►
Description
City of San José, California
Public Safety, Finance & Strategic Support Committee, September 21, 2023
Pre-meeting citizen input on Agenda via eComment at https://sanjose.granicusideas.com/meetings.
This public meeting will be held at San José City Hall and also accessible via Zoom Webinar. For information on public participation via Zoom, please refer to the linked meeting agenda below.
Agenda: https://sanjose.legistar.com/View.ashx?M=A&ID=1116102&GUID=6E08205E-D471-4289-9496-658EA73592F2
A
A
A
A
A
B
B
We're
going
to
go
ahead
and
get
started,
I
think
we
have
a
quorum
so
we'll
bring
the
Public
Safety
finance
and
strategic
support
committee
to
order
on
Thursday
September
21st
2023
at
1
30
p.m.
B
Before
we
begin,
I
want
to
remind
the
pub
remind
I,
want
to
remind
the
public
safety,
finance
and
strategic
support
committee
members
and
members
of
the
public
to
follow
our
code
of
conduct
at
meetings.
This
includes
commenting
on
specific
agenda
item
only
and
addressing
the
full
body.
Public
speakers
will
not
engage
in
conversation
with
the
chair
council,
members
or
staff.
B
All
members
of
the
public
safety,
Finance
strategic
support
committee
staff
and
public
are
expected
to
refrain
from
abusive
language,
repeated
failure
to
comply
with
the
code
of
conduct
which
will
disturb,
disrupt
or
impede
the
orderly
conduct
of
this
meeting.
May
result
in
removal
from
the
meeting
this
meeting
of
the
public
safety,
Finance
Company,
finance
and
strategic
support
committee
will
now
come
to
order.
Can
the
clerk's
office
please
call
the
roll.
A
C
D
B
Frozen,
thank
you.
Okay.
We
have
a
quorum,
we're
going
to
move
on
to
a
review
of
the
work
plan.
Item
B1,
we'll
go
to
public
comment
first
and
see
if
there
are
any
comments
and
we
need
a
motion
for
the
work
plan.
I
feel
like
I've
asked
this
before
yeah.
Okay,
so
entertain
a
motion,
but
you
can
also
wait
to
see
if
we
have
public
comment.
B
Oh
actually
give
me
a
second
before
we
start
public
comment.
Let
me
just
say
that
Blair
I'm
sure
you're
listening
along
with
other
folks.
We
have
a
good
amount
of
items
today,
so
we're
going
to
limit
public
comment
to
one
minute
instead
of
two
I
think
just
for
the
sake
of
Simplicity
and
just
for
ease
of
getting
this
meeting
done
on
time.
So
go
ahead.
Follow
the
comment
on
the
consent.
Calendar.
F
Hi,
thank
you.
Blair
Beekman,
here
understood,
I
was
just
gonna
offer
in
reviewing
the
work
plan
for
the
next
six
months.
I
didn't
see
any
of
the
items
about
working
on.
I
can't
remember
the
term,
but
it's
a
police,
Department
I
know
there's
a
better
word
than
that,
but
but
building
better
practices,
how
the
police
actually
practice.
That
was
an
item
that
was
originally
scheduled
for
April.
F
That's
when
the
fentanyl
issues
came
up,
so
you
put
it
off
till
June
and
then
because
the
IPA
left
in
June,
you
put
it
off
again.
That
is
an
item
that
should
have
some
sort
of
public
review
time
in
the
next
six
months
and
an
acknowledgment
at
least
should
should
be
in
order
and,
as
I've
always
been
stating.
Please
work
on
an
acknowledgment
of
the
fentanyl
issue
itself
with
the
sjpoa
and
how
that
process
is
going.
F
I
Horseshoe
I
have
to
agree
with
Blair
that
the
issue
of
slinging
dope
out
of
the
police
department
Union
it
poses
some
issues
number
one,
and
neither
one
is
a-
is
a
good
answer.
I
B
Okay,
we
have
thank
you
for
those
comments.
We
have
Kells
member
Torres.
K
B
B
Wonderful,
we'll
move
on
to
D1,
which
is
police
department
operations
and
performance
bi-monthly
status
report
we
have
our
PowerPoint
and
Lieutenant
Hamlin
will
be
presenting
I
believe.
Thank
you.
B
I
was
trying
to
if
you
want
to
give
us
a
second
Lieutenant.
Let
me
just
see,
because
we
often
follow
the
presentation
on
the
screens
and
there
seem
to
be
a
problem
with
the
screen.
I'm,
not
sure.
If
there's
anyone
from
I.T
or.
B
Okay,
if
you
I,
would
encourage
let's
see
if
we
can
work
through
this,
but
if
we,
if
we
can
maybe
pull
up
the
item
on
your
iPad
or
on
your
computer,
so
you
can
follow
along
and
I
presume
if
someone's
on
Zoom,
they
can
see
the
presentation
right,
even
though
we
it
just
came
on.
M
On
the
other
hand,
as
you
can
see,
a
crime
like
aggravated
assault,
which
often
was
trumped
by
the
more
serious
crimes
it
typically
accompanied,
such
as
rape
and
robbery,
would
go
up
under
the
new
system,
as
it
too
is
now
being
reported
in
each
incident,
and
we
see
the
same
thing
in
May
again.
The
numbers
for
the
top
three
did
not
dramatically
change,
but
the
numbers
of
aggravated
assaults
did.
M
We
are
well
into
phase
two
which
began
in
June
since
June.
We
have
provided
the
vendor
Matrix
with
an
enormous
amount
of
data
regarding
the
department,
its
operation
and
the
City
from
every
corner
of
the
city
and
with
the
help
of
other
City
departments,
we
have
provided
data
on
a
wide
range
of
measurables,
including
call
volume
response
times:
Staffing
infrastructure,
population
density
and
geography.
M
The
vendor
has
completed
a
series
of
interviews
with
all
the
chief
officers
and
key
program
managers
this
week,
starting
Tuesday.
In
fact,
the
project
manager
for
Matrix
is
spending
each
day
doing
a
series
of
ride-alongs
all
over
the
city
he's
literally
hopping
from
patrol
car
to
patrol
car
in
District
to
District
learning
the
current
beat
structure
and
getting
perspective
of
a
wide
range
of
field
officers
and
Sergeants
from
speaking
to
the
vendor
on
a
weekly
basis.
I
believe
we
are
on
Pace
to
begin
phase
three
on
schedule
in
January
of
2024..
J
Thank
you
and
good
afternoon
everybody.
My
name
is
Captain
Jason
Dwyer
I'm,
currently
assigned
to
the
Bureau
of
Investigations,
one
which
oversees
the
violent
crime
unit
encompassed
within
the
violent
crime
unit.
Is
the
gun
and
hazardous
offender
suppression,
team
and
I'm
going
to
talk
to
you
a
little
bit
about
that
today.
J
So
for
starters,
the
San
Francisco
Bay
area
has
been
identified
by
the
United
States
Department
of
Justice
as
one
of
the
five
five
key
Market
regions
in
the
United
States
for
illegally
trafficked
Firearms.
So
amidst
that
backdrop,
the
department
created
the
ghost
unit
on
January
1st
of
2023
at
the
direction
of
Chief
Mata.
J
The
ghost
unit
chain
of
command,
as
I
mentioned
before
the
ghost
unit,
is
assigned
to
the
bureau
investigations
violent
crimes
unit.
So,
as
you
see
at
the
bottom
there,
the
ghost
unit
is
comprised
of
one
Sergeant
to
investigators.
They
report
to
Lieutenant
Gino
gular,
who
is
the
violent
crimes
unit
Commander
Gino
reports
to
me
and
I
report
to
deputy
chief
Steve
lagorio.
J
J
The
ghost
unit,
like
many
of
our
special
operations
units,
maintains
its
own
statistics
internally,
its
own
metrics
I'm
responsible
for
reporting
out
on
those
metrics
to
Chief
Mata
and
the
other
Chiefs
within
the
department
on
a
quarterly
basis
and
Below
you'll
see
a
summary
of
that
activity.
To
give
you
an
idea
of
the
operational
tempo
of
the
ghost
unit,
so
the
date
range
here,
as
I
mentioned
before,
is
January
1st
through
August
31st,
and
that
was
simply
in
preparation
for
this
meeting.
J
It's
not
an
entire
year,
but
it
gives
you
a
pretty
good
idea
of
the
good
work
that
they're
doing
so
in
total.
The
ghost
unit
remember
we're
talking
about
two
officers
and
one
Sergeant.
So
when
you
look
at
these
numbers,
think
about
that
in
terms
of
Staffing
and
what
they're
able
to
accomplish
with
just
three
people,
they
touched
83
cases,
which
means
they
actively
worked.
83
cases
involving
priority
gun
offenders.
J
That
generated
leads
for
the
ghost
unit
that
they
then
took
over
that
investigation
and
took
it
to
the
next
level
they
made
78
arrests
in
conjunction
with
Boi
and
bfo
35
of
those
78
or
45
percent
were
prohibited
persons,
which
were
people
basically
prohibited
in
California
from
possessing
a
firearm,
and
the
number
of
juvenile
suspects
was
18
out
of
the
78,
which
is
23.
Those
two
statistics
for
us
are
very
alarming:
Trends
how
almost
half
the
people
that
were
seizing
firearms
from
or
prohibited
persons,
and
almost
a
quarter
of
them
are
juveniles.
J
J
As
Lieutenant
Hamblin
talked
about
earlier.
We
we're
using
data
to
basically
put
into
these
databases
the
the
entry
for
those
is
integrated,
ballistics
identification
system
or
Ibis.
This
captures
information,
that's
similar
to
a
fingerprint,
only
it's
not
a
hand
or
a
finger.
That's
leaving
the
print
on
the
evidence
as
far
as
a
weapon
or
a
shell
casing,
it's
the
firearm
itself.
That
leaves
the
fingerprint
so
the
tool
that
allows
us
to
input
that
data
into
these
databases
is
called
brass
tracks.
Once
the
data
is
seized.
J
It
then
goes
into
a
National
Database
called
nibin,
which
stands
for
National
integrated,
ballistic
Information
Network.
This
allows
for
the
comparison
of
ballistic
evidence
to
Aid
in
solving
and
preventing
violent
crimes
involving
Firearms.
So
our
department
has
currently
placed
a
brass
tracks
device
which
you
can
see
on
the
screen.
There
is
pretty
small
but
very
expensive.
J
B
Thank
you
so
much
captain
and
Sergeant
for
the
presentation
we're
going
to
go
to
see
if
we
have
any
public
comment
before
we
come
back
to
the
committee.
I
Thank
you.
Thank
you,
Captain
Dwyer,
for
that
for
that
report
on
the
ghost
guns,
I
want
to
talk
about
the
redistricting,
update
and
item
number
or
phase.
Two
of
that
slide.
I
I
was
asking
that
the
consultant
that's
going
to
come
in
and
assist
the
department
on
finding
Ways
and
Means
and
that
really
that
person
is
doing
the
job
of
the
public
and
so
what
I
wanted
and
what
I've
already
requested.
This
is
that
I
want
to
talk
to
that
person.
I
want
some
kind
of
community
and
I
don't
mean
rips
either
I
don't
mean
representatives
of
all
these
non-profits
that
basically
feed
at
the
teat
of
the
of
the
city
and
the
county.
I
G
Great
thank
you
Captain
and
Lieutenant
for
the
presentation.
I
had
three
questions,
but
in
the
presentation
you
answered
one
of
them
so
take
that
one
off
the
table.
So
the
the
biggest
question
that
I
have
is
there
going
to
be
and
I
know
that
you
know
Paul
mentioned
it.
You
know
I,
don't
agree
with
Paul
on
a
lot
of
things,
but
Community
engagement
is
is
extremely
important
and
so,
whether
it's
non-profits
or
neighborhood,
association
or
other
community-based
organizations
are
we
going
to
have
Community
engagement
when
it
comes
to
police,
redistricting.
M
I,
don't
think
that's
been.
Thank
you
for
your
question.
Council
member
I.
Don't
think
that's
been
decided
yet
and
I
think
what
we're
going
to
do
is
we're
going
to
go
through
the
phase
that
we're
currently
in
we're
going.
We've
already
handed
over
all
the
data
and
all
the
information,
the
the
vendor
is
going
to
make
some
determinations
and
then
I
think
it
will
be
between
us
and
the
vendor
to
make
that
determination
as
to
you
some
kind
of
public
Outreach
and
how
how
far-reaching
that
would
be.
F
G
Great
and
and
I
ask
for
I
asked
for
a
reason,
so
we
right
now,
we
all
of
us
go
to
neighbors
Association
meetings
or
Business
Association
meetings,
and
actually
some
of
us
actually
have
three.
Our
council
districts
are
so
big
that
we
have
three
police
districts
in
our
in
our
in
in
our
in
our
Council
District
I,
don't
know
about
my
other
colleagues,
but
I
have
Central.
G
We
have
you
know
our
neighbor
associations
and
our
business
districts
get
frightened
when
they
only
hear
that
there
is
only
four
beat
officers
for
Central,
which
goes
from
the
280
all
the
way
down
to
Alviso
all
the
way
up
to
North
San
Jose.
To
you
know
the
boundaries
of
a
suburb
called
the
city
of
Santa,
Clara
I,
think
right,
but
they
get
frightened
right
and
I
know.
G
G
But
you
know
I'm
just
putting
it
out
there
that
that
our
neighbor
Association,
our
business
associations
are
really
frightened
that
you
know
they
only
have
four
beat
officers
for
like
a
Friday
evening
or
a
Thursday
evening,
and
so
I
think
it's
it's
really
important
one
to
get
community
engagement,
but
also
that
we
continue
to
work
together
to
make
sure
that
you
know
our
police
officers
have
the
resources
to
be
out
there
and
gain
the
the
trust
of
our
community.
