►
Description
San Bruno City Council Meeting October 12, 2021
Whole Meeting
trt 1:56:30
B
A
A
A
Thank
you
now,
we'll
move
on
to
item
number
three
public
comments
for
items
not
on
the
agenda.
Individuals
will
be
allowed
up
to
three
minutes.
It
is
the
council
policy
to
refer
matters
raised
in
this
form
after
investigation
and
or
action
were
appropriate.
The
brown
act
prohibits
from
disgusting
or
acting
upon
any
matter,
not
agendas
pursuant
to
state
law
at
this
time,
if
there
are
any
folks
from
the
public
that
would
wish
to
speak
on
items
not
on
the
agenda
would
be
appreciated.
A
A
Thank
you
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
8am
to
11am
the
event
location
is
at
975,
snake
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
covet
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
or
oh
and
I'm
sorry,
I
left
up
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
bruno
is
working
and
I'm
going
to
actually
ask
if
we
could
the
city
manager
to
go
ahead
and
announce
this,
and
so
I'm
not
going
to
read
the
whole
thing
and
not
to
take
away.
C
C
C
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
A
very
important
community
meeting
that
we
will
be
having-
and
this
meeting
has
been
scheduled
for
monday
october
18th
at
5
p.m.
The
zoo,
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.
C
It
is
a
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
in
the
community
about
this
project.
C
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.
C
E
A
C
C
There
are
a
number
of
tasks
with
regard
to
this
project
that
have
been
ongoing,
and
so
we
just
wanted
to
take
a
quick
moment
to
give
you
an
update
I'll,
provide
some
brief
introductory
comments.
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.
C
C
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.
E
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.
E
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.
E
We
also
expanded
our
data
collection
to
ensure
that
we're
collecting
data.
You
know
we
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.
E
E
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.
E
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,
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.
E
So
we
reviewed
and
revised
hundreds
of
policies
from
thousands
of
pages,
and
I've
also
talked
to
you
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.
E
E
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
movement.
So
this
was
the
bulk
of
the
phase.
E
To
give
you
an
idea
of
what
the
outcropping
of
that
was,
we
we
focused
primarily
on
critical
policies,
there's
about
30
critical
policies
as
we
identify
them
by
that
name
within
the
police
department.
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.
E
E
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
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.
E
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.
What
option
weapon
options
planning
and
our
personal
complaints
procedures
are
some
of
the
the
highlighted
policies
that
took
a
lot
of
that
had
a
lot
of
change
through
this
process.
E
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
in
the
direction
we're
moving
as
an
organization.
E
There
are
both
pros
and
cons
to
perf
in
my
professional
opinion,
but
we
have
implemented
a
lot
of
their
suggestions
because
they
seem
highly
appropriate
to
what
we're
trying
to
accomplish
here
in
san
bruno.
Also,
the
presidential
task
force
on
21st
century
policing
document
that
has
been
in
circulation
for
quite
some
time,
but
we
did
use
it
and
it's
eight
pillars
as
or
six
pillars.
E
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.
E
In
order
for
us
to
maintain
our
certification
as
a
policing
agency
and
a
bit
of
a
challenge
as
they're
evolving
as
well,
and
then
trying
to
keep
up
with
proposed
legislation.
I
say
proposed
because
we
didn't
necessarily
wait
for
legislation
to
pass
before
taking
a
close
look
at
it
in
the
context
of
changing
our
policies.
E
If
there
is
legislation
being
proposed
that
our
experts
were
telling
us
is
likely
to
pass
or
that
just
made
good
sense.
In
many
cases,
we
implemented
changes
that
were
suggested
in
that
legislation
ahead
of
schedule
and
then,
of
course,
community
safety,
community
safety
needs
and
our
guiding
principles
as
factors
in
that
review
and
revision
as
well.
E
We
re
infused
ourselves
with
this
overarching
premise
that
human
life
is
sacrosanct
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.
