City of San Jose, CA City Manager, 13 Feb 2021

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From YouTube: FEB 13, 2021 | Police Chief Candidate Forum

Description

Police Chief Candidate Forum:
The City of San José is in the process of recruiting for a new Chief of Police following the retirement of Chief Eddie Garcia after 29 years of service to our community. During this session, the candidates will answer questions posed by San Joseans.

Foro de Candidatos a Jefe de Policía:
La Ciudad de San José está en proceso de reclutar un nuevo Jefe de Policía luego del retiro del Jefe Eddie García después de 29 años de servicio a nuestra comunidad. Durante el Foro, los candidatos responderán a las preguntas planteadas por San Joseanos.

Buổi Hội Thảo cho Ứng Cử Viên Vị Trí Cảnh Sát Trưởng:
Thành Phố San José đang trong quá trình kêu gọi và chọn lựa người Cảnh Sát Trưởng mới sau khi Cảnh Sát Trưởng Eddie Garcia đã về hưu sau 29 năm phục vụ cộng đồng. Trong Buổi Hội Thảo, các ứng cử viên sẽ trả lời các câu hỏi của người dân San Jose.

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I will get started right: now. all right., good morning,, everyone.

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My name is david sykes., I'm the city manager here in san jose,.

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And I want to welcome everyone. today's today's police chief candidate.

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Forum, as has been well publicized, we've done everything we can.

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To establish a diverse candidate pool and a candidate pool that.

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Has internal and external perspectives. and I believe we have achieved.

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Those objectives.- this is the first time that we, as a city have.

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Developed a process like this, a transparent process where, by.

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You have the community get to see the finalists. and that's what.

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Today's about. and I think we certainly all recognize the importance.

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That a police chief plays the role that they play in terms.

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Of serving our community, make no mistake about it. all of.

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These candidates are qualified., they have decades of experience.

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What we're trying to do now in the process is find.

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The best fit for san jose.

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and, and today is really the beginning of that process.. I want.

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To kind of just lay out some of the things that that I think we're.

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Looking for,, but certainly the community has been very involved.

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With, with shaping this process and giving input. we,, we are looking.

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For someone who's open minded and ready to engage in a dialogue.

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That challenges, conventional wisdom,, someone who embraces new.

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Approaches to public safety and builds on the progress that our.

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Department has made, through years of reform. we're looking for.

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Someone who's, inclusive,, insightful,, adaptable works effectively.

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In our very diverse community and, and very important., someone.

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Who that is prepared to lead the most thinly staff, large police.

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Department in the entire country., so no easy task,, but that's what.

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We're looking for. somebody who can do all those things and has all those attributes. it's my role as city manager to select.

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The police chief, all the department heads work for me and the.

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Way our process works once I make that selection with a lot of.

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Help from community members and panelists and stakeholders.

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But once I make that decision, then I go to the council for confirmation.

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And the council,, the mayor and council,, either confirm or don't confirm my selection., you know,. So today we really truly are at.

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A transition point from kind of the movement process to really.

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The selection process. after today's forum,, the candidates will.

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Go through an extremely rigorous interview: process. we've got 50.

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Community leaders and other stakeholders involved. and as I said,.

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Very rigorous interview process that will follow this. all of.

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Your,, your participation today is greatly appreciated. and, in.

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Today's the first opportunity for you all as a community to get.

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To hear from our, our finalists. the questions that will be asked.

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Today, we're put together into themes based on 500 questions that.

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Our community provided to us through the survey process., so today's.

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Forum is really about an opportunity to hear from the candidates.

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And see how they respond to these questions, that, that are coming.

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From our community., so good luck to all the candidates, today. next,.

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I'm going to introduce gary peterson., he is the ceo of public sector.

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Searching consulting. he's been our recruiter through the process.

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And he is our facilitator for today's forum.. So thank you,.

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Gary, and take it away.

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Thank you, mr. city manager, appreciate that.. I want to join the.

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City manager and welcoming all the candidates and the viewers at.

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Home for date for today's forum, will be using the following: format.

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Each candidate will provide a brief opening. Statement. will be.

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Followed by five questions,, taken from the top five themes. as.

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The city managers described, each candidate will have three to.

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Four minutes to respond.: I will make sure they stay on time. And,.

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And tell you how much time you have left candidates will be rotating.

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The order of who answers first., so everyone gets an opportunity to go first,, second and so on.. If there's enough time at the.

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End,, we'll also ask the candidates to provide a, a brief closing.

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Statement should be noted that the forum is being interpreted.

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In spanish and vietnamese and broadcast on separate youtube, channels.

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So with that having been said, let's,, we want to hear from the candidates.. I want to start with introductions, and we're going to start in alpha order,, starting with chief bowers,.

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Please take three or four minutes and tell the community about.

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Yourself and why you want to be the next police chief for.

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The san jose police department and the city of san jose.

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Well, good morning, gary., it's an honor to be here today to have.

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This opportunity to talk with, with you all and the public., whose.

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Alternate tuning in about the areas that they're concerned about.

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My name is jeremy bowers., I'm the chief of police with the piedmont police department.. But before I get into,, you know, my professional.

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Background,, I just want to provide an opportunity for those who.

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Are watching to have some insight into who I am as a person., I'm.

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The son of love and parents. my father's african american., my mother's.

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Italian american., my italian grandparents immigrated to united.

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States at a young with their families looking for opportunity.

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And a better life., my african american grandparents persevered.

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Through tough times and segregation at 21., I began my career.

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With the city of san jose, and I met a young woman who eventually became my wife,, a woman who was born and raised in east san jose,,.

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The daughter of the mexican american father in an italian american.

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Mother,, whose families also came to the city of san jose.

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For a brighter future, families who still had deep roots.

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In the city of san jose., so when I think about the multiculturalism of my family and extended.

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Family,, I see the beauty in the diversity of it.. I see the,. I see.

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How distinct each of the segments of it are. and I see the strength.

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Of it when it comes together., and that's really the lens through.

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Which I see the city of san jose., a city whose diversity an inclusive.

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Drive stand out as its strength,, my experiences,, my assignments,.

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My command opportunities to expand, operations, investigations,.

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Administration, and training. a few of the assignments that.

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I had,, which were very formative for me, included the time I.

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Spent as the adjutant to the chief of police., I did that for two different chiefs of police over, over a number of years,.

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And really have the opportunity to look at a view of a policing.

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In. san jose from the office of the chief of police.

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I have that experience.. I have that understanding of those dynamics, because I had a front row seat for it.. I was assigned as the training.

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Commander of the organization,, where I was charged with delivering outstanding training to the men and women of the police department.

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From the time that they came into their apartments throughout their entire careers. and then I also had the honor of aiding in the.

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Establishment and coordination of the sheets community advisory board,, where basically it's an entity that still exists to this.

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Day. say it's a,, it's an important part of the relationship between.

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The department and the community. I've sought and obtained higher.

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Education., I received my bachelor of science degree from san jose state university and my master's degree from university of california, irvine.. I care about san jose.. I care about.

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The san jose police department and the women and men in it.

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for me, this opportunity to return is not just professional,.

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It's personal.: that's why the decision to take a leadership opportunity.

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And broaden my perspective was the most difficult decision I've ever had to make personally and professionally.. I love being.

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In the organization of san jose,- but I wouldn't be here now to.

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Lead the department in endeavor in this work with the community.

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And the same, he has its cheap, without the differentiated experience.

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In perspective, I gained as a chief of police for the last.

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Four years engaged in leading during this time and evolution.

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Of policing. again,, I'm honored for this opportunity to.

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Come back home and I look forward to the rest of the conversation.

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Today. thank you.

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Thank you, chief bowers., we're to move onto chief doll for your.

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Introduction, take,, please take three or four minutes and tell everyone about yourself and why you want to be the next police chief in san jose.

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Thanks gary., I appreciate it. and I just want to say thank you.

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To everyone., I really am honored to be a part of your selection.

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Process., I know how important it is for a community when you're.

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Selecting a chief of police and, and I'm just really pleased.

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To be able to participate., my name is justin doll., I'm the chief.

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Of police here in anchorage, alaska., I've been chief here for about four years., just a little bit about me. I,. I was born in.

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Oregon., I still have lots of family in that area.. My family moved.

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Us to anchorage when I was fairly young and I went to junior high and high school here. and ultimately college I've been.

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With the anchorage police department, since 1996. I've been.

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Very fortunate to have a variety of assignments throughout the.

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Years, doing lots of fun things,, but also lots of very developmental.

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Things for myself., but also I've had a hand in, in in the department over the years.

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I've had assignments,, you know,, as you can imagine at this point.

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In my career in places such as investigations and administration,.

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And ultimately, as chief of police for the last four years, a little.

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Bit more about me personally,, I have a bachelor's degree in economics.

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From the university of alaska and also a master of public administration,.

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From university of alaska., I've attended the fbi national academy.

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Too. further develop my education as a police commander and also.

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The fbi's national executive institute,, which is a, a leadership.

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Institute for chiefs of large city police department's, my wife,.

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Monique and I have been married for over 20 years, and we.

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Enjoy spending time, together,, fishing and boating here in.

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Alaska., I also enjoy a motorcycle writing and a variety.

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Of other sort of nerdy technical things in my off time.

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And we have,, we have three dogs that keep us very busy, to basset.

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Hounds, in a dachshund., so very active personal life., you know,.

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I am, I'm very excited to be in this process and under consideration.

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For the chief's job in san jose., my wife and I have literally.

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Grown up here in anchorage and in anchorage has a very small.

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Town feeling and sense of hometown pride. and as I've talked.

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To people in and around san jose over the last couple of weeks,.

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Trying to do the best I can to get a feel for the city.. My sense.

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Is that san jose has that same feeling.? You have that, that feeling.

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Of hometown pride,, a lot of sense of accomplishment for your.

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City. and, and that's really what we're looking for as we find.

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Our next adventure in life,, we know that we're ready to move.

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On from alaska, and as we've considered, where we might go next,.

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We've been very interested to find a combination of environment.

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And, and the makeup of the department, that would be a.

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Good landing spot for us., and we really think that san jose is it,. San jose is a beautiful.

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City., it has a wonderful diversity to it. and you have a wonderful.

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Police department, where that I look,, when I look at what san jose.

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Police department is doing,. I see that you have a strong police department., it's very modern forward thinking, and it has the support.

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Of its community. and, and that's really the place that I want.

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To go next to provide leadership, and, and share my experience.

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And perspective, you know, and, and bring a, a slightly different.

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Perspective to, to help build on the really solid foundation.

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That san jose already has. so again, thank you.. I'm very excited.

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To be part of the process and looking forward to getting to meet everyone as we move along. thank you. appreciate it. next.

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Is deputy chief mata introduction of yourself three or four.

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Minutes, and why you want to be the next police chief.

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okay, gary buenos dias y gracias, para asistir en este foro.

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Me llamo anthony mata y yo, soy subjefe do policia.

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Departamento de san jose.- I am the assistant chief in san jose.- I'm very happy to be here.

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To be the next chief., I can assure that we are here to help you.

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And protect you, because we are all part of a community as always.

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I'm here for you and thank you and have a good day.

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And good morning, everyone., I'm excited and honored to be a finalist.

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For the san jose police shot position, and to lead this amazing,.

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The amazing men and women of this department. is important for.

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Everyone to know my journey and why. I am the best choice for this.

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To lead this department., my purpose has always been to help others.

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And to give back to the community leading this department at this.

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Difficult time will be a great opportunity for me is: I will guide.

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And support our dedicated workforce and support and advocate.

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For our community., my vision for the department is that all residents.

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And visitors of this city have the highest trust and confidence.

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In this department., I will do this by ensuring that we become.

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A highly engaged department through excellent service at all.

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Levels. and by building relationships with all stakeholders,.

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This is something I have done for the last 30 years and will.

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Continue to do my journey began by being and raised in.

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The inner city of chicago., I, like many of our communities, experienced living in a high crime.

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Area where gangs and violence exists., I also experienced racism,.

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Poverty, and limited opportunities growing up in one of the most.

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Segregated cities having lived,, these experiences has provided.

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Me, as made me and provided me, the person I am today valuing.

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And demonstrating honesty,, compassion,, equity, and true relationships.

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I started working at the age of 12,, which allowed me to pay for.

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My education., I attended the university of illinois, chicago, where.

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I earned a bachelor's in criminal justice while attending college.

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I worked for the illinois criminal justice information authority,, where I was fortunate to work with and learn from criminal justice.

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Leaders and prominent professors in the field.- I was a member.

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Of the chicago police department, briefly before joining the san.

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Jose police department in march of 1996 they're in my 25 years.

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At san jose pd,, I have worked in critical assignments.

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I attended san jose state university where I earned my masters.

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In public administration. as a commanding officer., I implemented.

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Various programs and policies to advance the department in partnership.

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With our community., I have also ensured that our workforce is reflective.

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Of our community, through assignments and positions as the department's.

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Most senior deputy chief,- I have prepared for this position by.

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Completing the necessary executive trainings, such as a senior.

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Management institute for police,, the california police chiefs association.

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In california's post, executive development, programs, and recently.

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Completed the police executive leadership institute alumni series.

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Sponsored by the major city chiefs association as an executive.

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Officer, I'm heavily engaged with the community and have always.

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Been since the start of my career,, all of these experiences.

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And my background has prepared me to lead the san jose police.

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Department. thank you.

B

Thank you, deputy chief mata. next deputy chief randall.

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Three to four minutes introduction. and why you want.

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To be the next chief.

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Thank you, gary., good morning., I'm heather randall., I'm a deputy.

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Chief here at the san jose police department. and it's an honor.

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To be here. I'll spend a few moments talking about my experience.

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And who I am., I was born and raised here in san jose., so I have.

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A deep connection to this community- and I am fiercely committed.

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To this city and the department and its success. before coming.

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To san jose pd,, I earned my bachelor's degree in psychology from.

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Uc san diego., I was a behavioral therapist for the center for.

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Autism, working on classroom for children., so a little different.

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Background than most,, but I began my career here at san jose.

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And 1998, and I'm going on my 23rd year here. I've had many.

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Opportunities in my career and I'm very grateful for all of.

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Them. and I've had the chance to lead and make meaningful change.

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Within our department. we all have storied careers,, as you will hear., and I'm very grateful.

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For the opportunities that I've been given here to grow and develop,.

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Within my career., I've had the opportunity to be a detective in.

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Our sexual assaults unit,, are vice and special investigations,.

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Internal affairs, are media relations unit and are recruiting in.

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Background unit,, where I had the opportunity to build a team restructure.

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Our recruiting outreach and backgrounding ss and successfully brought.

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In the most diverse academies we've ever had here in the history.

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Of san jose police department., something I'm very proud of.. I.

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Was promoted to captain where I oversaw the western division.

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I'm a very busy division and launched our first crime data intelligence.

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Pilot program., I was promoted to deputy chief,, where I oversaw.

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Our bureau of investigations and had the opportunity to stand.

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Up a new unit. one, that's very near and dear to my heart,- are.

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Special victims unit that focuses on human trafficking,, internet.

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Crimes against children and our 290 registrant compliance.

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With currently,, I oversee our largest bureau or bureau of.

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Field operations,, where I oversee over 800 sworn employees,.

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And twenty civilian staff.

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and it's something that I'm very connected to.. I think we have.

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Outstanding officers here and, and they really enjoy their work.

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I bring a different perspective to the leadership team here in.

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Our department. one, that's never been elevated to the position.

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Of chief and a hundred and seventy years. and I'm very proud of that.- and I know that san jose is the finest police department in the nation,. But we do have a lot of work to do. A lot of outreach,.

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A lot of community engagement that we need to do. and I think we're.

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All up for the task., the events of recent have shown us that we.

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Can't point outward and that we must look inward., it's very important.

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Our departments, not broken,, but a new perspective can keep.

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Us moving in the right direction during this very important.

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Time., so I want to thank you for this opportunity and thank.

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You for having me here, today.

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Thank you. deputy randall assistant chief scirotto,, three to four.

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Minutes. introduction., why you want to be the chief in san jose?.

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Good morning, everyone., my name is larry scirotto. I am retired.

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Assistant chief from the city of pittsburgh, bureau of police., I.

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Like to start with saying, thank you., thank you for the opportunity.

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To be a part of this process., the most, one of the most important.

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Processes that is city will undertake and that's appointing the next chief of police. a little personal background about me as.

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We get started., I'm the proud son of jerry's, corrado and leroy.

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Taylor,, a child of a multiracial relationship.. I identify as.

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A black man as a child and a young adult growing up in public.

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Housing and in poverty., my lived experiences are very similar.

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To communities of color. today., I remember being one of the only.

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Brown, kids in catholic school, the pay for lunch with blue chips,, like the food stamps., my mom used at the grocery store.. My mom was a single parent.. She.

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Worked tirelessly to ensure my sister and I were taught and valuable.

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Life lessons to be successful as adults.. She taught me lessons.

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Like perseverance, commitment,, dedication, but,, but maybe most.

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Importantly, that what anything was achievable,, no matter where you came from, as long as you're willing to work hard for it.

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and I plan to bring those values and life. Lessons with me to.

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San jose, and given the opportunity to become your next chief.

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More about me on the professional side, I am,, I have been a police.

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Officer for 25 years and an executive leader position, executive.

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Leadership positions for prior eight with the bureau,, the pvp.

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Consists of 922. officers. and about 65 civilians,, which is.

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Just a little bit smaller than s. jpd., I started policing when.

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I was 19 is the only job I ever wanted to be a part of.

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And I work my way up through the ranks to become the youngest assistant.

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Chief in the department's history., I know challenging and rewarding.

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How challenging and rewarding this profession can be because.

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I have worked in almost every capacity of law enforcement from.

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Being a k 9 handler to the motorcycle unit alex to internal affairs.,.

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I was a sergeant in charge of our crimes against children, unit and, and along the way,. I never skip rank on my way to assistant.

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Chief as a promoter leader., I always wanted to ensure I was approving.

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The department for the officers and the communities in which we.

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Serve. my goal is to build bridges with the community, to improve.

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Our officers everyday work, life, and, and experience within the.

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Organization and to be forward thinking leader., I think I've accomplished.

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It in every position I've had as a commander patrol district.

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Of focused on community police relationships to supported collaborative.

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Problem solving with our officers,, our residents, and our business partners. their goal. During my tenure,, there was to create a environment.

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Our officers were visible, accessible, and build sustainable relationships.

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That reflect 21st century policing, tenants from patrol.. I moved.

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To oversee our major crimes, division,, which included homicide,,.

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Not like any other major city., we were experiencing high instances.

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Of gun, violence resulting in death,, engaging our communities and.

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Stakeholders. I led the implementation of our group violence, intervention.

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Strategy they use precision, policing directed at the most likely.

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People to commit violence, that strategy had a dramatic impact.

