►
Description
City of San José
Public Safety, Finance & Strategic Support Council Committee
View agenda at https://sanjose.legistar.com/View.ashx?M=A&ID=709900&GUID=3F1A5285-F3E5-4869-807B-54593DBC6EFC
A
A
E
Good
afternoon
my
name
is
Paul
Koch
I'm,
the
lieutenant
in
command
of
the
San
Jose
Police,
Department's
research
and
development
unit
and
I'm
here
this
afternoon
to
present
the
department's
bimonthly
operations
of
performance
status
report
as
usual.
We're
gonna
begin
with
city
wide
crime
statistics
and
when
we
look
at
the
crime
statistics,
you're
gonna
see
some
interesting
numbers
in
the
burglary
area.
E
So
we'll
talk
about
that
in
our
trends
that
it's
it's
timely,
because
our
burglary
prevention
unit
is
a
year
old
this
month
and
we
think
that
there
may
be
some
correlation
there
under
emerging
issues.
We're
going
to
discuss
the
justice
assistance
grant
from
the
Department
of
Justice
and
then
we'll
follow
up
and
wrap
up
with
questions.
E
So
if
we
look
at
our
reported
part,
one
UCR
crimes,
we're
gonna,
compare
January
to
July
I
of
2018
and
2019.
He
will
see,
for
instance,
that
homicides
in
2018
were
31
percent
lower
than
they
were
in
2019.
But
if
we
compare
that
to
the
5-year
average,
you'll
see
that
actually
2019
is
tracking
along
the
five-year
average
in
was
2018
that
was
unusually
low.
Our
rape
numbers
continue
to
rise.
The
committee
and
the
Department
and
the
council
as
a
whole
has
been
doing
a
lot
of
work
on
that
this
year.
E
We
still
have
a
a
special
meeting
scheduled
an
informational
memo
coming
out
shortly,
so
I'll
I'll
leave
the
discussion
for
that
to
those
opportunities.
Robberies
are
down
12%
this
year
over
last
and
but
you'll
see
that
our
numbers
compared
to
the
five-year
average
are
tracking
closer
to
the
five-year
average.
This
year
aggravated
assaults
continue
to
rise.
The
department
has
been
working
on
that
for
some
time
developing
strategies
we're
gonna,
continue
to
try
to
deal
with
the
rise
in
aggravated
assault.
E
Overall,
violent
crimes
are
up
7.2
percent
this
year
over
at
the
same
time
last
year,
and
when
considering
property
crimes,
burglary
is
down
again
we'll
talk
about
that
in
the
next
few.
Slides
larceny
is
up
both
over
last
year
and
over
the
five-year
average
and
vehicle
thefts
are
significantly
down
over
last
year,
in
fact,
they're
also
down
over
the
five-year
average.
So
we
think
that's
a
significant
benefit.
Their
property
crimes
are
down
4.3
and
in
total,
all
of
our
UCR
part.
1
crimes
are
down
2.7
percent
this
year
over
the
same
time
last.
E
So
if
we
talk
about
burglaries,
I'm
gonna
start
with
this
slide,
where
we
just
show
the
general
trend
for
the
last
20
years
and
we've
seen
a
just
a
steady
increase
in
burglaries
over
the
last
two
decades
and
in
2018.
This
is
part
of
what
motivated
the
Chief
of
Police
to
establish
a
new
unit
called
the
burglary
prevention
unit,
whose
objective
is
to
do
proactive
things
to
try
to
reduce
burglary
in
our
community
they've
been
at
it
for
about
a
year
and
I
want
to
talk
about
some
of
the
things
that
they've
been
doing.
E
The
the
work
they
did
out
there
correlated
in
time
with
a
the
granite
on
the
next
slide,
with
a
nine
percent
drop
in
commercial
burglaries.
So
we
think
that
was
probably
a
success.
The
they
also
have
done
a
lot
of
investigative
work.
They've
made
a
hundred
and
nine
arrests
this
year
for
burglary
theft,
mail
theft,
firearms
violations,
narcotics
violations,
stolen
vehicle
possession,
they've
recovered
eight
hundred
eighteen
thousand
dollars
in
stolen
property.
E
They've
recovered
a
thousand
pieces
of
stolen
mail
Inc,
some
of
which
included
bills,
ID
cards
passports,
they've,
shut
down,
seven
major
fencing
operations
that
were
buying
and
selling
stolen
property
inside
the
city
of
San
Jose.
Those
those
operations
were
shut
down
were
in
districts,
three,
five,
seven,
eight
and
ten.
E
If
you
look
at
their
that
proactive
work,
they've
had
several
high-profile
cases.
This
year.
The
most
recent
one
in
August
you
may
have
seen
in
the
paper
was
called
Operation
kickstand.
They
did
a.
They
were
after
a
seven
person,
burglary
crew
that
had
been
operating
in
San
Jose
and
the
South
Bay,
and
it
had
been
hitting
bike,
shops,
construction
sites
and
even
a
school
district
office.
We
picked
up
on
it
through
crime
to
data
analysis
of
a
of
the
bicycle
shop
staff
says
Kyle.
We
kind
of
focused
in
on
this
group.
E
Hence
the
name
and
the
they
serve
five
search
warrants
arrested:
seven
people
from
that
burglary
crew
plus
another
four
suspects:
they
located
bicycles,
generators,
firearms,
narcotics
and
stolen
IDs,
and
that's
the
photo
you
see
in
front
of
you
is
some
of
what
we
recovered
the
day
that
we
took
that
crew
off.
So
we're
real
happy
with
the
work
they've
been
doing
and
in
this
time
frame
since
they
started
their
work.
We've
seen
a
nine
percent
drop
in
commercial
burglaries,
an
8
percent
drop
in
residential
burglaries
and
26
percent
drop
in
school
burglaries.
E
Granted,
then,
the
the
small
number
of
events
and
school
burglaries
makes
that
number
less
reliable.
Then
the
the
data
set
for
the
other
two,
which
is
much
larger
data
set,
but
if
we
have
to
argue
that
you
know
the
dot
that
might
be
unreliable,
I'd
rather
argue
26
percent
down
might
be
unreliable
than
up.
So
we're
really
happy
with
these
numbers
and-
and
so
then
I'll
talk
kind
of
my
last
point
here
will
be
to
introduce
to
you
the
the
justice
assistance
grant
that
we
received
from
the
Department
of
Justice.
E
E
Certain
conditions
with
that
one
of
those
conditions
is
that
it
be
reviewed
by
a
governing
body,
which
is
why
we
brought
that
to
you
last
year
why
I
brought
it
to
you
the
year
before
and-
and
here
we
are
again
this
year,
this,
the
county
of
Santa
Clara,
declined.
Their
portion
is
typically
split
between
city
in
the
county.
We
have
a
written
MoU
with
the
county
where
they
have
decided.
They
don't
want
their
portion
of
it,
which
leaves
us
with
290
thousand
dollars
to
spend
out
of
this
grant.
E
So
we're
gonna
spend
the
first
hundred
and
twenty
four
thousand
on
poll
cameras.
This
isn't
the
exact
model
that
we
were
looking
at.
This
is
just
an
example,
and
the
idea
is
that
it
will
be
portable
and
allow
us
to
do
surveillance,
perhaps
as
special
events.
That's
best
of
thing.
That's
really
motivating
this
so
that
we
can
increase
the
security
of
our
garden
Guardian
program
and
add
another
layer
of
protection
within
that
as
special
events.
E
This
will
help
us
provide
protection
at
the
event
and
also
help
direct
resources
in
the
event
of
an
incident
we're
going
to
spend
one
hundred
and
thirty
nine
thousand
buying
some
more
Motorola
handheld
radios.
These
are
the
radios
that
we
have
in
service
now,
as
we
continue
to
grow.
We
find
ourselves
needing
more
of
these.
They
are
able
to
communicate
across
a
number
of
different
radio
bands
and
allows
us
to
communicate
with
essentially
any
other
law
enforcement
agents
see
in
the
region.
E
This
is
this
comes
in
really
handy
when
you
go
into
critical
events
in
other
jurisdictions,
it
paid
off
very
well
for
us
when
we
went
down
to
the
Christmas
Park
shooting
recently
and
earlier
in
the
summer
when
we
were
down
helping
Morgan
Hill
with
the
mass
shooting
that
they
had
at
a
car
dealership.
So
now
we're
just
gonna
go
ahead
and
increase
the
number
of
those
that
we
have.
Those
also
have
a
really
neat
GPS
beacon
they
can
put
out
during
an
emergency
when
officers
requesting
emergency
assistance.
E
We're
gonna
dedicate
eighteen
thousand
of
this
just
towards
grant
management.
That,
ultimately,
is
one
tenth
of
an
analyst,
and
so
that
is
where
eighteen
thousand
is
going,
and
the
last
8,000
is
three
percent
of
the
grant
money.
The
one
of
the
conditions
of
the
grant
was
that
we
increase
our
training
and
compliance
with
the
National
Incident
based
reporting
system,
which
is
a
federal
system
for
reporting
crime
out
to
the
federal
government.
A
Thank
you
very
much.
I
do
have
a
number
of
speakers
that
have
selected
to
speak
on
item
one
I'm
thinking
you
might
want
to
speak
on
item
two,
but
if
you're
interested
on
item
one
I'll
call
you
down,
you
can
come
down
and
if
you
meant
to
list
item
two,
then
by
all
means
you
can
do
item
two,
so
James
Colding,
Jennifer,
Hearn,
Shannon,
Mira
Laura
went
Ling
and
Barbara
Liberty.
Is
everybody
for
item
two?
Actually,
yes,
okay,
no
worries,
okay
to
my
colleagues,
any
questions
or
comments.
E
For
somebody
breaking
into
a
car
is
stealing
a
radio,
for
example.
California
law
would
break
that
down
into
a
burglary
if
the
car
was
locked
and
into
a
larceny.
If
the
car
was
not
locked,
however,
for
reporting
out
to
you
see
are
they
they
consider
those
what
they
call
car
clouds
and
those
are
all
reported
in
the
larceny
section,
I
believe
and.
E
F
Because
it's
at
least
in
my
district,
it's
pretty
significant
I've
I
even
been
getting
reports
now
almost
daily
of
multiple
break-ins
of
a
of
cars
at
shopping
centers
throughout
my
district
and
I.
