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From YouTube: 10-21-2021 - Public Safety Advisory Board Meeting
Description
Live teleconference meeting of the Mountain View Public Safety Advisory Board Meeting scheduled for Thursday, October 21, 2021.
A
C
E
A
Thank
you.
Moving
on
to
item
three
oral
communications
item.
3
is
oral
communications
from
the
public.
This
portion
of
the
meeting
is
reserved
for
persons
wishing
to
address
the
subcommittee
on
any
matter
not
on
the
agenda.
Speakers
are
allowed
to
speak
on
any
topic
for
up
to
three
minutes
or,
as
indicated
during
this
section,
state
law
prohibits
the
psab
from
acting
on
non-agendized
items.
Would
any
member
of
the
public
like
to
provide
comment
on
an
item
that
is
not
on
the
agenda?
A
F
Okay,
I
might
have
to
write
down
that
phrase
before
I
use
it,
but
okay
yeah,
I
I'm
just
there
were
a
few
things.
I
think
there
were
five
things
that
I
raised
at
the
last
meeting
and
I
think
chair
ir
that
we
have
already
talked
about
this
about
these
items
and
some
of
them
I
think,
you're
prepared
to
cover.
I
don't
know
if
you
want
me
to
say
what
those
are,
because
you
might
have
them
in
your
own
records
and
I
don't
need
to
repeat
them.
F
F
All
right,
let
me
go
back
to
my
notes
on
this.
Then
we
talked
about
the
vaccination
requirements.
That
seems
to
be
pretty
clear.
There
are
the
slides
from
the
county.
There's
one
slide
that
the
chair
requested.
Hopefully
we
can
get
all
the
slides,
including
their
presentation,
so
an
update
on
that
would
be
great.
F
There
was
a
question
about
where
the
the
north
county,
mobile
response
program
would
be
located,
and
melvin
said
he
would
update
psab
when
more
is
known
that
might
still
be
standing
and
then,
lastly,
the
the
advisory
bodies,
handbook
update
and
any
other
guiding
documents
for
psalm
that
might
need
to
be
developed,
and
that
was
going
to
be
looked
into
also
with
the
city
clerk.
Those
are
things
that
I
have
in
my
records.
I'm
done.
A
Okay,
thank
you.
Let
me
see
if
there's
any
other
hands
up
no
other
hands
up
at
this
time.
So
with
that
we're
going
to
close
oral
communications
and
before
we
move
forward
I'll,
just
reiterate
what
bruce
talked
about
and
just
provide
the
status,
as
I
know
in
melvin,
please
chime
in
if
there's
anything
more
that
you
know
in
terms
of
getting
the
slides
from
the
county
and
posting
that
on
the
psap
website,
I
don't
think
there's
an
issue
with
that.
Melvin
is
that
is
that
correct.
B
A
B
I
can
let
you
know
if
it's
when
it's
done,
it's
normally,
it's
posted
to
the
website
and
downloadable.
So
I
believe
that
might
be
what
mr
england
is
referring
to.
He
downloaded
a
version
that
was
not
the
latest
or
we
posted.
I
don't
want
to
blame
him.
We
posted
a
version
that
was
not
the
latest,
so
I
will
verify
that
the
latest
update
is
posted
to
the
website
and
let
you
know.
A
That
sounds
perfect,
so
go
team.
We
have
got
mr
england's
list
down
from
five
items
to
three
items:
let's
go
team.
We
can
do
this
all
right.
So
with
that
I'm
gonna
move
to
item
number
four,
which
is
minutes,
approval
the
psab
meeting
minutes
of
september
23rd
2021,
I'm
sure
you
all
have
read
them
closely.
A
Does
anyone
have
any
comments
or
questions
about
the
august
26th
meeting
minutes
looking
for
any
hands
raised
at
this
point?
Don't
see
any
okay?
Would
anyone
like
to
make
a
motion
to
approve
the
august
meeting
minutes
or
september
september
meeting
minutes?
Sorry
we're
in
october.
Thank
you.
Thank
you.
Members
undo,
somebody
second,
that.
G
A
A
Okay,
we
are
now
moving
on
to
section
five
discussion,
action
items
and
item
number:
one
is
school
resources.
Excuse
me
school
resource
officer.
That
is
not
one
word
school
resource
officer
subcommittee,
update,
melvin
I'll
turn
it
over
to
you,
I'm
I'm
not
quite
sure
which
which
of
you
is
presenting.
So
let
me
turn
it
over
to
you.
B
Thank
you,
chair
iyer.
This
will
be
a
combination
of
me
providing
a
little
background.
Information
and
member
tang
is
going
to
provide
an
an
update
and
we
will
be
using
a
presentation
to
do
that.
Just
to
allow
you
all
to
see
some
of
the
findings
that
we've
discovered
in
our
work
over
the
last
couple
of
months.
B
The
sro
subcommittee
has
been
meeting
weekly
since
june
24th
or
a
week
after
that
and
devised
a
subcommittee
like
outreach
and
research
strategy
which
entails
surveying
mountain
view,
middle
and
high
school
students,
as
well
as
their
parents
and
staff
of
mountain
view,
high
schools
and
middle
schools
conducting
one-on-one
group
meetings.
I'm
sorry,
one-on-one
meetings
as
well
as
group
meetings
with
community
members,
primarily
focused
on
students,
parents
and
staff,
but
then
also.
B
Meetings
with
other
community
members
and
coalitions
who
are
concerned
about
school
resource
officers,
the
sro
subcommittee
is
also
reviewing
the
current
mvpd
sro
program,
whether
that
entails
in
meeting
with
school
resource
officers,
as
well
as
reviewing
some
of
the
policies
and
the
memorandum
of
understanding
between
the
school
resource
city,
apologies
and
mountain
view.
Los
hotel
school
district.
B
The
sro
subcommittee
will
take
all
of
its
findings
and
establish
recommendations
which
they
will
present
to
the
psab
on
november
18th
and
the
peace
app
will
determine
which
of
those
recommendations.
They'd
like
to
adopt
officially
as
a
body
and
to
recommend
to
the
city,
council
and
those
recommendations,
will
go
to
the
city
council
on
december
14th
and
be
presented
by
staff.
B
Again.
The
sro
subcommittee
has
also
met
with
coalition
members
and
community
groups,
mountain
view,
school
resource
officers
and
also
intends
to
meet
with
the
mountain
view,
high
school
associated
student
body
and
a
group
of
mountain
view,
students
of
color
since
june
24th,
the
many
of
these
activities
have
been
completed
and
the
sro
subcommittee,
as
well
as
some
other
psap
members,
have
had
meetings
with
community
members
and
shared
their
findings
with
me,
and
today,
member
tang
will
be
providing
an
update
on
what
some
of
that
information
is.
B
D
Thank
you,
mr
gaines,
and
also
for
compiling
all
of
this
information.
So
first
we
have
some
student
input
from
students
of
mountain
view,
high
school
and
also
mountain
view.
Whisman
school
district
we've
had
some
group
meetings
with
a
justice
vanguard
member,
some
los
altos
staff
members
and
a
recent
mountain
view.
High
school
graduate,
some
one-on-one
meetings
with
high
school
mountain
view,
high
school
students,
including
students
of
color,
some
one-on-one
meetings
with
a
grand
student.