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On gun, violence with, with murders decrease in 47 percent from.

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2014 to 2019. and have we had the lowest number of murders, 20.

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Years in 2019,, when I became the assistant chief of professional.

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Standards, I had responsibility for training, policy, criminal.

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Intelligence, labor, management, and officer accountability.

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My first responsibility was to implement the recommendations.

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From the president's task force on 21st century policing.- and I did that by creating a procedural justice unit within our training academy, that was responsible for educating every officer.

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All 920 in the principles of pj and more importantly, implicit.

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Bias that training focused additionally, on the implementation.

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Of 30 guiding principles on the use of force and the escalation.

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Techniques, all to ensure we're aligning our officers, training.

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With the organization's values and being certain,, we treated every.

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Member of our community with a level of dignity and respect that.

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They deserve., if given the opportunity to lead the sjpd., I will.

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Continue to be that transformational leader, build genuine community.

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Police partnerships and on a daily basis, challenge organization.

H

To be better and do better., thank you for your time. and I.

H

Look forward to the process.

B

Thank you., thankschief scirotto. next up is a captain ta 3 to.

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4 minutes., while you want to be the police chief in san jose.,.

F

And a good morning. thank you, gary.. I've got to start off by saying,.

F

Because today is new year's, if my family would not forgive me if.

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I didn't say happy new year for everybody watching today., so just.

F

Really quickly about myself., I was born in vietnam in 1975.. My.

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Emigrated to the united states., that's our story, kind of started.

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In pensacola, florida,, but we didn't stay there very long.. We ended up living in mobile, alabama for several years., so that was where.

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Some of my formative years were at when I was younger. in 1980,.

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We ended up moving to a little city called san jose.. We heard.

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That there was a booming vietnamese community growing in san.

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Jose. and in fact, today, san jose city is large.. Just vietnamese.

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Community outside of vietnam in the entire world..

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So that's how robust the community has become. and just a short.

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Period of time. in 1995,, I was hired by the san jose police department.

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I have pretty much worked in a variety of different assignments.

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So I started like we all do in patrol.. I then became an undercover.

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Officer working as a deep cover officer for the fbi task, force.

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At the time we were experiencing some violent crimes that were.

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Stemming from the card clubs,, following that, I was a gang detective.

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And the early 2000s., that's where I started working with at risk.

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Youth and working with the other partners that we have dealing.

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With gang violence and not risk behavior., I then became a training.

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Officer. I,, I went back to the community and this capacity training.

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Young officers to be a solo beat officers,. Following that, I was.

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A robbery detective investigating and apprehending violent.

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Predators, often times victimizing, older people and females.

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Following that, I switched gears., I became a auditor., so I was.

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One of four hand selected auditors, to conduct internal audits for.

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The department, looking for policy and procedure, vulnerabilities.

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And conducting workflow analysis. identical manned of our traffic.

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Enforcement unit, our motorcycle unit in san jose.. This is probably.

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One of the most serious issues that we have in our city. in fact,.

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Many years, we either equal or sometimes even double the amount.

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Of traffic fatalities, we have in comparison to our homicides.

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Following that, I went to take a man apart or sexual assault investigations.

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Unit., this is the largest unit within our detective bureau, under.

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My purview., I had sexual assaults, human trafficking,, megan's law.

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Detail. I had internet crimes against children.. I had all of.

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Juvenile crimes and I had all of missing persons., so that was.

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A very challenging assignment., the last couple of years, I've been back in the community, working as a division, commander, working in the foothill division,, which.

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Is our east side.? Some of these neighborhoods are probably our.

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Most needy neighborhoods in the entire city., I have a master's.

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Degree in business administration. I have an undergrad in criminal.

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Justice. I have an extensive background in auditing and workflow.

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Analysis, and I'm a graduate at the fbi, national academy., the.

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National academy is probably one of the most coveted trainings that any law enforcement commander can actually have less than.

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1% of commanders or ever nominated, selected, and complete.

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This training., so I'm proud to share that with you guys, today.

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And then finally,, I am also a graduate of san jose leadership.

F

Class of 2014. and on my free time, ii, give back to the community.

F

I'm a president of a non profit, vietnamese based organization.

F

Known as vase., it stands for vietnamese american city employees., so I do that.

F

In addition to my professional community, work. so the,, the reason.

F

Why I feel that I would be a very strong candidate for chief here.

F

In the city of san jose is I,, I believe I can add a lot more value with my time left here in the city.. I can help more people.

F

I believe my knowledge, skills, abilities,, education, and accomplishments.

F

Puts me in a very good position to be one of the key candidates.

F

And this selection process., so I'm very proud to be here as one of the finalists and humbled to competing.

F

With all these fine chiefs and deputy chief commanders.

F

Thank you. thank you,. Captain ta, appreciate that. interim chief tindall,.

B

Please take three to four minutes and tell the community about yourself and why you want to be the next permanent police.

B

Chief here in san jose.

I

Well, good morning,, gary. and good morning to everybody watching here, today. I'd first like to say thank you to the city and the.

I

City of san jose and all its residents for the opportunity to.

I

Be here today., I'm truly humbled to be considered as your next.

I

Chief of police., my name is david tindall and I'm the current.

I

Acting chief for the san jose police department., I was raised.

I

By a single bomb in glasgow,, scotland, and moved to united states.

I

When I was 14 years old,, I graduated from high school, while working.

I

40 hours a week., I've always had a high, high ethical work.

I

Standard that have carried me through my teenage years to where.

I

I am now, my late teens, found me working, cleaning pools at.

I

A local water park and he san jose. and I worked there for.

I

Seven years., the side of san jose became my home for almost.

I

10 years as I walked towards what I knew was my dream, career.

I

And the city of san jose., my first attempt to get hired san jose pd ended because I was not.

I

Able to take my citizenship at that time, because my, as a resident.

I

Alien card, is documented on that card, can a stipulated that I.

I

Would not be able to join the beauty and then put myself through.

I

The police academy from money I had earned from jobs while trying.

I

To become a citizen., I will say the loves of my life., my life.

I

Is filled with two very active 14 year olds, who are in sports.

I

And they share my passion for working in protecting the residents.

I

Of san jose., with the stories that are told my experience at.

I

San jose's broad., my time and patrols patrol always drew me.

I

Back to the east side,, where I felt a strong connection to the community., I took assignments in poked away project crackdown.

I

Areas,, including santi, and. washington, neighborhoods.

I

I was particularly drawn to the areas where I could interact with some of the most vulnerable neighborhoods, who are most victimized.

I

By crimes. my work ethic is an officer took me to a special operations.

I

Units like merge or that's our own swat team and become a field.

I

Training officer promoted to work street level, gang enforcement.

I

Homicide internal affairs, and ultimately took command positions.

I

Over investigations, field, operations. analogy acting chief of.

I

Police., I will say every candidate here has experienced lots of.

I

Qualifications belong to many professional organizations,, but my.

I

Experience leads leaving at every level of this police department.

I

Is the one thing that sets me apart., I'm a proven leader, a challenging.

I

Time when our department needs both stability and undertake a reinvention.

I

Of ourselves,, we have to confront the uncomfortable truths of our.

I

Profession. and yes, here in our own organization, the challenges.

I

For our next chief are greater than those in the past., no chief.

I

Will be successful for officers, do not follow them,, leaving our.

I

Goals and trust in their leadership.- I do know the men and women.

I

Of this police department,- and I know that they will follow and lead the way. I know this department and this community. and.

I

I believe in our ability to meet the expectations this moment,.

I

Because I know the exceptional capacity and commitment of all.

I

Of our officers,, they have been, and will continue to be, the.

I

Reason behind all of our successes. thank you, gary.

B

Thank you, tube channel appreciate that. before I get into the,.

B

The questions I'm going to talk briefly about the top themes from.

B

The community survey,, the questions were formulated based on these.

B

Themes and they are as follows: racial equity and systemic racism,.

B

Quality of life,, crimes,, discipline, and accountability, community.

B

Interaction, and outreach and recruitment and retention. so with.

B

That, having been said,, we are rotating the order of the question., so chief doll,, you will be first on the next question,, which.

B

Is a racial equity question.? How does systemic racism and racial.

B

Bias impact policing?: how would you engage in the conversation.

B

With the community and police department workforce regarding.

B

Racial, what do you work and work of re-imagining community.

B

Safety?, and is there anything you would start immediately?.

D

Thanks, gary., I appreciate the opportunity to talk about this.

D

I think that, you know, first,. I just want to give a little context,.

D

You know,, I think, sometimes people don't know much about anchorage.

D

And so anchorage is an incredibly diverse city or about 300,000 people.

D

We actually have one of the most diverse census tracts in the country.

D

And we have over 100 first languages spoken in our school., so if.

D

You're not familiar with anchorage, w. We have a lot of diversity here,, but I think it's important to recognize that, just because.

D

We have diversity,, it doesn't mean that racism doesn't exist in.

D

Our community., it's real., we have to acknowledge that.. I think.

D

Is law enforcement executives,? It's important to, to lead the.

D

Way for the people in our departments in in making that statement.

D

And acknowledging that this is a real thing., I think that,, you.

D

Know,, this conversation has been happening for a while in our communities,, but really last year, george floyd brought that.

D

To the forefront for all of us,, even here in anchorage.,.

D

And so I think it's just important to start from that context of.

D

This is real,, the people in our community feel it, and we have.

D

To be able to successfully address it., that means engaging in difficult.

D

Conversations,, both inside the police department and with the leaders.

D

Of our community groups. and personally face to face with people.

D

Out in our communities that can be challenging., I've been doing.

D

That here,, especially over the course of the last year as our.

D

Community has raised these very valid concerns, engaging in that.

D

Face to face discussion. it's,, it's uncomfortable at times. It's.

D

Difficult,, but also it's really an opportunity to grow both.

D

Personally, professionally.: it's an opportunity to show the.

D

Rest of the people in our departments, that this is an opportunity.

D

To grow for them as well, and to become better servants of.

D

Their community. and ultimately, it's,, it's an engagement.

D

Opportunity to help people that are underserved by the police.

D

Department to be better connected to the department.

D

You know,, I it's, it's a challenge. I think, to talk about this in just three or four minutes,, because there's so much to talk about., and, and I, and I actually really enjoy being involved in.

D

These discussions with members of the community here in anchorage.

D

But,, you know,, I think, that, you know,, really having an understanding.

D

About the lack of equitable access to service by members of our.

D

Bipod community really is important. and we really can't have an.

D

Appropriately structured and engage police department, if we're not addressing that., I think that once we begin to engage in that.

D

Conversation and really to continue to engage in that conversation,.

D

You know, I'm fully aware that san jose police department has.

D

Been doing the same thing that departments across the country are doing,, you know,, really leaning into this discussion.. You.

D

Know,, you can develop an awareness of your own personal bias.

D

And understand the hidden bias that all of us possess at some.

D

Level and how to overcome those things and really, and really.

D

Become,, like I said, better service to your community., you can understand how culture impacts behavior,, how that has an.

D

Impact on the way that all of us interact with our community.

D

While we're out engaging in law enforcement and, ultimately, how.

D

Cultural awareness can actually help all of us do our jobs as.

D

Public servants,, more effectively,, you know, discussing the diverse.

D

And unique cultures found in all of our communities really strengthens.

D

You know, our diversity of thought and problem solving, as we.

D

Work to address the things that the community is concerned.

D

About. so, you know, really,, I just,. I think it's important.

D

To acknowledge that we're really at the starting point in a lot of ways,, and this discussion really has to be ongoing.

D

And continuous, every day., so thanks gary. thank steve, doll, chief,, deputy chief mamata, the.

B

Same question., how does systemic racism and racial bias impact.

B

Policing?, how would you engage in that conversation with the community.

B

And police department regarding the racial equity work and.

B

Work of re-imagining community safety? is there anything you.

B

Would immediately address and that's for deputy chief mata.

E

Thank you for the question gary first.. I want to say that any discrimination.

E

And harassment will not be tolerated and will be investigated and.

E

If found to be true., it will be addressed through existing policies.

E

And, and the law, systemic racism and racial bias, impacts, policing.

E

The negative way, because it affects the community and our workforce.

E

He creates division and us versus them mentality and creates distrust.

E

As an organization,, we have to practice fair and impartial policing.

E

Within the laws. as a chief,, I will ensure that all members of.

E

The department will treat everyone with dignity and respect and.

E

Also create a culture that is welcoming to all., as we just mentioned,.

E

We have to reconcile and acknowledge our failures as a society,.

E

As a profession and the issue of race and the impact it had.

E

Historically. and currently in our communities,, we must have.

E

These candid conversations and listen to the experiences and.

E

Trauma that exist and work towards regaining trust and confidence.

E

In our communities. I will remove limitations and barriers and create a culture of.

E

Equity, inclusion, and opportunity for all. when our community's.

E

Trust that have confidence at us,. They will assist us in keeping.

E

Our community safe. when our workforce is treated fairly, there.

E

Are more effective and trust our organization. as a chief,? I will.

E

Expand on the race and equity training we have done and fair and.

E

Impartial policing,, procedural justice,, the history of policing,.

E

The history of racism, cultural awareness, and provide that training.

E

To all members of the department, as part of the city's police reform,.

E

Work plan and through a partnership with the city's office of.

E

Racial equity,, we will be participating in a racial equity, training.

E

Through the government alliance on race and equity,, this training.

E

Will be intentional and meaningful in order to change mindsets.

E

And behaviors, and to help our workforce better understand.

E

The bias,, racism, and inequity that exists in our society.

E

And our profession., we us address and correct these behaviors wherever they exist throughout.

E

My career,, I have developed cultural competency and have shared.

E

Those experiences with department members. this was possible by.

E

Developing strong relationships with our diverse communities, such,.

E

Such as our mosques and evergreen lv., so to seek good wada little.

E

Saigon,, vietnam, town members of our lbgtq community and workforce.

E

I have also worked and partner with neighbors that experience racial.

E

Inequity and have been that have been impacted by police services,.

E

Such as cattle like a winchester, poked away, mayfair valley,.

E

Palms, washington, capitol park,, santi, and seven trees.. I listened.

E

To their concerns and the needs that they required to build.

E

Trust and confidence in his apartment. well,, so keeping them safe.. I have also worked in partner with organizations to promote.

E

Equity, equality, inclusion, such as aki and double ac.

E

P silicon valley, debug la raza, ron table, I mean. close.

E

The water lupe so muzaffer.

E

care, packed, par zachary, luna,, luna, and other nonprofits and schools.

E

To discuss department operations, services and policies and their.

E

Impact on our community. through these partnerships,, I have been.

E

Able to identify barriers and limitations and have made the necessary.

E

Changes through policy and procedures so that we provide just an.

E

Equitable services., I understand and believe in transparency, because.

E

It is important for our communities to know how we police them.

E

And by working together, we can make the necessary changes to improve.

E

Our services. as a chief,, I will continue to work with these communities.

E

And organizations and others to continue our relationship and to.

E

Develop trust that our department will also work within our organization.

E

To create a welcoming and inclusive environment so that our workforce.

E

Feel safe and has a fair and equitable opportunities for advancement.

E

Finally,, I strongly believe that by building true relationships,.

E

We can align my vision of ensuring that our residents and workforce.

E

Have the highest trust and confidence for and their police department.

E

I will continue to work to improve our organization and is starts.

E

With each one of us. thank you, gary. thank you., deputy chief mada,.

B

Deputy chief randall. same question., how does this democrats ism.

B

And racial bias impact policing, and how would you engage in that.

B

Conversation with the community,, the police department, workforce.

B

Regarding the racial equity work, that's ongoing and the work.

B

Of reimagining community safety., and is there anything you.

B

Would immediately address?.

G

Thank you, gary is such an important topic.. You know, I'll start.

G

By talking about how confronting our biases can be the hardest.

G

Part of this work., I think, there's this fear that admitting bias.

G

Is admitting to being racist, but, you know,, acknowledgement of our bias is where we have to start. and that's a very important first step.. If you go back and look at the history of laws in.

G

Our country,, some of those laws, were specifically designed to.

G

Be oppressive of people, of color and please us.. We were the.

G

Ones that were enforcing these laws. the other side of this issue.

G

Is personal bias and it has nothing to do with law,, but it has everything to do with the massive amounts of discretion.

G

That we give officers in their everyday tasks and their proactive.

G

Police work that they do., we also, as a police, department,.

G

We have addressed crime.

G

we've targeted crime in such a way without considering the wider.

G

Impacts that it has two communities. and that's something that.

G

We need to look at and consider.. This is a system wide criminal.

G

Justice, issue, and we,. The police department could no longer ignore.

G

Our and in, in contributing to this current situation,, but it's.

G

Important. and, and that engagement piece with the community and.

G

The police department is incredibly important as we move forward,.

G

Especially when it comes to racial equity, work and re-imagining,,.

G

We need to educate our workforce on the. Why help them understand.

G

So that they have that deep understanding of how we contribute.

G

To this issue. and we've done that in many ways. and deputy chief.

G

Audit mentioned some of the training that we've done.. I think.

G

It's a very important part of this.. We need to do an internal.

G

Examination looking out what we do as an organization,, what.

G

We're doing to contribute and how our actions have affected.

G

People further down the line., so we just need to open up that view and really, in really consider that we need to conduct outreach.. We need to identify how we,.

G

How we have impacted the communities., and we need to hear from.

G

Them what they're feeling. and we need to have officers at the.

G

Center of that outreach, so they can hear directly from our communities.

G

And really develop that deep understanding and connection.. It's.

G

Very important. so there's things that I would immediately address.

G

In the space, and I'm going to get very specific because I think it's important for our police department., one example of the type.

G

Of equity work that we need to do is how we currently assign resources.

G

And an example of that would be in our fi financial crimes, unit,.

G

We have to balance limited resources, as we know, right? our,.

G

Our police department has a finite amount of resources., so for these cases, we have to set a dollar threshold. now,. If.

G

That dollar threshold is $15,000,. That may be a little bit or a.

G

Lot, and it's dependent upon the person who's been victimized.

G

And we really need to think about that, because we don't intend to be an equitable, but in cases like that, we could be, and we're.

G

Giving our resources and attention to somebody who might be wealthier., and so that's something that we need to kind of peel back the layers and think about using our resources equitably across the.

G

Organization, king, at how we serve victims by recognizing the.

G

Distinct challenges: different communities have here in our city.

G

Currently, we have captains who report out on divisional crime,.

G

And they do that quarterly., they focus on crime stats,, which.

G

Is important, and we should continue to do that,, but we need to think of a way to integrate racial equity into that reporting.

G

So that it is woven into everything that we do.

G

it's,, it's a very important part as we move forward. and then lastly,.

G

We need to embrace the idea of not sending police officers to everything.

G

We need to build in alternatives based on what the community wants.

