►
Description
No description was provided for this meeting.
If this is YOUR meeting, an easy way to fix this is to add a description to your video, wherever mtngs.io found it (probably YouTube).
A
C
A
A
A
C
B
B
F
A
B
I
definitely
have
some
time
sensitive,
updates
team.
As
you
have
noticed
my
email
Communications
this
week.
We
have
our
presentation
quarterly
update
to
the
governing
body
on
March
29th,
but
our
internal
deadline
for
a
quarterly
report
is
due
March
15th,
so
ask
both
working
groups
to
please
submit
your
updates.
Keep
findings
any
you
know
next
steps
that
you
want
to
capture
in
the
in
the
quarterly
report.
B
As
you
know,
we
will
have
an
actual
report
and
we
will
have
a
slide
deck
presentation,
we'll
be
submitting
both
to
the
city
to
Julie
a
week
before
the
29th
and,
of
course,
I
think
at
the
heart
of
everything
we
have
our
community
engagement
work.
That
would
be
great
Chris
and
our
community
engagement
and
alternative
approaches
group
to
please
provide
current
updates
key
findings
and
any
next
steps
you
would
like
to
highlight
so
I'm
going
to
be
sending
some.
B
A
You
all
righty
so
moving
on
to
presentations
and
we
have
our
distinguished
guest,
Roberto
Lujan
who's,
our
new
r-e-dc
director
and
welcome
we're
happy
that
you
made
time.
I,
know
your
schedule's
pretty
hectic
and
busy,
and
so
we
really
appreciate
you
joining
us
and
really
we
just
wanted
to
hear
from
you.
Maybe
you
could
say
a
little
bit
about
yourself
and
your
background
and
and
I
actually
don't
know
when
you
officially
started
or
our
ECC.
So
maybe
you
could
tell
us
a
little
bit
about
that
and
then
I
don't
know.
A
H
And
then,
in
March
of
last
year,
March
26th
I
came
back
to
recc
as
the
center
manager
on
the
director
then
resigned
and
I
became
interim
director
in
June
of
last
year
and
then
became
permanent
director
in
August
of
last
year.
So
that's
my
back
story.
I
initially
came
in
to
dispatch
with
the
intent
to
promote
to
be
a
paramedic
or
a
police
officer
and
found
that
my
passion
was
really
here
in
dispatch.
H
I
realized
I
was
able
to
help
more
people
on
a
daily
basis
in
dispatch
and
I
was
on
the
out
on
the
field
because
we
answered
so
many
phone
calls.
So
many
medical
calls
we
we
save
lives
every
day
and
it's
really
a
rewarding
feeling.
So
I
stayed
here
and
continued
that
path.
So
now
I
do
have
a
presentation
if
I
could
share
my
screen.
D
Roberto
before
you
get
started,
Bruce
and
I
work
with
Roberto
on
the
Public
Safety
Committee,
and
he
really
inherited
a
rough
situation
when
he
when
he
took
the
position
so
I'm
glad
he's.
There
he's
done
a
lot
of
amazing
things
since
he's
been
there,
including
increasing
pay
and
trying
to
fill
some
much
needed
vacancies
that
he
has,
and
you
know
he's
working
hard.
We
see
that
every
day
and
just
wanted
to
I
know
he
won't
say
that
about
himself,
but
just
wanted
to
acknowledge
that
about
him
and
just.
C
A
C
C
C
H
So
one
of
the
first
things
we
did
was
we
rebranded.
So
this
is
our
new
logo
before
it
was
the
state
of
New
Mexico
and
didn't
really
didn't,
really
provide
what
we
do,
but
here
we've
listed,
who
we
dispatched
for
we
have
the
song
or
the
Christos
in
the
background
and
the
radio
tower
so
kind
of
identifies
what
we
are
because
we're
not
called
a
Dispatch
Center
we're
called
a
regional
Communication
Center,
it's
kind
of
hard
to
understand
for
the
public.