E
E
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
standalone
de-escalation
policy
in
an
effort
to
really
emphasize
to
officers
that
we
see
de-escalation
as
central
to
everything
we
do.
E
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
the
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.
E
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
home
a
very
strong
message
that
it's
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.
E
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.
E
For
me,
I
open
the
personal
appearance
standard.
It'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.
E
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.
E
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.
It
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.
E
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
review
as
it
was
making
sure
it
would
be
available
to
impact
justice
in
the
city
manager's
office,.
E
And
we've
expanded
that
data
collection,
so
we've
always
had
these,
not
always
for
the
last
I
would
say
eight
years
we've
had
these
standalone
use
of
force
reports,
and
I've
mentioned
these
to
you
all
before
in
the
annual
report,
but
essentially
time
a
san
bernardino
police
officer
uses
anything
more
than
gentle
touch
in
the
course
of
their
duties.
We
generate
a
standalone
use
of
force
report.
This
is
not
the
police
report
of
the
crime
report.
E
E
These
specific
officers
using
force
in
case
we're
seeing
disproportionate
levels
of
force
used
or
disproportionate
amounts
of
force
used
by
individual
officers.
The
system
now
tracks
that
flag
that
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.
E
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.
E
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're
being
as
fair
and
equitable
as
possible
in
our
policing
practices,
and
this
will
be
legally
required.
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.
E
E
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.
E
Investigations
have
been
formal
all
along
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.
E
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
it
to
the
lieutenant
level.
E
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.
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.
E
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.
E
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
in
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.
E
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.
E
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.
E
I
say
near
real
time
because
it
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.
You
can
see
the
link
at
the
top
of
the
screen,
which
is
one
way
to
access
it.
You
can
also
get
your
through
the
police
department's
website
and
this
is
a
really
great
way
to
take
a
look
at.
What's
going
on
in
your
community.
E
You
can
zoom
in
on
the
map
and
look
at
how
many
traffic
collisions
have
actually
occurred
in
my
community
during
x
period
of
time
or
how
many
burglaries
or
how
many
robberies
you
can
you
can
kind
of
take
a
close
look
at
what's
actually
going
on
and
it's
very
transparent.
It's
automatically
populated
from
our
cad
system-
that's
not
done
manually,
so
you
can
see
everything
going
on
in
town
also
the
2020
annual
report.
This
will
be
an
annual
report,
we'll
issue
one
every
year
moving
forward,
but
this
was
a
real
step.
E
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.
E
Been
arrested
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.
E
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
vlog,
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.
E
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.
There
is
a
definite
effort
to
try
to
reach
every
segment
of
our
population.
E
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
will
also
be
reaching
out
to
the
schools
to
help
coordinate,
and
I
am
very
open
to
any
other
ideas
for
how
to
reach
underrepresented
groups
that
would
like
to
speak
with
the
police
department.
E
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.
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.
E
E
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.
Enhanced
use
of
our
partnerships
with
like
smart
for
mental
health
related
calls
life
moves
for
our
homeless
services,
cora
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.
E
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
gracie
advanced
attempt
at
the
defensive
tactics
course
is
very
exciting.
To
me.
E
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.
The
situation
remain
calm
and
wait
for
additional
units
to
arrive
and
take
people
into
custody
much
more
safely.
I'll.
E
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
ants.
E
Well,
the
gracie
training
employs
a
body
weight
technique
that
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.
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
train
the
trainers.
E
E
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
learning
tonight
and
then
staff
recognition
awards
program,
we've
had
awards
for
a
number
of
years.
E
We've
never
really
formalized
them
to
be
consistent
with
those
underlying
objectives
or
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.
E
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.
E
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.
E
G
G
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.
G
G
G
G
G
G
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.
G
G
G
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.
G
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
javon
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
that
video.
G
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.
G
G
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
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.
G
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.
G
G
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
retained
returned.
We
know
that
a
number
of
the
respondents
are
people
over
the
age
of
65.