D
So,
with
some
positive
and
or
neutral
student
input,
students
don't
seem
to
have
many
personal
interactions
with
sros
and
oh
specifically,
high
school,
and
they
believe
some
of
them
believe
sros
would
be
okay
if
they
provided
programs
supporting
high
school
students.
These
particular
students
were
unaware
of
the
pal
programs.
D
Some
concerns
from
the
high
school.
Some
students
are
uncomfortable
with
us,
walking
around
campus
during
passing
periods
and
lunch.
There's
a
feeling
that
police
walking
around
school
or
serving
lunch
is
quote
unquote
kind
of
weird,
especially
if
they
are
carrying
a
gun.
Not
all
students
want
to
be
addressed
publicly
by
a
police
officer.
D
There
was
also
an
incident
where
a
student
of
color
was
asked
to
show
her
id
to
an
sro
to
prove
that
she
attended
mountain
view
high
school
and
then
there's
a
belief
that
soros
can
be
overbearing
and
scary.
Some
thoughts
from
the
middle
schoolers.
Not
everyone
wants
to
be
known
as
a
dreams
and
futures
or
pal
kid,
and
then
they
don't
understand
why
some
kids
and
not
others,
get
accepted
to
dreams
and
futures.
D
This
came
from
us
here,
a
series
of
meetings
with
parents
of
high
school
and
also
middle
school
students.
Here
there
are
some
group
meetings
and
individual
meetings
with
latinx
parents.
There
were
more
than
six
one-on-one
meetings
with
the
cafeto
group
meeting
and
then
the
lcac
group
meeting.
Thank
you
very
much
to
our
our.
D
D
There
are
some
thoughts
that
police
must
be
a
part
of
the
healing
process
for
community
slash
police
relations
or
it
won't
work.
It's
critical
to
address
intergenerational
and
live
trauma
and
police
are
here
to
serve,
so
it
is
natural
for
them
to
do
this
job,
both
in
and
out
of
school
police
presentations
and
videos
to
parents
and
kids
about
drugs,
gangs
and
behaviors.
D
To
look
out
for
are
seen
as
important
and
helpful,
and
some
parents
have
felt
empowered
by
this
knowledge
and
become
leaders
watchers
or
reporters
in
their
communities.
Then
there
are
one-on-one
opportunities
with
hispanic
police
officers
and
then
those
leave
lasting
positive
impressions
on
kids.
These
officers
offer
disciplined
leadership
authority
that
can
be
more
powerful
than
school
staff.
D
Some
more
positive
or
neutral
thoughts.
Some
parents
are
comfortable
enough
to
ask
soros
directly
for
help
with
their
kids.
One
mother
of
a
grown
son
said
that
asuras
were
responsible
for
keeping
her
son
out
of
a
gang.
Another
mother
spoke
of
her
depressed
son
and
the
sro
who
detected
the
problem
and
with
other
officers
mentored
the
boy.
Sorry
excuse
me:
mentored
the
boy
and
mentored
mentored
mentored
the
boy
and
helped
relieve
his
distress.
D
D
So
here
are
concerns
raised
by
parents,
there's
a
concern
that
kids
need
to
know
why
sros
are
on
campus,
because
it's
confusing
for
both
parents
and
kids.
If
there's
no
explanation
for
their
presence
and
then
schools
need
to
communicate
the
purpose
of
sros
and
provide
examples
of
when
they
are
called.
D
D
Some
more
concerns,
not
every
parent,
knows
or
understands
how
to
advocate
for
kids
to
be
enrolled
in
sro
programs,
and
then
there's
also
the
view
that
police
without
uniforms
can
also
make
kids
nervous
because
it
feels
like
they
might
be
tricked
or
trapped.
And
then
there
should
be
more
female
officers
interacting
with
kids,
especially
young
girls.
D
D
Member
staff
members
from
los
altos
high
school
and
then
our
recent
mountain
view,
high
school
graduate,
a
gram
staff
member,
the
grand
principal
the
principal,
the
principal
and
assistant
principal
for
mountain
view,
high
and
then
some
mountain
view.
High
staff
members
upcoming
is
a
meeting
with
a
crittenden
staff
member
and
then
the
alta
vista
l,
lcac
meeting.
D
D
D
The
sros
make
very
few
arrests
and
issue
two
citations
and
they're
more
interested
in
keeping
kids
out
of
the
system
and
normally
the
sros
go
directly
to
the
admin
office
when
they're
called
to
schools
and
during
mental
health
responses.
Uplift
provides
the
transport
of
students
to
hospitals,
not
sros.
D
D
Some
concerns
from
looking
at
the
los
altos
sro
task
force,
data,
there's
no
evidence,
sros
make
campus
safer
from
school
shootings
and
it's
unknown
whether
mountain
view
pd
and
mvla
or
mountain
view.
Whizman
have
the
same
perceived
purpose
for
sros
and
then
there's
also
research
that
shows
sros
have
a
detrimental
effect
on
students
feeling
safe.
D
Some
concerns
for
meeting
with
envy
cybra.
There
are
mountain
view,
high
school
students
and
recent
graduates
and
some
of
their
parents
that
have
expressed
interest
in
removing
sros
from
campus,
especially
during
last
summer,
and
the
students
and
alumni
have
reported
needing
more
mental
health
services
at
the
school
in
place
of
sros.
D
Tonight
we're
going
to
discuss
the
information
that
was
presented
and
or
elaborate
on
the
information
that
we've
gathered.
The
subcommittee
will
conclude
research
and
outreach
on
november
5th,
based
on
all
of
the
input
that
we've
gathered.
The
subcommittee
will
draft
program
recommendations
for
the
sro
program,
which
will
be
presented
to
you
all
november
18th,
and
then
we
as
an
advisory
body,
will
determine
which
recommendations
to
submit
to
the
city,
council
and
then
city
staff
will
present
the
advisory
bodies,
recommendations
to
the
city
council
on
december
14th.
A
E
Yes,
not
exactly
a
question
more
of
an
additional
update,
so
the
mount
the
the
survey
went
out
to
mbla
so
mount
view
los
altos
school
district.
Today
I
received
it
in
my
email.
It
also
went
to
the
los
alto
students,
so
you
might
have
a
few
more
thoughts
of
student
responses
just
because
it
was
sent
out
by
the
district
and
then
the
mountain
view.
E
High
school
associate
student
body
checked
in
with
the
district,
just
as
a
I
don't
know
before
they
met
before
they
wanted
to
meet
with
me
tomorrow
and
the
district
says
they
can't
meet
with
us.
So
I
asked
them
to
kind
of
just
hold
a
little
discussion
on
their
own
and
let
me
know
kind
of
the
big
things
that
come
up,
but
I
am
unable
to
meet
with
them.
C
G
H
A
H
Met
with
somebody,
somebody
in
mountain
view,
that
has
a
family,
that's
been
in
mountain
view,
the
school
district
with
their
kids
for
a
while
and
yeah
they.
This
was
just
a
one-off.
I
was
like.
Are
you
aware
of
the
con?
You
know
some
of
the
problems
with
sros.
Don't
get
me
wrong?
It's
one
person
sample
but
yeah.
His
kids
are
yeah,
haven't
really
had
any
contact
and
their.
C
A
G
A
Okay,
I
don't
see
any
remaining
hands,
so
I'm
going
to
go
ahead
and
ask.
