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From YouTube: May 11, 2021 Executive
Description
C
Good
morning
and
welcome
to
the
regularly
scheduled
meeting
of
the
executive
committee
for
may
11
2021,
my
name
is
jacob
fry,
I'm
the
chair
of
this
committee
and
as
we
begin
I'll
note
for
the
record
that
this
meeting
has
remote
participation
by
members
of
the
city,
council
and
staff
is
authorized
under
minnesota
statutes.
13D
.021,
due
to
the
declared
local
public
health
emergency.
I'll,
also
note
that
the
city
will
be
recording
and
posting
this
meeting
to
the
city's
website
and
youtube
channel.
C
A
D
A
C
A
C
A
F
A
C
C
G
G
This
is
a
reclassification
of
the
current
equity
and
inclusion
manager,
so
the
estimated
annual
incremental
cost
for
the
first
year
for
the
race
and
equity
director
is
nineteen
thousand
dollars.
The
race
and
equity
director
meets
the
appointed
criteria
put
forth
in
the
minneapolis
code
of
ordinances,
section
20,
1010
city
council
to
establish
positions.
G
The
person
occupying
the
position
must
be
part
of
the
designated
department's
head
management
department,
heads
management
team.
The
position
will
be
part
of
the
city,
coordinator's
office
management
team.
The
duties
of
the
position
must
involve
significant
discretion
and
substantial
involvement
in
the
development,
interpretation
or
implementation
of
city
or
department
policy.
G
G
Finally,
there
is
need
for
the
person
occupying
the
position
to
be
accountable
to
loyal
to
and
compatible
with,
the
mayor
city,
council
and
the
department
of
head.
Of
course,
this
individual
will
need
to
be
loyal
to
and
compatible
with
the
city
leadership,
including
the
mayor
city,
council
and
city
coordinator,
I'm
open
for
any
questions
with
regards
to
the
race
and
equity
director.
H
B
Sure,
mayor
frye
council
vice
president
jenkins
at
this
time.
No
this
this
particular
appointed
position
does
not
contemplate
any
immediate
changes
to
the
division
of
race
and
equity.
I
think,
honestly,
this
is
us
catching
up
on
work
that
that
was
put
on
pause
because
of
the
pandemic
and
our
pressures
on
our
budget.
But
I
I
think
we
all
recognize
that
the
work
that
the
leader
of
the
division
of
race
and
equity
does
is
incredibly
broad
and
I
think
brenda's
description
of
just
the
criteria
that
comes
along
with
an
appointed
position
is.
C
G
G
The
non-appointed
version
of
this
job
has
an
incumbent,
so
the
estimated
annual
incremental
cost
for
the
first
year
for
the
service
center
director
is
thirteen
thousand.
The
service
center
director
meets
the
appointed
criteria
put
forth
in
the
minneapolis
code
of
ordinances.
Section
20,
1010
city
is
to
establish
positions.
G
In
this
case.
The
person
occupying
the
position
must
report
to
the
head
of
a
designated
city
department
or
designated
city
department.
Heads
deputy
this
reports
to
the
deputy
city
coordinator
of
engagement,
the
person
occupying
the
position
must
be
part
of
the
designated
department
heads
management
team.
In
this
case,
the
position
will
be
part
of
the
city
coordinator
offices,
management,
team.
G
The
duties
of
the
position
must
involve
significant
discretion
and
substantial
involvement
in
the
development,
interpretation
or
implementation
of
city
or
department
policy.
Again,
the
duties
entail
significant
involvement
in
the
development
and
implementation,
interpretation
of
policies
and
procedures
relating
to
managing
the
minneapolis
public
service
center.
G
The
duties
of
the
position
must
not
primarily
require
technical
expertise
where
continuity
and
the
position
would
be
significant.
In
this
case,
the
duties
require
general
knowledge
of
managing
a
public
service
center
and
finally,
there
is
need
for
the
person
occupying
the
position
to
be
accountable
to
loyal
to
and
compatible
with
the
mayor
city,
council
and
the
department
head.
In
this
case,
the
individual
hired
will
need
to
be
loyal
to
and
compatible
with,
the
city
leadership,
including
mayor
city,
council
and
city
coordinator,
and
I'm
I'm
open
for
any
questions.
G
B
Sure,
mr
mayor
council,
vice
president
jenkins
again
mark
rough
city
coordinator,
wendy
zimbi
is
the
person
that's
been
detailed
into
this.
I
think
she
has
demonstrated
some
exceptional
leadership
skills
in
this
new
endeavor
that
the
council,
the
mayor
and
council,
have
put
forth
in
association
with
our
new
building,
and
that
is
the
service
center.
On
the
second
floor
in
the
building
that
combines
the
services
of
a
number
of
departments
into
one
receiving
area.
B
A
F
C
I
Thank
you,
mr
mayor.
We
did
receive
a
letter
today,
executive
committee
members
did
with
some
concerns
raised
in
it
about
the
appointment
and
specifically
opcr's
performance
rate
of
how
many
complaints
that
they
are
are
are
essentially
for
so
I
I
haven't
had
all
my
coffee
today,
yet
for
lack
of
better
term
that
they
have
sustained
into
mpd,
and
I
thought
maybe
miss
jafar
could
just
you
know
when
these
interim
appointments
come
up
and
there's
concerns
raised
like
this.