G

We need to ask them and we need to connect with them and engage our neighborhoods, asked for input, highlight ideas,, see if it.

G

Works and then come back and get feedback from them.. This is an.

G

Important part., you know,, our officers are also asking for alternatives.

G

And we must engage them as well. we're currently piloting a partnership.

G

With mental health clinicians,, where sometimes they take the lead.

G

On mental health, calls. and the feedback that we've had from officers.

G

Has been tremendous. and so these,. These are areas that we need to expand within our police department,, but that communication.

G

Piece soliciting input from all involved will be a key step as.

G

We move forward. one reason why it's so hard to change in law enforcement.

G

Is because we often work in silos., so we need to really think.

G

About that in my role,, as chief, would be to bring everyone together.

G

And look at things through an equity lens and engage the entire.

G

System, bring it together, effect, change. and then lastly,.

G

We need to engage our office of racial equity,, really build.

G

A culture that puts equity at the forefront of everything that.

G

We do. great. thank you.

B

Thank you., wtf randall assistant chief us corrado.. How does systemic.

B

Racism and racial bias impact policing?. How would you engage.

B

In this conversation with the community and police department workforce regarding racial equity work and the work of.

B

Re-Imagining community safety? and is there anything you would immediately address?.

H

Good. thank you, gary.. The follow up on w chief randall's position,.

H

You know, the history of law enforcement back to the jim crow era,.

H

Of law enforcement,, where police officers were tasked to be slaved,.

H

To handle slaves, and, and moving forward and moving on into society.

H

As an oppressive entity to control. right? so,, so when we think.

H

About how systemic racism affects or systemic racism affects, law.

H

Enforcement today, current officers in this era may not be very.

H

Familiar with how the origin of policing starter by, while I assure.

H

You, that community members are very aware of how they've been.

H

Treated and andrew have a lived experience in that space,. In that.

H

Environment. and that level of trust is diminished because of.

H

It. we talked about in equity and equity, doesn't just have a.

H

Racial impact in equity speaks to religious equities, jewish,.

H

Catholic protestant, and, and how they are treated as it relates.

H

To overall community muslim., you start thinking about these inequities within our profession.

H

Or within our communities. and,, and it also needs to be addressed.

H

Sexual orientation,, the lgbtq community, asian americans, people.

H

Of color, people of other have experienced many inequities. and.

H

Oftentimes law enforcement has been the, the entity charged with.

H

Enforcing that equity. and,, and so it is important to recognize.

H

That that exists with within our profession. and as we work hard.

H

To eradicate it,, the memory of it will always be present for a.

H

Lot of our community., so how do,? How do we engage in that conversation?.

H

We,, we are ben, we are understanding,, we address it with honesty,.

H

That, that we can't use the confines of the insular protection.

H

Of our organization, and say, we're doing implicit bias, training,.

H

Procedural justice training, and never engage the community in.

H

A meaningful and impactful way., so thinking of pittsburgh, we create.

H

A community procedural justice that were officers and our community.

H

We're engaging in the same conversations, where they were hearing truths about how the community specifically, communities of color felt to keep specifically, communities of other.

H

Fellow about policing, strategies,, policing, interactions.

H

You think of acknowledging that, that we, can. We have not always.

H

Treated minorities with a level of dignity and respect that they.

H

Deserve as a profession. and that's not the cast, a shadow on our.

H

Noble profession,, but it's the cash reality on the way. Some of.

H

Our officers interact with those communities of other., so if I.

H

Was the things I would do today, or the things that I did in pittsburgh?.

H

Is we start engaging our communities.? We start having our officers.

H

Participate in restorative justice programs, mandating that they.

H

Engaged but,, but for the purpose of gaining, understanding gaining.

H

Enlightenment, gaining a level of empathy for those that are different.

H

Than them pittsburgh, we,, we partnered with our academic partner,.

H

Duquesne university to create called an inside out program. and.

H

All of our recruits had to go through it., and that was for our,.

H

Our youngest officers were engaging with those individuals incarcerated.

H

To, to gain and glean understanding of how, why they got there.

H

And to have a different perspective,, those programs work,, we.

H

Must ensure the clothes that procedural, justice,, implicit, bias.

H

Isn't a concept. isn't a training that it's an education and.

H

A practice that's built into the and a of our officers on an everyday basis to ensure that they are treating our communities with the dignity and respect they deserve. Thank you.

B

Thank you for greta captain tha, your next up on this question.. How.

B

Does systemic racism and racial bias impact policing?? How would.

B

You engage in that conversation with your community and the police.

B

Department regarding racial equity, work and reimagining community.

B

Safety? and is there anything you'd address immediately?.

F

Thank you. thank you, gary.. This is a very difficult discussion.

F

To have. I mean, we've had these discussions forever, you know,.

F

And, and they're,, these discussions are not going to go away because that's how critically important they are.. So I guess the, the main.

F

Answer or question is, does racism exists. does,? This bias exists.

F

And to what level in certain communities does that exist?? And I.

F

Think that from my perspective,, it's probably unreasonable to think.

F

That simply because you put on a uniform, all of your biases,.

F

Whether their implicit or explicit, just go away. so from our.

F

Command perspective, w. We really need to look at data.. We need.

F

To look at data to see if there are any inherent problems or.

F

Red flags that we have with relation to detention data, with.

F

Relation to use of force, data, really dissecting it in several.

F

Different layers,, looking at the reasons for stops or what happens.

F

During these stops,, whether their searches, whether it necessity,.

F

These folks, are, and these,, these data points are then used.

F

And analyzed by exterior companies that help us look objectively.

F

To see if there are any issues that we needed, rest.

F

And when I say issues,, those issues are because, as some of the.

F

Other candidates have just mentioned, some implicit, biases or just,.

F

Just that they're unconscious folks, don't even know that they're.

F

Associated a certain thing, with another thing. and to the extent.

F

Possible that we can train our folks to understand fair and impartial.

F

Policing, practices,, explicit and implicit biases and tolerance.

F

Training., so if they don't have in their own personal history,.

F

Of, of cultural,, then they can learn about it,. You know,, learn.

F

About other cultures,, learn about it, or the religions, learn about other norms, kind of understand what those mean and be.

F

A little bit more tolerant and respectful for them., so we can.

F

Do that,, but it goes even further.. I think that once you start.

F

Talking about how police officers interrelated with the community,.

F

It,, it really is where officers have to have some sort of.

F

A personal connection where they have shared experiences.

F

And they can relate better. or we do something. what I would consider calling institutionalized.

F

Compassion, is mm, and, as chief I would do just that. I would change.

F

Policies to institutionalize a way where officers consistently.

F

Contact community., and that could mean that they're assigned a.

F

Community,, a neighborhood association, they go to that association.

F

Meeting regularly. they deal with that neighborhood for all kinds.

F

Of social and crime problems. and they connect with them and positive.

F

Levels, as well as dealing with issues., and so when we create policies.

F

Where a constant, consistent communication ben's, that's where.

F

Friendships get started., that's where relationships get started.

F

That's where partnerships get formed and really problem solving.

F

Happens., because once you are a friend to somebody,, you you're.

F

Going to go that extra distance normally that you would not go for a stranger. and then let me just really quickly talk.

F

About the re-imagining of a community safety, because I'm.

F

The lead from san jose pd., and so that is critically important to that relationship. A shipbuilding.

F

With the community., because, as we look at social problems that then turning to crime problems,, we have to re-imagine upstream.

F

Holistically, how we can address some of these social problems.

F

Before they become crime problems., but our role is police, not always.

F

Is the enforcer.? I think our role is kind of that binding agent.

F

That draws people together into these meetings., and we are that.

F

Person that kind of connects each other to themselves. so that.

F

Way they, they formed that cohesion.. They formed that friendship.

F

They start becoming more respectful to one another. and some.

F

Of these problems, don't rise to the level where, when neighbor.

F

Calls the police on the other neighbor. and then just as a.

F

Final thought: they got until.

B

You're at your time,, but if you could wrap up, that be great., just a final.

F

Something I would do immediately, is, is once we get officers where.

F

Wherever we get them from with recruitment,, we really need to.

F

Look to see how we develop those officers and those officers.

F

That get promotional, opportunities, job opportunities, advancement.

F

Opportunities., they really need to have some sort of variable.

F

To see how they add value to the community and how, overall, they.

F

Add value to the department., so I think all of those, those.

F

Three things really come together to create that,, that synergy.

F

That we need for the re-imagining of community safety.

F

Thank you, interim chief tyndall, same question. how the systemic.

B

Racism and racial bias impact policing,, and how would you engage.

B

In that conversation with the community,, the department regard.

B

And regarding the racial equity, work and work of re-imagining community.

B

Safety? is there anything you'd address immediately?.

I

It's gary., first and foremost thing,. We have to acknowledge the.

I

Fact that systemic racism exists in our country, period., I'm not.

I

Sure how we can say it does not appear in policing or anywhere else.. When I pick up the newspaper and we see it in things like.

I

Home appraisals and everyday places like a rush, want, I will say.

I

That my journey did not begin in this country until I was in my teenage years,. But I do see the history of systemic racism and.

I

His place in policing., I also know that I need to articulate how.

I

Eyes, a white male,, I'm the best person out of this group to move.

I

This police department, forward.- I know that we have to be circumspect.

I

And reversing its impact on our community communities of color.

I

I mean,, I will say that when I, buy badge pinned to my chest,, I just can't describe the moment of pride. I felt.

I

But with that pride, I inherited hundreds of years of, of times.

I

Of oppressive history, by police., we have our own history,, including.

I

Not hiring the first ameri african american male until 1954. and.

I

Our first african american female until 1973,, I will say this, there's.

I

A reason why distrust exist, and that reasons we can't garner trust.

I

Without first admitting the prior mistakes and starting conversations.

I

Without acknowledging our historic and present role., and this.

I

System at the first realism or the first realization, is that.

I

Bias and bigotry exists. and it exists here within our own ranks.

I

It existed 26 years ago when I was hired and also existed. The.

I

Last seven years under our last to police keeps both of who.

I

Work of color,, but it's not who we are. and it's not who.

I

We are as a department. and I can say out loud, it won't be tolerated under my command..

I

My job is chief needs to help her or help our officers realize.

I

That they do not need to fear addressing racism, just wearing this.

I

Uniform. nowadays, can have you called a racist hearing that has.

I

Its effect on our own officers and even our officers of color,.

I

Our department must demonstrate our responsibility to reverse racial.

I

Inequalities by committing resources towards this work and doing.

I

This,, I believe, will make is credible.. I intend to create a command.

I

Position within our department that will lead to racial equity.

I

Network., I also intend to create internal task force to work.

I

Collaboratively with our city office of racial equity,, which.

I

You've heard of. that includes our line level officers, who will.

I

Work with our community, the examiner practices and policies,.

I

To see where we can make a difference., I remember working in.

I

An area where we told cars of unlicensed drivers, while this.

I

Was legally permissible., this absolutely affected our communities of color. and I think.

I

About how many families, who had a single vehicle that were unable to get to work or take the kids to school? Because of this very policy., it begs question, how many other things are there out.

I

There that we are doing on autopilot., I believe we need to look.

I

Inward with purpose. and I think, we'll discover a lot.. I need.

I

To ensure their entire department understands the goal and embraces.

I

The notion that good intentions can create unintended results.

I

We need to equip our officers with more toner or alternatives,.

I

Sorry for problem solving than just citations. that are us.

I

I believe the reimagining process is where we will achieve success and racial equity,, but only if we act boldly. and if.

I

We try new things,, sharing the responsibility for the safety.

I

Of our community is the only way to make this math work.

I

and especially in our times with this department, at a stanley staffed.

I

As we are diverting certain calls to community based organizations.

I

Or professionals can free officers to respond to more serious crimes.

I

And reduce response times, our men and women are incredible problem.

I

Solvers, but they have to be given the time to listen. and arrest.

I

Recitation is not the solution to every single problem that we have here. when we get put in that position, when we for solutions,.

I

Or more likely to have conflict of what's going on., I believe we.

I

Can't just wait for transformation to happen.. We need to actively.

I

Pursue and facilitate partners and community based in other government.

I

Organizations building solutions will take hard work and will.

I

Have its own challenges., I'm proud of the work I have done, leaving.

I

Every department, leading our department at every level, operationally,.

I

Investigatively, at administratively. how I lead this organization,.

I

And dressing these most pressing issues around race and equity.

I

Will be amongst the most important work that I've ever done.? I.

I

Do believe, that I truly believe this, the status quo is not an.

I

Option, right? thank you, gary.

B

Thanks chief. next up is chief bowers. same question.. How does.

B

Systemic racism and racial bias impact policing?. How would.

B

You engage in that conversation with the community and the department and on racial equity, work and re-imagining community.

B

Safety., and is there anything you do immediately?.

C

So thank you, gary,, you know, critically important topic.. That's.

C

Going to absolutely affect everything that we're doing., you know,.

C

First and foremost, racial bias, just fundamentally flat out., it.

C

Destroys the existing trust and legitimacy that the public has.

C

In policing period and systemic racism left unchecked., it's it,.

C

It limits our ability to collectively change and move to more equitable.

C

Policing flat out., you know,, if we think we're going to make.

C

Some tweaks and changes, provide some training and not address.

C

The structural things that exist, we're not going to get to where.

C

We need to be. and that's that's, and that's the issue with structural racism.. We can address racial bias and we have addressed we've,.

C

We've heard about how we've addressed it. we've addressed it through hiring a diverse workforce with all the training.

C

That we've all done. we've all implemented in our departments,, you know, implementing 21st century in policing., we've done those things,, but we need to look at,. We need to look.

C

At the systems that are in place., we need to look at the culture.

C

In our organization., we need to look at the societal cultures and.

C

Systems that are in place and,- and it's going to require us to do something. That's very difficult,, which is challenge our assumptions.

C

We need to not only understand the history of policing from the standpoint.

C

Of,, you know, the tough history with race,, but we need to engage.

C

In reconciliation to understand the linkage to current day happenings.

C

That are going on regarding engaging in the conversations with.

C

The community and the police department.. I believe that it's.

C

Going to be important to acknowledge., I just got to be real with.

C

This. you know,, not. Everybody is in the same place with regard to these conversations,, whether it's in the community or in the police department., and so that said,. That's why we need to ensure that our culture.

C

Within the organization, that we're doing things that we're going.

C

To be able to build. resilience. change is hard., change is difficult.

C

It's not easy,, but that doesn't mean that it's wrong. and we need.

C

To really build a cultural, re can become comfortable being uncomfortable.

C

We need to be able to exist in those uncomfortable spaces and piedmont.

C

You know, I'll, I'll, be blind after the murder of george floyd..

C

I went to each briefing and I had a heartfelt conversation with.

C

The men and women of my organization. and again,- it was very blunt.

C

And I just, I, on the outside. I just said, hey, if,. If you watch.

C

That video and you can rationalize anything that you saw,. What.

C

I need you to do is go put your badge,, your gun,, your played you on my desk and walk.

C

fortunately,. Nobody obviously did that., but the fact is, is that,.

C

You know, we needed to have conversations about change in a bit.

C

About the changes that are coming. no,, we talk.- I talked to my.

C

Department about the fact that, you know, again,, there's gonna.

C

Be a lot of change that was going to be on the way it was going to be difficult. and in fact, that we need to be open to having those hard conversations and the fact that I was going to be supporting them in those efforts,. I looked at them and called.

C

Upon them to look at what they've done with pride in terms of already engaging in that work, being more resilient, I'm going.

C

Through the training of challenging our assumptions. and we directed.

C

Resiliency training for the entire department,, because, as a chief, I understand or in and understood the importance of.

C

Cultivating an environment where were capable of dealing with the change in, a kitten as constructive way as possible.

C

I would immediately address these things as far as I would immediately.

C

Do., I would immediately address the work of the police reform plan.

C

Specifically., I would talk about the need that we need to be thoughtful.

C

Intentional, not only with the outcomes and where we're trying to get to,. But we need to make sure that the process and we need.

C

To, reading to make sure and be mindful about the process, the very intentional with that process., we need to be very communicative.

C

With the community and the women and men of the police, department.

C

So I did engage in that conversation with the department, including in community,, by learning that we constructed communications plan.

C

In collaboration with the city, manager's office,, based on being inclusive,, based on making sure that we're listening to everybody.

C

That were educating folks and also explaining to the changes to the rank and file and the community so that they don't hear about.

C

It through the media or in a memo that they have inclusion in.

C

The process., so communication is the key to this endeavor, and.

C

We need to make sure that it's timely in that it's accurate.

B

Thank you, chief. appreciate that. okay., so we got through one.

B

Question and we're at an hour and 10 minutes.. So I'm going to ask.

B

Everyone to try and stay, keep it to 4 minutes and not go over.

B

I'm going to cut you guys, off. so appreciate that next question.

B

Relates to quality of life crimes. and we're going to start with.

B

Deputy chief mata, many of our residents, expressed frustration.

B

With the perception, the quality of life crimes,, such as property theft and vandalism, are not prioritize as other crime in san.

B

Jose., how would you really pretty sorry, pri prioritize calls.

B

And balance conflicting priorities. when resources are strained,.

E

I could carry., let me start by saying that our men and women,.

E

Both sworn and civilian do an amazing job of keeping our immunity.

E

Safe., I'm extremely grateful to work with a very dedicated.

E

And passionate workforce that will continue to support.

E

The great work that they do. as mentioned,, we have a very limited,. We have very limited resources.

E

And staffing is one of them being the 10th largest city in the.

E

Nation., we are the most thin least at police department, with only.

E

Eleven hundred and fifty officers for over 1 million people that.

E

Is down from almost fourteen hundred and twenty thousand and eight.

E

Increasing our workforce will be a priority of mine,, but we also.

E

Have to be more effective by holding our workforce accountable.

E

Currently, a profession is undergoing some changes and our department.

E

Is no different., we are currently working on our police reforms.

E

Under the re-imagining public safety framework. as part of those.

E

Conversations, we are looking at the types of service calls.

E

That may be better handled by other agencies, because we know.

E

That not every call requires a police response.. This is one.

E

Way to create efficiency., I understand the frustration of our.

E

Residents, as I too, was a victim of a vehicle breaking several.

E

Years, ago, and had to wait for a police response.

E

We must close that gap in our service so that our communities feel.

E

Safe and continue to have confidence and trust in our department.

E

That will be accomplished through better service and additional.

E

Staffing and resources. all crimes are a priority with violent.

E

Crime and the preservation of life being the first priority. property.

E

Crimes greatly outpaced violent crimes, because there are more opportunities.

E

For individuals to victimize others through property. evidence.

E

Based research has shown that the drivers of crime are gangs, guns.

E

And drugs., so we must address those drivers as well to reduce all.

E

Cry. also, california had a major correctional realignment reform.

E

In 20 2014 proposition 1447 was passed, which reduce penalties.