Would
any
members
of
the
public
like
to
make
comments
on
this
item
at
this
time,
depending
on
the
number
of
hands,
then
I
will
oh
just
one
hand
tim
mckenzie.
We
were
wondering
where
you
were
just
in
time.
Three
minutes,
mr
mackenzie.
Please
go
ahead.
J
Hi
all
good
to
see
you.
I
was
wrapping
up
some
things
in
lab,
so
needed
to
finish
that
up
before
I
could
come
glad,
I
was
able
to
catch
last
half
of
that
meeting.
The
the
presentation.
Thank
you
board,
member
tank.
That
was
very
informative
and
I
just
I'd
like
to
sort
of
follow
up
on
the
thread
I
heard
from
board
member
frank.
J
A
little
bit
of
there's
seems
to
be
some
people
that,
like
don't
like,
there's
a
miscommunication
a
little
bit
between
what
the
purpose
of
things
are,
that
that
feels
related
to
some
threads
that
I
saw
on
in
the
presentation,
in
that
there
were
teachers
in
the
school
district
who
have
worked
there
for
years.
Who
don't
really
know
who
the
sro
is
personally?
That
sounds
that
that
sounds
like
someone
who
would
be
directly
involved
and
should
know,
but
there
seems
to
be
a
disconnect,
I
think,
on
all
sides.
J
There
seems
to
be
some
sort
of
disconnect
because
the
the
memorandum
of
understanding
between
mount
v,
wisman,
school,
district
and
mvpd
has
lapsed.
It
has
to
my
knowledge,
has
not
been
re-upped
and,
as
far
as
I'm
aware,
there
isn't
an
existing
one
for
the
other
school
district
in
mountain
view,
so
there
there
is
definitely
some
sort
of
disconnect
between
the
purpose
of
the
sros
and
how
they're
being
manifested
with
the
people,
who
should
be
having
the
most
direct
impact.
J
And
again
I
I
am
not
in
mountain
view,
high
school
or
elementary
schools.
I
don't
have
any
kids
there,
but
I
am
a
community
member
and
I
have
found
it
very
compelling
when
there
have
been
dozens
of
kids
coming
up
to
speak
in
organizing
and
mobilizing
for
comments
at
psab
meetings
at
city
council
meetings
say.
J
Please
remove
cops
from
campus
again,
I'm
not
directly
impacted,
and
I
want
to
raise
up
and
echo
what
I
heard
from
board
members
earlier,
that
we
should
listen
to
the
people
who
are
most
directly
impacted
and
just
as
a
community
member.
I
find
it
remarkably
compelling
to
see
what
these
kids
are
doing,
because
I,
when
I
was
that
age
I
didn't
even
know
when
city
council
meetings
were
never
mind,
showing
up
to
comment,
never
mind
convincing.
My
friends
to
come
and
show
up
so
I
just
I
really.
A
G
Oh,
I
just
wanted
to
if
I
could
comment
that
again,
if,
if
we're
talking
about
the
people
who
are
most
impacted
by
the
program,
those
are
not
people
that
you
see
talking
at
those
meetings,
at
least
in
my
experience.
Those
are
people
who
are
have
other
issues
with
police
in
general,
and
the
kids,
who
are
most
directly
impacted
by
the
program,
are
kids
who
are
helped
by
the
program,
and
I
think,
once
again,
when
you
talk
about
making
changes
in
this
program,
you
are
editing
a
resource
that
a
lot
of
people
depend
on.
H
Nope,
I'm
not
muted.
I
did
actually
just
wanted
to
convey
to
the
the
board
that
I
did
actually
meet
with
the
the
sros
in
person
and
kind
of
had
a
fairly.
I
don't
know
at
least
an
hour,
maybe
a
little
longer
conversation
where
you
know
I
was
able
to
meet
them
personally
and
just
get
a
sense
of
how
passionate
they
are
about
their
job,
and
I
just
want
to
put
forward
that
yeah.
I
was
impressed
by
them.
I
thought
they
were
definitely
driven
and
motivated
about
their
mission.
H
K
I
think
the
issue
would
be
a
ride,
along
with
an
sro
wouldn't
be
difficult
if
it
involved
one
of
our
after
school
programs.
Pal
boxing,
in
fact
james,
would
probably
love
the
assistance
out
of
bell
boxing.
But
if
they're
going
on
campus,
I
think
there's
going
to
be
concerns
and
we'd
have
to
run
that
up
the
district.
They
have
their
own
kind
of
rules.
So
we.
K
K
My
feeling
is
it's
going
to
be
really
contingent
on
the
type
of
work
that
they're
doing
on
that
day,
probably
not
for
a
lot
of
like
specific
one-on-one
mentoring,
but
perhaps
at
like
at
mistral
or
castro
elementary
school,
where
they
do
group
mentoring.
That
would
probably
be
more
appropriate
and
would
actually
be
very
welcome.
A
K
So
just
as
an
overview,
this
data
that
we've
received
obviously
was
part
of,
or
the
request
was
part
of
the
work
plan
item
and
by
providing
you
with
information
both
for
the
first
of
this
third
quarter,
but
also
the
previous
will
help
enable
you
to
do
a
little
bit
of
quarter
to
quarter
comparisons,
but
moving
forward
in
the
future.
There
will
be
additional
data
and
additional
quarters
and
even
ability
to
do
year-to-date
compare
holes
with
subsequent
years
the
data
that
we're
providing
comes
from
staff.
It
comes
from
our
professional
standards
unit
sergeant.
K
I
may
slip
and
drop
into
an
acronym
and
say
psu
for
professional
standards
unit.
For
those
of
you
who
attended
mvpdx,
our
psu
sergeant
is
matt
atkins
and
you
may
remember
him
also
the
information
we're
providing.
You
is
not
only
complaint
data,
but
it's
also
internal
affairs
investigations
and
complaints.
They're
almost
identical
very
similar,
and
it
seems
more
in
line
with
your
intent
than
the
information
that
you
would
want
to
know
so.
I
K
Combining
both
of
those
together
but
understand
as
a
result
of
complaints
and
personnel
internal
affairs
investigations,
this
information
is
protected
as
personnel
information,
so
the
information
that
we
can
provide
that
law
allows
for
us
to
share
with
the
public
and
to
share
with
the
peace.
Have
we
absolutely
will?
In
fact
there
are
new
laws
changing
that
will
allow
for
more
internal
affairs
investigations
to
be
made
public.
K
Those
issues
assess
what
the
nature
of
those
concerns
is
and
then
triage
them
appropriately.
If
they're
issues
that
are
really
more
about
process,
sometimes
they
can
be
addressed
in
the
field.
But
often
what
happens
is
they're
categorized
into
one
of
three
different
types:
a
policy
inquiry
or
an
inquiry,
a
minor
internal
affairs
complaint
and
a
major
internal
affairs
complaint,
and
they
really
vary
dramatically
and
we'll
talk
a
little
bit
more
about
those
when
we
move
forward,
but
a
minor
complaint.
K
Now
these
investigations
are
different
for
minor
and
major,
but
I
think
it's
important
for
you
to
know
that
major
internal
affairs
investigations
are
all
run
through
with
the
oversight
of
the
of
our
hr
department
and
with
oversight
and
conversation
with
our
city
attorney's
office.
