►
Description
San Bruno City Council Meeting October 12, 2021
4. Announcements/Presentations
A
All
right,
let's
move
on
to
item
number
four
announcements
and
presentations.
The
first
one
is
item.
A
a
fall
cleanup
event
will
be
held
on
saturday
october
23rd
2021
at
8
00
a.m
to
11
a.m.
The
event
location
is
at
9,
7,
5
smith,
lane
and
residents
may
drop
off,
latex
paint,
bulky
items,
e-waste
appliances
and
bags
of
garbage
residents
are
prohibited
from
dropping
off
dirt,
rocks
or
concrete.
This
event
is
open
to
san
bernardino
residents.
Only
and
participants
will
be
asked
to
show
identification
showing
their
san
bernardino
residency.
A
A
Thank
you
to
recology
for
hosting
this
event
san
bruno
for
helping
keeping
the
families
and
then
the
youth.
As
you
know,
even
during
coveted
times
they
still
collected,
I
contribute
those
to
families,
so
again
would
be
very
much
appreciated
for
those
that
are
able
to
participate
and
donate
for
oh
and
I'm
sorry,
I
left
out
very
important,
is:
where
are
the
locations
where
you
may
drop
these
jackets
and
donations
off?
A
One
is
at
city
hall,
which
is
at
567
el
camino,
real
one
is
at
the
library
which
is
701,
west
angus,
shelter,
creek
condominiums,
located
at
701,
shelter,
creek
lane
and
then
intro
real
estate
services,
which
is
located
at
180
el
camino,
real
in
san
bruno.
Now,
we'll
move
on
to
the
next
item,
which
is
item
c.
The
city
of
san
bernardino
is
working
and
I'm
gonna
actually
ask
if
we
could
the
city
manager
to
go
ahead
and
announce
this,
and
so
I'm
not
gonna
read
the
whole
thing
and
not
to
take
away.
B
Thank
you,
mayor
medina
to
the
city
council,
members
of
the
public,
javon
grogan
city
manager,
just
two
quick
announcements.
One
of
them
is
on
the
agenda
and
the
other
one
will
be
new.
The
first
one
is
with
regard
to
our
crystal
springs
road
closure.
B
B
It
could
have
been
done
over
several
weeks
with
intermittent
closures,
but
given
the
breadth
of
the
wildfire
mitigation
and
safety
clearing
of
the
of
the
trees
that
have
overgrown
into
the
roadway,
the
decision
was
made
to
close
the
road
for
an
entire
week
so
that
we
can
work
collaboratively
the
city
beginning
from
cunningham
way,
going
up
in
the
county
working
on
that
southern
portion
of
the
roadway
next
to
juniper
sarah
park,
and
so
shown
on
this
slide
is
the
area
of
the
roadway
that
will
be
closed,
beginning
at
cunningham
way
going
west
up
to
crystal
springs.
B
Terrace
and
again
that
will
be
for
an
entire
week.
There
will
be
signs
posted.
There
will
be
a
turnaround
area
for
any
cars
that
do
traverse,
crestmoor
drive
and
need
to
turn
around
and
take
the
detour
route.
We
know
it
will
be
an
inconvenience,
unfortunately,
sometimes
you
have
to
get
off
the
treadmill
to
fix
it,
and
that's
what
we're
doing
here.
It's
an
important
project
for
the
community-
and
we
just
wanted
to
take
a
moment
to
remind
the
community
notice-
have
been
posted
on
social
media
as
well.
C
B
It
is
a
very
important
community
meeting
that
we
will
be
having,
and
this
meeting
has
been
scheduled
for
monday
october
18th
at
5
pm
the
zoonum,
the
virtual
meeting
zoom
information
will
be
on
the
city's
website
and
is
provided
on
the
screen.
We
are
sending
this
mailer
out
to
the
neighborhood
and
there
is
a
proposed
project
that
is
a
total
of
six
stories
tall
800
in
636
units
located
at
732
to
740
el
camino
real
here
in
san
bruno.
B
It
is
a
ssb
senate
bill,
35
project,
a
streamlined
housing
project
that
the
city
must
process
within
a
rapid
time
frame.
We
have
60
days
to
do
an
initial
review
and
the
project
because
it
has
50
affordable
units,
we'll
require
to
have
a
final
decision
by
the
end
of
this
calendar
year.
The
city's
discretionary
ability
may
be
limited
on
this
project,
and
so
we
we
will
have
a
community
meeting
on
monday,
the
18th
to
inform
the
city
council
on
the
community
about
this
project.
B
The
project
is
also
seeking
a
state
of
california
density
bonus
law
waiver
to
allow
for
additional
height.
The
public
will
remember
six
stories
per
our
code
is
not
allowed
in
that
area,
but
which
state
density
bonus.
Six
stories
may
be
allowed
and
we
will
be
undertaking
the
required
review
of
this
project,
but
it
is
an
important
project.
It
does
provide
significant,
affordable
housing.
B
It
provides
for
the
136
units,
a
total
of
25
parking
spaces,
and
so
we
are
very
much
aware
of
how
they
may
be
received
in
the
community
and
just
want
to
be
very
open
and
transparent
about
this
development
application
that
the
city
has
received,
and
so
the
the
meeting
information
will
be
posted
to
the
city's
website
and
this
miller
will
be
sent
to
this
a
300-foot
radius
to
the
surrounding
community,
and
we
will
also
advertise
the
meeting
on
the
city,
social
media
channels
just
to
get
the
word
out.
A
D
Thank
you
very
much
for
reading
the
call
today.
A
B
B
Next
up,
our
police
chief
ryan
johansen,
we'll
provide
the
city
council
with
an
update
and
then
donna
linton
from
impact
justice,
a
a
consulting
firm
that
is
helping
the
city
with
the
phase.
Two
review
will
provide
an
update
on
where
we
are
with
phase
two.
B
So
this
presentation
agenda,
I
will
provide
a
little
background.
I
will
go
over
a
quick
overview
of
the
safe
and
equitable
policing
review,
we'll
talk
about
the
completion
of
phase
one
and
then
again
we'll
give
you
an
update
on
phase
two
and
take
any
questions
from
the
city
council.
B
B
There
have
been
calls
for
police
reform
and
justice
reforms
across
the
country
and-
and
we
here
in
san
bruno
were
not
absent
from
those
calls,
and
so
with
with
the
challenge
comes
an
opportunity
and
as
a
city
manager,
I
made
a
commitment
to
conduct
a
review
of
the
city
of
san
bruno's
policing
department,
really
a
top
to
bottom
review
with
two
phases,
and
we
want
to
take
a
real
holistic
look
and
look
introspectively
at
how
the
department
polices
our
community
and
look
at
any
areas
for
change.
B
We'll
talk
about
all
the
intricate
components
of
this
project
as
we
go
through
phase
one
and
phase
two,
I
know
for
the
city
council.
B
This
will
be
a
bit
of
a
reminder
because
you
had
a
little
bit
of
the
presentation
back
back
in
april,
where
we
went
through
in
detail
the
scope
of
work,
we'll
begin
with
a
review
of
phase
one
and
we'll
also
what
you'll
also
receive
is
an
update
from
the
chief
on
new
work
that
has
been
concluded
since
the
last
time
you
received
an
update,
and
so
I
won't
go
through
any.
B
I
won't
go
through
the
full
overview,
but
when
we
begin
phase
one,
the
chief
will
give
an
overview
of
that
scope
of
work.
