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From YouTube: October 3, 2022 Policy & Government Oversight Committee
Description
Additional information at:
https://lims.minneapolismn.gov
A
Foreign
slamming
the
gavel
just
a
little
silly,
but
it's
fine,
it's
no
less
fun!
Good
afternoon
everybody.
My
name
is
Jeremiah
Ellison
and
I'm.
The
chair
of
the
policy
and
government
oversight
committee
I'm
in
a
call
to
order
our
regular
meeting
for
Monday,
October,
3rd
and
I
will
have
the
clerk
call
the
roll.
A
A
One
is
the
passage
of
a
resolution
approving
election
judge
and
Deputy
city
clerk;
appointments
for
the
November
8th,
2022
general
election;
two
authorizing
requests
for
proposals
for
on-street
parking
mobile
device,
payment
system,
three
authorizing
contract
with
the
standard
for
life,
insurance,
long-term
disability
insurance
and
Family,
and
Medical
Leave
Act;
slash,
leave
management,
Administration
services,
four
authorizing
contract
Amendment
with
Clearwater
analytics
LLC
for
an
Investments
capital
and
debt
management;
software
solution,
five
authorizing
contract
with
lexapol
s,
LLC
for
customized
law
enforcement,
mobile
Wellness
application,
six
authorizing
contracts
with
Hennepin
Technical
College
for
police,
cadet
training,
seven
authorizing
contract
Amendment
with
Minnesota
State
College
and
universities
through
Century
College
for
fire,
cadet
training
and
education
services.
A
Is
there
any
discussion
on
any
of
the
consent
items?
Vice,
chair,
wansley.
C
Thank
you,
chair
Ellison
I,
just
had
a
couple
of
questions
about
item
number:
five,
the
Lexapro
LLC
contract.
A
Great
feel
free
to
ask
for
questions
and
I'll
see
if
there
are
any
staff
here
to
answer
any
potential
questions
on
item
five.
D
C
Yes,
we
end
up
catching
this
after
agenda
setting,
but
we
end
up
doing
a
little
bit
in
my
office
like
research
on
this
company
and
recognizes
a
for-profit
company
that
writes
police
manuals
and
have
often
refused
to
actually
pursue
or
Champion
police
reform
reforms
or
proposals
affiliated
with
that.
So
I
was
just
interested
in
you
know
our
our
decision
to
select
a
policy
police
policy
manual
company
that
has
also
again
has
this
record
of
refusing
police
policies
or
reforms
instead
of
an
actual
like
mental
health,
Wellness
organization.
D
A
great
question
council
member,
so
the
the
company
in
question,
the
the
App
application,
is
actually
relatively
new.
I'd,
say
it's
probably
within
the
last
few
years
that
they've
gotten
into
this,
and
they
were
willing
to
work
with
us
as
far
as
actual
application
is
concerned,
is
completely
based
on
Mental
Health
aspects.
It
has
nothing
to
do
with
policy
police
policy
or
anything
like
that.
The
app
is
completely
totally
on
Mental,
Health
I.
Think
at
some
point
in
time.
There
is
a
discussion
about
maybe
where
that
app
comes
from
in
the
future.
D
But
at
this
point
in
time
the
companies
that
we
are
working
with
right
now
with
some
of
the
other
trauma-informed
services
and
things
do
not
have
an
available
app.
So
we
don't
want
to
change
multiple
times
during
the
process.
We'd
like
to
stay
where
we
are
right
now,
because
we
do
have
officers
who
are
using
the
app
as
it
stands,
with
the
idea
that
you
know
within
a
year
or
two
that
we
would
review
that
and
determine
if
there
is
better
way
to
go.
D
C
D
That
is,
that
is
correct.
At
this
point,
there
is
still
discussion,
like
I,
said
about
them
building
apps
for
us,
but
at
this
point
in
time
we
didn't
want
to
switch
and
then
switch
again.
So
they've
been
and
I
will
say,
the
company
lexicor,
who
is
who
we've
been
working
with,
has
been
very
helpful
and
very
willing
to
accommodate
the
types
of
applications
that
we
would
like
to
have
on
there.