E

For many property and drug offenses., I mention this because law.

E

Enforcement is just one part of addressing property crime.. The.

E

Criminal justice system needs better alternatives to hold those.

E

Committing property crimes responsible, and the community and.

E

Their police department has to have to work as partners and be.

E

Part of those conversations., in addition to the reduction in penalties, other factors, also come.

E

Into play, such as the current pandemic and the economic downturn.

E

This has caused some to turn to property crime. as a result,. We.

E

Are challenged in addressing these crimes. they're independent.

E

Mc., we are seeing a decrease in theft and a decrease of residential.

E

Burglaries. however,, we are seeing an increase in commercial and.

E

School burglaries and auto theft. in order to address property.

E

Crimes, we have to partner with residents and businesses to provide.

E

Education on how to lessen the risk of victimization. second, to.

E

Ensure community engagement by reporting, crimes,, creating awareness.

E

Through neighborhood and business watch, programs. and finally through.

E

Prevention by increased police visibility and better response.

E

And also through environmental design,, such as increased lighting.

E

And surveillance cameras and other technologies., we have seen.

E

These successes in other communities, when they deploy these.

E

Strategies. during my time as a captain in the foothill division,.

E

I deploy these strategies and there were successful.

F

Great. thank you. thank you., deputy. chief mamata same question.

B

For deputy chief randall., many of our residents expressed frustration.

B

Over the perception of quality of life, crimes, such as property.

B

Theft and vandalism., how would you prioritize the calls and.

B

Balance the conflicting priorities when resources are strained? thank you., well.

G

We are beyond knowing that we can arrest our way out of these types.

G

Of problems,, but we can't ignore them either.. We need to think.

G

Differently about how we approach them, and, and looking at root.

G

Causes and focus on frequent offenders.. That's where we're going.

G

To gain ground,, maintaining our priority of using resources. First.

G

For serious crime and violence., this is something that I would.

G

Continue and something that we have been successful, at. and these.

G

Are examples of we're sending a police, not sending a police.

G

Officer. isn't an option.. We need officers to go to those calls.

G

It's very important,, but it w when it comes to crime like property,.

G

Crime,, we know that one person is usually responsible for.

G

A whole bunch of crime. we need to identify, and we need.

G

To target these chronic offenders that are causing a disproportionate.

G

Amount of crime.- and we do this with more serious crimes and we've been successful,.

G

But that same strategy can be used here as well. collaboration.

G

Is going to be so incredibly important. again,, we know that we have limited resources, but to have an impact on quality of life.

G

Crimes,, like property crimes,, we must have a shared responsibility,.

G

A partnership and how we respond. we need to integrate community.

G

Partners into every element of the strategy to share that responsibility.

G

Once we identify those frequent repeat offenders,, we need to.

G

Collaborate with our city, attorney,, district attorney and service.

G

Providers, and come up with solutions and strategies that will.

G

Decrease the likelihood of those individuals committing more crime., it's really about that focus type of policing., and we.

G

Know that there's a lot of intersectionality with other things.

G

Like mental illness,, narcotic addiction,, alcohol, addiction.

G

So we need to engage the county service providers, and.

G

Most certainly the community to come up with solutions.

G

So route crosses causes of crime can be addressed. It. important.

G

That we don't ignore those things., this re-imagining process,. This.

G

Is going to help free up time for our officers to address our part.

G

Of the solutions and provide officers with the ability to be.

G

Proactive in those areas., this is also an area where technology.

G

Can help can help us be more efficient with our time everyday.

G

Tasks like filling out forms.- maybe it's a tow form,, whatever.

G

It may be,, but those tasks can be improved and we can be more.

G

Efficient. and that will free up time for our officers.. We also.

G

Need to examine calls for service.. We should not be responding.

G

To as part of that, re-imagining process. and instead have people.

G

That are specifically trained for these instances, there by.

G

Again,, freeing up time for our officers to respond, to calls with a criminal component.. We've already started this with our mental health response in cooperation.

G

With the county as a first step,, the next steps are falling. Integration.

G

And diversion of some calls entirely. and that's when we're going.

G

To see those net gains. and we've seen this in other cities, and it's.

G

Been successful, but this evolution it's going to take time because.

G

The systems do not currently exist, but we,. The police department,.

G

We can help drive the adoption models that include both our county.

G

Partners and our community based organizations. so, like I said,.

G

There have been successes and other police departments where they've.

G

Been able to divert these low level crimes,, not just mental health., so we need to widen our view and really look and see what's out.

G

There. we need to find other areas within our organization that.

G

Can help, that can be handled by other entities, service providers,.

G

Or experts who are better able to address the needs of the.

G

Community., I know that quality of life in every neighborhood.

G

In the city is a concern, and it can't be ignored.. We can.

G

Make improvements to the current situation and I'm committed.

G

To doing that. great.

B

Thank you, chief. appreciate it. assistant chiefs, grotto. same.

B

Question. many of the residents in san jose expressed raishin.

B

With a perception of quality of life, crimes, property, theft, and vandalism,, particularly that they're not prioritized., how.

B

Would you prioritize calls and balance conflicting priorities.

B

When resources are strained?, so I don't believe that communities, any community san jose it's.

H

Going to dispute that violent crime should take priority over.

H

Quality of life., but I do think they dispute- is that their priorities.

H

Are not the police department's priorities. they're, not the organization's.

H

Priorities., what they dispute is that as a chief, as the chief,.

H

My responsibility is to listen to what the community thinks is.

H

Important to them, that, that,, that tenant in 21st century policing.

H

Called community policing and problem solving this thing,, we.

H

Spend study show,, we spent about 35 percent of our response time.

H

On college, like parking, complaints,, burglar, alarms,, specially.

H

Most often times false burglary. times, traffic accidents,, where.

H

There's no injury. and in pittsburgh, what we did was we prioritized.

H

That in separated it from our organizational response. and.

H

That provided a third more time for our officers to focus.

H

On quality of life issues., the communities aren't, aren't challenging us as it relates to.

H

Priority their challenges are relates to their involvement with.

H

How we prioritize crime., we created a quality of life for patrol.

H

We,, when I was in my, as a commander in zone 3 and that was taking.

H

Our 30 neighborhoods and creating a public safety council,, which.

H

Would in turn, advise us what was a priority to each of their individual.

H

Neighborhoods. and it's very different than me telling them what.

H

Should be their priority. and, and when we did that in community.

H

Engagement, increased satisfaction with response increased.

H

And oftentimes we diminish the level of, of unhappiness that,.

H

That the community felt with the organization., and it was because.

H

We involve them from the beginning. you know,, when I,, when.

H

We have a commanders meeting,, a district commander showed up at the community, meeting with an officer that was patrolling.

H

That sector with the community resource officer.

H

and we provided and listen to their concerns. and,. And when we.

H

Did that, we created a collaborative,, a collaborative approach.

H

To resolving whatever specific issue most often times., it would.

H

Rather be theft, vandalism, loitering,, you know,. The same calls.

H

That those quality of life calls don't exist., don't aren't specific.

H

And distinct to san jose., they exist everywhere in america.. The reality of it is how do you respond to it?? Initially, you have to.

H

Improve community police partnerships with collaborative, with.

H

Collaborative problem solving creativity is a key.. I mean, just.

H

Saying apple, the campus apples campus, isn't the only place.

H

There's creativity., our officers are bare., they are very resourceful.

H

Provided with what they are given. and in this instance,, we allow.

H

Our officers,, the autonomy to, to problem solve with the communities.

H

In which they're responsible for., we created a virtual block watch.

H

One of the first in the country,, and that was partnering with community.

H

Business leaders and our officers to, to purchase cameras, residential.

H

And business, place them strategically locations in a neighborhood where we could monitor as, as the police,, the community.

H

Could monitor the business could monitor, and we publicize it signs everywhere.

H

and what we saw,. We evaluate that process for six months, now. and.

H

I think this is the true collaborative policing effort., and we.

H

Decrease part one crimes by 65% in six months by partnering. and.

H

When we were done,, we continue that partnership and expanded.

H

It to the, to the larger zone and continuing to expand it citywide.

H

So I think if we are,, if we are listening, as, as an administration,.

H

Then we are taking to account with the community, is saying to us and then acting on their priorities and not ours. great.

H

Thank you. thank you. chief. appreciate it, captain tom, same question. residents are.

B

Expressing frustration with perception of quality of life, crimes,.

B

Such as property theft and vandalism are not prioritized as other.

B

Crimes in san jose., how would you prioritize calls and balance.

B

The conflicting priorities when resources are strained?.

F

Thank you, gary. yeah,, this is,. This is a tricky topic too, because.

F

We are a very thin police department and we do run very efficiently.

F

We got to figure out, though, how to do it a little bit more efficient.

F

So from my experience there, there really isn't a way to not deal.

F

With violence or major injuries when they erupted in the s in the.

F

Community. and so those core need to be handled in the way that.

F

We handle them currently,, because those folks really need help right away.. What I do see though, is that a lot of the other.

F

Quality of life calls do come in and on the same times, on the weekends.

F

And evening hours,, let me give an example. with sideshows sideshows.

F

Have been a reoccurring problem that erupts every single.

F

Weekend, and sometimes we have resources to deal with them,.

F

But sometimes we don't.

F

and so we've kind of been very creative about how we address.

F

It and innovative in the sense that if we can't address that,.

F

That evening,, then we do some sort of proactive patrolling the.

F

Next day or follow up., so we'll go out the next day, we'll get.

F

A vehicle impound, seizure, warrant, and then we'll go collect.

F

Those cars and deal with that problem. when our staffing levels.

F

Are higher and our call levels are lower., and so we can address.

F

Some of these issues collectively to then have an impact on the.

F

Behavior as it relates to the weekends, when we're the most.

F

Strange., so I would say, as chief, I'd continue to use that same.

F

Strategy on all levels,, looking at what some of these root.

F

Causes are.: we could trace them back to a time or a day that.

F

We have more staffing available to address these issues.

F

Then we can attack them on multiple fronts.. What I do, and, and.

F

I had talked about it. Earlier, was what I do really truly believe.

F

Is that one beat officer or one team can really significantly help.

F

A neighborhood.- and I just want to reaffirm this theme- that when.

F

We are able to connect officers to their communities and they develop.

F

Those friendships, those relationships, they can talk to one another,.

F

They feel comfortable calling each other.. That's where a lot.

F

Of quality of life issues I see are resolved, not even at a crime.

F

Level,, that's again,, where you bringing communities together,.

F

They're meeting the officer, but more importantly, they're meeting each other., so they're more respectful with one another,. Some.

F

Of the, the issues that happened with parking or garbage complaints.

F

Or noise complaints, you'd be amazed that they get solved when.

F

You start realizing who your neighbors are. and they didn't even realize that their son or daughter even themselves or.

F

Causing you this type of, of problems., and so some of those.

F

Things there is it's about community and it's about connecting.

F

Communities and it's not necessarily about policing.

F

Great., thank you. Captain, tom. appreciate it. hey, mixed.

B

Interim chief tyndall. same question.: do you need it read for you, again? there?, you have it? help. I wrote it down,.

I

Gary., hopefully not at all. perfect., all right. thanks gary.

I

I will say: is the current. acting chief in the prior chief of field operations,, which is where.

I

Deputy chief randall is now,. I know there is nothing more pressing.

I

And prevalent that our quality of life crimes with our community,.

I

I will say: it's not only local,, but it's national. when you hear.

I

About all the things that are going on following crime and taking.

I

Guns off our street is always going to be our number one. Priority.

I

In fact, many of the crimes that includes homicides and aggravated.

I

Assaults are up in san jose and double digit percentiles, and even.

I

Gun seizures this year across the border, up a troubling 49%.

I

And this year, alone, in this was during a global, pandemic. and.

I

I expect this year could conceivably be more.. We cannot stop.

I

Our work here,, but if there's one thing that I've heard, every single rank that I've worked at in this police department at every community meeting, is that our residents are unhappy..

I

And we need to understand that we just can't ignore the fact of what is impacting our residents., the most,. We must also realize,.

I

In deputy chief modest said,, you know,, the person that has their car broken into is experience their own forms of invasive trauma..

I

They feel violated., they feel scared, and they feel the crime that.

I

They're reporting is important to them. and it should be important to us. I mean,. How do you tell a single mom? Who's has to get up.

I

For work in the morning? who's got kids asleep,. The drunken males.

I

In the corner there are keeping up is not important.. How do you.

I

Tell the residents impacted by street racing and sideshows, which.

I

Are all over the place right now in san jose that we've other priority calls to get to.? We have to acknowledge the fact that.

I

The car, or rv outside of somebody's home,, maybe somebody else's.

I

Home just trying to survive., I would say that these answers.

I

Are not only complex, it pulls or should pull on the heartstrings.

I

Of every resident or city,, whether your house, during house, employed or unemployed.

I

Our resident should not be in fear of street,, racers or sideshows.

I

Terrorizing, and should have saw last quite frankly,, the when.

I

They called 911 and officers actually going to show up no response.

I

Of wealth. there's nothing that we can do about it., that's not acceptable,, and it's not who we are.. We need our, our officers.

I

To be acceptable, not only be acceptable, but needs to provide.

I

Them with a variety of solutions for issues that are not going.

I

Away besides, priorities like redistricting,, so that the call.

I

Volume and response is equally spread throughout our city.. We must get back to the basics.. We know the foot patrols can accomplish.

I

Many things in addressing quality of life crimes,, but more.

I

Importantly, they build relationships. The presence, familiarity,.

I

Familiarity with trust. they gained in our neighborhood.

I

Helps deter crimes, often without taking any type of enforcement.

I

Action whatsoever..

I

I intend to deploy community crime cars to fall under the direct.

I

Purview of the division. captain., these multi purpose cars can.

I

Be used for individual issues specific to that geographic area,.

I

Whether it be public intoxication,, vandalism, drugs,, speeding,, sideshows,,.

I

All can be targeted by the special community based patrol team.

I

Through the community. will get to know,, I would like to create.

I

Like an accountability, loop. and what I say that the resident gets.

I

A direct response from the police department,, it may be a sergeant.

I

It may be a civilian employee through dispatch, it may be through records and maybe an email,, but it needs to be something that closes.

I

That loop. and I will say, being in the middle of silicon valley,,.

I

We have got to leverage this technology that we have in this valley,, like camera systems, to not only capture the crime when no one was.

I

Looking, but prevent the crime in the first place you got about.

B

15 seconds, please. okay. lastly,, addressing most low level crimes.

I

Should include a community through public and private partnerships.

I

This is how it was done incorrect down projects., and this is the way we must get back. I've begun and fully intend to explore. True.

I

Collaborative partnerships and every community with all of our many stakeholders and many measurable improvements to san jose.

I

Quality of life., but the truth quite frankly, is we cannot do this.

I

Alone. thank you. thanks, chief. appreciate it. chief bowers. same.

B

Question. many of the residents have expressed frustration with.

B

The perception of quality of life crimes,, such as property theft,.

B

And vandalism, because they're not as not prioritized as other.

B

Crimes., how would you prioritize a calls and balance the conflicting.

B

Priorities when resources are strained? excuse, me.,.

C

Thank you, gary., so obviously we know where san jose sits in terms.

C

Of its staffing levels and the challenges that, that, that,- that.

C

Presents. listen, I get it.. I get the frustration that folks have.

C

With these quality of life issues.- and I get the frustration.

C

Of coming back to your car after going shopping and have your windows smashed out, what coming home from a, you know, an outing.

C

And having your home broken into., I get that frustration because.

C

I've dealt with it as a former as in san jose and as a visitor.

C

So I,, I understand those frustrations.. This gets down to responsiveness.

C

In this case, down to the organization's credibility., you.

C

Know, recently, it was publicized that the department's response.

C

To priority two calls,, a category,, a category, which includes.

C

Some of these quality of life crimes was not hitting its response. Time goals., first and foremost in several of the other candidates hit on it., but I would convene a work group to get together specifically took.

C

Of this issue, to look at our responsiveness to this., the group would be charged with assessing our resource allocations,. You know,.

C

Acting chief tyndall, addressed it with in terms of redistricting and how were allocating our resources,. Looking at our priority,.

C

Dispatching the capability of it and its performance. looking.

C

At the viability of leveraging other assets and abilities,, you.

C

Know, community service, officers, technology and piedmont. I've.

C

Rolled out, one of them. technological advanced department in the county, with a automated license plate readers in surveillance cameras., and we leverage that not only in an investigative standpoint,.

C

But to proximately effect crime and we've integrated that.

C

In significantly impacted crime., so I would look at all those.

C

Things, and not only from a response standpoint of getting.

C

Out there to calls for service,, but also from the standpoint.

C

Of an investigations and following up with people.

C

Again, one of the things we know how thinly staff to san jose is,.

C

I'm not going to beat that drum anymore,, but the bottom line is being a chief in a smaller agency.. One thing that I've, that.

C

Has become crystal clear to me, and that's,, you need to have.

C

Partnerships. you need to leverage your,, you need to be collaborative.

C

And leverage those partnerships., and so one of the things I would do coming in and san jose is the chief is to assess how we are leveraging our partnerships truly with our other community based.

C

Organizations, other stakeholders throughout the community.

C

And as well as our partners, are. law enforcement partners,.

C

Throughout the county,, we have to be collaborative with this.

C

And we need to get the word out, listen, you know,. We can have all the stats in the world.. We can throw out everything we want,, but at the end of the day, perceptions, reality.

C

And so we need to get to the point when we're highlighting.. I know the women and men of the san jose police department are working their tails off.. I know that they're making impacts every single.

C

Day and we need to ensure as an organization that we're highlighting.

C

Their work., because again, perception is reality. just as much.

C

As we put out that, you know,, the guns were taken off the street.

C

And the events were going to, we need to put out how we're impacting.

C

Those quality of life crimes as well, and be very intentional and.

C

Deliberate of with that., this is, as has been talked about, us.. Obviously,.

C

We're in the, this is an opportunity with, with re-imagining public.

C

Safety and having an opportunity by allowing us to free up the.

C

Officers in terms of their time with responding to certain types.

C

Of calls,, whether it's mental health issues,, those issues dealing.

C

With the pertain, to the n housed where there may be a, a better.

C

Or a different option to allow our women and men, to free them.

C

Up to be able to respond to those quality of life issues,, but make.

C

No mistake about this.: this is absolutely about our credibility.

C

And about our responsiveness to the community., when they call,.

C

Of course, we're going to prioritize violent crime and taking guns off the street. absolutely. and I think the community obviously.

C

Wants that as well,, but we can't be unresponsive with the.

C

Quality of life crimes again,, because that affects our credibility.

C

With the community.

B

Thank you. thank you, chief. appreciate it. chief doll, same.

B

Question related to quality of life crimes and, and how you.

B

Would prioritize calls and balance the conflicting priorities.

