►
Description
Mayor Jacob Frey and the Minneapolis City Council approved terms of a court-enforceable settlement agreement that outlines policy, budgetary, and training requirements that the Minneapolis Police Department (MPD) and City enterprise will undertake.
A
Good
morning,
about
an
hour
ago,
I
signed
an
agreement
between
the
Minnesota
Department
of
Human
Rights
and
the
City
of
Minneapolis
that
charts
a
clear
road
map
for
change
going
forward
in
our
Minneapolis
Police
Department
I've
heard
from
a
lot
of
people
out
there
that
are
wondering
what
to
make
of
this
and
how
they
should
feel.
Is
this
good
for
police?
Is
it
bad
for
police?
Is
this
good
for
reform,
or
is
it
bad
for
reform?
Well,
I'll.
Tell
you
what
this
is
a
good
thing
for
the
City
of
Minneapolis.
A
A
The
agreement
isn't
change
in
and
of
itself,
but
it
charts
a
clear
road
map
to
it
and
there's
a
whole
lot
of
work
that
went
into
this
agreement.
30
plus
day-long
negotiation
sessions.
It's
144,
Pages
496,
carefully
crafted
paragraphs,
and
none
of
us
could
have
done
this
work
alone.
This
work
in
all
forms,
has
stemmed
from
partnership.
A
I
want
to
give
a
huge
thank
you
to
our
negotiating
team,
especially
our
city
attorney's
office.
Kristen
Anderson
Sarah
Lathrop
Yvette
McGee
Brown
Amelia
Huffman.
Thank
you.
So
much
I
also
want
to
give
a
huge
thank
you
to
the
Minnesota
Department
of
Human
Rights,
as
well
as
commissioner
Lucero.
Thank
you
so
much.
The
partnership
has
been
huge
and
this
is
a
road
map
and
it's
a
journey
that
we've
already
begun.
A
This
agreement
helps
us
to
embark
on
the
work
and
then
push
it
even
further.
You're,
probably
tired
of
hearing
me
talk
about
all
the
policy
changes
that
we
have
already
made
so
I'm
not
going
to
talk
about
them.
You
can
find
them
on
the
website,
but
in
fact
we've
made
a
ton
of
policy
changes,
but
simply
putting
policy
on
a
paper
is
not
enough,
so
that
people
actually
feel
that
change
on
the
ground.
A
You've
heard
me
talk
about
the
dramatic
shift
that
we've
made
to
our
entire
government
structure,
creating
an
office
of
community
safety,
providing
a
comprehensive
and
integrated
approach.
This
is
part
of
the
safety
service
that
we
want
people
to
feel
throughout
our
city
in
every
neighborhood
and
on
every
single
block.
A
A
We
want
to
make
sure
we
first
have
that
policy
in
place.
Second,
we
want
to
make
sure
that
officers
know
specifically
what
they're
supposed
to
do
and
how
to
follow
that
policy.
Third,
they
need
to
be
trained
in
on
that
policy,
to
the
point
where
it's
muscle
memory
and
then
finally,
officers
need
to
be
held
accountable
when
they
aren't
living
up
to
the
standards
that
we
are
insisting
on
as
a
collective
community.
A
A
For
example,
for
example,
an
early
intervention
system,
there
will
no
longer
be
a
dispute
either
way
about
whether
we
should
have
one.
We
need
to
have
an
early
event
invention
system
it
needs
to
be
set
up.
There
are
clear
parameters
on
how
to
do
so,
and
we've
got
deadlines
ultimately,
that
we
have
to
meet
funding
change
and
Improvement
is
going
to
take
time
and
is
going
to
take
resources.
Other
cities
that
have
entered
any
form
of
agreement
have
seen
pretty
significant
expense.
I
will
tell
you
that
that
expense
will
be
worth
it.
A
A
A
A
A
Third,
this
is
an
opportunity
for
us
to
show
our
work.
Our
community,
in
this
case,
in
all
cases,
deserves
transparency
and
they're
going
to
have
it
we're
going
to
have
a
public
website
that
is
up
you're,
going
to
be
able
to
track
that
data.
For
yourself,
there's
going
to
be
regular
reviews,
regular
audits,
they'll,
be
tracking
mechanisms
that
are
set
up
and
those
mechanisms
will
be
set
across
a
number
of
different
areas
from
regular
reviews,
audits,
stops,
searches,
arrests
and
then
training.
There's
going
to
be
peer
reviews
supervisor
reviews,
importantly,
reviews
by
MPD
leadership.
A
A
Provisions
within
this
agreement
will
also
allow
us
to
track
real
time
some
of
these
data
that
we
see
and
make
informed
decisions
based
on
it
and
oftentimes
we
get
sucked
into
the
numbers
and
what
the
data
means
and
what
the
data
tells
us.
But
then
the
way
that
data
meets
an
interaction
between
a
police
officer
and
somebody
in
your
neighborhood
people,
don't
necessarily
feel
it
behind.
A
Every
single
one
of
those
numbers
is
an
interaction
behind
every
single
one
of
those
numbers
that
we
are
going
to
be
using
to
make
decisions
is
a
way
to
improve
trust
between
our
officers
and
the
communities
that
they
are
charged
with.
Protecting
and
serving
so
data
won't
just
be
numbers
in
a
vac
in
a
vacuum.
They're
going
to
be
felt
in
every
interaction,
we'll
also
be
tracking,
more
complete
set
of
specifics
around
fto
reviews,
field,
training,
officer,
reviews,
I'll
tell
you.
This
is
critical.
A
A
They
are,
in
fact,
really
committed
to
this
change
officers
that
will
be
joining
our
Minneapolis
Police
Department
want
to
be
part
of
this
new
era,
and
we
want
to
welcome
them
in
to
be
part
of
it
with
us
they're
here
for
the
right
reasons,
they're
here
to
protect
and
serve
our
communities,
and
we
want
to
make
sure
that
they
have
the
right
supports
in
getting
there.
This
is
not
leaving
them
high
and
dry
with
an
agreement
in
place
with
a
bunch
of
provisions
on
the
page,
and
then
they
have
to
do
the
rest.
A
A
The
city
will
provide
a
range
of
licensed
mental
health
support
services,
including
readily
accessible
confidential
counseling
and
Stress
Management
officer
Wellness
training
we're
going
to
make
sure
that
we're
providing
post-traumatic
stress
disorder,
Service
as
well
and
Care
domestic
violence,
alcohol
and
substance,
abuse,
anger
management
and
so
on.
