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From YouTube: July 31, 2017, Mayor and Chief Arradondo news conference
Description
Mayor Hodges and Acting Chief Arradondo lay out their vision for public safety and public trust in Minneapolis in a news conference July 31, 2107.
B
Good
afternoon
tomorrow,
the
city's
executive
committee
will
take
the
first
step
in
the
process
of
confirming
my
nomination
of
acting
chief
arredondo
to
serve
as
the
city's
next
chief
of
police,
I
nominated
Rondo
Arredondo,
because
I
believe
MPD
needs
clear
direction
and
forward-thinking
leadership
right
now.
Minneapolis
residents
and
officers
alike
deserve
a
strong
respected
leader
at
MPD
to
establish
trust
direction
and
a
common
sense
of
purpose
throughout
the
department.
B
I
have
asked
a
lot
of
the
department
over
the
last
few
years,
and
the
Minneapolis
Police
Department
has
delivered
more
progress
toward
a
21st
century
model
of
policing
than
any
other
city
in
the
country
and
going
forward.
My
expectations
remain
high.
I
continue
to
expect
MPD
to
work
every
day
to
reduce
crime
in
Minneapolis,
particularly
violent
crime
and
especially
gun
crime.
One
of
the
best
ways
we
can
do
that
is
by
building
Community
Trust
I,
expect
the
Minneapolis
Police
Department
to
continue
the
trend
of
keeping
positive
community
engagement
at
the
center
of
its
work.
B
I
expect
to
see
stronger
relationships
with
all
Minneapolis
communities,
from
leadership
down
to
neighborhood
officers.
I
expect
MPD
to
continue
its
thoughtful
review
of
MPD
policy.
Regarding
use
of
force
and
to
keep
the
sanctity
of
life
at
the
heart
of
every
police,
interaction,
I,
expect
body
camera
policy
to
be
ingrained
in
the
training
and
the
work
of
every
officer,
because
our
tools
are
only
as
effective
as
we
allow
them
to
be,
and
I
expect
an
MPD
that
works
with
the
city,
the
mayor's
office
and
the
community
as
partners
in
our
public
safety.
B
I
have
enjoyed
working
with
Rondo
for
years
and
have
always
admired
his
calm.
A
brand
of
leadership
we've
all
seen
that,
particularly
over
the
past
few
weeks,
he
has
been
with
the
Department
for
28
years
and
before
that
he
was
a
Minneapolis
kid
Minneapolis,
neighborhoods
Minneapolis
schools
and
a
career
in
the
Minneapolis
Police
Department.
He
knows
our
great
city
well
and
believes
in
its
potential
to
be
more
than
great
as
I
do.
He
is
a
skilled
communicator
who
is
respected
inside
and
outside
the
department.
B
He's
got
a
long
track
record
of
building
lasting
relationships
in
neighborhoods
across
the
city
and
has
earned
the
kind
of
trust
that
only
comes
from
honest,
genuine
engagement
with
communities.
In
a
time
when
trust
relationships
and
communication
are
more
important
than
ever,
I
can't
imagine
a
better
choice
for
MPD
than
acting
chief
Arredondo
acting
chief
Arredondo.
C
Good
afternoon,
everyone
thank
you
for
being
here,
Thank
You,
mayor
councilmembers,
for
being
here.
It's
actually
fitting
that
we
are
here.
I
was
born
and
raised
not
too
far
from
here.
Attended
high
school
I
won't
tell
you
my
GPA
over
at
Minneapolis
rolls
in
high
school,
but
I
did
graduate,
and
my
family
certainly
grew
up
here
and
was
raised
like,
like
the
mayor,
said
here
as
well.
C
Domestic
violence,
response
and
investigation,
strategic
crime,
analysis,
crisis,
intervention,
training,
de-escalation,
youth
outreach
and
collaborative
partnerships
with
community
stakeholders,
to
name
just
a
few
and
again
I'm
proud
to
lead
such
hardworking
and
professional
men
and
women
for
the
Minneapolis
Police
Department.