Don't
know,
hopefully,
there's
a
way
for
us
to
break
that
out,
because
I
like
this
one
see
what
the
trend
is
specifically
for
for
car
break-ins
and
secondly,
if
it's
being
underreported
I.
E
Fear
it
might
be
under
reporter,
because
these
things
often
are
and,
as
you
can
see,
from
the
work
that
our
burger
prevention
unit
did
this
year
being
able
to
break
down
the
data
and
forget
where
the
problems
are
really
does
enable
us
to
take
effective
measures.
So
you
know
we
always
want
to
go
out
to
our
community
groups
are
encouraging
people
to
report,
even
if
they
feel
like
it
can't
be
solved
reporting.
It
allows
us
to
find
the
trends
and
direct
our
resources,
and
we
always
encourage
that.
G
Thank
you,
I
want
to
congratulate
you
on
the
robbery
numbers
I
think
when
we
have
specialized
units
like
the
unit
that
used
you
all
stablished
last
year,
I
it's
effective
right
and
so
and
it's
gone
down
quite
a
bit,
and
so
I
really
appreciate
it.
I
think
all
around
San
Jose,
it's
not
exclusive
to
district
8,
but
we
definitely
get
our
our
string
of
robberies,
especially
because
we're
at
the
farthest
end
of
Hill,
division
and
I
know.
G
They
know
that
it's
harder
to
get
to
our
part
of
the
neck
of
the
woods,
and
so
so
so
anyways
and
and
I
know
the
the
holidays
are
coming
so
so
we're
gonna
probably
see
that
grow
up
a
little
bit,
but
I
think
your
crime
prevention
unit
is
doing
some
excellent
work
in
terms
of
connecting
with
our
office
to
do
some
Public
Safety
series
and
and
we
target
them
to
seniors,
for
identity
theft.
And
you
know
some
some
communities
for
package
theft,
so
I
think
in
combination.
G
All
of
these
things
are
really
harmonizing
really
working
together
and
I.
Think
we're
seeing
the
results
of
this,
and
so
I
want
to
just
thank
you
for
for
those
efforts
and
I
hope
that
you
can
relay
this
back
to
that
particular
unit.
We
often
don't
get
to
recognize
when
there's
good
work
happening
right
and.
G
G
G
E
G
I
didn't
know
that
we
needed
to
request
it
so
I
wonder
if
we
can
embed
it
into
this
kind
of
report.
Since
you
know,
there's
a
lot
of
work,
that's
going
to
be
that's
currently
being
done
and
that
will
continue
to
be
done
by
our
police
department.
I
would
love
to
see
some
of
that
progress
reflected
historically
in
our
reports
and
so
I'm,
not
sure
sheriff.
G
If
it's
a
request
to
you
to
continue
to
have
these
reports
on
ongoing
basis,
I
appreciate
that
a
lot
of
that
information
is
going
to
come
up
really
quick
and
so
I'm,
not
too
worried
about
that
and
I
know.
There's
a
lot
of
really
good
work
that
you
are
all
doing
in
those
areas,
but
I'd
still
like
to
continue
to
see
these
numbers
on
an
ongoing
basis.
E
A
You
councilmember
and
I'm,
not
certain
how
much
you're
aware
historically
lieutenant
cook
would
all
remind
my
colleague
yourself.
We
did
shift
up
the
model
a
little
bit
last
year
where
there
was
actually
a
lot
of
data
being
reported
on
a
regular
basis
and
unfortunately
it
wasn't
all
digestible,
wasn't
all
information
that
we
actually
dove
into,
and
so
we
did
shift
the
model
to
kind
of
through
these
crime
trends
and
opportunities
for
individuals
if
they
wanted
to
request
particular
data.
A
That's
so
that's
where
that's
falling,
and
that's
why
council
members
it's
it's,
we
have
requested
it
on
a
few
occasions.
We've
gotten
that.
But
it
is
not
a
standard
now
report
that
does
come
out,
but
it
is
something
that
I
think
you
know.
We
certainly
have
opportunities
with
the
next
joint
meeting
specifically
on
this,
and
it
will
be
I
think
will
not
be
left
out.
But
for
the
moment
the
new
procedure
is
that
we
are
sort
of
requesting
individual
statistics.
A
E
A
So,
first
off,
congratulations
and
really
excited
to
see
the
success
of
the
burglary
prevention
unit
over
this
first
year
and
to
hear
about
the
number
of
cases
that
they've
been
able
to
make
and
to
see
the
you
know
the
impact
at
least
so
far
with
the
year.
One
results
I'm
curious.
The
data
that
you
have
here
shows,
for
instance,
burglary
occurrences
4539
for
2018
and
then
when
I
look
at
the
page
for
burglary
listed
for
2018
was
26
17
2617.
So
what
is
the
discrepancy
there?
Why
are
those
different
numbers
so.
E
E
A
A
A
Good.
Thank
you.
It's
not
just
me.
Okay,
no
I
really
do
think
that
you
know
that's
you
know
so
far.
So
good
right,
we'll
see
as
it
progresses
would
love
to
see
that
trend.
You
know
start
going.
The
other
way
right,
start
training
downward
over
a
number
of
years
and
I.
Think
at
that
point
you
can
certainly
attribute
it
to
the
the
new
burglary
prevention
unit,
so,
but
so
looking
forward
to
that
the
justice
assistance
grant.
Do
you
have
any
idea
why
the
county
would
to
decline
that
I.
A
I
have
some
assumptions
too,
so
all
right.
Well,
hopefully,
we
can
make
good
use
of
that.
That's
what
it
looks
like
there,
so
I
don't
have
any
other
questions.
No
other
questions
that
come
with
my
colleagues.
If
we
can
get
a
motion
to
approve
the
report
motion
in
a
second
all
those
in
favor
say
aye
any
imposed.
None
motion
passes.
Thank
you
very
much.
Thank
you
and
I'm.
Sorry,
I
didn't
mention
to
anybody
else
who
is
in
the
room.
A
If
you
did
want
to
speak
on
any
of
the
items
you
can
fill
out
the
yellow
cards
that
are
up
here
on
the
front
just
set
it
in
the
box
and
and
then
you
can
speak
on
any
the
items
so
and
I
do
have
a
number
speakers
with
it
for
this
item.
So
we
have
I,
remember
t2,
which
is
our
police
department,
recruitment
act.
Excuse
me,
activity
and
report.
H
Welcome
hi
good
afternoon,
let
me
just
make
sure
this
works
we're
good
okay.
My
name
is
Todd
Traer
I'm,
the
lieutenant
in
charge
of
recruiting
and
backgrounds
for
San
Jose
Police
Department.
Today,
I'm
going
to
cover
recruiting
for
police
officers
and
especially
focus
on
the
communication
positions
toward
the
latter
end
of
the
presentation.
H
My
team
continues
to
successfully
recruit
for
the
police
department
positions
at
colleges,
junior
colleges,
career
fairs
and
through
hosting
mentorship
events
locally.
There's
a
national
trend
being
experiment
Berrien
being
experienced
throughout
the
country
where
applications
are
decreasing
for
law
enforcement.
This
has
been
attributed
to
stronger
economy
and
availability
of
jobs,
as
well
as
the
decreased
interest
in
law
enforcement.
Fortunately,
SJ
pd
continues
to
offer
a
great
career
opportunity.
We've
been
able
to
continue
hiring
for
all
three
police
academies
as
well
as
significantly
increase
our
applicant
pool
for
communications
and
the
last
fiscal
year.
H
People
are
asking
how
we're
doing
it.
Agencies
are
coming
to
our
department
to
ask
us
how
we're
doing
it
and
contacting
us
from
all
over
the
country
we've
been
focusing
on
candidates
that
are
likely
to
choose
San,
Jose,
Police
Department.
As
a
career.
We
recruit
we're
great
candidates,
hangout,
which
includes
the
college's
police,
academies
and
communication
academies,
we've
updated
our
photos
and
we
show
real-life
activities
that
our
recruiting
unit
is
sponsoring.
H
H
Here
we
have
two
of
our
latest
for
military
advertisements.
If
you
look
closely
you'll
see,
half
of
the
uniform
is
military
and
the
other
half
is
San
Jose
Police
Department.
This
has
been
a
highly
successful
military
campaign
that
we
started.
The
photos
are
actual
San
Jose
police
officers
that
either
served
full-time
for
the
for
the
nation's
military
or
we're
part
of
the
reserves
or
ROTC.
H
We
continue
to
attend
and
host
local
events
right
now.
Half
of
my
recruiting
team
is
in
New,
York
and
I
may
have
just
checked
and
we
received
about
81
applications
in
the
last
hour
and
a
half
which
is
a
tremendous
amount.
Same
thing
happened
in
Chicago
last
week
and
throughout
California
we
continue
to
receive
most
of
our
applications.
Now
all
of
the
Ament,
the
events
not
only
promoted
San
Jose,
police
officer
jobs,
but
all
jobs
within
the
police
department.
H
This
is
a
some
of
the
photos
from
events
we've
handled
at
the
police
department,
which
include
practice:
physical
Agility's,
written
test
preparations,
countless
ride-alongs
oral
board,
preparation
classes
and
mentoring.
Like
I,
don't
think
my
team
has
ever
done
before,
and
this
year
we
focused
on
really
telling
a
story
about
our
department.
Our
focus
has
been
service,
over-excitement
I
would
say
when
I
got
hired,
it
was
really
focused
on
the
excitement
of
the
job
we're
now.
Applicants
are
looking
for
the
service
end
of
our
job
and
how
San
Jose
Police
Department
can
facilitate
that
service.
H
We
continue
to
attract
a
very
diverse
group
of
heroes.
These
are
the
ethnicities
that
applicants
elected
to
claim
when
they
first
get
hired.
As
you
can
tell
35%
elect
not
to
disclose
that
number
seems
to
be
creeping
up.
I'm,
proud
of
the
diversity
our
department
is
attracting.
At
this
very
moment.
My
recruiting
team
returned
from
Chicago
went
to
five
different
venues
and
I
can
tell
you
that
at
John,
Jay
College
right
now
in
New,
York
they're
also
seeing
a
huge
influx
of
people
that
want
to
live
and
work
in
San
Jose.
H
I'm
gonna
go
through
every
event
on
this
chart,
I'm
kidding,
I
won't
do
that
to
you.