G
G
We
also
will
be
reaching
out
to
church
groups
that
serve
the
asian
pacific,
islander
population
as
well
as
a
spanish-speaking
population.
We
do
have
one
of
our
researchers
who
is
bilingual
spanish
and
she
will
be
conducting
those
focus
groups.
Council,
member
mason.
You
were
generous
in
giving
us
the
name
of
a
member
of
the
african
american
community
that
you
thought
we
should
reach
out
to
and
we
will
be
working
with
him
to
identify
people
for
a
focus,
a
listening
session
that
targets
the
african-american
community.
G
Let's
see
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.
G
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
of
any
of
the
responses
to
any
individuals
within
the
police
force.
G
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.
G
A
B
B
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.
B
Are
these
reports
generated
while
the
officers
are
still
on
the
field?
You
know
during
each
of
these
and
they're
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.
E
E
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.
E
As
far
as
impacts
to
staffing
it's
too
early
for
me
to
say,
I
can
say
that
we've
seen
an
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
it's
too
difficult
in
this
early
of
a
period
in
implementation.
B
D
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.
D
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?.
E
If
you're
smaller
like
us,
you
don't
have
a
dedicated
division
for
that.
You
have
specific
personnel
that
are
trained
and
assigned
to
investigate
citizen
complaints
or
personnel
complaints.
Use
of
force.
Reports
that
indicate
there
could
be
some
sort
of
policy
violation,
really
any
allegation
that
policy
or
law
has
been
violated.
E
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
So
the
mou
stipulates
that
if
the
proposed
discipline
is
in
excess
of
a
certain
level
that
it
actually
moves
on
to
the
city,
manager's
office
and
the
human
resources
department,
so
that's
the
point
at
which
it
would
move
to
sort
of
this
additional
investigative
body.
We'll
take
a
look
at
the
total
report,
come
to
their
own
conclusions
about
proposed
discipline
and
decide
where
things
go
from
there.
Does
that
answer
your
question.
D
E
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.
E
C
No,
I
just
wanted
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.
But
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.
C
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
will
will
do
a
top
to
bottom
review.
Of
that
current
process.
E
Answered
yes,
it's
important
to
note
that
nine
out
of
every
ten
complaints
that
are
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
and
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.
D
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.
E
Internal
look
graphic
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,.
D
Okay
and
then
I
was
just
going
to
you-
had
asked
for
some
for
a
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.
D
B
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.
I
will
go
ahead
and
send
my
comments
to
jennifer
dianos
and
one
of
them
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.
So
thank
you
very
much
great.
A
We've
seen
no
other
hands
as
I
we
do
have
somebody
from
the
public
who
has
their
hand
up
on
this
and
I'm
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
can
funnel
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
that
will
be
the
one
speaker
on
this.
A
So
we
will
move
on
that
ends,
announcements
and
presentations,
we'll
move
on
to
consent,
calendar
all
items
are
considered
routine
or
implemented
earlier
council
action
and
may
be
enacted
by
one
motion.
There
will
be
no
separate
discussion
unless
requested
a
couple
of
things.
One
on
item
d
approve
the
regular
minutes
for
the
regular
meetings
of
it
should
read
september
28th,
so
just
to
announce
that
correction
and
that's
in
d
and
then,
depending
on
what
happens
on
I
I'm
gonna.
I
will
not
be
voting
on.
A
I
I'd
recuse
myself
before
bay
hill's
specific
plan,
but
to
encompass
it
for
the
betterment
of
the
city.
In
the
interest
of
that,
however,
it
does
get
pulled
or
there
needs
to
be
questions
or
discussion.
Then
I'm
going
to
need
to
depart
and
then
come
back.
So
are
there
items
that
anybody
wants
to
have
pulled
for
a
separate
vote?
A
B
A
Okay,
so
maybe
because
they're
all
they're
grants
me,
we
take
them
collectively,
that's
okay!
So
I
see
no
other
items,
I'm
seeing
none
other.