What
exactly
an
recc
is.
H
So
that
was
one
of
the
first
things.
I
did
so.
The
recc
receives
emergency
and
non-emergency
calls
for
the
Santa
Fe
county,
sheriff's
department
and
animal
control,
the
Santa
Fe
County
fire
department
and
mobile
crisis
response
team,
the
town
of
Edgewood
Police
Department,
Animal
Control,
the
city
of
Santa,
Fe
police
department
and
animal
control.
H
As
far
as
organizational
structure,
we
have
racc
director,
we
have
a
center
manager,
but
that
is
going
to
change
to
a
deputy
director
to
provide
more
more
support
to
myself
and
any
future
directors
and
give
them
more
Authority.
In
the
absence
of
a
director,
and
we
have
five
administrators
four
shift:
team
leaders
which
are
shift
supervisors,
emergency
communication,
Specialists
one
two
and
three
as
well
as
trainees.
H
With
that
being
said,
we
are
changing
those
job
descriptions
so
that
there's
going
to
be
a
emergency
communication,
specialist
basic,
a
number
ECS
advanced,
a
two
and
a
three.
The
basic
and
advanced
positions
are
going
to
focus
on
those
non-emergency
and
emergency
phone
calls.
The
basic
will
only
handle
law
enforcement
and
non-medical
related
calls
if
they
want
to
promote
to
advance
they'll,
have
to
fill
out
a
letter
of
intent
and
then
they'll
have
to
take
training
for
the
emergency
medical
dispatch.
H
Certification,
that's
required,
then
they'll
promote
to
an
ECS
Advanced
and
be
able
to
handle
medical
calls
as
well.
The
reason
that
we're
doing
that
is
because
the
radio
operators
are
currently
inundated
with
phone
calls
and
having
to
maintain
and
monitor
a
public
safety
radio
at
the
same
time,
so
we're
we're
focusing
on
the
call
volume
and
trying
to
get
that
addressed
so
that
the
radio
operators
have
some
relief
and
are
able
to
focus
on
what
their
main
job
should
be,
which
is
monitoring
and
keeping
all
responders
safe.
H
H
H
The
deputy
director,
which
is
vacant-
that's
going
to
be
filled
soon,
they're
going
to
be
able
to
be
in
charge
of
all
the
four
staff,
make
recommendations
and
consult
with
me
on
any
technology
and
software
implementations
that
they
feel
is
needed.
Lisa
Chavez
is
our
ncic
coordinator.
That's
the
National
Crime
information
center,
so
she
controls
access
to
all
the
warrants
who
gets
access
to
that
information.
H
To
our
staff
as
dispatchers,
but
the
the
preferred
term
is
now
public
safety
telecommunicator
and
that's
in
an
effort
for
our
staff
to
get
the
public
safety
recognition
that
they
deserve,
as
well
as
a
public
safety
retirement
benefits
as
well.
They
are
required
to
maintain
licenses
and
certifications.
They
must
attend
a
three-week
Public
Safety
telecommunicator
Academy
at
the
Department
of
Public
Safety,
where
they
have
to
actually
board
and
live
at
the
State
Police
DPS
headquarters.
For
three
weeks
they
attended
DPS,
accredited
training
they
to
maintain
that
license.
H
They
have
to
receive
20
hours
of
continuing
education,
credit
hours
biannually
to
maintain
that
so
there's
a
lot
that
goes
into
that
license
alone.
They
also
have
to
attend
the
international
academies
of
emergency
medical
dispatch.
It's
a
32-hour
certification
to
be
licensed
to
process
calls
of
a
medical
nature.
H
H
So
the
racc
staff
is
responsible
for
Gathering
all
pertinent
information
for
responders
who?
What?
Where,
when
why
and
weapons,
is
one
of
the
main
things
first
things
we
teach
our
dispatchers
so
that
they
gather
accurate
information
that
can
be
related
to
responders
in
a
timely
manner.