So.
M
I
started
with
the
Department
in
1999,
and
we
have
the
exact
same
beat
structure
today
that
we
did
in
1999.
and
obviously
the
chain
the
the
city
has
changed
enormously
since
then.
So
this
is
why
I
think
this
project
is
so
important
is
exactly
what
you
just
said.
G
Great
and
I
I
actually
did
I
just
realized
that
my
other
question
was
actually
answered
in
the
presentation
as
well.
So
I
only
have
one
one
question,
but
it
was
the
police
redistricting
and
with
that
I
motioned
to
support
D1
item
D1.
C
C
C
P
Sure,
council
member
there
have
been
changes
to
the
California
Penal
Code
as
well,
and
these
have
an
effect
on
our
assault
numbers.
We
are
actually
still
working
through
all
of
these
changes,
because
the
California
penal
code
changes
maybe
every
six
months.
So
then
the
police
department
actually
has
to
evolve
along
with
these
changes
and
then
be
able
to
explain
the
changes
in
statistics.
Along
with
that.
C
C
I
do
have
a
second
question
which
is
relating
to
the
ghost
and
that
the
distinction
that
we
are
part
of
the
five
cities
identified
as
the
most
required
or
the
most
trafficked
cities,
not
the
distinction
we
want,
but
we
got
that
did
it
come
with
any
special
money
to
take
care
of
this
thing
as
well,
or
we
just
got
identified
as
the
fibers
to
take
care
of
this
problem.
J
Regards
to
the
Brass
tracks
device
that
I
mentioned
the
Department's
going
to
explore
different
funding
sources,
perhaps
grant
funding
we're
always
in
talks
with
the
DA's
office.
Looking
for
any
type
of
grant
that
might
fit
that
piece
of
equipment,
the
federal
government
has
made
it
clear
that,
obviously,
that
is
a
priority,
is
gun
violence
across
the
country.
That's
not
unique
to
this
region,
even
though
this
region
is
one
of
the
most
active,
but
we're
always
looking
for
funding.
I.
J
Think
that
the
fact
that
we
staffed
we
upstaffed
the
the
ghost
unit
started
with
one
Sergeant
as
a
liaison
to
the
crime
strategies
unit
and
the
the
Chiefs
felt
strongly
enough
about
the
way
that
this
was
trending
nationally,
that
they
up
staff
did
by
two
detectives
and
created
a
formal
unit
with
its
own
budget
within
that
budget.
J
Part
of
what
we
are
again
as
I
mentioned
earlier
working
on
is
a
memorandum
of
agreement
with
the
ATF
I
can't
specify
you
know
the
specifics
of
it
because
I
don't
have
it
in
front
of
me
right
now,
but
there
are
times
that
such
agreements
can
produce
benefits
to
the
department,
such
as
overtime,
Vehicles,
additional
Personnel
for
major
operations
that
don't
impact
San,
Jose
police
department
they'll
be
Federal
partners
that
were
coming
in
to
help
us,
as
well
as
the
use
of
some
of
their
equipment.
That
can
help
process
that
evidence
quicker.
J
So
it's
a
fairly
young
I
mean
I
would
say
the
unit
is
in
its
infancy,
but
just
the
creation
of
the
unit
itself
is
shows
the
Department's
commitment
to
driving
down
gun
violence
that
that,
on
a
broader
scale
in
San
Jose,
not
just
the
one-off,
you
know,
there's
a
Suspect
with
a
firearm.
We
take
that
person
in
custody,
we
book
the
gun
and
then
we're
off
to
the
next
one.
This
unit
specifically
is
trying
to
impact.
J
You
know
not
just
possession,
but
distribution
and
Manufacturing
we've
come
across
several
cases
where
we've
had
I
would
say:
localized
little
gun
production
in
somebody's
house
or
their
garage,
perhaps
they're
they're,
creating
ghost
guns,
they're,
building
ghost
guns,
they've
got
3D
printers
things
of
that
sort
and
so
to
be
able
to
shut
something
like
that
down
you're,
impacting
perhaps
an
entire
region
of
the
city,
because
that
person's
probably
been
building
those
guns
and
distributing
them
on
the
black
market
for
some
time.
C
Thank
you.
The
last
comment
question
is
about.
You
got
the
five
cities,
so
four
others
you
share
the
data
across
and
see
their
Trends
and
what
are
they
finding
and
obviously
the
people
who
are
involved
may
be
involved
in
more
than
one
city
in
this
kind
of
an
activity.
So
there's
a
sharing
of
data
about
that
with
the
other
four
cities
which
are
listed
on
this
thing,.
J
Thank
you,
councilmember
I
would
I
would
offer
that
we
do
collaborate
with
the
other
major
cities
in
the
region.
On
a
more
localized
level.
The
DA's
office
again
I
mentioned
supervising
Deputy
da
Marissa
McKeown
is
the
lead
of
the
crime
strategies
unit.
She
has
created
a
program
called
grip.
J
Basically,
it's
a
a
information
sharing
between
all
the
different
law
enforcement
agencies
and
federal
Partners
in
Santa,
Clara
County
and
the
grip
meeting
is
a
monthly
meeting.
That
is,
that
has
a
very
large
attendance,
a
tailed
at
the
DA's
office,
and
it's
been
a
very
successful
one
to
this
point.
So
I
would
offer
that
when
the
opportunity
is
there
for
us
to
collaborate
with
other
large
cities
on
specific
cases,
we
absolutely
do
that,
but
on
a
more
local
level
within
Santa
Clara
County,
it
is
that's.
J
K
M
Absolutely
we
we
went
back
to
different
degrees,
we
went
back
three
years
and
then
I
think
we
went
back
as
many
as
10
years
on
our
crime
statistics
with
different
filters,
obviously,
but
to
really
be
able
to
pinpoint
where
we
need
the
officers
the
most
and
also
to
pinpoint
and
identify
the
best
structure
is,
is
the
beat
structure,
the
best
structure,
to
get
officers
in
the
areas
they
need
to
be
the
fastest?
And
that's
definitely
one
of
one
of
the
things
we're
looking
at.
K
Thank
you
and
then
I
believe
summer
times,
always
the
uptick
of
crime
throughout
the
whole
nation.
For
that
matter,
so
towards
Summer
I
would
imagine.
The
police
department
have
a
very
clear
plant
plans
of
better
enforcement
throughout
the
city
towards
the
summer
time.
M
Thank
you
for
your
question.
Council
member
I.
Don't
know
that
we've
ever
really
explored
a
seasonal
model.
If
that's
what
you're,
referring
to
but
I,
think
that
may
be
one
of
the
things
that
comes
up.
I
mean
we.
We
know
that
crimes
are
cyclical.
Certain
crimes
are
are
heavier
in
the
summer
and
lighter
in
the
summer.
We've
talked
about
this
in
this
very
committee.
We've
talked
about
vehicle
crimes.
M
M
We
call
them
chefs
it's
basically
when
it,
when
an
officer
is
able
to
bid
a
different
team
and
go
to
a
different
division
and
those
coincide
with
the
spring
and
the
fall,
and
so,
as
far
as
changing
this
the
structure
or
changing
the
the
operational
plan
based
on
based
on
the
season
of
the
of
the
year,
I'm,
not
sure
we've
really
looked
into
that,
but
it's
definitely
something
that
I
can
bring
up.
Please.
M
Yes,
most
definitely
and
I
I
think
Captain
Dwyer
probably
has
a
a
bit
better
picture
of
of
those
types
of
crimes
that
we've
been
able
to
solve
with
that,
but
but
absolutely
I
I
know
that
almost
on
a
regular
basis
we're
hearing
about
crimes
that
are
being
solved
through
that
Captain.
J
I
can
tell
you
this.
This
doesn't
pertain
to
ghosts,
but
just
a
couple
nights
ago
we
had
a
a
very
serious
sexual
assault
that
was
committed
in
our
city
and
I'll
make
a
long
story
short.
A
canvas
for
Witnesses
and
video
showed
us.
The
the
suspect's
vehicle
gave
us
two
to
three
digits
of
the
license.
Plate
couldn't
get
the
entire
plate,
but
one
of
the
detectives
up
in
the
The
Bureau
went
to
our
our
flock
system
and
was
able
to
find
that
car
on
a
nearby
flock
camera
and
it
gave
us
the
license
plate.
J
We
then
started
doing
records
checks
on
the
license
plate
eventually,
that
information
led
us
to
our
primary
suspect
and
he
gave
incriminating
statement
and
he
was
booked
that
night
and
the
charges
he
was
booked
for.
It
was
a
life
case,
so
he
was
identified
within
an
hour
based
on
those
cameras.
I
mean
it's
fantastic
and
probably
once
every
day
or
every
other
day
at
least
one
very
serious
crime
is
solved
by
through
the
use
of
those
cameras.
They
were
a
force
multiplier,
particularly
for
an
agency
that
is
experiencing
Staffing
challenges.
The
way
we
are.
K
M
My
understanding
is
that
we
will
yeah
I
I've
I've
spoken
to
representatives
from
jurisdictions
where
they're
currently
using
it
and
they
are
able
to.
Yes.
K
And
the
last
question
I
have
is,
regarding
ghost,
do
you
happen
to
know
the
D.A
department
at
is
when
they're
violating
not
only
a
felon
but
they're
they're
violating
the
City
County
State,
including
federal
laws,
am
I
correct
when
they
they're
manufacturing
ghost.
J
Yes,
and
thank
you
for
that
question
council
member
I
would
offer
that
we
have
a
good
relationship
with
the
ATF
right
now
matter.
Of
fact,
I
was
in
a
meeting
with
them,
along
with
our
ghost
Personnel
about
two
weeks
ago,
at
the
police
department.
Generally
speaking,
we'll
look
at
those
cases
and
wherever
the
case
drives
us
we'll
kind
of
dictate
whether
it
gets
charged
at
the
state
level
in
the
DA's
office
is
part
of
that
conversation
or
at
the
federal
level
a
lot
of
times.
J
If,
if
it
it's
going
to
grow
beyond
the
our
bandwidth
and
the
ATF
is
able
to
assist
us
with
a
larger
scale
investigation,
it
could
go
federal
or
if
the
penalties
were
stiffer,
it
could
go.
Federal,
there's
a
number
of
factors
that
play
into
whether
or
not
we
charge
it
at
the
state
level,
which
is
done
by
our
district
attorney's
office
or
at
the
federal
level.
But
it
is
an
option.
I
never
see
every
single
one
of
these
cases.
B
B
Safe,
Public
Safety
is
super
important
and
I
know
that
there's
often
debate
as
to
whether
we're
a
safe,
City,
safer
city
than
last
year
than
five
years
ago,
whatever
it
may
be
so
so
the
question
I
have
is
what
what
is
it
that
I
can
look
at
or
the
residents
can
look
at
to
determine
whether
we're
a
safer
City
now
than
we
were
a
year
ago?
Let's
just
say,
because.
O
B
Don't
know
I
have
I've
had
trouble
finding
the
exact
sort
of
formula
say
you
know
this
number's
down,
hence
we're
a
safer
city
than
we
were
last
year:
I
I,
don't
so
just
your
thoughts
on
that
and
I
know
it
might
be.
A
complicated
answer
is
a
lot
of
moving
parts
that
relate
to
the
type
of
crime
and
things
of
that
nature,
but.
M
B
I
mean
so,
for
example,
what
comes
to
mind
is
many
years
ago.
Even
before
I
was
on
Council
I
know
oftentimes,
we
would
be.
We
would
lift
ourselves
up
as
being
one
of
the
safest
cities
in
the
country
as
an
example
so
like
when
we
make
those
type
of
determinations
and
conclusions.
What
what
are
the
stats
that
we're
looking
at
to
determine
whether
we
are,
in
fact
the
safest
city
in
California
in
the
county
and
thank.
M
You
for
that
question
chairman
I
I,
believe
that
that's
a
it's
a
very
subjective,
determination
and
I
I.
Remember
when
we
used
to
say
that
about
ourselves
and
I
think
it
was
because
there
was
a
publication
and
I
can't
remember
which
one
it
was
that
would
put
out
every
year.
It
would
put
out
a
list
of
its
its
top
safest
cities,
but
it's
it's
based
on
a
pretty
subjective
set
of
criteria
area.
M
You
know
you
could
probably
make
a
an
argument
for
a
lot
of
different
cities
depending
on
how
what
criteria
you
use-
and
we
don't
generally
that
I
know
of
compare
ourselves
to
to
other
cities.
It
wasn't
us
that
was
making
that
claim.
We
like
having
it
said
about
us
for
sure
if
we
would
still
like
it,
but
we
weren't
saying
that
about
ourselves.
We
we
weren't
telling
people,
we
were
the
safest
city
because
it
is
pretty
subjective.
We
definitely
have
the
the
crimes
that
I
show
you
every
bi-monthly
report.
M
Those
are
the
the
kind
of
our
bread
and
butter.
Those
are
our
part.
One
crimes,
and
perhaps
Janet
can
can
speak
to
this
as
well.
But
those
are
our
part
one
crimes
and
those
are
the
ones
that
we
really
hang
our
hat
on.
How
we're
doing
as
in
who
we
compare
ourselves
as
to
ourselves.
We
compare
ourselves
to.
M
B
I
appreciate
that
and
it's
something
we
often
I,
often
hear
in
my
community,
the
last
seven
years
or
so
I've
been
a
council
member.
You
hear
some
residents
particularly
part
of
this.
You
know
the
area
I
represent
well
crime's
out
of
control.
Well,
what
exactly
are
we
looking
at
and
sometimes
I,
don't
always
know
like
What
statistic
to
share
with
them,
because
it
I
feel
like
no
matter
what
I
share
with
them.