So
we
will
begin
the
beginning
and
we'll
go
to
f,
listen,
frank,
adopt
resolution,
accepting
the
crest
model
meter
pump
station
project
as
complete
authorizing
the
filing
of
the
notice
of
completion
with
the
san
mateo
county
recorder's
office.
An
author
authorized
release
of
the
construction
contract
attention
in
the
amount
of
three
hundred
and
sixteen
thousand
five
hundred
sixty-four
point.
Five:
five
councilmember
hamilton
yeah.
B
I
just
wanted
just
a
very
say,
a
very
brief
comment
on
this.
I
think
it's
really
important
for
the
the
public
to
see
that
the
progress
that
the
city
continues
to
make
in
completing
needed
work
to
reduce
sanitary
sewer
overflows
is
they
can
pollute
our
streets
and
leach
into
our
storm
water
system
and
eventually
pollute
the
bay.
This
is
critical
work
and
I
just
wanted
to
take
a
quick
moment
to
thank
all
involved
for
completing
this
project
and
bringing
it
in
under
budget.
A
B
Yes,
mr
mayor,
this
is
incredible:
these
three
items-
laura
field,
150
000
from
measure
k
due
to
our
supervisors,
pine
and
president
canapa.
In
addition
to
that,
the
san
bruno
community
foundation
provided
twenty
five
thousand
dollars
through
the
alliance
to
fix
the
snack
shack
pacific
heights.
205
000.
B
grant
money
to
fix
to
fix
the
pathways
up
there
and
then
air
breathing
equipment,
another
59
000.
So
you
know,
when
you
add
it
all
up,
you
know
approaching
half
a
million
dollars,
410
000
and
I
think
it's
worthy
to
express
our
appreciation
for
staff
to
get
these
grants
through
and
we're.
You
know
we
love
them
right.
Grants
are
good.
Thank
you.
A
D
And
it
says
the
response
is
this
recommendation
has
been
implemented
and
that
the
san
bernardino
police
department
has
been
providing
regular
updates
regarding
ripa
data
collection
to
city
council
for
several
months
already.
So
I
just
wanted
to
suggest
a
change
to
the
san
bernardino
police
department
has
begun,
providing
updates
regarding
ripa
implementation
of
data
collection
to
the
city
council,
just
because
I
don't
believe
that
the
updates
have
been
for
re
for
several
months,
and
I
don't.
D
I
think
that
was
just
an
unintentional
error,
but
I
just
wanted
to
make
sure
that
that
change
would
be
okay
to
submit,
as
our
is
our
response
and
with
that
said,
and
that's
my
only
comment
and
suggestion
for
I
don't
know
if
this
would
even
need
to
be
an
amendment.
So
the
city
attorney
may
need
to
speak,
but
just
wanted
to
confirm
that
was
okay
to
make
that
that
change.
C
A
Okay,
so
I
think
that
takes
care
of
that.
I
think
it
takes
care
of
all
of
the
consent
items
again,
keeping
in
mind
folks
that
the
announcement
that
I
made
on
item
d
for
that
modification-
you
just
heard
councilmember
mason
on
item
m
and
I
will
have-
I
am
not
voting
on-
I,
which
is
for
the
recusal.
So
any
action
from
council.
A
A
F
B
So
the
item
in
front
of
you
is
to
adopt
a
resolution
denouncing
hate
crimes
and
standing
in
solidarity
with
san
bernardino's
communities
of
color
to
enhance
diversity,
inclusion
and
equity.
All
in
san
bernardino,
I
have
a
very
short
presentation
for
you.
It
will
include
a
short
background
discussion.
B
B
As
a
result,
the
city
council
requested
that
the
heart
committee
review
a
resolution
of
solidarity
and
provider
recommendation
recommendation
to
the
city
council
for
consideration
and
approval.
The
resolution
was
prepared
by
staff
in
conjunction
with
the
chair
and
vice
chair
of
the
heart
committee.