We'll
also
ensure
that
these
services
are
actually
culturally
specific
and
that
any
officer
who
requests
that
kind
of
emergency,
counseling
and
service
will
receive
it
within
24
hours.
A
You'll
see
a
a
lot
of
paragraphs
in
a
a
very
long
document
before
you,
as
I've
mentioned.
It
took
a
lot
of
work
to
get
to
this
point,
but
knowing
that
we've
got
a
committed
force,
a
committed
commissioner,
committed
Chief
council
members,
knowing
that
we
have
an
entire
Enterprise
that
is
behind
being
this
change
and
making
the
difference
and
that
we've
got
a
partner
in
the
Minnesota
Department
of
Human
Rights
to
make
sure
we're
checking
off
the
boxes
as
we
hit
them.
That
will
be
critical.
A
This
is
indeed
a
road
map
for
Change
and
we
have
the
opportunity
to
be
on
The
Cutting
Edge
and,
to
be
an
example,
hopefully
that
others
will
follow.
So
the
world
is
watching
us
and
I
know
that
Minneapolis
will
be
held
as
an
example
for
policing
we're
ready
for
that.
We
need
to
lean
into
it
and
we're
committed
to
doing
this
work
together.
A
As
I
mentioned.
All
this
work
has
stemmed,
through
agreement
and
partnership,
recognizing
the
wrongs
of
the
past
and
charting
a
cleared
road
map
for
the
future.
In
doing
so,
the
Minnesota
Department
of
Human
Rights
has
been
a
critical
component
and
partner
in
that
heading.
It
up
is
the
commissioner
Rebecca
Lucero,
commissioner.
B
B
It's
been
a
very
long
time
to
get
to
this
point
where
he
should
be
alive.
Still
we
launched
an
investigation
against
the
City
of
Minneapolis
and
the
Minneapolis
Police
Department,
because
it
is
unlawful
for
a
city
or
Police
Department
to
discriminate
against
a
class
of
people
because
of
their
race
and
when
our
department
finds
civil
rights
violations,
we
seek
structural
transformational
change
so
today
we
have
entered
into
this
court
enforceable
agreement.
This
is
a
legally
binding
agreement.
B
It
requires
the
city
and
MPD
to
make
transformational
changes
and
importantly,
everything
is
tied
to
and
centered
around
organizational
culture.
It's
tied
to
and
centered
around
recognizing
the
humanity
recognizing
the
civil
rights
of
community
members
addressing
race-based
policing
and
strengthening
Public
Safety
I
want
to
start
by
thanking
all
of
the
community
members
who
have
been
working
on
this.
For
years
decades,
Generations
they've
been
through
a
lot
of
partnership
with
the
city.
They've
done
a
lot
of
work
on
the
ground,
and
it
is
because
of
their
work
that
we
build
off.
B
Of
that
is
their
work
that
we
build
off
of
throughout
this
I'll
talk
about
what
we
heard
from
community
members
and
also
from
officers,
but
I
just
want
to
say
that
this
Inc
this
agreement
incorporates
wholesale
what
we
heard
from
community
members
and
police
officers.
All
over
I,
of
course,
want
to
also
thank
mayor,
Frye,
the
Minneapolis
Police
Department,
the
city,
attorney's
office
city
council,
president
Jenkins
and
city
council,
for
their
cooperation,
their
creativity
and
their
leadership
throughout
this
process.
I
am
grateful
for
the
commitment
to
the
hard
work
again
work
ahead.
B
B
So
it
was
a
little
bit
under
a
year
ago
on
April
27
2022.
That
I
came
before
you
to
announce
that
the
Minnesota
Department
of
Human
Rights
found
the
city
and
MPD
engage
in
a
pattern
or
practice
of
race-based
policing.
That
discrimination
is
in
violation
of
the
Minnesota
Human
Rights
Act.
The
investigation
found
that
this
pattern
of
race
discrimination
is
primarily
caused
by
organizational
culture,
flawed
of
flawed
trainings,
deficient
accountability
systems
and
a
lack
of
collective,
sustained
action
by
City
And
MPD
leaders
to
change
this
organizational
culture
over
many
years
decades.
B
Even
the
findings
emphasize
that
without
fundamental
organizational
culture,
change,
reforming
the
policies,
procedures
and
trainings
will
be
meaningless,
and
so
again
everything
is
centered
around
organizational
culture
change.
When
I
met
with
you
in
April
of
last
year,
I
told
you
we
can
change
this,
that
we
can
choose
different,
and
today
we
are
doing
just
that.
This
court
enforceable
agreement
sets
a
path
towards
a
more
just
future
for
people
of
color
indigenous
community
members
in
Minneapolis,
and
it
will
address
race-based
policing
and
improve
Public
Safety.
B
There
are
three
critical
pieces
for
you
to
know
about
in
this
agreement.
So
first
off
there's
been
work,
that's
been
done
over
the
years,
and
so
I
want
to
be
clear
how
this
is
different,
because
this
is
different
than
anything
the
city
has
ever
been
done,
has
ever
done
to
strengthen
Public
Safety.
This
is
a
court
enforceable
agreement
which
is
a
powerful
tool
for
change.
We
get
asked
a
lot
by
many
of
you.
What
is
a
court
enforceable
agreement?
A
court
enforceable
agreement
goes
by
a
variety
of
names.
It
is
a
legal
document.
B
It
is
submitted
to
the
court.
It's
it
is
submitted
after
the
parties
have
reached
a
settlement
and
once
approved
by
the
court.
The
agreement
is
legally
binding
and
enforceable
through
ongoing
oversight
by
the
court.
What
does
this
mean
like?
What
does
this
mean
in
practice?
It
means
that
the
city
cannot
walk
away
from
this
agreement.
It
is
only
the
court
who
can
and
will
end
this
agreement.
B
The
second
thing
that
you
need
to
know
is
that
this
is
a
long
and
challenging
path
forward.
Changing
a
culture
does
not
happen.
Overnight
does
not
happen
over
a
couple
years,
and
this
court
enforceable
agreement
sets
the
city
and
MPD
on
a
productive
path
forward.
It
provides
clear
timelines,
it
provides
prioritizations
and
it
lays
out
all
the
work.
That's
ahead.
Some
of
these
changes
can
be
and
have
been
made
now.
The
city
has
made
many
of
these
changes,
since
we
announced
the
findings
and
with
the
priority
around
culture
change.
B
This
takes
a
long
time,
so
some
of
the
cities
where
that
are
working
through
this
type
of
agreement
it
takes
you,
know
more
than
a
decade.