As
I
move
forward,
my
vision
will
focus
on
three
main
areas:
culture,
change,
accountability
and
outcomes
and
I
want
to
stress
it
with
outcomes.
It's
not
just
in
terms
of
what
I
is
chief
CEA's
outcomes
for
the
police
department,
but
also
in
just
as
important.
C
How
do
communities,
measure
and
value
outcomes
from
us
I
will
be
diligent
in
communicating
my
expectations
internally
to
the
men
and
women
of
the
MPD,
both
sworn
and
civilian
areas,
involving
training
policy
procedures
and
even
areas
of
the
Minneapolis
Police
Department
budget.
That
can
be
opportunities
for
us
to
increase
both
safety
and
trust
with
our
communities.
I
want
to
examine
that
as
well.
In
the
coming
days,
I
will
be
posting
on
our
website,
a
data
dashboard
that
will
highlight
police
contacts
that
we
have
been
tracking
for
the
past
several
months.
C
The
areas
of
this
demo
data
demographics
dashboard
will
focus
on
our
police.
Contacts
involving
suspicious
person
stops
suspicious
vehicle
stops,
vehicle
searches,
consent,
searches
and
even
curfew
and
truancy.
I
will
also
continue
to
look
at
policies
such
as
our
use
of
force
and
our
body,
worn
camera
policies
and
others
to
evaluate
whether
they
can
be
strengthened.
C
As
with
our
body,
worn
camera
policies,
it
will
continue
to
evolve
and
I
will
continue
to
seek
input
and
recommendations
for
those
impacted
stakeholders,
as
I
mentioned
before,
I
will
shift
in
how
we
measure
outcomes
to
include
what
our
positive
outcomes
that
the
community
sees
as
well
also
recognize
community
trauma,
both
historical
and
present-day
I
know.
Our
officers
also
experienced
trauma
from
from
day
to
day.
I
want
to
increase
our
departments.
Officer,
wellness,
outreach
and
resources
and
I'm,
currently
working
on
making
sure
are
both
re.
C
Lastly,
I
just
want
to
say
that
the
greatest
currency
of
value
that
we
have
with
our
communities
is
trust.
Each
and
every
day
our
officers
must
go
out
there
and
earn
that
trust.
One
contact
at
a
time
as
I
tell
our
officers,
never
underestimate
the
power
of
a
moment.
We
have
opportunities
out
there
to
build
that
trust,
whether
it's
taking
a
bended
knee
and
looking
at
the
young
child
who's
on
their
way
to
school
and
giving
them
some
encouraging
advice
or
helping
with
our
seniors
to
cross
a
busy
intersection.
C
In
the
past
several
years,
the
Minneapolis
Police
Department,
as
well
as
police
departments
all
over
the
country,
have
certainly
been
scrutinized.
There's
certainly
been
areas
of
our
communities
where
the
trust
has
been
shaken,
I'm
committed
to
making
sure
that
when
the
history
is
written,
we
are
on
the
right
side
of
history,
the
Minneapolis
Police
Department.
We
will
not
recoil,
we
will
not
withdraw
from
our
obligation
to
protect
and
serve.
C
C
I
think
each
individual,
each
leader,
each
chief
kind
of
comes
at
this
job
and
at
this
journey
from
a
different
lens
chief,
are
told,
certainly
had
her
own
life
experiences
that
helped
shaped
her
I
certainly
bring
mine,
as
I
mentioned.
Not
only
have
I
been
a
part
of
the
Minneapolis
P
Department
for
the
past
20
years,
but
I'm.
Actually,
a
product
of
this
city
I've
had
the
wonderful
experiences
of
having
both
being
mentored
from
community
members
and
elders
in
this
community
and
still
continue
to
listen
to
those
voices.
C
Those
voices,
it
would
even
be
more
critical
of
the
Minneapolis
Police
Department
I,
make
it
an
obligation
to
continue
to
meet
with
those
voices
at
the
end
of
the
day,
I
want
to
work
with
folks
who
will
bring
solutions
to
us
to
be
a
better
Police,
Department
and
so
I
feel
very
confident
in
that
part
of
my
leadership.
So.