The
heart
committee
did
schedule.
B
D
So
it
seems
like
we're
now
coming
full
circle
where
the
council
strongly
believed
that
we
didn't
want
just
a
resolution.
We
wanted
action
and
we
wanted
some
impact
on
the
work
that
is
being
done
and
as
missionaries
just
mentioned,
I
think
that's
happening.
I
think
I
would
imagine
that
the
rest
of
the
council
concurs
with
the
review.
That's
occurring
right
now
with
the
police.
D
A
And-
and
I
think
what
we
could
do
is
if
it's
available
to
be
sure
which
is
going
to
be
now
and
then
we'll
also,
we
have
a
member
of
the
community
that
wishes
to
speak
on
this
topic,
and
has
so
I
don't
know
if,
if
that
time,
that
could
be
done
simultaneously.
But
that
is
the
resolution
that
the
heart
committee
has
put
forward.
The
council
member
has
just
spoke
about
spoke
of
as
well
as
ms
dianos.
E
E
But
when
I
read
the
background
on
the
the
letter
that
was
in
the
packet,
I
was
kind
of
disappointed
that
we
couldn't
get
a
quorum
in
the
heart
committee.
It's
had
one
member
resign,
but
if
there's
nine
members
there's
still,
we
still
should
have
been
able
to
have
a
quorum.
I'm
wondering
why
that
is
and
do
we
want
to
wait
until
we
have
a
forum
for
them.
E
F
The
heart
committee
is
an
ad
hoc
committee,
and
so
we
don't
have
a
regular
meeting
time
and
so
every
meeting
that
we
try
to
call
is
usually
best
based
on.
You
know
best
availability
and
it
has
been
difficult
to
to
schedule
the
meetings,
so
we've
had
a
few
of
them.
We
have
another
one
coming
up
soon,
but
you
know
both
council
member
mason
and
I
felt
that
it
was
important
to
bring
this
item
forward
and
so
because
our
alternative
was
to
allow
staff
to
work
on
this.
You
know
we
we
don't.
F
We
didn't
feel
it
was
as
important
to
get
review
of
the
committee.
We
did
make
the
the
draft
versions
available
to
members
of
the
committee
ahead
of
time.
In
case
they
had
comments,
but
you
know
at
some
point
I
do
believe
we'll
have
to
relook
at
the
at
the
membership
of
the
committee
and
see
if
we
can
do
anything
to
either
expand
it
or
you
know,
pull
the
members
to
see
if
they're
still
interested
in
continuing.
F
D
Yeah
and
just
piggybacking
off
with
yourselves
or
I'd,
also
say
that
we
had
a
similar
situation
with
the
aapi
resolution.
Unfortunately,
and
we
I,
I
can't
remember
how
many
times
between
that
resolution,
this
resolution
that
we've
tried
to
get
our
committee
together
and
it
has
been
a
challenge-
and
I
also
just
want
to
say
that
ms
danos
can
can
speak
better
to
this,
but
there
wasn't
a
whole
lot
of
time
put
into
this
and
we
did
not
pay
consultants
to
create
this
resolution.
D
This
was
created
in-house
and
it
was
reviewed
by
chairman
salazar
and
myself.
So
this
really
is,
I
feel,
teamwork,
and
I
think
that
we're
all
I
think
we
all
supported
this
from
the
beginning
and
we
all
supported
the
work
behind
it
from
the
beginning.
So
I
too
hope
we
get
unanimous
approval
tonight.
Thank
you.
A
A
Perfect,
thank
you.
So
we're
going
to
do
is
I'm
going
to
go
ahead
and
make
appointments
that
need
to
be
approved
by
the
city
council,
of
course,
and
honestly,
what
I
did
was
try
to
be
basing
on
the
balancing
of
responsibilities
and
the
interest
that
I've
kind
of
heard
expressed
throughout
the
times
on
these
topics
and
if
there's
more
questions
as
to
why
I
certainly
at
that
time,
when
a
person
comes
up
and
so
I'll
go
down
the
list
and
if
somebody's
can't
fulfill
or
doesn't
wish
to
just
let
it
be
known.
