►
Description
Minneapolis Public Safety & Emergency Management Committee Meeting
https://lims.minneapolismn.gov
A
Good
morning
everybody,
my
name
is
Alondra
Cano
and
I
am
the
chair
of
the
Public
Safety
and
Emergency
Management
Committee
today
is
January
8th
2020.
We
are
convening
here
as
the
committee
with
councilmembers
a
Steve
Fletcher
and
Lenny
Palmisano.
Although
we
are
not
a
quorum
of
the
committee.
What
we're
gonna
do
is
just
go
ahead
and
begin
the
presentation,
and
once
we
are
joined
by
our
colleagues
to
reach
quorum,
we
will
be
able
to
officially
receive
and
file
the
presentation
today,
as
well
as
adopt
the
agenda
so
for
information
purposes.
A
I
will
go
ahead
and
read
the
agenda
that
is
before
us
today.
Item
number
1
is
receiving
an
filing
public
comment
from
the
community
regarding
any
public
safety
issue.
Item
number
2
is
a
consent
item
which
is
authorizing
an
increase
to
a
contract
with
a
Minnesota
Bureau
of
Criminal
Apprehension
for
DNA
analysis
of
Police
Department
case
evidence
and
item
number
3
is
a
presentation
on
the
Minneapolis
Police
Department's
procedural
justice
work.
A
A
Seeing
no
public
comments
today
from
the
community,
we
shall
go
ahead
and
move
down
to
the
discussion
item.
We
will
go
ahead
and
take
up
the
consent
item
once
we
have
quorum,
so
we
can
actually
approve
that
and
move
it
forward.
So
we
are
joined
today
by
our
Minneapolis
police
leaders
and
staff
members,
and
so,
if
you
want
to
go
ahead
and
come
up
to
the
microphone
and
queue
up
your
presentation,
please
go
ahead
and
introduce
yourselves
and
then
walk
us
through
the
information
you
have
good.
B
B
C
B
So
again,
a
good
morning,
Happy
New
Year,
thanks
for
having
us
here
today.
My
name
is
akia
nazar
tonight
I'm,
a
deputy
chief
chief
of
staff
for
chief
arredondo,
the
units
under
Marik,
the
community
engagement
unit,
the
procedural
justice
unit,
community
navigators
of
csos,
which
is
a
community
service
officers,
recruitment,
background
and
chaplains.
Today,
we're
talking
about
our
procedural
justice
unit.
What
I
want
to
do
first,
is
is
show
a
video
of
the
chief
Arredondo
have
explained
our
procedural
justice
arena.
E
Procedural
justice
is
just
the
way
in
which
our
men
and
women
are
out
there
serving
the
community.
It's
the
expectation
and
you're
gonna
go
out
there
and
serve
the
community
in
a
way
that
is
both
fair.
It
is
building
trust
legitimacy
among
Senate.
It
is
still
continuing
to
do
your
job,
but
it
is
doing
so
in
a
way
where
they
look
at
your
soul.
The
process,
as
opposed
to
the
other
company
and
if
that
process
and
how
you're
dealing
with
the
community
is,
is
looked
upon
as
being
fair
and
respectful.
E
It
will
not
matter
what
the
outcome
is.
They
will
know
that
they
have
been
treated
in
a
way
that
gives
them
both
respect
and
dignity
in
that
process.
Regardless
of
the
outcome,
it's
it's
really,
the
Golden
Rule,
it's
just
treating
people
the
way
you'd
want
to
be
treated
part
of
it
is,
is
understanding
our
role
in
the
community.
E
It's
it's
knowing
and
understanding
the
dynamics
which
occur
out
in
our
communities
on
a
daily
basis,
but
also
knowing
that
every
momentary
action
that
we
have
a
community
member
can
be
very
impactful
for
the
good
and
also
for
the
bad
depending
upon
that
contact
and
that
interaction.
We
are
really
out
there
to
do
the
best.
C
The
beginning
of
the
seats
of
procedural
justice
began,
unfortunately,
after
the
shooting
of
Trayvon
Martin,
when
President
Obama
gathered
300
leaders
from
law
enforcement,
academia,
religious
leaders
to
come
together
and
try
to
find
out
if
there
was
a
a
scientific
and
study
solution
to
try
to
stop
the
unfortunate
sheetings
of
unarmed
black
males
and
also
other
people
of
color
out
of
this
came
21st
century
policing,
which
became
the
foundation
and
one
of
the
pillars
of
that
was
procedural
justice.
So,
with
that,
you
know
slide
down
with
that.
C
The
national
initiative
for
building
Community,
Trust
and
justice
was
formed.
We
became
one
of
the
recipients
of
a
grant
to
participate.
Now
we
were
one
of
the
original
cities
and
so
through
that
working
with
the
Justice
collaboratory
at
Yale,
University,
the
centers
for
policing
equity
and
at
John
Jay
at
UCLA
at
John,
Jay
University
and
the
Urban
Institute.
C
We
were
selected
in
2015
to
be
one
of
the
pilot
cities,
former
chief
harteau
selected
team
of
MPD
leaders
to
launch
that
effort.
I
was
selected
as
the
project
site
coordinator,
along
with
chief
Arredondo
and
chief
Knight,
chief
fors
and
lieutenant
Darci
horn,
and
also
sergeant
sergeant,
Alice
white
and
Sergeant
butch
floured.
C
We
began
to
train
the
entire
department
and
also
reach
out
in
the
community
to
talk
about
our
procedural
justice
efforts
and
find
ways
to
blend
that
within
everything
that
we
do.
It
was
a
sea
change
in
our
policing
strategy
and
it's
become
a
core
tenant
of
what
we
do
throughout
time.
We've
we've
adapted
it
and
kind
of
further
cemented
it.
C
The
pilot
sites
were
Stockton
California,
Pittsburgh,
Pennsylvania,
ourselves,
Gary
Indiana,
Fort,
Worth,
Texas
and
Burnham
Alabama.
The
significance
of
this
was
we
had
multiple
regions
in
the
country.
We
had
different
types
of
departments-
some
large,
some
small,
some
major
minority
majority
in
cities
and
departments,
and
so
it
gave
a
very
good
cross-section
of
different
types
of
policing,
different
types
of
cities,
different
types
of
situations-
and
we
were
lucky
enough
because
we
had
the
capacity
and
the
willingness
to
do
the
work.
But
you
also,
we
also
have
one
of
the
most
diverse
communities.
D
So
the
way
I
came
in
contact
with
pursuit
of
justice
she's,
an
officer
when
he
first
got
rolled
out
throughout
the
whole
Police
Department.
They
trained
the
whole
police
department,
24
hours
of
procedural
justice,
which
is
procedural
justice,
one
two
and
three
one
was
the
introduction
and
police
legitimacy.
The
second
one
was
a
technical
mindset
and
also
a
scenario
base
and
a
pj3
which
my
favorite
is
about
implicit
bias,
and
how
did
they
fuse
some
of
the
traps
and
sometimes
officers
might
get
into?
D
Has
it
interacting
with
the
public
when
I
first
came
when
I
first
got
introduced
it
for
pursuit
of
justice
as
an
officer
going
through
the
class
when
former
lieutenant
Knight
was
given,
it
I
really
really
liked
it.
I'm
from
Canada
originally
grew
up
there.
So
I
grew
up
very
differently
in
a
lot
of
people
and
I
really
liked
the
basic
of
it
and
what
it
was
about.
D
I
understood
pretty
clearly
that
a
lot
of
officers
sometimes
were
saying
that
that
kind
of
material
has
been
around
for
a
long
long
time.
We've
been
in
existence
151
years
now,
a
lot
of
police
officers
been
doing
a
lot
of
great
work
for
a
long
long
time
and
procedural
justice
is
kind
of
a
now.
It's
become
in
that
20
19
2015
2
2015
a
mad
spin,
as
you
can
see
right
now.
D
We
also
when
I
took
over
I
was
the
second
group
of
instructor
for
procedural
justice
and
I
seeked
out
that
position,
because
I
felt
that
we
could
take
this
to
the
next
and
what
I
thought
was
no
matter
how
much
training
we
did
internally.
If
the
feeling
of
the
community
was
that
we're
still
not
doing
we're
supposed
to
be
doing
we're
kind
of
away
failing,
and
we
had
to
make
sure
that
we
took
this
training
outside
of
the
office
of
police
and
take
it
to
the
community.
So
excuse
me,
I'm,
sick,.
D
Taking
it
to
the
community,
so
they
can't
understand
what
the
officers
are
being
taught
and
what
the
expectation
they
may
have
from
the
police
department,
and
it
was
important
for
them
to
also
understand
what
their
power
and
what
they
could
expect
from
us.
We
took
it
out
also
through
security
staff.
Downtown
I
run
a
lot
of
part-time
downtown,
so
I
did
some
training
with
security
staff
as
we
work
hand-in-hand
with
the
police
department
of
security
staff,
they're
kind
of
the
first
line
of
defense
dealing
with
some
of
their
businesses
and
also
the
clubs.