The
feeling
they
have
is
the
feeling
they
have
and
I
and
I.
B
Think
I
remember
having
a
conversation
with
Chief
Garcia
back
in
the
day
when
next
door
initially
got
launched
and
and
the
thought
was
that
that
sort
of
made
it
feel
like
things
were
just
simply
out
of
control
that
there's
someone
on
each
block
walking
around
with
a
machete
just
ridiculous
stuff
like
that
right
because
it
would
make
it
seem,
like
things,
were
drastically
sort
of
falling
apart
in
the
city,
and
certainly
we
have
issues
as
a
city.
But
anyway,
that's
the
reason.
B
I
ask
because
I
want
I'm
always
curious
as
to
what
what
is
it
that
I
cite
right
and
what's
accurate,
but
I
guess
it
just
depends
on
what
we're
looking
at
and
how
we're
how
we're
doing
that.
So
thank
you
for
that.
The
other
question
I
had
was
regarding
the
redistricting.
Do
do
we
and
I
think
I
might
have
asked
this
question
before,
but
I'll
ask
it
again
just
to
highlight
the
importance
for
me
and
I
believe
the
city
is
the
substation,
obviously
in
South
San
Jose?
B
M
You
for
that
question
it
plays
very
heavily
into
it.
The
the
whole
idea
behind
the
substation
was
to
make
it
a
substation
and,
as
I
think
we
might
have
discussed
at
an
earlier
meeting,
it's
being
used
as
anything,
but
that,
right
now
and
by
substation,
what
we
mean
is
that
we
would
deploy
directly
out
of
there.
M
I
would
just
be
guessing,
but
I
would
say
the
vast
majority
of
what
the
substation
is
currently
being
used
for
out
of
that
building
into
the
training
center.
And
then
we
can
use
the
subcenter
for
what
it
is
meant
to
be
used
for
and
which
is
to
to
be
another
station.
We
are
the
the
most
centralized
large
city
in
the
country.
I,
don't
think,
there's
any
question
about
that,
because
we
we
operate
almost
entirely
out
of
201
West,
Mission
Street.
M
B
And
then,
and
then,
if
I'm
looking
at
the
phases
right,
one
two
three
phase,
one
through
five
or
whatever.
The
number
is
where,
where
at
what
point
in
those
phases
would
that
decision
be
made
as
to
how
we're
going
to
utilize
a
substation
assuming
you
know,
I
know.
M
I
believe
it's
going
to
be
in
phase
three
I
think
that
decision
I
think
most
of
those
major
decisions
should
be
made
by
at
least
by
the
end
of
phase
three,
because
the
ideas
we're
going
to
begin
implementing
them
and
it's
obviously
it's
not
going
to
be
full
implementation
all
at
once.
It's
going
to
be
carried
out
over
a
period
of
time,
but
I
I
do
believe
that
those
key
decisions
are
going
to
be
made
during
phase
three
okay.
B
That's
what
I
was
thinking,
but
thank
you
for
the
confirmation.
The
other
question
I
had
was
related
to
community
input.
I
know
you
have
the
consultant.
That's
going
doing
right
along
he's
doing
all
this
great
stuff,
which
is
important,
I
appreciated
the
cut
the
question
from
council
member
Torres
I
know.
Sometimes
the
the
rfps
and
the
scope
of
work
related
to
a
consultant
constrains
us
from
actually
doing
certain
things.
Do
you
know
if
the
the
scope
of
work
with
that
particular
vendor
consultant
allows
for
the
integration
of
public
participation.
Q
I'm
I'm
happy
to
take
that
the
the
contract
with
the
vendor
does
not
prohibit
any
Community
engagement
and
just
to
speak
to
there
was
Community
engagement
up
front
before
we
started
the
redistricting
process
very
formally
around
that
process,
but
then
very
informally,
as
council
member
Torres
said
around,
you
know,
working
with
a
number
of
you
at
different
neighborhood
associations.
This
report
is
to
look
at
how
we
deploy
and
the
efficiency
of
the
department
for
those
calls
and
I
think
once
we
have
a
model
in
place
through
phase
three.
Q
What
we
might
think
it
looks
like
that
may
require
different
policy
considerations
for
the
council
to
consider
or
resource
considerations
for
the
council
to
consider.
So
those
would
go
through
some
type
of
community
input,
I
would
say
separate,
but
in
parallel
to
this
process
as
part
of
the
one
of
the
Rip's
recommendations,
there's
there's
a
handful
of
them
that
really
deal
with
Community
engagement
and
we're
bringing
on
resources
to
help
with
that.
So
I
think
at
some
point.
B
N
Thank
you,
so
much
I
think
that
one
of
the
things
that
I've
heard
and
is
a
concern
is
that
you
know
you
go
through
a
process
and
then
you
get
to
the
end
of
the
process
and
then
you
kind
of
like
have
not
had
the
opportunity
to
hear
the
community.
N
So
I
think
that
I'd
ask
you
to
consider
when
would
be
appropriate
right
and
identify
at
this
point
in
time
at
this
point
in
time
and
I
think
that
it
would
also
help
the
community
understand
what's
coming
and
for
us
as
well.
Thank
you.
B
J
J
But
our
primary
you
know
Focus
right
now
is
people
that
are,
you
know,
engaging
in
straw
purchases,
people
that
are
manufacturing
parts
and
entire
Firearms,
bringing
them
onto
our
streets
and
that's
being
done
both
elsewhere
and
being
trafficked
here,
and
it's
also
being
done
here
where
they're
manufactured
here
and
being
trafficked
a
very
short
distance
within
the
same
city
and
being
deployed
so
to
speak
by
criminals
on
the
street
yeah.
Okay,.
B
J
But
one
thing
I'll
add
to
that,
is
you
know
we're
getting
a
lot
of
firearms
seas
that
have
been
modified
with
you
know
you
can
take
a
handgun
and
they're
putting
devices
on
these
handguns
where
you
know
one
one
pull
of
the
trigger
you
fire,
the
entire
30
round
magazine
in
about
three
seconds.
I
mean
they're,
fully
automatic,
so
even
importing
the
devices
themselves
and
not
maybe
not
Firearms,
but
just
parts
for
firearms
could
change
the
entire.
You
know.
J
Footprint
of
you
know
illegally
possessed
firearms
in
the
city
of
San
Jose,
so
we're
not
just
focusing
on
the
guns.
If
we
find
out
somebody's
bringing
in
suppressors
or
conversionary
devices,
things
that
will
make
Firearms
fully
automatic,
then
obviously
we're
you
know.
The
ghost
is
going
to
take
those
cases
on
okay.
B
B
I
know,
there's
a
lot
of
federal
sort
of
impediments
laws,
the
Supreme
Court
other
sort
of
entities
that
prevent
us
from
I
think
doing
a
lot
of
work
around
the
topic
of
guns,
but
I
wonder
if,
if
it's
just
an
open
question,
if
we've
engaged
the
igr
team
on
any
related
policy
work
around
the
proliferation
of
guns,
maybe
within
the
state
of
California,
you
know
because
we're
sort
of
an
island
sometimes
as
it
relates
to
some
of
these
policies
but
I,
don't
know
Lee
if
you've
got
any
thoughts
on
that.
Q
Sure
igr
did
help
with
the
gun
insurance
program
quite
a
bit
because
that
needed
work
at
a
state
level
and
so
I
think
where
we
do
engage
legislatively
is,
is
at
a
state
level.
I
think
those
changes
are
often
around
the
edges.
However,
we
haven't
really
engaged
on
a
federal
level.
We
try
and
focus
where
we
can
make
meaningful
progress
and
Congress
has
not
wanted
to
make
meaningful
progress
on
this
topic,
so
we
have
not
engaged
directly
on
it
now.
Okay,.
B
All
right,
the
very
last
question
I,
have
is
related
to
the
the
ballistic
sort
of
evidence,
sort
of
evaluation.
Machine
I'll
call
it
the
the
Ibis
do
we
did.
I
was
trying
to
remember
what
you
said:
Captain
George,
do
we
have
it
or
we
want
to
purchase
it.
J
We
have
placed
it
on
our
wish
list.
Oh
okay,
so
it
is!
It's
there
ready
to
be
purchased
once
we
can
dig
through
the
couch
cushions
and
find
the
money
somewhere.
But
I
will
say
that
in
my
conversations
with
both
the
DA's
office
and
the
ATF,
what
that,
in
a
nutshell,
what
that
enables
us
to
do
other
cities-
let's
just
say
a
quick
case
study-
would
be
like
a
city
like
Cincinnati.
J
Our
DA's
office
recently
went
there
for
a
crime
gun,
Intelligence,
Center
kind
of
Symposium
and
the
short
of
it
is
they're
literally
collecting
casings
at
the
scene,
driving
them
directly
to
the
police
department,
putting
them
in
this
machine.
The
machine
is
getting
a
digital
print
of
fingerprint.
If
you
will
of
that
casing,
inputting
it
into
Niven,
then
it's
being
examined
by
a
trained
examiner
and
it's
being
linked,
while
the
suspect
is
still
being
interviewed,
it's
being
linked
to
other
shootings,
that's
pretty
astounding!
J
B
Okay,
the
the
the
reason
I
was
asking
is
I
know
that
the
the
county,
the
D.A,
has
the
crime
lab
that
you
all
send
stuff
to
right.
I
know,
there's
a
back
backup
backlog.
It
seems
based
on
stuff.
If
we
were
to
do
this
in-house,
would
it
would
it
impact
the
perceived
objectivity
of
the
test
when
we
go
go
to
trial,
to
put
some
of
these
folks
in
prison
or
jail?
Do
you
have
you
noticed
or
read
up
on
any
of
that
is.
J
That
that's
a
that's
a
great
question
and
it
goes
to
any
other
specialized
thing
that
we
do
in
our
department,
which
is
training.
You
know,
whoever
uses
that
machine
has
to
be
certified.
There
is
a
certification
process.
The
the
specifications
on
the
machine
itself
drill
down
into
what
kind
of
facility
it
can
be
in.
So
anybody
who
would
enter
that
type
of
data
into
nibin
has
to
have
been
trained
to
use
that
type
of
brass
tracks,
machine
and
and
then
be
able
to
testify
to
it
in
court
similar
to
one
of
our
latent
fingerprint
examiners.
J
J
J
As
I
said,
the
memo
is
fairly
fresh
after
our
talks
with
the
ATF
recently,
but
I
think
that
you
know
we're
confident
that
you
know
if
we,
where
there's
a
will,
there's
a
way
so
just
putting
it
out
there
food
for
thought.
If
San
Jose
police
department
had
the
capability
to
turn
ballistic
evidence
around
that
quickly,
it
would
be
huge-
and
you
know
let
me
plant
this
seed
as
well.
J
These
other
cities,
when
they're
seizing
firearms
their
standard
procedure,
is
to
take
that
firearm
down
to
the
range
fire
it
collect
that
casing
and
put
it
into
brass
tracks.
So,
even
if
it's
not
a
shooting,
if
it's
just
a
straight
possession
of
a
firearm
by
a
prohibited
person,
we're
gonna
we're
gonna
find
out
what
else
that
gun's
been
doing,
and
that's
really
where
you
know:
you're
gonna,
you're,
gonna
compound
the
the
positive
effects
of
okay
spending
that
money.
B
Well,
if
you
don't
find
the
money
before
next
budget
cycle,
I
assume
that
we
can
either
I
suspect
a
hundred
thousand
something
dollars
is
an
insurmountable,
but
anyway
just
planning
that
seed.
For
my
colleagues
that
are
on
the
Public
Safety
Committee.
Thank
you
so
much
I
don't
see
any
other
questions
appreciate
the
report.
Thank
you.
B
So
we're
we're
gonna,
so
I
think
we're
done.
Oh
emotion
in
a
second,
do
we
already
have
a
motion
so
there's
a
motion.
A
second
go
ahead.
L
B
B
All
right
that
passes
unanimously.
Thank
you.
So
much
appreciate
it.
We're
going
to
move
on
to
item
D2
response
to
report,
San,
Jose
police
department,
data
analysis
and
gender
action
plan
by
the
social
justice
and
Innovation
research
lab
Askew,
School
of
public
administration
policy,
Florida,
State,
University
I
know
we
have
I,
don't
know
assistant
chief
Paul
Joseph
is
going
to
be
here.
I,
don't
see
him
but
Zuma's
here
from
director
at
racial
equity
and,
of
course,
Lieutenant
Hamlin.
Take
it
away.
E
Good
afternoon
San
Jose's
office
of
racial
Equity,
director
I,
am
here
with
my
colleague,
Lieutenant
Paul
Hamblin,
to
introduce
this
item
a
little
bit
of
background,
and
that's
primarily
the
purpose
for
me
being
here
today,
is
that
I
wanted
to
provide
some
context
before
going
into
the
presentation
about
what
this
gender
Equity
analysis
is
about.
But
approving
today's
report
will
close
out
a
budget
referral
from
2019
where
the
city
council
approved
the
allocation
of
fifty
thousand
dollars
to
go
towards
the
gender
Equity
analysis.
E
So
the
commission
selected
not
only
the
consultant,
which
was
out
of
Florida
State
University,
but
also
selected,
the
San
Jose
police
department
to
participate
in
a
gender
Equity
analysis.
So
the
memo
the
memorandum
before
you
delineates
some
of
the
recommendations
from
the
report,
as
well
as
the
progress
that
the
police
department
has
made
towards
those
recommendations.
M
M
M
M
M
This
recommendation
is
completed.
Currently
52
of
63
or
83
percent
of
Police
Academy
instructors
are
department
members
every
instructor
for
the
required
California
post.
Continuous
professional
training
is
a
department
member
when
there
are
special
needs
classes
such
as
educating
all
Command
Staff.