B

When the resources are strained,, they are in san jose.

D

Thanks, carrie. and I, for my part, at least I'm more than willing.

D

To waive the reading of the question sky know we're a little pressed for time,, so at least for me,, I'm good. I've got them.

D

Here, but you know, this,. This question really resonates with me when I took over as chief in 2017, here in anchorage,. There.

D

Is a community wide sentiment that crime was out of control.

D

We had a record number of homicides that year,, but we also had.

D

A record number of stolen vehicles.. It was up like 10 times what.

D

It had been just a few years: previously. and, and every community.

D

Group that I met with, talk to me about all the of life issues.

D

Inside their neighborhood., you know, things that law enforcement.

D

Views is relatively low level thefts but are hugely impactful,.

D

Especially to low income families., and so we heard it over.

D

And over again, everywhere we went and we really had to.

D

Kind of take a step back., it's, I think, easy for law enforcement to lose focus on, on some.

D

Of these lower level property times, because we are really focused.

D

On violent crime,, you know,, homicide, sex,, assault, domestic violence,.

D

In our community,, but we really can't ignore these things. and so as an organization, and as, as the chief of the police department,.

D

I really had to take a step back and think about what can we.

D

Do to reimagine public safety?? How can we leverage the resources.

D

We have to make an impact. Here? you know, anchorage is very much.

D

Like san jose., we are very thinly staff for the size of our.

D

City., we lost a lot of officers in a very short time period.

D

And we had to rebuild. and at the same time, that we would read.

D

Doing that rebuild, we had to address this, this huge increase.

D

In violent crime and really an overall lack of safety or.

D

Feeling of safety that the community was experiencing.

D

We've successfully done that over the last four years, homicides.

D

Are down by about 50%. we've seen year over year, reductions in.

D

Property crime. we've had substantial suctioning and property crime.

D

Just in the last year. you know,, when other cities were seeing.

D

Increases in, in crime during the pandemic, you know,, we actually.

D

Had the police executive research forum reach out to us to try to find out what we're doing differently because we're, we're experiencing.

D

Something totally different. part of that is, you know, leveraging.

D

The resources you have being as efficient as you can possibly.

D

Be,, but also leveraging the partnerships that exist in any police.

D

Department,, both with your, your prosecutors,, your state and.

D

Federal partners surrounding law enforcement entities and the.

D

Community itself, the community has to participate in this kind.

D

Of challenge., in as many of the other speakers noted,, you have.

D

To have that community engagement at the officer level, neighborhood.

D

By neighborhood., in order to address this,, when you build those between your line,.

D

Officers,, you know,, you have an officer, that's assigned to a beat.

D

And she gets to engage with the community, learn who the people.

D

Are,, what the problems are and take personal ownership of, of those.

D

Issues., that's how you make an impact. so,, you know,! It really.

D

Is more than crime stats. you know, we,! We love to look at our data and have hot spot policing and try to figure out where things.

D

Are happening. but I think sometimes the feeling of safety. That's.

D

Critical for all of our residents and all of our neighborhoods.

D

To have gets lost in that. so, you know,, I'd, I'd really be excited.

D

To have an opportunity to come to san jose and just bring some.

D

Of my perspectives on that and, and look to see,, you know, what.

D

Can we do with the good things that san jose has already doing?.

D

Leverage those to, to, in my experience here in anchorage.

D

To, to make those improvements., so thank you very much.

D

Thank steve appreciate, it.. The next question, addresses community.

B

Concerns around discipline and accountability. and we'll start.

B

With deputy chief randall., how do you view the role of the chief.

B

Of police in the disciplinary disciplinary process and how.

B

Would you hold your officers and employees accountable for.

B

Actions taken the, do not uphold the public trust and how would.

B

You encourage officers to come forward regarding their concerns.

B

With fellow officers?.

G

Thank you, gary., you know,. The chief sets the standard for the.

G

Organization ultimately makes the final decision in discipline.

G

My role as chief would be to ensure that there's a fair process.

G

For officers who do a very difficult job., there will be difficult,.

G

Difficult decisions to be made., I've been a part of those decisions and trust me,. We lose sleep over it at times,, but the trust of.

G

Our community and the trust of our rank and file can hang in.

G

The balance., if the chief, doesn't make those difficult decisions.

G

And that includes standing up for officers who are, you know,.

G

Doing the right thing and difficult situations,, but also holding.

G

Them accountable when they engage in misconduct., and I am prepared.

G

To do both accountability and trust in policing is everything.

G

And we need that., we need that public trust and the community,.

G

You know, they've confirmed they told us at times that they don't feel the police can police themselves..

G

So it's important for us to let the community know what behaviors.

G

Will not be tolerated., let them know that we will take swift action.

G

When needed,, but we also need to explain our decisions and be as.

G

Transparent as possible., we need to let them know about what.

G

Has happened and why we came to a decision, even when they disagree.

G

With us., it's very important when the chief makes decisions like.

G

That, difficult decisions, everybody involved is considered the.

G

Community,, their perception,, but also every officer in this department.

G

Who is doing the right day in and day out,? We have to consider.

G

Them too, because they're the ones going out into the community and.

G

Having those interactions. we want, our officers, are women, and.

G

Our men to feel comfortable coming forward very soon. and we're.

G

Working on this right, now. we're going to be publishing discipline., so everyone has an idea.. We want to be as transparent as possible with our rank and file.

G

So they know what has occurred. so they understand what behaviors.

G

Will not be tolerated in the past.. This was always kind of done.

G

In secret yet., we expect them to know what the standard was and.

G

We need to move away from this.. We need to think about transparency.

G

For a rank and file, just as we do for the community. is very important.

G

And when you have an environment of openness and a pathway to.

G

Express concerns,, our officers will come forward and they will.

G

Tell us about things that they don't think are appropriate. and.

G

We need to make sure, and we need to look at the systems we have in place for them to anonymously report things.. We should engage.

G

Our officers. we need to ask them,. Is this a sufficient mechanism?.

G

And I would expect that through that, conversation, will need to.

G

Craft or update a method, that's based on feedback from our officers.

G

And address their concerns around reporting, what they see.. We want.

G

To make sure they have those avenues,, but it's important to be.

G

Transparent and fair for both the officers and the communities.

G

It's extremely important. and I'm, I'm committed to working towards.

G

Improving our disciplinary process., so both our officers and.

G

The community will trust that process. great. thank you.

B

Thank you. system chiefs corrado same question.. How do you.

B

View the role that the chief of police in the disciplinary process.

B

And how would you hold your officers and employees accountable for actions taken the,, do not uphold the public trust and.

B

How would you encourage officers to come forward with concerns.

B

Regarding officers?.

H

The chief of police sets the standard for the organization that.

H

Is very clear and we must be fair., we must be impartial., we must.

H

Be consistent and transparent, not only transparent to the officers.

H

And the organization's but transparent to our communities. pittsburgh has been publishing its discipline, disciplinary actions and.

H

Findings for the last four years. as a relates to officer discipline.

H

And effort to ensure we are keeping our community informed about.

H

How we handle issues with officers,, behavioral issues and such.

H

I think it's important to recognize our officers do a great job.

H

A majority of the time, and they will make mistakes. and there.

H

Is a difference between making a mistake of the mind and the.

H

Mistake of the heart., if I forget, to write a number, if I back.

H

Into a car,, if I forget to show,, if I forget to set my alarm.

H

And I'm late for work, those are all mistakes of the mind, mistakes of the heart, or when I know it's wrong.

H

And I do it anyway with disregard to how it affects our profession,.

H

And our organization. and unfortunately,, I was in a situation tasked.

H

With arresting one of my officers for a mistake of the mind or.

H

The mistake of the heart. he was caught on camera bullying, a teen.

H

And unfortunately, for him,, fortunately for us,, we've captured that.

H

Data. and we took action to set an example, one for what is right,.

H

And just that no officer is as ever, going to be above and beyond.

H

The profession and or the organization. and that, that an aberrant.

H

Behavior immoral, unethical, unlawful behavior will be punished.

H

Severely. and, and that officers spent two years in federal.

H

Prison and was just recently released because of that behavior.

H

And I challenge all of my contemporaries to be resolute in.

H

That same position of holding our organization, accountable.

H

When they make mistakes of the heart mayor,, the cardo manager,.

H

Sykes and president kelly have agreed on the you., of, or.

H

The using giving more authority to the internal auditor.

H

And in pittsburgh,, we've lived under a civilian review for the.

H

Majority of my existence from the federal consent decree in 1997.

H

To the advent of our civilian review board to the office of municipal.

H

Investigations,, which acts as our internal affairs.- so we haven't had a hold or a,. We haven't treated discipline insular within.

H

The organization. we have always had community input, community.

H

Engagement, and then community accountability based on how we.

H

Investigate our own organization, based on how we treat disciplinary.

H

Issues with, with officers that relates to the community can make complaints and excessive force the such.. So I think it's.

H

Important that we work to, to build upon those., we, we,. We.

H

Support and, and,, and I think it's important that we also want.

H

To have substantial citizen involvement in, in the manner in.

H

Which we handle disciplinary action against officers purely.

H

From,, just from a standpoint of that,, we are as transparent.

H

As possible to both the organization and the community.

B

Thanks, chief. appreciate it, captain tha same question.. You need.

B

It now. I have a carry. thank you., good. yeah,, my opinion. Is, is.

F

Very similar. I mean, I,. I believe that a organization that has.

F

High standards in a high level of discipline, is, is one that's.

F

That has a lot of morale and a high level of productivity by and.

F

Large,, most police, departments. and certainly san jose,, our officers.

F

Do a very good job day in and day out. they do what's right.

F

By the community. oftentimes, they don't get recognized.

F

For it. and unfortunately, sometimes,, you know, as humans,. We make.

F

Mistakes as people. and so do our officers., and when that does.

F

Happen and when there is a misconduct, investigation or some sort.

F

Of complaint,, my role as chief,, especially if that complaint is.

F

Of a severe magnitude,, where it is, is really a significant in.

F

Incident where public trust and community trust or at the forefront.

F

Of this kind of this topic., my responsibility is to make sure.

F

That that investigation is investigated in a very expeditious.

F

Way.- and I don't mean that I would have it- rushed where it's.

F

Not done correctly,, but we need to put it with the priority that.

F

It deserves. it needs to be investigated. Very, very thoroughly,.

F

But in a very timely way, so that everybody involved, whether.

F

It's the officer, another citizen, that apartment or the.

F

Community, we get some resolution and we get some closure.

F

And with that resolution, that closure,, it could be an exoneration.

F

It could be complained that sustained, where the officer gets some,.

F

Either positive discipline in the way of training or negative discipline.

F

In the way of suspension,, termination, or even criminal, conduct.

F

So those are the things I believe that sometimes rub. The community.

F

Wrong when it, the appearance is that it's,, it's being drawn out.

F

Too long. so to the extent possible as chief,, I would make sure.

F

These investigations are conducted in a very quick and thorough.

F

Manner., so that way we can get some resolution as it relates to.

F

People coming forward.: this is a situation that sometimes is being.

F

Referred to as ethical amnesia. and it's,, it's a difficult thing.

F

Because it's a culture change. and when you're dealing with police.

F

And having somebody to intervene, or, or to come forward to say.

F

Something,, particularly when it involves a senior officer or.

F

Perhaps even a supervisor,, that's going to be easier said than.

F

Done, but it has been done.

F

and I'm going to point to a program called able which stands.

F

For active bye., bye., bye, standard ship for law, enforcement. and.

F

What able does. it actually changes the culture by replacing.

F

It with another culture., it's a deliberate training where officers.

F

Go through scenario based role playing training.. They put him.

F

In that environment, to see how they feel, when that situations.

F

Occurring, but more importantly, to see how they feel after they.

F

Do the right thing. and it reinforces that it really constructs.

F

A,, a change of culture and changing environment, where it's.

F

Reinforced with staff.

B

Thank you. right. thank you, captain tha chief tyndall.

B

Same question: that's better.

I

So let me first start by saying that as leaders, the current leader.

I

Of this organization,, I'm the one responsible,, I'm the one who.

I

Has to be accountable. and I'm the one who answers to the community.

I

To not only who I serve,, but each and every one of us or I will say.

I

That I've worked in internal affairs and there's a leader and commander.

I

Of many units and bureaus here at the police, department, of health.

I

Officers responsible at a discipline demand even fired them. and.

I

Those are the ones that chose themselves over our community and.

I

This police department., I think one thing that we need to keep perspective and I'll expand on it: a little bit,, but last year,, the san jose police department, received over 1 million calls for service through our 911 center., and we were not over 400,000.

I

Different contacts,, many of which have multiple officers from.

I

This, we received a little over 200, actual complaints, and.

I

We self initiated about 50 internal complaints from inside.

I

And I know that this metric alone can't it doesn't capture every.

I

Aspect of what is truly happened in the streets., but I do have.

I

To say that the number does tell me that we've a d, a dedicated.

I

And a professional police department that I would match towards.

I

Any other agency anywhere in the nation., I think the question for.

I

Us should not be,, you know, not only be how we keep bad actors.

I

Out. and the real question is: how do we identify bad actors from.

I

Within, you know,, unfortunately, incidents like george floyd's murder,.

I

And others like this, mar the public trust in others, but I will.

I

Tell you this,, I will continue to push for changes in arbitration.

I

So that we can get transparency and accountability. if my decision.

I

Is overturned to fire an officer, I've seen actions of a few.

I

Here, they're inexcusable and its chief of police,, my actions.

I

Have to be able to create a culture and an environment where.

I

All students feel comfortable about saying thing and seeing something.

I

To somebody, culture, culture change includes diverse, recruiting.

I

And promotion and actions like the lgbtq policy that I.

I

Just signed just last week.

I

but most importantly,. If falls in fostering the safe haven to speak.

I

And be heard,, I believe in honesty and clear expectations and creating.

I

Internal procedural justice that are key to creating an effective.

I

Discipline process., I will be direct and what the expectations.

I

Are,, and that is not just apply the tactics that applies to how.

I

You interact with the public.. We truly need to get back to a customer.

I

Based approach and that the customer community is our customer.

I

I will make it clear that your public actions off duty,, including.

I

Social media must reflect the values of our police department.

I

Period., I'm a big proponent of training, and I believe we need.

I

To retrain our officers in every rank and what the discipline process is all about and what the expectations should be.. We.

I

Have to build a process so that every officer knows that if they faced this discipline,, it will be fair and consistent and absent.

I

Politics or favoritism. finally,: we must set our expectation.

I

That our officers have a duty to report misconduct and not just in the use of force, or they too will face discipline.

I

We need some more accountability of her supervisors to a failed in their roles and as leaders when they have failed and contributed.

I

To this failure.- and one thing I will say is the fact one thing.

I

I, I I'd be remiss, if I didn't say, is the fact that we have to.

I

Recognize the fact that our police officers, based on the job trauma.

I

Every day, they go to work, they're exposed to unthinkable scenes.

I

In situations that undoubtedly affect them in many ways that we can't see,, I know for a fact, that relationships are cost.. You.

I

Know,, whether it be from a family relationship,, whether it be on.

I

How the interact with the residents on our seats, on our streets.

I

And I think that's kind of one of those things that we need to continue to assess them,, not only for themselves, but for the community,. Are men and women need to know that they're valued.

I

And important,, but they also need to know that if they make a mistake, will be treated fairly., our system must be trusted by.

I

Our officers, and it has to be trusted by our community. and.

I

I think all too often, that just, they don't line.. I think if.

I

The community feels that the community and the officer kills.

I

The process is, is fair,, then I think we can come to eventually.

I

A meeting in the middle of the road and coming together. right..

I

Thank you. Guys. for help. thanks,, chief chief bowers.

C

Thank you, very appreciate, that., as it's been said,, my role as.

C

My role as the chief, it starts with me and making sure that our.

C

Process, is, is really three things that are our disciplinary process.

C

Has three things.: it's fair,, it's clear, and it's efficient and,.

C

And that's beneficial for the public and for our department, members.

C

So I view my role as setting a tone for the organization india.

C

Living a very clear, message,, quite frankly,, that actions that don't.

C

Uphold the public trusts are not going to be tolerated and they're.

C

Going to be addressed., so here's the deal., I mean,, the women.

C

And men of the san jose police department are good, incredibly.

C

Hard working people and they're human beings who make mistakes.

C

And they're imperfect., I believe that discipline should first.

C

And foremost, be about correcting behavior, and it's not just about being punitive., and so it's important that,, you know,. We always ask ourselves net.

C

As the chief, I asked myself,. The question of is this issue on.

C

This a mistake, or was this misconduct both will be addressed? and.

C

I can,, I can assure you that, shouldn't his conduct of such a nature, that it shakes the public trust to the core of our, of our.

C

Foundation. you know, I'm going to take decisive action because.

C

That's the direct affront front to the incredible work that the men and women of the sapd do: every single, day. and so, you know,.

C

We're fortunate in san jose,, we have one of the best models of.

C

Police oversight in the country. I'm familiar with the office.

C

Of the ipa.- and I know that they're critically important to.

C

The legitimacy and accountability of the department. period.

C

I view my relationship., I will view my relationship and the.

C

Department's work with the ipa as absolutely essential.

C

To our disciplinary disciplinary process,, you know, in terms of.

C

Policy, you know,, most policies have duty to intercede, and they.

C

Also have,, you know, policies that govern when officers have to.

C

Report misconduct or use of force., but policy alone is not enough.

C

You know, there's a saying that culture eats policy for lunch.

C

And that's certainly been my experience as a chief., so I know the.

C

Character of the majority of the men, women, and men of the sj pd, and I know what they stand: for. they're professionals, their.

C

Guardians who hold each other accountable. in coming back to the.

C

Apartment. mint I'll be very interested in assessing the department's.

C

Early warning systems, the data,: how were utilizing data from the.

C

Department's various use, of course, systems and reporting practices,.

C

Training, hiring,, all of those things, go into it and what we've.

C

Heard. and so really it's about,, you know, what, we're what we.

C

Profess as forming our culture, understand those things so that.

C

I can encourage my officers to come forward with concerns., not.

C

Only be telling me, not only by telling me or me telling them,.

C

I'm sorry that I want them to do that and report things,, but.

C

Also by ensuring that our culture and our systems work to facilitate.

C

Them being able to actually do it., that's the critical.

C

Piece. thank you. great. thanks, chief. appreciate it.

B

Chief dull, same question.

D

Thanks gary., I appreciate that. so,, as has been said,. You know,.

D

Obviously, the chief serves a pivotal role in this process,. You.

D

Know, as chief of police,, I understand that everything that happens at the police department, it's ultimately my responsibility and.

D

In it,, but it's also my responsibility to,, to set a culture of.

D

Accountability for everyone in the police, department. and I think.

D

That's how you ultimately get officers to be comfortable coming.

D

Ordered it when they observe misconduct, as you create that culture.