So
they
are
not
done
in
a
bubble,
but
rather
in
conversation
and
with
direct
feedback
from
both
of
those
departments.
K
With
that
I'd
like
to
just
overview
what
data
we
are
going
to
be
talking
about
today
and
what
you
see
on
the
screen
now
essentially,
is
what
our
quarterly
data
will
look
like
with
the
data
metric
columns
at
the
top.
This
first
light
blue
column
right
here
in
the
upper
left,
is
really
just
distinguishing
whether
or
not
this
is
an
internal
affairs
complaint
or
a
miscellaneous
identification
number.
K
Those
will
be
documented
still
and
those
are
placed
in
a
miscellaneous
identification
number
for
recalling
and
for
tracking
purposes,
formal
internal
affairs
complaints.
Those
are
given
an
ia
number
and
often
ia
is
just
the
acronym
for
internal
affairs,
but
it
is
the
term
used
for
the
investigation
of
a
specific
allegation
of
misconduct,
so
ias
and
miscellaneous
identification
numbers
are
in
the
first
column.
K
Next
is
the
origin
of
the
complaint
and
staff
felt.
It
was
important
for
the
board
to
know
if
the
origin
of
the
complaint
came
from
with
inside
the
organization
or
if
it
was
external,
so
if
it
was
a
peer
or
a
supervisor
who
saw
performance
that
was
not
satisfactory
and
brought
forward
the
issue
or
if
the
issue
came
from
a
community
member
or
somebody
outside
of
the
organization
like
another
police
department.
K
Next
is
the
nature
of
the
employees,
employment,
if
they're
a
sworn
officer,
basically
an
officer
sergeant,
lieutenant
captain,
deputy
chief
or
chief,
so
if
they're
sworn
or
if
there
are
professional
staff
members
and
for
the
most
part,
that's
going
to
be
our
our
public
safety
dispatchers,
our
records
personnel,
our
police
assistants
and
our
community
service
officers-
and
there
are
some
other
excellent
support
staff.
But
those
would
be
the
main
ones
that
would
be
ending
up
in
these
categories.
K
Next
is
policy
violations
other
than
rudeness
or
discourteous
behavior,
and
this
is
a
bit
of
a
catch-all,
but
it
could
carry
or
could
cover
issues
such
as
not
activating
an
officer's
body-worn
camera
or
being
late
repeatedly
to
briefings
not
following
through
with
investigations
in
a
timely
manner.
Those
types
of
things
the
next
is
a
fairly
self-explanatory,
but
rude
or
discourteous,
behavior
tracking.
That
information,
I
don't
think
I
need
to
expand
on
that
and
the
next
is
excessive
force
and
it's
really
excessive
force
or
force
outside
of
our
policy.
K
So
our
policy
has
very
specific
rules
of
when
force
can
be
used
and
what
type
of
force
is
appropriate
and
there
are
also
specific
guidelines.
So,
for
example,
if
I
was
being
pepper
sprayed
by
one
of
our
officers-
and
I
was
lighting
a
cigarette,
it
is
almost
never
should
our
officers
be
pepper,
spraying
around
an
open
flame.
So
it's
one
of
those
things
that
could
result
in
an
excessive
force
or
outside
of
force
policy
review,
but
it
could
include
something
significantly
more
egregious
as
well.
K
The
next
is
racial
bias
or
discrimination,
and
these
can
range
from
everything
from
an
inappropriate
joke
to
a
subject
being
stopped
in
a
vehicle
and
feeling
like
they
were
targeted
because
of
their
race.
So
it's
a
another
kind
of
large
umbrella,
but
obviously
extremely
significant
to
be
tracking,
and
I
think
it's
important
for
the
board
to
know
too
that
that
racial
bias
and
discrimination
under
new
california
law
that
hasn't
come
into
effect
yet
will
be
changing
the
types
of
or
added
to
the
list
of
internal
affairs
investigations
that
will
be
made
public.
K
But
we
are
on
top
of
it
and
working
with
our
city
attorney's
office
and
we'll
make
sure
that
we're
compliant
with
the
expectations
of
the
laws
for
one
and
then
the
expectations
of
our
organization
and
our
community
and
the
next
is
kind
of
an
other
catch-all
in
policing.
Some
things
just
don't
fit
into
a
perfect
kind
of
package.
In
fact,
we
have
one
other
in
our
data.
K
K
That
is
both
our
policy
and
our
practice,
and
that
enables
us
to
remove
barriers
of
fear
and
intimidation
or
maybe,
if
somebody
didn't
want
to
make
a
complaint
because
of
their
immigration
status,
etc.
We
want
to
be
able
to
accept
any
complaints
that
come
into
us,
regardless
of
whether
or
not
we
know
who
filed
those
complaints.
I
will
say
it
makes
it
a
little
more
difficult
to
follow
up
with
people
depending
on
the
method
of
the
submission
of
the
complaint,
but
our
professional
standards
unit
does
make
every
effort.
K
K
The
next
is
really
just
measuring
whether
or
not
the
complainant
wanted
this
to
be
a
formal
or
an
informal
complaint,
and
that's
similar
to
our
mi
and
ia
numbers.
But
it's
important
to
note
that
even
if
a
community
member
or
an
officer
wanted
an
issue
to
be
handled
informally,
the
decision
to
make
that
you
know
whether
it's
it's
handled
formally
or
informally,
really
is
based
on
a
broader
understanding
of
pattern
of
behavior
and
performance
by
an
officer
as
well
as
what's
important
to
the
organization
and
our
rules
and
procedures
and
laws.
K
So
some
people
may
not
find
performance
or
some
alleged
misconducted
regions,
whereas
the
organization
may
find
it
more
more
significant,
more
important.
So
you
will
see
that
sometimes
formal
complaints
are
dropped
down
to
a
miscellaneous
information
number
and
vice
versa.
That's
really
reflective
of
what
happens
in
the
investigative
process
and,
lastly,
is
the
disposition
of
the
the
internal
affairs
investigations
and
the
dispositions
are
really
they're
in
our
policy.
In
fact,
everything
related
to
our
discipline
is
in
our
policy
and
published
on
our
webpage,
but
I'll
just
so.
K
K
K
Even
if
someone
were
to
have
a
no
finding
and
to
leave
during
an
investigation,
they
may
still
be
subject
to
having
their
their
post,
certifications,
removed
and
then
therefore
ineligible
to
be
a
police
officer.
But
that
is
new
legislation
that
is
being
worked
out.
The
specifics
are
being
worked
out
and
a
pending
is
really
a
simple
one.
That's
actually
not
in
our
policy,
just
as
we're
providing
you
with
data
understand
that
complaints
in
internal
affairs
investigations
can
stretch
beyond
one
quarter.
So
I
didn't
want
to
have
a
blank
category
for
you.
K
K
K
K
And
q2
is
a
little
bit
different.
We've
got
three
miscellaneous
instant
numbers
and
one
internal
affairs
investigation,
and
in
q2
we
had
all
of
them
being
external,
which
is
different
than
q1,
and
a
split
between
sworn
three
sworn
and
one
professional
staff,
three
policy
allegations
of
misconduct
and
one
legal
issue.