I
won't,
do
it,
but
I
did
pull
down
each
event
over
the
last
fiscal
year
and
I
wanted
to
tell
you
my
main
takeaway
from
this
is
that
personal
recruiting
leads
to
hands-on
mentorship
for
these
candidates.
It's
what
works
here.
It
doesn't
happen
everywhere
else.
It's
what's
getting
people
to
stick
with
the
San
Jose
Police
Department,
we've
phased
out
some
of
our
events.
H
A
lot
of
them
were
community
events,
were
they
wanted
recruiting
unit
to
hand
out
stickers
which
I
love,
but
we
turn
that
over
to
patrol
and
now
the
patrol
units
will
go
out
to
those
events
for
two
hours
and
do
that
job.
Instead
of
setting
the
recruiting
unit
out
to
a
non-application
winning
event,
we
now
track
our
stats
weekly
every
week.
I
know
exactly
how
far
and
how
successful
each
event
is.
I.
H
Remember.
At
our
last
meeting
we
talked
about
taking
risks
on
some
of
the
events.
We
still
do
that
some
of
these
events
have
been
amazing.
Some
of
them
have
been
just
events
we're
using
satellite
recruiters
now
and
in
this
slide
that
talks
a
little
bit
about
the
different
events
where
we've
done
that.
But
what
we're
doing
is
sending
officers
who
went
to
certain
schools
to
those
schools.
Officers
are
in
the
military
to
military
events,
we're
just
putting
the
right
people
in
the
right
places.
H
We
started
advertising
through
via
TV,
which
is
one
of
the
largest
Vietnamese
television
stations
in
our
area.
It's
been
highly
successful
at
offering
jobs
to
the
Vietnamese
community
as
well.
We
continue
to
re-imagine
our
workshops
and
our
videos,
and
then
we
post
those
videos
online
at
a
new
website
which
we
just
started
at
the
last.
The
last
meeting
that
we
were
in
at
the
SJ
PD
recruit
comm.
H
It
helps
people
get
through
the
written
test,
the
oral
board
test
and
gives
them
a
chance
to
experience
some
of
the
different
testing
processes
and
what
to
expect,
with
our
department,
we're
in
the
middle
of
developing
a
communications
workshop
to
take
the
critical
test.
That
is
a
that
can
be
a
very
difficult
test
and
it
seems
to
be
that
most
people
when
they
come
in
and
take
that
test.
H
Think
the
numbers
look
pretty
good
for
police
officers.
In
this
slide,
you
can
see
we're
at
58
P
applicants
that
are
potentially
going
to
start
in
our
October
Academy.
In
a
few
weeks.
The
reality
is
it'll,
probably
we'll,
probably
lose
some
people,
as
they
finish
the
psychiatric
and
medical
evaluations
at
the
end,
at
the
very
normal
part
percentage
that
we
lose,
that
we
can't
predict.
But
right
now
the
number
that
we
have
hired
is
58
and
I'll.
H
H
Okay,
it's
no
surprise.
We've
I
did
watch
the
the
council
meeting
on
September
10th
to
prepare
for
today,
and
we
and
I
know
you've
spoken
at
depth
in
depth
with
staffing
being
low
for
communications,
which
is
why
we
have
an
amazing
crowd
here.
Today,
we've
implemented
a
plan
to
increase
staffing
and
successfully
hire
our
we've
successfully
hired
our
largest
class
of
yet,
as
I
mentioned
earlier,
applications
were
up
from
1310
to
2030
for
over
700,
which
I
think
is
a
64%
increase
in
applications.
H
H
Today,
I
want
to
talk
to
you
about
the
plan
for
the
future.
They
have
the
heavy
recruitment
for
communications
and
the
work
that
we're
gonna
do
together
to
help
implement
it.
I've
reviewed
the
city
auditor's
report,
the
civil
grand
juries
recommendations,
I
participated
in
both
reports.
First
of
all,
our
applications
are
now
open
year
round.
H
Instead
of
having
cut-off
dates
that
we're
confusing
to
applicants,
you
can
apply
to
be
a
communications
dispatcher
any
time
we
are
doing
heavy
social
media
and
our
goal
is
to
be
number
one
through
different
search
engines
like
indeed
and
Google
searches.
That's
what
happens
with
the
police
department.
It
is
highly
successful
and
it's
a
reason
why
we
get
so
many
people
clicking
over
to
the
application
process
for
police.
H
H
The
next
one
is
really
new,
I'm
working
with
ROTC
and
the
reserve
program
for
the
Army
for
the
military
both
and
it's
a
partnership.
That's
going
to
publicize
our
job
openings
to
19,000
people
across
the
country
who
daily
go
and
click
on
jobs
and
predominantly
in
California,
as
I
mentioned
earlier,
we're
creating
a
critical
workshop,
there's
a
stigma
with
critical
that,
if
you've
never
taken
it,
you
take
it
the
first
time
you're
going
to
fail.
So
that
and
it
does,
it
seems
to
be
true.
So
our
goal
is
to
handle
a
critical
workshop.
H
H
Instead
of
trying
to
take
communications,
people
off
the
floor
and
away
from
their
jobs
or
the
training
people
away
from
their
jobs,
we
will
hire
back
people
who
used
to
work
here
and
are
great
recruiters
and
cheerleaders
for
our
department
and
they're.
Going
to
help
me
on
recruiting
events
within
the
state.
H
H
It's
critical
that
when
we
do
look
at
pay,
we
look
at
workload
for
the
agencies.
I
watched
the
September
10th
meeting,
it
was
very
powerful
and
I
did
a
little
bit
of
Todd
Traer
math
quickly
on
one
agency.
Just
we
were
compared
to
some
agencies
like
Milpitas
and
we
were
compared
to
Campbell
PD
Campbell
Police
Department
has
35,000
calls
last
year
they
have
10
dispatchers,
they
have
9
they're
about
to
hire
their
10th.
H
We
received
San
Jose
Police
Department
received
1
million
35,000
calls
in
the
same
time
period
we
have
a
hundred
and
forty
people
technically
that
work
within
that
unit.
If
you
divide
it,
which
those
numbers
don't
work
out
quite
right,
but
you
can
see
that
we
are
over
double
the
workload.
Just
from
that
and
I
know,
those
numbers
aren't
right.
I
know
that
I
know
they're
gonna
be
higher,
but
my
point
is
day
to
day
off.
Our
dispatchers
are
doing
at
least
twice
as
much,
if
not
triple
as
much.
Depending
on
what
city
we
compare
to.
H
I
chose
Campbell
because
it
was
way
at
the
top
for
the
pay,
but
the
reality
is
is
we
should
be
compared
to
Sunnyvale
to
big
city
cities
that
are
paying
more
and
also
cities
that
have
similar
workloads?
I,
think
we've
been
compared
in
that
audit
to
cities
that
have
very
small
workloads,
I,
don't
I,
don't
think
that's
fair!
There's
my
toddler
commentary.
Thank
you.
H
As
far
as
recruiting,
we
did
update
the
recruiting
information.
The
Flyers
been
distributed.
It's
out
a
lot
more
than
it
I
think
it
has
ever
been,
especially
through
social
media
and
we're
working
with
communications,
to
streamline
recruiting
processes.
It
takes
a
long
time
to
become
a
dispatcher
and
there
the
processes
aren't
the
same.
A
lot
of
people
compare
it
to
becoming
a
police
officer.
It's
different.
I
A
A
J
Public
speaking
skills,
I'm
James
Golding
I've
worked
as
a
911
dispatcher
in
San
Jose
for
over
31
years,
so
25
27
years
ago.
There
was
a
concert
and
a
fight
after
concert
and
turned
into
a
riot
in
the
city
of
Philadelphia.
A
lot
of
people
were
killed
in
1488,
dozens
were
injured
and
afterwards
people
are
crying
and
saying
gosh.
We
called
9-1-1
and
it
with
what
happened
and
so
nationally.
These
the
tape
replayed
of
those
calls
and
the
calls
are
ignored.
They
were
mishandled.
It
was
terrible
to
the
point
that
it
was
a
national
outrage.
J
Anyway,
we
came
out
sparkling
I'm
going
to
go
forward
a
few
years
to
the
tragedy
of
9/11,
and
when
that
happened,
a
lot
of
us
myself
rushed
down
to
work.
We
came
in
on
our
days
off
for
the
next
two
years.
After
that
we
had
people
from
Homeland,
Security
saying
coming
to
us
and
saying
because
of
how
well
you
guys
coordinated
with
other
agencies
because
of
all
the
work
you
do.
J
San
Jose,
Communication
Center
is
the
most
important
building
in
in
all
of
Northern
California,
not
San
Francisco,
not
even
Sacramento
San
Jose
are
ours
is
the
most
important
building
in
Northern
California.
So
then
we're
gonna
come
forward
few
more
years
to
the
disaster.
That
was
a
measure
B
and
it
ended
up
emasculating
us
to
the
point
where,
with
a
third
of
our
dispatchers
resigned,
why?
Because
they
could
go
other
places
to
smaller
cities,
do
less
work,
get
more
pay.
A
lot
has
been
made
to
atone
to
the
police
department
and
thank
God.
They
deserve
it.
J
They're
overtaxed,
but
we
at
communications
are
currently
and
constantly
working
overtime.
There
was
a
great
week
for
me
only
48
hours
that
I
had
to
work
this
week.
So
I
got
to
see
my
family
a
little
bit
more
I
guess
the
question
is,
you
know
we're
not
weighted
so
many
people
leave,
but
why
did
so?
Many
of
us
stay
and
I
think
it's
for
me.
I
can't
speak
for
everyone.
For
me,
you
know
I
live
here.
J
More
importantly,
my
children
live
in
this
city
and
my
grandchildren
live
in
the
city
and
I
want
them
to
have
the
safest,
I'm
good.
At
my
job,
I
want
them
to
have
the
safest
environment
they
can
and
vice
mayor
Jones.
You
are
absolutely
right.
Car
clouds
are
way
up
there
up
in
I'm,
not
sure
where
your
district
is
but
good.
Lord
go
shopping
at
Westgate.
Mall
are
good
at
Valley,
Fair
Mall
or
go
see
one
of
our
fine
restaurants
off
Hostetter
and
Broca
I'll
tell
you
tonight.