I
think
we
just
saw
this
week.
The
U.S
Department
of
Justice.
Moving
to
end
its
consent
decree
with
the
Seattle
Police
Department
after
10
years,
I,
don't
know
how
long
this
will
last
in
Minneapolis
and
I
want
to
set
reasonable
expectations
for
the
long
path
ahead.
Real
and
Lasting
organizational
culture
change
cannot
and
will
not
happen
fast.
B
The
third
thing
that
you
should
know
that
is
critical
about
this
agreement
is
that
from
day,
one
of
launching
the
investigation,
the
Minnesota
Department
of
Human
Rights,
prioritized
meeting
with
both
community
members
and
officers.
We
did
that
because
we
recognized
the
knowledge
and
the
work
that
had
come
before
us
and
we
wanted
to
make
sure
we
were
incorporating
and
honoring
all
that
we
could.
We
could.
B
We
did
that
work
during
the
investigation
and
again
after
we
announced
our
findings,
we
said
let's
go
back
and
get
feedback
from
the
two
groups
who
are
most
impacted
by
MPD
policies.
That's
both
community
members
and
police
officers,
and
that
is
what
we
did
so
in
partnership
with
the
Minnesota
Justice
Research
Center,
we
hosted
15
community
events,
Last
Summer.
Many
of
them
were
attended
by
City
Council
Members
by
lots
of
community
members,
and-
and
this
was
just
in
addition
to
the
ongoing
conversations
I
had
with
many
Community
organizations
and
Community
leaders
Humanity.
B
That
was
the
first
thing
that
we
heard
over
and
over
again
community
members
share
that
they
want
MPD
to
move
away
from
a
culture
of
violence
to
a
culture
that
prioritizes
Humanity.
This
includes
clear
policies
that
prioritize
de-escalation,
I
had
the
privilege
of
checking
in
with
body
lock
this
morning,
Amir
Locke's
father.
He
asks
frequently
if
there
had
been
a
sense
of
humanity
around
a
mirror.
If
he
had
been
given
that
opportunity
to
have
his
Humanity
seen,
would
he
still
be
alive
right
now,
I
think
Mr
Locke
for
his
work.
B
B
When
it
comes
to
listening
to
police
officers,
we
obviously
did
that
extensively
through
the
investigation
we
and
then
after
we
announce
the
findings.
We
worked
with
21st
century.
Excuse
me
21
CP
solutions
to
hold
15
listening
sessions
last
summer
at
every
Precinct,
with
officers
of
different
Rank
and
different
assignments.
B
Officers
shared
repeatedly
that
they
need
policies
to
be
clear,
that
long
and
confusing
policies
do
not
set
them
up
for
Success
officers
also
shared
that
they
want
to
be
trained
on
those
clear
policies
with
practice,
with
Hands-On
training,
with
adult
learning
principles
and
that
that
needs
to
occur
before
the
policies
go
into
place.
So
again,
both
community
members
and
officers
can
be
set
up
for
success
and
officers
shared
that
they
need
better
support.
B
That
includes
everything
from
Comprehensive,
Health
and
Wellness
programs
to
having
a
technology
system
the
technology
systems
that
interface
that
talk
to
each
other
so
for
community
members
and
officers
listening.
This
means
that
this
court
enforceable
agreement
contains
many
Provisions
that
are
based
on
what
you
shared
really
want
to.
Thank
you
for
your
time
and
input
with
with
us
throughout
this
process.
So
what
is
in
this
legally
binding
agreement?
I'm
just
going
to
go
over
a
few
quick
points
here.
It
requires
the
city
and
MPD
make
transformational
changes.
B
Importantly,
every
provision
in
this
agreement
was
agreed
to
by
the
City,
by
MPD
and
by
the
Minnesota
Department
of
Human
Rights.
So,
let's
start
with
clear,
effective
policies,
because,
as
we
heard
clear,
effective
policies
build
Community
Trust,
provide
non-discriminatory
policing
and
reduce
dangers
for
officers.
B
In
our
findings,
you
may
recall
that
MPD
mdhr
found
that
MPD
officers
use
higher
rates
of
more
severe
Force
against
black
individuals
compared
to
White
individuals
in
similar
circumstances,
so
Apples
to
Apples
situations
here,
so
to
make
sure
that
force
is
used
only
when
it
is
objectively
reasonable,
necessary
and
proportional.
The
city
and
MPD
must
require
officers
to
de-escalate
prohibit
officers
from
using
Force
to
punish
or
retaliate
limit,
when
officers
can
use
Force
limit
when
and
how
officers
can
use
chemical
irritants
and
tasers
and
ban
excited
delirium
training.
B
In
our
findings,
the
Department
of
Human
Rights
found
that
even
when
comparing
similar
traffic
stops
again
that
Apples
to
Apples
comparison,
MPD
officers
searched
black
community
members
or
their
vehicles
during
traffic
stops
almost
two
times
more
often
compared
to
White
individuals
again
in
those
similar
situations
and
the
alleged
smell
of
cannabis
or
marijuana
is
a
justification.
Relied
on
to
complete
a
search
of
people
of
color.
That's
why
the
first
Set
I'm
sorry
excuse
me.
These
additional
sets
of
clear,
effective
policies
include
prohibiting
the
use
of
certain
pre-text
stops.
B
Banning
searches
based
on
alleged
smells
of
cannabis
or
marijuana
and
prohibiting
so-called
consent
searches
during
pedestrian
or
vehicle
stops.
I
I
want
to
make
sure
I'm
making
an
important
note
here.
The
court
enforceable
agreement
does
not
prohibit
officers
from
relying
on
Reasonable,
articulatable,
Suspicion
or
probable
cause
of
criminal
activity
to
enforce
the
law.
We
want
officers
to
do
their
jobs,
we
want
them
to
be
successful
and
do
them
well,
and
that
means
policing
in
a
non-discriminatory
manner.
B
So
the
second
bucket
is
where
the
court
enforceable
agreement
prioritizes
organizational
culture
change.
Many
of
these
items,
you
recall
MPD
officers,
said-
were
particularly
important
to
them.
First
Quality
training
and
support
it's
important
that
MPD
officers
understand
and
follow
policies,
and
that's
why
the
city
and
MPD
are
required
to
provide
quality,
timely
training.
They
must
also
provide
officers
with
a
range
of
support
services,
and
that
includes
meaningful
mental
health
support
and
well-functioning
early
intervention
system.
All
things
officers
and
community
members
all
said
were
essential.
B
Next
is
Meaningful
engagement.