Relaying
this
information
to
the
public
safety
responders
is
their
task
to
make
sure
it
makes
sense
before
they
dispatch
it
out.
Tracking
location
of
responders
and
all
information
responders
provide
over
the
radio
is
very
important.
H
H
They
also
run
criminal
history
on
staff
and
motor
vehicle
or
I'm
sorry,
criminal,
history
on
suspects
or
subjects
that
need
to
be
ran
for
police
and
motor
vehicle
information,
as
requested
by
officers.
They
enter
warrants
stolen
vehicles,
stolen
items,
stolen
guns
and
missing
persons,
as
requested
by
offers
officers
and
respective
courts
into
our
National
Crime
database.
H
They
provide
Patient
Care
on
medical
calls,
including
CPR
Narcan
EpiPen,
wound
care
and
more
including
delivering
babies.
So
we
had
a
dispatcher
that
delivered
a
child
in
August
I
believe,
and
we
had
one
that
was
in
the
process
of
delivering
a
baby
about
a
month
ago,
and
fire
responders
arrived
on
scene
and
finished
that
delivery.
H
H
So
that's
quite
a
big
difference
between
the
actual
calls
received
in
the
center
and
the
actual
calls
that
required
a
field
response,
and
the
reason
for
that
is
that
we
receive
a
lot
of
calls
that
are
not
either
not
for
our
agency
or
you
know
we
transferred
to
Espanola
Sandoval
Albuquerque,
wherever
they
might
be,
so
their
a
call
is
not
entered
into
our
system.
It's
just
a
phone
call
or
people
are
often
called
for
information
on
how
to
pay
their
gas
bill.
H
H
Right
now,
the
stopping
levels
are
insufficient
due
to
the
amount
of
call
volume.
So,
like
I
said
we
had
a,
we
have
a
now,
it's
a
50
vacancy
rate.
So
if
you
can
imagine
the
limited
amount
of
staff
that
we
have
trying
to
answer,
374
000
calls
is
pretty
pretty
stressful
administrators
are
consistently
covering
hours.
Dispatching
myself
included
I'm
on
the
floor,
frequently
sometimes
in
the
middle
of
the
night,
sometimes
on
the
weekends.
H
H
We
were
able
to
decrease
Staffing
vacancies
for
a
moment
from
66
to
44,
but
the
newly
hired
staff
are
getting
trained
on
phones
and
they
can't
work
a
radio
until
they
attend
the
academy
they
get
their
certifications
and
we're
confident
that
they're
able
to
maintain
the
responder's
safety
on
that
radio.
So
it
does
take
about
nine
to
12
months
for
someone
to
be
fully
functional
within
the
center.
They
have
to
learn
how
to
train
on
phones.
H
Then
they
move
on
to,
for
example,
the
sheriff's
radio,
then
the
police,
radio,
then
the
ncic
radio
and
then
the
County
Fire
radio
and
then
the
city
fire,
radio
and
different
dealing
with
different
agencies.
They
all
have
different
protocols,
procedures
that
we
need
to
follow
and
remember
so
you've
got
to
make
sure
that
our
staff
has
that
all
memorized
or
is
able
to
guide
themselves
and
Lead
themselves
through
different
situations
with
different
responders.
H
Last
year,
we've
Rewritten
the
job
descriptions
which
I
mentioned
to
provide
Clarity
of
job
duties,
and
the
promotions
were
based
on
years
of
service
before
I
got
here,
I've
now,
combined
that
to
be
with
certifications
now
as
well,
so
they're
not
just
going
to
promote
because
they've
been
here
for
six
years,
they're
going
to
promote
because
they
received
the
right
certifications
to
be
entrusted
with
the
position
that
they
want
to
promote
to
the
rapid
higher
event
again
was
a
big
success.
For
the
most
part,
we
got
a
lot
of
applicants.