J
Your
car
is
gonna,
get
broken
into
and
they're
gonna
steal.
Your
laptop
and
they're
gonna.
Take
your
passports
and
we're
gonna
get
a
hundred
of
those
calls
tonight.
We
know
it's
going
to
happen
and
those
people,
unfortunately,
are
gonna,
be
waiting
on
the
phone
for
20
minutes
to
say:
hey
someone
broke
the
window
to
my
car.
J
A
J
About
that
no
worries
anyway,
yeah,
let's
make
it
a
quality-of-life
thing.
People
should
have
their
front.
We
used
to
answer
the
phones
immediately,
we
do
for
911,
we
set
the
national
standard
are
three
one:
one
is
is
fallen
by
the
wayside
because
of
recruiting
because
of
staffing,
because
we're
underpaid
I
myself
had
three
recruits
in
recently
I'm
doing
a
lot
of
recruiting
for
us,
one
of
them
got
hired
by
Santa
Clara,
more
pay,
and
two
of
them
stayed
in
the
public
sector
for
more
pay.
J
A
F
K
Name
is
shannon
mira.
I
may
have
been
employed
with
the
city
of
san
jose
since
2002,
I'm
a
public
safety,
radio
dispatcher.
My
job
is
not
a
job
that
just
anybody
can
do.
It
takes
a
great
deal
of
time
and
training
to
become
a
skilled
public
radio
dispatcher.
When
I
first
started
with
san
jose,
it
was
the
place
to
be
it
was
the
place
to
work.
You
know
we
could
we
had
so
many
people.
K
I
would
a
whole
entire
year
without
working
any
overtime
when
we
had
the
economic
crisis
and
the
city
of
san
jose
and
we
had
to
take
a
10%
pay
cut.
I
had
to
switch
my
benefits
to
health
and
lou,
so
I
can
afford
my
mortgage
payment
so
now,
because
I
do
not
carry
benefits
with
the
city
I'm
penalized
by
my
husband's
employer,
because
I
don't
have
my
own
benefits
that
are
offered
through
my
work
and
I
have
to
pay
up
to
40%
of
my
own
medical
costs.
K
If
I
choose
to
go
to
the
doctor
since
april
of
just
this
year
alone,
we've
had
mandatory
overtime
from
25
to
35
hours
a
month.
This
is
not
sustainable.
I
commute
from
Gilroy,
because
I
can't
afford
to
live
in
San
Jose
I
have
a
family
having
to
work
so
much
overtime
affects
my
health
and
my
family
on
a
weekly
basis
due
to
overtime
and
commute
I
work
from
5:30
in
the
morning.
I
leave
my
house
at
5:30
in
the
morning
and
I
don't
get
home
until
10
o'clock
at
night.
K
I,
don't
see
my
daughter,
I,
don't
see
my
husband.
So
not
only
does
this
working
environment
affect
me
personally,
it
affects
my
family,
you
to
get
hired
with
San
Jose.
You
receive
excellent
training.
People
are
getting
going
through
the
application
process
once
they
get
hired.
A
trend
that
we
seem
to
have
is
they're
leaving
to
go
to
work
with
other
cities
that
are
smaller,
less
work
because
they
are
paid
more.
K
It's
frustrating
to
feel
that
relief
is
on
the
way
and
then
it
kind
of
falls
by
the
wayside,
because
it
doesn't
change
without
skilled
dispatchers
and
call
takers.
The
citizens
of
San
Jose's
and
the
police
officers
are
not
able
to
get
to
help
they
need.
People
are
exhausted
from
working
every
week,
14
and
a
half
hour
shifts
back-to-back
studies
show
that
people
make
mistakes.
We
they're
sleep-deprived
doing
our
job.
We
can't
afford
to
make
any
mistakes,
but
could
cost
somebody
their
life.
K
San
Jose
is
the
largest
safest
city
in
Santa,
Clara
County,
with
the
largest
population.
We
have
the
highest
call
volume
and
we're
in
the
middle
of
the
Silicon
Valley.
The
recent
grand
jury
report,
as
you
all
know,
indicated
the
we're
the
lowest
paid
in
the
county.
I
have
not
left
for
another
agency,
because
I
have
a
strong
loyalty,
the
San
Jose
PD,
because
it's
where
I
made
a
career
change
to
come
to
work
here
where
I
made
more
money
in
my
other
career,
but
I
wanted
to
do
something
where
I
could
give
back
now.
K
L
L
I,
have
nothing
where
but
respect
for
the
San
Jose
dispatchers
I,
don't
know
if
anybody
has
ever
called
911
if
you're
in
a
medical
emergency,
and
you
hear
their
voice,
it's
instant
relief
that
somebody
is
there
to
assist.
You
last
Saturday
I
heard
banging
upstairs
in
my
house
and
I
thought.
Oh,
my
god
are
we
having
an
earthquake?
What's
going
on
so
I
went
out
to
investigate
and
my
21
year
old
daughter
was
having
a
full-blown
seizure.
L
I,
don't
know
if
anybody's
ever
seen
a
seizure
before
but
they're
very
stiff,
they're,
convulsing
they're
foaming
at
the
mouth.
She
lost
bladder
control
and
I'm.
Sorry
I'm
emotional
about
this.
She
had
been
talking
to
her
friend
at
the
time
and
the
line
was
still
open,
so
I
said.
Please
call
9-1-1
call
me
back
a
few
minutes
later.
911
answer
the
phone.
You
got
you
got
a
recorded
message
saying
please
stay
on
the
phone.
Your
call
will
be
answered.
L
I
thought
I'm
by
myself,
with
my
daughter,
I
said:
oh
my
god,
I'm
not
calling
P,
Jeannie
or
Comcast
waiting
for
a
representative
I'm
calling
emergency
services.
What
is
going
on
I'm
alone
in
my
house,
she's
upstairs
she's,
21
years
old,
she's,
five
for
a
hundred
and
fifteen
pounds.
There's
no
way
I
could
get
her
down
on
the
stairs
by
herself.
I
call
my
son
who's
in
Hollister.
My
husband's
at
work.
I
didn't
have
anyone
to
help
me.
I
call
9-1-1
myself.
I
get
the
recording
on
the
phone
I'm
like
what
am
I
gonna.
L
Do
I
call
again:
I
get
9-1-1
I
happen
to
know
somebody
who
was
a
dispatcher,
who
was
a
retired
dispatcher
who
is
able
to
by
not
calling
911
get
somebody
to
help
me.
You
have
no
idea
the
instant
relief.
You
feel
when
you're
talking
to
somebody
that
can
that's
more
knowledgeable
about
your
situation
than
you
are,
and
it
can
help
you
and
guide
you
through
the
process.
L
This
is
intolerable.
This
is
not
okay
for
anybody
to
have
to
go
through
what
I
went
through
on
Saturday
and
what
my
daughter
went
through
when
she
started
when
she
started
coming
to
in
the
hospital
she
said.
God
if
I
would
have
been
shot,
I
would
have
bled
out.
Mom
I
would
have
died,
she's
under
a
neurologist
care.
So
you
know
the
neurologist
has
said
to
us:
don't
take
don't
take
this
lightly
seizures,
didn't
cause
comas
and
even
death.
So
you
need
to
be.
You
need
to
be
on
this.
L
L
You
need
to
get
these
people
some
help
so
that
they
can
do
their
job,
and
do
this
really
for
me
to
be
a
taxpayer
in
the
city
of
San
Jose
and
to
not
be
able
to
get
help
or
my
daughter
is
not
okay,
I
work
for
the
senior
community
I
work
with
seniors
all
the
time.
You
know
that
they
come,
they
have
medical
emergencies,
they
have
things
happen.
What
am
I
supposed
to
tell
my
clients?
I'm?
Sorry,
your
mom
is
not
breathing
I'm.
Sorry,
your
mom
is
having
a
stroke
right
now.
L
L
C
C
C
Last
meeting
you
talked
about
the
urgency
of
needing
to
resolve
the
staffing
and
retention
issues
due
to
us,
essentially
being
the
first
time
first
contact
with
citizens
the
first
responders,
essentially
since
that
meeting
I
was
aware
of
one
dispatcher
currently
in
the
hiring
process
with
another
agency,
as
well
as
talk
of
seven
call
takers
being
recruited
or
sought
after
by
yet
another
agency.
I
have
not
confirmed
this
information,
but
if
true
urgent
is
now
we
need
to
fix
this,
we
have
all
noticed
the
effort
put
forth.
C
Rebuilding
the
police
force
and
the
special
projects
advertised
to
the
public.
To
cut
crime,
which
is
great,
however,
this
has
created
enormous
strain
on
the
dispatch
center
without
any
thought.
The
more
projects
the
more
citizen
calls
for
help.
We
have
more
and
more
officers
on
the
streets,
but
less
and
less
dispatchers
to
support
them
as
it
stands.
C
Now
we
often
have
one
dispatcher
working
two
channels,
as
well
as
only
four
call
takers
assigned
to
take
9-1-1
calls
for
the
city
of
a
million
people
for
a
good
part
of
the
day
for
people
and
the
ones
we
are
have
are
trying
to
do
so,
while
tired
and
overworked
and
I
know
that
doesn't
sound
bad
because
everyone
in
the
city
is
working
more
with
less.
But
when
you
think
of
an
officer
coming
up
on
the
air
screaming,
he
has
just
been
shot
a
mother
calling
9-1-1
for
whatever
reason
child
has
committed
suicide.
C
They
can't
breathe
they're
having
a
seizure,
a
call
for
a
horrifying
crime.
You
only
see
in
the
news
that
we
here
you
want
your
dispatcher
on
the
ready,
not
on
their
thirteenth
hour
of
the
third
day.
The
dispatchers
have
incredible
tenacity
and
grit,
and
they
deserve
to
be
paid
and
valued.
As
much
or
as
such,
excuse
me,
these
dispatchers
sacrifice
to
take
care
of
the
community.
They
ter
care
of
your
voters,
they
take
care
of
you
and
they
take
care
of
your
families,
but
who
is
there
to
take
care
of
them
and
I
hope?
M
Good
afternoon,
Council
I
am
actually
speaking
on
behalf
of
another
dispatcher
who
is
currently
at
work.
I
got
to
have
my
say
last
week
and
thank
you
very
much
for
showing
your
support.