And
then,
when
we
talk
about
phase,
two
you'll
get
an
overview
of
that
silverware
and
then
we'll
come
back
and
conclude
and
be
available
for
any
questions.
So
now
I'll
turn
it
over
to
chief
johansen
for
a
review
of
phase
one.
D
Thank
you,
city
manager,
grogan,
and
thank
you,
mr
mayor
members
of
council,
for
giving
an
opportunity
to
give
you
a
brief
update
tonight
on
the
phase.
One
completion
of
the
completion
of
phase
one
of
the
safe
and
equitable
policing
review
I'll
go
ahead
and
dig
right
in
you
do
know
the
first
slide
here
that,
while
we're
saying
that
phase
one
has
been
completed,
it's
important
to
understand
that
part
of
this
process
has
been
revealing.
D
So,
in
terms
of
the
scope
of
work
for
phase
one
phase,
one
was
essentially
an
opportunity
largely
afforded
to
me
in
the
department,
as
a
as
a
new
police
chief
here
in
san
bruno
at
the
time
to
do
some
internal
review.
D
That
would
mirror
much
of
what
impact
justice
and
the
city
manager's
office
will
do
in
phase
two
with
an
opportunity
to
make
sure
that
we
got
to
take
a
look
at
our
policies,
procedures
and
practices
internally
and
to
make
changes
that
we
felt
were
consistent
not
only
with
our
ideals
and
standards
as
an
organization,
but
with
those
of
our
community
as
a
whole,
and
so
the
scope
of
work
here
for
phase
one
was
to
begin
by
sort
of
what
I
call
pouring
the
foundation
a
deep
assessment
of
kind
of
who
we
are
where
we're
going.
D
Why
we're
going
there
in
an
effort
to
distill
our
guiding
principles,
to
develop
a
set
of
standards
that
we
could
use
as
sort
of
a
measuring
stick
for
policy
changes.
Procedural
changes
over
time
to
ensure
that
they're,
consistent
with
being
the
agency
we
want
to
be
in
our
community,
needs
us
to
be
getting
more
practical.
This
meant
a
robust
policy
review
and
revision.
D
D
This
also
included
an
internal
data
analysis,
taking
a
look
at
a
lot
of
data,
most
of
which
you
have
seen
previously
in
my
annual
report,
but
nonetheless
afforded
us
an
opportunity
to
actually
look
at
some
data
metrics
and
decide
based
upon
that
data,
whether
or
not
we're
going
down
the
right
path
and
to
identify
areas
for
improvement.
D
We
also
expanded
our
data
collection
to
ensure
that
we're
collecting
data.
You
know
we've
identified
some
loops
or
some
some
holes
in
the
data
that
we
do
collect.
We'll
talk
a
little
bit
tonight
about
those
areas
that
we
identified
and
what
we've
done
to
address
it,
also
taking
a
look
at
and
revising
our
disciplinary
practices,
our
training
plan
and
continuing
to
increase
our
outreach
and
transparency
that
last
one
has
been
underway
for
quite
some
time.
D
D
And-
and
this
really
kind
of
started
at
the
at
the
very
roots,
with
the
entire
command
staff
read
start
with
y
e
myth
mastery,
a
number
of
other
leadership
orientated
books
to
kind
of
get
us
on
the
right
path,
and
then
we
moved
on
to
the
president's
task
force
on
21st
century
policing,
a
number
of
other
industry
specific
documents
to
kind
of
guide
this
process
moving
forward
to
ensure
that
we
were
coming
from
the
right
place
as
we're
doing
this
deep
dive
and
assessment.
D
One
of
the
outcroppings
of
that
process
was
this
distilled
version
of
our
guiding
principles
as
ensuring
peace,
providing
safety
and
building
community.
I
know
that
this
is
repetitious
for
you
as
well.
You've
heard
this
from
me
a
number
of
times
now,
but
I
think,
what's
beautiful
about
this
very
simplified
sort
of
mission
statement.
Is
that
it's
something
that
a
line-level
officer
can
do
day
in
and
day
out,
when
they're
making
decisions
in
real
time
on
the
street
and
that's
what
we
really
needed
was
sort
of
a
set
of
guiding
principles
that
are
hierarchical
in
nature.
D
By
that
I
mean
that
number
one
always
comes
before
number
two
number,
two
always
before
number
three
and
then
number
three
last,
but
very
definitely
not
least,
and
it
really
does
give
a
decision-making
matrix.
That
officers
can
use
day-to-day
that
are
guided
by
our
deepest
health
principles
as
an
organization,
so
these
have
become
pretty
well
indoctrinated
to
the
individuals
who
work
within
the
police
department,
and
I
think
the
end
result
has
been
positive
thus
far
and
then
digging
into
our
robust
policy
review
and
revision.
D
So
we
reviewed
and
revised
hundreds
of
policies
from
thousands
of
pages,
and
I've
also
talked
about
this
briefly
before,
but
just
for
a
recap.
We
use
a
vendor
in
lexical
to
provide
the
sort
of
cookie
cutter
versions
of
our
policies
and
procedures
and
lex
poll
is
a
wonderful
resource
for
us
because
they
help
us
to
ensure
that
we're
staying
on
the
cutting
edge
of
emerging
case
law,
which
is
constantly
evolving
and
and
also
helps
us
to
keep
up
with
best
practices
within
the
industry.
D
But
it
cannot
be
simply
used
verbatim
as
it
comes
across
to
us,
and
so
there's
a
constant
effort
of
reading
lexical
policies
and
ensuring
that
we're
adapting
them
to
be
consistent
with
our
own
ideals
standards.
Morals.
D
In
my
career
case,
law
is
emerging
extremely
extremely
regularly
and
it
is
evolving
faster
than
ever
before
and
we
are
held
accountable
to
emerging
case
law
as
it
emerge
emerges
and
changing
our
policies,
procedures
and
practices
accordingly,
and
then,
finally,
of
course,
weighing
our
desired
changes
against
the
expert
legal
advice
that
comes
not
only
from
lexical
but
from
our
city
attorney
and
making
sure
that
when
we
think
something
is
a
good
direction
for
us
to
move
in
that
it
is,
in
fact
the
appropriate
legal
direction
of
moving.
So
this
was
the
bulk
of
the
phase.
D
To
give
you
an
idea
of
what
the
outcropping
of
that
was,
we
focus
primarily
on
critical
policies,
there's
about
30
critical
policies
as
we
identify
them
by
that
name
within
the
police
department.
D
This
is
just
a
highlight
of
the
ones
that
we
took
a
deep
dive
on
and
made
actual
fundamental
revisions
to
their
content
and
they're,
obviously,
the
ones
that
are
popping
up
in
almost
everyone's
mind
in
this
realm
of
police
reform
and
making
sure
we're
doing
everything
the
best
we
can,
but
we
significantly
revised
our
use
of
force
policy
significantly
revised
our
avoiding
bias
policy.
D
Not
only
did
we
do
a
lot
of
work
with
de-escalation
we're
going
to
talk
in
just
a
minute
here
about
what
we
did
there,
but
we
we
expanded
the
existing
de-escalation
policy
and,
more
importantly,
integrated
de-escalation
policy
into
the
other
policies
that
are
directly
related
to
it
like
use
of
force
and
avoiding
bias.
Critical
incident
response
crisis
intervention.