In
the
incident
command
system,
the
department
sends
a
member
of
the
training
division
to
a
train,
the
trainer
course
and
the
instruction
is
performed
in-house.
M
Additionally,
department
members
are
encouraged
to
seek
outside
training
opportunities,
such
as
interview
and
interrogation,
investigations,
tactics
and
best
practices.
In
so
doing,
department
members
receive
outside
perspectives
and
practices
that
are
brought
back
to
improve
departmental
operations.
M
M
Additional
school-based
partnership
programs
are
in
place
through
the
school
liaison
unit
and
just
last
week
the
department
held
its
second
annual
star
strength.
Truth
achievement
respect
camp
more
than
40
members
of
the
department
and
40
students
of
Washington
Elementary
spent
three
days
together
at
camp
chesbro.
M
The
department
members,
including
several
command
officers
cooked
for
the
children
planned
activities
counseled
with
them
and
generally
just
had
a
really
good
time.
Additionally.
The
department
is
in
the
process
of
developing
a
comprehensive
community
outreach
plan
which
is
expected
to
be
complete
in
January
of
2024.
M
M
However,
the
department
is
committed
to
implementing
an
ex
in
inclusive,
recruiting
strategy
that
welcomes
applicants
of
all
genders
through
diverse
Outreach
and
advertising
to
that
end.
In
the
past
few
years,
the
department
has
held
multiple
recruiting
events
which
were
staffed
almost
entirely
by
female
members
of
the
department.
M
K
G
Great,
thank
you,
Mr
Vice
chair,
there's
process
in
place
and
it
works.
So
just
a
quick
question,
one
speaking
speaking
of
police
districts,
I
grew
up
in
the
Washington
neighborhood,
and
you
just
you
just
talked
about
it.
You
know
my
very
first
time
ever
dealing
with
our
Police
Department
was
you
know
my
father
being
pulled
over
because
it's
a
training
district
and
that's
the
question
that
I
forgot
to
ask,
but
I
could
always
ask
it
offline,
and
so
this
is.
G
This
is
again
you
know
I'm
agreeing
with
with
passoto
today,
but
this
is
this
is
how
we
we.
We
are
real
rebuilding
trust
within
our
community
right.
You
just
mentioned
Washington
neighborhood
and
the
first
time
that
it,
our
youth
or
our
community
should
be
seeing
a
police
officer
right.
It's
not
getting
pulled
over
with
their
parents
right.
G
It
should
be
at
their
school
in
the
community
getting
to
know
how
amazing
our
our
police
forces
right,
because,
unfortunately,
there's
a
perception
that
that
has
been
that's
been
happening
right
past
few
years
right
and
we
all
we
all
know
about
it
right
so
I'm
not
going
to
hit
I'm
not
going
to
talk
about
it.
I'm,
not
gonna.
G
G
It
is
very,
very
important
that
we
are
trying
our
best
to
hire
women
right,
especially
women,
of
women,
of
color
to
our
police
force
and
I,
see
it
every
single
day
right,
not
only
at
the
police
officers
here,
protecting
us
during
our
City
Council
meetings,
but
but
out
in
the
community
for
neighborhood
association
meetings
and
and
Business
Association
meeting.
So
so
thank
you
to
our
our
Police
Department
on
on
on
making
sure
that
we
are
diverse,
diversifying
our
police
force,
I
I
did
have
a
question.
G
The
recommendation
number
five,
the
I
know
that
it
is
really
important
that
you
know
our
instructors
are
within
the
department,
but
when
it
comes
to
immigration
or
lgbtq
or
other
gender
issues,
I
I
hardly
want
to
just
let
let
you
all
know
that
it's
that
it
is
important
that
we
get
folks
who,
who
are
experts
in
that
field
right
and
I'm,
not
saying
that
our
Police
Department
is
not
an
experts
in
that
field,
but
it
is.
G
It
is
very
important
that
we
have
instructors
from
you
know
our
various
non-profits
or
our
programs,
or
you
know
cbos,
who
are
doing
this
training
and
by
the
way
before
I
became
council
member
I
know
that
I
sat
in
I
sat
on
the
I
sat
on
the
lgbtq
panel
that
that
are
there's
a
Chuck
Lieutenant
Chuck
is
his
name.
Chuck
I
forget
his
last
name,
anyways,
the
the
the
the
the
lieutenant
who
ran
that
training
right
had
it
at
Billy,
defrank
Hill.
There
you
go
Chuck
Hill.
G
Yes,
yeah
he's
gonna
kill
me
for
not
remembering
his
name,
but
Lieutenant
Chuck
Hill
ran,
but
it
you
know
he
did
have
not
only
folks
from
the
department
but
other
folks
from
from
our
various
nonprofits
who
dealt
with
you,
know,
lgbtq
issues
so
so
I
I
know
that
it's
important,
but
you
know
we
can't.
We
can't
you
know,
move
away
from
having
some
experts
who
who
know
you
know
what
they're
doing
so.
G
I
know
I
had
another
one
and
if
it
comes
up,
I
will
ask
it,
but
other
than
that
motion
to
accept
item
D2.
Second,.
N
Thank
you.
Thank
you
for
the
report
and
responses
to
this
and
I
know.
It
was
mentioned
that
this
is
going
to
close
out
a
previous
request.
N
I
was
just
wondering
if
there
are
sort
of
ongoing
review
of
the
outcomes
of
these
recommendations.
Are
they
going
to
be
continued
on
in
terms
of
how
do
you
measure
them
and
move
it
forward?.
M
Yes,
we
will
continue
to
review
them
and
we're
working
them
out
with
sulma
in
her
office
and
continue
to
look
at
Best,
Practices
and
and
look
at
our
the
progress
we've
made.
N
I
know
that
this
was
done
at
a
previous
time
with
previous
selection
process
and
what
have
you,
but
as
we
move
forward,
I,
would
hope
that
we
look
at
it
a
little
bit
differently.
I
know
that
I
personally
attended
a
women
in
law
enforcement
and
I
know
that
we've
come
a
long
ways
in
terms
of
bringing
women
into
law
enforcement.
N
I
was
really
impressed
with
all
of
the
opportunities
that
were
out
there,
but
I
also
feel
that
we're
still
at
that
I
think
what
11
or
12
percent
somewhere
around
there
in
terms
of
those
who
are
representative
of
the
law
enforcement
community
in
in
San
Jose.
N
So
we
have
a
lot
more
to
go,
and
you
know
I
would
really
recommend
and,
as
part
of
the
motion,
I
would
ask
to
ask
staff
to
take
a
look
at
initiatives
like
the
30
percent
by
30,
which
really
targets
a
way
in
which
we
can
measure
that
we're
moving
towards
a
goal
and
the
30
percent
by
30
is
is
at
least
something
that's
being
done
throughout
the
nation
to
try
to
get
more
women.
Not
just
you
know,
thinking
of
sworn
officers,
but
involved
in
law
enforcement
and
I.
N
B
You
so
so
just
to
clarify,
so
it
would
be
to
include
this
in
the
motion
for
for
the
police
department
or.
N
I
I
I
would
I
would
ask
that
the
report
the
approve
the
police
department's
response
to
the
report
and
take
a
look
at
initiatives
such
as
thirty
percent
by
30
as
a
possibility
to
help
in
a
gender
equity.
Q
To
just
speak
in
a
little
bit
more
detail
to
recommendation
11.
where
we
disagreed
and
I
think
we
had.
You
know
where
the
report
calls
out,
increase
the
Recruitment
and
selection
efforts
and
that's
what
the
slide
says.
I
think,
there's
more
specific
language
within
the
report.
I
did
want
to
make
sure
that
the
committee
knew
that
we're
much
more
targeted
Pacific
on
the
recruitment
piece,
not
the
selection,
because
there
there's
a
whole
host
of
things
there.
Q
Of
different
fronts,
which
we're
allowed
to
do
so
I
think
maybe
that
got
lost
a
little
bit
here.
I
think
the
part
we
disagree
with
is
really
a
selection,
but
we're
happy
to
look
at
the
30
by
30
initiative
and
I
know.
The
deputy
chief
Randall
is
out
today,
but
next
time.
This
comes
forward
happy
to
have
her
here
too,
and
speak
to
some
of
the
specifics
or
have
her
follow
up
with
you.
Vice
mayor
yeah,.
N
I
actually
was
so
impressed
during
the
the
session
that
was
held
that
I
thought.
You
know
this
is
a
really
good
thing
that
we
ought
to
broadcast
so
that
more
people
know
about
it.
I
think
people
just
don't
know
and
to
hear
from
those
experienced
individuals
on
the
panel
who
balance
being
in
law
enforcement
as
well
as
their
family
obligations,
was
really
great.
B
Okay,
thank
you
and
that
was
accepted
in
the
motion,
so
we'll
go
to
council
member
batra.
Please.
C
C
You
know
that
now,
from
the
time
I
came
on
board
I've
been
trying
to
make
sure
that
our
police
force
is
seen
as
an
active
member
of
the
resident
and
they
are
not
they
and
us
it's
all
of
us
together,
because
the
that
kind
builds
the
trust,
cooperation
and
increases
our
potential
for
being
safe
because
the
neighbors
know
what
we
are
looking
at.
The
people
who
are
coming
in
to
watch
for
us
know
for
that.
C
So
the
more
involvement
of
the
police
force
in
terms
of
what
you've
been
doing,
conducting
those
crime,
prevention
courses
or
dialogues
having
come
into
the
community
events
when
they
are
happening,
the
Viva
parks
and
other
things.
A
senior
officer
so
I
appreciate
that
effort
and
your
focus
on
it,
because
this
is
probably
the
a
easiest
way
for
us
to
make
our
society
safer
and
trusted.
So
I
and
I
see
that
you
have
a
Target
completion
date
of
January
2024,
but
that's
for
the
plan.
M
You
think
of
your
question:
yes,
that's
just
going
to
be
putting
it
in
place
that
entails
hiring
a
non-sworn
community
engagement
consultant.
It
involves
Outreach
to
the
community
itself
and
involving
them
in
in
creating
the
plan.
Then,
of
course,
once
we
do
that
it'll,
hopefully
continue
on.
C
K
In
recent
years,
we
have
lost
more
position,
not
filled
by
female
firefighter
or
police
officer
and
I
I'm.
Looking
forward
to
to
see
the
the
number
increase,
not
only
that
to
represent
the
the
community
and
the
ethnicity
that
we
have
here
in
city
of
San
Jose,
so.
M
Actually,
the
recruiting
unit
is,
is
here
and
they're
going
to
be
speaking
to
that
in
depth.
So
I
can
just
kind
of
give
you
a.
M
Little
a
few
little
boiler
points
I
know
that
they're
attending
virtually
every
cultural
event
in
the
city.
Anything,
that's
that's
attended
by
people
from
from
other
cultures
and
they're
being
very
visible
out
there
and
we're
putting
uniformed
officers
there.
We're
also
infiltrating
different
malls
and
and
shopping
centers
in
different
parts
of
of
the
City,
where
our
demographics
are
reaching
out
to
particular
people.
B
Thank
you
for
that
I
think.
So
we
have
a
motion
a
second
we
can
vote.
Please
and
thank
you
all
I
suspect
Sergeant
Hamlin.
You
may
hang
around
a
little
bit,
but
but
thank
you
Zuma
appreciate
it
in
that
passes.
Four
to
one
I
think
Mr
batra
is
in
the
back
somewhere.
If
you
can
hear
us,
you
can
make
his
way
forward,
but
we'll
move
on
to
item
D3,
which
is
Police,
Department,
Recruitment
and
hire
and
activity
annual
report.
M
Yes,
sorry
assistant,
Chief
Joseph
was
not
able
to
attend
Captain
trayer
with
Bureau
of
administrations
here,
Captain
treyar
welcome.
Thank.
B
Clerk
can
we
put
Mr
batra
down
as
a
yes
on
that
other
item
yeah.
Thank
you.
R
Good
afternoon
it's
chairperson
community
members
and
members
of
the
public,
my
name
is
Mike
Bowie
I'm,
a
lieutenant
with
the
San
Jose
police
department's
recruiting
unit
and
with
me
is
Captain
sharer
with
our
Bureau
Administration.
R
R
Law
enforcement
agencies
across
the
country
is
having
similar
recruiting
issues,
and
part
of
this
is
because
of
the
the
social
and
political
climate
and
being
portrayed.
You
know,
officers
occupation
as
being
less
desirable,
also
we're
seeing
competitions
from
other
agencies.
We
recruit
around
the
area
and
before
you
would
see
one
or
two
different
agencies
now
you're,
seeing
dozens
of
agencies
in
the
same
smaller
applicant
pool
trying
to
get
the
same
people.
We
are
we're
seeing
retirement
eligibility
a
lot
of
officers
around
the
nation
as
soon
as
they're
eligible
for
retirement.
R
R
Focusing
our
recruiting
efforts:
we
go
to
College
and
Career
Fairs
community
events,
military
bases,
unaffiliated
academies.
We
have
an
online
presence
and
our
text
messaging
application.
I'll
talk
more
about
that
later.
So
for
colleges
and
universities.
Last
fiscal
year
we
attended
48
presentations,
we
did
133
community
events
and
job
fairs.
R
R
R
Are
advertisings
recruited,
our
vendor
is
civilian
Inc
and
they
use
the
digital
media
versus
the
traditional
media.
Digital
media
is
wider,
reaching
more
cost
effective,
caters
to
a
tech
savvy
audience,
and
we
have
the
ability
to
have
them
flood
geographical
areas
to
help
us
recruit.
Certain
events.
R
R
R
And
our
interview
now,
that's
our
text
based
application.
We
use
we've
noticed
a
lot
of
younger
applicants.