H
Some
people
didn't
qualify
due
to
their
criminal
history
record
and
stuff
like
that,
but
we
did
get
some
quality
new
hires
out
of
that
that
are
in
training
right
now
we
rebounded
the
recc
to
have
a
new
logo,
and
we
also
now
have
a
social
media
presence
which
is
Instagram
and
Facebook
I,
encourage
you
all
to
follow
us
on
those
pages.
That's
the
Santa
Fe
Regional
Emergency
Communication
Center,
and
we
are
recognizing
our
staff
for
their
incredible
work
and
achievements.
H
Since
we
haven't
had
a
center
manager
deputy
director
in
the
position
since
I
took
over
as
director,
they
have
been
able
to
contribute
and
understand
what
I
need
to
continue
to
keep
the
recc
running.
So
it's
been
very
helpful.
We
have
a
new
building
that
was
should
be
ready
by
the
end
of
the
summer
to
move
into
it's
going
to
be
in
the
same
address
same
parking
lot
that
we're
in
is
just
further
back.
H
It's
going
to
provide
more
room
and
space
for
our
dispatchers
and
our
admin
staff
will
have
their
own
offices
because
right
now,
they're
on
the
floor.
Next
to
the
dispatch
cubicles,
which
makes
it
hard
to
complete
our
work,
your
advertising
positions
Nationwide
as
our
pay
rates
are
now
competitive
or
better
than
other
agencies
around
the
country.
H
Again,
the
center
manager
position
is
going
to
be
a
deputy
director
to
provide
more
support
to
operations
and
the
director
and
also
have
more
administrative
responsibilities
in
as
described
as
the
center
manager.
So
that's
something
that
I
really
pushed
for,
and
we
got
development
of
a
structured
training
program
that
is
aligned
with
current
national
standards.
We're
working
on
that
right
now.
Our
training
manual
when
I
came
in
had
not
been
updated
since
I
was
a
dispatcher
here,
so
that
is
being
fixed.
H
There's
a
lot
of
a
lot
of
directives
that
were
verbally
given,
but
never
in
writing
so
I'm
working
on
catching
up
on
all
of
that
stuff.
To
make
sure
we
have
everything
in
writing.
I've
also
secured
access
to
24
7
Public
Safety
responder
counseling
for
all
of
our
staff
members.
So
if
they
take
a
really
bad
call
in
the
middle
of
the
night,
we
can
contact
the
mobile
crisis
response
team,
they're
trained
in
first
responder,
counseling
and
they're
available
to
us
any
time
of
the
day
or
night.
H
They're
also
available
for
critical
incident.
Stress
debriefings,
where
you
can
set
us
data
after
an
incident
set
a
date
ahead
of
time.
Have
them
come
in?
We
can
air
out
what
happened
and
just
get
it
all
out
there
and
hopefully
provide
the
help
that
our
staff
need
I'm.
Also,
as
you
can
see,
these
three
attended.
The
center
manager
certification
program,
like
I,
said,
which
I'm
also
reaching
out
to
other
trainings
to
provide
to
our
staff.
H
We
had
four
staff
members
graduate
from
the
communications
training
officer
program
as
well,
which
they
had
not
attended
so
now,
they're
certified
to
actually
train
the
new
hires
and
get
them
to
where
they
need
to
be,
and
we'll
continue
to
do
that.
We'll
look
at
national
conferences
and
start
sending
them
to
those
as
well,
which
most
of
our
staff
have
never
been
to
a
National
Conference.
It's
very
important.
H
It
provides
a
lot
of
information
about
future
technology
and
Public
Safety
Trends
and
all
that
stuff
that
they
need
to
know
about,
so
we'll
get
them
out
of
the
hole
they've
been
in
and
out
and
learning.
This
is
David
Christine.
He
delivered
the
baby
earlier
this
summer
and
this
is
part
of
the
recognition
that
they
were
not
receiving
in
the
past,
and
so
we
pushed
this
out
to
social
media,
with
his
permission
gave
him
a
certificate.