So
this
letter
is
from
Laura
Lopez.
Please
accept
this
letter
as
my
personal
account
of
a
day
in
the
life
of
a
San
Jose
police
dispatcher.
The
one
thing
we
all
have
in
common
is
the
desire
to
have
Safe
Communities
for
the
citizens
of
San
Jose,
something
we
don't
share.
A
common,
something
we
don't
share.
M
A
commonality
on
is
the
priority
for
the
Wellness
of
the
workers
that
carry
out
the
task.
The
San
Jose
Police
Department
is
responsible
for
the
majority
of
that
task,
while
the
San
Jose
police
communications
department
is
their
foundation
in
the
17
years,
I've
worked
for
my
department,
my
workweek
workflow
home
life
and
overall
physical
wellness
have
taken
a
drastic
turn.
What
once
were
four
10-hour
days
have
now
regularly
become
three
14
and
a
half
hour
days
due
to
the
overtime
and
staffing
crisis
we
have
been
facing.
M
I
have
two
options:
fulfill
my
overtime
requirements
on
the
days
that
I'm
already
at
work
to
cut
down
on
an
additional
gas
and
preserve
my
much-needed
three
days
off
or
I,
really
wish
a
day
off.
It's
a
double-edged
sword
and
I'm.
One
of
the
fortunate
employees
that
live
relatively
close,
only
24
miles
away.
One
way,
my
job
as
a
police
radio
dispatcher
has
taken
over
the
majority
of
my
life.
My
work
week
and
with
extensive
overtime
requirements
typically
allows
for
me
to
work
and
sleep.
M
Only
I
work
watch
for
11:30
to
2130
I
my
required
overtime
to
my
shift
from
7:00
to
11:30
I.
Wake
up
at
5:15
I
start
my
commute
at
6:15
and
work
until
2130,
which
is
9:30
at
night.
I
only
to
drive
home,
go
to
sleep,
and
do
it
all
again.
The
next
day,
I've
not
touched
upon
the
amount
of
meal
preparation,
that's
required,
since
I
will
be
at
work
for
14.5
hours.
M
M
When
I
am
asked
what
would
improve
the
climate
at
work?
The
one
thing
I
think
most
of
my
cores,
myself
and
co-workers
would
be
able
to
agree
upon,
is
to
be
treated
with
respect
for
our
craft.
The
respect
that
starts
with
acknowledgement
that
our
jobs
are
unique,
vital
and
a
necessity
that
respect
shows
that,
when
budgets
are
allowed
for
hiring
and
recruiting,
efforts
are
substantial.
M
That
respect
shows
that
when
our
work
environment
is
maintained,
kept
up
to
date
with
workstations
and
equipment
that
are
meant
to
assist
our
wellness
I
encourage
you
to
take
a
closer
look
at
the
neighboring
agency
and
their
numbers.
Did
you
know
that
a
crew
of
your
overworked,
exhausted,
dispatchers
and
call
takers
went
to
relieve
the
Gilroy
command
post
during
their
active
shooter
event
at
the
Gilroy
Garlic
Festival?
We
assisted
them
for
two
days
and
were
not
excused
from
our
own
work,
shifts
commitments
and
provided
mutual
aid.
M
The
point
of
my
letter
is
an
attempt
to
give
heartbeat
to
a
faceless
person.
I
hope
this
can
serve
as
a
reminder
that
we
are
not
just
voices.
We
are
mothers,
fathers,
daughters,
sons,
husbands
and
wives.
Just
like
you,
we
value
our
homes,
raising
our
children,
hopefully
having
some
fun
along
the
way,
we're
also
proud
of
our
jobs,
our
impact
and
the
legacies.
We
leave
as
a
native
San
Jose,
a
product
of
evergreen,
neighborhood
and
silver
Creek,
Valley,
High,
School,
there's
no
other
city
I
would
rather
serve.
M
A
A
F
Well,
you
know,
first
of
all
from
it's
is
really
heart-wrenching.
Actually
it's
the
only
word
I
can
come
up
with
in
terms
of
what
our
dispatchers
and
call
takers
are
going
through
and
your
experience
and
how
the
impact
the
impact
that
it
has
on
on
your
quality
of
life
and
in
the
fact
that
you
know
when
I
think
of
9-1-1
call
takers,
I
put
them
in
the
same
category
as
nurses
and
teachers
and
police
officers.
F
There
are
angels
and
I
had
a
situation
where
I
had
to
call
9-1-1
and
getting
hearing
that
voice
on
the
other
side
of
the
phone
definitely
gives
you
a
sense
of
comfort
and
knowing
that
something's
gonna
happen.
That's
you
know
someone's
there
for
you.
So
I
hear
everything
that
was
said
and
I
know
that
from
the
previous
council
meeting
that
there's
a
strong
desire
to
to
do
something.
So
we're
looking
at
two
different
paths.
One
is
the
short-term
path
and
one's
the
long-term
path.
F
It's
very
clear
that
there's
a
need
to
do
something
in
the
short
term
and
I.
Don't
have
the
answers
to
it,
but
I
definitely
want
to
hear
from
staff.
In
terms
of
what
we
can
do,
what's
in
our
power
to
do
in
the
short
term,
to
provide
some
relief
and
then
work
on
a
long
term
strategy,
so
I'm
gonna
I,
don't
have
a
question
I'm,
just
throwing
it
out
there
and
I
want
to
hear
for
my
colleagues
and
from
staff
in
terms
of
what
we.
What
are
the
next
steps.
B
Think,
as
the
police
put
is
a
multi-faceted
problem
hit
the
recruitment
we've
got
to
get
these
audit
recommendations
implemented
to
help
with
a
brick
load,
and
we
do
need
to
look
at
the
pay,
so
we
will
be
going
into
closed
session
very
soon
within
the
next
couple
of
a
few
weeks.
I
know:
employee
relations
is
working
on
doing
some
research
and
to
prepare
for
that,
so
we
you'll
be
hearing
from
the
administration
very
shortly
in
a
closed
session
on
the
pay
issue.
B
In
the
meantime,
I
know
that
they're
trying
to
work
on
some
of
the
city
auditor's
recommendations
on
the
workload
related
to
some
of
the
non-emergency
calls
and
pulling
them
often
to
help
at
least
as
fast
as
they
can
on
some
of
the
workload
issues.
But
it
is
that's
a
very
complex
problem
and
it's
it's
hitting
ahead
here
and
and
we're
taking
this
seriously
from
well,
it's
not
just
an
easy
solution.
On
one
thing:
we've
got
to
hit
it
from
different
angles.
A
G
G
H
I
And
they're
used
in
their
job
classifications
that
they
left
at
so
some
have
come
back
as
call
takers,
radio
dispatchers.
We
also
tried
a
pilot
project
with
some
personnel
who
had
left
many
years
ago
and
weren't
familiar
with
our
current
phone
and
CAD
system.
They're
come
back
and
they're
doing
only
track
reports,
so
they're
just
assigned
to
track.
So
we
have
them
various
duties
that
they
were
doing
before.
Mm-Hmm.
G
Okay,
the
the
the
reason
for
the
question
is
because
I
heard
our
deputy
city
manager
and
I
know
that
that
that
is
gonna
take
a
couple
of
weeks
for
us
to,
and
probably
more
for
us
to
get
this,
that
their
pay
issue
ball
rolling
right,
but
in
the
meantime,
I
I.
You
know
my
heart
goes
out
to
to
to
all
of
you
and
I.
Thank
you
for
your
service.
I
know
that
it's
probably
I
don't
know.
If
I
could
do
your
job,
I
just
don't
know,
maybe
I
just
fall
to
pieces.
G
Listening
to
folks
being
crisis,
it's
hard!
It's
hard,
it's
hard
to
interact
with
folks
who
who
are
in
in
that
situation,
and
so
so
I.
You
know
and
I
recognizes
that
in
our
September
10th
meeting
that
this
is
this
is
a
typically
a
female-dominated
field.
Right
and
with
that
comes-
and
you
know
I-
think
in
in
the
letter
that
we
heard
from
Laura
I
think
it
was
Lopez
or
miss
Lopez.
G
She
talks
about
being
a
single
parent
and
being
absent
in
her
own
home
and
I,
and
I
also
acknowledge
that
asking
all
of
our
dispatchers
to
work
so
long,
we're
creating
more
expenses
for
that
right.
We're
asking
them
to
not
be
at
home,
so
be
at
work,
probably,
and
with
that
comes
child
care
right
and,
and
it's
not
like
we're
paying
for
the
child's
care
or
after-school
care
or
whatever
it
is,
or
whatever
program
that
that
maybe
they
use
I'm
a
working
mom,
so
I
have
an
after-school
care
program
for
my
son.
G
G
We
are
not
acknowledging
some
some
of
those
expenses
that
they're
making
because
we're
asking
them
to
stay
and
because
we've
heard
that
they
want
to
stay,
because
this
is
the
job.
This
is
their
role.
They
have
a
purpose
with
this
and
thank
God.
You
do
because
I
think
it
takes
a
special
person
to
do
this.
G
Work
so
aside
from
this
discussion
about
pay
and
also
like
for
us
to
to
include
in
there
some
of
those
those
benefits
that
will
help
relieve
some
of
the
current
dispatchers
in
some
of
those
expenses
that
they're
making
in
their
daily
lives
to
be
at
work
and
and
not
to
get
paid
enough
to
to
make
ends
meet.
So
you
know,
I
I
could
see
why
some
people
would
leave
because
they're
we're
creating
more
expenses
from
for
them,
rather
than
than
salary
increase.
G
So
I,
you
know,
I
just
want
to
I
know
that,
because
Jennifer
is
here,
she's
heard
us
she's
gonna,
make
sure
I
know
she's
very
diligent
about
these
issues.
Speaking
from
experience,
because
we
work
together
on
some
other
other
issues,
I
know
that
it's
it's
in
her
court
and
I
know
she'll
get
this.
This
rolling
for
sure
and
and
I
was
actually
gonna
mention
that
this
week
we
just
approved
for
the
engineers
for
the
planning
department.
G
We
increased
some
salary
increases,
and
so
we
have
a
crisis
on
our
hands
in
terms
of
our
housing
and
we
we
do
have
a
crisis
in
our
hands.