D
These
are
all
key
call
types
in
in
which
de-escalation
is
very
important,
so
we've
integrated
the
escalation
into
those
individual
policies
so
that
officers
handling
those
types
of
calls
know
that
de-escalation
is
front
and
center
what
we
do
at
the
police
department.
All
the
time
also
crisis
intervention,
firearms
policy,
our
training
plan,
our
taser
and
other
less
lethal
option,
weapon
options,
planning
and
our
personal
complaints
procedures,
or
some
of
the
highlighted
policies
that
took
a
lot
of
that
had
a
lot
of
change
through
this
process.
D
The
last
two
are
listed
in
blue
because
they're
they're
new.
We
also
deployed
a
wellness
plan,
which
you
hear
a
little
bit
more
about
later
in
my
presentation,
and
we
really
significantly
revised
our
personal
appearance
standards,
kind
of
added
to
the
scope
there
and
we'll
talk
a
little
bit
about
how
I
think
that
integrates
into
our
wellness
plan
and
the
direction
we're
moving
as
an
organization.
D
We
used
a
number
of
different
evaluative
instruments.
As
we
looked
at
our
policy
and
and
reviewed
it
not
only
reviewed
it
but
revised
it
among
those
being
the
police
executive
research
forum,
perf,
has
kind
of
taken
best
practices
for
police
use
of
force
and
and
tried
to
take
them
to
another
level,
they're
sort
of
suggesting
that
if
you
want
to
be
the
tip
of
the
spear
for
change
this
is
this
is
kind
of
the
higher
industry
standard.
D
I'm
sorry
as
part
of
our
guiding
principles
here,
eight
can't
wait,
which
you've
heard
me
speak
about
before,
both
in
council
meetings
and
in
the
video
that
we
released
and
then,
of
course,
the
normal,
the
california
peace
officer.
Standards
of
training
post
sets
the
standards
for
all
peace
officers,
training
in
california.
So
as
we
make
changes
to
what
we
do
in
policy,
we
have
to
ensure
that
we're
still
compliant
with
posts
very,
very
important.
D
We,
we
re
infused
ourselves
with
this
overarching
premise
that
human
life
is
sacrificed,
and
I
think
this
sits
at
the
the
crux
of
what's
most
important
in
police
reform
to
a
large
degree,
which
is
police
officers,
embracing
our
roles
as
protectors
of
human
life,
all
human
life
and
setting
that
central
to
our
policy
review
enable
us
to
remember
that
lethal
force
certainly
should
be
used
as
an
absolute
last
resort,
that
anything
that
can
help
us
to
avoid
the
loss
of
human
life
is
consistent.
With
this,
holding
of
human
life
is
sacrosanct.
D
D
However,
in
a
legal
lethal
force
scenario,
it
seems
inappropriate
to
say
that
it
could
be
legal
and
within
policy
for
an
officer
to
take
another
person's
life
with
say
a
firearm,
but
would
not
be
able
to
do
so
using
some
other
techniques
such
as
a
chokehold,
so
it
it
has
effectively
the
same
impact
of
telling
officers
that
chokeholds
are
not
permitted
in
the
san
bernardino
police
department,
except
in
a
case
of
deliberate
application
of
lethal
force
and
when
you've
met
those
standards.
D
Again,
we've
integrated
de-escalation
into
all
the
applicable
policies.
I
think
this
is
important
in
that
lexical
kind
of
overlooked
this
and
we're
not
allowing
that
oversight
to
hurt
us
here
in
san
bruno.
We
also
created
a
stand-alone
de-escalation
policy,
an
effort
to
really
emphasize
to
officers
that
we
see
de-escalation
as
central
to
everything
we
do.
D
The
reality
is
that
for
many
many
years
we've
been
practicing,
de-escalation
call
to
call
it's
literally
constant,
but
we
haven't
been
doing
a
good
job
of
really
articulating
that
de-escalation
effort
and
why
it's
so
important
to
use
of
force
in
police
reform,
so
we're
doing
better
with
that
now,
we've
really
strengthened
our
duty
to
intervene
language.
This
has
been
very
popular
topic
in
the
media
as
well
for
good
reason
on
the
heels
of
george
floyd
and
watching
the
failure
of
many
officers
to
step
in
and
intervene
in
that
unthinkable
situation.
D
There's
been
calls
to
really
strengthen
duty
to
intervene
language.
Essentially,
the
strengthening
in
our
case
means
that
now
an
officer
who
fails
to
intervene
when
the
duty
to
do
so
was
evident
and
clear
can
be
held
to
the
same
disciplinary
standards
and
punishment
as
the
officer
that
committed
the
offense
themselves-
and
I
think
this
drives
him
a
very
strong
message
that
it's
it's
just
as
bad
to
stand
idly
by.
While
these
types
of
things
are
occurring
as
it
is
to
commit
them
yourself,
we've
opened
our
personal
appearance
and
expression
policy.
D
This
is
important
to
me
because
my
overarching
theme
here
is
that
I
think
we
hire
wonderful
human
beings
in
san
bruno
at
the
police
department,
and
I
want
those
human
beings,
the
people
they
are
at
home,
the
people
they
are
with
their
families,
the
people
they
are
with
their
friends
to
show
up
and
put
on
a
uniform
and
stay
who
they
are
when
they're
doing
police
work.
D
There
is,
unfortunately,
a
trend
to
sort
of
think
you
need
to
become
someone
different
when
you
put
on
this
uniform
that
you
now
represent
some
authority,
that
is
less
human.
That
is
less
you
and
I
think
we
do
some
of
that
with
our
institutionalized
practices,
even
the
fact
that
we
all
wear
a
very
similar
uniform,
we
cut
our
hair
the
same.
We
shave
our
faces.
The
same,
we
act
the
same
in
many
regards.
I
think
we're
missing
that
human
element
that
we're
striving
hard
for.
So
this
is
a
practical
application
of
that.
D
For
me,
I
open
the
personal
appearance
standard.
That's
why
you'll
see
officers
in
san
bruno
with
tattoos
exposed
you'll,
see
them
with
different
haircuts
than
you
might
see
in
other
jurisdictions.
You'll
see
them
with
facial
hair,
because
I
do
think
these
forms
of
personal
expression
are
part
of
reminding
yourself
that
you
are
that
mom
dad
brother
sister,
husband,
wife,
when
you're
in
the
uniform
as
well,
that
you
didn't
somehow
transform
into
someone
who
needs
to
behave
differently.
D
We've
clarified
and
expanded
our
personal,
our
personnel
complaints
procedures.
So
we
accept
personnel
complaints
from
first
party.
Second
party
third
party
through
all
different
matter.
It
can
be
emailed,
can
be
a
phone
call.
It
can
be
a
conversation
face
to
face
with
an
officer
or
through
anyone
else
within
the
city
government.
D
We've
expanded
this
to
ensure
that
we're
hearing
all
the
complaints
that
might
get
filed,
and
then
we've
made
all
of
our
policies
public
and
complied
with
the
material
disclosures
disclosure
laws.
So
our
policies
are
all
up
on
the
website.
That
is
a
bit
of
a
challenge
to
keep
up
with
them.
Keep
them
updated
there
as
often
as
they
change
and
revise,
but
we're
doing
a
pretty
good
job
of
it.
At
this
point,
the
next
step
was
internal
data
analysis.
D
This
has
already
produced
a
number
of
changes
in
practice
which
are
which
are
really,
I
think,
productive
for
us.