The
types
of
services
that
have
been
provided,
it
seems
to
have
been
well
received.
Okay,
all
the
questions
I.
A
And
then,
just
just
for
my
own
Clarity-
and
these
are
because
I
genuinely
actually
don't
know
and
I'm
glad
that
my
shirt
asks
some
questions
about
it.
It's
for
mental
health.
You
know
resources
is
that
what
the
app
is
generally
used
for.
Yes,.
D
C
A
Okay,
great
great,
thank
you
any
other
questions
on
the
consent
agenda.
Great,
so
you
know
further
questions.
I
will
move
the
consent
agenda
for
approval,
all
those
in
favor,
say:
aye
aye,
all
those
opposed
saying
a
all
right
and
that
that
that
motion
is
carried
and
the
consent
agenda
is
approved.
We
have
two
discussion
items
today.
The
first
is
establishing
a
contract
with
Fairview
Health
Services
for
hospital-based
medical,
assisted
therapy
and
Recovery
I'll,
now
invite
Louisa,
pesoa,
Randall
and
I'm.
A
So
sorry,
if
I
mispronounced
that
correct
me,
because
I
want
to
be
corrected
and
Josh
Schaefer
from
the
health
department
to
speak
on
this
item,.
E
Good
afternoon
Council
Allison,
chair
Allison,
council
members,
my
name
is
Louisa
sobrando
I'm,
the
director
of
Public
Health
initiatives
with
the
health
department
and
I'm
just
here
to
give
you
a
little
information
on
this
contract.
It
is
for
the
program
we're
calling
first
step
and
it's
a
medical
medication,
assisted
therapy,
opioid
response
program.
E
So
the
background
why
we
are
doing
this
is
over
the
last
three
years
we've
seen
a
increase
in
opioid
related
deaths
in
Minneapolis.
The
rate
has
increased
from
20
per
100
000
in
2019
to
46
per
100
000
in
2012
in
2021,
and
we
have
two
communities
that
particularly
impacted
by
these
by
this
issue
are
American
Indian
and
African-American
communities.
You
can
see
that
the
rate,
the
opioid
mortality
rate
for
American
Indians,
is
almost
nine
times
higher
than
that
of
the
city
overall
and
12
times
that
of
white
residents
for
African
Americans.
E
It
is
about
three
times
higher
than
that
of
white
residents,
so
really
significant
impact
in
those
two
communities
and-
and
this
is
just
deaths,
this
does
not
include
non-fatal
overdoses
and
Ed
visits
for
non-fatal
overdoses.
So
we
don't
have
good
race,
ethnicity,
data
on
that,
because
of
Hospital
data
is
is
very
as
poor,
race,
ethnicity,
data,
so
it's
harder
to
create
these
rates.
E
Disorder
first
step
is
going
to
connect
clinical
care
with
Community
Resources
and
provide
wraparound
services
to
those
that
are
engaged
and
will
be
implemented
through
a
contract
with
Fairview
Medical,
Services
health
services
and
leverage
existing
contracts
with
Community
Partners
that
we
already
either
have
in
place
or
relationships
that
we
have
in
place.
This
gives
you
an
overview.
So
when
someone
is
admitted
to
the
emergency
room,
they
are
identified
as
a
possible
candidate
for
First
Step.
E
If
you
know,
if
they
are
admitted
with
a
non-fatal
overdose,
there
would
be
an
engagement
through
a
peer
recovery,
Navigator
staff
that
engages
with
the
patient
once
they've
received
their
initial
treatment
and
either
they're.
You
know
they
may
need
to
stay
impatient
or
may
immediately
be
discharged,
but
there
will
be
some
Community
follow-up
and
then,
ideally,
they
will
be
connected
to
long-term
recovery.
Now
the
errors
on
the
bottom
is
that
this
is
not
a
linear
process,
so
people
will
not
go
from
one
to
two
to
three
to
four.
E
There
are
many
times
where
they
may
come
back
and
cycle
through
several
of
these
steps,
because
you
have
to
be
ready
to
enter
into
treatment.
You
have
to
be
ready
to
enter
into
recovery
and
it
may
take
a
few
times.
You
know
we.