D
So
we
did
some
training
some
of
the
escalation.
Some
procedural
justice
training
so
like
chief
and
I,
talked
about
about
the
four
pillars
and
the
reason
why
I
called
for
nerds
for
officers
to
really
remind
and
make
it
easy
for
them
to
remember.
V
stand
for
the
voice,
so
it's
important
for
officers
to
give
people
a
voice.
Listen
a
lot
of
times.
Problems
actually
solves
themselves.
If
you
just
listen
to
people,
there's
the
second
one
is
the
end
for
neutrality,
no
matter
who
we're
dealing
with
North
Minneapolis
summoned,
it
was
downtown.
D
People
want
to
see
that
your
actions
are
neutral,
no
matter
who
you
deal
it
with
the
third
one
is
respect,
which
I
think
is
basically
the
most
important
one
doesn't
matter
who
you
are.
That's
one
thing
that
you
should
always
leave
with
is
with
respect
to
get
respect,
and
the
last
one
is
trust.
How
do
you
build
trust
in
communities
where
you
never
had
trust,
and
how
do
you
maintain
trust
with
Kimmi?
D
Is
that
you
made
I,
have
trust
lost
in
and
trying
to
get
at
them
or
something
I
just
maintain
the
trust
that
you've
built
over
the
years?
We
also
expanded
it
to
the
response
to
serious
incidents.
So
what
we're
doing
now
in
the
procedural
justice
unit
is
when
is
a
serious
incident,
could
be
a
shooting
or
stabbing
homicide,
and
how
can
we,
as
a
unit
working
also
with
the
community
engine
team
in
the
community,
ators
to
make
victim
whole
again
as
soon
as
possible?
D
So
we
have
we
created
a
document
which
we
can
prove
copy
of
that
and
we
put
all
the
stakeholders.
It
could
be
helpful
in
dealing
and
handling
some
of
those
situation
and
again,
how
do
we
bring
in
two
victims
whole
again.
We
also
have
now
under
procedural
justice
that
conduct
and
lessons
premise,
which
is
some
of
you,
I'm
sure
very
familiar
with
for
so
many
other
than
that
is
the
new
process
of
how
do
we
handle
our
rental
properties?
D
D
We're
now
not
only
do
we
have
those
relationship,
but
now
we
can
use
each
other
to
help
out.
Give
you
a
perfect
example:
we
had
a
young
african-american
male
that
was
frustrated,
school
broke
a
window
and
he
was
sentenced
to
16
hours
of
community
service,
Children's,
Home
Society
of
Lutheran
services
called
me
and
say:
hey.
What
can
we
do
with
this
gentleman?
Well,
picking
up
trash
on
a
side,
a
row
to
clean
up,
sidewalks
I,
don't
think
was
very
good
use
of
his
time.
D
So
what
I've
done
is
like
a
partner
him
up
with
a
mother's
love
and
they
wanted
walk
the
beat
and
they
were.
He
was
able
to
be
mentored
by
people
part
of
that
group,
as
they
were
walking.
Instead
of
doing
picking
up
trash
the
evaluation
we
do
evaluation
after
all,
of
our
training
of
the
officers
of
what
they're
retaining
what
they
remember
prior
to
a
training.
D
Also,
like
I
mentioned
earlier
at
a
PJ
one,
two
and
three.
We
do
now
yearly
ongoing
procedural
justice
review
and
also
historical
trauma
and
2017.
We
did
African
American
and
Native
American,
and
this
year
we
did
lgbtqia+
community
and
community
and
right
now
in
January
we're
looking
at
what
we're
going
to
be
doing.
This
fall
there's
several
options
that
we
may
pick
from
for
this
every
year.
D
We're
looking
for
a
group
of
people
that
live
in
our
community
and
how
can
we
educate
officers
a
little
bit
more
about
that
community
so
when
they
do
interact
with
the
community,
they
have
a
background
of
certain
things
that
the
do's
and
don'ts
or
things
that
are
might
be
different
and
what
they
used
to.
So
it's,
basically
just
providing
them
tools,
put
more
tools
in
their
tool
belt.
So
when
you
deal
with
that
community
to
have
a
better
understanding.
D
Talk
about
involve
highlighting,
so
we
also
look
at
policies
review
which
deputy
chief
and
I
might
talk
a
bit
more
about
that.
If
you,
if
you
may,
have
questions,
but
we
review
policies
to
make
sure
that
our
pursues
really
just
we
want
to
make
sure
that
we
get
it
right.
We
involve
the
community
and
police
officers
and
get
some
input
and
make
sure
that
we
get
them
right.
A
G
You,
madam
chair,
just
one
slide
back.
Perhaps
two
slides
back
I
was
curious.
You'd
mention
this
in
the
beginning
of
your
presentation,
but
I
was
curious.
What
you
mean
in
the
first
part
of
procedural
justice
when
you
talk
about
police
legitimacy,
could
you
help
me
understand?
It's
probably
a
term
that
in
the
police
world
they
understand
to
us.
That
means
something
a
little
different
and
then
what
defeating
traps
is
and
I
think
the
third
part.
Could
you
just
go
into
that
a
little
bit
sure
so.
D
The
the
first
part
of
pj1
was
the
basic
of
procedural
justice,
so
we
talked
about
those
pillars
earlier
and
the
police
legitimacy
is,
and
how
can
we
the
work
that
we
do
in
the
community?
How
can
we
be
seen
legitimate
so
by
using
those
four
pillars
of
procedural
justice
being
neutral,
respecting
people
listening
to
what
people
have
to
say
before
making
decisions
is
what's
gonna
bring
the
police
legitimacy.
So
all
the
actions
that
the
police
are
going
to
be
taking
in
the
community
are
going
to
be
seen
as
legitimate.
So
we
go
through
scenarios.
D
We
talk
about
a
lot
of
things
to
make
sure
that
we
succeed
in
doing
that,
so
the
pj1
is
really
the
driving
a
force
of
those
four
pillars
of
how
important
it
is
to
build
that
relationship
with
people,
because
in
a
lot
of
communities,
there's
never
been
trust.
So
it's
really
hard-
and
it's
I
think
it's
important
for
officers
to
understand
that
concept,
that
when
an
officer
show
up
in
uniform
it
brings
a
lot
of
pain,
a
lot
of
history
behind
it,
so
understanding
that
concept.
D
So
when
you
make
contact
with
people,
people
may
not
be
happy
to
see
you
or
they
might
see
you
as
something
different
in
what
you
are,
what
you're
thinking
or
why
you're
here
to
do
so,
it's
important
for
you
to
listen
to
them
and
basically
like
explain
to
them
while
you're
there.
What
why
are
you
doing
what
you
doing,
and
sometimes
just
taking
the
extra
two
minutes
to
explain
that
so
people
understand.
So
that's
that
literacy,
you.
B
Know
calimary
jack
is
a
great
question
about
traps
and
we
talk
about
fast
traps.
Really
talk
about
implicit
bias
and
I
can
tell
you
a
story
like
it
was
a
police
officer
at
a
traffic.
Stop
now
I
can
follow
anyone
for
four
blocks,
so
it
was
a
car
full
of
black
males
and
I
was
looking
at
the
video
of
officer,
followed
for
four
blocks
and
fail
to
stop
at
a
stop
sign
any
cell
and
occupants
like.
B
Why
did
you
pull
me
over
because
they
say
I
think
you
pull
me
over
just
because
it
was
Carl
for
black
males
in
a
car
and
I
officer
said
no
the
reason
I
pulled
you
over
I
called
you
to
stop
at
the
stop
sign.
So
just
having
a
conversation
with
this
officer,
I
said
now
at
that
car:
hey,
like
you,
say,
two
elderly
white
females
in
it.
Would
you
have
followed
that
car?
So
in
that
officer's
mind
he
saw
a
car
for
black
males
and
in
his
mind
it
just
clicked.
B
Something
must
be
wrong,
so
I
follow
that
car.
So
now
his
justification
is
the
reason
I
stopped
at
cars
because
it
ran
through
that
stop
side.
No,
you
follow
that
vehicle
before
a
block,
so
we
talked
about
fast
traps
and
implicit
bias
thousand
perceptions.
You
have
about
people,
you
may
not
even
recognize,
and
then
you
go
off
those.
So
when
I
we
talk,
we
train
our
officers.
Are
you
going
off
your
own
biases
or
if
you
going
off
those
action
of
those
people
and
a
lot
of
just
came
from
dr.
C
A
big
part
of
procedural
justice
are
trees
with
justice.
Work
is
collective
healing.
It
began
with
the
concept
of
reconciliation,
but
in
reaching
out
with
communities.
In
many
cases,
that
word
was
rejected
because
in
some
many
communities,
if
we
were
never
together,
how
can
we
reconcile,
and
so
we
we
began
to
really
think
about
that
and
say
well.