This
information
is
also
part
of
what
will
be
in
phase
two
in
the
third
party
evaluation
so
generating
the
data
was
a
much
as
much
about
our
own
reviews.
It
was
making
sure
it
would
be
available
to
impact
justice
in
the
city
manager's
office
and
we've
expanded
that
data
collection.
D
So
we've
always
had
these,
not
always
for
the
last
I
would
say
eight
years
we've
had
these
stand-alone
use
of
force
reports-
and
I've
mentioned
these
to
you
all
before
in
the
annual
report,
but
essentially
anytime,
a
san
bernardino
police
officer
uses
anything
more
than
gentle
touch
in
the
course
of
their
duties.
We
generate
a
stand-alone
use
of
force
report.
This
is
not
the
police
report
of
the
crime
report.
D
The
system
now
tracks
that
flags.
It
enables
us
to
get
out
ahead
of
it,
and
this
also
included
a
revision
that
now.
That
report
has
four
levels
of
review.
Typically
it'll
be
generated
by
a
supervisor
on
the
street.
It
will
then
move
to
a
lieutenant
for
review
and
approval,
then
to
a
captain
for
review
and
approval
and
my
eye
as
an
approval
on
every
single
use
of
force
report
that
is
generated
within
the
police
form.
D
We
also
are
in
the
process
of
implementing
the
racial
identity,
profiling
act,
data
collection-
we've
actually
been
doing
this
since
july
of
this
year,
but
we're
doing
it
in
sort
of
a
trial
basis
now
to
to
learn
from
our
mistakes.
While
it's
not
live
reported
legally,
we
are
required
to
begin
reporting
this
by
january
of
2022,
but
we
could
have
chosen
to
take
the
route
of
an
extension.
We
did
not.
We
in
fact
implemented
data
collection,
six
months
ahead
of
schedule
in
july
of
this
year.
This
is
a
really
big
undertaking
for
us.
C
D
Every
contact
a
police
officer
makes
and
turns
it
into
a
police
report,
albeit
a
somewhat
streamlined
police
report,
but
you're
looking
at
between
10
and
20
minutes
of
work
for
every
person
we
contact
at
this
point
in
time.
The
objective
of
that
is
to
collect
racial
and
other
identity
data
and
aggregate
it
in
a
way
that
can
be
reported
back
to
local
governments,
so
that
we
can
take
a
look
at
that
making
sure
that
we
are
being
as
fair
and
equitable
as
possible.
Our
policing
practices-
and
this
will
be
legally
required.
D
It's
important
to
understand
for
all
these
officer-initiated
detentions
or
contacts
so
or
I'm
sorry,
not
only
for
officer,
initiated
detentions
and
contacts.
If
we
get
to
dispatch
to
a
call
for
service
in
which
there
are
people
on
that
call
who
are
not
free
to
leave,
a
ripa
report
has
to
be
written
on
each
and
every
one
of
those
individuals.
D
So
you
can
give
the
illustration
of
say
a
disturbance
at
a
bar
where
we
have
a
fight
where
we
essentially
detain
15
or
20
people.
While
we
are
dispersing
the
crowd,
this
is
15
or
20
police
reports.
What
used
to
be
a
30
second
added
notes
into
a
call
and
moving
on
so
operationally
it's
a
big
undertaking,
albeit
with
a
a
very
good
aim.
At
the
back
end
of
it,
I
mentioned:
we've
revised
disciplinary
practices.
Essentially,
that
means
that
we
have
more
we've
formalized
our
investigations.
D
Investigations
have
been
formal
all
along,
but
there
used
to
be
some
points
in
the
process
where
an
investigation
could
be
dispo'd,
informally
and
we've
removed
those
loopholes
to
where.
If
someone
is
making
a
complaint
about
the
personnel
that
is
going
to
move
into
a
formal
investigation,
there
are
different
levels
of
formal
investigation,
but
this
means
that
everything
is
documented
and
provides
us
much
more
accurate
tracking.
I
mentioned:
we've
deployed
these
early
warning
systems.
We've
added
a
training
needs
component.
D
It
used
to
be
that
there
could
be
a
a
disciplinary
issue
for
which
it
was
all
about
whether
or
not
they
were
receiving
formal
discipline
and
with
you
know,
progressive
discipline
is
great,
but
we
need
to
identify
when
an
issue
occurs
because
training
was
insufficient
or
there
needs
to
be
additional
training
for
a
specific
officer
or
the
entire
staff,
and
so
that
we've
added
that
component
in
we've
established
a
more
solid
continuum
based
on
progressive
disciplines.
D
So
we
ensure
that
we're
tracking,
repeat,
offenses
and
we're
ensuring
that
the
discipline
matches
not
only
the
behavior,
but
how
often
the
behavior
has
occurred.
We
expanded
internal
affairs
training
for
all
of
our
supervisory
staff
and
above
and
we
moved
investigative
handling
of
internal
affairs
to
the
lieutenant
level.
I
think
this
is
also
very
important
to
professionalize
our
investigations.
Investigations
used
to
be
completed
by
a
sergeant
law
requires
to
be
completed
by
someone
of
superior
rank
to
the
individual
who's
committed
or
is
alleged
to
have
committed
the
offense
so
moving
into
the
lieutenant
level.
D
I
think
it
makes
it
a
little
bit
more
removed
from
patrol
and
ensures
that
there's
that
added
management
level
input
into
these
investigations,
we
revised
our
training
plan
to
comply
with
state
law,
post
principles
of
equity
and
inclusion
crisis
intervention
training
needs
so
crisis
intervention
is
a
sort
of
a
fancy
way
to
talk
about
how
we
deal
with
people
in
mental
health
crisis.
The
good
news
is
that,
in
the
academy
our
recruits
are
getting
about
80
hours
of
crisis,
intervention,
specific
training-
we
don't
stop
there.
D
We
put
every
one
of
our
officers
through
an
additional
80
hours
somewhere
in
their
first
year
on
the
street
service,
with
the
theory
that
you
can
now
apply.
What
you've
learned
practically
on
the
street,
to
the
classroom
environment,
to
go
back
in
and
learn
more
about
dealing
with
mental
health
crisis
and
emergency
de-escalation
training.
We
have
now
brought
in-house
and
outside.
So
we
have
six
people
at
the
police
department
are
now
trained
as
de-escalation
trainers
so
that
we
can
train
much
more
regularly
in
de-escalation.
D
We
have
in
fact
implemented
the
escalation
training
into
regular
briefings
so
that
it's
a
topic
of
conversation
constantly
among
the
officers
sharing
their
successes
and
failures
in
the
area
of
how
they
de-escalated
potentially
violent
situations
to
resolve
them
without
violence.
We've
talked
before
about
the
essential,
the
essential
spanish
course
I'm
proud
to
say
this
is
well
underway.
D
Every
san
bernardino
police
officer
is
getting
training
in
basic,
essential
patrol
spanish,
so
they're
able
to
conduct
a
traffic,
stop
tell
someone
give
someone
basic
commands
like
put
your
hands
up
or
put
the
gun
down,
to
ensure
that,
if
we're
dealing
with
a
language
barrier
and
an
emergent
situation
that
we're
able
to
communicate
effectively
with
our
community-
and
this
is
one-
I'm
particularly
proud
of
our
focus
on
emotional
intelligence-
talk
a
little
bit
about
that
in
a
couple
of
slides.
But
I
think
that
suffice
it
to
say
that
this
is
probably
the
single
component.