A
This
is
on
the
first
one
you'll
see
the
open
space
parks,
recreation
facility,
that's
the
crest
war,
high
school
soccer
fields,
and
at
this
time
councilmember
hamilton
I've
been
advised.
You
can't
serve
on
that
due
to
the
recusal.
So
I'm
going
to
ask
vice
mayor
marty
medina
to
serve
on
that
on
the
recreation
aquatics
advisory
committee.
I'm
going
to
ask
that
council
member,
linda
mason
serve
on
that
on
the
homeless
committee.
A
I'm
going
to
ask
that
council
member
salazar
serve
on
that
on
the
san
bernardino
school
round
table
and
the
san
bernardino
park
school
district
as
they
sometimes
call
the
executive
committee.
I'm
going
to
ask
that
council
member
mason
beyond
both
and
for
the
council
liaison
there's
there's
one
because
of
the
fact
of
it
was
personnel
board
and
culture
and
arts,
but
there's
no,
that's
not
personnel.
So
it's
a
couple
months
and
since
council
member
hamilton
has
one
group
I'd
like
to
appoint
that
at
this
time.
D
Think
that
and
I
may
need
the
city
attorney
here-
I
may
have
a
conflict
with
the
sbpsd,
because
my
husband
is
on
that
one
as
well
right
now,
I'm
not
sure.
I'm
actually
not
not
sure,
because
I
didn't
know
before
right
now,
but
we
may
need
the
city
attorney
to
chime
in
if
it's
not
a
conflict,
I'm
fine
with
it.
A
B
If
I
may
yes,
mr
mayor,
thank
you
council,
member
mason,
so
I
think,
as
we've
discussed
before,
about
your
participation
in
other
items
involving
the
san
bernardino
park
school
district,
there
is
no
financial
conflict
under
the
political
reform
act
of
state
law.
So
you
that
that
is
certainly
not
an
issue
there.
B
There
may
or
may
not
be
a
common
law
conflict
just
by
virtue
of
the
fact
that
your
spouse
serves
on
that
board
as
well,
but
I
think
you
previously
determined
that
that
does
not
present
a
conflict
for
for
you
and
he
likely
has
determined
the
same
on
his
end.
So
I
don't
see
any
a
legal
reason
at
the
moment
why
that
would
prohibit
you
from
participating
on.
D
A
A
Thank
you
and
we
are
through
conduct
of
business
and
now
we'll
move
on
to
item
seven
comments
from
council
members.
First,
we're
going
to
hear
from
council
member
mason,
and
this
is
in
regards
to
ima
request
that
staff
research
approval
voting
as
an
alternative
election
method
for
mayor
and
council
elections
and
schedule
presentations
to
the
city
council
from
the
center
for
election
science,
councilmember
mason.
D
Yeah,
thank
you,
so
I
think
for
the
this
one,
this
particular
item.
What
really
I'm
looking
for
is,
as
this
council
probably
remembers
when
we
first
started
talking
about
districting,
we
had
a
group
come
in
that
was
from
the
center
for
election
science
and
they
publicly
spoke
at
one
of
our
meetings
and
since
then
they
reached
out
to
me,
and
they
explained
the
approval
voting
system
and
how
it
differentiates
from
the
system
we
have
in
other
systems.
D
At
that
time,
we
were
having
a
discussion
about
our
intent
to
move
on
with
district
elections,
and
I
believe
at
some
point.
The
city
manager
said
that
the
two
may
be
a
discussion
that
we
could
have
together
as
we
move
forward
with
districting,
and
so
I'm
actually
not
so
much
asking
for
staff
to
research
this
at
this
time,
because
we
we
don't
really
know
which
way
we're
going
to
go.