D

Where it's not just something that they're required to do by policy,.

D

But it's the expectation amongst their peers. you,. You know, a.

D

Culture where, if you know something happened, and you don't come.

D

Forward, then you're the one, that's responsible for that bad.

D

And so, you know,. I just think that that's incumbent upon any.

D

Chief to set that tone., you know, also the teeth really is, and.

D

I know this from personal experience,, the ultimate decision maker, when it comes to cases of serious misconduct and that, that.

D

Everything that a command staff does when it comes to handling,.

D

Investigating, an ultimately meeting out discipline internally.

D

Has to be reasonable., it has to be consistent., it has to be fair and non emotion, based.

D

Not based on personalities, but just based on the facts and circumstances.

D

With the idea that again,, you have an organization made up of.

D

People, are going to make mistakes from time to time.. Mistakes are at the end of the world.. Let's identify what happened,, how.

D

We can get past it, move on and grow both as individuals in the.

D

Organization. but I, you know, as a department, as a whole, and,.

D

You know, we've had some significant misconduct issues in anchorage.

D

We've had officers that ultimately have been indicted and convicted.

D

Of crimes, just in the last couple of years, but that's, you know,.

D

I think that really speaks well to the fact that our department.

D

Really has that culture. we've been able to establish that because most of those cases were initially reported internally., and so I think that's something that,. You know, really speaks well.

D

Of our officers. everything I've seen is that san diego has, or.

D

San jose has, excuse me,. I've had san diego in my mind, because.

D

We have friends that live there and I just visited there recently., so I apologize for that. in fact,. Gary knew that I was probably.

D

Going to say that at some point, today, you know, san jose has that.

D

Same culture,, a strong culture of accountability.- and I think that's great, you know, something I've done is chief- is really strive.

D

To,, to make immediate and timely notice to the public., when we.

D

Have a significant misconduct? Case, you know,! It's really important.

D

To, to let everyone know what's happening with the police, department,.

D

Know what we've done,, how we've partnered with the independent.

D

Accountability entities that we work with to make sure.

D

That a prosecution occurs or an independent review occurs.

D

When appropriate,, all of those things are important.

D

And I've also had experience as a chair of the alaska police, standards,.

D

Council reviewing the can't discipline cases that result in desertification.

D

I think it's important for the public to see that that process exists., but you know, at the end of all of that, we're,, we're holding.

D

Our people accountable. we're creating that culture. we're doing.

D

All those things. we have everyone at the police department has.

D

To know that, you know, you're, going to have zero tolerance for.

D

Misconduct,, but at the same time, you're going to allow space for.

D

Them to make mistakes, to acknowledge those mistakes and move on.

D

For them., and not every single mistake is a total catastrophe., so you really, the chiefs role in all of that is balancing all.

D

Of those things and sure that, at the same time that we're maintaining.

D

The public's trust, we're also maintaining that sense of morale.

D

And integrity inside the police department., so thank you very much., thanks, keith.

B

Appreciate it. last step for this question is deputy chief.

B

E

Gary. and I'll make it fast, as people want to go to lunch.. So as.

E

A chief accountability starts with me, and the department is a reflection.

E

Of my values and vision, our community, and trust us with tremendous.

E

Power to keep our community safe. and with that power comes great.

E

Responsibility, and we have to hold the public members accountable.

E

To ensure that there are treating everyone with dignity, respect.

E

With within our policy and the law, I'll do discipline matters will.

E

Be given immediate attention to ensure that these investigations.

E

Are conducted in an objective professional and ethical manner.

E

The conduct of performance of the disciplinary process is direct.

E

Reflection of my leadership as ben said,, I know that policies and.

E

Procedures are not enough., so I will ensure that all department.

E

Members receive proper training and supervision to ensure that.

E

The following policies and procedures and that their work is.

E

Ethical and constitutional., our workforce also needs to understand that policies and procedures.

E

Are in place to protect them at the apartment, just city and the.

E

Community., that is something I did as the deputy chief of field.

E

Operations 420. over two years in june 2020.. I helped implement.

E

A department policy that requires officers to report excessive.

E

Force by another officer and to intercede when present and observing.

E

Such conduct. in addition,, the department has policy that all department.

E

Members will obey all department and city rules and regulations,.

E

All federal, state, and local laws in order to ensure that all.

E

Department members comply with these policies,. I will create.

E

An environment and culture, the fosters fairness, honesty through.

E

Progressive discipline that is fair,, consistent, and transparent.

E

And with the understanding that discipline is not always punitive.

E

However,, when the conduct is egregious,, it will be punitive.

E

All the palmar members was also understand that discipline.

E

Is used to set a standard for the organization and.

E

To change the behavior., there are current accountability measures already in place that.

E

Allow for the release of police investigations and discipline related.

E

To delhi and serious use of force and proven sexual assault., that's.

E

Honesty and perjury crimes through senate bill 1421 in 2020 measure.

E

G, the city granted the city's independent police auditor with a.

E

Greater expansion of the, her authority and allowed the review.

E

Of certain investigations initiated by the department members in.

E

Order to review an unredacted records of officer involved, shootings.

E

And the use of force resulting in death. without a complaint as.

E

A chief, I will work with the independent police officers office to ensure that the department is transparent on these matters and.

E

That our disciplinary investigations are conducted with due process.

E

Are complete, fair and thorough. finally,? I will work with the.

E

Police officers association to discuss disciplinary matters that need. further discussion, and also discuss with them any upcoming.

E

Police disciplinary reforms that will affect the disciplinary process.

E

Some of these items that have been discussed at the state level.

E

Are the decertification of officers under specific conditions.

E

And the addition of release of officer, files,, expanding senate.

E

Bill 1421 as a chief,, it is important that our disciplinary process.

E

Keeps pace with the current law and there are policies reflect.

E

That, while we are ensuring that our officers are maintaining.

E

Due process being transparent with our process, will gain.

E

Trust and legitimacy within the organization and with the.

E

Community., thank you. Here.

E

thank you, jeff. okay.. The next question relates to community.

B

Interaction and outreach., and with this question, we're going.

B

To start with, assistant, chiefs, garrotte., oh community trust.

B

And engagement is crucial to the success of the chief of police.

B

Tell us about how you would engage different stakeholders in.

B

Our community specifically hard to reach communities. and.

B

How would you reconcile differences of opinion between the.

B

Police and the community?.

B

Okay. I'd like to start by saying,, I think back to, to sir robert.

H

Peel and his nine principles of policing and principle number seven.

H

Speaks to the community or the police., the police are the community,.

H

And we fail to recognize that, that we are all, all an inclusive.

H

Entity trying to live and keep our community safe., so you start.

H

With giving the t a voice, giving the community a voice at the.

H

Table when we're developing strategic initiatives. when we're developing,.

H

We're developing policy, when we're developing training and education,.

H

That they are a welcomed participant to everything that we do,.

H

That, that we remove all of the silos that law enforcement has.

H

Existed in for decades to truly engage in community police partnerships.

H

Pittsburgh was one of six cities selected for the national.

H

Initiative for building trust and justice., and so I think.

H

Of the, the onset of, of that initiative and it's what.

H

Is measured is evaluated.?

H

How do we know what our think of us if we don't ask? so the first.

H

Thing we did to, to kick off. That initiative was to do a community.

H

Survey and ensure that we were receiving feedbacks from our communities.

H

Of color. are communities of color,. Our community are underrepresented.

H

Communities are marginalized communities,, as well as our business.

H

Stakeholders and the communities that had influence, right? because.

H

They matter as well. and then receiving that feedback loop on how.

H

To improve our services based on their recommendations. and more.

H

Importantly,, where were we deficient? and oftentimes? We found that.

H

We were most efficient in areas, we thought we were doing well at, and that was community outreach, that,, that our officers weren't.

H

Accessible. our officers weren't visible that the communities felt.

H

Detached and police and told how,, in which way we would provide.

H

Them services., so we engage the community in a meaningful, an impactful.

H

Way that gave them a seat at the table. and as the chief ev san.

H

Jose has a chiefs cabinet. my challenged for the chiefs cabinet.

H

As if I have the opportunity to lead organizations is that they.

H

Have input. it's not just, it's,, it's not a, a cabinet of,.

H

Of individuals that listen to what I choose to tell them, but.

H

That they make recommendations that influence how and which,.

H

How we train,, how we develop policy and that more important.

H

That they're, an active participant in police services for.

H

The san jose police department in the san jose community.

H

I think it's important that we recognize from chief to recruit.

H

That we are a service industry, that we exist to serve the community,.

H

And that we must set aside our own personal interest for the benefit.

H

And the greater good of those we he professed to serve. and often.

H

Times., I think that gets lost in law enforcement because we get concerned with priorities and data, and we lose the human emotion.

H

And the connection that comes with creating relationships and partnerships.

H

And building trust. and I think when we set aside all of those,.

H

Those data points and information points, and we get down to the.

H

Basic service industry, that we will be a better,, more prepared,.

H

Responsive organizations for the communities that we serve., how.

H

Do we reconcile those differences? when there are recognized,.

H

We have shared goals for safety and, and I'm a believer in the.

H

Best idea, wins, and it doesn't need to be mine.. We are far more.

H

Alike than we are different., we all want to live in a community.

H

And work for a city that treats everyone, its officers and it's.

H

Citizens with dignity and respect., and I think if that is foundation.

H

Of why we exist,, then, then we will be a much more representative.

H

Police department for the communities that we serve.

H

Thank you,, gary.

B

Thank you, captain tha same question.

F

All right. thank you,, jerry. I,. I actually,. I think this question.

F

Is phrased in a way where it's almost like a difficult question,.

F

But in fact, for me personally, this is probably the easiest part.

F

Of my job., and so with some of the harder to reach neighborhoods,.

F

The,, the more needy neighborhoods,, those are the neighborhoods that I find for me. Personally, are the most kind of self gratifying.

F

And rewarding to, to work, with. and I'll. Tell you what I think.

F

That when we come out to some of these neighborhoods and, and.

F

We really come out with a sincere and genuine approach to connecting.

F

With neighbors, to really getting to know who they are by name.

F

And really having that relationship things start happening,.

F

That that are just,, it just moves in the right direction.

F

I think that some of the most needy neighborhoods don't ask.

F

The most things from us.

F

and when we have these relationships,, we start realizing that they're.

F

Only asking for just basic human needs,, you know, safety for themselves,.

F

Safety for their children, being treated respectfully, as officers.

F

Or walking through the area, officers, treating the children, you.

F

Know,, respectfully and being a role model for them., and so some.

F

Of these things, I think, in these neighborhoods that are most inflicted.

F

By crime are the ones that, in my opinion, are the best to work. With.

F

Because, because these folks here are just so, should give them any type of police services that we can provide for them with regard.

F

To reconciling differences. I think, again,, I'm going to fame.

F

Back to the point where, as chief, you know, I'm going to,, I'm.

F

Going to do this by example, but,, but every level there underneath,.

F

You know, sergeant officer, lieutenant, captain,. We need to,.

F

At every level, really put community in the, in, in our.

F

Forefront of our strategy.

F

And every level of officer really needs to have that mindset,. That.

F

Culture that they want to get to know their, other business owner,.

F

Their community leader, some of the school leaders in their beat.

F

And their district. and look for again, look at those common,. Those.

F

Common themes that everybody is looking for., there's no secret.

F

Recipe on trying to connect with marginalized communities., if you.

F

Have to go out there, you. to talk with them., sometimes those conversations.

F

Are difficult,, but if you don't have these conversations,, you.

F

Don't have these connections,, you will never improve some of.

F

The, some of the problems that we see starting to interrupt because.

F

Of ineffective communications., so I would just say that just.

F

In closing that the community has a real big thirst for a better.

F

Relationship with our police department,, but our men and women.

F

Of the san jose police department do have that same thirst as well., so as chief,, I intend to be committed to having.

F

These conversations, to building these bridges and making.

F

That relationship stronger..

F

Thank you to happen to all appreciate. It. chief tyndall,.

B

Tell us about how you engage different stakeholders in the community,, specifically the hard to reach communities. and.

B

Then, how would you reconcile the differences of opinion between police and community?.

I

Well,, I think there's, there's many things that make community.

I

Interaction and outreach so important to us and community engagement.

I

Can be a project. as my first belief., that has to be part of our.

I

Dna, both here to police department and amongst all of our command.

I

Stuff with engagement and work., I mean, trust can certainly be.

I

Earned,, but without it, I will say that their relationships are.

I

Lost., I will say that I'll never lose sight of that, that the.

I

Police of the police are actually our community.. We have a lot.

I

Of men and women, many who are residents of this city., we do.

I

Have an incredibly diverse police department and we have to put that to good use.. I want to make sure that we're focusing.

I

On building bridges and communities where language or religion.

I

Or socioeconomic status, may be a barrier to connecting with.

I

Us or others in the city, your, lights just went out.

I

There were over a hundred different languages spoken in san jose,.

I

And there will be no one person that will be able to speak them.

I

All a recent police academy of new officers spoke to 10 different.

I

Languages. but I will say this, if a vietnamese speaking, officers.

I

Not spending time with our vietnamese community,, then we're missing.

I

A very true and valid opportunity, if we're going to make community.

I

Me engagement, seriously. and, if we're going to take it seriously,.

I

We have to provide officers with the time to participate in this work. We've initiated. we've initiated community policing, officers.

I

When did this quite a while ago,, but we have to give priority those officers who represent the demographic and that specific.

I

Neighborhood in a city of over 1 million people., we need.

I

All our officers to commit to the effort- and we have to provide.

I

Them the resources to facilitate these interactions.

I

Our department must show up and meet our community where they are.

I

And be able to speak in the languages that they speak., I intend.

I

To use my vast amount of bilingual officers to accompany me as.

I

I go around every community that I've in the city, engagement.

I

With our businesses, our residents are faith based organizations.

I

Or community groups, they have to be a priority and the has to.

I

Be exemplified from the top.. I've never been to stay behind my.

I

Desk type of chief, and I'm looking forward to getting back into community engagement, that is outside of this virtual world. That.

I

We're doing right now are done at a distance., and this can.

I

Be done in a number of different ways., I noticed the a as the.

I

Chief's office,, we have a community advisory board,, but I think.

I

We also need to create a similar advisory board for each of our division. Captains. were centralized police department,, but we need to decentralize.

I

Some of our command level engagement,, so it can scale and include.

I

More people., we need to basically see the communities of color,.

I

Which are very complex and different in every aspect, meet the.

I

Men and women,, and also the command structure of this police department.

I

I think we also need to engage all of our stakeholders, who may not have positive experiences with the police.. I understand.

I

And especially as of late, that experiences with the police that.

I

Trust me: it broke, baby broken. and I think the first step is.

I

To listen and to listen,, and we need to listen, some more, also.

I

Want to create a space where they can feel free, of, of criticism.

I

Of our department,, without fear of jeopardizing our relationship., we should all be able to sit behind a table and have a true,, honest conversation..

I

We will not agree, and we will probably not agree on many aspects,.

I

But every instance of conflict creates an opportunity to improve.

I

Our operations and improve our perspective of those that were working.

I

In partnership with., as we look at district taking how we deploy.

I

Officers in the future,, we need to build time for community engagement.

I

This means investing in resources and the effort, because we believe.

I

We will not get a return on our investment unless we do this, also.

I

Know that people communicate in different ways and we have to listen. and those ways is best we can., I certainly know and going.

I

At it rocketship school, before that,, we use technology in that space and it worked very effectively.. We need multiple ways for.

I

The community, provide us feedback and the languages that they're comfortable with.. I will say this: community engagement is one.

I

Of the areas., we have the greatest opportunity to improve and.

I

Evolve. and I think, and I will make a central to everything.

I

That we do at this police department. thank you.. Thank.

B

You. appreciate it. chief.

B

chief bowers. same question., so let me just say first and foremost,.

C

That there is nothing more important in placing than building and.

C

Maintaining trust with the community.- and that is that's about.

C

Relationships. it's about relationships and transparency, period.

C

I have a track record of doing that in san jose,, in my current role as a chief in piedmont and will continue to do so.. So when.

C

We think about transparency and relationships, those two things.

C

That are so critical, you know,. So what does that mean? as a.

C

Chief of piedmont,, I brought the community into our strategic.

C

Planning process. we held focus groups., we invited community.

C

Leaders and members from the public to take part in our forming.

C

Of our strategic plan to let us know how we were doing,, where.

C

We needed it to improve and what they needed to see and hear.

C

From us. we committed to making our, our plan available. It's.

C

The public online,, including the feedback and the sentiment from.

C

Those focus groups and from those members of our community.

C

So that, so that we're not going to be interpreting what they're.

C

Saying, but we're going to be giving them voice, so we can all hear.

C

What, what the perspective of our community is., I would look for those similar inclusive and transparency opportunities in san jose.

C

And again, that's been my track record,. Although I've been away.

C

For a few years,, the relationships I've built and the familiarity.

C

I have with the various community based organizations in the community.

C

Leaders will allow me to, to re, engage and engage with them with.

C

Regard to some of the hard to reach communities., it takes work.

C

Plain and simple. you got to get out there and work. and obviously it's challenge right now, because it covid and you need to be inventive with that., but the bottom line, you know,, reaching.

C

Out to communities that are, that are hard to reach, such as the in housed, those who were storica lie that challenging relationships.

C

With the police, or because of other barriers that may exist,.

C

We need to do everything.. I can,. I will do everything I can to reach out to them, you know, including,, you know,, ensuring that that's why you have partners, community partners and allies to access those folks and those hard to reach areas. and so,.

C

You know, it's going to take often at times meeting them where they are at literally.

C

And so the critical aspect about relationships that we build and maintain is, again, that's got to be genuine and it's got to be.

C

Not during a crisis., it's not going to be because it's strategic.

C

Or for a utilitarian purpose,, but it's about developing those relationships.

C

And family are in familiarity,, excuse me,, because it's the right.

C

Thing to do., so we understand how all of our communities want to.

C

Be served.. I also believe that the men and women of this department.

C

Believe in this, in the san jose police department, I mean that.

C

They have strong ties to the community already. and I would absolutely look to leverage. and add to that, as the new chief outreach in.

C

Connection with the community is important in its important internally.

C

As well with the rank and file., and that will absolutely be a.

C

Priority for me. some things have changed with the city and the.

C

Department, since I've left,, while other aspects of it have.

C

Remained the unique and beneficial aspect of my return as the.

C

Chief is my familiarity of those things that have remained.

C

In my fresh that I bring for the things that I've changed.

C

Is going to be differences of opinion and uncomfortable conversations.

C

in so to reconcile those differences of opinion, you know,. We need.

C

To be resilient and we need to be again,, comfortable, being uncomfortable.

C

In those conversations. and I believe that the bottom line is,.

C

You know, again,, it was mentioned before,, but we have to,. We.