D
Police
officers
are
forever
going
to
be
placed
in
situations
that
have
to
make
split-second
decisions
with
very
minimal
information
and
be
judged
for
years
and
years
afterwards
by
people
who
weren't
there
in
the
moment,
and
I
think
the
only
way
to
be
assured
of
making
the
best
possible
decisions
in
those
scenarios
is
to
have
a
well-adjusted
emotionally
intelligent
individual
in
a
uniform
who
is
not
easily
challenged
and
is
capable
of
processing
the
various
mental
states
of
the
people
they're
dealing
with
reacting
accordingly.
D
So
we
have
a
tremendous
amount
of
focus
in
our
hiring
process
and
in
our
training
on
emotional
intelligence,
all
the
way
down
to
our
practical
scenarios,
even
when
we're
at
the
firing
range
and
we're
using
firearms,
we're
no
longer
just
pointing
at
a
paper
target
and
shooting
rounds
at
it.
We're
focused
on
shoot,
don't
shoot
decision
making
even
during
qualifications
and
having
officers
really
consider
all
of
the
options
on
their
belt
in
their
heart
in
their
mind
before
they're,
making
decisions
and
a
huge
amount
of
focus
on
health
and
well-being.
D
Spoiler
alert.
I'm
going
to
talk
about
that.
In
a
couple
of
slides,
increasing
outreach
and
transparency.
We
talked
about
citizen
rims,
but
this
is
still
a
really
underutilized
source
in
our
community,
so
I'm
kind
of
using
this
as
an
opportunity
to
plug
it.
Again
we
are
reporting
crime
data
in
your
community
in
near
real
time.
I
say
near
real
time
because
it'd
obviously
be
a
horrible
tactical
disadvantage
to
tell
people
where
we
are
right
in
the
moment
as
crime
is
occurring
and
what
we're
doing,
but
very
shortly
after
that
is
automatically
populated
into
these
maps.
D
D
This
will
be
an
annual
report,
we'll
we'll
issue
one
every
year
moving
forward,
but
this
was
a
real
step.
I
think
in
our
effort
to
be
more
transparent
about
many
of
the
things
being
talked
about
publicly
when
communities
say
they're
frustrated
with
not
knowing
everything
about
their
police
department,
we're
trying
to
address
a
lot
of
that
with
our
annual
report.
D
We
talked
previously
about
expanding
our
survey
capabilities.
Yes,
we
created
these
new
flyers
and
are
surveying
more
people.
We
also
are
about
30
days
out
from
deploying
a
wonderful
new
system
called
q
hit,
which
will
send
out
automated
text-based
surveys
to
people
who
have
called
for
services
from
the
police
department.
Also,
the.
D
By
the
police
departments,
people
who've
been
victims
of
crime
in
the
police
department.
It
will
make
more
readily
available
the
resources
to
them
so,
rather
than
a
cop
having
to
give
everything
to
a
victim
at
the
scene
of
a
crime.
They'll
receive
periodic
messages,
access
to
marcy's
law,
pamphlets
and
other
pieces
of
critical
information
for
victim
assistance
and
as
well
as
follow-up
text
messages
on
the
status
of
their
cases.
You'll.
D
Let
them
know
when
a
case
has
gone
to
a
district
attorney,
for
example,
or
when
a
piece
of
evidence
has
been
secured
by
the
police
department.
This
can
be
a
huge
step
in
transparency
and
surveys,
also,
my
chiefs
blog,
which
we're
a
little
bit
overdue
for
our
next
episode,
but
has
been
another
effort
for
us
to
address
timely
issues
and
do
so
in
a
somewhat
engaging
format
and
then
chat
with
the
chief
which
was
spoken
about
earlier
by
rich
with
the
citizen
crime
prevention
committee.
D
This
is
part
of
the
listening
campaign
portion
of
phase
one,
which
is
to
try
to
begin
getting
a
recurring
set
of
meetings
out
in
the
communities
where
all
the
communities
in
our
city
feel
that
they
have
a
voice
directly
to
the
chief
of
police.
We've
held
four
of
these.
So
far,
there
are
dozens
more
planned.
D
There
is
a
definite
effort
to
try
to
reach
every
segment
of
our
population.
That
is
a
bit
challenging
so
we're
starting
with
the
neighborhood
watch
groups,
because
this
is
a
pretty
easy
way
for
us
to
coordinate
meetings
that
are
regional
by
neighborhood.
We
will
be
branching
out.
We
already
have
a
couple
meetings
scheduled
with
local
faith-based
organizations
and
we'll
also
be
reaching
out
to
the
schools
to
help
coordinate
and
I'm
very
open
to
any
other
ideas
for
how
to
reach
underrepresented
groups.
That
would
like
to
speak
with
the
police
department.
D
The
fact
of
the
matter
is
that
we
can
sit
in
two
different
camps
and
talk
about
what
we
think
all
day,
long
and
no
one
seems
to
want
to
really
come
together
and
talk
about
really
hard
topics
in
an
environment
in
which
we
respect
and
love
one
another,
and
that's
what
we're
trying
to
do
with
these
chat
with
the
chief
campaigns
so
far
been
very
effective.
There
have
been
some
really
wonderful
insights
garnered
on
some
really
difficult
topics,
things
that
are
being
dealt
with
on
the
national
scale.
D
D
So
here's
just
some
other
outcroppings
from
this
effort
right.
You
always
run
into
some
awesome
opportunities
when
you're
doing
these
things
when
you're
evaluating,
and
so
these
were
not
expected
nor
part
of
the
scope
of
work,
but
they
did
come
out
about
anyway.
One
has
been
real
increased
and
enhanced
use
of
our
partnerships,
with,
like
smart
for
mental
health
related
calls.
Life
moves
for
homeless
services,
korra
for
domestic
violence,
the
victims
advocacy
group
out
of
the
district
attorney's
office
as
we're
looking
at
how
we
can
do
things
better.
D
It
becomes
apparent,
there's
some
things
that
we
may
just
not
be
really
good
at
we're.
A
responsive
organization,
and
many
of
these
folks
are
ready
and
willing
and
able
to
help
augment
areas
that
may
not
be
strengths,
and
so
we've
been
using
them
much
more
robustly
in
this
past
year.
Even
despite
the
challenges
of
covet,
we
already
talked
about
the
de-escalation
training,
the
patrol
spanish
course,
this
gracy
advanced
content,
defensive
tactics
course
is
very
exciting
to
me.
D
Jitsu
training
saw
a
real
opportunity
here
that,
if
they
could
train
cops
to
use,
control
holds
that
don't
involve
restricting
airways
and
don't
involve
causing
injury
that
they
can
create
a
much
calmer
exchange
in
these
potentially
violent
interactions
where
they
time
can
be
on
their
side.
They
can
get
control
of
the
situation,
remain
calm
and
wait
for
additional
units
to
arrive
and
take
people
into
custody
much
more
safely.
I'll.
D
Give
you
one
practical
illustration
here:
you'll
see
so
many
uses
of
force
that
pertain
to
a
suspect,
that's
laying
on
their
stomach
and
has
their
hands
underneath
them,
and
this
is
very
concerning
to
a
police
officer.
Right
hands
hurt
us,
and
so
we
want
to
get
control
of
the
hands
as
fast
as
possible.