In
terms
of
this
communications
apartment,
because
it
is
a
big
problem
when,
when
your
daughter
is,
is
suffering
from
a
medical
condition
and
you
haven't
had
the
opportunity
to
connect
with
911,
you
know
these.
These
are
not
just
stories.
This
is
the
reality
of
our
residents
and
unfortunately,
these
are
the
the
lowest
mogees
are
crises
right.
G
These
are
where,
where
we
we,
when
we
interact
it
really
matters,
and
so
I
want
us
to
make
sure
that
we
were
on
track
with
with
the
3-1-1
and
and
making
sure
that
we
were
diverting
some
of
those
calls,
and
so
that
was
part
of
my
question.
Where
are
we
with
with
that
I
know?
Our
plan
was
to
divert
some
of
those
911
calls
or
3-1-1
calls
that
they
can
go
into
the
call
center
or
customer
center
rather
than
bogged
down
the
system.
How
is
that
going.
I
So
there's
currently
an
RFP
process.
That's
getting
ready
to
wrap
it
for
a
consultant
to
come
in
and
do
all
the
metrics
and
look
at
what
calls
should
be
transferred
over
and
how
we're
going
to
manage
the
transition
and
the
rebranding
of
3-1-1
is
an
all-city
services.
Number
I
believe
that
process
will
wrap
up
on
Monday
it's
being
handled
by
city
IT,
with
the
goal
of
having
3-1-1
transferred
over
by
January
of
2020.
I
I,
certainly
think
that
this
will
definitely
help,
but
I
do
feel
that
a
large
majority
of
those
calls
will
still
come
back
to
the
center.
The
current
phone
tree
is
a
way
for
people
to
sort
of
self
direct,
and
so
now
people
who
just
go
ahead
and
press
0
come
to
us,
whereas
over
the
call
center
they'll
be
able
to
filter
those
out,
but
non-emergency
calls
are
still
going
to
wind
up
coming
back
to
our
Center
and.
B
I
do
think
the
key
and
you're
absolutely
correct.
That's
it's
a
big
fear.
I
think
the
key
is:
we've
got
to
look
at
the
staff
on
the
IT
call-center
side
too,
because
if
they
have
big
weights
over
there,
then
we're
just
defeated
the
entire
purpose.
So
that's
something
that
Rob
will
be
in
Rob.
Our
IT
director
will
be
monitoring,
but
that's
very
we're
very
aware
of
that,
because
I
think
that's
an
absolutely
real
issue
right.
B
G
So
this
is
to
me
this
is
very
alarming,
that
that
we're
having
medical
emergencies
and
and
you
that
I
hear
that
our
residents
have
to
sidestep
the
system
that
we
have
in
place
in
order
to
actually
get
medical
care
to
me
is
very
alarming.
I
want
us
to
make
sure
that
you
know
it
doesn't
take
a
couple
of
weeks
to
get
this
in
front
of
us
in
closed
session,
but
as
quickly
as
we
can,
because
these
are
these
are
medical
emergencies.
G
N
I
just
have
a
few
comments
I,
first
and
foremost,
thank
you.
So
much
for
the
recruitment
info
I
think
it
bodes
well
for
the
future
of
the
department
to
see
consistent
sort
of
rise
of
interest
from
applicants
and
to
the
residents
of
want
to
consistently
see
more
officers
on
the
street,
which
I
think
is
a
good
thing.
N
I
often
you
know
have
expressed
and
believe
that,
if
we're
not
getting
these
basics
right
right,
someone
answering
the
call
when
you
call
9-1-1
people
living
in
the
streets
enough
police
officers,
these
these
basic
things
that
I
think
that
the
city
is
is
obligated,
I
think,
to
do
for
its
residents.
I
think
we're
failing,
and
so,
as
you
were
talking
about,
you
know,
calling
9-1-1
and
effectively
even
put
it
on
put
on
hold
I.
N
So
we
can
get
moving
in
the
right
direction
because
you
know
IIIi,
don't
think
anyone
desires,
especially
you
to
have
a
place
where,
essentially,
you
are
being
the
lifeline
for
the
officer
for
the
collars
and
and
and
when
you're
not
doing
well.
I
think
it
speaks
to
the
city
not
doing
well,
and
so
thank
you
so
much
for
coming
very
much
appreciate
it
and
and
I
want
to
let
you
know
that
you've
been
heard.
Thank
you.
Thank.
A
A
But
what
has
not
gotten
the
attention
that
it
you
know
has
deserved
has
been
with
our
our
call
takers
and
our
dispatchers,
and
so
that
was
the
intent,
and
so
thank
you
Joey
as
well
for
being
willing
to
participate
and
be
here
today,
but,
more
importantly,
for
our
own
employees
and
I'll
tell
you
you
know:
that's.
That
is
one
that,
as
you've
heard,
certainly
it
hits
on
a
personal
level.
These
are
these
are
things
that
we
all
as
residents.
A
You
know
at
times,
council
Mirko
Tosca
wishes
tell
me
as
well
being
put
on
hold
being
asked
it
to
be
put
on
hold
when
she
had
called
9-1-1.
The
feeling
of
that
I
got
frustrated
being
on
hold
for
3
1
1
well,
actually
just
having
it
ring
and
ring
and
ring,
but
I
have
not
had
that
that
sentiment.
I
have
not
called
9-1-1
and
had
to
be
put
on
hold.
I
can't
imagine,
but
thank
you,
lord,
for
your
story,
because
that
is
something
nobody
go
through
and
we
all
can
agree
on
that.
A
Regardless
of
who
you
are,
you
know
a
basic
service
like
9-1-1,
an
emergency
response,
our
community
members.
We
all
deserve
to
be
able
to
call
9-1-1
and
have
somebody
there.
That's
not
on
their
third
day
on
their
13th
hour
to
have
somebody.
That's
there.
That's
you
know
ready
to
go
excited
to
help
us.
You
know
wanting
to
connect
us
with
the
services
that
we
need
in
a
crises
and
so
I
appreciate
you
coming
out
as
well
to
speak
up
I.
Will
you
know
sort
of
just
give
kudos
again
in
regards
to
the
efforts?
A
I
know
that
the
focus
has
been
on
the
you
know
on
the
sort
of
the
critiquing
end,
which
is
where
I'll
focus
the
rest
of
my
my
comments,
but
I
do
just
want
to
echo,
write
I
think
it's
great.
What
what
we've
been
able
to
achieve
and
I
appreciate
lieutenant
rayearth
at
some
of
these
creative
efforts
and
how
were
the
simple
things
like
keeping
application
period
to
open
all
year
round
right
just
that
the
things
that
we
may
not
think
about
that
make
a
huge
difference.
A
So
I
appreciate
I,
do
appreciate
that
so
I'll
now
move
to
some
of
the
the
main
focus
and
the
sort
of
critique
and
Joey
and
others
have
heard
it,
and
thank
you
lieutenant
for
watching
the
video.
You
know
I
expressed
my
sentiment
when
we
also
received
or
when
we
were
returning
our
report
to
the
grand
jury
report.
A
So
it's
gonna
echo
a
lot
of
those,
but
some
things
were
brought
up
here.
That
I
want
to
talk
about
and
I
see,
Jennifer
Schembri
in
the
audience,
so
I'm
gonna
invite
you
down
and
you
can
enter
the
panel.
It
might
be
a
bit
of
a
ring
battle,
because
lieutenant
rare
made
a
mention
of
regards
to
something
he
felt
wasn't
necessarily
fair,
which
was
the
comparison
that
we
did
with
the
smaller
cities
that
may
not
have
a
similar
workload,
and
so
I
just
wanted
to
see.
A
If
you
had
a
response
in
that
regards
I
know
we
are
coming
to
close
session
and
this
is
no
way
Jennifer
trying
to
like
pick
on
you
or
anything
right
now.
We're
trying
to
solve
a
problem
here
by
all
means
and
really
appreciate
your
sort
of
ability
to
do
what
you
do
in
employee
relations
and
be
able
to
to
help
us
in
these
regards
and
and
and
part
of
it.
Though
it
sounds
like
there.
There
was
something
and
I
kind
of
sensed
that
too
right
there
there's,
maybe
not
an
apples-to-apples
comparison.
A
D
D
So
that's
in
the
union
contracts.
So
we
can't
deviate
from
that
and
it
is
article
22
in
the
muf
contract.
There
are
some
occasions
where
we
may
deviate
if
we
don't
have
a
lot
of
comparable
agencies.
So
a
good
example
is
when
we
did
the
community
service
officers.
Not
a
lot
of
those
agencies
have
CSO,
so
we
did
deviate
from
that,
but
otherwise
that's
our
standard
agencies
that
we
serve
a
pursuant
to
our
agreement
with
with
muf
I.
A
Appreciate
that
description,
lieutenant
Schrier
mentioned
and
he
did
bring
up
Campbell,
but
what
he
did
was
sort
of
some
simple
math
right
of
just
looking
at
the
the
workload
as
well.
I
know
that
I
think
our
comparison
really
only
looked
at
the
pay
right.
Is
it
possible
that
we
can
also
look
at
doing
some
simple
math
on
workload,
especially
prior
to
coming
to
closed
session?
That.
D
Is
possible,
it's
not
something
we
usually
do.
We
do
just
look
at
pay.
Even
when
we
were
looking
at
police
officers
and
other
agencies,
we
stuck
to
kind
of
our
comparable
jurisdictions
and
didn't
look
at
workload.
It's
not
I
would
have
to
think
about
how
we
would
do
that
and
what
the
right
way
to
do.
That
is,
but
it's
not
something
we
typically
do
it.
O
H
A
We
might
today
say:
let's
offer,
let's
be
top
top
of
the
you
know,
the
Bay
Area
or
the
the
Santa
Clara
County,
let's
say,
and
that
might
not
do
it
today,
because
we
still
have
this
extreme
amount
of
you
know,
sort
of
workload,
difference
and
so
I
did
have
a
question
for
Jennifer,
where
our
assistant
city
manager,
the
short
term
solution,
I,
think
that
we
have
at
least
our
idea
of
a
long
term
solution.
We
have
this
idea
we're
coming
to
close
session.
We
may
be
able
to
address
this.