It's
a
it's.
H
H
H
So
those
are
the
kind
of
calls
that
we
take
on
a
fairly
regular
basis
that
deserve
recognition
and
also
we
need
to
make
sure
that
our
dispatchers
are
getting
the
counseling
that
they
need
for
having
that
type
of
situation,
so
I've
secured
that
that
kind
of
access
for
them-
and
that's
pretty
much
all
I-
have
for
this
presentation.
But
I'll
have
I
mean
I'll,
stand
for
any
questions
or
anything
else
and
I
really
appreciate
your
time.
A
Excellent,
thank
you,
Mr
Lujan,
what
exciting
and
have
to
say,
stressful
jobs.
You
have
in
your
team
I.
Don't
think
people
realize
the
extent
and
the
fact
that
you're
saying
that
not
only
with
the
emergency
calls
for
9-1-1.
Are
you
saying
that
people
are
calling
9-1-1
just
to
get
regular
questions
about
services
and
resources
as
well?
Yeah.
H
A
Yeah,
that's
good
I'm
gonna
I
have
my
own
questions,
but
I'm
gonna
open
it
up
to
the
other
task,
force
members
and
see.
If
anyone
has
any
questions
or
comments
for
Mr
Lujan
I
know
you
do
I
see
a
hand.
Let's
start
with
Annie
I,
don't
know
if
Mary
and
Louise
were
you
raising
I
saw
your
arm
move.
Maybe
you
were
trying
to
fly
and
then
Gino
I
saw
your
hand.
A
J
J
I
I
Roberto,
thank
you.
So
much
for
sharing
your
expertise
and
I
just
want
to
celebrate
the
fact
that
you
celebrate
your
staff,
and
that
is
a
really
good
reason
for
them
to
stay
an
extra
18
months
right,
but
I
have
a
question,
and
it's
maybe
aside
from
having
a
turnover
because
I
know
my
niece
was
a
dispatcher
I
know
you
call
them
something
else
now
I
forgot
what
that
was
this
fancy
word,
but
my
question
is:
what's
the
hardest
thing
that
you
that's
that's
part
of
your
job.
C
H
For
the
staff
themselves,
it's
the
fact
that
they're
multitasking
and
there
might
be
giving
CPR
on
the
phone
while
an
officer
is
calling
out
that
he's
in
a
foot
pursuit
at
the
same
time,
and
we
we
kind
of
internalize
that
or
take
that
stress
and-
and
it's
like
I'm
responsible
for
this
person's
life
on
the
phone
and
that
officer's
life
out
on
the
field
and
I
have
to
figure
out
how
to
prioritize
both
of
them
at
the
same
time
and
handle
both
tasks.
At
the
same
time.
H
I
Now
the
second
part
of
that
is
what's
the
hardest
thing
for
you
to
deal
with
on
a
daily
basis,
because
I
know
that
being
a
supervisor
and
really
trying
to
support,
encourage,
guide,
coach
and
direct
your
staff
like
what,
if
there's
one
thing
that
could
change
that,
would
allow
you
to
be
the
best
version
of
you
as
a
supervisor.
What
would
that
be.
H
Well,
right
now,
I
think
the
hardest
thing
that
I've
encountered
is
changing
the
culture
in
the
center.
It's
a
it
was
a
very
negative
culture.
It
was
negative
culture
when
I
left
and
so
I've
I've
worked
to
gain
the
trust
of
the
staff
that
I'm
I'm,
not
like
the
predecessors
I'm
going
to
support
them.
I
have
their
back
I.
Think
that's
the
hardest
part
for
me
and
what
would
make
it
better
is
getting
this
deputy
director
position
filled
because
I'm
gonna
find
someone,
that's
like-minded.
H
That's
Pro
dispatch,
that's
pro-employ
and
that's
going
to
help
me
give
that's
direct
support
to
the
staff,
because
right
now,
I
am
the
center
manager
and
I
am
the
director
at
the
same
time,
so
I'm
doing
the
staff
working
on
the
budget
working
the
floor,
working
on
staff,
confrontation
staff
issues
stuff
like
that
as
well.