It's
really
hard
to
remove
hands
that
are
underneath
someone,
while
they're
laying
on
their
stomach
and
typically
that
gets
accomplished
through
pain,
compliance
strikes
and
things
that
convince
them
to
just
eventually
go
with
the
program
and
give
us
their
hands.
D
Well,
the
gracie
training
employs
a
body
weight
technique.
Then
I
have
watched
officers
that
in
this
training
that
weigh
125
pounds
take
on
a
250
pound,
extremely
muscular
suspect
and
by
themselves
be
able
to
remove
hands
from
underneath
them
and
get
a
handcuff
on
without
striking
them
even
one
single
time.
D
This
is
really
kind
of
revolutionary
training
for
use
of
force,
and
we
were
part
of
the
tip
of
the
spear
there.
This
is
actually
cameo
recently
in
hbo,
real
sports
with
bryant
gumbel,
and
at
that
first
training
of
training,
the
trainers.
There
were
three
four
severance
san
bernardino
police
officers
as
part
of
that
certification
course
so
very
proud
to
be
out
ahead
of
this.
I
think
it's
a
it's
a
game,
changer
in
use
of
force.
D
Being
you
even
at
work.
I
talked
about
this.
This
is
a
big
deal
to
me.
I
really
do
think
we
want
these.
These
police
officers
to
be
the
people
they
are
not
to
the
people,
they
think
they
need
to
become
when
they
put
on
that
uniform,
and
so
this
is
the
explanation
behind
why
you're
seeing
some
changes
in
the
appearance
of
people
wearing
uniforms
like
the
one
I'm
wearing
tonight
and
then
staff
recognition
awards
program,
we've
had
awards
for
a
number
of
years.
D
We've
never
really
formalized
them
to
be
consistent
with
those
underlying
objectives
or
our
driving
principles
as
an
organization.
So
now
we've
rebuilt
an
awards
program
that
surrounds
those
three
principles
of
ensuring
peace,
providing
safety
and
building
communities,
so
that
we're
rewarding
the
exact
behaviors
that
we're
saying
we
want
to
see-
and
this
has
relayed
into
a
recognition
program
for
the
public
as
well.
It's
so
frequent
that
some
member
of
the
public
does
something
extraordinary
to
assist
the
police
department
and
in
doing
so,
make
their
community
a
safer
place,
and
we've
really
done.
D
And
finally,
this
outcropping
of
a
commitment
to
wellness
and
resiliency-
I'm
really
proud
of
this,
because
not
only
is
it
critically
important,
but
this
is.
This
is
one
of
your
strategic
initiatives
and
it's
coming
to
bear
the
police
department.
Through
this
simple
statement,
I
really
do
believe
that
the
most
important
controllable
factor
in
generating
positive
outcomes
from
police
interactions
is
officer,
wellness,
resiliency
and
emotional
intelligence.
D
At
the
end
of
the
day,
like
I
said
earlier,
a
very
well
adjusted
physically
fit
mentally
fit.
Grounded
individual
is
going
to
make
better
decisions
in
these
sometimes
unthinkable
circumstances
we
put
officers
into,
and
so
we
have
deployed
what
I'm
calling
the
whole
human
wellness
program.
This
is
very
near
and
dear
to
my
heart,
I'm
very
active
in
the
officer
wellness
space,
both
locally
at
the
state
level
and
at
the
national
level,
and
so
this
six
component
program
takes
into
account
by
the
way,
I'm
not
nearly
smart
enough
to
have
come
up
with
this.
D
D
The
same
time,
we've
clearly
identified
that
this
is
an
ongoing
process
of
evaluation
and
growth,
which
we
as
a
department
and
as
individuals,
are
wholeheartedly
committed
to
phase
two
opens
this
same
data
policies,
procedures
and
etc
to
the
city
manager
and
impact
justice
for
their
independent
review,
and
so
with
that,
I
think
I'm
turning
it
back
over
to
are
you
going
to
donna
we'll
turn
it
over
to
donna
linton?
The
consultant
with
impact
justice
and
she'll
talk
a
little
bit
about
phase
two
and
ij's
role
in
that.
C
Okay,
good
evening,
mayor
medina
and
city
council
members,
as
mentioned,
I'm
donna
linton
and
I'm
a
policy
consultant
with
impact
justice,
research
and
action
center.
C
C
So
we're
so
pleased
to
have
him
involved
in
this
process
as
well.
We
have
a
multi-disciplinary
team
that
includes
researchers
in
order
to
ensure
that
the
data
analysis
and
data
gathering
and
analysis
is
objective
and
unbiased.
That,
coupled
with
law
enforcement,
expertise
will
lead
to
good
public
policy,
which
I'm
pleased
to
say.
San
bruno
is
very
proactive
in
its
efforts
to
achieve
that.
C
The
these
I
want
to
review
with
you
the
scope
of
work
that
we've
been
contracted
to
do.
The
initial
phase
is
the
kickoff
meetings
and
interviews.
C
C
C
C
C
We're
doing
a
four
year
look
back
at
the
data
going
back
to
2016.,
howard,
jordan
has
received
some
of
that
data
and
has
begun
his
analysis.
We
anticipate
having
that
completed
in
november
howard.
Jordan
also
is
the
lead
on
reviewing
the
policies,
as
well
as
training,
materials
and
and
training
courses
that
are
offered
within
the
police
department.
C
C
C
Okay,
while
we're
catching
up
with
that,
we
spent
the
summer
yeah
and
let's
move
into
the
next
slide,
we
spent
the
summer
developing
a
community
perception
survey
and
that
was
released
on
august
31st.
C
It
currently
is
housed
on
the
san
bruno
website.
As
of
today
we
received
100.
We
have
received
170
responses
to
the
community
perception
survey.
Our
goal
is
to
reach
500
surveys
and
we
intend
to
close
out
the
survey
on
november
30th.
In
addition
to
the
online
version.
We
do
have
printed
versions
of
the
survey
in
hopes
of
getting
those
people
who
may
not
be
comfortable,
completing
an
online
survey
or
may
not
have
access
to
the
internet,
because
we're
trying
to
really
dig
in
and
assess
residents
perception
of
safety,
as
well
as
local
policing
practices.
C
We
are
trying
to
increase
the
distribution
efforts
really
reaching
out
to
the
community
to
get
more
responses
that
to
actually
reach
our
500
survey
goal.
You
may
have
seen
the
public
service
announcement.
That
is
also
on
the
city's
website,
much
thanks
to
jovan
grogan,
as
well
as
chief
johansen
and
the
police
department's
video
team
for
creating
that
that
video
spot,
along
with
danielle
soto
from
impact
justice
who's
on
that
video.
C
We
need
your
help
in
terms
of
the
ongoing
social
media
campaign,
those
of
you
who
are
on
social
media.
We
would
really
appreciate
it
if
you
would
re-post
the
video
repost
the
announcements
about
the
survey
really
encouraging
your
viewers,
your
social
media
viewers,
to
reach
out
and
take
advantage
of
giving
us
their
opinion.
C
C
One
incentive
is
those
who
complete
the
survey
in
its
totality
will
be
entered
into
a
drawing
for
gift
cards
now,
in
those
instances,
the
individual
would
need
to
identify
their
email
address
so
that
we
could
reach
out
to
the
winner
of
the
gift
cards,
but
it
is
important
to
know
that
the
information
that's
provided
by
them
is
anonymous
and
none
of
their
viewpoints
will
be
tied
back
to
their
name
or
email
at
all.