C
Thank
you,
councilmember
johnson,
for
the
question,
and-
and
yes
I
believe
mr
farr
is
on
and
should
be
able
to
speak
to
this
item,
I'll
note
that
much
of
the
data
that
she
could
otherwise
speak
to
is
is
is
private
and
we're
not
able
to
talk
about
it.
Much
due
to
the
data
practices
request.
Now
she
can
talk
about
the
numbers
overall,
just
not
any
cases
that
are
presently
underway,
which
has
been
a
frustrating
thing.
J
Mayor
frye,
councilmember
johnson
good
morning,
councilmember
johnson-
I
have
actually
not
seen
that
letter,
so
I
I
don't
know
specifically
what
they're
referring
to,
but
what
I
can
tell
you
is
that
our
public
dashboard,
which
I
think
a
lot
of
you
are
aware
of
from
the
office
of
police
conduct
review,
is
updated
every
single
day.
So
you
can
see
those
numbers
in
real
time.
Obviously,
during
the
civil
unrest
there
was
a
very
large
influx
in
complaints
and
at
that
time
the
office
of
police
conduct
review
was
only
five
people.
J
They
handled
those
complaints,
they
returned
1800
phone
calls
triaged
as
much
of
what
we
could
but
also
opened
and
handled
many
many
complaints
that
are
under
investigation
right
now.
As
mayor
frye
said,
the
minnesota
data
practices
act
is
a
frustrating
thing
for
all
of
us.
When
we
get
a
lot
of
concerns
from
the
community,
we
just
aren't
able
to
address
them,
because
it's
not
public
data.
That
being
said,
our
staff
with
the
investigators
that
were
authorized
in
this
budget,
so
we
have,
I
bought
an
additional
body
camera
analyst.
J
Two
more
investigators
were
also
right
now,
this
week,
training
pro
bono
investigators
from
jones
day
so
office
of
police
conduct
review
is
using
every
single
resource
to
make
sure
that
complaints
get
handled
efficiently
and
effectively,
but
much
like
other
city
departments.
In
the
summer.
We
did
see
a
huge
influx
of
complaints
that
now
I'm
happy
to
report
that
we
are
down
to
normal
levels
and
I
believe,
getting
back
to
people
in
much
more
timely
fashion
than
it
was
in
the
summer.
C
I
I
I
The
discipline
rate
was
only
0.19
in
minneapolis,
so
I
don't
know
if
you
have
any
additional
context
around
that,
but
again
appreciate
you
being
willing
to
speak
on
the
spot
on
this.
For
you
know
this.
This
concern
that
you
haven't
seen
raised
specifically
in
in
this
letter,
so
I
I
want
to
be
sensitive
to
that
and
appreciate
your
willingness
to
to
share
with
the
committee.
Thank
you.
J
Sure,
mayor
fry
council,
member
johnson,
I'm
always
willing
to
talk
to
anybody
who
would
like
to
run
through
our
numbers.
A
mayor
fred
has
a
weekly
meeting
with
our
office
and
we
run
through
regular
numbers.
There's
definitely
discrepancies
between
what
some
people
in
the
community
have
for
data
and
our
own
data.
Again
I
would
point
to
all
of
our
data
is
public
and
the
discipline
rate
is
actually
a
lot
higher.
However,
we
don't
control
discipline
and
it
isn't
because
of
anything
the
city
is
doing
it's
actually
state
law.
J
Only
the
chief
of
police
can
issue
discipline,
so
actually
our
rates
for
going
to
investigation
are
very
high
on
the
national
average
and
we're
active
in
the
national
civilian
oversight
agency.
But
ultimately
those
cases
will
go
to
the
chief
of
police
to
decide
discipline,
and
I
know
we've
had
that
conversation
a
lot
publicly.
I
think
right
now
in
a
moment
of
transformative
change.
J
People
don't
want
to
hear
that,
and
you
know
what
I've
encouraged
people
to
do,
who
feel
like
things
should
be
different
is
contact
their
state
legislators
because
a
lot
of
you
know
our
operational
boundaries
are
around
state
law,
and
you
know
we're
always
happy
to
share
as
much
as
we
can.
I
think
nationally.
We've
been
recognized
for
how
much
transparency
we've
provided
to
the
public
on
the
website.
J
It's
very
rare,
to
have
a
website
that
has
that
much
public-facing
data,
so
council,
member
johnson
or
any
other
council
member
that
would
like
to
come
and
run
data
with
myself
and
my
chief
of
staff
andrew
hawkins.
We
would
love
to
talk
to
you
about
the
data,
so,
if
you
ever
do
get
concerns
from
the
community
are
people
who
just
want
to
know
more.
J
H
Thank
you
very
much
I'll
just
note,
and
my
colleagues
are
aware
of
this-
that
I
think
some
of
the
responsibility
for
our
system
is
about
the
ordinance
and
policymakers
and
I'm
working
to
amend
this
oversight
ordinance
right
now.