While
MPD
is
developing
and
updating
its
policies,
they
are
required
to
actually
work
with
and
engage
and
collect
feedback
from
from
the
people
who
are
most
impacted
by
mpd's
policies,
again,
community
members
and
police
officers.
This
helps
build
relationships,
it
builds
increased
buy-in
and
it
develops
a
continuous
feedback
loop
of
learning.
B
B
B
When
I
announced
this
investigation
on
June,
2nd
2020
I
said
all
of
us
are
called
to
do
everything
we
can
not
just
to
prevent
future
deaths
but
to
end
the
systemic
racism
that
is
leading
to
these
outcomes.
I
ended
by
affirming
that
we
are
deeply
interconnected,
that
we
need
each
other
so
again,
I'm
thrilled
that
mayor
Frye,
commissioner
Alexander
Chief,
O'hara
council,
president
Jenkins
and
the
entire
city
council
have
pledged
their
deep
support
of
this
legally
binding
Court
enforceable
agreement.
B
This
agreement
serves
as
a
model
for
how
cities,
police
departments
and
community
members
across
the
country
can
work
together
to
address
race-based
policing
and
strengthen
Public
Safety.
This
is
a
model
for
A
New
Path
forward,
so
it
has
been
1040
days
since
an
MPD
officer
murdered,
murdered,
George
Floyd
I
started
by
talking
about
how
Mr
Floyd
should
be
alive.
Today
it
is
with
the
Deep
awareness
that
Mr
Floyd
should
be
alive
today
that
I'm
going
to
end
my
statement
again
today,
just
like
I
did
last
time.
B
A
C
Thank
you,
mayor
Pride.
Thank
you,
commissioner.
Lucero
My
name
is
Andrea
Jenkins
I'm,
the
president
of
the
Minneapolis
city
council,
I,
just
want
to
start
by
stating
that
this
settlement
represents
a
roadmap
for
greater
accountability,
transparency,
better
training
and
police
officer.
Wellness
we've
begun
the
work
to
implement
changes
in
conjunction
with
the
Minnesota
Department
of
Human
Rights
findings
and
to
restructure
our
office
of
community
safety
and
how
we
respond
to
public
safety
issues.
C
But
we
have
a
lot
of
work
ahead
of
us.
I
want
to
start
by
thanking
city
leaders,
including
mayor
Frye,
my
city
council
colleagues,
some
of
who,
some
of
whom
are
here
with
us
today,
council
members,
Vitale
and
Council.
Vice
president
palmisano
I
want
to
thank
commissioner
Lucero
Chief
O'hara,
the
city
attorney's
office
and
All
City
Minneapolis
staff
for
their
collaboration,
engagement
and
commitment
to
this
agreement.
C
We
understand
that
this
agreement
will
impact
every
facet
of
our
community
and
that's
why
it's
important
that
we're
not
just
doing
this
work
for
you,
but
we're
doing
this
work
with
you.
We
need
the
community
to
be
engaged
in
this
process,
but
in
order
for
this
to
happen,
transparency
and
accountability
are
required.
C
The
city
council,
the
mayor
and
MPD,
have
been
working
hard
to
ensure
that
these
values
are
embedded,
not
just
in
our
words
but
in
our
actions
as
we
move
forward,
you
will
continue
to
see
this
important
work
continue
in
the
next
few
months.
The
city
will
be
creating
a
public
web
page
in
addition
to
the
paid
the
web
page
that
commissioner
Lucero
talked
about
to
receive
comments
from
community
members
surrounding
the
mpd's
policies
and
practices.
C
This
will
also
offer
a
chance
for
residents
to
share
their
thoughts
on
what
is
going
well
and
what
they'd
like
to
see
improved.
The
city
will
be
holding
public
engagement
sessions
to
discuss
the
police
department's
goals,
Visions
values
and
policies,
and
to
get
feedback
from
our
residents
on
how
to
best
continue,
collaborating
and
moving
this
work
forward.
C
As
policies
are
revised
at
MPD.
You
will
know
I'm
proud
to
say
that
myself
and
council
member
Ellison
co-chair
the
patterns
and
practices
subcommittee
and
that
we
will
have
frequent
and
robust
public
hearings
so
that
we
can
get
updates
from
the
police
department
MPD,
as
well
as
the
independent
evaluator,
to
make
sure
that
we
are
keeping
the
public
informed
on
the
policy
changes
and
updates
as
they
occur.
C
Lastly,
but
certainly
not
least,
I'm
really
proud
that
we
have
created
a
community
Commission
on
police
oversight
to
improve
transparency
and
accountability,
as
has
been
reported
in
the
news,
we've
had
record-breaking
number
of
applications
for
this
commission
160
people
have
stepped
forward
to
be
a
part
of
this
work.
This
is
this
overwhelming
response
indicates
that
people
are
eager
for
Meaningful
and
community-led
oversight
of
our
police.
C
We
know
that
this
work
is
going
to
take
time,
but
it
doesn't
mean
that
we
aren't
committed
to
it,
because
we
recognize
how
important
this
work
is
for
our
community
and
the
police
department.
I'll
end
by
saying
this
I
know
how
much
trauma
in
paying
the
last
three
years
have
had
on
this
entire
community,
but
especially
our
black
and
brown
communities.
C
D
Thank
you
council,
president,
for
your
leadership
on
establishing
our
community
Commission
on
police
oversight.
That
is
a
part
of
this
mdhr
agreement.
I'm
looking
forward
to
working
with
all
of
you
as
we
step
into
this
work.
Well,
today's
agreement
is
a
milestone.
It's
going
to
be
one
of
many
and
I'm
really
eager
to
get
started.
Much
of
it
reflects
work,
we've
been
doing
in
other
ways,
and
here
are
a
couple
things
I
focused
on
over
the
years
and
how
they
are
reflected
in
this
agreement.
D
I
want
to
highlight
data
field,
training
officers
and
wellness
within
our
police
force.
From
a
data
perspective,
this
agreement
puts
forward
a
roadmap
for
how
we
build
that
change
effectively
and
more
completely
than
we
have
ever
resourced
before
we're
establishing
clear
targets
for
improvement
and
timelines
to
review
and
audit
All
City
systems
that
impact
law
enforcement
Services.
While
data
might
not
sound
like
a
glamorous
word,
it
is
a
really
critical
one
we'll
be
making
improvements
that
will
impact,
how
our
Police
Department
tracks
and
records
information
and
that
impacts
how
information
gets
shared
with
the
community.