We
need
to
collect
a
feeling.
C
But
it's
true
and
real
and
lived,
and
you
are
the
first
line
of
government.
You
are
the
most
obvious
form
of
government.
You
are
stepping
into
a
situation
in
a
community
that
may
not
have
had
a
great
experience
with
you
or
your
type
or
that
uniform
I
always
like
to
say
that
everyone
understands
this
part
of
that
uniform.
C
It's
our
job
to
get
the
communal,
understand
this
part
of
it,
and
that's
that
part
that
we're
trying
to
do
through
collective
healing
and
part
of
what
we're
doing
with
that
is
creating
opportunities
for
the
chief
police
chiefs
to
acknowledge
harm
and
listen
to
community
grievances.
Truly,
listen
and
try
to
understand
and
absorb
that
and
reflect
that
in
a
positive
manner.
Small
group
circles
developing
a
narrative
gathering
capacity
as
part
of
community
navigators
role
and.
C
Convenience
for
outside
sources.
We
need
to
start
to
build
that
up
understanding
that
considering
models
for
broader
engagement.
Once
again,
that's
looking
around
the
country
looking
at
best
practices,
looking
at,
what's
not
being
done,
like
I,
said
once
again:
I'm
partial
community
navigators
as
part
of
that
it's
a
different
type
of
engagement,
because
we
know
that
the
studies
have
shown
us
that
in
many
cases
communities
they
see
that
uniform
and
it
creates
an
instant
barrier.
C
But
when
we
have
some
folks
who
aren't
wearing
that
uniform
and
still
represent
the
police
department
and
sit
in
that
space
in
between
law
enforcement
and
community,
we
can
maybe
get
a
better
response.
We
can
maybe
get
a
better
relationship
built
and
that's
what
we're
working
on
in
mobilizing
communication
resources
is
understanding
that
it
just
may
not.
We
need
to
create
more
ways
for
us
to
really
talk
and
really
listen
and
part
of
what
we're
doing
with
that
is.
C
Like
I
said
committee
navigator,
since
some
subpopulation
work,
African
American
distress
was
the
first
focus
amongst
equals.
We
looked
at
youth
for
working
with
youth,
lgbtqia+
community
Native,
American,
community
victims
of
intimate
partner
and
domestic
violence.
We
know
it's
one
of
our
leading
drivers,
so
we
want
to
focus
on
that.
Latin,
X,
community
and
new
arrival.
Immigrant
communities
are
East,
African
communities,
Southeast
Asian
communities,
trying
to
create
bridges
that
have
that
built
internally
and
be
really
mindful
of
how
we
do
that.
Oh,
and
what
we're
doing
with
the
formal
research.
C
We
have
a
lot
of
federal
partners
and
great
federal
partners
who
help
us
do
that.
Our
internal
research
sergeant
Luke
talked
about
our
procedural
justice
surveys
that
we
do
before
and
after
every
training
community
surveys,
which
you
have
some
of
the
results
there
and
your
booklets
impact
evaluation,
which
is
another
thing.
That's
within
a
booklet
in
gap,
analysis
and
research,
solicitations
looking
at
ourselves
critically
and
utilizing
our
own
resources
to
figure
out
where
we.
B
Surveys
traditionally,
when
you
looked
at
some
departments
across
the
country
when
they
did
community
surveys,
they
actually
their
surveys
and
the
most
affluent
neighborhoods
and
what
the
national
initiative.
Actually
they
looked
at
all
crime
maps
and
they
looked
at
data
most
impoverished
communities,
north-south
salsa,
all
communities
that
had
the
highest
rate
of
domestic
and
violence,
and
this
is
what
that
is
actually
what
we
did.
B
Our
surveys
from
and
I
can
tell
you
wasn't
a
pretty
picture
when
you
look
at
the
results,
but
I
would
rather
have
that
information
from
the
citizens
who
live
in
almost
impoverished
neighborhoods.
We
have
the
most
interaction
which
to
see
how
they
feel
about
us,
so
that,
when
we
did
is
community
surveys,
that's
where
the
information
was.
B
C
You
chief,
and
what
we're
doing
still
to
make
connections
and
build
bridges.
We
have
bi-weekly
Technical
Assistant
calls
where
we're
finding
new
opportunities
are
sustained
to
work,
trying
to
figure
out
different
ways
to
expand
the
influence
of
these
concepts,
connect
with
different
stakeholders,
improve
communication
and
part
of
what
my
role
is
to
study
pilot
stakeholders
for
the
best
practices
and
we've
done
some
national
level,
peer
exchanges
with
Gary
Indiana,
Fort,
Worth,
Texas,
Stockton
and
Birmingham
Alabama
to
see
what
they're
doing,
because
something
that
they're
doing
that
may
solve
one
of
their
issues.
C
We
can
probably
take
a
piece
of
or
a
part
of,
then
also
we
can
help
them
sometimes
because,
like
in
my
role,
we
have
a
lot
of
places
around
the
country
where
there
are
new
arrival.
Immigrant
communities
are
starting
to
burgeon
and
they're.
They
don't
have
that.
Experience
like
we
do,
and
it's
good
for
us
to
be
partners
and
to
be
able
to
say
well.
This
is
what
we're
doing
here
with
our
community.
This
is
how
we
was
how
we're
responding
to
those
type
of
things
and
it's
actually
gone.
C
International
we've
had
a
few
departments
from
almost
wheat
and
in
a
one
from
Rio
Rio
de
Janeiro
Brazil,
a
contingent
that
wanted
to
ask
us
how
we
are
doing
things,
and
so
that
was
interesting,
because
these
are
issues
that
we
only
think
of
kind
of
in
our
small
lens.
But
it's
actually
a
worldwide
concern.
D
Alright,
so
in
conclusion,
I
know
I'm.
One
of
the
question
that
City
Council
Cano
asked
is:
when
is
procedural
justice
gonna
be
over
the
training?
It
will
never
be
over.
It's
an
ongoing
thing.
It's
something
that,
from
the
first
day,
you
hired
to
the
last
time
when
you
retire
that
we're
going
to
be
talking
about.
It
is
the
basic
of
the
whole
police
department.
D
If,
in
five
years
and
ten
years
we
don't
talk
about
this
there'll
be
a
failure,
because
I
truly
believe
that
those
four
pillars,
if
officers
go
about
their
business
every
single
day,
treating
people
the
way
they
should
be.
Do
you
want
to
be
treated?
We
wouldn't
have
all
those
issues
that
we
might
be
having
and
that's
why
it's
an
ongoing
process.
B
One
thing
I
want
to
touch
on
to.
Lastly,
when
chief
Arredondo
says
the
culture
change
and
we
just
celebrated
last
year
hundred
fifty
years
of
the
police
department
and
that
tell
people
to
change
won't
happen
overnight.
I
remember
the
first
year
we
did
all
the
training,
so
we
had
880
officers
trained,
almost
200
civilians,
staff
and
I.
Remember
a
staff
person
a
record.
She
when
it
came
up
to
me
and
she
said
lieutenant
Knight,
did
you
guys,
train
the
whole
department,
I,
say
yep,
she
said
well,
sometimes
I
think
it
didn't
work.
B
I
said
why
and
she
said,
I
dealt
with
one
of
your
cops
a
day
and
one
of
your
cops
was
a
complete
a
whole
and
here's.
My
total
I
say
you
know:
I
would
love
to
have
a
perfect
department,
but
it's
not
perfect,
but
I
said
the
vast
majority
of
officers
are
perfect
and
you
might
have
dealt
with
one
a-hole
a
day,
but
I
think
last
money
might
have
dealt
with
the
rewrite
she
said
yeah.
So
you
do
see
that
reduction
and
the
last
piece
I
want
to
talk
about
is
trauma.
B
You
talk
about
the
trauma
that
officers
face
and
we
want
to
talk
about
eternal
pj2
those
we
cannot
expect
officers
who
suffering
from
trauma
to
go
out
there
and
be
effective
with
the
community
and
again
I've
came
on
in
1992
I'm
going
on
28
years
and
I
can
think
of
everything.
I
saw
so
having
those
conversations
with
our
officers,
but
here's
what
I
flip
it.
With
my
officers
I
said
we
have
some
officers
who
had
30
years
of
trauma,
but
we
have
some
communities
that
have
generation
after
generation
after
generation
of
trauma.
B
So
you
think
about
you,
have
police
officers
on
this
job
we've
been
doing
trauma
a
whole
career,
going
from
call
to
call
to
call
and
I
can
tell
you
growing
up
an
african-american
community
when
I
was
10
years
old
in
Chicago
I
mean
my
first
friend
who
was
hit
by
a
car
died.
I
was
13,
my
first
friend
who
was
shot
when
I
was
16.
B
One
of
my
friends
was
shot
and
killed
by
the
police,
and
this
is
not
just
my
experience,
but
a
lot
of
people
and
the
communities
we
deal
with
the
trauma
they
face
too.