So
that
support
is
what
I.
I
A
H
Honestly
is
and
I
coming
from
Los
Alamos
County,
we
only
dispatched
for
one
agency.
I
was
acting
director
there
for
a
couple
of
months
and
so
I'm
still
learning
the
processes
here,
whereas
like
in
Los
Alamos.
If
we
needed
something,
we
asked
the
chief
of
police
and
we
got
it
well
here
in
Santa
Fe.
We
have
to
present
what
we
have.
We
have
to
present
our
operational
budget,
our
capital
budget.
The
operational
budget
is
covered
by
Santa,
Fe
County,
and
that
includes
employee
salary
and
benefits
the
Capital
purchase
requests.
H
Anything
over
5000
needs
to
be
presented
and
approved
by
the
recc
board
of
directors,
and
that
approval
is
just
approval
to
go
to
their
local
governments
to
find
the
funds
and
they
could
come
back
and
say
our
local
government
didn't
approve
this,
so
we're
not
able
to
support
what
your
request
so
anything
over
5000
that's
considered
a
capital
request
that
doesn't
include
software
or
maintenance
of
anything.
That
would
be
that
again
would
go
into
the
operational
budget.
So
it's
hard
to
get
the
equipment
that
we
need.
H
H
A
H
Am
I
missing
so
so
yeah,
let
me
go
over
it:
it's
yeah,
the
town
of
Edgewood
police,
Chiefs,
the
Santa
Fe
County
Sheriff,
the
Santa
Fe
County,
fire
chief,
the
city
of
Santa,
Fe,
fire
chief,
the
city
of
Santa,
Fe,
police,
chief,
the
city
manager,
the
county
manager
and
a
member
at
large.
A
member
of
the
public.
C
A
So,
as
you
see
that
board
of
directors,
and
especially
the
amount
I
didn't
realize
5
000
that
you
have
to
go
through
the
board
of
directors
for
every
single,
that's
that's
hard!
Because
that's
that's!
Nothing!
Really!
That's
like
a
few
chairs!
So
have
you
all
thought
about
that
structure
and
would
might
need
to
change,
and
does
that
mean
then
amending
the
joint
Powers
agreement.
H
A
I
I'm,
so
grateful
that
you
did
so
sorry,
Roberto
I
wish
we
could
have
your
back,
but
the
truth
is
we
have
to
knock
on
different
doors,
but
but
there's
doors
we
can
knock
on
right.
You
guys
I
think
we
have
to
support
you're
coming
to
share
your
your
expertise
and
your
story
and
if
we're
gonna
be
a
voice,
we've
got
to
be
your
voice
too.
Thank.
H
Yes,
we'll
break
that
down
monthly
and
as
far
as
calls
received
and
calls
that
are
dispatched
for
the
city
and
calls
our
dispatch
for
the
county
and
I'd
be
happy.
I
can
I'd
be
happy
to
share
a
monthly
report
with
you
all.
If
you
send
me
an
email
or
whatever
I
can
do
that
every
month.
It's
no
problem.
H
C
F
Thank
you,
Roberto,
I'm
glad
to
continually
learn
and
understand
more
about
emergency
dispatch.
One
small
thing
that
you
had
mentioned
through
your
presentation:
it's
tiny
because
I
helped
negotiate
these
and
I
actually
write
these
try
to
use
the
word.
Incentives
on
retention,
incentives
and
recruitment
incentives.
Bonus
issues
can
get
you
in
trouble.
F
The
use
of
the
word
bonus
can
get
you
in
trouble
and
because
it's
very
important
to
have
a
new
exchange
of
value
to
get
the
incentives,
whereas
bonuses
imply
I'm
paying
you
for
something
you
already
accomplished,
and
so
with
governmental
entities.