So
I
appreciate
that
I
just
wanted
to
make
a
couple
comments
about
concerns
that
I
have
with
our
civil
rights
department
capacity
as
we're
seeing
kind
of
the
leadership
and
management
thin
out
a
little
bit
here.
H
H
And
so
I
think
we
should
pay
careful
attention
to
that.
Maybe
there's
going
to
be
some
need
to
contract
with
some
outside
resources
and
that's
going
to
be
a
challenge
for
any
interim
director
now
to
understand.
How
are
we
going
to
manage
the
work
and
make
sure
that
it's
getting
done
because
it
isn't
necessarily
going
away
and
there's
some
lots
of
divisions
in
the
department
that
need
to
keep
moving
forward?
C
C
As
you
know,
amanda
oversees
a
team
that
is
focused
on
these
investigations
into
misconduct,
complaints
and
as
she
mentioned,
we
are
meeting
on
a
regular
basis.
She
has
such
a
deep
and
thorough
knowledge
of
all
of
the
complaints
that
are
presently
been
working
through
of
the
systems
that
both
allow
for
us
to
move
forward,
as
well
as
those
that
that
prevent
us
from
describing
the
actions
taken.
You
know
almost
every
single
question
that
I
have
had
a
manny
has
had
an
excellent
answer
for
it.
C
There's
oftentimes
really
good
reasons
for
frustrations
that,
for
the
reasons
behind
the
frustrations
that
we
might
have
and
and
she's
always
been
able
to
explain
a
system
that
has
a
whole
lot
of
bureaucracy
in
place
and
a
whole
lot
of
checks
along
the
way,
most
of
which
were
set
up
for
benevolent
reasons,
in
fact,
probably
most,
all
of
which
were
set
up
for
benevolent
reasons,
but
certainly
extend
the
process
and
time
that
it
takes.
You
know,
she's
been
serving
the
city
now
for
for
six
years.
C
Her
expertise
in
policy
and
research
in
the
budget
are
are
some
really
incredible
assets
for
this
role.
I
know
that
she'll
be
very
well
supported
by
an
incredible
team
at
the
civil
rights
department
during
this
transition,
and
just
want
to
really
thank
you
manny
for
your
willingness
to
take
the
the
lead
at
this
point
in
time.
So
deeply
appreciative.
Council,
president
bender.
F
Thanks
mayor,
I
was
just
a
little
slow
to
put
myself
in
queue.
I
I
would
have
normally
given
you
the
last
word.
So
thanks
for
letting
me
speak,
you
know
I
just
did
just
want
to
maybe
echo
a
bit
of
what
councilmember
gordon
said,
which
is
that
obviously,
our
civil
rights
department
is
a
critical
piece
of
the
puzzle
of
enhancing
our
system
of
public
safety
and
making
sure
that
our
police
department
is
accountable
and
that
there
is
transparency.
F
You
know
obviously
there's
a
lot
of
effort
right
now
at
the
legislature
to
change
the
state
laws,
but
I
also
think
that
we
all
know
that
we
all
all
of
us,
council,
members
may
or
department
head
staff,
have
to
take.
You
know
full
responsibility
for
the
tools
that
we
do
have
and
I
think
I'm
certain
that
there
are
ways
that
we
can
improve
our
own
systems
within
the
context
of
current
law.
F
I
also
know
that
we
have
two
legal
actions
underway,
one
from
the
department
of
human
rights
and
one
from
the
federal
department
of
justice,
and
that
the
civil
rights
department
is
heavily
involved
in
further
straining,
I
think,
staff
time
and
capacity.
So
I
just
wanted
to
thank
you,
director,
jafar,
for
stepping
into
this
role
at
this
time
and
offer
my
full
support
for
your
success
in
this
role.
F
I
think
we
all
do
our
best
when
we're
you
know
clear
and
united
in
the
direction
we're
trying
to
go,
and
I
think
you
know
there
has
been
a
resounding
call
for
for
us
to
do
everything
that
we
can
with
every
single
tool
available
to
make
sure
that
our
community
is
safe
from
community
violence
and
from
police
violence.
And
again
you
know
I
I'm
gonna.
Take
you
up
on
your
offer,
set
up
time
to
just
talk
through.
F
You
know
how
you
think
things
are
going
and
how
we
can
work
together,
all
of
us
to
improve
so
thanks
again
and
finally,
just
mayor
and
others
just
also
kind
of
want
to
echo
the
you
know.
I
think,
in
order
to
accomplish
those
things,
we
just
have
to
be
realistic
with
ourselves
about
the
capacity
in
the
in
the
department
and
what
needs
there
may
be
to
creatively.
C
Thank
you,
council
president,
and
I
agree.
I
think
we
need
to
be
supportive
of
manny
in
any
way
that
we
possibly
can
given
some
of
the
the
attrition
that
we've
seen
both
from
velma
as
well
as
frank,
and
I
think
mr
farr,
just
I
think
I've
told
you
this
privately-
also
tell
you
this
publicly.
Let
us
let
us
know
what
you
need
in
terms
of
assistance
and
we'll
do
what
we
can
any
further
discussion
before.
I
have
the
the
clerk
call.