C

Have to, in order to reconcile our differences,, acknowledge that.

C

We have commonalities., we all want safe, communities,, free of.

C

Trauma from all sources, from which they may come., and we all.

C

Want to be treated with dignity and respect., and when we hone.

C

In on those fundamental things that are so precious to all of.

C

Us,, that's when we're gonna be able to reconcile in again,.

C

Be able to engage in tough conversations., so thank you. thanks,.

B

Chief. appreciate it. chief doll. same question., europe.

D

Thanks gary., you know,, it's interesting. the beginning of the question.

D

Is can you trust and engagement is crucial to the success of the police chief.? I actually think community trust is critical to the entire police department.. I think a police department literally.

D

Cannot function if you do not have the community's trust and faith.

D

In what you are doing. and,- and I think we've all seen examples of that in different parts of the country. and, and none of us want to have that,. You know,, as other speakers have mentioned,.

D

Relationship building is the key., it's the key for the chief,, but.

D

It's,, it's actually key to every single member of the department..

D

I think that my vision here in anchorage and the vision I would.

D

Bring to san jose is that every single time any member of the.

D

Police department,, whether it's a brand new patrol officer and.

D

She's working mid shift or it's a guy who's in the call center,.

D

Every single person,, every time you have a contact with a member of the community,, that is an engagement and relationship.

D

Building opportunity. and it's really incumbent upon the chief to set that tone for him.

D

Or herself,, but also all the way down through the entire organization.

D

That's the focus of everything we do is every single one of those.

D

Meeting points is a relationship building opportunity for a chief,.

D

Especially someone like myself,, a new chief coming in as a new.

D

Member of the community. you have to get out and do it personally.

D

In person., it's a challenge during covid.. I think that's actually.

D

One of the most fun things about being a chief of police.. There are many things that are not so fun,, but it's the, the opportunity.

D

To get out and talk to people face to face., I'm really looking.

D

Forward to having an opportunity to do that in san jose., I think.

D

As a new community member,, a new member of the department and a new chief,, that's going to be critical,, but also very exciting.

D

To get to learn all of the various viewpoints that make up.

D

The community of san jose., you know, w community engagement is,, can be difficult for a police.

D

Department, sometimes,, especially a department that is feels staff.

D

And pressure on a daily basis., you know, that kind of pressure creates a sense for officers and other staff that you have to kind.

D

Of rush from task to task and not slow down and take time to listen.

D

And to talk to people., we experience that here, as we were rebuilding,.

D

And we really pushed hard on the idea that you need to slow down.

D

You need to listen to what people are telling, telling you when you're on a call for service,, you need to engage with them.

D

And then you need to spend a little time telling them about.

D

What you did. we,, we have amazing officers here in anchorage.

D

Everything that I've seen is that you have amazing officers in san jose,, but I think that we, we miss out on that.

D

And part of that is just law enforcement officers in general,. Don't.

D

Tend to want to slow down, to take the time to sort of talk about.

D

The things that they did., we felt there's a general feeling in.

D

The community here, that they would reach out to the police department.

D

For help and nothing would happen. and what we found almost every.

D

Single time we heard,, one of those concerns was that we had spent.

D

A lot of time and effort trying to address whatever the problem was that the community had reached out to us for,. But then we never told them what we did., and so we really emphasize closing.

D

The loop, having officers,, even if it's the middle of the night.

D

And you're responding to a prowler in the neighborhood, you know,.

D

Leave a text message or a voicemail, or,, you know, do some kind.

D

Of, you know, we created or hanger,, so you can leave a little note on someone's door. hey,. I was here,. I heard about your problem.

D

This is what we did., we resolved it, or we didn't observe it,, but.

D

Please reach back out to us if we can help you.. That was very successful.

D

Here. we use technology to do that. you know,, we rolled out smartphones.

D

To everybody in the department, but, you know,, I just really.

D

Feel like it requires that level of personal engagement by.

D

The chief all the time inside and outside the department.

D

Thanks gary. thanks chief.

B

Deputy chief mara, same question,, community trust and engagement.

B

How would you engage the different stakeholders in the community,.

B

Specifically the hard to reach communities, and then how would you reconcile the differences of opinion?.

E

Thank you, carrie. and I agree with chief doll that our trust and.

E

Community and engagement is not only crucial for the success of the police chief,, but it's very crucial for the success of the department,. Without the community's trust and confidence,, we will.

E

Be ineffective as an organization.. This is why my vision for the.

E

Department is that all residents and visitors of this city have.

E

The highest trust and confidence in this department, through excellent.

E

Service at all, levels. and by building relationships with all of.

E

Our stakeholders, currently,, our profession, has failed and lost.

E

A community's trust through the actions of officers. nationwide.

E

Officers are giving tremendous power and authority to keep our.

E

Community, safe and protect lives. and because of that, officers.

E

Face a high level of scrutiny. than ever before, however, as.

E

A profession and a professional organization,, we cannot be.

E

Fearful of that scrutiny., we have to be transparent and demonstrate to our community that.

E

We are professional and ethical through transparency and accountability.

E

We can highlight the great work that our officers do: every day.

E

And when we come up short,, we will address it and correct it. when.

E

Our community's trust us and have confidence at us,. They will.

E

Assist us in keeping our community safe. as a chief thirties,.

E

Difficult times,, I have to remind our officers to recall the.

E

Question of why they became an officer, and the answer is going.

E

To be to help people and make a difference. so to help officers.

E

Remember their why we have to intentionally engage officers in.

E

The community officers who are highly engaged in the community,.

E

Practice their why and are highly productive while also building.

E

Trust that our communities. one of the tenants of my vision.

E

For developing trust and confidence is building relationships.

E

With those stakeholders., let's face it., we are in the people business,, and that means building.

E

Relationships and connecting and engaging with the community., the.

E

Success of any relationship is trust and to build trust.. One has.

E

To be genuine,, honest,, compassionate, and collaborative., these.

E

Are my values as achieve one of my goals is to align the station.

E

With these same values, so that we can build trust in our community.

E

During my 30 year career, I have met numerous business owners,.

E

Community members, faith leader special interest, groups, and others.

E

To develop strong relationships., I have also collaborated generally.

E

And effectively with members of our diverse and most vulnerable.

E

Communities because of these relationships., I have sought to ensure.

E

That our community, policing and crime reduction strategies are.

E

Deployed in a fair and just manner and in doing so., I have been.

E

Able to build trust and make a difference in our community. as.

E

Chief,, I intend to further engage the community to build stronger.

E

Relationships and partnerships and learned that community trust.

E

I will legitimize our services through accountability and transparency.

E

Will continue to engage our entire community by listening and.

E

Having those difficult conversations and will be available.

E

And present and mark and my community as I've always been,.

E

My collaboration will make our community safer, because we know.

E

That together,, we can make a difference. thank you,, gary.

B

Thank you. monica in the last candidate on this question.

B

Is deputy chief randall.? Do you need the question?.

G

I don't need the question. okay. community, trust and engagement. Is, is crucial and we need.

G

To engage our community more widely and more deeply., we haven't.

G

Always done a good job at this,, especially with our hard to reach community.. So this means we need to go to where they are two churches,.

G

To schools, go to their neighborhoods and really dan the challenges.

G

That each community faces in the languages that they speak so that.

G

Everyone can be heard., we need to expand our outreach in more.

G

Languages in written materials and translation services when.

G

Available and need it so that everybody can be heard. and it's.

G

So, so immediate right, now, as a chief,, I want to look to expand.

G

My outreach to more people and be thoughtful and sure that I'm.

G

Truly listening to the community and to what they're, saying.

G

We, in our organization,, we need to empower our command staff.

G

To engage more thoughtfully with more of our community.

G

And we need everyone to be a part of this. as a force. Multiplier.

G

We need to empower everyone in the organization to continuously.

G

Engage and build relationships., and we should expect this to.

G

Happen. our rank and file should feel like they can engage our.

G

Community through a variety of ways, and not have to wait for.

G

Approval. community engagement should be expected, just like.

G

Responding to a call for service. everyone in the organization.

G

Needs to be able to make decisions in support of our vision.

G

And we can't have a department that only engages through the chief or at specific events like a divisional meeting or coffee.

G

With a cop., it needs to be woven into the fabric of what we do.

G

Every single day and all of our interactions., we don't need to.

G

Separate avenues., it's not policing. and then community policing,.

G

They should be one in the same. Mmmmmm officer should be engaging.

G

The community daily.- and I think, acting chief tyndall, mentioned how many calls for service.

G

We have a year, that's anywhere, between 350 and 400 thousand chances.

G

To engage the community every single day., I want our values to.

G

Be so ingrained throughout the department, that everybody has solutions.

G

They can make decisions without waiting for approval. and we.

G

Can do this when we have clear and guiding goals.? So how do we.

G

Reconcile the differences between the community and police?, we.

G

Know that there's always going to be a time when we're not in complete agreement.. We know this and we, the police,. We don't.

G

Always have to be right,, but we have to be more care or more.

G

Comfortable when we are wrong. and then in those cases,, we have.

G

To take action to right, those wrongs,, the chief and everyone.

G

In the organization needs to listen and understand our community.

G

This is what our community wants. someone who will listen.

G

And make an earnest effort to effect that needed change.

G

Thank you. thank you, chief randall. okay., so our last.

B

Question relates to recruitment and retention., and captain tha.

B

Will go first,. The city of san jose is a community with a broad.

B

Range of diversity,, including race,, gender language, life, experience,.

B

And cultural background, as a new chief of police, will be.

B

Your plan to recruit and promote staff to ensure the overall.

B

Police department,, including the command staff, reflect.

B

Our diverse community.

F

Thank you, jerry., so we do a good job of right now, with recruiting,.

F

With using a marketing firm, where we also have a literature that.

F

Has a wide variety of languages and imagery that really showed.

F

That level of diversity that you had just referenced as a recruiter.

F

Myself, I was recruited for most of my career and I worked actually.

F

A lot in the vietnamese community,, obviously because I understand the the. altar and I speak the language.. It was kind of a good.

F

Fit for me,, but I also went out to recruiting seminars and, and.

F

Booze, all up and down with different colleges and recruiting.

F

Other ethnicities, not just to the asian community., so in my opinion,.

F

The recruiting is, is very good in terms of diversity.. I would.

F

Like to see as chief, how we could incentivize recruiting more.

F

Locally within our,, our city, as a young man growing up in san.

F

Jose, all my friends growing up in san jose in the, 80s.

F

Everybody wanted to be a police officer or a firefighter.

F

And I think that my vision would be at some point,. Let's get us.

F

Back there to, you know, at some point,, not today,, but maybe tomorrow.

F

And maybe next year,, but that that's where they community connection.

F

Has to be kind of solidified a little bit more., and so the best.

F

Recruiting mechanism that I see is the highest ranking person in.

F

That, in that ethnicity being the, the best recruiting tool, whether.

F

That's chief or a sergeant,, I mean, young people of color,. They.

F

Look to people of authority and they just kind of picture themselves,.

F

You know, in that, in that role., and, and so to the extent possible,.

F

As we hire diverse officers,, we need to really look inwardly.

F

To see how we develop that diversity., so at every level of our.

F

Organization, as a rise to the ranks to sergeant lieutenant, captain and so on,, we have an equal and equitable way of really.

F

Selecting who we give opportunities to,, who we provide professional.

F

Development, to, and ultimately, who we promote,, because.

F

That is all relevant on how that is. Going. have some.

F

Unintended outcomes with recruiting. obviously, if the chief of.

F

Police is an african american,. You know, a younger african american.

F

Kids in the community are really going to aspire to try to reach.

F

His level., and so in summary, w we do a great job.. I believe that.

F

Somewhere along the lines, of the middle, in the middle kind of.

F

Ranks,, we could probably do a little bit better. and however, that,.

F

That happens as we look inwardly, and we,. We look towards pro social.

F

Programs that really connect kids with cops,, like the pal program,.

F

Open gym, program, the volt volunteer, program, and internship.

F

Programs. we can start getting a pipeline for those internal.

F

Candidates that have lived here that have family here that have skin in the game., and that would be a very good addition to the.

F

San jose pd family. thank you., appreciate it.. If you've tyndall.

B

As a new chief would be your plan to recruit and promote staff to ensure the overall police department,, including the command stack staff, reflects the diversity of the community.

I

Scary. first,, I think that I believe the department strengths really.

I

Just analyze and starts with their diversity., we are a city of.

I

Over 1 million people, and then that 1 million people in san jose,.

I

They speak over a hundred different languages. and we also have.

I

To look at the fact that our population is over 70% of color., so.

I

When you look at that,, I think that's a starting point to know.

I

What, you know,, you have to know what your community looks. Like.

I

We're also a department who is a self,, roughly 50% of color, with.

I

12% of those being female, we are experienced. and I'm happy to.

I

Take part in some of the most diverse recruitment and academies.

I

We've ever seen., I just graduated one of the most diverse academies.

I

To date, last week, who's graduate spoke 10, different languages.

I

So I would say we are in fact, creating a department of a flex connection identified with those that we serve,. But we don't.

I

Have to remind ourselves that also diversity of thought, experience,.

I

Knowledge, backgrounds, demographics, previous professions,.

I

Religions,, sexual orientations, and languages.

I

Those are really what makes san jose pd, what it is. This will and.

I

Cannot stop.? One of my main missions is a related to recruitment.

I

Is the, is to promote policing as a career path to serving and.

I

Improving our community., we need to reconnect with youth and young.

I

Adults did not only inspire them to serve,, but also educate them.

I

On what police work really is. and it's not what they see on tv,.

I

Or sometimes how its portrayed in social media. it's about problem.

I

Solving and connecting with our residents and a meaningful way that creates a safe community.. Last week, we facilitated a meeting.

I

Between one of our officers, who grew up in foster care at another,,.

I

From an inner city that was not san jose with foster youth here.

I

In san jose. and I got to say, just when I talk about it,, I.

I

Mean,, this type of open dialogue is not only a measurable,; it opens doors and paves the way for, for ways and things that.

I

We just don't do enough of. and we really just can't stop doing it. or we must continue to.

I

Hire diverse candidates., we must ensure that our efforts also reflect.

I

Our community, and it does not stop after initial hire and all.

I

Of my own leadership roles here at san jose pd., I've always been.

I

A big proponent of access to training and succession planning.

I

And the groups that I,, you know,, whether it be a promotional groups that iran, but this is an area that we have to do. More.

I

I remember a time this department would, many of our employees left for other police agencies, each have their own reasons,.

I

But I chose to stay seeing or sworn ranks depleted to about 800.

I

Officers., it was truly here that I learned that value of our.

I

Officers, you did so much at that time was still a little well,.

I

We're well, we are going. and hopefully not going back.. I will never lose sight of not only.

I

Hiring diverse personnel,, but keeping in retaining all of our.

I

Personnel here, employees that are valued will stay.. I would.

I

Expand our mentoring programs, ensure that those that feel comfort.

I

And wanting to promote and have that opportunity, regardless of.

I

Path taken., I would institute a system that tracks those we are.

I

Providing opportunities to and the form of, specialty training.

I

And other forms of experience, I would ensure employees needs.

I

Are being met, not only in the work sense, but physically,.

I

Mentally, and emotionally through wellness. and our officers.

I

Are the most important, valuable asset., and this is something that we can never forget. great. thanks, gary. thanks chief.

B

Chief bowers. same question.

C

Well, thank you, gary., you know,. Clearly, diversity is critical.

C

It's absolutely critical. That, you know,. We have a department that.

C

Reflects the incredible diversity of the city of san jose that.

C

Were serving. but one of the key things that I always think about.

C

With diversity, is, is inclusion, because that has to be the other.

C

Part of the equation. so first and foremost, you know, san jose,,.

C

I've seen a couple of the most, most recent academy, graduations,.

C

And they have done a fantastic job at recruiting,, a diverse department.

C

And I think they,, I think the department should be applauded for that. and the efforts of the work of the women and men who have been part of that should be applauded for that. and, and,.

C

And again,, I do think we need to think about not just diverse.

C

Backgrounds, but diversity of thought as well,, ensuring that the people were bringing on more critical thinkers are people.

C

With emotional intelligence,, all that is, is critically important.

C

In, in yet to be very intentional with recruiting., so I would coming in as the new chief would absolutely look at what systems have been in place and what we've been doing and, and what opportunities exist, you know, to move it to the next.

C

Level. absolutely., I think we're always going to be seeking to.

C

Improve, but we have to ask ourselves how we're developing our diverse.

C

Workforce., that's part of the equation., that's the other piece.

C

Of the equation., and are we being inclusive to answer that question?.

C

I would convene an internal equity work group when I come on as.

C

The next chief made up of a cross section of sworn and professional.

C

Staff from throughout the organization., and I would like to explore.

C

Partnering with the partnering and the internal equity work group.

C

With the city's a relatively newly formed office of racial equity.,.

C

And I would like to look at what we're doing from top to bottom,.

C

Looking at our testing processes, looking at promotional reading lists, looking at assignment practices, leadership and management,.

C

Development, and looking at atlas looking at the whole gamut.

C

Of things that we're doing internally to provide recommendations.

C

And, in identify barriers, it's not only diversity,.

C

But also inclusion., I would also look to our community and to our work on racial.

C

Equity and reimagining public safety to inform our efforts of.

C

Recruitment, inclusion, and retention of a diverse workforce.

C

But again, my efforts in building and maintaining a diverse workforce.

C

Will so we'll always,, you know, necessarily include inclusion.

C

That, because that is the other half of the equation, ready to be intentional about. three. thank you, chief. appreciate it. chief.

B

Doll. same question.

D

Thanks gary first., I just want to apologize.. I realize a sense coming up behind me and watching me out a little bit,, but I'm reluctant to shut it. Out. we're finally getting a little daylight and sunshine here in anchorage,. So it does feel good,, but apologies for that.

D

You know, I, it,. It sounds like san jose really is doing a good.

D

Job of, of having some diversity and their recruiting.. I think.

D

That's great., I know that's something: we've really worked on here in anchorage. we have a very diverse community,, but you know,, we've.

D

Been looking at the police department over the last few years and it, and it really didn't reflect the, the community. The way we.

D

Wanted it to., so we put a lot of effort into trying to figure out why that was happening,. What we could do, better. and, and.

D

We just seated one of our most diverse academy classes, ever.

D

And, and really the, our,, our captain of administration who's in.

D

Charge of backgrounds and recruiting, came up with an idea that.

D

Was very simple, but very impactful., and it was just reaching out.

D

To are are by poc recruits in a way that was frankly, just more.

D

Frequent and in a more personalized way., and it really made a difference.

D

They felt connected right from the very beginning of the background.

D

In hiring process. and that was,, that was great for us., it's really worked out. Well,, you know,, as has been said, time, and.

D

Again, you know, diversity. Having the department reflect the.