We
can't
use
the
word
bonus
and
we
can't
give
bonuses.
F
That's
a
small
thing,
but
just
wanted
to
help
you
out
on
that
and
help
you
on
your
language.
But
two
I
think
my
my
question
has
been
asked,
but
I'm
going
to
ask
it
differently
and
I'm
going
to
preface
it
by
saying
we're
writing
reports
and
making
recommendations,
and
so
broader
wishes
are
hard
for
us
to
Advocate.
You
know
rewriting
the
jpa.
That's
that's
broad.
Very
understandable.
You've
got
to
we've,
got
to
learn,
revise,
improve
Etc,
but
I
think
specific
asks.
F
You
know
I'm
going
to
be
a
little
bit
more
targeted
as
to
exactness
or
or
being
narrow
on.
How
can
your
jpa
governments
better
assist
you,
and
especially
as
it
relates
to
the
city
of
Santa
Fe?
What
do
you
need
and-
and
you
you
know-
you
may
be
able
to
answer
that
now-
you
may
transmit
something
to
us,
but
you
know
again
as
we
we're
writing
our
reports
and
Distilling
all
our
information.
H
Awesome
yeah,
thank
you
and
thank
you
for
that
on
the
incentives
and
bonus.
Yet
incentives
is
the
right
word,
I'm,
sorry
about
that,
but
I
will
make
sure
I
use
that
word,
but
as
far
as
specifics
on
the
GPA
and
how
we
can
get
more
assistance
from
the
contributing
agencies,
you
know,
let
me
get
some
time
to
think
about
that
really
to
to
clarify
my
thoughts
and
then
I'll
provide
something
to
you.
F
A
Thanks,
let's
see
so
no
more
questions,
you
know
any
other
questions
from
members,
Spruce
or
I.
Think
marcelo's
with
us
now
make
a
note
of
that
or
hello.
Our
agenda
I,
don't
know.
If
you
got
to
hear
any
of
the
presentation
Marcella
it
was.
It
was
good
and
also
just
sobering
the
the
need
and
how
many
calls
come
in
and
then
the
short
staffed
issues
we
have
at
recc
and
then
the
structure
of
governance
is
I,
think
challenging
even
just
for
us.
A
When
we
get
things
that
come
to
the
council,
it's
yeah,
it's
a
it's
a
weird
way,
a
roundabout
way
to
get
you
know,
stuff
done
and
as
director
Lujan
stated,
there's
I
mean
anything
above
5000.
It's
a
lot.
I
mean,
that's
just
seems
a
little
bit
tenuous.
So
the
other
thing
I
don't
know.
If
anyone
else
had
questions.
I
have
a
few
just
a
couple
about
like
how
you
train
so
now.
I!
Guess.
Let
me
let
me
step
back
so
the
aru
unit.
Now
that
we
have
the
alternative,
Response
Unit.
A
How
do
you
think
staff
is
currently
responding
to
that
alternative
response,
and
do
they
understand
how
that
can
be
a
resource
or
I
guess,
maybe
you
could
just
elaborate
a
little
bit
more
about
how
you
all
integrate
aru
in
your
calls
coding
and
how
it
goes
out
into
dispatch
and
how
you
think,
that's
working
and
how
that
could
be
improved.
Potentially.
H
Sure
so,
right
now
we
enter
our
calls
the
same
way
we
always
have.
But
what
happens
with
the
aru?
Is
there
they
have
a
monitor
their
status,
Monitor
and
they're
going
through
the
calls
that
are
appending
for
service
and
they
determine.
If
that
is
in
a
call
to
AR
you
can
handle
or
assist
with
or
not
and
then
from
there
once
they
see
the
call
they
say:
Santa,
Fe
air.
H
You
will
be
responding
to
the
call
at
McDonald's
or
wherever
it
might
be,
and
we
assign
them
to
that
dispatch
them
on
that
call,
and
so
far
that's
been
working
great
I.