E
If
I
guess
you've
been
a
part
of
this
Police
Department
for
a
long
time
and
climb
through
the
rain,
is
this
a
permanent
position
that
you
want?
Are
you
actively
seeking
out
to
be
names
and
police
she's
not
just
acting,
and
then,
if
so,
what
would
be
your
priority
as
soon
as
you
get
in?
What
would
you
tackle
first
so.
C
Yes
and
absolutely
because
truly
it
is
an
honor
and
I've
stayed
with
this
department
and
have
worked
and
been
honored
to
work
in
many
different
assignments,
because
I
enjoy
the
work
that
I
do
first
priority
I
think
is
once
again,
we
have
done
a
lot
of
great
work
in
the
area
of
procedural
justice
and
building
relationships,
but
I
think
more
importantly
than
now.
I
need
to
make
sure
that,
as
chief
of
this
police
department,
we
redouble
those
efforts.
C
There
are
communities
right
now
that,
quite
frankly,
are
questioning
that
trust
that
can't
be
so
that
works,
got
to
be
earned
and,
and
I
probably
haven't,
had
an
opportunity
over
the
last
10
days
to
talk
with
many
of
you
it's
because
if
the
work
doesn't
stop,
there's
not
a
pause
button
that
I
can
I
can
set.
The
work
has
to
continue,
and
so
building
that
trust
and
making
sure,
also
that
our
officers
know
that
this
is
an
opportunity
for
us
once
again
to
be
on
the
right
side
of
history
and
I'm.
E
C
F
C
I
think
for
one
I
want
to
really
look
at
in
terms
of
our
de-escalation.
I
also
want
to
make
sure
that
where
there
are
opportunities
specifically
also
in
our
training,
where
there
are
opportunities,
we
can
enhance
that
where
we
can
also
perhaps
utilize
the
expertise
of
community
members
to
help
us
in
those
areas.
We
want
to
do
that.
We've
had
the
fortunate
opportunity
in
past
years
to
work
closely
with
the
Barbara
Schneider
Foundation,
for
example,
who's
led
work
nationally
in
the
area
of
mental
health
and
de-escalation
and
crisis
intervention
training.
A
C
So
I
would
say
if
there's
an
opportunity
right
now
for
us
moving
forward.
It's
it's
the
trust
piece.
I,
think
that
we
have
done
a
lot
of
things
in
the
area
of
trust.
I
think
that
we
need
to
continue
to
do
that.
Minneapolis
Police
Department,
like
other
police
departments
across
the
country.
We
are
going
to
have
incidents
or
challenges
or
turbulence.
C
C
Never
even
looked
at
me
I'm
very
I'm,
very
I'm,
very
humbled
for
the
opportunity.
As
you
mentioned,
when
I
was
a
kid
growing
up.
Several
blocks
from
here.
I
can
remember
some
of
the
veteran
african-american
officers,
the
Reilly
late
Reilly
Gilchrist,
the
late
Monti,
Manning
and
viwers.
These
were
officers
that
I
looked
up
to
and
aspired
to
join
the
police
department.
C
What
I
can
tell
you
is
Chiba,
so
I'm
very
humbled
to
have
been
many
african-american
leaders
that
have
that
have
paved
the
way
for
myself
and
other
african-american
officers
to
be
in
the
positions
we
are
in
today.
But
I
also
know
that
as
chief
of
Neapolis
Police
Department
I
have
four
hundred
thousand
bosses
and
those
are
the
folks
that
make
up
in
terms
of
the
residents
here
in
this
city,
so
I'm
committed
to
them
and
obligated
to
them
to
ensure
their
safety.
C
C
It's
only
been
10
days
so,
but
I
will
say
that
with
every
change
in
leadership,
chief
harteau
was
her
own
leader.
I
have
to
be
my
own
leader
and
I
have
to
I,
have
to
be
Who,
I
am
and
how
I've
been
the
last
28
years
on
this
police
department.
I
have
to
bring
my
strings
to
this.
I
have
to
also
make
sure
that
I'm
surrounded
by
very
competent,
incapable
command
staff
to
help
me
in
that
area.