K
The
none
of
the
complainants
requested
to
be
anonymous,
and
three
of
the
four
requested,
formal
internal
affairs
investigations
or
formal
complaints,
dispositions
range
from
not
substantiated
a
pending
case,
an
unfounded
case
and,
of
course
another
pending
case
and
lastly,
for
q3
q3.
We
had
two
incidents:
they're,
both
miscellaneous
incidents
externally
generated
regarding
our
professional
staff,
one
was
regarding
rude
or
discourteous,
behavior,
the
other
is
the
other
category,
and
that
one
was
one
where
we
just
felt.
It
was
important
and
the
complainant
really
requested
that
we
document
an
incident.
K
K
A
D
K
Absolutely
so
we
can
take
complaints
through
ask
mountain
view,
which
is
our
an
online
portal.
That's
not
a
standard
format,
but
if
we
receive
a
complaint
through
ask
mountain
view
or
or
any
type
of
email
anonymously
or
even
into
the
city
into
a
different
department
that
gets
forwarded
forwarded
to
us,
we
will
accept
that
complaint.
K
D
K
So
the
difference
in
this
case
is
really
what
the
complainant
is
requesting.
So
if
they're
asking
for
the
complaint
to
be
handled
informally
or
formally,
it
does
not,
although
it
it
may
have,
some
insulin
certainly
has
some
influence
and
and
impact
as
to
the
direction
the
the
incident
is
handled.
It
doesn't
get
to
be
that
the
final
say
if
that
makes
sense,
so
if
a
complainant
says
they
want
something
to
be
handled
informally,
let's
say
I
don't
wear
my
seatbelt.
K
When
I
drive
and
I'm
a
scofflaw,
I
I
just
leave
it
off,
because
I
don't
like
the
feeling
of
it
and
I'm
a
patrol
officer,
I've
received,
you
know,
maybe
two
or
three
complaints
and
somebody
calls
in
to
the
department
and
speaks
to
that.
My
sergeant
and
lets
them
know
that
sergeant
may
say
well,
there's
a
pattern
of
practice
here
and
we've
entered
into
your
your
kind
of
short-term
file,
multiple
complaints
about
this.
K
This
is
going
to
go
to
ia
and,
even
though
the
desire
is
for
an
informal,
this
is
going
to
become
a
formalized
process
where
you
maybe
receive
a
written
reprimand
or
more
documentation.
That
would
allow
for
future
progressive
discipline,
and
also
there
are
times
when
a
complaint
comes
in
that
is
initiated
originally.
As
a
formal
complaint
subject,
who's
making
the
complaint
might
come
in
meet
with
sergeant
atkins,
look
at
the
body-worn
camera
and
decide
that
they
don't
want
to
have
a
formal
complaint.
That
certainly
is
not
uncommon.
A
C
K
Absolutely
so
bias
it's.
It
is
racial
bias
or
discrimination.
So
when
perceived
by
the
complainant,
you
know
an
officer
treating
somebody
differently
or
wrong
based
on
their
their
race
nation
of
origin,
any
protected
class,
quite
frankly,
so
any
protected
class
that
is
being
or
feels
that
they're
being
targeted
or
treated
differently.
C
Okay,
great
thanks
that
definitely
leads
into
my
next
question,
because
I
went
through
that,
for
example,
this
officer
he
was
reprimanded
and
he
was
campaign
was
filed,
but
yet
when
he
moved
to
another
department
around
the
area
with
I
don't
know
what
the
protocol
is.
Do
you
let
know
the
other
department
that
were
complaints
against
them,
because
what
happened
is
a
few
years
later
I
got
a
call
from
the
santa
clara
prosecutor's
office
office.
They
were
trying
to
get
information
on
the
behavior
of
this
officer.
The
incident
I
had
so
what's
the
protocol.
C
K
K
We
provide.
We
will
provide
full
background
internal
affairs
investigation,
packets,
everything
we
have
on
an
employee
if
they
are
lateraling
to
another
agency.
That
employee
will
sign,
essentially
a
waiver,
and
we
will
provide
all
of
the
information
in
that.
In
that
background,
if
the
case
had
occurred,
you
know
more
than
five
years
ago,
and
it's
not
there.
Now,
that's
not
the
case
now.
K
And-
and
I
know
that's
not
what
you're
asking
but
we're
very
thorough
about
reviewing
those
when
we
hire
officers,
I
can
only
speak
for
our
processes,
but
we're
very
steadfast
in
making
sure
that
we
review
and
look
for
the
code
of
conduct
and
the
character
of
the
lateral
officers
that
we
hire
to
make
sure
that
they
fit
our
culture
and
the
expectations
of
our
city
and
our
community.
That's
a
big
deal
and
not
something
that
the
chief
or
anybody
in
the
hiring
process
takes
likely.
K
K
What
we
don't
want
to
do
as
an
organization
is
kind
of
hit
the
easy
button
and
see
that
an
officer
is
a
problem
and
leaving
and
then
just
not
worrying
about
following
through
on
the
paperwork,
because
we're
not
required
to
or
something
along
those
lines,
because
there
are
problems
with
that.
Historically,
at
least
in
the
state
and
probably
in
the
country.
E
K
G
G
So
if
we
know
that
our
officers
are
doing
a
particular
action
that
doesn't
really
make
our
residents
feel
comfortable
with
their
work,
we
might
want
to
consider
recommending
to
the
city
council
that
they
should
follow
up
on
changes
to
that,
and
I
say
that
as
a
person
who
doesn't
think
we
should
be
considering
complaints,
but
I
think
that
would
be
the
move
for
me.
From
my
perspective,.
A
A
H
I
I
will
say
just
from
generally
a
transparency
perspective
reporting.
This
data
in
a
public
forum
is
probably
not
a
bad
idea,
whether
it's
for
our
consumption
or
the
public
as
well.
Whoever
might
be
watching
and
the
other
thing
I
was
just
curious.
If
mike
can
answer,
do
you
know
how
you
compare
to
other
departments?
The
the
number
of
of
complaints
to
me
doesn't
seem
that
significant,
but
is
that
I
don't
know
how
do
you?
How
do
you
take
this
data
and
use
it?
Do
you
look
at
other
departments?
K
That's
a
great
question.
I
know
you
know
part
of
that
would
be
really
contingent
on
measuring,
probably
where
our
peers,
the
number
of
contacts
our
peers,
have,
I
think
we
average
somewhere
around
26
000
contacts
or
incidents
a
year
where
we're
going
out
and
they're
contacting
people
for
traffic
stops
or
going
to
calls
for
service
like
domestic
violence.
So
if
we
had
to
compare,
we'd
have
to
probably
do
a
per
call
for
service
or
some
type
of
comparable,
I
think
actually
I'd
be
really
interested.
We
don't,
I
guess
the
short
answer.
K
Remember
lincoln!
Is
we
don't?
However,
I
think
if
we
had,
especially
if
we
were
looking
at
software,
it
might
allow
us
to
provide
that
software.
Compare
with
other
agencies
that
have
the
same
software
might
be
a
really
easy
thing
to
do
and
then
provide
that
as
well,
but
I
would
I'd
like
to
provide
annual
data
and
year-to-date
data
and
other
you
know,
methods
of
the
information
to
be
more
valuable
and
to
be
more
consumable
moving
forward
as
we
get
more
of
it.
Don't.