So
we
have
to
really
do
something
about
the
trauma,
whether
within
a
police
department
and
the
trauma
within
the
community.
Thank
you
guys
so
much.
A
H
H
Are
really
aligned
with
and
and
appreciative
of
the
police
and
from
people
who
are
skeptical
of
MPD,
and
we
see
in
the
survey
there's
a
good
share
of
both
of
those
in
our
community
right,
but
I
think
a
lot
of
the
direction
that
people
want
to
go
is
is
really
figuring
out.
How
do
we
make
sure
that
that
there's
trust?
How
do
we
make
sure
that
people
feel
they're
being
treated
fairly?
So
I
really
appreciate
this
framework?
Can
you
talk
a
little
more
about
the
procedural
justice
unit?
How
many
people
are
in
it?
H
What
do
they
do
when
I,
when
I
hear
that
I
always
wonder?
Is
there
a
danger
of
it
being
siloed?
Is
there
a
danger
of
saying,
like
procedural
justice
happens
in
the
procedural
justice
unit
and
if
I'm
just
at
the
first
Precinct,
then
I
don't
have
to
worry
about
it?
So
I
guess,
that's
kind
of
you
know
the
thing
I
want
to
help.
People
understand
a
little
bit,
is
who's
doing
procedural
justice
and,
and
what
are
the
people
who
are
in
the
procedural
justice
unit
actually
doing
sure.
D
So
the
structure
is
deputy.
Chief
Knight
is
the
head
of
the
procedural
justice
unit.
Then
we
have
commander
Adams
and
then
we
have
lieutenant
hands
right
here.
She
joined
the
unit
in
October
right
so
I
believe
it's
October
and
I'm
the
sergeant
so
lieutenant
Kass
is
in
charge
of
mourning
just
the
procedural
justice
unit,
she's
in
charge
of
the
commune
gage
Minh
Team,
the
commune
advocators,
the
community
community
service
officer,
the
chaplain
services,
so
on
a
daily
activities,
I'm
in
charge
of
the
personal
justice
units.
D
So
we
have
three
officers
working
and
each
of
them
have
projects
that
they're
working
on
individually.
Most
of
them
are
involving,
for
example,
one
of
my
officer
officer,
Wilks
works
at
Shakopee
women's
prison.
She
create
a
12
12-week
training
project
with
all
the
ladies
that
work
there
so
when
they
do
come
back
to
our
communities
that
better
informed
and
better
equipped
to
be
able
to
handle
whatever
they're
going
to
be
handling,
we
have
officer
bulk,
which
is
a
26
year.
D
Veteran
of
the
military
he's
been
an
officer
for
a
while,
and
it
has
a
lot
of
experience
on
CIT,
so
crisis
intervention.
So
we
create
a
program
with
our
CIT
team
to
teach,
including
procedural
justice,
because
the
chief
really
is
vision
is
that
in
everything
that
we
teach
procedural
justice
is
at
the
center
at
the
core
of
everything
that
we're
teaching
it
could
be
Hugh's
a
force,
the
escalation.
D
Somebody
an
ally
on
the
inside
that
may
listen
to
them
and
understand
them.
We're
losing
all
that
information
and
to
me
that's
how
you
can
be
accountable.
Is
you
have
to
have
those
line
of
communication
open
and
you
have
to
tell
people?
Please
I
need
to
know
when
something
is
not
going
right
because,
like
chief
talked
about
is
this
something
that
somebody
has
to
be
retrained?
D
This
is
something
it's
somebody
suffering
from
something
something
something
else
from
the
job
is
going
on
at
home
that
we
need
to
address
because
of
all
the
trauma
that
officer
and
I've
been
going
through.
So
I
think
it's
important
to
have
a
different
approach
that
we
used
to
have
right
away.
We're
not
gonna
jump
in
the
officers
throat,
we're
gonna,
try
to
understand,
sit.
What
else
is
going
on,
and
why
is
this
happening?
D
And
now,
with
the
body
worn
camera,
it's
very
helpful
watching
the
video
and
making
sure
we're
getting
back
to
people,
because
one
of
the
number
one
complaint
that
I
get
all
the
time
is
people
will
say:
I
made
a
complaint,
but
I
never
heard
back.
So
there's
this
a
nice
missing
part
that
we
have
to
be
accountable,
making
sure
to
even
know
we
might
exhaust
everything
and
we've
done.
We
have
to
make
that
call
back.
Take
the
extra
five
minutes.
I
hate!
Just
won't.
Let
you
know
the
complainant
you
made
was
heard.
D
H
It's
great
to
have
the
survey
data
to
have
a
comparison
of
sort
of.
How
are
people
feeling
about
the
work
in
2015
and
2017?
Do
we
have
plans
to
go
back
and
sort
of
keep
checking
against
these
questions,
because
I
think
having
a
way
to
measure
the
way
people
are
experiencing,
our
policing
over
time
would
be
extreme.
C
Yes,
sir,
we
are
trying
to
figure
out
how
to
continue
that
work
with
Urban
Institute,
because
one
of
the
things
that
we
were
very
mindful
of
was
we
shouldn't
be
the
ones
asking
that
question.
But
we
would
like
to
get
the
data
back,
but
we
also
want
a
better
equipped
organization
to
scrub
it
and
better
focus
it
and
understand
it
for
us.
B
Are
a
great
question
that
I
asked
my
PJ
unit
and
I
have
some
community
center?
Well,
how
do
you
know
PJ
is
working
and
one
will
be
planning
on
doing
in
2020
this
year
here,
not
just
with
the
PJ
unit,
but
even
with
supervisors.
Every
precinct
we
have
to
start
being
more
proactive
instead
of
reactive
sergeant's
should
actually
periodically
let
get
body,
cameras
and
I
always
say
lick
it
off
randomly.
Do
a
traffic
stop!
You
don't
have
to
wait
for
a
complaint
to
come.
B
Stop
for
not
having
a
valid
reason
for
stopping
individual
and
here's
the
dilemma
that
some
officers
face.
When
you
have
a
situation,
you
see
what
you
have
a
shot:
spotter
shots
fired
or
you
have
a
suspect
and
the
suspect
might
face
on
the
north
side.
94
percent
fall
suspect
black
males
and
you
don't
have
a
specific
information.
So
again,
what's
the
reason
why
you're
stopping
people
and
explain
to
people?
That's
part
of
procedural
justice,
tell
people
the
reason
why
you're
stopping
in
and
and
just
so
you
know
it's
not
a
fair
system.
B
So
if
I
still
appearance
as
a
fair
system
and
why
sits
police
alone
can
solve
these
issues,
so
we
have
to
do
something
or
a
police
officers
are
to
call
to
deal
with
all
these
shootings
all
these
stabbings,
because
that's
what,
as
pretext
stops
come
from
when
officers
get
frustrated,
they
go
on
to
serve
neighbor
and
they
see
shots
fire.
They
see
homicides,
they
see
shootings
and
then
they
say:
okay,
we're
here
as
a
suspect
information,
and
we
all
know
only
three
to
six
percent
of
the
people
in
any
neighborhood
are
actually
do
criminal
activity.
B
So
93
97%
of
people
just
give
folks
so
97%
of
all
stops
are
just
against
good
folks,
so
the
systems
law,
so
in
this
summer
we're
just
looking
at
now.
I
don't
have
a
answer,
but
I'm
saying
the
reason
why
we
in
these
neighborhoods
doing
these
stops
it's
because
that
tool.
Right
now,
when
we
see
this
trauma,
we
see
this
violence
and
we
trying
to
stop
that
yeah.
It's
tough
I
think.
D
I
firmly
believe,
with
the
training
that
we're
doing
pj3
with
implicit
bias
and
how
to
defuse
those
traps.
I
have
no
doubt
in
my
mind,
officers
may
not
say
in
the
training
they're
like.
Oh,
my
god
that
happened
to
me.
I
was
actually
using
my
biases
to
treat
somebody
right,
but
I
I'm,
pretty
sure
that
when
they
go
home
and
they
think
about
what
just
happened
and
the
training
that
they
just
got
and
how
to
just
check
yourself
right,
we
all
have
biases
when
I
walked
in
here
in
here
and
I'm
wearing
my
orange.
D
You
may
not
like
orange
you
mind,
I,
like
my
hair
and
you're,
just
something
that
came
into
your
mind
right
when
you're
a
trained
you're
able
to
recognize
those
things
and
to
check
your
biases
to
where,
like
you're,
not
gonna,
treat
me
differently
because
of
the
color
of
my
skin,
the
clothes
that
I
wear
or
the
way
I
walk,
and
that's
what
we're
trying
to
train
the
officers
and
that's,
what's
gonna,
take
a
while
right.
So
we
just
started
talking
about
implicit
bias
and
saying
that
it's
okay
to
have
them.