A
You
know
with
pay
and
recruitment
efforts,
but
I
think
that
we
have
to
really
have
a
keen
focus
on
what
we're
going
to
in
the
short
term,
to
make
a
difference,
or
else
what
I
feel
like
is
all
of
these
wits
will
be
in
vain
and
that
we're
just
gonna,
literally
kind
of
keep
cycling
through
and
so
I'd
like
to
see
and
I'm
gonna,
give
a
couple
examples
or
ideas.
We
have
I
think
and
Joey
tell
me
if
it's
35
40
hours
mandatory
right
now
a
month
it
right
about.
A
A
What
do
we
do
if
we
actually
hit
a
number,
whether
we
have
a
cap
or
not
a
number
that
we
would
agree
upon
that
we
say:
okay,
we,
this
is
people
are
working
too
much,
knowing
that
we
can't
wait
a
year
and
a
half
right,
so
more
people
bodies
come
on
board.
Is
there
another
solution?
Is
there
something
in
the
short-term
that
you
do?
Do
you
bring
on
you
know
temporary
help?
Do
you
like
what
we
did
to
go
relieve
in
Gilroy
right?
B
Yeah
and
I
don't
know
if
you
can
speak
to
it.
I
absolutely
agree
there.
That
happens.
We
have
to
have
this
multi-pronged
approach
to
this.
The
I
mean
I,
really
am
thankful
to
the
city
auditor's
office
for
doing
that.
Recent
audit,
because
it
gives
a
place
to
go
to
start
doing
some
changes
with
the
workload,
because
there
were
several
recommendations
in
there
that
we
need
to
look
at
and
I
know
they're
getting
on
it
and
they
are
trying
to
by
January.
B
I
know
that
Rob
Lloyd
is
really
trying
to
work
with
them
on
at
least
something
that's.
We
got
to
continue
to
hit
at
it
so
that
it
has
to
be
taken
seriously,
which
I
know
they
are
I.
Do
they
did?
You
did
do
a
double
time,
Jennifer.
What
was
the
with
overtime
and
the?
What
are
we
doing
with
with
the
overtime
so.
B
For
dispatcher,
okay,
that's
what
we
did!
Okay,
so
I,
don't
have
to
look
to
the
police
department.
To
maybe
talk
about
some
of
I
know.
You've
done
a
lot
of
different
strategies
to
try
to
manage
and
not
burn
everybody
out.
I
know
you're,
always
on
a
fine
line
with
that
on
a
very
thin
margin,
but
I,
don't
know
how
you
might
want
to
describe
how
you
do
manage
the
overtime
just
to
give
a
sense
to
the
committee
and
and.
A
D
I
So
when
we
do
the
mandatory,
we
want
mandatory
over
14
hours
a
day.
So
if
an
employee's
worked
already
ten
hours,
we
stopped
at
another
four
and
a
half
hours,
but
as
far
as
what
we
considered
the
the
bidded
overtime
we
go
through
and
we
look
at
existing
vacancies
that
we
already
know
we
have
and
we'll
tell
people
the
targets
are
30
hours
and
they
have
to
bid
on
that.
That
does
not
account
for
last
minute
overtime,
where
they
can
still
get
tapped.
On
top
of
what
they've
already
made
the
30
hours,
we
try.
I
A
Cause
you
there
Joey
Buerkle,
do
we
actually
is
there?
Is
there
a
scientific
number
behind
this
I'm
imagining
there
is
somewhere
that,
like
says
at
a
certain
number
of
hours,
thank
you
you're,
literally
right
now
less
useful
right
or
harmful.
So
do
we
know
this
or
I'm
anybody
really
at
this
point,
it's
so
kind
of
curious,
so
it
sounds
like
I.
Don't
know
it's
something
you
guys
have
something
internally,
but
I'm
curious.
If
we're.
If
any
of
this
is
you
know,
is
there
a
hard
fast
number
that
we're
gonna
say
yeah
we're
we're?
I
No
hard
fast
number
that
I'm
aware
of
I
think
anything
over
ten
hours
is
probably
too
much,
especially
with
the
call
volume
that
our
staff
is
handling
right
now,
it's
called
a
call
to
cult
call
there's
no
time
down
in
between
to
maybe
process
what
you've
just
heard
or
did
so
it
is
a
taxing
10
hours.
So
to
put
time
on
top
of
that
is
too
much
already.
I
We
don't
know
of
any
true
study
to
say
this
is
where
you
should
draw
the
we
feel
going
out
and
asking
for
40
hours
of
bidded
overtime
is
just
a
psychological
defeat
to
everybody,
because
that's
a
whole
nother
week
and
I
know
that
they're
working
that
on
already
with,
in
addition
to
the
bid
it
overtime
in
the
last
minute
when
somebody
calls
in
sick
that
day
and
you
have
to
get
tapped
to
stay
they're
already
working
well
in
excess
of
that.
So
we
don't
like
to
ask
for
that.
I
We
do
try
to
do
all
the
things
we
can
to
prevent
the
overtime.
We
have
great
supervisory
staff
that
still
has
the
skill
set
to
go
down
and
work
on
the
floor.
We've
tried
simulcasting
the
channels
longer,
which
means
work
harder,
but
it
avoids
them
over
time.
We
are
not
going
to
be
able
to
sustain
that
with
the
amount
of
officers
that
have
been
put
back
out
to
the
field.
We
can't
continue
to
simulcast
in
the
morning,
so
unfortunately,
that's
gonna
make
more
overtime.
D
B
B
As
the
police
department,
you
know,
really
has
obviously
stepped
up
the
recruiting
efforts
and
we're
shrinking,
hopefully
the
vacancies.
So
not
only
do
we
have
to
deal
with
how
many,
besides
on
the
workload
in
trying
to
you,
know,
get
the
non-emergency
calls
off
and
other
things
and
better
technology
or
what-have-you.
We
also
need
to
then
once
we
can
get
them
get
them
actually
filled
and
obviously
there's
training
time.
My
vision
would
be
that
then
we
need
to
reassess
how
many
dispatchers
do.
I
B
O
B
The
long
term
meantime
we
need
to
anticipate
retirements.
We
need
to
anticipate
vacancies
and
start
hiring
ahead,
so
we
don't.
That
will
help
with
the
workload
too,
because
once
you
start
having
those
vacancies
again,
then
the
workload
starts
building
and
the
overtime
starts
building.
So
it
becomes
a
vicious
cycle
again.
So
it
is
again
we
got
to
deal
with
the
recruitment
and
then
the
retention,
the
pay,
the
workload
and
everything
else.
So
we
got,
we
have
to
hit
it
from
all
the
angles,
but
I
hope
before
I
retire.
H
I
Can
yeah
what
the
PM
r
does
not
include
is
calls
to
the
service
desk
or
the
bridge
as
well
as
outbound
calls.
So
we
know
that
there's
a
whole
nother
workload,
that's
not
being
captured
and
we
get
hang-up
calls
abandoned,
calls
callers
that
are
disconnected
in
which
we
have
we're
having
to
call
those
callers
back.
So
all
that
is
not
included
in
the
call
volume
that
he
cited
do.
H
A
A
So
in
a
quick
like
literally
right
now,
quick
Google
search,
so
I'm
not
gonna,
say
that
this
is
100%
factual.
We
all
know
about
using
the
internet
for
things,
but
this
is
a
from
a
medical
research
talking
about
more
than
ten
hours
of
work
in
a
day
associated
a
sixty
percent
jump
in
cardiovascular
issues,
production
decreasing
after
50
hours
of
work,
every
we
just
a
number
of
different
like
where
I
think
there
are.
A
Some
statistics
is
going
to
be
my
guess
out
there
and
some
actual
data
and
reports
that
could
help
us
to
determine
that
if
it's
not
too
much
trouble,
Jennifer
and
I
will
do
some
of
the
research
myself,
but
I
wouldn't
be
hurtful
before
the
closed
session.
If
also,
we
can
kind
of
look
at
some
of
that,
because
if
we
don't
have
any
sort
of
you
know
red
line
number
that
says
hey
we're
not
going
to
go
above
this
or
if
we
go
beyond
this
in
overtime.
You
know
we
have
to
you
know,
do
something
different.
A
A
A
We
can't
engage
like
this
I'm
happy
to
engage
afterwards
ma'am
so,
but
I
just
want
to
say
thank
you
to
our
our
city.
Employees
for
the
work
that
you
put
in
day
in
and
day
out,
I
was
working.
My
once
monthly
reserve
shift
this
past
weekend
on
Sunday
and
and
was
surprised
at
how
long
the
channels
were
simulcast
and
I.
Don't
know
what,
on
the
back
end
was
making
that
happen.
But
I'll
tell
you
it.
Certainly
you
know
from
an
officer's
viewpoint.
What
are
call
takers
and
dispatchers
do
for
us.
You
know
we.
A
We
could
not
do
the
jobs
that
we
do
and
it's
you
know
it's
been
great
to
see
the
improvement
within
the
police
department,
but
it
is
extremely
discouraging
to
not
see
our
call
takers
and
dispatchers
right
there
along
with
us,
and
so
thank
you
for
that
in
your
participation
and
look
forward
to
the
closed
session
hearing
councillor
Jimenez
yeah
go
for
it.
I.
N
Just
have
one
question
and
I
and
I:
it's
probably
a
silly
question
but
Mandy
to
a
mandatory
overtime
right.
Obviously
the
word
mandatory
says
to
me
that
you
tell
an
employee
you're
required
to
work
X
number
of
hours
right,
which
is
totally
clear
to
me.
But
what
I'm
curious
about
is
what
happens
if
an
employee
says
you
know
what
this
is
too
much
I
can't
do
it
I
can't
I
can't
feasibly
just
be
here
mentally
whatever
it
means.
What
happens
then.
I
Yeah,
it
can
be
a
challenge.
We
try
everything
within
our
means
to
try
not
dead
for
somebody
to
stay.
Well,
we
have
an
overtime
page
that
we
send
out.
We
check
all
kinds
of
different
options
for
this.
I
want
to
get
down
to
it
and
we
tell
somebody
they
have
to
stay.
If
they
absolutely
refuse
it
can
result
in
a
personnel
matter,
because
then
somebody
else
may
have
to
step
up
and
take.
K
I
N
N
D
A
I
I
A
I
D
A
J
J
Good
afternoon
my
name
is
Kiera
Lermontov
acting
gaming
administrator
sitting
with
me
is
nathan
trang.
He
is
acting
sergeant
at
the
division
of
gaming
control.