K
It
went
in
my
annual
evaluation
now
this
was
20
years
ago,
but
it
was
a
long
time
ago,
but,
additionally,
I
ended
up
receiving
training
specific
to
the
department's
property
and
evidence
rules
and
search
and
seizure.
So
there
was
an
identification
that
I
because
I
thought
I
was
doing
it
right,
but
I
wasn't
so
I
needed
to
be
retrained,
so
they
retrained
me
and
then
documented
the
incident.
K
K
K
I
see
I
the
short
answer
is
I
really
don't
know
my
feeling
is
probably
only
for
the
ones
that
we're
allowed
to
share
and
the
ones
that
we
are
allowed
to
share
will
absolutely
be
sharing
with
the
psab
and
making
available
for
the
public
as
a
whole.
But
I
I
think
that
they'll
probably
be
fairly
protected
and
and
I'd
have
to
ask
city
attorney's
office
as
well
as
the
poa,
and
get
some
perspective
on
that.
But
my
my
guess
is
especially
if
the
sample
sizes
are
extremely
small.
A
K
G
K
Was
able
to
get
me
this
in
a
day
it
was
a
day
he
had
to
set
aside
everything
else
and
he
is
busy,
but
that
was
probably
six
to
eight
hours
of
work,
so
I
think
you
know
we
can
get
you
quarterly
information.
Quarterly
information
is
not
difficult
to
get.
Software
will
certainly
make
it
easier
and
faster
moving
forward.
C
A
H
I'm
off
dude,
you
were
talking
about
that.
You
made
basically
a
disciplinary
record
stays
with
the
officer
now
somewhat
permanently
yeah.
I
had
experience
where
we
had
two
levels
of
kind
of
lower
level
reprimands
where
there
was
what's
called
a
letter
of
counseling,
and
then
there
was
a
letter
of
reprimand.
The
counseling
letter
would
kind
of
just
stay
in
your
file
for
a
year
and
it
would
actually
drop
off
if
it
was
a
fairly
low
level
kind
of
offense.
H
K
If
it
is
handled
merely
exclusively
as
a
counseling
counseling
conversation
and
not
part
of
a
pattern
of
conduct,
then
it
is
entered
into
it
doesn't
have
to
be,
but
it
may
be
nearly
entered
into
our
internal
tracker
system.
The
tracker
system
is
just
what
you're
saying
it's
compliant
with
california:
public
public
safety
republic,
police
officers,
bill
of
rights
laws.
Sorry,
so
it
keeps
these
these
incidents
available
for
one
year.
Those
notes
that
essentially
we're
taking
on
performance,
whether
most
of
it's
good,
by
the
way,
really
good
things
they
do.
K
But
those
notes
they
have
to
be
made
available
to
the
officers
as
well
based
on
the
law,
so
that
tracker
system
enables
everybody
to
see
it
and
for
them
to
acknowledge
it
and
then
for
subsequent
supervisors
if
they
move
to
a
different
shift
or
end
up
having
their
evaluation
completed
by
somebody
else
that
gets
entered
or
can
be
entered
into
their
annual
performance
evaluation.
But
if
it's
a
minor
issue
that
has
not
repeated
itself,
it
does
not
mean
to
me
some
things
will
end
up
in
their
file
forever,
but
others
will
not.
K
That's
a
really
good
question.
I
could
research
that
with
I'd,
probably
have
to
ask
hr
because
it
would
go
so
far
back.
My
guess
is
probably
four:
maybe
three,
but
you
know
it
could
be.
It
could
be
less
I'd,
be
surprised
if
it's
more,
you
know
I'll
be
honest,
most
conduct,
there's
kind
of
crimes
of
the
mind
and
crimes
of
the
heart.
K
If,
if
people
don't,
if
you
know,
we
understand
that
our
officers
are
able
to
make
mistakes,
so
understandable
mistakes
that
really
require
training-
and
you
know-
improve
techniques
and
and
more
time
invested
into
our
officers.
Whether
often
it's
like
a
driving
mistake,
collision
or
poor
driving
those
officers
get
additional
training
and
conversations,
and
we
lean
into
those
officers
to
try
to
help
make
them
better.
If
it's
something
that's
ethical,
there
really
is
very
little
leeway
in
the
organization
and
those
people
who
commit
and
have
substantiated.
K
K
D
Yeah,
I
guess
I'm
still
like
kind
of
stuck
on
like
like
why
we're
reviewing
this
like.
I
guess
we
could
look
at
it
and
see
like
oh,
we
have
this
many
bias
related
incidents
and
you
know,
hopefully
those
are
really
low
or
like
that.
We
had
this
many
like
policy
complaints,
but
I
I
guess,
like
I'd
like
to
have
a
goal
with
what
like
we're.
Looking
at,
you
know
like
what's
the
test
question
here.
I
guess
that's
more
of
a
comment
than
a
question
and
well,
I
guess
my
real
question.
D
I
had
multiple.
My
real
question
is
like
I
understand
the
data
needs
to
be
anonymized
because
of
you
know,
case-specific
things.
I
just
feel
like
we're
missing
a
lot
of
nuance
here
and
I
you
know,
like
I'm
sure,
there's
I
mean
every
every
situation
that's
complicated,
not
every
but
like
there
are
complicated
situations
that
lead
to
a
complaint.
So
I'm
wondering
like
with
you
know
new
software.
Would
we
see
different
details
or
we
see
like
generally
the
same
data?
K
Yeah,
we're
certainly
able
to
refine
it
based
on
requests
and
expectations
from
the
psab.
I
think
it's
really
important
to
note
that
this
is
a
data
overview
and
not
an
incident
overview
for
complaints.
So
the
goal
is
to
provide
you
with
kind
of
overall
data
that
you
can
then
examine
and
request
either
comparables
or
make
determinations
or
watch
peaks
and
valleys
that
type
of
thing.
K
The
investigations
that
we're
allowed
to
share
or
that
we're
required
to
share
either
will
be
shared
through
the
city.
That's
going
to
happen
so
we're
aware
of
changing
legislation
and
we'll
make
sure
that
we
stay
on
top
of
any
of
those
legislations
and
make
them
we're
not
gonna
we'll
make
them
easily
and
readily
available,
not
not
buried
or
or
convoluted.
G
Yeah,
I
just
have
two
quick
questions
and
I
had
to
write
them
down
because
I
was
listening
and
it's
hard
to
listen
and
remember
your
questions
at
the
same
time.
So
the
first
one-
and
I
think
I
know
the
answer
because
we
talked
about
this
before
during
the
mvpdx.
But
does
the
union
have
any
participation
in
the
disciplinary
process.
G
And
then
piggybacking
on
that,
do
you
guys
have
like
I
I
just
this
is
just
some
of
my
because
I
heard
about
it
recently
in
another
department,
where
you
fire
an
officer
and
then
they
can
appeal
it
to
their
union
and
there's
arbitration,
and
then
you
have
to
take
them
back.
Do
we
have
that
process
in
our
city?
K
There
are
legal
requirements:
the
labor
law
is
a
robust
field
of
of
law,
and
certainly
employees
always
have
legal
rights,
regardless
of
their
police
department
or
any
other
employee.
But
yes,
officers
who
have
been
terminated
have
the
ability
to
appeal
that
there's
an
appeals
appellate
board
and
that
so
that
can
happen
and
I've
heard
of
that
happening
in
other
jurisdictions.