D
H
I
You,
madam
chair,
thank
you
all
so
much
for
this
presentation,
and
I
just
have
to
say
first
that
I'm
so
grateful
to
be
able
to
work
with
a
police
department
that
has
this
work
happening
within
it.
There
are
other
elected
officials
from
around
the
country
that
I,
that
are
my
peers,
that
I
talked
to,
and
they
would
dream
of
having
a
presentation
like
this
coming
from
their
own
Police
Department.
So
I
first
just
want
to
name
that
piece
of
it
like
that.
We
having
this
work
within
the
police
department
is
really
powerful.
I
I
have
a
slew
of
questions.
If
that's
okay,
first
I
would
just
say
that
this
would
be
helpful
prior,
so
that
I
could
have
a
chance
to
read
it
and
because
I
would
come
back
with
even
more
questions.
So
just
for
future
reference.
I
do
read
all
the
things
you
give
us,
so
so
just
that
okay,
so
first
I
wanted
to
ask
the
question
elaborate,
a
little
bit
on
councilmember
Fletcher's
question:
how
many
members
are
on
your
team
for
procedural
justice
and
are
those
folks
specifically
assigned
to
that?
I
D
But
with
all
the
changes
in
a
rotation
that's
happening,
it's
been
really
hard
to
maintain
those
people
and
to
find
and
reach
out
to
those
people,
but
I
can't
you
that
all
of
the
inspectors
foreign-born
with
this
and
eventually
that's
what's
gonna
happen
to
where
it
happens
everywhere,
where
people
are
talking
about
it,
so
hopefully
that
that
culture
change
that
dc9
is
talking
about.
Hopefully,
that's,
what's
gonna
happen
where
that's
just
what
is
expected?
D
This
is
the
expectation
that
not
only
the
chief
has,
but
on
down
all
the
way
to
your
sergeant
and
each
other
other
officers,
I,
remember
being
an
officer,
it's
not
too
long
ago,
twelve
years
ago,
where
I
remember
sometimes
working
with
people
and
I
didn't
really
appreciate
they
were.
They
were
talking
to
people.
I
didn't
like
that.
D
I
didn't
want
to
work
with
these
people,
because
I
didn't
like
the
way
they
were
treating
people
but
now,
hopefully,
eventually
it's
just
gonna
be
the
norm
where
people
that
are
gonna
treating
people
badly
are
gonna,
be
told
as
hey.
That's
not
how
we
do
business
here
at
MPD.
That
is
the
goal
ultimately.
I
Thank
you
I
appreciate
that
around
the
implicit
bias
work,
one
of
the
concerns
that
I
have
just
generally
speaking
about
the
procedural
justice
is
procedural
justice
work
as
well.
Everybody
is
trained
on
it.
I,
don't
know
how
much
that's
actually
showing
up
on
the
ground
in
terms
of
the
work
that
I
see
happening
in
my
ward,
I'm,
not
saying
that
there
hasn't
been
changes
because
I
was
in
I
was
in
mayor
Hodges
office
when
this
was
rolled
out
and
was
peripherally
involved.
So
I'm
excited
to
be
able
to
be
here
now
in
this
position.
I
The
second
component
is
that
national
initiative,
a
part
of
the
work,
was
that
they
did
blind
data
collection
within
the
police
department
to
be
able
to
measure
implicit
bias
over
all
within
the
police
department.
Is
that
still
happening,
or
was
that
something
that
kind
of
phased
out
with
the
national
initiative?
Well.
B
We
talked
about
change
in
a
coach
radius,
change
in
attitude
and
I.
Tell
you
when
you
think
about
it.
If
you're
police
officer
you're
on
a
traffic
stop-
and
someone
is
rude
to
you-
someone
is
loud
obnoxious,
it's
natural
for
you
to
be
that
way.
Back
to
that
person,
I
mean
just
human
nature,
but
just
with
the
training
we
talked
with
officers
and
till
I
remember
a
complaint.
B
It
was
a
verbal
altercation,
ax
officer.
Why
did
you
curse
that
curse
that
person
he
cursed
at
me
and
actually
an
officer
I
pay
you
to
be
professional.
If
someone
was
a
a-hole,
I,
don't
pay
at
a
home
and
if
you
can't
treat
people
respectfully
professionally
how
you'll
want
your
family,
someone
else
treated?
Maybe
you
shouldn't
work
for
me:
I
was
a
police
department,
I'm,
sorry
I'm,
not
as
nice
as
chief
arredondo,
sometimes,
but
sometimes,
if
you
have
people
who
can't
treat
the
residents
of
Minneapolis
respectful,
why
are
you
working
at
Minneapolis?
B
So
if
someone
like,
we
had
someone-
oh
I'll,
be
honest.
We
first
did
his
work.
Someone
said
it's
where
here
is
just
some
liberal
Obama
BS
I
said
was
liberal.
Was
BS
about
being
respectful
to
people
you
think
about
it?
This
is
right.
He
is
not
a
Republican
pride,
it's
not
a
democratic
project,
it's
being
a
police
officer.
I
pay
to
be
respectful,
I
pay
you
to
be
professional,
and
when
you
apply
for
this
job
and
when
we
sat
down
and
talked
to
you,
you
said
you
would
do
those
things.
B
D
Think
we
talked
about
the
biggest
challenge
is
being
able
to
do
policing
in
a
different
way
and
I.
Think
that's
our
job
to
make
the
officer
view
where
we're
trying
and
equip
them
with
the
tools
like
I
talked
about.
The
training
is
to
putting
tools
on
their
tool
belt
right.
That's
not
a
gun,
pepper
spray
or
taser
right,
it's
like
being
respectful
listening
to
people.
I
can
do
my
job,
stop
as
many
cars
as
I
did
before
what
I
do
it
with
this
and
mine
in
the
back
of
my
head?
D
If
you
stop
somebody-
and
the
first
thing
you
say
is
give
me
your
driver's
license
improve
insurance.
What
do
you
think
you're
gonna
get
in
return
right,
whoa,
right
right
away,
defer
the
fact
that
I'm
getting
stopped
this
already
things
going
on?
Now
you
see
the
uniform
more
things
are
going
on
and
now,
on
top
of
that,
you're
being
rude
or
it's
being
perceived
rude,
you
could
just
say:
hey
how's
it
going
I'm
so
and
so
the
reason
why
I'm
stopping
you,
if
can
I,
have
a
driver's
license
prove
insurance.
D
First,
like
oh
okay,
they
just
deescalate
the
whole
situation
at
the
first
impact
right.
So
we
try
to
make
understand
officer,
understand
that
you
can
do
everything
that
you
were
doing
before
you
just
have
to
remember
where
you're
coming
from
and
where
they're
coming
from
and
the
more
they
equipped
the
more
they
have
tools,
aside
from
their
guns
and
pepper
spray
and
taser
the
better
off
they're
going
to
be.
D
But
you
know
what
we're
not
all
created
equal
and
we
have
some
officers
that
they
barely
pass
and
they're
still
officers,
and
we
have
the
superstars
right.
I
think
the
biggest
challenge
that
we
have
sometimes
is
when
officers
that
say
work
the
night
shift
in
certain
areas
and
all
they
see
and
who
all
they
deal
with
is
people
that
don't
like
them.
You
could
weigh
about
somebody
and
they
always
back.
You
can
say
hi
to
somebody
they're
not
gonna
respond
because
of
all
the
other
dynamics
going
on.
So
those
are
the
officers.
D
I
really
want
to
focus
on
because
we
have
to
make
them
understand
that
there's
93
to
95
percent
the
population
that,
like
you,
that
want
to
work
with
you
don't
want
to
have
relationship
with
you,
and
you
have
to
put
that
in
perspective.
People
don't
call
you
to
come
celebrate
a
birthday
party.
They
call
you
what
something
went
wrong
at
that
birthday
party.
So
you
need
to
understand
that
when
you
encounter
people
it's
in
their
worst
day
and
if
you
don't
go
into
a
situation,
understanding
that
this
person
isn't
is
how
it
needs
help
right.
D
The
situation
became
out
of
control
and
that's
why
they
called
you
and
your
job
is
to
make
that
person
hold
again
and
make
them
feel
safe.
And
when
you
leave
you
leave
it
better
off
than
when
you
first
arrived
and
that's
what
we
always
have
to
keep
driving
and
driving.
And
we
understand
that
and
that's
why
it's
important
when
you're
not
answering
calls.
How
do
you
get
to
meet
people
that
you
in
the
area
that
you're
patrol?
If
you
have
no
connection
no
human
connection,
no
face-to-face,
they
don't
know
who
you
are.
D
You
don't
know
them
the
way.
You're
gonna
have
that
interaction
with
them
when
they
call
you
in
crisis,
it's
gonna
be
completely
different.
If
I
show
up
at
your
house,
see
customer
McConnell,
we've
worked
together
for
several
years.