D

Community inclusion,, all those things are critical for departmental.

D

Success., it really helps you with all of the engagement opportunities.

D

That you have with your city, but recruiting is also,. You know,.

D

All the other topics we've talked about today are linked into recruiting.. If you have elements of your community that.

D

Don't feel comfortable with the police department,, they don't feel appropriately served by the police, department.

D

they're not going to step forward and volunteer for careers in law, enforcement. and right now,. You know, a career in law enforcement.

D

Is maybe not as exciting as it has been in the past.? We know that.

D

The profession as a whole is facing lots of challenges., and so.

D

We really have to weave that recruiting effort into all of the.

D

Engagement that were also working on just to be an effective law.

D

Enforcement in for organization., and so it has to be something.

D

That we're really doing every day. and then that has to carry through.

D

To your internal selection processes,, whether there are selections.

D

For assignments or promotion,, you really have to be doing that.

D

Same sort of recruiting and diversity and inclusion, thought processes.

D

Part of that,, I know as a chief,, I don't want to be surrounded.

D

By people on my command staff that all look and think exactly.

D

Like me,, we don't problem solve well that way.

D

right.. We know that good problem solving comes from a diversity.

D

Of thought, having people with lots of different lived experiences.

D

And backgrounds being part of that process., so that's always been.

D

Very important to me to make sure that we have space for that.

D

You know, I,. I really want to be,. I want to be challenged from.

D

Time to time, in my thinking, by the people that are part of my.

D

Leadership, team. and,, and so I think it's really important as a chief.

D

To be focused on that internally, as well as externally. so,, you.

D

Know,, I really think that's a,, that's something that I would continue to do. If I had an opportunity to come down and be part of the leadership team in san jose,, I think that would be great.. You know,. We spend.

D

A lot of time in anchorage, really reaching out to members of.

D

The bipod community, sitting down with them doing those engagement.

D

Opportunities,, but also recognizing that those are recruiting.

D

Opportunities as well., and really emphasizing the fact that even.

D

Though they have concerns about the police department,, they can.

D

Be part of the process of change by stepping forward and taking.

D

On that public service role, that all police officers engage.

D

In. so anyway,, I just,, I think all of these things tie together.

D

And in some ways they culminate in, in recruiting and the way you structure your organization.. So thank you., very much., hey steve,, deputy chief mara, same.

B

Question my profession is noble and honorable,, and now more than.

E

Ever, we recognize,, or I recognize the need to continue recruiting.

E

And promoting the next generation of officers who are diverse, representative.

E

Our communities have a spirit of service and have emotional intelligence.

E

We must review how we currently select officers and find ways to.

E

Identify issues of bias early on so that we hire,, assign and promote.

E

The right people for critical he's having the right people in.

E

The right positions allows the organization to be highly effective.

E

As a latino., I represent that those,, those that are not provided.

E

Those same opportunities, I will ensure that our department is.

E

Welcoming to both our community and all department, members.

E

This will be done by being equitable, inclusive, and providing.

E

The same opportunities to all department, members of all genders,.

E

Races and backgrounds., I will not tolerate discrimination,.

E

Harassment or the existence of an insider network.

E

Our current police reform principles emphasized the importance.

E

Of recruiting, assigning and promoting qualified and competent.

E

Individuals to serve either our these communities.. I have listened.

E

And know that our communities want an officer that speaks to language,.

E

Understands their experiences and is emotionally intelligent.

E

As an organization., when we provide that level of service,, we will.

E

Be highly engaged and effective, while also building their trust.

E

In the community. as a chief,, I will create a department that.

E

Is welcoming so that we can better serve our community.? I will.

E

Develop a workforce that understands what cultural competency.

E

Means through training and community engagement., I will create.

E

A highly engaged and connected organization where the community.

E

Is treated well so that our residents have high trust and confidence.

E

In this department and an organization that individuals.

E

Want to be a part of., I understand that there's a gap in.

E

Our workforce diversity., we do a great job of recruiting and hiring diversity,, but still.

E

Have a gap assigning and promoting diversity at all. ranks.? I will.

E

Ensure that our organization is intentional, not just talk. It's.

E

Intentional in mentoring,, training,, developing, and providing opportunities.

E

To all department, members of all genders and races and backgrounds.

E

I know this can be done because I have done it.. I have mentored.

E

Training develop and provided the opportunities to members of our.

E

Diverse workforce at every rank for over 20 years,, with the understanding.

E

That those that I helped have to help others so that we become.

E

A competent and workforce for over 20 years,. I continue to mentor.

E

Tutor and provide department tours to youth and our most vulnerable.

E

Communities. through various school programs, such as a role model.

E

Program, and lasts it at evergreen valley, college,, the city, peace.

E

Project on the east side,, my purpose is to help others and give.

E

Back as a chief,, I will continue to ensure that I represent advocate.

E

And remove barriers of limitations for those that are marginalized.

E

In our community and our organization so that everyone of.

E

All genders and races are represented as a resident of san.

E

Jose for nearly 25 years., I'm invested in this city.. My wife works at a local community college.

E

In san jose., my children attend school here in san jose.. We attend.

E

Church in east san jose., san jose is very diverse and our organization.

E

Needs to be representative of our community. thank you. thanks,.

B

Keith. appreciate it. deputy chief randall., your next.

B

Step on this question.

G

No,, I'm good. thank you, gary.. We want to have a department that.

G

Represents our community as closely as possible.: this is what our.

G

Community demands and I'm going to start first by what I have done.

G

I led a team of highly motivated hours and civilian staff to.

G

Restructure our recruiting and background unit at a time when.

G

Our department was at an all time, low,, this included, recruiting.

G

Outreach, with a focus on diversity, looking for that applicant.

G

Pool that brought in a diverse group of people,, but whose goals.

G

And visions aligned with our department. and we not only began.

G

Reaching our goal of academies filled to capacity,, but we had.

G

The most diverse academies ever in the history of our department,.

G

Including an academy with the most women in the history of.

G

Our san jose police department., we had academies where there are over a dozen languages spoken,, and this is something.

G

I am very passionate about. and I'm very proud of the work that we did.. We competed,. We competed.

G

With every other agency around us, and not only do we get the best.

G

In the brightest,, but we got the most diverse to come to san jose.

G

And more recently, we're continuing to work on this, on our recruiting.

G

And backgrounding. and we've added quack questions to our background.

G

Process that were specifically designed to on an applicant's belief.

G

System and to root out people with racist beliefs or ideals,, because.

G

We know once an officer is hired,, it's very hard to get rid of.

G

Them., I also took charge of mentoring, women who graduate the academy.

G

I put together a mentoring groups for them, offering them help and support as they develop in their career., and I've also ensured.

G

That officers here,, especially the ones in my chain of command and throughout the department, have a chance to attend training,.

G

Do temporary assignments so that they can gain experience.

G

And confidence and develop in their careers, so they can better serve our community..

G

Here's where we need to bolster our efforts., often times opportunity.

G

And mentoring is done in an ad hoc way,, and this can lead to people.

G

Being left out or feeling like they're, not supported., so we need.

G

To ensure that we put effort and resources into mentorships that.

G

Allow for opportunities for officers,, officers,, sergeant's and.

G

Lieutenants,, so they can gain experience,, exposure, and prepare.

G

Themselves for those promotional opportunities., we must demand.

G

That our current leadership consider a person's competency and.

G

Aptitude,, but also what they can bring to the table in terms of.

G

Different perspectives, diversity in race,, gender,, education,, diversity,.

G

And thought,: this is where the chief sets the tone and builds a.

G

Command staff that can do this., it takes constant effort and intentionality.

G

And being engaged with the workforce. really seeing who's coming.

G

Into the department and connecting with them., we can't wait. and.

G

I've always said this, and I keep repeating it,, but we need to.

G

Start as soon as officers graduate the academy so that we can build.

G

Diversity up through the ranks. right now,, I have captain's who.

G

Seek out individuals who represent a diverse community, and they.

G

Put them on committees., they place them in community policing.

G

Positions. and this works both to provide opportunities for officer.

G

But also develop them as future leaders. and that's what we want here.. We want future leaders that represent a diverse.

G

Group all the way through the rates., so our investment in our.

G

Officer starts with hiring,, but it should not end there and.

G

It needs to continue throughout their career. thank you.

B

Thank you, randall appreciate, it. okay, last up on this question.

B

Is chiefs, corrado. you'll have the last word on recruitment, retention.

H

Thank you. I'd start by saying that recruitment and retention are.

H

Mutually exclusive., when I came onto the police department, started.

H

To considering pittsburgh., I just looked up the chain of command.

H

And look to the top to see if there were any people that looked.

H

Like me., that sounded like me., and I think when I saw that I knew.

H

That pittsburgh was the place for me.. It was representative of.

H

Me,, recruiting and retention have to be intentional and inclusive.

H

And accountable and supportive.. And what do I mean by all of.

H

That intentional? I,, when I had the responsibility of recruiting.

H

And hiring pittsburgh for four years, from 14 to 18,, when I.

H

Left, we increased minority employment to 36%, ethnic and gender.

H

Minorities with ethnic minorities waking up, 22, percent.

H

The next year, 2019 2020,, the number of ethnic minorities decrease.

H

The 12th in a matter of two years, when it is not an intentional.

H

Focus of the organization.. When I looked up the chain,, I was.

H

Responsible for building a command staff and executive leadership.

H

Team that was as diverse as I would contend any for our size.

H

We had 17 executive leaders in the command team and of that 64%.

H

Of the command team or a minority is either ethnic, gender or.

H

Sexual orientation., we had seven women,, we had for lgbtq numbers.

H

We had for ethnic minorities,, and that provides us with an opportunity.

H

To champion organizational diversity. for those that would.

H

Be seeking to come upon our ranks. and more importantly, for.

H

Those that are working within our ranks, that they know that.

H

They know. up to the top of the chain of command, that you look up to the leadership team and they can achieve that level of success as well. building a diverse. organization, isn't easy., I mean, it comes.

H

With a lot of hard work, and it must be an accountability level.

H

On the executive leadership team to maintain that the mayor's office.

H

And the city managers should have set benchmarks for hiring to.

H

Include ethnic cultural,, sexual, and gender minorities. and oftentimes.

H

We don't,, we say we do it and we can promote and discuss some.

H

Type of numbers., but the reality is we're never held to any type.

H

Of account, so what that number should look like to ensure that.

H

We are building an inclusive organization.. Whenever we talk about.

H

Supportive environment. I, I like to talk about the things.

H

That I've done and I'm proud of the fact that we hired three.

H

Years ago,, we hired the first to transgender officers into.

H

Our ian and I authored the gender non conforming policy with.

H

Cooperation and participation from our lgbtq community to develop.

H

Training and education., not only so that the two officers would feel supported within.

H

Organization, but the officers that exist within our organization.

H

Would be able to develop a level of understanding and a level.

H

Of, of he's with something that is different to them., that we.

H

Have a responsibility not to just those that are in the minority.

H

Class. we have a responsibility to those that are the majority.

H

As well, to create a welcoming environment that all of our officers.

H

Thrive in., so I think it's important that we focus on continuing.

H

To build a diverse organization., it promotes divergent thinking,.

H

Creative problem solving when we tap into the, the life experiences.

H

And then uniqueness of all of our individuals,, we create a better.

H

Product.- and I think that is my commitment to san jose if given.

H

The opportunity to be chief.

B

60S grotto. appreciate it. okay., so at this point, I want to.

B

Thank all the candidates for their thoughtful responses and.

B

We are way over on time., so I'm going to ask each of you.

B

To provide a very short closing,, like one minute, and we'll.

B

Start with chief tyndall.

I

Thank you, gary.. I just want to thank the city and this community for the opportunity to serve a present. Some of my ideas that I.

I

Will bring forward? Is your new chief of police., my experience in.

I

Every corner of the city and in every bureau of this department.

I

Is not only valuable., it allows me to focus on where we are here.

I

And where we are now., I will say that I'm fully committed to working.

I

With our community, to re, examine how and why we do things. and.

I

I'm not going to let the hard work or questions of process tutor has from forging forward. in our re-imagining process,. We need.

I

To work with urgency to meet this moment, and we have demonstrated our commitment to doing so. and the one thing I won't do is lose.

I

Sight of the response, our responsibility to ensure that there's.

I

A police officer., if you are residents, called., this department.

I

Is proven that it can do more with less with safe face setbacks,.

I

Unlike any. and san jose has always led the way and aggressive.

I

Policing. when it comes to progressiveness,, I'm fully committed.

I

And stand ready to continue our relationships with all, to.

I

Include our immigrant community community or faith based organizations.

I

Are businesses, and all of our residents in this great city.

I

I and our department will not let you down. and it would.

I

Be my humble honor to lead this police department in our next chapter. thank you.

B

Thank you, chief. appreciate it. chief bowers,, a short.

B

Closing, please. thank you.

C

Gotta gary., I appreciate it. thank you. and I want to thank the city of san jose for providing this opportunity. Today., and I want.

C

To thank the other candidates for their participation,, their contributions.

C

To our profession. in, in first and foremost,, I want to thank.

C

All those who tuned in today,- because this is so important. we.

C

Are listen. we're embarking on an evolution of policing here.

C

In san jose with all that lies ahead. the time, quite frankly,.

C

Is right for me to return as the chief of police to join in this.

C

Critically important work because of my track record with san.

C

Jose. and,, and also because I have a differentiated perspective.

C

As a chief of police for the last four years in the bay area,.

C

This is personal for me,, I'm the right person with the unique.

C

Perspective, and I'm uniquely positioned to be san jose's,.

C

Next, chief of police., I'm honored to have had this opportunity,.

C

And I appreciate the. time we've had today to talk together., so I appreciate it. and.

C

I wish you all. well, thank you. thank you, chief chief dog.

D

Yeah,, I just want to echo the other panelists.. Thank you so much for allowing me to be part of this process., I'm honored to be included.

D

It's clear to me that san jose is a great city.. It's very welcoming.

D

And very inclusive of people with outside perspectives.. It's also.

D

Very apparent to me, after hearing from the other panelists today,, that there is a lot of talent at the san jose police department., it looks like you have a lot of amazing people in key leadership.

D

Positions. and, you know, I,. I really would like to be a part of.

D

That leadership team. I've been very excited over the last week.

D

Or two is I've been considering the opportunity to become a member.

D

Of the san jose community. but honestly, after today,, I'm even.

D

More excited about it., I would love to bring my perspective to.

D

San jose police department and be a member of that senior leadership.

D

Team that takes san jose pd to the next level., so thanks again,.

D

Really, looking forward to the rest of the process and getting to meet more people.

B

Thanks, chief deputy chief maura you're, closing x, carry this country,.

E

In this city has been through a lot and demic economic crisis and.

E

The social justice movement. our city needs hope, optimism and.

E

Change, and I'm ready for that challenge. I'm ready to make positive.

E

Changes for the betterment of the organization and the community.

E

I have a great passion for this department and for this profession,.

E

I have tremendous compassion for the community and all the department.

E

Members here at this department,, I'm ready to improve our police.

E

Service and to improve our l so that our staff find satisfaction.

E

In their work, because we know,- or I know that our workforce.

E

Is very important to us in, in this type of work.. Thank.

E

You for everyone, for attending and good luck to all the.

E

Candidates., thank you to monitor deputy chief randall.

G

Thank you, gary.. I want to thank you for this opportunity.. I am truly humbled to be a part of this process.. I'm fiercely committed.

G

To this department and to this community and in whatever capacity.

G

I end up serving in this department, I'm dedicated to the success.

G

Of the re-imagining process,, including the difficult culture shifts needed to accomplish this goal., I will never lose sight.

G

Of keeping crime and response times low. when you're looking for a leader, you're looking for someone who will rise to the occasion, and I've done that my entire career., you need somebody.

G

With a deep understanding of our community., we serve, and the.

G

Unique circumstances of this department that I, and I proudly.

G

Represent a perspective that no chief has had in the history.

G

Of our department. again,, I thank you for this opportunity.

B

Thank you, chief. she's, grotto., thanks.,.

H

Gary. hey,, I want to thank everybody that participated in from the community.

H

To the candidates, to, to city management leadership., this is the.

H

Finding moment in policing, a movement that will impact the profession.

H

For decades to come.- and I want to be the leader that meets that challenge for the san jose police department.- I have proven to.

H

Advance innovative policing strategies it throughout my career.

H

And I'm continue to dedicate myself to improving our profession,.

H

Improving san jose as an organization and the communities in.

H

Which we serve while not from san jose.. I get that to be a.

H

Challenge., what I know is transferable,, no matter where you.

H

Come from is respect, integrity, and commitment to service.

H

And I pledge that to the san jose police department,, if, given the opportunity to leave.

B

Thank you. captain tha. You will get the last word this.

B

Morning. so hold on one minute, closing beliefs.

F

Thank you,, gary. I'll just cut to the chase that I feel that in.

F

My 25 years here in san jose, living here and working here,, this.

F

Is the time where san jose pd really needs a transformational.

F

Leader,, a change, somebody that can bring in some of these relationships.

F

That, obviously, are somewhat a little bit frayed.. What I bring to.

F

The table is something unique. I'm,, I'm an insider,, but I'm not.

F

Part of the conventional way of thinking. I'm going to bring in.

F

A level of objectivity and experience, knowledge, education that.

F

Will bring me credibility within the rank and file of our department.

F

As well., so I just want to thank all of you guys for the opportunity.

F

To speak with, you, today., and I want to just leave with one parting.

F

Thought that I really want this job., so thank you very.

F

Much for your consideration.

B

Thanks captain tha as all good. well,, and I want to, and.

B

I want to thank everyone for tuning in, and I want to turn.

B

It over to the city manager for some parting words.

A

Yeah. thank you, gary.. I want to thank you for facilitating today's.

A

Discussion with the candidates., I do want to thank my, my cmo.

A

Leadership team for their role here today as well.. I thank you.

A

To all you, candidates, and, and going through the process today,.

A

Was wonderful to hear your perspectives on, on the important.

A

Issues that we face as a city. and I,, I want to thank the hundreds.

A

Of people that have participated in the community today, watching this and, and who we'll continue to watch this in the days to come., as I mentioned at the beginning, the,, this is the.

A

Beginning of the selection process, and it's going to continue.

A

In its rigor from here,, the candidates who will be participating.

A

In a community interview, panels. solar panels will include.

A

Members of our community from the community based.

A

organizations, from faith based organizations of neighborhood associations.

A

From racial equity and civil rights organizations from our own.

A

Pd staff, and, and police officers, association and other law.

A

Enforcement agencies. so looking forward to that process, continuing.

A

On with, with all of the candidates,, ultimately it is my.

A

Goal to be able to name our new police chief with the confirmation.

A

Of the mayor and council by the mid or end of march., so.

A

I think that concludes today's process and thank you.

A

Everyone for participating.