What
we
hope
is
that
this
provides
an
entry
point
for
that
allows
for
those
to
for
individuals
to
make
that
choice,
and
there
were
some
questions
about
the
peer
Navigator
positions
and
who,
where
they
will
be
situated
and
how
they
you'll
be
recruited.
E
So
one
of
the
questions
was
Will
peer,
Navigators,
be
impacted
by
the
current
strikes,
nursing
strikes
and
they
will
not.
These
are
not
nursing
positions,
they
are
Community,
you
know
their
peer
positions,
so
they're
not
within
that
those
nursing
unions.
E
There
are
also
you
know
in
terms
of
qualifications.
They
do
not
need
to
have
a
college
degree.
The
primary
qualification
is,
you
know,
somewhat
lived
experience
and
ability
to
be
a
caring
and
incredible
messenger
with
the
response
and
then
there's
a
certificate.
A
peer
recovery
certificate
that
is
available
that
Community
Partners
provide
the
education,
and
so
that
would
be
what
they
would
need
to
do,
and
the
job
descriptions
will
be
drawn
from
existing
descriptions.
E
That
Fairview
has
already
with
some
peer
Recovery
Specialists
peer
Navigators,
Community,
Care
Specialists,
and
then
there
will
be
at
least
one
full-time
position
in
a
supervisory
capacity,
and
the
additional
positions
would
be
a
mix
of
full-time
and
part-time
to
accommodate
the
round-the-clock
schedule.
If
an
emergency
department
and
on-call
availability
happy
to
entertain
any
questions.
C
More
of
a
comment:
I
do
want
to
know
just
for
the
record
I
work
with
chair
Ellison,
to
request
this
presentation
because
we
do
have
400
mental
health
workers
who
are
currently
on
strike
for
the
next
three
days
at
various
Allina
Health
and
M
Health
Fairview,
Hospital
location,
so
I
want
to.
You
know
ensure
that
the
additions
of
these
new,
medicated
assisted
therapy
and
Recovery
workers
would
not
basically
act
as
scabs
or
you
know,
jeopardize
in
any
way
the
strength
of
our
unionized
Workforce
I'm.
C
So
glad
to
hear
it's
not
in
conflict
with
our
nurses
and
just
also
since
SEIU
Healthcare
represents
our
mental
health
workers
and
maybe
something
similar
of
the
classifications
of
of
the
workers.
Who
will
be
doing
this.
They
won't
be
impacting
that
okay,
awesome,
so
I
just
want
to
say
you
know
those
were
some
of
my
most
urgent
concerns.
I'm
glad
you
know
you
are
the
rest
of
our
staff
was
able
to
come
with
this
presentation
together
and
kind
of
put
those
concerns
to
bed
and
I'm
really
looking
forward
to
us.
C
You
know
advancing
this
work
around
medicated
assisted
therapy
and
supporting
many
of
our
residents
who
struggle
with
you
know,
substance,
abuse
or
opioid
usage.
So
just
want
to
say
thank
you
for
leading
this
work
on
and
with
the
public
health
focus
and
and
doing
that
preventative
work.
A
Any
other
questions
from
colleagues
yeah
I'll
just
affirm
yeah.
We
wanted
to
make
sure
that
there
was
that
that
we're
supporting
you
know
labor
in
in
all
of
this,
and
and
really
appreciate
the
thoroughness
of
the
presentation
and
and
really
excited
about
this
authorizing
us
to
enter
to
this
contract.
So
thank
you
so
much.
Thank.
E
A
So
with
that
see
no
further
questions,
I
will
move
approval
of
item
nine,
which
is
the
contract
with
Fairview
Health
Services
for
First
Step,
hospital-based,
medical,
assisted
therapy
and
Recovery,
all
those
in
favor
say
aye
aye,
all
those
opposed
to
say,
nay,
and
that
motion
carries,
and
our
next
item
is
related
to
the
retention
incentive
package
for
eligible
sworn
appointed
employees
for
the
police
department.
I'll
now
invite
Brenda
Miller
from
Human
Resources
to
speak
on
this
item.