D
It
will
require
significant
investment
in
uit
infrastructure,
including
new
data
collection
management,
analysis
systems,
and
this
is
how
residents
will
track
our
work,
and
this
is
how
the
public
can
hold
us
accountable
in
terms
of
field
training
of
officers.
In
the
past,
the
model
for
preparing
our
officers
for
field
work
was
lacking.
The
field
training
officer
fto
position
was
a
part-time
role
that
relied
on
Volunteers
in
self-selection
and
that
led
to
inconsistent
training,
the
minimum
standards
for
an
fto
weren't
clear,
and
they
lacked
Clarity
on
how
who
should
not
be
an
fto.
D
It
lacked
transparency
for
our
trainees
and
what
they
should
expect
to
be
provided
to
them.
In
short,
the
whole
program
lacked
transparency
and
firm
expectations.
Since
our
audit
in
2021,
which
revealed
these
deficiencies,
we've
been
working
to
address
our
shortcomings
and
for
over
a
year,
we've
worked
to
instill
the
clarity
and
expectations
that
this
program
is.
It
needs
and
is
essential
Clarity
on
what
our
trainees
should
expect,
what
our
ftos
should
expect
and
what
the
public
should
expect.
D
D
Another
important
part
of
the
work
we're
going
to
continue
doing
and
others
have
mentioned
this
going
forward-
is
providing
full
comprehensive
support
for
officer
Wellness.
We
know
that
mental
health
is
health
and
it's
crucial
that
our
police
officers
have
the
support
and
resources
they
need
to
be
able
to
do
their
jobs
effectively
and
efficiently.
D
We
will
be
providing
access
to
a
full
spectrum
of
licensed
mental
health
support
services,
a
comprehensive
annual
Wellness,
Plan
and
regular
audits,
so
we
are
ensuring
our
officers
needs
are
being
met.
Over
the
last
three
years,
we've
talked
a
lot
about
how
we're
going
to
shift
the
culture
of
MPD
building
a
city
that
supports
one
another
and
provides
this
kind
of
care
that
addresses
the
trauma
that
officers
experience
is
one
way
to
start
that
shift.
I'll
now
turn
it
over
to
our
City
attorney
Kristen
Anderson.
E
Knowing
that
these
reform
efforts
were
underway
was
a
huge
reason
why
I
took
this
job
just
six
months
ago,
literally
on
day,
two,
as
City
attorney
I
was
in
an
all-day
negotiation
session
with
my
former
colleagues
from
the
state
throughout
all
of
these
negotiation
sessions,
and
there
were
more
than
30..
Both
parties
have
been
at
the
table
in
good
faith
and
have
worked
together
tirelessly
to
come
to.
Excuse
me,
the
court
enforceable
settlement
agreement
that
we
have
today.
So
if
you
don't
mind
me
getting
a
little
legal
and
Technical
on
you
folks
have
asked.
E
E
In
that
joint
statement
of
principles,
mdhr
and
the
city
intentionally
use
the
term
consent
decree
to
describe
what
may
occur
in
the
future
between
the
city
and
the
U.S
Department
of
Justice,
and
in
contrast,
we
use
the
term
Court
enforceable
settlement
agreement
to
describe
what
mdhr
in
the
city
would
negotiate
to
resolve.
Mdhr's
findings.
E
So
there
are
no
conflicts
between
a
doj
consent
decree
and
the
mdhr
settlement
agreement
so
that
we're
not
coming
and
going
at
the
same
time
and
then
the
second
really
important
point
is
that
there
will
only
be
one
individual
or
entity
to
evaluate
compliance
with
both
agreements.
One
monitor
continuing
to
be
a
little
on
the
legal
side.
I
wanted
to
talk
today
a
little
bit
about
what
the
prob
process
will
be.
Now
that
we
have
a
approved
settlement
agreement
later
today,
or
maybe
it's
already
been
done.
E
Human
rights
will
file
a
new
lawsuit
against
the
city
in
Hennepin,
County,
District
Court
and
at
the
same
time,
file.
The
court
enforceable
settlement
agreement
and
a
joint
motion
between
the
city
and
the
human
rights
Department
asking
the
court
to
issue
the
settlement
agreement
as
a
court
order.
This
lawsuit
is
simply
a
necessary
part
of
the
process
for
the
settlement
agreement
to
be
approved
by
the
court,
making
it
that
Court
enforceable
agreement
that
we
have
been
all
talking
about
as
agreed
way
back
in
July.
E
E
What
this
settlement
agreement
provides
is
a
roadmap
road
map
to
change
not
just
for
this
mayor
and
this
city
council,
but
for
every
mayor
and
every
city,
council
and,
frankly,
every
employee
who
works
on
Public
Safety
to
be
committed
to
and
be
accountable
for
to
this
independent
evaluator,
but,
more
importantly,
to
our
community
I'd
like
to
call
up
next.
Commissioner
Cedric
Alexander.
F
Thank
you
and
good
morning
the
offensive
Community
safety
was
formed
roughly
about
eight
months
ago
to
enhance
and
unify
the
daily
operations,
preparation
and
strategic
priorities
of
9-1-1
Services,
Emergency,
Management,
fire,
police
and,
of
course,
our
neighborhood
safety
departments.
The
City
of
Minneapolis
must
have
these
five
departments
functioning
efficiently
and
effectively
daily
to
ensure
the
safety
of
our
residents
in
the
preparation
and
execution
for
day-to-day
as
well.
If
should
any
crisis
arise,
I
want
to
acknowledge
that
diminished.
F
F
Some
people
may
view
this
deep
dive
into
our
city
policies.
Protocols,
practices
as
just
another
negative
interpretation
of
Minnesota
Minneapolis
shortcoming
are
failures
in
the
aftermath
in
the
murder
of
George
Floyd
I
see
mdhr's
work
in
this
seldom
agreement
as
a
difficult,
yet
necessary
step
in
the
right
direction.
To
further
enhance
the
trust
and
legitimacy
between
police
and
community
OCS
is
developing
a
comprehensive,
coordinated
approach
to
community
safety.
Our
Police
Department
is
an
integral
part
of
this
structure.
We
will
work
together
tirelessly
to
keep
our
residents
safe
in
an
equitable
and
constitutional
manner.
F
The
settlement
agreement
highlights
many
institutional
reforms,
some
new
and
several
already
underway.
We
know
that
we
have
a
dedicated
team
of
professional
public
safety
personnel
willing
to
continue
the
daily
work,
while
remaining
open-minded
and
motivated
to
make
changes
for
the
better
OCS.