You
already
know
who
I
am
it's
gonna,
be
a
completely
different
interaction
me
seeing
you
you
seeing
me,
but
the
majority
of
time,
when
you
answer
they've,
never
seen
you
before
and
all
they
know
is
previous
interaction
or
some
of
their
friends,
interaction
or
what
you've
seen
on
social
media.
That
is,
their
frame
of
reference
right.
I
I
That
is
something
that
is
troublesome,
because
you
just
gave
a
really
beautiful
example
of
like
how
to
be
able
to
like,
if
I'm
pulled
over
I'm,
probably
already
amped
right,
like
I'm
already
like
you're
bothering
me
I
didn't
do
anything
right
and
if
the
officer
is
meeting
me
at
that
energy,
then
that's
escalating
right,
and
so
you
just
gave
a
really
good
example
of
how
to
anchor.
In
that
moment,
we
have
as
a
result
of
complaints.
I
D
D
We
all
have
bad
days,
and
sometimes
they
might
say
something
or
do
something
that
they
would
have
done
if
they
would
not
have
been
doing
through
that
that
day
officers
go
through
the
same
thing
as
everybody
else
and
I
think
that,
having
those
moment
there's
those
moments,
I
mean
when
I
was
a
supervisor
on
the
street.
I
had
those
moments
every
single
time
they
would
happen
and
I
would
sit
down.
The
officer
said
you
understand
that
you
drove
this
incident
up,
whereas
you
should
have
done
the
opposite.
D
It
is
happening
more
than
ever
before,
but
again,
there's
a
lot
of
work
to
do
and
that's
why,
when
I
say
that
that
that
citizen
that
may
have
a
complaint,
if
they
feel
they
have
an
ally
in
a
police
department
that
somebody
they
can
go
through,
that
they
trust
and
say
hey.
This
is
what
happened
right
after
the
situation
is
over
things,
calm
down
and
you
come
to
me
and
say
hey.
This
is
what
happened?
What
are
you
gonna
do?
D
Well,
I
can
review
the
body
cam
and,
if
I
agree,
that
what
happened,
what
they're
describing
we
can
talk
about
it,
bring
it
back
to
my
supervisor
and
making
sure
that
that
does
not
happen
again,
because
when
that
happened
a
lot
of
times,
if
you
look
at
several
videos,
you
might
see
a
pattern
and
that's
what
we're
talking
about?
How
do
we?
How
are
we
proactive
to
make
sure
that
this
event
doesn't
I
get
worse
than
in
just
like
I,
say
a
language
of
disrespecting?
Somebody
so
I
think
it's
important
we're
going
to
review
videos.
D
B
And
Transformer
Cunningham
every
time
we
have
a
major
incident,
we
always
have
a
debriefing,
and
this
was
nice
about
having
a
partnership
with
the
City
Council
and
maybe
having
that
more.
If
we
can
talk
about
lawsuits
talk
about
their
instance
tool,
but
every
now,
when
we
have
like
officer-involved
shooting
we
have
the
R
and
C
well,
the
president
came
and
we
we
debrief
those
major
incidents
and,
like
sergeant
dubuque
said
you
have
some
individual
sergeants
who
might
do
that,
but
it's
not
within
policy.
So
maybe
just
having
a
you
know,
it's
spread
across
the
board.
B
Hey,
let's
talk
about
this
and
here's
the
only
thing
that
I
have
a
little
pushback
and
some
time
I
used
to
get
frustrated.
When
I
used
to
look
at
a
body
cam
footage
I
was
looking
at
wow.
I
was
only
looking
at
our
body.
Cam
footage
for
complaints.
You
look
at
every
year.
We
do
about
400
to
500
thousand
calls
for
service
in
two
million
contacts,
and
only
calls
we
really
look
at
is
the
ones
whereas
complaints.
So
the
vast
majority
of
their
footage
is
officers
being
respectful.
B
Professional
and
I
have
to
remind
myself
that,
because,
when
I'm
as
an
administrator
guess
what
I
look
at
just
when
a
complaint
comes
in,
so
we
just
can't
judge
that
3
I
mean
we
have
3
to
6
percent
of
cops.
We
shouldn't
be
cops
and
I'll
be
the
first
one.
We
have
some
members
on
this
department
who
shouldn't
be
here,
but
the
vast
majority
I'm
should
be
here
and
if
you
just
look
at
all
the
body,
cam
footage,
you
get
a
different
story,
but
it's
hard
when
you
just
look
at
complaints,
I
agree.
I
I
think,
though,
we're
where
the
challenge
is
around
that
nuanced
perspective
is
that
those
three
to
six
percent
of
folks
are
the
ones
who
perpetuate
that
historical
trauma
right,
and
so,
when
we
look
at
it,
it's
like
there
there's
an
opportunity
for
collective
learning,
even
with
the
other
large
percentage
of
folks
of
like
how
do
we
do
better
and
and
be
able
to
so
I'd
love
to
talk
more
about
that
I'll.
Just
ask
one
more
question
and
I'll
pass
it
along,
so
actually
I'm.
I
D
During
this
fall
training,
we
pick
lgbtqia+
as
a
historical
trauma
piece
of
talking
this
year
or
last
year,
2019
in
the
50th
anniversary
of
Stonewall
I
met
with
City
Council
Jenkins.
We
talked
about
how
can
we
put
a
robust,
robust
training
to
the
officers
to
understand
the
dynamic?
That's
going
on
with
the
community
and
I
specifically
highlighted
the
new
policy
that
came
on
2016
of
how
to
deal
with
and
when
you
encounter
people
of
the
non-binary
transgender
community
and
how
there's
just
like
little
nuances.
That
makes
such
a
big
difference
with
these
people.
D
We
talk
about
pronouns
how
important
those
pronouns
are,
and
now
all
of
the
officers,
Anissa
guns
working
for
the
police
department
are
educated
and
that's
what
I'm
talking
about
like.
We
want
to
bring
tools
to
their
tool
bill
that
doesn't
involve
weaponized
stuff.
That's
what
I'm
talking
about
now.
We
talk
also
about
the
driver's
license,
having
an
X
where
people
can
choose
not
to
select
MRF
for
male
and
female
officers.
D
Being
aware
of
that,
that
is
a
great
opportunity,
a
moment
to
show
that
you're
educated
and
aware
of
some
of
the
things
going
on
by
saying
hey.
How
would
you
like
me
to
refer
to
you
when
you
see
that
X
so
all
little
cues
and
things
that
we
put
scenario,
so
they
understand?
How
can
we
use
this
information?
That's
provided
to
us
in
the
community,
so
those
are
the
things
that
we
talked
about.
This
fall
cool.
I
And
then
the
last
question
I'll
ask
is
what
does
collaboration
look
like
with
other
departments?
I
think
that
this
work
is
really
amazing,
but
there's
also
a
lot
of
other
stakeholders,
namely
the
office
of
violence
prevention,
so
I'm
just
curious.
What
does
collaboration
look
like
within
the
procedural
justice
unit.
C
We're
sort
of
maximizing
the
resources
that
we
have.
Everyone
has
limited
resources,
but
also
just
making
sure
that
we
all
have
the
same
goal.
We
don't
want.
We,
you
know
we're
trying
to
stop
crime,
we're
trying
to
prevent
crimes
and
working
with
that,
and
also
better
a
forum
community
for
resources
or
options
or
opportunities.
So
I
mean
that's
sort
of
the
work
that
we're
doing
we.
We
know
we
have
our
lane,
but
we're
also
always
looking
around
and
always
trying
to
find
partners
within
the
enterprise
and
outside
of
it.
C
We
all
know
that
we
have
these
different
intersections
meet
at
those
intersections,
find
out
what
we
can
do
together.
Cuz,
that's
a
better
way
for
us
to
do
it
and
once
again
it's
a
different
way
for
the
police
department
to
show
up.
You
know,
just
in
the
case
of
the
navigators
it's
it's
non
law
enforcement
personnel
who
you
know
are
in
that
gap
that
bridge
between
community
and
police,
and
sometimes
it's
just
different
to
have
someone
to
talk
to
that.
You
know
the
uniform
doesn't
trigger
anything.
D
Is
we
want
the
police
report
to
be
a
one-stop
shop
when
people
come
to
me,
I
always
tell
them.
I
say:
okay,
what
are
you
looking
for?
I'm,
not
just
gonna
show
up
into
a
space,
not
knowing
what
your
expectations
are.
So,
if
you
want
me
to
be
a
plainclothes,
you
want
me
with
my
no
gun.
You
want
me
in
full
uniform
what
exactly
we're
trying
to
do
so
before
we
show
up
in
a
space
I
always
like
to
talk
with
people.
D
I
said
a
lot
of
times
if
I
bring
a
bunch
of
white
folks
talking
to
a
bunch
of
a
minority
group,
aim
and
I
go
as
well.
So
what
exactly?
Would
you
like
soso?
Well,
you
don't
can?
What
can
we
do
at
first?