A
F
F
Thank
you
so
much
all
right,
so
I'm
Brenda,
Miller
I'm
the
compensation
and
classification
manager
for
the
city
and
I'm
standing
in
for
Rika
steenerson,
who
is
the
director
of
total
compensation
for
the
city
and
I'm
here
today
to
talk
about
a
retention
incentive
and
a
removal
of
the
temporary
removal
of
this
vacation
accrual
cap
for
appointed
sworn
Police
Department
employees.
F
The
police
department
has
lost
a
number
of
employees,
a
significant
number
of
employees
in
the
last
two
years
and
is
facing
a
significant
Staffing
shortage.
Also
by
way
of
background
is
the
span
versus
the
Minneapolis
city
council,
a
ruling
which
the
court
order
requires
the
city
to
take
any
and
all
necessary
measures
to
ensure
adequate
Staffing
levels
for
sworn
officers.
This
was
upheld
by
the
Minnesota
Supreme
Court
in
June
of
2022..
F
Additional
background
is
that
sworn
police
officers
are
represented
by
the
police
Union
we're
going
to
call
them
officers
for
the
sake
of
this
presentation
and
have
an
Loa
in
place.
A
letter
of
agreement
in
place
providing
a
seven
thousand
dollar
incentive
for
staying
with
the
city.
That's
broken
into
two
payments
of
thirty
five
hundred
dollars.
Each
there
are
CBA
their
collective
bargaining
agreement
also
allows
them
to
exceed
the
vacation
accrual
maximum
of
400
hours
through
December
of
2023.
This
applies
to
police,
lieutenants,
police
officers,
police
Sergeants,
foreign.
F
There
are
20
sworn
police
positions
who
are
appointed
and
therefore
are
not
represented
by
the
police
Union
for
sake
of
clarification
or
Clarity,
we'll
call
them
the
sworn
appointed
staff.
This
group
includes
the
assistant
chief
of
police,
the
chief
of
police,
the
chief
of
staff,
several
Deputy
Chiefs
of
police,
police
commanders
and
police
inspectors.
F
In
addition,
the
non-represented
city
employees
include
including
the
sworn
appointed
staff,
received
a
one
thousand
dollar
retention,
bonus
payable
for
staying
with
the
city
until
December
31st
of
2022,
and
this
incentive
is
payable
in
January
of
2023..
This
RCA
proposal
would
provide
an
additional
six
thousand
dollars
retention
incentive
to
be
paid
to
sworn
appointed
staff
so
that
their
total
payable
incentive
amount
aligns
with
the
represented
swarm
staff
of
the
MPD.
F
So
you
can
see
in
this
table
quick
table
here.
Is
that
there's
a
thousand
dollars
for
the
retention
incentive
for
non-represented
employees
and
an
additional
six
thousand
dollars
for
the
sworn
appointed
staff
to
bring
them
into
alignment
with
what
the
police
officers
currently
have.
F
Our
ask
is
that
we
provide
a
temporary
vacation
accrual
cap
removal
as
a
way
of
background.
The
sworn
appointed
staff
are
promoted
from
the
ranks
of
officers
and
therefore
can
and
have
been
filling
in
for
police
officers
due
to
the
Staffing
shortages
officers
and
sworn
appointed
staff
have
had
difficulty
using
up
their
vacation
time,
they're
losing
vacation
because
their
accruals
exceed
the
annual
400
hour
cap.
F
F
This
RCA
proposal
provides
temporary
relief
from
the
vacation
accrual
cap
for
sworn
appointed
staff.
The
sworn
appointed
staff
would
be
permitted
to
accrue
over
400
hours
until
December
of
2023
vacation
time
in
excess
of
400
hours
must
be
used
by
December
of
2023,
and
the
maximum
payout
upon
termination
is
400
hours
so
very
similar
to
what
the
officers
have,
and
so
that
brings
them
in
alignment
with
the
officers
and
with
that
I'm
open
for
questions.
A
Thank
you
so
much
for
this
presentation,
I'll
see
if
my
colleagues
have
any
questions,
but
my
first
question
would
be:
is
there
a
new
maximum
or
is
just
over
400
to
you.
A
No
yeah
there's
no
new
cap
right;
okay,
right,
okay,
cool!
