policy
changes
come
out
and
they
have
you
know
there.
They
have
explanations
with
them.
They're
discussed
in
roll
calls.
Many
of
our
policy
changes
if
they
be,
if
they're
substantive,
are
folded
into
our
in-service
training.
Also,
when
we
overhauled
sexual
assault
response,
when
we
overhauled
domestic
abuse
response,
we
incorporated
entire
sections
of
our
yearly
in-service
training
to
continually
go
over
those
those
those
policies.
Use
of
force
will
be
no
different.
In
that
respect,
the
policy
comes
out.
E
It's
explained,
it's
discussed
at
roll
calls,
it's
discussed
by
supervisors,
and
then
it's
followed
up
by
continued
training
and
discussion
and
are
in
service
to
make
sure
that
there's
no
questions
surrounding
what
it
is
that
they
should
and
shouldn't
be
doing.
D
Great
no
worries,
commissioner
perry.
I
believe
that
commissioner
garcia
had
her
hand
raised
as
well.
C
Yes,
thank
you,
madam
chair.
My
question
was
an
offshoot
of
that
about.
If
you
have
been
able
to
measure
the
impact
of
those
policies
empirically
at
all,
or
do
you
do
like
periodic
measurements,
and
can
some
of
those
improvements
be
attributed
to
some
of
these
policies.
E
You
know
one
one
of
the
policies
that
I
was
very
much
involved
in,
that
you
take
like
the
sexual
assault
response
policy
and
and-
and
I
think
the
way
you
you
know
a
way-
you
measure
that
is
one
you
want
more
successful.
E
You
want
more
successful
investigations,
but,
ironically,
one
way
you
measure
whether
or
not
you're
having
trust
in
that
realm
is,
if
you
actually
have
more
reports.
Sexual
assault.
Much
like
domestic
abuse
is
is,
is
a
under
reported
crime,
and
a
lot
of
it
is
because
of
lack
of
trust
in
the
system.
It's
it's
kind
of
a
counterproductive
thing
that,
if
you
you
think,
if
you,
the
more
trust
and
the
more
you
build
out,
build
out
your
your
capacity
to
to
intersect
with
people
like
that,
the
more
work
you're
going
to
get
yeah.
E
That's
so
we
looked
at.
How
can
we
you
know?
How
can
we,
you
know,
make
it
so?
There's
we
improve,
trust
and
and
and
and
people
feel
that
they
can
come
to
us
and
that
you
know
we're
doing
things
in
the
right
manner.
So
that
is
one
that
that's
you.
E
You
might
measure
it
in
an
unusual
way
of
saying
have
we
had
more
people
come
forward
to
report
to
us,
and
then
you
can
also
measure
it
a
little
bit
more
about
the
feedback
that
we
get
from
our
partners
in
the
advocacy
groups
and
also
feedback
that
we
get
from
the
victims
themselves
as
to
how
they
feel
that
they've
been
treated
by
officers.
E
One
policy
change
and-
and
someone
raised
this
with
me
and
I'm
glad
they
did
because
it
slipped
my
mind,
but
you
know
something
that
we
can
measure
that
we
have
looked
at.
Is
you
know
putting
restrictions
on
police
pursuits?
We
we've,
we've
recognized
that
that
you
know
high-speed
chases
are
inherently
dangerous
for
everyone
involved
officers,
the
public,
the
person
who
is
is
fleeing
in
the
vehicle
and
and
we
really
want
to
be
restrictive
and
only
engage
in
motor
vehicle
pursuits.
For
you
know
for
certain
levels
of
offenses.
E
We
don't
want
people
getting
in
a
into
a
high-speed
pursuit
over
a
traffic
violation.
We
don't
want
people
getting
into
a
high-speed
pursuit
when
the
offense
is
a
stolen
vehicle,
because
we
know
that
many
of
these
stolen
vehicles
or
vehicles
are
left
running
with
the
keys
in
them,
and
the
level
of
offense
is
just
not
worth
risking
the
public
over,
and
so
we
have
instituted
changes
and
and
and
and
policy
changes
that
went
into
effect.
E
That
limited
police
pursuits
to
you
know
to
a
certain
handful
of
offenses
that
circle
around
violent
crime
and
our
police
pursuits
have
gone
down
considerably.
E
So
that
is
something
that
we
can
measure
and
and
as
a
result,
we
consider
that
a
success.
Our
goal
was
to
reduce
the
number
of
dangerous
interactions
on
the
street
and
then
and
thereby
reducing
situations
where
people
could
get
struck
and
injured
or,
or
you
know,
or
and
crash,
and
all
the
bad
things
that
come
from
things
like
that.
D
G
D
Great,
thank
you
so
much,
commissioner
garcia.
We
will
we're
going
to
try
to
end
around
6
15
and
know
that
folks
are
maybe
ages
to
to
move
on
with
their
evening.