Unified
efforts
are
already
paying
dividends,
but
we
know
that
we
have
a
lot
of
work
yet
to
do.
F
We
must
have
First
Responders
and
law
enforcement,
specifically
the
necessary
resources
and
support
to
the
best
serve
and
protect
our
residents.
Capacity
continues
to
remain
a
crucial
issue
for
us
in
our
city.
Our
leadership
is
committed
to
building
capacity,
developing
best
practices
and
creating
appropriate
systems
to
ensure
that
the
city
becomes
a
model
for
others
to
follow.
Across
the
Nation,
the
City
of
Minneapolis,
is
committed
to
becoming
an
innovator.
An
industry
leader
in
community
safety.
F
G
But
we
will
not
be
confined
to
the
four
corners
of
this
document.
We
will
continue
to
work
tirelessly
to
ensure
that
the
culture
of
policing
in
this
town,
as
well
as
the
narrative
around
policing
and
Public
Safety,
continues
to
change
so
that
all
residents
of
Minneapolis
can
know
that
Minneapolis
cops
have
their
backs.
G
G
A
So
I
think
it's
clear
that
the
murder
of
George
Floyd
was
the
final
straw
that
led
to
this
investigation.
But
this
investigation,
as
has
been
stated
repeatedly,
is
about
a
pattern
practice
over
more
than
a
decade,
and
that's
why
this
work
of
embedding
that
culture
change
is
so
essential,
not
just
words
on
a
paper
but
making
sure
that
every
interaction
has
changed
and
that
we
are
doing
right
specifically
by
our
black
and
brown
communities
and
with
that
I'll
open
it
up
to
questions
and
or
pass
it
off
to
others.
H
H
A
E
E
What
was
meant
by
quote
surveillance
was
that
MPD
officers
use
covert
social
media
accounts
to
quote
follow
and
quote,
engage
with
individuals
and
groups
through
their
social
media
accounts.
It
is
common
practice
for
law
enforcement
agencies
to
quote
follow
and
quote,
engage
with
individuals
and
groups
through
their
social
media
accounts
to
establish
a
credible,
undercover
social
media
profile.
H
Underlying
documents,
so
we
can
tell
our
readers
and
viewers
whether
or
not
the
city
was
covertly
you
know
following
people
on
social
media
people
of
color,
not
white
people,
not
white
supremacists,
and
for
no
you
know
criminal
investigatory
reason.
That's
what
I'm
talking
about,
not
the
you
know
the
definition
of
the
word
surveillance.
E
B
Hi
good
morning
just
to
correct
it
for
the
record,
my
name
is
Rebecca
Lucero
or
Rebecca
Lucero.
If
it's,
if
that
might
be
helpful,
I
think
to
address
your
specific
question.
Our
findings
are
correct.
Mpd
uses
covert
social
media
to
Target
black
leaders,
black
organizations
and
elected
officials
without
a
public
safety
objective
that
remains
true.
B
The
only
Clarity
we
provided
was
that
when
we
said
surveil,
we
met
exactly
what
we
said
in
our
findings
that
they
were
using
fake
accounts
to
use
fake
act
to
access,
community
members
and
organizations
to
seek
and
gain
access.
We
can
call
it.
We
don't
have
to
use
the
surveillance
surveil.
If
there's
confusion
about
that,
we
agree,
it
does
not
mean
wiretapping,
so
we
do
agree
that
it
means
to
track
follow,
engage
with
at
the
end
of
the
day.
We
don't
have
to
agree.
B
That's
what
matters
and
at
this
the
policy
change
in
here
covers
every
single
piece
from
top
to
bottom.
That
must
Implement
really
good
policies
around
undercover
social
media
or
covert
social
media
accounts,
and
that's
what
we
made
sure
to
get
into
this
agreement.
I
can
ask
Deputy
Commissioner
Irene
vanderman
to
come
up
and
provide
some
more
specifics
on
the
legal
pieces
of
it.
I
They
can
only
be
used
as
defined
and
provided
in
the
definition
for
furthering
criminal
investigations
that
have
to
be
used
in
unlawful,
non-discriminatory
Manner
and,
of
course,
there
has
to
be
authorization
for
such
accounts
to
be
created,
tracking,
regular
supervisory
review
and
review
holistically
by
the
MPD
review
panel.
That
commissioner
Lucero
spoke
about
before,
with
respect
to
how
those
accounts
are
being
used
to
ensure
that
there's
not
a
discriminatory
outcome.
B
I
think
it's
not
worth
our
time
to
go
back
and
forth
on
this
piece.
I
think
what
matters
is
that
we
do
the
work,
and
that
is
what
we're
we're
all
committed
to
doing.
We've
got
to
get
to
work
to
make
sure
there
are
good
policies,
good
training,
good
procedures
in
place,
and
that
is
what
the
agreement
lays
out
in
detail
throughout.
E
So,
just
back
to
the
social
media
matter
again,
the
city
disputes
those
findings
that
the
evidence
that
was
presented
to
us,
I,
just
don't
think,
shows
what
mdhr
thinks
that
it
shows.
But
we
will
we'll
just
dispute
that,
and
you
know
to
that
question
the
legal
agreement.
Again,
we
don't
have
to
admit
to
all
findings
and-
and
in
fact
it's
a
typical
term
of
a
settlement
agreement
that
that
there
is
not
an
admission
of
liability.
E
We
can
come
to
an
agreement
as
Mutual
parties
to
a
negotiation,
because
we
want
to
resolve
these
legal
claims.
We
want
closure
on
the
dispute.
We
want
closure
on
the
idea
of
potential
taxpayer-funded
litigation
when
we
know
we've
got
work
to
do
and
as
I
said,
that
the
council
meeting
today,
you
know
this
work,
it's
already
started,
but
but
this
really
gives
us
a
road
map
to
really
start
this.
With
this
work
in
in
great
Earnest,
with
a
huge
amount
of
accountability
through
that
independent
evaluator
and
and
that's
really
what
we're.
E
K
Problem
Fox
nine
Chief
O'hare
can
I
get
a
question
with
you.
Please
talk
to
me
about
like
training
this
act.
Obviously
we
know
work's
been
done.
You
know
for
the
last
couple
years,
but
you
know
some
big
changes.
Traffic
stops
search,
marijuana,
broken
tail
lights
fto
what's
next
week,
look
like
I
mean.
Do
we
have
to
redo
training?
How
long
will
this
take
to
get
this
department?
Your
team
right
now
up
to
the
standards
of
this
agreement.