They
don't
know
that
we're
willing
to
work
with
people
and
make
it
sure
that
the
impact
that
we're
trying
to
have
is
in
fact
we're.
Gonna
have
I,
have
two
black
females
working
for
me
with
dreads
super
smart
super
nice
they
up
and
comers.
D
They
will
be
supervisors
one
day
and
that's
what
I'm
talking
about
and
we
have
the
community
engagement
team.
We
can
pull
from
we've
been
working
with
NCR
now
they're,
helping
us
teaching
this
fall
to
the
officers,
which
was
the
first
time
we're
starting
to
work
together,
and
they
were
so
excited.
We're
excited
to
pro
take
in
some
of
the
training
that
they
may
have
the
more
we
work
together.
F
They
started
out
the
whole
presentation
talking
about
sort
of
the
historical
beginnings
of
policing
in
America,
and
why
that
how
police
forces
gained
prominence
and
our
country-
and
you
know
I
mean
from
the
whole
slave
catcher
history,
which
I
know
you
guys
know
very
well,
so
you
know
just
to
state
the
obvious.
We
know
officers
know
how
to
be
respectful
to
community
members
because
they
are
respectful
to
the
majority
of
community
members.
Sir,
you
know
we
noticed
you
didn't
have
your
attorneys
ago
on.
Can
you
show
us
your
license?
F
You
know,
but
generally
that's
for
the
broader
community
for
the
white
members
of
our
community
when
it
comes
to
our
black
and
brown
community,
the
the
issues
change
and
that's
where
we
see
the
the
most
challenges.
That's
where
we
get
the
most
complaints
from
that's
where
we
know
there
is
the
largest
disparities.
Just
Monday
there
was
a
a
person
who
was
sentenced
in
st.
Paul
for
shooting
two
police
officers.
F
F
Strong
I
mean
we
hear
about
the
procedural
justice
unit
in
almost
every
presentation,
and
we
we
get
from
you
guys
and
I,
think
that
is
commendable
and
in
keeping
the
energy
and
effort
from
one
chief
to
this
new
chief
and
that's
positive.
I
want
to
continue
to
be
supportive,
but
you
know
we
really
need
to
make
sure
we're
keeping
our
eyes
focused
on
what
the
real
issue
seems
to
be,
and
then
there's
this
this
racial
element
to
how
policing
happens
in
our
city.
You.
B
Know
thanks
for
those
comments
like
house
warmer,
Jenkins
and
I
know.
This
is
off
topic,
but
I'm
in
charge
of
recruitment
and
I.
Tell
everyone.
This
and
I
will
continue
to
say
this.
We
become
a
better
police
department,
better
City
I,
don't
care
fire
whatever.
When
we
have
apartments
that
reflect
the
people
we
serve
and
I'm
a
strong
advocate
for
that
I
think
the
police
department.
Historically,
we
have
done
historically.
The
police
department
has
not
done
a
great
job.
How
we
interact
with
minorities.
B
We
have
not
done
a
great
job
hired
females,
especially
females
of
color,
and
we
need
to
do
a
better
job,
and
if
we
don't
do
that,
we
put
a
burden
on
all
officers
and
we
put
a
bird
on
all
citizens.
So
race
is
so
important
and
I
believe
you
know
we
just
become
a
better
department.
We
can
do
that
as
a
topic
that
we
can
talk
about,
but
we
have
to
have
a
department
that
reflect
the
people
we
serve.
A
C
How
do
you
feel
about
the
work
you
do?
We
know
that
this
is
what
I
affectionately
call
sort
of
a
lifetime
job
to
get
to
the
end.
You're
gonna
spend
25
to
30
years.
Doing
it.
It's
really
important
with
how
you
feel
like
you're
treated
so
that
if
you're
treated
well,
hopefully
you
reflect
that
to
the
communities
you
serve,
but
also.
What
are
the
internal
dynamics?
Do
you
feel
heard?
Do
you
feel
listened
to?
Are
there
clear
paths
to
ascend?
C
C
Is
that
path
laid
out
and
we
were
asking
questions
of
that
just
to
sort
of
get
a
gauge
of
where
we're
at
as
a
department,
because
we
felt
that
was
important
because
that
PJ
works
internal
and
external
and
the
important
part
of
internal
was
just
letting
everyone
be
heard,
feeling
like
they've,
been
heard
and
actually
taking
that
and
applying
it
in
a
way.
So
that's
what
we
were
looking
at
in
that
space.
A
Thank
you
for
clarifying
that
curious.
You
know.
I
I
do
acknowledge
that
we're
as
a
city.
We
we
are
trying
to
spend
more
time
and
resources
grants
personnel
time
in
community
healing
addressing
trauma
equally
as
important
as
helping
our
officers
to
self
heal
and
not
internalize
the
trauma
that
they
experienced
on
the
streets
as
well,
so
that
it
bubbles
up
into
something
negative
within
though
the
workplace
is.
Is
your
team
as
the
work
that
your
team
leads?
Is
it
connected
at
all
to
the
I
believe
the
work
that
mr.
B
What
the
work
would
savage
OHS
unit,
it's
pretty
much
when
we
talk
about
trauma.
We
talk
about
office
of
wellness,
so
I
just
say:
the
PJ
unit
works
with
the
commander
of
the
training
unit
and
deal
with
the
internal
piece,
how
offices
feeling
and
going
out
there,
but
we
can
do
a
better
job
of
that
in
the
past
I.
Don't
we
both
talked
about
wellness,
but
we
haven't
worked
together
jointly.
B
A
Would
love
for
you
all
to
explore
that
a
little
bit
more
I
know
that
in
the
third
Precinct?
As
you
know
when,
when
you
were
in
that
geographic
location,
there
was
a
pilot
project
that
then
inspector
Catherine
Johnson
was
leading
just
bringing
officers
together,
sort
of
informally
to
debrief
and
talk
through
some
of
the
issues
that
they
had
experienced
on
the
street
and
I
believe
there
there
may
or
may
not
have
been
a
licensed
therapist
that
was
kind
of
helping
the
co
facilitate
some
of
those
discussions.
A
So
those
models
exist
and
I
know
that
Savage
o
is
aware
of
those,
because
we've
had
meetings
about
them.
I,
don't
know
how
much
they
have
actually
been
operationalized
within
the
department,
but
just
thinking
about
how
we
as
a
city
do
spend
a
lot
of
resources
on
this
topic,
whether
it's
the
office
of
violence
prevention,
the
GBI
program.
Now
the
initiative
we're
launching
with
lead-based
on
the
lead
model,
the
law,
enforcement,
assisted
diversion
program
and
I
noticed
that
you
do.
You
did
say
there
was
a
diversion
program
that
you
do.
A
I
would
love
to
see
more
synergy
between
all
of
those
things
and
make
sure
that
we're
all
leveraging
and
leaning
on
each
other
internally
to
Koller
and
co-create
initiatives
that
are
stronger
together
and
that
are
able
to.
So
you
don't
you're,
not
siloed.
My
last
question
is
on
the
list
here
on
page
six
of
the
binder
that
you
gave
us
and
thank
you
very
much
for
bringing
this
binder
forward.
I'm
gonna
be
using
this
a
lot
throughout
this
year.
A
I
noticed
that
we
list
a
bunch
of
policy
initiatives
that
we
that
we
changed
and
that
the
department
led
in
changing
from
2016
to
2018
curious.
If
you
anticipate
more
of
this
in,
do
you
have
a
list
for
2019
and
do
you
anticipate
a
list
for
2020
in
terms
of
will
there
be
ongoing
policies
that
you
want
to
make
sure
you
highlight
that
are
part
of
this
breadth
of
work
because
I
see
we
did
stuff
in
2016,
2017,
2018
and
I.
A
Think
it'd
be
good
to
keep
that
bucket
list
going
and
so
I'd
love
to
have
the
list
for
2019
once
you
have
it
and
then,
if
you're,
anticipating
things
for
2020
making
sure
that
we're
all
communicating
and
reporting
back
that
list
at
the
end
of
the
year,
so
council
members
are
aware
and
can
share
with
the
community.
These
are
the
policy
changes
that
are
can
they're
continuing
to
happen.
Yes,.
C
I
I'm
so
sorry
I
enjoy
this
conversation
very
much.
You
brought
up
GBI
a
couple
times
and
I
wanted
to
ask
about
that
a
little
bit,
because
it's
a
demonstration
project
of
procedural
justice
and
the
national
initiative.
So
can
you
please
explain
how
procedural
justice,
so
the
folks
in
the
public
have
a
better
understanding?
How
does
procedural
justice
manifest
through
the
group
violence
intervention
program
and
are
there
any
other
initiatives
that
are
connected
with
procedural
justice
in
the
national
initiative?
That's
currently
in
motion.