E
If
I
could
ask
their
business
called
sports,
it's
systemic
excuse
me
a
change
at
the
police
department
from
the
top
down.
Is
it
the
change
in
personnel,
a
change
in
policy?
This
is
the
police
department
that
answers
a
lot
of
calls
every
year.
You
know-
and
it's
not
just
about
one
incident
that
happened
recently
but
the
past
few
years,
yeah.
C
C
I
have
to
work
with
in
partnership
with
their
state
law
that
I
have
to
work
with,
there's
also
contractual
laws
that
I
have
to
work
with,
but
probably
more
importantly
than
that
people
policy.
Someone
could
come
into
this
wearing
this
uniform
tomorrow
and
they
could
change
our
policies.
They
could
change
our
training
and
they
could
change
I.
C
Even
try
to
look
at
our
budget,
but
ultimately
it's
people,
I
have
to
lead
people
and
it's
the
people
who
are
going
to
make
the
changes
that
are
necessary
and
so
I've
had
28
years
and
been
very
blessed
to
work
with
some
very
talented
and
professional.
Hard-Working
people
I've
also
had
to
build
currency
with
them
of
trust
and
so
in
respect,
and
so
that
is
what
I
feel
I
have
moving
forward,
and
that
is
what
I
will
focus
on
brothers.
C
That
also
means
within
the
department
I
have
to
make
sure
that
the
men
and
women
of
this
department
see
me
also
is
being
trustworthy,
respectful
and
because,
once
again
they
have
to
do
the
work.
I
will
tell
you
where
culture
doesn't
change,
it
doesn't
change
by
just
changing
papers.
There
has
to
be
a
connection
with
the
men
and
women
who
are
doing
the
work
and
there
they
have
to
believe
that
the
work
is
meaningful
and
they
have
to
know
that
that
significance
between
building
those
relationship
with
the
communities
that
we're
all
better.
Because
of
that.
C
C
C
I
would
venture
to
say
that
in
today's
day
and
age,
you're
probably
safe
doing
a
year's
business
plan.
So
we
talked
about
culture
change.
When
we
talk
about
policy
changes,
these
things
have
to
ever
be
evolving
because
our
communities
evolve.
The
the
our
communities
in
our
world
are
much
more
fast-paced
today
and
so
I
think
that
it's
it's
really
making
sure
that
I
stay
attuned
to
the
needs
and
the
wants
of
our
communities
as
well
as
our
department
members.
C
You
know
we
today
we're
hiring
a
millennial
generation
which
is
very
different
from
the
generation
that
I
came
on,
and
so
those
are
things
that
I
have
to
look
at
as
chief
of
police.
You
know
how
do
I
best
make
sure
that
we're
getting
qualified
candidates
to
to
work
in
a
rapidly
ever-changing
way
of
doing
a
being
a
peace
officer
did.
E
B
The
first
thing,
I
will
say,
is
I
have
deep
and
complete
confidence
in
acting
chief
Arredondo
and
that
you
know
the
question
comes
up.
Well,
should
you
do
a
search,
and
should
you
wait
and
there's
a
couple
key
reasons?
First,
when
you
have
the
caliber
of
talent
and
the
caliber
of
vision
and
the
caliber
of
experience
in
a
leader
in
the
police
department?
Who
also
has
this
history
in
Minneapolis
in
the
community,
who
is
deeply
respected
inside
the
department
and
in
the
community
as
midoriya
arredondo?
B
Is
you
want
that
person
to
be
your
chief,
so
I'll
say
that
first
and
second,
you
know
acting
chief
arredondo
mentioned
this
I
mentioned
this.
We
have
asked
a
lot
of
our
department
in
the
last
few
years.
There
has
been
a
lot
of
change.
You
know,
acting
chief
arredondo
has
been
here
throughout
that,
certainly
for
the
last
28
years,
and
making
sure
that
folks
know
who
the
leader
is
moving
forward
in
this
department
at
this
time
is
important
for
the
community,
but
it's
also
important
for
the
officers
in
the
MPD
thanks.