They
don't
like
to
read
email,
it's
it's
texting,
so
we
have
a
recruiting
officer,
literally
texting
all
hours
with
the
recruits
or
applicants
and
just
answering
any
questions
that
they
have
and
the
company
was
so
impressed
with
what
this
recruiter
was
doing.
He
actually
came
down
and
visited
the
police
department
to
see
all
the
different
things
that
we
were
doing.
So
it's
a
very
good
tool
for
us.
R
And
this
is
a
picture
of
our
Wednesday
night
Fitness,
so
this
was
designed
in
April
2020
and
it
was
to
help
female
applicants
build
strength
to
pass
the
Physical
Agility
and
going
to
the
academy,
but
we're
all
inclusive.
So
we
welcome
everybody.
So
this
was
a
picture
from
a
couple
weeks
ago,
and
yesterday
we
had
our
fitness
series.
We
had.
We
have
it's.
Every
Wednesday
had
a
substation.
Two
applicants
came
up
to
me.
R
One
said
I'm
going
to
need
to
tell
the
other
ANC
I'm
applying
for
that
I
that
I'm
dropping
out
of
the
process.
I'm
staying
with
San
Jose,
another
applicant
told
me
he
went
on
a
ride
along
with
another
Bay
Area
Agency
and
because
of
the
camaraderie
they
build.
He
senses
the
sense
of
family
that
we
have
he's
like
I'm
staying
with
San
Jose
I'm
not
going
to
apply
with
the
other
agency.
So
it's
a
really
good
event.
For,
for
us
and
last
fiscal
year
we
hosted
52
of
these
sessions.
R
R
So
for
diversity,
we
focus
on
schools
within
the
Bay
Area,
who
have
a
high
diverse
population,
San
Jose,
State,
CSU,
Bakersfield,
Chico,
Fresno
Monterey,
and
we
conducted
48
presentations
at
colleges
during
the
last
fiscal
year
and
we
also
hosted
a
woman
and
law
enforcement
event
that
was
open
to
everybody.
I
know
vice
mayor
can
make
attended
and
we
plan
on
doing
that,
maybe
two
or
three
times
a
year
as
soon
as
we
posted
it
on
our
website
and
our
civilian
posted
it.
R
R
R
So
in
February
of
2021
pispus
committee
asked
the
department
to
continue
to
provide
stats
on
demographics.
R
And
in
May
of
2023
our
department
had
1776
1076
personnel
and
that's
13
female
and
87
male
and
the
breakdown
of
ethnicities
are
Asians.
13
percent
black
or
African-American
is
three
percent
native
Hawaiian
or
Pacific.
Islander
is
one
percent
Hispanic
or
Latinos
22
percent
white
is
35,
American,
Indian
or
Alaska
native
is
one
percent
and
27
decline
not
to
state.
R
B
There
are
some
we're
going
to
go
to
public
comment.
First,
see
if
there's
anyone.
F
Hi
player
Beekman
here.
Thank
you
for
this
item.
We
have
a
similar
item
to
this
on
retention
issues
of
recruitment
coming
up
today,
I
just
wanted
to
quickly
comment.
Thank
you
for
the
previous
item.
I
wasn't
there
for
it,
but
I
I
would
like
to
definitely
review
it.
It
seems
hopeful
thing.
Good
luck
with
that
item
with
the
future
of
recruitment.
F
You
know
you
are
starting
a
really
important
recruitment
drive
around
the
time
of
the
fentanyl
issues
with
the
sjpoa
officer
that
had
to
kind
of
be
curtailed
to
me,
it
made
clear
that
you
have
to
learn
to
recruit
with
the
concepts
of
talking
about
reimagine
and
talking
about
Health
and
Human
Services.
You
know
real
accountable
practices
to
develop
a
whole
Community
process.
You
have
to
learn
to
include
that
in
your
recruitment
process
in
the
future.
F
Good
luck
on
those
efforts
we
have
to
be
sensitive
to
to
to
what
we
can
be
building
for
our
future
and
good
luck
in
how
you
can
do
that.
Thank
you.
G
Great,
thank
you
thank
you
for
that
presentation,
so
obviously
we're
all
you're
all
trying
your
best
to
to
diversify
our
our
police
department
and
and
thank
you
so
much
to
vice
mayor
Comey,
for
for
the
previous
motion
and
so
we're.
You
know,
there's
room
for
improvements
right,
and
you
know
we're
all
working
as
a
city
to
to
make
sure
that
that
that
we're
improving
and
diversifying
our
our
Police
Department.
So
I'm
not
gonna
harp
too
much
on
on
the
numbers.
But
it
is,
you
know.
Unfortunately
it
is.
G
Department
is
still
13
women
identified,
so
I
think
we
need
to
get
better
at
that
and
I
know
that
we
are,
and
so
our
previous
presentation
proved
that
right
and
as
well
as
I
think
that
we
need
to
make
sure
that,
as
our
Asian
population
continues
to
grow
in
our
city
of
San
Jose,
that
are
that
our
department,
demographics,
also
increases
right
and
so
13
of
our
police
forces
is
Asian
and
our
overall
population
in
the
city
of
San
Jose
is
37,
and
so
we
we
need
to
make
sure
that
we
continue
to
to.
G
You
know
be
either
at
the
these
community
events
or
ethnic
media.
I
know
that
our
Vietnamese
and
our
Chinese
community
and
our
Indian
Community
have
their
own
have
their
own
local.
You
know
news
organizations
because
I
see
them
at
all
the
press
conferences
all
the
time.
So
it's
you
know
very
important.
G
I
have
three
questions.
I
think
I'll
leave
the
the
most
controversial
question
that
I
have
last,
but
I
think
the
first
one
is:
has
our
retention
rate
gone
any
better
I
know
that
before
I
left
the
city
we
had
a
retention
rate
with
our
police
department.
Has
that
gone
any
better
at
all?
G
R
Normally
it's
25
25
27,
but
we
are
seeing
younger
officers
leaving
not
just
for
the
law
enforcement
other
agencies,
but
just
the
career
change
altogether.
G
Okay,
all
right
and
and
so
I
think
we
all
as
a
city
need
to
make
sure
that
we
we
you
know,
continue
to
make
sure
that
you
know
folks
stay
here
right
and
so
that's
that's,
that's
increa,
incredibly
important
right.
G
The
other
one
I
think
this
is
my
last.
My
last
question
was
because
it
was
a
little
bit
concerning
and
I'm
going
back
to
my
notes.
I
do
see
that
we
we
exceeded
a
lot
of
our
overtime
for
the
recruitment.
I
know
only
370
000
was
you
know
was
was
the
explicit
number,
but
we
we
shelled
over
800
000
of
police
officer
overtime
for
recruitment.
Is
there
a
reason?
Maybe
a
non-sworn
or
somebody
from
HR
doesn't
do
it
when
we
know
that
we're
exceeding
our
our
budgeted
amount.
R
A
majority
of
the
overtime
ex
overage
was
Oak
Ridge
Mall
that
opened
up
in
November
of
2023,
so
we
staffed
it
three
days
a
week
for
two
officers
minimum,
and
that
alone
was
almost
almost
300
000
in
overtime,
which
we
didn't
expect
because
we
didn't.
We
didn't
know
that
mall
was
going
to
open
up
that
has
since
closed,
but
the
recruiting
only
has
two
officers
and
there's
events
everywhere.
R
G
That
that
I
get
but
but
my
specific
question
was
and
I
don't
know
if
Lee
wants
to
champion,
because
you
touched
your
microphone
but
I.
You
know
I
in
this
in
this
time
of,
in
this
time
of
age,
where
our
neighborhood
association
and
Business
Association
leaders
want
to
see
more
police
officers
out
in
the
street,
I
know
how
important
recruitment
is
Right
super
important,
but
also
you
know
folks
folks
want
to
see
us
out
on
our
street
right,
protecting
from
protecting
them
from
a
crime
right.
Q
Q
They
assist
quite
a
bit
and
are
always
in
conversations
with
the
recruitment
unit
on
ways
to
streamline
I
know:
we've
been
working
on
backgrounding
and
fingerprinting
projects
that
are
fairly
complex
with
HR
I
will
say:
I
think
some
of
the
overtime
there
was
due
to
a
vacancy
within
the
recruitment
unit,
but
it's
also
the
priority
that
Jennifer
has
set
for
the
police
department
and
that
the
chief
has
has
kept
on,
and
so
we
do
have
vacancies
throughout
the
department.
Q
We
backfilled
those
vacancies
with
the
dollars
saved
through
those
vacancies
and
put
overtime
out
on
the
street
to
deal
with
the
public
safety
issue,
but
because
this
has
been
a
priority.
We've
allotted
overtime
to
the
recruitment
unit
as
well,
and
so
as
we
continue
to
do
that,
we
can
definitely
look
at
Staffing
models.
But
it's
not
that
there's
like
an
ongoing
pot
of
money
that
we're
not
using
to
put
recruitment
we're
taking
that
ongoing
savings
from
the
vacancies
and
giving
it
to
the
recruiting
unit,
because
we're
trying
to
decrease
on
those
vacancies.
Well,.
G
Then
it
doesn't
even
compare
to
what's
happening
now
right,
and
so
we
just
just
got
to
make
sure
that
we
we
are,
you
know
doing
it
right
and
and
and
I
know,
I
just
showed
I
showed
Lee,
but
I
think
if
we
continue
to
do
this
right
right,
we're
gonna
get
more
folks
to
be
police
officers
because,
yes,
I
know
again,
I
don't
want
to
harp
on
the
on
the
the
political
climate
of
being
a
a
police
officer.
G
But
all
of
us
working
together
to
rebuild
the
trust
of
our
communities
is,
is
super
important
and
hopefully,
one
day
we
can
get
to
those
10
000.
You
know
that's
a
wow.
The
number
is
staggering,
like
10
000
in
2017,
to
only
2
500
just
last
year
is
is
really
concerning
and
staggering,
but
you
know
it's
going
to
take
all
of
us
to
to
help
out
so
and
with
that
I
motion
to
support
item
D3.
G
N
Thank
you
so
much,
and
and
thank
you
for
all
the
work
that
you're
doing
I
was
so
impressed
with
the
Wednesday
night.
Fitness
I
challenged
my
colleagues
to
go
out
there.
I
know
that
I
couldn't
do
it
I
just
couldn't
do
it.
You
know,
but,
but
certainly
it's
it's
very
impressive-
that
that
you
would
create
something
to
kind
of
like
prepare
those
who
may
be
interested
for
the
physical
fitness
challenges.
N
One
of
the
things
that
that
sort
of
occurred
to
me
in
terms
of
what
made
me
feel
so
excited
about
law
enforcement
and
your
whole
program
of
women
in
law
enforcement
was
their
stories.
N
How
is
it
that
each
one
of
them
were
able
to
get
a
really
good
job,
great
benefits
and
balance
the
challenges
of
working
in
law
enforcement
and
their
family
I?
Think
that's
gold?
Maybe
it's
Platinum
I
think
you
should
have
those
stories
front
and
center
and
let
people
know
how
did
they
get
there?
What
did
they
do?
What
has
been
their
experience?
How
long
have
they
been
there?
What
departments
they
have
gone
through
because
it's
so
impressive
that
that
alone
will
bring
more
interest
in
your
recruitment
process.
N
So
I
was
very
very
impressed
if
I
were
younger
I'd
be
there,
but
I
really
I
really
think
that
it's
something
that
can
be
used-
and
you
know
I-
would
encourage
you
to
even
I
mean
if
they're
willing
to
to
be
recorded
or
talk
about
it
or
whatever.
You
know
your
front
page
on
recruitment
should
be.
N
You
know
so
I
think
I
think
that
is
a
a
secret
and
I
think
that
that
secret
should
go
out
so
I
would
I
would
suggest
if
you're
able
to
and
and
they're
willing
to
tell
their
story
to
to
use
that,
because
I
think
that
those
who
are
considering
it's
a
really
hard
job.
But
it's
a
tremendously
rewarding
job
and
I
think
that
a
lot
of
people
are
not
sure
can
I
do
this?
Can
I
not
do
this?
N
How
is
it
very
very
few,
other
jobs
have
as
many
ladders
career
ladders
that
you
have
and
it
was
very
clearly
displayed
at
the
at
the
session,
but
I
think
that
people
just
don't
know
about
it
and
I.
Think
you
should.
You
should
really
I
mean.
Hopefully
you
can
take
that
and
work
with
that
and
you
know
sort
of
like
push
it
out
social
media
or
to
be
able
to
push
out
on
your
website.
I.
N
R
B
Thank
you
for
that.
We're
going
to
go
to
council
member
batra.
C
But
I
see
your
projection
for
23.24
101
sworn
officers
are
projected
to
be
retiring.
Okay
and
assuming
that
number
does
retire.
C
C
R
Though
back
when
Captain
sharer
got
hired,
they
we
had
Academy
classes
of
60,
65
70,
so
we're
seeing
those
officers
eligible
retire.
So
that's
why
we
can
project
these
big
numbers
because
they
had
big
Academy
classes.
But
what
I
see
is
we're
progressing
forward
and
for
February
of
2024.
We
have
71
applicants
currently
in
the
background
process,
so
I'm
hoping
hoping
to
have
50
45
to
50
for
February
and
we're
just
seeing
a
progression
upward
right
now,
so
hopefully
in
June,
we'll
have
more
on
that,
but
I
hope
to
fill
those
101
vacancies.
S
Council,
member
batra,
thank
you
for
that
question.
I
think
he
just
called
me
old
for
the
record,
but
the
but
the
reality
is,
is
that
number
always
is
every
year
is
a
very
big
number
like
101.
That's
the
possible
people
who
are
eligible
for
retirement
right,
so
that
number
hopefully
doesn't
come
to
fruition
to
be
that
number,
but
I
will
agree
with
Lieutenant
Bowie,
as
in
that
we
are
trending
up.