C
C
Also
during
the
custom
notifications,
I'm
sure,
you're,
aware
of
those
processes
of
one
of
the
things,
I
do
is
add
the
navigators
to
them,
and
we
have
people
go
along
to
sort
of
make
sure
that
everyone
within
that
space
is
being
serviced
because
sometimes
it's
intimidating,
it's
scary,
but
it's
an
honest
and
actual
and
demonstrated
offer
of
help
service
from
a
procedural
justice
lens.
We
try
to
make
sure
that
that
that
is
demonstrated.
It
is
spoken.
It
is
we
understand
it
it's.
It
can
be
a
terrifying
moment,
but
we
are
actually
offering
something.
C
C
It's
the
idea
that
we
are
demonstrating
our
work
through
that
and
that's
where
that
partnership
comes
in
with
ovp
and
the
GBI
team,
and
also
the
also
another
demonstrator
part
of
that
is
bringing
some
of
the
folks
from
the
GBI
side
to
ovp
side
into
some
of
our
trainings
with
our
community
navigators.
Some
of
our
retreat
work
that
we're
doing
to
help
deal
with
the
trauma
of
kind
of
going
out
here
and
doing
that
blending
that
to
sort
of
get
us
all
involved
all
to
understand
each
other.
C
To
understand
that
they're
doing
a
lot
of
hard
work
that
we
may
not
see.
We
may
not
truly
understand,
but
to
respect
it
and
to
say:
okay,
we're!
This
is
a
partnership.
True
partnership,
respect
what
you
do,
respect
what
we
do,
but
more
than
anything
we're
a
team,
and
so
you
can
lean
on
each
other
a
little
bit
better
and
when
we
see
that
that
gets
reflected
back
out
to
the
line
officers
to
patrol
officers
and
they
see
okay.
C
B
B
Well,
so
you
won't
commit
crime
and
that's
the
true
transformation
when
you're
talking
with
your
officers
and
that's
when
you
get
some
pushback
like
even
when
I
was
I
was
when
the
original
trainers
and
I'm,
like
you
know,
it's
kinda
hard
for
me
to
be
nice
to
people
not
nice
and
sitting
down
and
say
no,
we
have
to
start.
We
just
came
continue
to
old
processes,
locking
people
up.
We
can't.
We
can't
afford
to
do
that
right.
F
B
It's
a
lot
of
people
a
lot
of
circumstances.
We
have
to
help
change
their
circumstances.
We
can
reduce
crime
and
reduce
incarceration
rate,
and
you
talk
about
ten
years
ago,
no
one.
What
ever
thought
about
that.
So
I
think
that
purpose
with
gvi
and
law
enforcement,
procedural
justice:
how
can
we
reduce
incarceration
and
reduce
crime
and
then
give
people
more
opportunities
for.
A
I
C
Yes,
and
sometimes
it's
just
a
matter
of
being
in
a
room
in
knowing
what's
going
on,
and
something
in
like
I
said
it's
day
that
those
folks
who
can
stand
in
the
gap
and
explain
it
and
maybe
follow
up
because
a
lot
of
times
what
we
found,
what
I
found
is
the
message
is,
is
given
and
there
may
be
someone
else
in
a
room
who
it's
not
directed
towards,
but
they're
there
and
then
it's
nice
for
them
to
be
able
to
follow
up
later
and
kind
of
go
okay.
This
is
what
I
heard.
C
G
Thank
you,
madam
chair
I,
appreciate
how
the
national
initiative
was
the
response
to
our
DOJ
subcommittees.
Many
people
in
this
room
in
the
audience
and
up
here
were
part
of
that
effort
and
and
I
fear
that
some
of
the
things
we're
talking
about
here,
don't
fit
in
to
it
or
our
procedural
justice
training.
Quite
so
neatly,
and-
and
it
has
to
do
about
with
trauma
you
know,
trauma
is
impactful
whether
generational
or
people
going
through
crisis
in
their
in
their
home
in
their
community
or
or
career
filled
with
stress
types
of
trauma
and
I.
G
G
I
know
that
if
our
officers
don't
show
up
in
ways
with
collaboration
skills,
with
compassion
with
all
the
other
tools
and
their
tool
belt,
as
you
said
that
that
we're
screwed.
So
when
we
talk
about
being
proactive,
I,
don't
know
that
this
is
part
of
procedural
justice,
training
or
not,
but
I
hope
that
the
evolution
of
this
work
I
know
that
the
evolution
of
some
of
the
training
happening
in
the
police
department,
both
Academy
training
and
in-service
training,
is
fort
ord.
G
Training
for
trauma
right,
preventive
and
proactive
training
for
keeping
our
officers
well,
I'd
like
to
expand
it
to
first
responders
in
general,
to
showing
officers
how
they
can
stay
calibrated
and
well
and
show
up
day
after
day
with
all
of
those
tools
in
their
tool
belt.
So
the
the
idea
of
check
yourself
also
note
means
knowing
how
and
knowing
how
to
deal
with
that
within
themselves
in
this
career
level
trauma,
if,
indeed,
policing
continues
to
be
a
career
that
people
stay
in
20
to
30
years.
G
G
My
interest
is
direct
supervisors
being
accountable
and
looking
at
more
body,
camera
footage
and
making
sure
that
we
drive
that
accountability
in
the
department
I
think
we
need
more
of
an
ability,
though,
to
both
help
officers
prepare
for
these
lives
of
trauma
and
also
hold
unprofessional.
Behavior
accountable,
I
I'd
like
to
help
officers
be
directed
to
appropriate
resources
better
than
we
have
in
the
past,
and
I
I
wasn't
at
but
heard
all
of
the
great
work
and
our
award
ceremony
back
in
December.
G
There
is
a
lot
of
great
work
going
on
and
it's
important
to
lift
those
things
up,
but
I
think
we
also
need
to
kind
of
get
out
of
the
rubric
of
this
is
all
the
training
that
you
need
in
your
life
for
your
work,
because
the
work
of
first
responders
and
in
particular
peace
officers,
goes
far
beyond
what
they
handle
at
the
office.
They
don't
just
shut
the
lid
on
it
and
go
home.
So
thank
you
for
this
presentation.
G
I
wonder
if
some
of
the
procedural
justice
work
that
we
have
will
bleed
into
these
other
areas
or
maybe,
and
what
I've
found
in
working
with
mindfulness
stuff
in
the
police
department
is
that
that's
that's
just
a
different
piece
of
the
training
puzzle
and
of
the
in-service
stuff
that
we're
trying
to
get
our
officers
more
support
on.
So
thank
you
for
this
presentation.
You.
H
B
Just
Minneapolis
across
the
country
cuz
the
one
thing
that
a
lot
of
officers
are
afraid
of
is,
if
I
say
I
need
help.
Then
they
gonna
take
away
my
gun,
they're,
taking
away
my
badge
and
my
whole
livelihood,
so
with
chief
Arredondo
assistant
chief
joe's
talked
about
making
it
a
norm
for
everyone
to
have
check-ins,
it's
okay
to
have
issues
and
someone
to
actually
talk
to
I.
Would
rather
you
be
okay
as
a
person,
his
job
as
secondary
or
your
family.
It's
more
important
in
your
life
is
more
important
in
his
job.
B
But
again
that's
a
Renata,
we're
not
just
challenging
for
us,
but
departments
across
the
country.
Right
now,
and
that's
the
number
one
issue
right
now
and
then
later
on,
when
we
look
at
more
officers
actually
die
by
suicide
last
year
and
by
our
violence
in
the
US
and
that
stigma.
I
can't
tell
anybody
I'm,
feeling
pain
on,
because
I'm
gonna
lose
my
profession.
A
Thank
you
so
much
I'm
not
seeing
any
more
questions
or
comments.
So
thank
you.
Thank
you
all.
Thank
you
all
for
this
discussion
for
this
information
and
I'm
sure
that
many
of
us
will
be
following
up
with
you
on
other
things
that
we're
interested
in
so
appreciate
you
being
here
and
thank
you
for
your
hard
work
and
you.
B
Know
we
have
not
apologized,
we
have
not
offered
you
guys
an
invite
every
we
have
a
recruit
class,
that's
starting
and
you
guys
are
invited
our
aid
top
receiver
justice
class.
So
we
have
a
new
class
starting
and
what
we're
going
to
do
this
time
as
we're
gonna
break
it
into
four
hour
blocks.
So
if
you
guys
want
to
attend
or
send
some
of
your
eats
for
the
procedural
justice
training
you're
more
than
welcome
to
yeah.
A
We
have
to
formally
adopt
our
agenda
and
then
approve
the
items
here
now
that
we
have
quorum.
So
our
agenda
was
read
earlier
today
for
the
public,
all
those
in
favor
of
approving
the
agenda,
please
say:
aye
aye
and
now
we
will
receive
and
file
this
procedural
Russ's
justice
report
from
the
Minneapolis
Police
Department,
all
those
in
favor,
please
say:
aye
aye
with
no
further
business.
Oh,
oh
thank
you.
We
have
one
consent
item.