C
Moving
to
the
next
slide,
which
talks
about
the
school
survey
we
distributed
the
well,
we
gave
the
administration
at
parkside
middle
school
as
well
as
cappuccino,
high
school,
the
online
survey
just
last
week
as
of
today-
and
you
know
we
did-
have
a
holiday
yesterday
as
well.
We
we
have
only
had
five
surveys
completed
now,
it's
only
been
post,
it's
only
gone
out
to
them
in
the
last
few
days.
Our
goal
is
to
get
100
surveys
there.
C
Their
voice
is
important,
because
not
only
are
they
young
people
who
may
or
may
not
have
had
contact
with
the
police
department,
but
san
bruno
pd
does
have
a
school
resource
officer
that
goes
to
each
of
those
campuses
and
we
think
it's
important
to
see
what
their
perceptions
are
of
the
school
resource
officer
as
well.
The
survey
for
school
students
to
participate
in
is
scheduled
to
close
at
the
end
of
october.
C
C
In
addition,
we
expect
to
schedule
a
number
of
others
that
will
begin
in
november
and
continue
in
january
february
of
next
year.
We
will
target
certain
demographics
in
listening
sessions.
For
example,
when
we
look
at
the
online
surveys
that
have
been
detained
returned,
we
know
that
a
number
of
the
respondents
are
people
over
the
age
of
65.
C
so
and-
and
we
have
noticed
a
far
fewer
number
of
people
in
those
who
are
young
adults,
so
we
will
target
ways
to
reach
out
to
that
population,
one
of
them
being
going
to
skyline
community
college.
Any
other
suggestions
that
you
have
are
greatly
appreciated.
C
C
C
Moving
on
into
the
next
slide,
our
analysis
also
includes
looking
at
the
san
bruno
police
department
and
it's
our
intent
to
gather
that
information
through
focus
groups,
interviews,
internal
survey
of
the
police,
employees,
as
well
as
a
workforce
analysis
and
a
four-year
look
back
at
data.
C
Let's
see,
okay
and
yeah,
there
we
go
okay,
so
the
police,
department,
focus
groups
and
interviews
have
already
started.
Actually,
we
completed
a
command
level
personnel
focus
group
as
well
as
12
one-on-one
interviews
with
sworn
officers,
and
it's
important
to
note
that
in
looking
at
who
we
were
reaching
out
to
as
sworn
officers,
we
looked
at
those
we
had
a
stratified
sample
of
some
newly
hired
officers,
as
well
as
those
who
had
been
on
the
force
for
several
years.
C
We
wanted
them
at
various
levels
of
the
organization
and
representing
different
demographic
groups.
So
we've
completed
that
the
12
one-on-one
interviews
in
november.
We
intend
to
launch
an
online
survey
that
all
san
bruno
police
department
personnel
are
invited
and
encouraged
to
participate.
In
again,
these
the
information
will
be
anonymous.
We
will
not
be
able
to
tie
back
any
any
of
the
responses
to
any
individuals
within
the
police
force.
C
Can
we
move
to
the
the
next
slide?
The
next
steps
data
collection
will
continue
into
early
2022..
C
The
school
survey
closes
out
the
end
of
this
month
october
31st,
the
community
online
and
hard
copy
survey
will
close
out
the
end
of
november.
The
listening
sessions
begin
in
november
and
will
continue
in
january
and
february.
The
police
personnel
survey
will
take
place
in
november
and
the
workforce
analysis
should
also
conclude
in
november.
C
B
Absolutely
that
concludes
our
presentation.
Thank
you.
A
Thank
you
for
the
presentations.
Are
there
any
questions
from
colleagues
councilmember
hamilton?
I
have
two
brief
questions.
First,
thank
you
very
much,
both
ms
lin
and
chief
johansen
for
the
the
presentation.
A
I
have
a
question
I'll
just
go
in
order,
the
first
one
that
has
to
do
with
the
the
ripa
program
that
I
detailed
thank
you
for
all
that
detail
chief
since
we
started
the
new
process
here
in
july.
As
you
noted,
it's
a
much
greater
amount
of
admin
work
for
the
for
the
officers
than
they
had
to
do
previously.
A
Are
these
reports
generated
while
the
officers
are
still
in
the
field?
You
know
during
each
of
these
things
right
after
each
of
these
encounters
and
does
that
activity
perhaps
get
interrupted
if
they
get,
you
know
if
another
call
comes
in
and
then
the
second
part
that
question
so
you
can
answer
them
together
is:
is
the
extra
admin
work
causing
any
issues
with
with
staffing,
like
you
know,
maintaining
the
desired
number
of
officers
in
the
field?
That
sort
of
thing.
D
D
But
the
answer
to
your
second
question
is
also:
yes,
of
course,
that's
dependent
upon
time
and
other
calls
for
service.
So
it
is
somewhat
frequent
for
an
officer
to
be
attempting
to
enter
that
data
only
to
be
called
out
to
another
call
and
to
have
to
do
it
later,
there's
a
number
of
checks
and
balances
in
place
to
ensure
it
gets
done.
All
that
ripa
entry
is
actually
has
to
be
approved
by
a
supervisor
and
then
ultimately
moves
over
to
record
staff.
D
As
far
as
impacts
to
staffing
it's
too
early
for
me
to
say,
I
can
say
that
we've
seen
early
a
little
bit
of
a
reduction
in
some
of
the
proactive
policing
time
when
we
track
an
officer's
time
in
service
and
out
of
service,
we're
seeing
an
increase
in
in-service
time
or
out
of
service
time,
rather
than
a
decrease
in
out
of
service
time.
The
impact
of
that
is
is
really
going
to
be
difficult
to
measure
in
any
timeline,
but
certainly
is
too
difficult
in
this
early
of
a
period
in
implementation.
A
Understood
and
then
my
other
question
is
for
ms
linton
regarding
the
school
survey,
how
is
the
school
survey
being
marketed
at
the
schools
to
encourage
students
to
participate.
C
You
know
that's
something
that
we
really
are
going
to
have
to
push
it's
our
understanding,
that
the
school
principals
put
it
out
in
the
school
bulletin,
and
at
this
point
in
time
it's
only
gone
out
once
so,
we
will
be
reaching
out
to
ask
them
to
push
it
through
a
bit
further.
C
We
also
think
that
if
it
can
be
tied
to
let's
say
american
history
or
american
government,
those
kinds
of
classes
or
lessons
or
anything,
to
do
with
current
events-
that
if
they
can
ask
teachers
to
talk
about
the
civic
engagement
and
or
how
to
engage
in
your
community
as
part
of
a
civics
lesson,
so
those
are
the
thoughts
that
we
have
at
this
point.
C
Any
other
ideas,
we're
certainly
open
to
another
strategy
that
we've
talked
about
in
terms
of
reaching
out
to
the
community,
would
be
to
go
to
the
soccer
fields
on
saturday,
since
it's
soccer
season
and
being
able
to
pick
up
families
as
well
as
youth,
and
really
be
able
to
talk
with
some
of
the
young
people
about
you
know
if
you
go
to
the
parkside
middle
school,
go
online
and
give
us
your
feedback,
so
anything
that
any
ideas
you
have
we
are
welcome
to
them.
A
E
Thank
you
for
that
presentation.