C
So
we'll
be,
it
looks
like
two
things,
one
that
101
is
not
likely
to
get
exercise.
They
are
eligible
for
retirement,
but
not
everybody
who's
eligible
exercises
that
right
immediately.
So
that's
a
good
thing
and
the
secondly
you're
saying
that
our
recruitment
efforts,
which
you
described
before
they
seem
to
be
in
a
moving
in
a
direction
where
we're
going
to
be
able
to
recruit
and
train
enough
to
bring
them
into
the
field.
So
we
may
not,
we
most
likely
won't
see.
This
scenario
actually
happen.
Okay,
yes,.
S
C
K
K
I
know
the
within
the
Asian
Community.
There's
this
big
misnomer
that
police
are
bad,
there's
a
lot
of
bribery
and
so
on
and
which
is
not
true.
I
think
this
is
I.
Think
the
police
department
hasn't
really
done
a
great
job
on
on
public
advertisement
and
changing
the
public
perception
if
you
will
and
so
there's
a
lot
of.
K
Asian
out
there
that
want
to
become
police
officer,
but
the
parents
tell
them
that's
not
a
good
thing,
because
what
what
happened
over
another
country,
it
doesn't
happen
here.
We're
so
I!
Think
I
wonder
how
do
you
go
about
to
overcome
that.
R
I
was
actually
scared
to
tell
my
parents
too.
So
I
was
going
to
San
Jose
State
I
was
doing
engineering.
What
they
wanted
me
to
do,
and
I
was
really
close
to
graduation
and
I'm
like
I.
Don't
want
to
do
that,
but
I
graduated
though
I
joined
the
police
department
and
I
didn't
tell
them
they
found
out,
because
the
background
called
my
house
and
I
was
scared,
but
they
could
not
have
been
more
proud
of
me
and
they're
still
really
proud
and
I
love
telling
that
story.
R
I
love
going
to
San
Jose
State,
my
alma
mater
and
telling
that
story
just
because
the
perception,
a
police
officer
back
in
in
your
home
country,
is
this
way.
It's
not
like
this
anymore
and
I'll.
Tell
you.
I
was
scared
to
tell
my
parents,
and
this
is
really
different
than
what
the
parents
know.
So.
I
love
going
to
recruiting
events
and
telling
the
story
and.
S
R
S
Can
add
to
that,
the
the
recruiting
team
is
phenomenal
at
mentorship,
which
I
didn't
get
when
I
got
hired
here
when
they
were
still
carving
things
in
stone,
but
the
the
mentorship
now
is
real,
where
they
are
at
times
hand-holding
people
to
go
through
the
whole
process
of
every
of
every
race.
Every
ethnicity
and
I
think
that
is
important
because
we
have
like
the
different.
We
have
families
come
in
and
talk
to
us
about.
Well,
what
are
you?
What
are
you
going
to
put
my
kid
through?
S
How
safe
is
this
for
my
child
and
the
team
I
think
does
a
phenomenal
job
at
just
educating
the
community
at
what
a
beautiful
service
job?
This
really
is,
as
you
know,
with
your
prior
job
council,
member
and
I
I
can't
give
them
enough
kudos
for
what
they're
doing.
K
Well,
thank
you.
Captain
boy,
I
I
sympathize
with
you
on
that
guy
went
through
the
similar
thing.
My
parents
might
become
a
doctor
because
I
was
good
in
medical
and
I
decided
to
become
a
firefighter
and
and
not
a
day.
Go
by
that
I.
Don't
think
about
it
and
I,
never
ever
regret
it,
and
even
them
sitting
right
here,
I
still
missing,
you
know
being
a
firefighter.
K
K
out
of
I,
think
out
of
40
right
or
something
like
that,
but
I'm,
hoping
that
we
can
I.
Think
all
of
the
city
council
and
the
mayor
and
our
citizen
agree
on
the
fact
that
we
need
more
police
officer
and,
at
the
rate,
we're
going.
It's
going
to
take
us
years
to
build
the
police
department
up
to
1500
and
the
the
the.
E
R
I'll
answer
that
in
those
questions
and
we'll
go
back
to
your
previous
question,
so
we
actually
just
implemented
a
a
meeting,
a
zoom
meeting
for
applicants
and
their
spouses
and
their
families
to
ask
us
questions
because
we
went
to
a
recruiting
event
in
USC
down
south
and
some
of
the
questions
were
like
well,
my
wife,
she's
kind
of
wondering
like
what's
the
process
and
all
that
and
they
kind
of
clicked
and
the
recruiter's
head
like
we'll,
do
Zoom
info
sessions
answer
any
questions
they
have.
So
that's
that's
to
answer
that
previous
question.
R
This
question:
it's
not
they
didn't.
The
last
class
was
13.
They
started
with
19..
We
have.
Our
academies
are
slated
for
a
maximum
of
60.,
so
we
haven't
reached
that
in
I.
Don't
even
know
when
we
had
60
last
time,
but
it's
not
like
we're.
Capping
it
at
a
certain
amount,
we're
just
not
getting
qualified
candidates
to
even
reach.
That
number.
K
B
B
B
And
I
would
say
that
we,
we
still
have
three
items
to
go
so
if
anyone's
interested
in
zipping
through
their
presentations-
or
you
know,
feel
free
to
do
so,
because
it's
presumed
that
we
all
read
the
information.
Thank
you.
O
O
This
slide
compares
the
total
number
of
open
claims
through
the
end
of
the
past
two
fiscal
years.
Through
the
end
of
June
30th
2023,
there
was
a
total
of
2491
open
claims
compared
to
2575
open
claims
through
the
end
of
June
30th
2022.
This
accounted
for
an
approximate
four
percent
decrease
year
over
year.
O
This
next
slide
reflects
the
total
workers
compensation
costs
for
fiscal
year,
2223,
which
totaled
22
million
eight
hundred
nine
thousand
one
hundred
forty
five
fire
and
police
cost
combined
was
approximately
18.3
million
or
80
percent
of
the
total
workers
comp
costs.
The
division
came
under
the
adopted
budget
of
23
million
507
500
by
698
355
dollars.
O
This
slide
represents
the
general
fund
workers,
compensation
settlements
in
fiscal
year,
2223
by
department
and
costs.
The
majority
of
settlements
and
costs
occurred
in
both
fire
and
police
fire
ahead
over
700
000
in
settlements,
while
police
had
approximately
1.2
million
dollars
in
settlements,
the
total
cost
of
all
settlements
was
two
million
four
hundred
twenty
eight
thousand
seventy
three
dollars
workers,
comp
settlements,
include
compromise
and
release
or
CNR
settlements
and
stipulations
with
requests
for
award
or
stip
settlements.
O
O
This
next
slide
provides
an
overview
of
Intercare
Staffing
and
the
ratio
of
assigned
claims
to
staff.
As
of
June
30th
2023
intercure
had
10
senior
claims
adjusters
on
our
account
handling
1
363
claims
for
an
average
of
136.3
cases
per
examiner.
They
also
had
four
future
medical
Medical
Only
examiners
handling
1128
claims
for
an
average
of
258
cases
per
Examiner
in
Intercare,
as
well
within
industry
standards
for
the
caseload
of
their
examiners.
O
This
slide
represents
the
performance
measures
for
our
TPA
third
party
administrator
inner
cure
on
an
annual
basis.
We
evaluate
inner
Care's
Performance
Based
on
the
following
adjuster
technical
audit.
There
are
two
categories:
quality
performance
and
state
compliance
performance
in
which
in
which
each
adjuster
is
evaluated.
The
overall
audit
score
reflected
no
significant
change
over
the
prior
fiscal
year,
97.4
percent
in
2223
versus
97.5
percent
in
fiscal
year.
2122,
an
audit
score
between
90
and
100
percent,
is
considered
an
exceeds
expectations
and
is
the
achievable
passing
score
for
inner
care.
O
This
slide
identifies
several
of
the
division's
workers,
compensation
programs,
claims,
reviews
with
the
city's
larger
departments
and
inner
care,
continue
on
a
monthly
and
quarterly
basis,
and
have
proven
to
Be
an
Effective,
effective
communication
and
collaboration
Forum
to
assist
employees
and
return
to
work
and
move
claims
toward
resolution.
Quarterly
workers,
comp
liaison's
meetings
have
been
ongoing
and
the
purpose
of
these
meetings
are
to
provide
guidance
on
workers
comp
best
practices
to
our
departmental
workers,
comp
Liaisons,
to
ensure
a
positive
employee
experience
and
ensure
employees
receive
timely
benefits
and
Medical
Care.
O
O
The
purpose
of
the
workers
comp
101
super
supervisor
training
is
to
help
supervisors
and
managers
understand
their
role
and
responsibility
in
reporting
claims
to
Inner
care
in
helping
to
facilitate
benefits
and
return
to
work
for
our
injured
employees.
This
past
fiscal
year,
inner
care
and
the
division
completed
virtual
workers,
compensation,
one-on-one
supervisor,
training
for
all
of
our
workers,
comp
Liaisons
for
ESD,
for
the
airport,
for
prns
and
for
Public
Works
and
the
last
bullet
point
firefighter
and
Police
Fast
Lane
programs.
O
These
continue
to
Be
an
Effective
program
which
pre-approves
doctors
at
Kaiser
to
conduct
all
relevant
diagnostic
testing
when
warranted
to
be
able
to
provide
physical
therapy
and
acupuncture
and
perform
surgeries
which
help
to
expedite
treatment
and
recovery
and
return
to
work
for
our
firefighters
and
police
officers
by
bypassing
utilization
review,
or
you
are
approval
process
at
inner
care.
A
total
of
68
firefighters
and
101
police
officers
utilize.
The
fast
lane
program
this
past
fiscal
year.
O
In
the
closing,
slides,
I'll
provide
an
update
on
our
safety
management
system
and
health
and
safety
programs.
Sms
or
safety
management
system
is
a
structured
process
in
which
safety
is
managed
to
ensure
risks
are
identified
and
mitigated
and
compliance
programs
policies.
Trainings
are
in
place
to
reduce
accidents
or
injuries
and
their
Associated
costs.
It
also
involves
management,
commitment
and
employee
engagement.
O
This
slide
highlights
several
of
our
safety
and
health
and
wellness
programs.
Regarding
the
first
bullet
point
safety
officers,
the
city
manager's
office
authorized
the
restructure
of
the
division
to
have
safety
officers
representing
various
departments
throughout
the
city,
to
have
a
dual
reporting
relationship
with
the
department
and
the
division.
This
restructure
provides
the
division
with
increased
Authority
and
responsibility
over
City
departments
to
further
develop
and
Implement
a
more
robust,
comprehensive
and
consistent
Safety
Management
System.
O
Regarding
the
second
bullet
point,
the
division
developed
a
safety
scoreboard
that
includes
departmental
incidents
or
statistics
like
frequency
and
severity,
Trend
analysis
and
workers
compensation
costs.
These
departmental
metrics
helped
to
set
meaningful
goals
and
safety
Improvement
plans.
The
purpose
of
the
scoreboard,
which
will
be
distributed
this
fiscal
year
to
management,
will
be
on
a
quarterly
basis
and
again
it's
to
highlight
the
performance
of
the
city's
larger
departments
against
the
prior
fiscal
year.
O
Regarding
the
next
bullet
point
Citywide
safety
committee
meetings,
the
division
will
convene
a
city-wide
Safety
Committee,
comprised
of
representatives
from
each
department
in
fiscal
year
2324.
The
goal
of
this
committee
is
to
ensure
departments
are
aligned
on
the
implementation
of
a
city-wide
safety
policies
and
programs
and
provide
a
forum
to
describe
discuss,
Broad
Safety
program
updates,
best
practices
and
opportunities
for
improvement.
O
The
city's
ergonomic
program.
The
fourth
bullet
point,
continues
to
evolve
with
the
goal
of
improving
employee,
Education
and
Training,
thereby
reducing
repetitive
motion
injuries.
The
division
is
currently
evaluating
online
workstation
ergonomics
training
from
different
vendors
to
offer
to
All
City
computer
users.
In
addition,
ergonomic
evaluations
of
employees
workstations
continue
to
be
completed
by
the
division
by
Department
trained
evaluators,
as
well
as
by
a
third
party
ergonomists.
O
Regarding
the
last
bullet
item
Wellness,
throughout
the
last
fiscal
year,
HR
has
launched
several
successful
Wellness
campaigns,
including
summertime
walktober
and
Ola
physical
fitness
challenges.
These
campaigns
promoted
physical
activity
and
overall
well-being,
with
more
than
800
employees
participating
in
each
campaign
in
May
of
2023
HR,
hosted
an
in-person
health
and
wellness
Fair,
which
Drew
participation
from
over
750
employees.
The
fair
offered
Chiropractic
adjustments,
non-metabolic
screenings,
nutritional
samples
and
access
to
multiple
Wellness
Resources
to
prioritize
emotional
health,
HR
transition
to
a
new
EAP
employee
assistance
program
provider
concern
in
January
of
2023.
O
Enhanced
EAP
benefits
are
now
offered,
including
life
coaching,
a
digital
platform,
an
expanded
network
of
provider
in
specialty
programs.
For
first
result,
First
Responders,
resulting
in
higher
utilization
compared
to
the
previous
provider.
Hr
also
conducted
workshops
on
stress
management
management
and
hosted
a
meditation
Series
in
November
and
December
of
2022,
with
more
than
350
employees
participating
to
learn
relaxation
techniques.
K
Do
you
have
soft
copy
so
where
a
police
officer
or
firefighter
can
get
on
there
and
understand
the
process
from
a
through
z
to
get
the
the
help
that
they
need
because
I
know
from
previous
past
a
lot
of,
at
least
from
the
fire
department,
a
lot
of
firefighters
get
lost
in
the
system
and
I
just
like
to
to
see.