Today,
we're
presenting
to
you
two
reports
card
room,
compliance
with
title
16
of
the
San
Jose
Municipal
Code,
and
an
impact
of
card
room
gambling
on
crime
report
that
covered
the
fiscal
year.
2018
2019
the.
J
Tagging
compliance
report
should
give
you
an
overall
picture
of
what
the
division
of
Gaming
Control
is
doing
and
to
what
extent
the
card
rooms
are
in
compliance
with
various
gaming
regulations.
The
report
is
straightforward.
It
gives
you
a
background
as
to
what
the
division
of
Gaming
Control
is
charged
to
do,
along
with
an
analysis
with
respect
to
the
regulatory
program
itself,
and
in
that
analysis
section.
We
pointed
out
to
you
the
number
of
work
permits
and
licenses
that
were
issued,
as
well
as
various
compliance
reviews
completed
during
the
fiscal
year
2018
2019.
J
The
police
department
received
185
postal
service
from
Bay
101,
casino
and
200
from
casino
matrix
during
last
fiscal
year
for
Bay
101,
casino
58
calls
resulted
and
reports
been
made
by
civilians
or
by
law
enforcement
and
for
casino
matrix
94
of
the
200
calls
resulted
in
the
reports
been
made
of
the
reported
incidents.
Only
nine
arrests
were
made
for
Bay
101
casino
and
11
arrests
were
made
of
casino
matrix.
J
Gambling
crimes
have
a
direct
nexus
to
gaming,
such
as
underage
gaming.
None
of
the
arrests
were
made
for
gambling
crimes
during
last
fiscal
year.
Majority
of
arrests
involve
battery
assault,
country,
fiat
currency,
drunken
public
EUI,
embezzlement,
forgery,
kitten
ron,
codex,
interesting
and
they're
now
available
to
answer
any
questions
you
may
have
in
regards
to
these
two
reports.
A
Thank
you
very
much.
We
don't
have
any
public
speakers
on
this.
Any
questions
comments
from
my
colleagues
no
saying
none
I
did
have
one
unique
one,
and
this
is
not
necessarily
within
this
is
within
title
16,
but
not
necessarily
on
the
report
that
you
have
here,
but
there
was
something
that
we
had
maybe
like
a
year
ago.
A
As
far
as
if
I
miss
interpreting,
anter
so
and
I'm.
Sorry
I
did
not
prompt
you
with
this.
With
this
question,
it's
a
chapter,
16
dot,
46.0
ten
of
title
16
and
it's
listing
the
Code
of
Ethics
there.
So
what
I'll
do
is
I'll
flag?
This
fit
our
City
Attorney's
Office.
If
you
could
peek
into
that,
I
know
that
we
only
get
this
this
report
annually.
L
A
Yes,
my
actual
desire
would
be
able
to
eat
lunch
at
one
of
the
casinos,
but
apparently,
if
I
understand
the
co-directors
correctly,
that
would
be
a
violation.
So
so
yes,
the
deeper
understanding
is,
is
am
I
interpreting
that
correctly
are
those
violations.
What
is
a
history
of
those
violations?
You
know:
was
there
something
I'm
not
seeing
here
that
right
that
that
caused
that
to
come
to
fruition
most
laws,
as
we
know
right
some
something
happened,
bad
many
decorators
or.
A
A
A
N
A
J
O
O
Good
afternoon
Joe
Roy
city
auditor,
here
to
present
our
audit
of
procurement
cards,
clarification
on
policies
and
additional
oversight
can
improve
the
p-card
program
here
with
Gitanjali
reminder
card
for
my
office
as
well
as
Julia
Cooper
from
Finance
John
Ciccarelli
from
PR
Ness
and
Jennifer
Chang.
Also
from
finance
in
the
audience,
is
Wan
bargain
and
surely
long
for
my
office
who
worked
on
the
audit.
The.
O
City
of
San
Jose
has
a
procurement
card
program
or
a
p-card
program
whereby
some
city
staff
are
issued
visa
P
cards
for
routine
purchases.
The
purpose
of
the
program
is
to
streamline
the
acquisition
of
small-dollar
goods
and
services.
The
overall
program
is
overseen
by
the
finance
department,
but
oversight
for
transactions
is
decentralized
to
City
departments.
The
city's
p-card
policy
spells
out
rules
for
P
card
usage
and
outlines
roles
and
responsibilities
for
management
of
the
program.
O
For
example,
card
holders
are
expected
to
retain
receipts
from
their
purchases
and
departments
that
also
have
approving
officials
who
oversee
purchases
within
their
departments.
In
fiscal
year,
2018
19,
roughly
999
or
990
card
holders
across
the
city
made
over
50
thousand
Pete
card
purchases,
totaling
14
million
dollars.
The
objective
of
this
audit
was
to
review
P
card
usage
across
the
city.
O
We've
conducted
regular
audits
of
P
card
transactions
since
2006,
most
recently
in
2014,
to
complete
our
audit
work
out
its
staff
reviewed
over
4,000
P
card
transactions
that
occurred
between
May
and
June
of
2018,
spread
across
all
city
departments.
We
had
three
findings.
The
first
finding
was
that
most
peek,
our
transactions
complied
with
city
policy.
However,
policy
clarifications
for
some
types
of
purchases
are
needed,
while
a
review
of
P
card
transaction
showed
that
most
adhere
to
the
city's
P
card
policy.
Some
exceptions
were
observed.
O
These
included
recurring
purchases
of
water
for
personal
use,
technology
purchases
made
without
approval
from
the
IT
department
and
others.
Many
of
the
exceptions
observed
had
also
been
seen
in
Prior
audits
and
are
the
subject
of
open
audit
recommendations.
We
also
noted
that
several
former
city
employees
had
active
P
cards
after
there's
operation
day
from
the
city
and
that
many
peak
art
holders
did
not
complete
required
annual
recertification
quiz.
I
want
to
note
that
of
those
individuals
who
who
had
separated
Minh
City.
O
We
do
not
see
actually
activity
on
the
cards,
but
it
is
policy
to
close
those
cards.
We
have
two
recommendations
to
address
those
issues.
Lastly,
because
city
employees
must
be
aware
of
and
comply
with
many
different
city
policies
and
internal
guidelines
for
p-card
purchases,
the
administration
should
clarify
some
policies
and
make
them
more
easily
accessible
for
city
staff
and
an
easy
user-friendly
format.
O
Our
second
finding
is
that
the
city
can
better
monitor
expenditures
for
commonly
used.
Vendors
finance
note
negotiates
with
various
vendors
to
receive
preferred
pricing.
In
terms
since
2007
eight
office,
Depot
has
had
an
agreement
with
the
city
to
provide
preferred
preferred
pricing,
discounts
and
volume
rebates
for
office
supplies.
However,
it
appears
that
the
city
did
not
correctly
receive
all
of
the
outlined
benefits
of
the
agreements
from
July
2014
to
June
of
2018.
We
estimate
that
the
impact
from
those
lost
rebates
and
discounts
may
have
been
at
least
one
hundred
and
seventy-six
thousand
dollars.
O
We
recommend
that
finance
work
with
Office
Depot
to
correct
past
issues
and
develop
a
process
better
oversee
the
agreement
with
Office
Depot
in
the
future.
Additionally,
finest
finances
establish
open
purchase,
orders
that
provide
competitive
pricing
or
other
incentives
with
other
vendors.
However
peak
our
data
show
that
these
have
had
always
been
used
by
city
staff.
Finally,
because
there
have
been
significant
levels
of
purchases
with
other
vendors,
including
Amazon
and
Home
Depot,
there
may
be
an
opportunity
to
explore
preferred
pricing
in
terms
with
those
vendors.
O
Our
last
finding
is
at
the
parks,
recreation,
neighborhood
services,
department
or
PRN
s
can
strengthen
oversight
of
its
p-card
program.
P
RN
s
provides
San
Jose
residents
for
the
diverse
services
such
as
operating,
maintaining
community
centers
parks
and
trails,
and
providing
a
wide
range
of
programs
to
San
Jose
restaurant
residents.
The
department's
p-card
purchases
reflect
those
diverse
services
in
2018-19.
O
Prn
s
had
the
most
peak
art
expenditures
in
the
city,
accounting
for
about
25%
of
total
p-card
purchases.
In
addition,
PRN
s
had
the
most
p
card
holders.
In
the
city,
similar
to
the
citywide
transaction
review.
We
noted
that
some
p-card
purchases
and
PRS
did
not
comply
with
city
policies.
In
addition,
PRN
hasn't
occurred,
$13,000
in
late
payment
fees
because
of
the
volume
of
activity,
the
large
number
of
Pete
card
holders
and
the
dispersion
of
programming
across
the
city.
O
We
recommend
that
PRS
reevaluate
the
number
of
P
cards
needed
in
the
department
and
develop
internal
guidelines
for
P
card
usage
to
help
staff
comply
with
city
policies.
The
report
includes
nine
recommendations,
we'd
like
to
thank
Department
of
Finance
PR,
NS,
Public,
Works,
IT
and
others
for
their
time
and
insight.
During
the
audit
process,
the
administration
has
reviewed
the
report
and
their
response
is
shown
in
the
yellow
pages
of
the
of
the
report
and
we're
happy
to
answer
any
questions
and
I.
Now
turn
it
over
to
Julia
and
John.
D
Committee
members
again
we
thank
the
auditor
for
his
audit
of
the
p-card
program.
It's
one
of
those
audits.
That's
done
on
a
periodic
basis,
we're
happy
to
see
that
some
of
the
issues
that
arisen
in
Prior
audits
are
not
evident
in
this
audit,
which
means
that
the
processes
and
procedures
that
we
put
in
place
as
the
results
of
prior
audits
are
working,
and
we
agree
with
all
the
recommendations.
They've
all
been
green-lighted
and
we
expect
most
of
those
audit
recommendations
to
be
implemented
within
the
current
fiscal
year.
D
A
You
I
don't
have
any
comment
cards,
any
questions
or
comments
from
my
colleagues.
Don't
seeing
none
I'll,
just
say:
I
apologize
for
the
times
that
I've
heard
of
something
I
shouldn't
and
I
have
to
reimburse
it
with
my
own
credit
card.
So,
but
thank
you
for
not
necessarily
highlighting
that
in
the
audit
report
all
right.