D
But
really
what
I'm
asking
for
is
that
staff
work
with
the
center
for
election
science
and
give
them
an
opportunity
to
give
their
presentation
that
they
had
initially
requested
to
us
a
year
ago,
so
that
we
at
least
have
the
background
and
education
to
then
make
a
decision
as
to
whether
it's
something
we
want
to
look
into
further.
If
it's
going
to
take
a
lot
of
time.
D
Maybe
it
needs
to
be
a
strategic
initiative
next
year,
but
at
least
to
get
the
information
up
front,
and
so
we
start
thinking
about
it
and
have
an
idea
of
what
we
want
to
do
so
so
what
I'm
asking
for
from
council
is
the
approval
of
asking
staff
to
coordinate
a
presentation
at
one
of
our
city
council
meetings
from
the
center
for
election
science,
on
approval
voting
and
really
just
educate
us
more
on
on
what
that
would
look
like
what
the
process
is
and
and
who's
already
implemented.
This
process.
A
B
So
yeah,
I'm
in
I'm
in
favor
of
this
I
mean
the
from
you
know
we
we,
I
absolutely
need
more
education
on
on
approval
voting
before
you
make
any
kind
of
a
of
a
serious
consideration,
but
from
what
from
what?
What
I
know
so
far
the
it
encourages
much
more
positive
campaigning
right
and
which
I
think
would
be
healthy
for
our
community
and
it
you
know
there.
B
B
Yeah,
I'm
I'm
in
favor
of
having
a
presentation
by
all
means.
I
think
that
would
be
fine.
If
you
go
to
their
website.
They
have
some
youtube
videos
on
it.
It
gets
a
little
complicated
at
times,
but
if
you
listen
through
it,
my
gut
feeling
first
is
like
sure:
why
not
let's
listen
and
then
we
can
determine
if
that's
really
needed.
F
It's
an
interesting
theory
and
it
seems
to
me
more
of
a
an
academic
sort
of
exercise
in
a
way
you
know.
Looking
back
at,
I
was
just
thinking
at
the
results
of
our
last
election.
In
a
way
it
played
out
very
similar
to
approval
voting,
because
when
we
do
at
large
elections
we
have
multiple
seats
available,
and
so
people
do
cast
multiple
votes
and
so
in
looking
at
some
of
the
examples
and
how
they
play
out
and
and
how
that
process
works
in
a
way
we've
sort
of.
F
We
have
something
that's
very
similar
to
approval
voting
people
approve
of
two
and
you
know
the
highest
two
vote
getters
and
they
could
be
in
any
combination,
which
is
what
you
get
with
approval
voting.
I
guess
in
approval
voting,
you
can
vote
for
even
more
people
and
that's
where
I
think
the
public
might
get
a
little
confused
in
terms
of
really
understanding.
F
You
know
what
happened.
I
I
didn't
vote
for
those
two
people.
I
don't
know
anybody
who
voted
for
those
two.
How
did
that
work
out?
And
I
think
in
some
of
the
alternate
voting
methods
that
ends
up
being
a
problem
where
people
don't
understand
the
implications,
sometimes
of
some
combination
of
voting,
and
so
I
mean
it's
interesting
for
me.
F
There's
only
two
people
voting
only
two
people
running
you
can't
you
can't
cast
more
than
one
vote,
so
you
know,
would
it
be
worth
the
effort
to
go
to
a
different
system
where
it's
not
necessary,
so
I
would
actually
recommend
that
we
wait
and
see
how
things
you
know
how
the
dust
settles
after
we're
in
districts
and
then
see
if
there's
a
a
need
to
do
that,
to
change
the
method.
But
you
know,
if
there's
no
problem,
then
let's,
let's
not
try
to
fix
it.
So
that's
that's
where
I'm
at.
B
D
A
As
well,
okay,
so
if
I
said
something
like
request
that
staff
reach
out
and
have
that
group
make
a
presentation
that
would
probably
mean-
and
I
and
staff
can
correct
me-
would
mean
a
special
meeting.