Thank
you!
Councilmember
Vice,
chair
wansley.
Thank.
C
You
chair
Ellison:
this
is
another
presentation.
I
worked
with
chair
Ellison
to
bring
forward
just
out
of
the
interest
and
I'd
name
this
in
the
agenda.
Setting
of
how
are
we
moving
forward
with
parity
between
the
police
departments
and
many
of
our
other
City
departments?
You
know
I
know:
Public
Works
is
struggling
with
Recruitment
and
Retention,
but
they're
also
not
getting
seven
thousand
dollar
bonuses,
and
these
are
workers
who
are
maintaining
our
roles,
our
infrastructure
and
doing
a
multitude
of
important
work
and
Public
Works
is
just
one
example.
C
We
have
workers
in
our
health
department,
our
mental
health,
responders,
our
violence
Interrupters
our
housing
inspectors.
All
of
these
workers
are
helping
to
keep
our
residents
safe
and
healthy
and
they're
also
experiencing
a
multitude
of
Workforce
challenges,
while
doing
so
and
these
workers
are
carrying
out.
This
need
to
work
well,
also,
not
I
want
to
acknowledge,
like
having
to
be
put
under
a
consent
decree
or
having
the
city
pay
out
millions
of
dollars
in
lawsuits.
C
So
I
know
we've
extended
smaller
bonuses
to
these
employees,
but
we
should
also
be
paying
them
the
same
amount
as
we
are
with
our
swarm.
Peace
officers
and
I
want
to
name
that,
because
these
workers
are
just
as
valuable
as
our
armed
employees
as
well,
and
I
really
want
to
see
the
city
move
forward
to
making
sure
we
have
equal
and
standardized
parity
between
all
of
our
city.
Employees
who
are
doing
phenomenal
work
on
behalf
of
the
entreprize.
So
I
just
wanted
to
name
that.
A
Thank
you
and
then
councilmember
Vita
thank.
G
You
chair,
Ellison,
thank
you,
chair,
Ellison
and
vice
chair
wansley,
for
bringing
this
forward
a
few
months
back
when
we
passed
the
resolution
that
gave
the
non-sworn
staff
this
bonus.
I
thought
it
included.
It
I
really
didn't
think
about
it,
that
it
didn't
include
the
sworn
staff,
so
I'm
I'm
glad
that
in
this
situation,
with
our
officers
we're
being
fair,
especially
when
it
comes
to
the
vacation,
the
excess
vacation
hours
I've
had
several
officers
reach
out
to
me
about
this
in
particular,
and
it
means
a
great
deal
to
them.
G
A
G
A
And
then
you
know,
I
just
want
to
add
that
I,
you
know
I
I
didn't
support.
You
know
the
motion
a
while
ago
when
it
came
to
the
sworn
officers
that
motion
prevailed
anyway.
A
I
do
plan
to
support
this
as
a
means
of
achieving
that
parody
and
that
and
that
that
fairness
within
the
department,
but
I
also
want
to
make
note
of
the
the
observations
of
my
colleague
and
my
vice
chair
that
we
have
to
ensure
that
there's
parity
throughout
the
institution
as
well
and
I
think
that
there's
a
lot
of
interest
here
on
the
dice
in
in
ensuring
that
and
so
I
really
want
to.
A
Thank
you
for
the
presentation
and
thank
all
the
staff
for
making
sure
that
you
know
if
we're
gonna
have
you
know
things
happening
on
the
represented
side
that
the
non-represented
side
also
gets
to
see
an
increase
in
in
what
they're
earning
for
the
sake
of
fairness
and
so
really
appreciate
all
your
work
on
this
I'll
check
one
last
time
to
see,
if
any
any
of
my
colleagues
have
any
questions.
Great
no
questions
for
my
colleagues,
you
can
take
a
seat.
Thank
you.
A
So
much
seeing
no
further
questions.
I'll
move
approval
of
this
item,
all
those
in
favor
say
aye
aye,
all
those
opposed
say
no,
and
that
item
is
approved
with
that.
We've
concluded
all
business
to
come
before
the
committee
today
and
without
objection
we
are
adjourned.
Thank
you.
So
much.