I
do
have
one
question
that
I
wanted
to
ask
you
deputy
chief
force,
and
this
is
related
to
the
the
the
the
proposed
amendment
by
submitted
by
city
council.
E
That's
a,
I
will
tell
you
my
my
professional
opinion
on
this,
and
that
is
a
lot
of
what
we
discussed
here
really
highlighted.
I'd,
say
the
complexities
of
a
lot
of
the
issues
that
we
face
out
there,
that
there
there's
a
lot
of
intersection
between
people
who
are
in
crisis,
people
who
are
experiencing
homelessness,
poverty,
addiction
and
and
police
work,
and
and
that's
not
to
say
that
there
isn't
also
a
lot
of
police
calls
for
service
that
we're
going
to.
E
I
understand
that
there's
there
are
great
programs
out
there
and
I,
in
turn
that
I
would
say,
get
the
right
professionals
to
the
right
calls
to
help
alleviate
some
of
this.
But
there
are
there's
an
awful
lot
of
need
for
law
enforcement
itself
and-
and
specifically-
and
I
know
you'll
you'll
get
you'll
get
I'd-
say
a
much
more
in-depth
talk
about
this
from
the
city
attorney.
E
But
when
people
think
of
policing,
I
don't
want
them
just
to
think
of
a
police
officer
in
a
squad
car
responding
to
a
9-1-1
call.
That
is
what
people
think
is
the
most
visible
sign
of
policing
and
and
the
police
department
and
the
services
it
provides
goes
much
deeper
into
that.
The
layers
of
investigative
services
that
we
provide
and
that
are
very
specialized
and
require
require
sworn
law
enforcement
and
licensed
law
enforcement.
E
Not
only
to
be
able
to
do
that
job
but
legally,
in
order
to
affect
arrests,
sign
search,
warrants,
get
subpoenas,
there's,
there's
an
inordinate
need
for
law
enforcement
in
that
realm,
and
although
I
agree
that
there
is
room
for-
and
I
know
that
the
mpd
is
participating
in
the
911
working
group
to
look
at
what
calls
for
service
should
be
maybe
handled
in
a
different
way
and
not
by
by
police
officers.
And
I've
been
a
great
supporter
of
that.
E
I
think
what
we've
seen
is
we're
at
our
best
when
we're
working
together,
I
don't
see
it
as
an
either
or
but
of
both.
E
I
think
that
there's
there's
great
great
opportunity
for
law
enforcement
to
partner
with
many
of
these
alternatives,
to
handling
a
lot
of
the
things
that
I
discussed
and
not
from
a
complete
handoff
to
say
that
we're
not
going
to
even
have
anything
to
do
with
them
anymore,
because,
as
as
we've
pointed
out
or
as
I've
discussed
earlier,
law
enforcement
will
have
a
lot
of
intersection
in
nexus
with
people
who
are
who
could
use
further
professional
assistance.
And
we
recognize
when
people
are
beginning
to
slip
into
those
sorts
of
problems.
E
I
would
say
a
layered
approach
to
handling
issues
within
the
city,
but
when
it
comes
to
having
law
enforcement,
there's,
there's
there's
no
substitute
and
there's
no
alternative
to
who
is
going
to
investigate
child
abuse
or
who's
going
to
investigate
sexual
assault
and
who's,
going
to
investigate
homicide
and
who's
going
to
respond
to
some
of
the
the
the
problems
and
issues
that
are
our
physical
safety
issues
that
we
do
and-
and
I
know
we-
we
didn't
get
a
chance
to
get
into
a
lot
of
the
interagency
partnerships.
E
But
the
way
the
the
way
we've
handled
and
had
to
experience
large-scale
events
from
a
law
enforcement
perspective.
Our
interrelations
with
other
places,
doing
things
like
hosting
super
bowls
and
massive
events
down
to,
and
I
was
busy
all
last
week
and
weekend,
starting
with
wednesday,
when
we
had
the
issues
that
we
did
on
nicolet,
mall
and
and
having
to
swing
into
that
level
of
response
with
our
with
our
partners.
E
So
I
just
want
to
highlight
that
there's
there's
a
lot
more
to
law
enforcement
into
policing
than
then
then
responding
to
a
call
for
service
in
a
squad.
Car
and-
and
I
just
want
to
make
sure
that
that
gets
that
that's
just
my
two
cents
on
that.
A
Thank
you
after
that
last
answer.
I
hate
even
to
ask
another
question
sure
that
was
so
helpful.
Thank
you,
but
we,
you
know
we're
talking
about
the
the
the
charter.
Of
course.
That's
why
we're
here
some
of
us,
and
so
I
wanted
to
ask
about
the
current
charter
provision
containing
the
population
to
mpd
ratio,
understanding
that
it
refers
to
employees
not
just
sworn
officers,
but
is
the
current
staffing
level
now
consistent
with
that
requirement
and
how
does
it
align
with
national
standards
or
best
practices.
E
That's
a
that's
a
challenging
question.