Do
we
have
anything
new
that
can
help.
O
Yeah,
thank
you
for
that
question,
council
member.
O
So
when
we
rolled
out
the
fast
lane
program
with
the
fire
department
several
years
ago,
we
developed
program
materials
and
we
worked
with
the
department
and
with
the
Union
to
ensure
that
it
was
broadcasted
to
all
employees
and
to
help
them
understand
the
process
and
how
to
go
about
utilizing.
The
fast
lane
program.
The
following
year.
We
rolled
it
out
to
the
police
department
and
I
participated
in
the
video
that
they
now
show
to
police
officers
during
the
academy
to
be
able
to
help
them
understand
how
to
use
the
fast
land
program.
O
O
Sorry
about
that,
thanks
for
that
question
again,
I
would
need
to
confirm
with
the
Department
what
the
current
process
is.
Council
member
but
again
there
are
program
materials
on
description
and
process.
O
K
You
I
move
for
approval
of
the
what
kind
of
compensation.
B
Can
we
have
a
motion
in
a
second
and
then
I'll
call
on
council
member
batra.
C
B
Okay,
so
we'll
call
for
vote
for
anyone
else.
Raises
her
hand,
can
we
I'm
kidding?
Can
we
vote
please?
Oh
council,
member
Torres
has
a
question
before
we
vote.
Please
please,
please,
please
I
was
joking.
B
T
Good
afternoon,
Jennifer
schembry,
director
of
employee
relations
and
Human
Resources
I,
have
with
mirror
day
Lynn
Lee,
who
is
our
employment
division
manager
and
Randy
Perry,
who
is
our
program
manager
over
Learning
and
Development,
and
I'm
actually
going
to
pass
the
presentation
on
to
them
as
they
manage
the
day-to-day
work
of
the
amazing
teams
that
are
doing,
as
you
can
see
from
the
memo
just
amazing
work
throughout
the
city.
We
also
have
some
of
our
department
Partners
here,
who
have
assisted
and
worked
on
some
of
the
things
we're
going
to
be
talking
about
in
case.
D
D
D
D
At
the
end
of
the
last
fiscal
year,
resignations
decreased
to
align
more
with
the
pre-pandemic
numbers,
Committee
Member
batra.
At
the
last
presentation
you
had
asked
about
separations
by
type
in
addition
to
the
271
voluntary
Nations,
there
were
42
separations
for
cause,
186,
retirements
and
six
others,
which
included
deaths
or
committee
and
board
members
ending
assignments.
So
this
brought
us
to
a
total
of
505
total
separations.
D
In
the
last
fiscal
year,
we
hired
more
externals
than
five
than
the
five
preceding
fiscal
years.
In
addition
to
the
total
budgeted
hires
of
1293,
we
also
hired
1173
employees
into
non-budgeted
positions.
These
included
part-time
unbenefited
positions
such
as
Library
AIDS,
Pages,
Rec
leaders
and
community
service
AIDS,
which
have
a
significant
impact
on
library
and
pureness
Service
delivery
to
the
community.
Filling
these
non-budgeted
positions
take
the
same
effort
and
time
as
budgeted
positions.
D
In
order
to
recruit
qualified
candidates
having
updated
classifications
is
extremely
important.
Our
classification
unit
consists
of
a
program
manager,
one
senior
analyst
and
an
analyst
they
are
tasked
with
leading
and
working
with
departments
and
at
times
Consultants,
to
update
classifications
or
to
write
new
classifications.
D
The
goal
of
the
centralization
pilot
was
to
analyze
how
the
HR
department
can
streamline
ad
support
and
reduce
vacancies
with
direct
reporting
to
HR
employment,
we've
hired
a
program
manager,
two
three
analysts
and
one
staff
specialists
in
April,
and
actually
we
just
hired
our
third
analyst
who's
starting
in
about
a
week.
The
role
of
the
team
is
to
increase
Department's
capacity
by
Leading
recruitments
and
to
provide
increased
Direction
and
guidance
for
recruitment
strategies
in
five
months
time,
which
included
a
training
period.
D
D
U
U
U
All
right
we
continued
in
partnership
with
the
city
manager's
office
of
communications.
We
continued
the
hiring
campaign
from
the
spring,
with
uniform
branding
for
All,
City,
Recruitment
and
hiring
in
addition
to
the
social
media
posts
both
paid
and
unpaid.
We
also
ran
a
radio
advertisement
on
iHeartRadio.
U
U
All
right,
we
introduced
this
study
conducted
by
Deloitte
in
2022
to
demonstrate
that
the
workers,
the
workers
values,
have
shifted
and
I'd
like
to
highlight
how
the
work
that
we're
doing
to
attract
and
retain
public
sector
employees
aligns
with
what
the
research
is
telling
us
about
what
our
Workforce
values
work.
That
works
for
me
highlights
that
our
employees
value
a
culture
of
respect,
inclusion
and
belonging
in
the
workplace.
So
here
at
the
cities,
one
of
the
ways
that
we
are
trying
to
build
that
culture
is
through
rise,
resilience,
inclusion,
support
and
Equity.
U
We
went
through
phase
one
of
our
trauma-informed
care
work
that
included
the
human
resources
department
and
the
office
of
employee
relations,
and
we
just
kicked
off
phase
two
of
that
trauma-informed
care
work
that
includes
three
teams:
one
team
from
the
parks,
recreation
and
Neighborhood
Services,
one
team
from
the
Department
of
Transportation
and
one
team
from
the
San
Jose
Public
Library.
That
will
receive
that
trauma-informed
care
training
over
the
next
several
months.
U
Our
Workforce
also
continues
to
seek
more
agency
and
autonomy
in
their
work,
so
we're
providing
several
professional
development
opportunities
for
those
employees
and
in
the
interest
of
time,
I'll
give
skip
through
that
pretty
quickly
and
the
HR
department
is
also
very
proud
to
host
the
city's
Citywide
mentoring
program,
where
we
partner
one
mentee,
with
a
mentor
in
a
in
a
different
department
that
they
do
not
work
in
many
of
your
staff.
Members
in
your
Council
offices
are
participating
this
year.
U
I
was
very
excited
to
see
that
they
just
kicked
off
that
program
in
the
next
door
in
the
Rotunda
and,
unfortunately,
I
couldn't
clone
myself
and
be
in
two
places
at
once.
So
we
had
to
miss
that
kickoff,
but
I'm
sure
that
they
had
a
great
time
and
next
highlighting
a
little
bit
of
work
of
our
pipeline
team.
They
have
been
very
busy.
U
We
are
also
happy
to
report
that
in
June
we
signed
a
university
organization
agreement
with
San
Jose
State
University,
allowing
their
students
to
earn
college
credit
for
internship
experiences
here
at
the
city.
This
agreement
will
allow
any
Department
throughout
the
city
to
provide
valuable
work
experience
in
the
public
sector
for
our
student
neighbors
next
door.
Several
departments
have
already
hired
interns
under
this
agreement
for
this
Academic
Year.
U
So
our
next
steps
is
that
we
will
continue
to
Monitor
and
Report
out
on
the
progress
of
the
centralization
pilot,
continue
hire
the
hiring
campaign
through
December,
targeting
our
hard
to
fill
positions,
we're
going
to
advertise
that
San
Jose
State,
University
organization
agreement
to
our
departments
and
support
them
in
the
development
of
internship
programs.
Throughout
the
city
and
return,
we
also
ask
that
we
can
return
to
the
committee
to
report
updates
twice
per
year
and
with
that
we
will
take
questions.
B
G
Great
no,
no
questions
just
because
I
know
we
still
have
one
more
presentation
just
continue
to
create
a
a
pipeline
from
you
know,
from
our
four-year
and
two-year
institutions
and
other
educational
agencies
into
our
our
Workforce
I.
Think
that's
incredibly
important.
You
know
these
many
of
the
students
at
our
four-year
institutions,
especially
San
Jose,
State
and
San
Jose
City
College
are
first
gen
and
you
know
they
they
they
want
to
come
in
and
work
for
our
city
and
we
shouldn't
just
create
more
layers
and
bureaucracy.
G
K
C
And
I
wanted
the
opportunity
to
be
able
to
do
a
move,
but
council
member
Torres
got
that
so
we'll
leave
it
there
I
I.
Thank
you
for
this
report,
because
this
has
a
lot
of
the
good
stuff
which
we
talked
about
was
part
of
your
plans
and
now
they're
a
reality.
I,
particularly
like
that
you
have
separated
the
information
about
how
the
vacancies
arose,
whether
they
were
added
on
people
or
whether
they
were
retirements
and
others
that
helps
us
Focus,
that
are
we
losing
people
to
other
agencies
and
all
that.
C
C
We
are
trying
to
hire
so
Commendation
for
doing
that
and
the
other
one
which
you
done
is
developed
the
Partnerships,
which
recommended
you
on
before,
with
multiple
Partnerships
for
our
sources
and
that
helps
us
get
those
numbers
which
you
have
increased
already
in
the
last
one
which
we
have
not
talked
about
before.
But
it
became
very
apparent
that
some
of
our
employees,
May
means
few
of
our
employees,
don't
feel
very
valuable,
they're
not
respected.
C
They
are
not
valuable
and
I'm
glad
that
you're
sending
the
message
about
that
San
Jose
values
its
implies,
and
you
have
a
valuable
contribution
to
make
and
I
think
that's
very
good
too,
as
a
tool
for
Recruitment
and
for
retention
and
for
satisfaction
of
the
employees.
So
thank
you
for
making
progress
in
all
of
those
dimensions
and
I
would
see
that
our
goal
of
10
percent
below
vacancy
rate
will
soon
be
accomplished
with
all
the
efforts
you
have
put
in.
So
thank
you
for
all
the
work
you've
done.
B
Thank
you.
We
have
council
member
vice
mayor,
kame,.
N
O
B
B
H
Okay,
thank
you
very
much
and
good
afternoon,
chairman
committee
chair
members
of
the
committee,
I
am
Ray
Reardon,
the
office
of
emergency
management
director,
and
we
and
we
come
to
this
committee
to
report
on
accomplishments
over
the
last
fiscal
year
and
what
our
targets
are
for
the
next
year.
I
do
want
to
note
that
the
success
of
the
Emergency
Management
program
is
related
to
the
hard
work
of
the
Emergency
Management
work,
Group,
which
is
representative
of
all
the
Departments
that
come
together
to
help
us
accomplish
these.
These
goals
and
objectives.
H
H
H
The
interest
of
time
we'll
just
hit
on
one
highlight
area
so
that
we
get
through
this
presentation
a
little
quicker.
So
in
the
area
of
the
city
has
a
plan.
We
completed
an
after
action
report
from
our
response
to
coven,
which
was
quite
lengthy.
It
was
accepted
by
the
council
in
March
and
it
does
identify
areas
of
improvement
in
actions
that
we'll
be
taking
over
the
next
several
years
to
fill
the
gaps
in
response
in
the
area
of
a
call
to
action.
H
We
activated
the
Emergency
Operations
Center
on
December
30th,
proclaimed
a
local
emergency
on
January
3rd
and
deactivated.
The
Emergency
Operations
Center
on
January
16th,
due
to
the
multiple
atmospheric
River
events
that
occurred,
the
city
council,
ratified
that
proclamation
of
alert
local
emergency
on
January
10th
and
that
local
emergency
was
twice
extended
as
we
continue
to
have
issues
with
the
rains
going
through.
We
evacuated
an
unhoused
residence
along
the
Ross
Los
Gatos,
Fisher,
coyote
and
penitentia
creeks
in
the
Guadalupe
River,
because
they
were
threatened
by
the
life-threatening
harm
of
the
sudden
high
flow
during
those
storms.
H
H
In
the
next
area
of
the
public
trust,
the
city
provide
Vital
Information.
Of
course
we
issued
emergency
notifications
during
that
whole
event,
and
that
was
very
successfully
done
using
our
wireless
emergency
alert
system,
as
well
as
our
portable
long-range
acoustical
devices,
to
get
the
word
out
and
then,
with
the
the
fourth
opportunity,
the
optimize
optimization
of
our
response.
Through
technology,
we
did
complete
an
installation
of
137
foot
monopole
with
35
antennas
to
support
30
different
modes
of
communication
in
the
Emergency
Operations
Center.
It
is
truly
a
Marvel.
W
Thank
you
very
much
chair
and
council
members
I'm
just
going
to
go
really
quickly
over
a
few
points.
Looking
forward,
the
first
one
under
city
has
a
plan
we're
going
to
reconvene
the
Emergency
Services
Council
as
needed
to
address
much
of
the
work
that
we're
doing
to
include
ordinance
updates.
Managing
the
disaster
volunteer
disaster
service
worker
program,
which
we
have
several
and
for
overall
plan
approval
under
call
to
action.
We
will
continue
to
deliver
the
the
cert
program,
which
you're
all
aware
of
at
the
pace
that
we
have
been
providing
it.
W
It's
been
very
successful
and
we're
going
to
try
to
keep
up
with
the
demand
because,
as
we
get
out
there,
we're
finding
that
more
and
more
people
want
to
engage
in
it,
so
that
will
continue
under
the
public
trust
the
city
to
provide
Vital
Information.
One
of
the
key
programs
that
we
do
is
to
provide
public
education,
the
area
of
preparedness
on
ver,
a
variety
of
different
community
events,
presentations
and
programs.
W
I
am
not
aware
in
the
last
five
years
that
I've
been
there
here
that
we've
ever
turned
down
a
request
for
that
type
of
information
with
any
group
and
finally
optimized
through
technology.
We're
going
to
continue
our
work
in
completing
the
new
Emergency
Operations
Center
project
to
include
all
of
the
technology
that
Ray
already
mentioned.