G
G
Think
you
know,
as
had
been
highlighted
before
in
some
of
the
feedback
that
police
officers
gave
during
this
investigation
is
officers
are
simply
looking
for
clarity
right
and,
as
there
had
been
an
urgent
need
to
make
reforms,
I
think
to
some
degree,
officers
felt
somewhat
overwhelmed
by
the
length
of
policies
and
so
on.
So
I
think
what
this
agreement
will
help
is.
G
Quite
frankly,
police
officers
on
the
street
are
making
decisions
that
sometimes
that
it
takes
attorneys
weeks
to
figure
out
what
is
the
appropriate
charge
and
that
sort
of
thing
so
I
think
this
is
something
that,
as
this
goes
on
as
we
move
forward
as
we're
able
to
implement
new
policies,
we're
able
to
implement
new
training.
I
think
this
will
be
something
that
will
be
more
and
more
embraced
by
our
officers.
G
G
City
is
safer
today
than
it
was
at
this
point.
Last
year,
we've
already
had
more
than
three
dozen
fewer
victims
of
gun
violence
this
year
and
ultimately,
you
know
the
city
is
dealing
with
a
serious
level
of
crime
and
violence.
That's
absolutely
unacceptable
and
the
only
way
to
reduce
crime
and
sustain
those
reductions
is
to
ensure
that
we
are
building
trust
with
our
community.
We
need
people
to
be
able
to
trust
us
to
tell
us
what's
going
on
and
where
we
might
need
to
be.
We
need
the
community
to
inform
our
practices.
G
J
G
Think
there's
a
lot
that
has
happened
and
that
is
not
unique
to
Minneapolis
that
police
departments
do
have
policies
that
Force
must
be
a
lawful
and
so
on,
and
still
still
terrible
things
happen
in
policing,
I
think
the
difference
is
when
you
have
this
type
of
an
agreement.
Is
you
have
a
mandate
to
make
certain
Investments
That
cities
just
do
not
make,
because
this
is
a
very
expensive
process.
G
It's
very
Manpower
intensive
and,
ultimately,
you
have
to
prove
to
near
Perfection
to
an
independent
evaluator,
an
independent
monitor
that
your
cops
are
actually
carrying
this
out.
So
I
think
the
difference
here
is
not
the
quality
of
what's
written
in
documents,
it's
actually
proving
what
happens
on
the.
J
J
G
Is
already
a
part
of
the
disciplinary
process
and
through
the
implementation,
the
widespread
implementation
of
body
cameras
that
becomes
much
easier
to
do
in
the
past
without
cameras
and
policing
it
becomes.
He
said
she
said
type
scenario,
but
I
think
with
the
widespread
implementation
of
body
cameras.
That
type
of
issue
is
the
most
common
complaint.
Citizens
have
and
that's
something
that's
easy
to
prove
it
happened
or
it
didn't.
We.
G
You
will
see
discipline,
but
the
ultimate
goal
of
this
process
is
to
have
fewer
complaints
against
police.
Have
fewer
lawsuits
filed
for
police
brutality,
have
fewer
payouts
for
police
brutality,
the
actual
goal?
If
this
isn't
about
a
checklist
of
paragraphs
to
say,
we
did
this
and
we're
done.
We
did
that
and
we're
done.
This
is
about
making
change
real.
It's
about
changing
the
culture
of
policing.
L
A
The
agreement
is
obviously
heavily
focused
on
compliance,
but
really
compliance
should
be
more
of
a
lever
to
both
safety
and
Justice
I,
don't
think,
there's
a
mayor
in
the
entire
country
that
doesn't
wish
that
they
had
enacted
reforms
and
changes
faster
and
absolutely
count
me
in
with
them.
As
you
stated,
this
is
an
agreement
that
this
is
an
investigation
that
goes
back
through
at
least
three
administrations,
several
different
Chiefs,
several
different
individuals.
Obviously
within
the
administration,
the
police
department.
A
It
is
a
pattern
of
practice
we
didn't
get
here
overnight
and
we're
not
going
to
get
out
of
it
overnight,
and
so
the
work
is
is
really
ongoing.
I
think
that
the
most
the
piece
that
I
am
most
optimistic
about
is
being
able
to
transition
the
policy
to
a
point
where
we're
embedding
it
in
every
single
interaction.
A
That
is
an
area
where,
obviously,
we
collectively
and
I
include
myself
have
have
fallen
short,
and
this
is
an
area
where,
where
you
know
it
again,
we
can
create
policy
all
day,
and
certainly
we
have,
but
that's
not
good
enough,
and
so,
when
you
do
compliance,
it's
about
making
sure
that
we've
got
the
data
to
back
it
up.
We've
got
the
follow-up.
We've
got
a
public,
transparent
process
where
we're
showing
all
of
our
work,
and
we
can
count
on
the
policy
changes
made
actually
being
followed.
G
M
Number,
what
does
recruitment
look
like
from
here,
because
the
mayor's
alluded
to
it-
and
it
says
commissioner,
alluded
to
it-
this
puts
pressure
already
on
a
police
department
that,
for
better
worse,
is
fighting
a
perception
of
negativity.
So
what
does
recruitment
look
like
from
here,
and
how
do
you
solve
that
problem?
With
this
we've.
G
Already
seen
a
an
increase
in
applications
to
the
agency,
and
we've
already
had
a
number
of
inquiries
from
people
who
previously
worked
here
inquiring
about
coming
back.
So
there
already
has
been
some
change.
Some
better
feelings
around
policing
in
the
city
and
I
know
that
mayor
the
mayor
and
the
commissioner
are
working
on
a
plan
to
further
incentivize
to
to
open
that
up
as
well
as
we've.
M
A
A
If
you
look
at
other
cities,
a
huge
portion
of
the
cost
comes
in
the
form
of
I.T
Investments
data
information
and
sharing
Investments
and
I.
Think
one
of
the
most
critical
pieces
is
an
early
intervention
system.
You
know
I'm
going
to
get
a
little
bit
technical
here.
It's
not
like
you
know,
given
the
scope
of
the
issue
and
what
we
need
to
do
to
improve.
A
It's
not
like
you're,
just
going
to
be
able
to
buy
one
of
these
things
off
the
shelf.
Like
a
Microsoft
Word,
you
know
you,
you
got
to
be
able
to
make
sure
that
it's
tailored
to
the
unique
needs
of
what
we're,
seeing
and
also
the
spec
the
specifics
that
are
within
the
agreement
itself
and
I'll.
Tell
you
it's
going
to
take
time.