I'm
not
familiar
at
least
in
the
last
couple
of
decades
of
that
happening
here,
but
that
has
happened
in
places.
K
You're
asking
really
good
questions
right:
jared
yeah,
the
the
in
fact
the
hr
representative
who's
appointed
by
the
director
of
human
resources.
That
person
will
have
an
equal
vote
at
the
table.
The
only
person
on
that
panel
that
doesn't
vote
is
the
internal
affairs
investigator.
So
the
really
the
psu
sergeant
will
provide
information.
K
K
K
I
know
I
talked
about
it,
but
it's
kind
of
associated
to
your
your
question
again.
The
discipline,
although
that
board,
does
not
come
up
with
a
recommendation
for
discipline
discipline
recommendations
are
generated
and
then
run
through
the
city
attorney's
office
as
well
as
hr
and
then
come
back
to
the
chief's
office.
So
these
aren't
happening
in
a
bubble.
These
are
very
much
in
they're
internal
by
nature,
but
they
are
in
plain
view
of
many
different
three
different
departments
and
a
lot
of,
I
guess,
six
different
eyes.
At
least.
A
H
K
And
I
think
you
know
we
don't
have
a
union
per
se,
but
we
do
have
a
police
officers
association
and
they
do
you
know
their
goal
is
to
look
out
for
for
labor.
Essentially,
so
they
will
appoint
somebody.
I
think
the
last
ones
I
can
think
of
it
was
the
the
poa
president
and
everyone
that
I've
been
in
has
provided
a
fair
evaluation.
They
don't
always
have.
Obviously
everybody
doesn't
have
to
agree
on
the
board.
The
threshold,
though,
is
not
beyond
a
reasonable
doubt
when
you're
evaluating
conduct
or
misconduct
allegations.
H
So
it's
so
I
take
it.
It
sounds
like
it's
somewhat
different
like
because,
like
yeah,
if
I
was
investigated
for
like
sleeping
on
duty
or
something
generally
yeah
like,
I
would
write
up
a
response
as
an
officer
that
was
accused
of
this
incident
and
yeah,
I
would
kind
of
pass
it
through
our
union
council
and
they
would
kind
of
review.
K
So
in
there's
something
similar,
so
you
can
have
a
union
representative
when,
when
an
officer
is
being
interviewed
or
any
any
sworn
member
or
poa
members
being
interviewed,
they're
afforded
legally
the
right
to
have
a
representative
there
with
them.
If
it's
a
major
internal
affairs
investigation,
then
generally
that
will
be
a
lawyer
appointed
by
the
legal
defense
fund,
so
there's
a
legal
defense
fund
that
officers
pay
into
and
that
provide
with
legal
representation
if
it's
a
minor.
Generally
speaking,
like
my
minor,
I
had
a
poa
member
who
sat
there
with
me.
B
C
B
But
that
kind
of
evolved
into
a
suggestion
that
maybe
we
should
review
all
complaints
as
a
peace
app
and
become
a
pseudo
complaint
review
board,
which
we
responded.
We
as
staff
just
reminding
the
peace
app
that
when
a
pstab
was
established,
the
city
council
did
not
determine
that
being
a
complaint
board
was
something
that
was
necessary.
B
So
we
said
well,
why
don't?
We
provide
the
peace
app
with
quarterly
updates
on
the
types
of
complaints
that
occur
and
the
nature
of
those
complaints,
and
maybe
that
would
help
the
peace
app,
have
a
better
understanding
of
whether
or
not
proposing
something
like
becoming
a
complaint
review
board
was
slightly
necessary
or
needed.
So
that's
why
we're
here
and
we're
it's.
I
believe
q1
through
q3,
there
were
11
complaints
of
various
different
natures.
Many
of
them
were
internal
complaints
not
generated
by
residents.
B
A
A
A
A
J
You
all
know
me
so
well,
we
we
have
some
fun
here.
I
just
I
wanna
echo
or
sort
of
elevate.
What
one
of
the
board
members
said.
I
actually
forget
whom
it
was
so
sorry
for
not
giving
you
credit
but
having
the
severity
of
the
complaints
seems
kind
of
critical
to
actually
being
able
to
do
an
assessment,
whether
it's
my
major
or
minor,
and
also
as
a
member
of
the
public.
J
I
also
don't
think
it
would
be
the
best
use
of
the
time
of
psat
to
look
at
sort
of
this
individual
complaint
data.
What
I'm
much
more
interested
in
again
as
a
member
of
the
public
is
more
along
the
policies.
I
understand
that
we
can't
talk
about
specific
incidents,
like
a
mountain
view,
police
officer
pulling
a
person
out
of
their
vehicle
and
injuring
them,
and
now
that
the
city
is
being
sued
for
tens
of
millions
of
dollars
again.
J
This
is
also
a
person
who
was
a
sunnyvale
police
officer
and
shot
someone,
while
on
the
job
that
mountain
view
decided,
was
worth
hiring
and
fit
with
the
culture
of
the
department.
I
think
it
would
be
useful
and
important
to
look
at
overall
policies
such
as
we
keep
hearing
mountain
view
is
unique
and
different
from
other
cities
nearby.
But
if
I
recall
from
mvpdx,
we
heard
that
mountain
view
actually
has
an
insurance
agreement
with
other
cities.
A
A
B
B
Now
I
just
wanted
to
go
over
the
work
plan
because
it
was
slightly
modified
from
what
you
submitted
to
the
city
council
on
september
28th,
the
city
council
made
two
small
adjustments
to
the
peace,
app
work
plan,
and
now
it
is
a
work
plan
that
includes
five
items.
So
I'll
share
my
screen
and
go
over
that
now
and
also
I
wanted
to
talk
about
some
potential
timing
and
action,
steps
that
this
body
might
want
to
do
to
fulfill
that
work
plan.
B
Okay,
so
the
psab
submitted
a
four
item
work
plan.
You
could
see
it
in
this
table
here
items
one
through
four:
were
the
work
plan
items
that
the
peace
app
submitted
to
the
city
council
and
the
city
council
slightly
amended?
One
of
those
work
plan
items
item
three
and
they
changed
it
from
explore:
alternative
responses
to
persons
experiencing
mental
health
crises
to
explore
existing
and
alternative
responses
to
persons
experiencing
mental
health
crises.
B
We
have
begun.
Looking
at
some
of
the
existing
programs,
you
received
presentations
on
what
the
training
mvpd
officers
has
related
to
crisis
intervention
training.
You
heard
a
presentation
from
the
county
on
the
existing
mobile
crisis
response
team,
as
well
as
the
new
trust
program,
and
you
also
heard
about
the
city's
behavioral
services
unit.
So
looking
at
existing
will.
B
B
So
every
year
each
department
closes
the
budget
and
that
gets
wrapped
up
into
the
proposed
city
budget
prior
to
city
council.
Reviewing
the
entire
city
budget,
which
will
include
the
police
department's
budget,
they'd,
like
the
police
department
budget
to
be
presented
to
the
peace
app
and
provide
the
peace
app
and
the
public
the
opportunity
to
ask
questions
and
provide
input
on
the
mvpd
budget
prior
to
it
going
to
city
council.
So
that
has
been
added
to
your
work
plan.