You
know
because
we
don't
wanna.
As
you
know
there
are,
our
calendar
is
getting
full
for
the
this
year,
but
that
we
are
not
looking
for
staff
to
like
what
I've
just
heard:
yeah
research
not
having
to
put
staff
reports
together
and
all
that
I
know
staff
would
probably
say.
A
D
Yeah,
I
would
say,
looking
at
today's
just
like
a
today's
agenda,
just
a
presentation
would
be
fine,
and
so
I
would
say
staff
scheduling
that
scheduling
and
I
would
even
go
as
far
as
to
say
it
doesn't
if
it
can
fit
into
one
of
our
future
agendas.
It
doesn't
have
to
be
a
special
meeting.
I
don't
want
to
box
staff
in
so
much
to
have
to
do
that
so
up
to
their
discretion,
but
just
to
schedule
the
the
presentation.
A
D
A
Thank
you.
I
think
that
at
that
pretty
good
time,
councilmember
mason,
though,
is
there
anything
else
that
you
have
and
that
you
wanted
to
say
under
council
comments
and
colleagues,
if
there's
anything
from
you,
if
you
could
raise
your
virtual
hand,
so
we
can
get
around
the
room
anything
else.
Councilmember
mason.
B
Yeah.
Thank
you,
mr
mayor.
I
wanted
to
re
repeat
a
request
for
the
the
volunteers
that
are
needed
at
our
school
sites
for
supervision
during
noon,
especially
if,
if
somebody
has
the
ability
to
do
that,
that
would
be
great.
You
can
call
the
district
office
or
any
of
the
schools
that
are
any
of
the
nearby
schools.
D
Thank
you.
I
just
wanted
to
remind
the
public
that
there
is
a
vaccination
event
on
october
16th
at
bel
air,
from
11
to
2
pm,
and
that's
going
to
be
for
the
first
dose
and
there's
a
second
dose
vaccination
event
on
november
6th,
so
again,
saturday
october
16th
from
11
a.m,
to
2
p.m,
and
it's
going
to
be
at
bel.
Air
walk-ups
are
welcome
and,
as
always,
you
know,
appointments
are
preferred,
but
they'll
take
walk-ins.
So
if
you're
not
vaccinated,
yet
you
can
still
get
your
vaccination.
Thank
you.
A
Thank
you
a
couple
things
for
myself
and
then
we'll
adjourn
in
memory.
One
is
I
attended,
the
the
state
in
sacramento,
the
california
league
of
cities
conference,
and
that
was
where
the
voting
delegate,
that
was
on
september
22nd
through
the
24th.
Of
course,
there
are
general
sessions.
The
opening
sessions
there's
breakout
sessions
throughout
the
wednesday
thursday
and
friday
on
friday
then
occurs
the
voting
delegate
and
then
the
installation
of
the
new
officers
that
have
come
on
board.
A
I
want
to
say
that
it
was
nice
to
go.
It
was
nice
to
get
back
because
it
was
very
hot
in
sacramento
and
walking
back
and
forth
to
your
hotel,
a
lot
of
steps
but
too
much
heat
for
the
mile
walking
joy.
So
you
know-
and
there
were,
I
will
say
we
had
other
folks
when
I
say
other
folks,
other
of
our
neighboring
communities
that
had
two
and
also
I
got
I
heard
of
you
know
that
they
get
per
diems
and
they
get
gaias
and
the
toll
which
we
we
pay
for
all.
A
All
of
that.
So
I
appreciate
what
we
do,
because
you
know
we
we
do
give
of
ourselves
on
that
too.
Also,
I
wanted
to
there
was
a
san
mateo
county
economic
recovery
roundtable
on
september
29th,
which
I
attended,
which
it's
approachable,
but
what
I
did
attend
in
person
on
october.
The
first
was
the
eagle
scout
ceremony,
and
that
was
for
troop
4172
of
san
bruno.
What
was
really
interesting
and
unique
about
this
one?