This
is
one
of
the
most
important
pieces
that
we're
going
to
be
working
on
and
that's
just
limited
to
the
it.
A
We're
going
to
need
to
make
sure
that
training
Investments
are
made
to
make
sure
that
the
field,
training
officers
and
the
supervisors
themselves
are
trained
in
on
best
practices
and
then
are
evaluated
to
make
sure
that
those
best
practices
are
being
followed.
Long
story
short:
this
is
no
small
undertaking
here
there
will
be
significant.
Investments
can
I
give
the
exact
dollar
figure
now
no
I
can't,
but
certainly
you
can
look
to
other
cities
to
see
the
general
expense.
K
A
A
I'm,
a
mayor
and
as
mayor
you
deal
in
the
business
of
reality,
the
reality
is
is
that
we
will
have
tough
choices
to
make
the
benefit
of
this
agreement
is
many
of
those
choices
are
already
made.
These
are
commitments
that
we
have
made.
These
are.
These
are
goals
that
we
have
committed
to
and
I
think
we
need
to
get
the
job
done.
N
Got
it
right
thanks
I'm
Amelia
Krueger
budget
director?
So
as
we
plan
to
meet
the
goals
of
the
settlement
agreement,
we
will
be
leveraging
existing
assets
as
well
as
asking
for
additional
funding.
So
as
the
the
mayor
just
talked
about
in
the
the
biennial
budget
that
was
passed
in
December,
there
was
around
8
million
dollars
of
funding
to
expand
Personnel
in
the
city
attorney's
office,
Personnel
in
the
I.T
Department,
as
well
as
increased
funding
for
alternatives
to
policing
programs
and
violence
prevention
programs.
So
that
money
is
already
in
the
budget.
N
M
Impact
of
a
court
and
how
that
kind
of
adds
to
keep.
If
there
is
a
dispute,
I
imagine
or
the
you
know,
an
inspector
finds
something
wrong.
This
is
when
you
would
file
a
motion
that
maybe
the
city
would
be
held
in
contempt
of
court.
How
does
the?
How
does
the
process
work
in
terms
of
enforcing
this,
and
what
does
that
mean
military
penalties?
How
does
it
work
yeah.
B
Thanks
for
your
question,
I
just
want
to
start
real
quick
by
by
mentioning
the
discriminatory
policing
is
incredibly
expensive
for
the
city.
Not
only
does
it
cost
us
many
millions
of
dollars
in
settlements,
it
literally
costs
people
their
lives
and
it
messes
with
the
legitimacy,
trust
and
cooperation
that's
needed
for
success
for
our
city,
so
it
is.
B
Discrimination
is
expensive
and
that's
what
we
need
to
end
when
it
comes
to
what's
next
here,
I
want
to
be
really
clear
that
the
Minnesota
Department
of
Human
Rights
will
be
on
the
ground,
with
the
city
and
MPD
through
the
entire
process,
to
make
sure
that
we
are
looking
at
everything
ourselves
that
we
are
working
with
them
and
helping
where
we
can
on
policies.
We
will
attend
every
single
training.
We
are
there
to
make
sure
that
they
can
be
set
up
for
Success.
This
whole
process
is
about
success
for
the
city.
B
We
are
better
when
the
city
is
successful
and
that's
why
the
the
independent
evaluators
are
experts
to
provide
that
technical
support.
That
is
why
we're
doing
that,
and
yes,
if
there
are
dispute,
we
will
first
work
that
out.
It
could
go
to
the
court,
but
that's
not
what
we're
that's
not
what
this
is
designed
to
do.
This
is
designed
to
move
forward.
We
recognize
it'll
take
time.
That
is
why
there's
clear
deadlines,
clear
framework,
clear
prioritization,
because
all
of
this
stuff
has
to
be
done
holistically.
K
B
K
B
B
Just
wasn't
sure
if
you
were
suggesting
that
we
were
in
a
car
at
that
point,
so
we
are
there
on
the
ground,
reviewing
policies
reviewing,
and
so
so
just
want
to
clarify
that
point
real
quick.
So
we
do
have
pretty
extensive
policing
experts
that
work
with
us
every
single
day.
So
we
mentioned
already
21
CP
policing.
B
J
E
So
there
is
a
actually
very
exhaustive
process
on
selection
of
the
independent
evaluator
baked
into
the
settlement
agreement
itself.
So
it
is
true
that
that
the
independent
evaluator
will
be
on
contract
with
the
city.
It's
a
mechanism
for
paying
the
independent
evaluator.
That's
that's
got
to
happen
somehow,
but
the
entire
settlement
agreement
Maps
out.
You
know
what
the
requirements
are
for
the
RFP,
what
the
qualification
requirements
are
for
the
independent
evaluator
and
mdhr
and
the
city
will
come
together.
E
There
is
a
provision
in
the
settlement
agreement
that
if,
if
for
some
reason,
we
can't
agree,
we're
going
to
choose
lots
and
and
do
strikes
I,
don't
think
it's
going
to
come
to
that.
We
know
that
there
are.
Are
there
are
entities,
firms
out
there
that
do
this
work
and
do
this
work
very,
very
well.
We've
got
patterns
across
the
country
of
independent
evaluator
and
it's
not
going
to
be
one
individual.
It's
going
to
be
likely
a
firm
with
many
different
individuals,
so
I
mean
all
of
these.
Things
are
mapped
out
in
the
settlement
agreement.
J
B
Yeah,
that's
a
great
question
so
right
now,
legislative
session
is
obviously
in
full
force.
The
governor
put
forth
a
transformational
budget
change
for
the
Department
of
Human
Rights
in
alignment
with
what
the
governor
and
lieutenant
governor
have
recommended
for
the
previous
years,
and
we
will
use
that
to
do
our
work.
However,
make
sense
that
is
both
in
the
Senate
bill
and
in
the
house
bill,
and
that's
just
the
regular
budget
request
that
we've
been
making
for
the
past
many
years.
This
is
just
part
of
our
overall
enforcement
action.
K
G
B
It
might
be
helpful
to
clarify
I'll
just
Echo,
that
Echo
and
just
provides
the
clarity
that
it
is
not
appropriate
to
coach
on
anything
that
is
police
misconduct,
and
so,
under
this
agreement
you
can
no
longer
do
so
and
there
and
the
chief
is
reference
referencing,
some
changes
that
have
been
made
and
making
sure
that
that
continues
to
occur.
It's
there's
nothing
wrong
with
coaching
per
se.
What's
wrong
is
when
misconduct
that
should
not
be
used
for
coaching
is
used
in
that
way.