I
can
say
first
it'll
depend
upon
that's.
Okay,
it's
gonna
depend
upon
what
the
what
we
consider
you
know,
the
the
I've
seen
some
varied
census
numbers
and
I
think
the
one
I
looked
at
had
gave
a
a
census
of
429
in
2019.
If
you,
if
you
apply
the
charter
provision
of
0.0017
to
that
population,
you
end
up
with
basically
730
employees.
E
E
Does
that
mean
civilian
and
sworn
or
is
it
just
referencing
sworn
currently
we're
at
on
the
books?
856
sworn
we
do
have
a
significant
number
that
are
on
personnel
leaves,
which
is
a
variety
of
different
leaves,
but
they
essentially
are
not
they're,
not
they're,
not
working
right
now
on
the
street
or
available
to
work,
and
we
have
96
people
that
are
on
personnel
leave,
which
gives
us
a
basically
a
functional
strength
of
about
760
sworn
personnel.
E
So
that
that's
kind
of
where
we're
at
so
when
it
comes
to
to
national
best
standards,
there
really
isn't
a
national
best
standard,
because
we're
and
and
and
this
kind
of
dovetails
into
the
into
the
effect
that
the
based
on
a
city,
council
directive,
the
city
is-
is
currently
finalizing.
Looking
at
vendors
to
do
a
staffing
and
efficiency
study
of
the
minneapolis
police
department
to
look
into
all
things,
such
as
overall
staffing,
staffing
of
patrol
the
staffing
of
investigations
to
see
you
know,
are
we
adequately
staffed?
E
Are
we
using
our
staff
in
that
in
the
best
way
possible
looking
at
our
civilian
staff,
so
that
will
probably
provide
a
much
deeper
dive
into
that
different?
You
can
look
at
different
agencies
around
the
country
and
say
well.
This
is
a
city
that
has
this
many,
this
much
population
and
they
have
this
many
officers
and
it
runs
the
gamut
from
agencies
that
have
less
officers
than
doing
agencies
that
have
significantly
more
officers
than
we
do.
But
a
metro
area
also
kind
of
plays
into
that.
E
Minneapolis
is
in
a
metro
area,
sitting
right
next
to
a
city
of
about
300
000,
and
we
also
have
most
of
the
major
sports
sports
and
entertainment
in
our
downtown,
which
then
plays
into
you
know.
What
is
your,
what
is
the
population
that
you're
serving
and
how
does
that
differ
from
a
city
that
may
not
have
that.
E
So
you
know
there's
a
lot
of
question
as
to
you
know
what
is
the
ideal
and-
and
I
think
I
think
you
need
to
look
at
it
in
in
three
different
buckets,
and
that
is
you
know.
What
is
what
is
your
ideal
staffing
for
for
911
response?
What's
your
ideal
staffing
for
investigative
need
and
then,
and
then
administrative
oversight
would
probably
be
the
last
one
I
can
I
can.
E
I
know
that
the
the
chief
last
year
proposed
that
we
needed
we
needed
additional
officers
in
his
opinion,
and
I-
and
I
know
that
that
you
know
that
that
is
people
have
varying
opinions
on
that.
So
it's
it's
difficult
to.
There
is
no,
I
would
say
national
best
practice,
because
you
know
your
staffing
is
based
on.
E
I
would
say
the
the
the
the
need.
E
The
the
amount
of
calls
for
service
that
you
have
and
a
lot
of
that
can
be
very
unique
to
your
area
and,
like
I
said,
if
you're
in
a
very
bustling
and
lively
metropolitan
area
as
we
are
surrounded
by
you
know
a
larger
another
large
city,
some
highly
populous
suburbs,
you,
you
kind
of,
are
larger
than
what
your
population
is,
if
you're
a
city
that
is
kind
of
out
on
an
island
and
by
yourself,
maybe
not
so
much
so
I
know
we'll
be
doing
and
getting
a
deep
dive.
Look
at
it.
E
What
I
would
say
an
outside
of
outside
company
is
going
to
come
in
and
take
a
look
and
supposedly
give
us
a
a
a
deep
analysis
on
that.
I
wish
I
could
give
you
a
something
more
specific
than
that,
but
it's
it's.
I
did
some
looking
and-
and
there
really
is
there
really
isn't
anything
that
I've
seen
in
the
major,
I
would
say,
pleasing,
think
tanks
that
discuss
what
the
you
know.
What
a
national
best
practice
for
staffing
is.
A
I
think,
because
we're
running
out
of
time,
chair
newborn,
we
probably
should
move
to
the
last
item
on
the
agenda,
which
is
next
steps,
and
we
don't
really
have
anything
to
say
except
we'll
meet
again
next
week
and
we'll
have
another
set
of
interviews.
A
D
A
F
Who,
who
is
I'm
sorry,
I
I
don't
seem
to
know
where
the
work
plan
is
so
I
don't
know
who's
speaking
next
week.