It
is
going
to
be
action-packed
and-
and
we
can't
wait
for
you
to
all
come
by
and
take
a
look.
Thank
you.
H
And
with
that,
that's
our
reports,
verbal
report,
you
have
the
written
report
in
front
of
you,
so
this
is
a
recommendation
to
move
forward.
B
F
There's
a
lot
the
words
of
Ray
Reardon,
I
I,
see
him
at
he's
the
representative
of
San
Jose
for
baywasi
federal
meetings.
That's
the
agency
that
funds
our
local
communities,
often
with
technology
and
concerns
and
needs
it
was
a
fairly
good
report.
They
just
had
in
September.
F
You
know
Community
disaster
preparedness,
things
was
pretty
mellow,
it
didn't
have
anything
major
to
report,
so
I'm
getting
a
feeling
that
boy
all
my
worries
the
past
several
years,
a
few
years
now
about
earthquake
in
the
fall
of
23.
It
won't
be
happening,
no
one's
ever
positive
about
these
things,
but
it
really
seems
it's
not
going
to
be
happening
and
that's
good
to
know,
and
as
always,
we
have
to
be
preparing
for
these
things.
There's
a
new
Emergency
Operations
Center
for
San
Jose
opening
up
soon.
F
To
be
aware
of
that,
it
is
important
how
we
can
have
more
accountable
practices,
how
that
can
be
an
accessible
process
for
the
public.
Good
luck
in
those
efforts
and
good
luck
with
making
interoperability.
I
Yes,
personal
from
a
horseshoe
I'd
like
to
know
what
you're
doing
to
give
access
to
Neighborhood
associations.
They
know
their
neighborhoods
davario
and
the
people
in
them
and
what
the
weaknesses
and
strengths
of
their
varios
are.
I
So
what
I'm
looking
for
is
direct
access
lines
of
communication
that
are
specific
to
the
neighborhood
associations
in
the
event
of
a
disaster,
because
it's
not
going
to
be
a
question
of
when
if
but
when
and
so
I
think,
the
more
that
you
prepare
the
neighborhood
associations.
I
Specifically,
you
can
do
the
the
general
advocacy
piece
is
just
you
know,
for
the
city
to
be
informed,
but
the
neighborhood
association,
specifically
because
these
are
people
that
have
formed
these
organizations,
their
homeowners
and
their
organizations
and
they've
been
there
in
those
areas
back
to
the
committee.
C
O
C
H
It's
working
quite
well
we're
partnered
with
project
hope,
and
we
have
done
several
course
offerings
of
the
community
Emergency
Response
Team
Program
in
those
communities,
so
we're
making
sure
we're
outreached
into
those
areas.
We
doubled
our
effort
this
last
year
and
that
was
purposely
focus
on
those
communities.
C
That's
good
because
in
community
like
ours,
we
got
a
lot
of
people
and,
as
we
have
discussed
with
you
before,
that
we're
going
to
do
the
refresher
come
some
kind
of
a
reception
to
bring
all
those
people
together
to
keep
them
up
to
date.
So
thank
you
for
all
the
support
you
have
given
me
in
those
meetings
relating
to
the
cert
program
and
I
do
make
a
move
to
accept
this
report.
C
L
B
Given
you
a
heart
attack,
no
no
yeah,
but
we're
we're
not
super
super
formal,
so
anytime.
You
want
to
move
something
to
say
it
and
then
we'll,
but
we
have
a
few
other
speakers.
Vice
mayor.
N
Thank
you
so
much
and
thank
you
so
much
for
the
wonderful
programs.
I
think
that
I
really
think
it's
important
to
tackle
any
type
of
emergency
that
may
arise,
and
some
of
them
are.
You
know
much
more
disastrous
than
others,
but
you
know
they're
at
different
levels.
One
of
the
things
that
occurs
to
me
is
that
a
communication,
as
you
know,
is
critically
important,
especially
when
something
happens
and
I
remember
a
few
months
ago,
when
there
was
a
power
outage
and
the
West
Side
residents
were
not
really.
N
You
know
aware
when,
when
is
something
going
to
happen,
I
mean
they
went
to
the
pg
e
website
and
all
of
that,
but
I
think
that
I
would
like
to
find
ways
to
communicate
to
neighbors
I
know
Paul
Soto
mentioned
the
neighborhood
associations.
I
think
that
we
have
to
find
alternative
ways
to
be
able
to
communicate
what
the
city
is
doing,
doing,
what
p
genius
was
doing
or
whoever
the
entity
it
could
be
water,
it
could
be
flood,
it
could
be
anything
but
as
a
vehicle
of
knowing
and
understanding.
N
Where
are
we
going
to
get
the
best
information?
I
know
that
my
office
tried
to
through
social
media.
Let
people
know
perhaps
that's
the
way.
I
don't
know,
but
you
know
when
you
don't
have
you
know
for
days
any
knowledge
as
to
is
the
power
going
to
come
on?
Is
it
not
what
areas
and
what
quadrants
and
all
of
that
I
think
that
there's
a
little
bit
of
a
scramble
to
address
that,
and
so
on
the
communication
front.
N
I
think
that
we
I
would
like
to
see
what
we
can
do
and
maybe
even
using
the
council
offices
to
help
disseminate
some
of
the
information
out
might
be
helpful.
I
know
that
there
were
lights,
that
just
didn't
have
power
and
it
was
just
totally
dark.
We
ran
out
of
those
A-frames
that
say:
stop
you
know
this
to
make
people
stop.
So
there
were
situations
where
you
know:
I
was
driving
down
Saratoga
Avenue
and
it
was
so
dark.
H
N
See
what
we
can
do
about
that
I
know:
you're
you're,
absolutely
great!
You
know
in
terms
of
floods,
earthquakes,
you
know
things
that
are
very
major,
but
you
know
I
think
that
power
outages
are
going
to
happen,
and
this
power
outage
happened
to
be
over
a
series
of
days.
I
mean
it
wasn't.
N
Just
you
know
a
couple
hours
it
was
days
and
as
we
have
to
deal
with
climate
change
and
whatever
happens
with
polls
coming
down
or
trees
falling
over
I
think
that
we
definitely
need
to
be
prepared
for
greater
frequency
of
those
types
of
events
there's
smaller
events.
They
may
be
only
for
a
specific
geographic
area
in
the
city,
but
I
think
that
they're
important
as
well
to
provide
that
communication
to
go
out
to
Neighbors.
G
Yeah,
no
thank
you
so
I've
asked
I've
asked
the
the
chair
and
as
well
as
our
assistant
city
manager,
that
we
should
have
a
full
presentation
on
cert
I.
Think
cert
is
an
incredible
program
that
connects
neighborhood
associations
and
business
districts
on
how
to
deal
with
emergency
preparedness,
and
so
that's
why
I've,
you
know
reached
out
to
our
chair
and,
and
our
assistant
city
manager
and
and
I
just
want
to
know,
is.
Q
I
think
we
were
going
to
put
that
on
the
the
work
plan
between
January
and
June.
So
one
of
those
meetings
where
we
can
do
a
deeper
dive
into
that
I
think
we'll
be
covering
what
the
cert
program
does
and
how
all
of
you,
as
well
as
the
other
Council
offices,
can
get
the
word
out,
because
you
guys
are
pretty
full
participants
in
that
I.
Q
Don't
think
we'll
actually
do
the
training
itself,
but
we'll
do
a
deep
dive
into
there
and
there's
there's
a
variety
of
programs
cert
and
a
few
others
intended
where
the
general
public
have
a
total
right
and
we
encourage
them
to
go.
Q
K
Please
thank
you
chair.
Do
you
have
a
program
to
communicate
to
different
communities
or,
for
example,
District
Seven?
We
have
90
different
precincts
Plus
now.
Is
there
a
communication,
or
at
least
a
magnetic
on
the
refrigerator
and
said
hey
if
you
live
in
this
particular
neighborhood?
This
is
where
you
go
when
you're
in
need
of
something
regarding
emergency
for,
like
the
fire
station
or
Community
Center
they'll
have
a
an
idea
of
a
place
to
go.
If
there's
a
mass
disaster,
if
you
will.
H
The
challenge
of
pre-identifying
a
specific
facility
of
people
to
go
to
for
what
they'll
they
could
be
going
into
the
emergency,
and
that's
the
last
thing
we
would
want
to
do
so.
We
do
put
education
information
about
listening
to
for
the
WIA
alert
and
signing
up
for
the
Ria
alerts
or
the
Santa
Clara
County
alert
system.
H
We
can
get
information
directly
to
them
as
to
where
to
go,
and
then,
secondly,
we
are
embarking
on
implementing
The,
Zone
Haven
system
for
particularly
for
evacuation
protocols,
and
there
will
be
zones
that
they're
assigned,
and
that
could
be
an
area
where
we
can,
as
part
of
the
public
education
put
together
some
sort
of
whether
it's
a
magnet
or
other
tool
that
they
can
have
that
tells
them
you're
in
this
zone.
Go
to
this
webpage
for
this
information,
for,
if
for
evacuation
orders
thank.
B
Thank
you.
I
just
had
one
question:
well,
yeah,
I!
Guess
it's
one
question
you
met,
you
know
in
the
memo
and
then
in
the
slides
you
mentioned
Court
I,
assume
you're
white.
They
believe
you're,
coordinating
with
the
housing
department
to
open
up
cooling,
centers
I
know.
Obviously,
when
it
gets
cold
out,
there's
warming
centers.
Can
you
talk
briefly
about
how
that
coordination
sort
of
plays.
H
Out
so
the
court,
it's
a
great
question.
The
way
the
cooling
centers
are
activated
during
heat
events
is
we
get
to
start
working
with
the
National
Weather
Service
several
days
ahead
of
time,
work
with
the
county
and
their
counterparts,
the
public
health
department
Etc
and
identifying?
What
are
the
right
trigger
points
to
determine
when
to
activate
those
centers?
So
it's
typically
over
92
degrees
for
multiple
days
and
it's
not
getting
cool
at
night.
B
B
Okay,
all
right!
Okay,
all
right!
Thank
you.
That's
helpful,
because
the
reason
I
ask
is
sometimes
I've
during
when
it's
hot
or
cold
I
sometimes
get
text
or
messages
from
people
out
in
the
community
watching
what's
happening
and
they're,
saying
hey,
why
don't
you
open
up
the
community
center?
And
then
you
know
it.
Q
Can
certainly
give
me
yes,
we've
tried
to
rotate
the
community
centers
and
the
libraries
that
are
used.
Some
are
better
facilities,
for
some
are
actually
better
for
warming
facilities,
and
some
are
better
for
for
quilling
quite
frankly,
but
we
do
try
and
rotate
those
around,
but
then
also
make
decisions
where
the
populations
are
so
that
the
travel
and
the
ease
to
get
there
is
easier
for
those
individuals.
B
B
All
right,
it's
unanimous
or
thank
you
so
much
Ray
and
Jay
appreciate
it.
We're
going
to
go
ahead
and
go
ahead
and
move
on
towards
the
end
of
the
meeting.
We
have
open
forums,
see
if
there's
public
comment.
L
F
All
right,
Beekman,
thanks
for
the
meeting
yeah
I'm
gonna,
review
certain
parts
items
in
the
meeting
today
that
may
have
been
kind
of
interesting.
Thank
you
I
again
I'm
trying
to
create
a
build
up
to
learn
to
talk
more
about
the
day
of
9
11
and
exactly
what
happened.
F
I
think
people
in
public
safety
would
be
interested
to
hear
kind
of
what
people's
ideas
and
feelings
of
what
could
have
been
on
that
day.
I
guess
the
idea
is
to
describe
my
own
ideas
and
feelings
of
what
happened
see
if
that
can
fit
into
a
narrative
that
I
think
others
are
having
and
feeling,
but
can't
quite
Express,
openly
I
think
we
have
a
real
issue
with
that.
F
I
think
we
need
to
learn
to
stop
I,
don't
know
snickering
about
it
and
have
a
little
whispers
about
it
and
learn
how
it
can
be
an
open
conversation
towards
the
concepts
of
healing
peace.
I.
Think
if
we
work
towards
understanding
the
day
better,
we
we
will
make
better
decisions
in
our
future
that
will
involve
less
amounts
of
war
and
practices
of
peace
and
dialogue
as
how
to
address
our
issues.
So
it's
important
for
myself
to
work
on
it.
It
is
UN
time
the
work
I
do
with
tech
accountability.
F
We
can
go
to
the
UN
and
start
asking
them
hey.
Can
you
guys
start
being
a
bit
more
accountable
with
us
as
well,
so
I
mean
the
tech?
Accountability
has
a
number
of
ways
it
can
work
really
positively
in
our
future,
so
I'll
hopefully
be
able
to
talk
more
about
the
subject
as
we
go
on
and
again
I
remind
under
in
the
work
of
Paul
Soto.
Thank
you
for
letting
Paul
at
least
speak
a
public
comment
over
Zoom.
F
It's
helpful
I
like
hearing
what
he
has
to
say:
I
I'm,
coming
along
a
little
strong
about
words
of
counseling
for
Paul.
He
may
not
want
that
or
need
that,
but
it
certainly
should
be
the
idea
and
choices
we
should
have
instead
of
the
concepts
of
jail,
and
we
really
have
to
be
considering
that
not
to
be
doing
that
to
Paul
anymore.
Paul
deserves
much
better
I
really
I
I
may
be
not
fully
understand.
I
B
You
so
much
sir
appreciate
it,
and
that
brings
us
meeting
Marathon
meeting
to
an
end
and
I
would
just
end
by
saying
CED
eat
your
heart
out.
Is
there
another?
Is
there
another
public?
No,
okay,
wonderful!
Thank
you.