I
think
before
I
go
into
my
questions,
I
just
want
to
thank
impact
justice
and
thank
the
city
manager
and
the
chief,
because
I
think
nobody
wants
a
microscope
on
their
departments,
and
so
I
think
the
response
and
the
attitude
has
been
very
welcoming-
and
I
just
want
to
thank
all
of
you
for
your
professionalism
in
that
I
did
want
to
just
ask
around
the
accountability
portion
or
the.
I
think
you
called
it.
The
investigative
handling,
I'm
just
curious
to
know
what
would
what's
typical.
E
I
know
in
government
entities,
you
know
you
have
an
hr
team
and
there
might
be
an
internal
investigation
or
a
third
party
investigation,
but
the
hr
team
is
normally
the
the
independent
entity
right.
That's
that's
handling
the
investigation
and
so
not
being
familiar
with
police
forces.
How
do
police
forces
normally
handle
investigations
within
their
own
departments?.
D
So
our
process
in
a
very
like
high
level
explanation
is
that
an
event
an
investigation
gets
initiated.
It
gets
assigned
to
a
lieutenant
lieutenant
completes
a
thorough
investigation,
that's
compliant
with
all
of
pobar
and
due
process
and
all
the
things
that
need
to
be
adhered
to.
To
ensure
that
any
discipline
that
emanates
from
that
investigation
will
actually
stick
and
be
upheld.
If
there's
any
allegation
that
a
law
was
violated,
then
the
district
attorney's
inspector's
office
is
brought
into
the
loop
and
they
would
investigate
the
criminal
side
in
a
parallel
investigation
to
the
internal
affairs
side.
E
Yeah
that's
helpful
and
then
how
is
is
there
does
that
is
the
lieutenant
the
person
responsible
for
documenting
what
was
done
to
during
the
investigation?
What
the
final
result
was
and
then
is
that
placed
in
in
a
personnel
file
or
an
independent
file?
How
is
how
is
it
documented.
D
Yeah,
so
that
the
investigating
officer,
in
this
case,
a
lieutenant
in
most
cases,
will
be
completing
the
investigative
report.
It's
start
to
finish
everything
that
was
done
as
part
of
the
investigation
includes
all
the
interviews
with
the
subject
officer,
witness
officers
other
witnesses
recordings
from
what
everything
you
can
imagine
would
go
into.
A
big
police
report
is
going
to
be
in
an
investigation
like
this
and
then
that
investigation
is
going
to
be
filed
within
an
independent
internal
affairs
file,
as
well
as
within
the
officer's
personnel
file.
D
The
duration
of
time
that
will
remain
in
those
files
is
governed
by
law,
so
it
depends
on
the
nature
of
the
complaint
and
the
findings.
But,
yes,
everything
is
memorialized
and
then
stored
in
these
appropriate
government
files.
E
B
To
piggyback
on
that
and
clarify
that,
as
a
part
of
the
phase
two
review,
there
will
be
a
review
of
the
current
practices
that
frankly
begin
a
step
before
what
you
heard
from
the
chief
with
the
intake
process.
How
does
that
complaint
come
in?
Sometimes
it
goes
directly
to
the
police
department
other
times
it
goes
to
the
city,
attorney's
office
or
the
city
manager's
office
through
the
police
department,
investigation
and
then.
B
Finally,
if
there's
significant
discipline
like
termination
that
city
managers
review
level,
all
of
that
will
be
reviewed
for
best
practices
and
the
council
will
get
an
analysis
of
the
current
status
quo,
as
well
as
any
recommendations
as
part
of
the
phase
two,
and
so
your
questions
are
spot
on
asking
about
what
do
we
do
now,
but
I
just
want
to
let
the
council
and
the
public
know
that
that
independent
review,
that's
in
phase
two,
we'll
we'll
we'll
do
a
top
to
bottom
review
of
that
current
process
right.
You
just
answered.
D
Yes,
it's
important
to
note
that
nine
out
of
every
ten
complaints,
that
or
internal
investigations
that
occur
are
initiated
internally
by
the
police
department,
so
yeah
all
of
these
intake
procedures,
sometimes
the
city
attorney's
office,
might
take
a
complaint
or
a
citizen
comes
in
to
complain.
Someone
might
even
come
in
to
complain
on
behalf
of
somebody
else,
we'll
accept
all
of
those
investigate
them,
but
most
of
them,
90
of
our
complaints,
are
initiated
internally
as
a
result
of
seeing
some
behavior
either
body
camera
footage
or
something
that
could
be
a
potential
policy
violation.
E
Great
thank
you
and
then
I
think.
As
far
as
just
a
clarification,
I
believe-
and
please
do
correct
me
if
I'm
wrong,
but
I
believe
the
chief
said
that
this
was
going
to
be
a
five-year
look
back
and
then
miss
linton
said
that
there
was.
It
was
going
to
be
a
four-year
look
back
and
I'm
just
curious
is
it
which
one
is
it
going
to
be.
C
D
Our
internal
clarify
five
years,
wherever
there's
five
years
of
data
available,
the
same
will
be
true
for
the
data
provided
to
impact
justice.
It'll
be
five
years
of
data
wherever
there's
five
years
available.
The
data
that's
so
far
been
provided
to
former
chief
howard,
jordan
has
been
a
five-year
historical
picture.
Okay,.
E
Okay
and
then
I
was
just
going
to
you-
had
asked
for
some
first
suggestion.
I
think
the
chief
initially
asked
for
it
and
I
just
wanted
to
throw
out
there
that
the
downtown
merchants
might
be
a
good
group
to
meet
with.
I
know
they're
many
of
them
are
big
fans
of
our
chief
from
my
conversations
with
them
and
I
think
they'd
love
to
have
some
time
with
you
and
then
for
miss
linton,
just
maybe
the
skyline
newspaper
and
then
reaching
out
to
peninsula
place
and
shelter
creek.
E
But
just
thank
you
for
the
report.
It's
very
enlightening
and
I
look
forward
to
the
next
one.
Thank
you
great.
Thank
you.
C
A
Vice
mayor
medina,
yes,
thank
you
very
much,
I'm
very
impressed
with
the
amount
of
effort
in
this
review.
It's
clear
this
is
being
taken
very
seriously,
so
I
wanted
to
acknowledge
that
and
thank
everyone
for
their
effort.
A
I
will
go
ahead
and
send
my
comments
to
jennifer
dianosa
and
one
of
the
easy
ones
are
working
through
the
ptas
for
all
the
different
schools
that
are
in
in
our
system
and
making
sure
they're
all
aware
of
of
this
of
these
surveys.
A
So
thank
you
very
much
great
we've
seen
no
other
hands
as
I
we
do
have
somebody
from
the
public
who
has
their
hand
up
on
this,
and
I
was
just
going
to
say
and
and
I'll
do
just
what
was
said
forwarded
through
email
but
there's
other
associations
too
in
the
community
et
cetera.
We
could
put
all
that
through
one
spot,
so
anybody
from
the
public
who
wishes
to
speak
or
ask
a
question.
I
see
one
speaker,
city
clerk.
If
you
can
bring
that
person
in
and
that
will
be
the
one
speaker
on
this.
A
I'm
sorry
I
didn't
mean
to
unmute
my
bad,
no
worries
whenever.
A
Okay,
no
problem,
okay,
anyway,
with
that
not
having
anything
else
on
this
topic,
we'll
go
ahead
and
thank
everybody
for
their
time
in
their
presentation
and
wish
you
a
good
evening.
A
So
we
will
move
on
that
ends,
announcements
and
presentations,
we'll
move
on
to
consent,
calendar.