B
We
will
continue
to
push
forward,
as
we
talked
about
in
item
5.1,
with
the
goal
for
this
peace
app
to
make
recommendations
by
november
18th
and
those
recommendations
will
go
to
council
on
december
14th.
And
assuming
that,
though,
that
is
that
december
14th
council
meeting
is
the
is
a
stopping
point
for
the
sro
discussion.
B
Then
that
item
will
be
completed
on
your
work
for
developing
and
implementing
follow-up
actions
related
to
the
research
fellows
analysis
of
tropic
traffic.
Stop
data
the
psab
wanted
to
follow
the
police,
department's
implementation
and
compliance
of
racial
and
identifying
profiling
act,
ripa
data
collection
requirements
making
sure
and
to
monitor
the
new
data.
Obviously,
with
new
data
being
collected,
we
won't
be
able
to
see
any
like
real
substantive
changes
where
we
could
do
another
treatment.
B
Another
research
project,
similar
to
what
mr
stevenson
did
and
presented
to
you
at
the
last
meeting,
but
it's
worth
the
psab
being
aware
of
what
the
new
data
standards
are
and
looking
at
kind
of
the
raw
data.
So
I
believe
that
the
pc
app
should
form
a
subcommittee
and
receive
data
on
the
ripple
collection
month
quarterly.
B
In
addition
to
that,
it's
exploring
existing
and
alternative
mental
health
responses.
I
went
over
that
and
the
last
thing
I
have
not
gone
over
yet
is
just
receiving
quarterly
updates
on
complete
data,
which
I
won't
go
over
because
we
just
talked
about
that
thoroughly.
I
do
want
to
take
this
opportunity,
as
I'm
talking
about
work
planning
for
next
year
and
things
that
carry
in
january.
Just
to
I
guess,
show
why
my
colleague
my
supervisor,
my
mentor,
my
coach
is
here:
audrey
assistant
city
manager
and
chief
operating
audrey
seymour
ramberg
is
here.
B
I
will
be
leaving
my
position
with
the
city
of
mountain
view
at
the
end
of
november
and
she
will
be
taking
my
place
until
an
appropriate
person
can
can
take
over
for
her.
So
I
wanted
to
give
her
the
opportunity
to
talk
about
this,
because
she'll
be
working
closely
with
captain
canfield
going
forward
and
will
be
helping
guy.
This
work.
I
I've
been
able
to
work
with
melvin
from
the
very
start
when
the
council
committed
its
grace,
equity
and
inclusion
subcommittee
to
be
able
to
look
at
the
elements
of
that
action
plan
and
that
particular
item
around
the
creation
of
an
oversight
board
and
the
the
analysis
that
that
melvin
did
and
and
then
the
council's
appointment
process
so
I've.
You
know
I
I
feel
like.
I
have
some
good
grounding
in
the
the
work
of
this
group
and
then
very
committed
to
your
success.
I
But
it's
going
to
be
my
preference
and
request
to
forego
meeting
both
in
december
and
january
as
a
psab
in
december.
We've
got
the
holiday
and
and
would
have
normally
had
a
meeting
date
at
a
time
that
would
have
been.
You
know,
a
city
holiday
and
then
then
january
will
allow
just
more
time
for
me
to
get
resources
in
place.
To
support
me
and
my
work
with
you
on
the
psab,
and
I
think
that
we
can
we're.
A
J
Mr
gates,
it
has
been
very
fun
and
wonderful
having
you
on
the
board.
It
is
I've,
truly
appreciated
your
your
public
service,
your
spirit
for
it
you're
very,
like
I,
I
just
as
a
resident
of
the
city.
I've
been
impressed
with
your
work,
and
I
want
to
thank
you
for
that
very
sincerely.
It's
been
very
good.
J
Audrey
I've
seen
you
in
many
many
city
meetings,
and
I
know
that
you're
also
great
at
your
job,
so
I'm
sure
that
we
will
continue
to
have
fun
together
and
I
just
want
to
sort
of
plant
a
little
seed
about
the
item
that
was
added
by
city
council
about
the
police
department
budget.
I'd
like
I,
I
would
love
to
recommend
or
see
the
the
board
take
a
sort
of
holistic
view
of
looking
at
things.
J
You
remember
when
we
had
presentations
about
existing
the
county
level,
mental
health,
existing
services
and
they
had
a
group
of
a
dozen
or
two
people
for
the
millions
of
people
in
our
county,
and
there
was
the
question
from.
I
think
it
may
have
been
the
vice
chair
of
like
what
would
it
look
like
what?
What
would
an
ideal
situation?
Look
like
with
the
funding
like
what
what
would,
if
you
it
wasn't
an
issue.
How
many
people
would
you
have
there?
A
And
thank
you,
mr
mckenzie,
for
coining
the
treasure
term.
We
have
made
sure
to
use
and
abuse
it
as
much
as
we
can.
We
only
have
a
month
left,
so
please
call
mr
gaines
treasurer
as
much
as
you
can
before
he
takes
off.
I
think
he'll
appreciate
that
I'm
looking
to
see,
if
there's
any
other
public
comment-
and
there
is
not
at
this
point-
so
I'm
going
to
return
to
psab-
I
did
have
one
clarifying
question.
A
When
the
council
recommended
we
add,
review
the
police
budget
to
the
work
plan,
melvin
was
there
an
expectation
that
we
actually
submit
some
sort
of
comment
or
recommendations,
or
is
it
was
it
just
to
the
council,
or
was
it
just
input
back
to
the
pd
or
what's
the
purpose
there?
What's
the
expectation.
B
I
I
I
think
it
was
in
recognition
of
the
fact
that
the
public
has
expressed
such
an
interest
in
better
understanding
and
commenting
on
the
police
department
budget
and
being
able
to
do
so.
At
an
earlier
point.
The
council
to
my
memory
did
not
specify
that
they
were
looking
for
a
recommendation
or
or
even
comment
or
input
in
any
formal
way
from
the
psab.
A
G
I
want
to
sort
of
stay
thanks
city
and
the
staff
for
the
really
nice
cool
and
thoughtful
gift
bag
that
they
sent
us
for.
Our
presentation
in
this,
which
is
really
cool.
You
haven't,
got
yours
yet
you
should
definitely
take
time
to
work
on
that
pick
it
up.
The
coolest
thing
for
me
personally
was
the
bag
that
it
comes
in,
which
was
made
by
the
homeboy
industries
or
or
created
by
that
team,
and
if
you
don't
know
who
they
are,
it's
a
really
great
story.
I
suggest
picking
them
up.
A
Okay,
so
with
that,
we
move
to
item
six
in
the
agenda,
which
is
psab
staff,
comments,
questions
and
reports.
So
this
next
item
is
board
staff,
comments,
questions
and
committee
reports.
No
action
will
be
taken
on
any
questions
raised
by
the
p
sub.
At
this
time.
Do
any
psab,
members
or
staff
have
comments
or
questions.
A
C
Go
ahead.
Yes,
I
would
like
to
welcome
audrey
to
a
good
bunch
of
people
here
and
mr
gaines
we're
going
to
miss
you,
but
I
think
I
know
why
you
went
to
portola
valley.
Did
they
dangle
the
rosaries
unlimited
credit
card
for
you,
yeah,
no
comment.
All
right,
no
worries,
yeah,
we're
gonna,
miss
you!
Thank
you.
So
much
for
all
you
have
done.
Thank
you.