Imagine
that
when,
if
the
aru
expands
and
gets
multiple
units,
we
might
need
to
revisit
that
and
come
up
with
a
standard
operating
procedure
on
how
that's
going
to
be
assessed.
But
at
the
same
time
the
aru
provides
a
lot
of
counseling
services
and
a
lot
of
Mental
Health
Services,
where
ourselves
in
dispatch.
H
A
A
E
Ahead
so
I
had
the
fortunate
have
been
stands
to
be
involved
in
a
multi-car
crash
on
I-40
over
by
we're
25
South
north
in
Carlisle
meet
you.
It
was
three
helicopters
worthy
they
were.
It
was
really
horrendous.
Anyway,
I
was
the
first
one.
I
got
over
to
the
side.
I
was
re-rounded,
I
wasn't
real
bad,
but
I
made,
and
there
is
a
point
to
this,
but
I
I
made
the
call
initially
to
the
Albuquerque,
I,
guess
9-1-1
and
what
was
really
unusual.
E
I
I
sent
the
screenshots
to
the
counselors,
but
I
got
a
text
message
like
about
three
hours
after
the
incident
asking
for
feedback
on
the
incident
itself,
so
I
think
I
I
think
that
would
that
would
need
some
extensive
Manpower.
But
do
you
know
what
the
process
do
you?
Have
you
been
surprised
of
that?
What
Albuquerque
does
I
mean?
Is
that
a
real
I'm
guessing
that's
a
hard
process
to
do.
H
Apd
dispatch
now
offers
a
fifteen
hundred
dollar
incentive
to
their
staff
and
I
believe
that
was
a
result
of
one
of
those
as
the
survey
a
result
of
the
survey
in
a
third
party
firm,
that
did
an
analysis
on
the
Senate.
So
that's
something
we
could
look
into.
We
are.
We
are
going
to
hire
third
party
firm
to
assess
the
recc
in
the
next
in
the
coming
months
and
to
give
recommendations
on
structure,
policy
and
organization,
and
that
might
be
something
they
might
recommend
to
us
as
well.
H
E
A
A
Okay,
I
think
the
one
thing
I
was
trying
to
you
went
through
this
about
each
agency
has
their
own
protocols,
whichever
which
the
dispatchers
with
actually
call
them
the
public
safety
telecommunicators
have
to
to
learn
about.
So
can
you
tell
us
a
little
bit
more
about
what
protocols
you're
referring
to.
H
H
H
Some
kinds
of
City
wants
a
different
recommendation
dispatch
recommendation,
so
we
have
to
build
that
into
the
cad
and
also
if
the
cat
goes
down.
The
dispatchers
are
expected
to
know
who
to
send
without
a
recommendation.
So
there's
things
like
that
as
far
as
the
county
and
the
City,
they
have
different
processes
for
warrants
so
if
where
the
warrant
gets
sent
to,
if
it
goes
to
records,
if
it
goes
directly
to
the
Sheriff's
records,
if
it
goes
to
a
clerk
at
the
city,
there's
different,
there's
different
processes
for
those
agencies.
H
So
that's
that's
the
main
difference
and
it
gets
very
complicated
because
one
day
you
could
be
working
the
Sheriff's
dispatch
and
the
next
day
you're
working
the
City
dispatch,
and
it's
like
now.
You
have
to
push
what
you
remember
from
the
sheriff's
out
to
remember
what
the
city
does
and
it's
not
I.
H
I,
don't
think
that
needs
to
be
changed,
or
maybe
I
mean
if
the
sheriff
and
the
chief
wanted
to
meet
and
try
and
consolidate
and
come
up
with
a
general
standard
operating
procedure
for
dispatch
I'd
be
happy
to
see
that
but
I
understand
their
reasoning
behind
what
they
do
and
why
they
do
it
differently.
So
if
it
needs
to
stay
that
way,
that's
fine.
A
H
A
If
maybe
you
could
talk
a
little
bit
about
that.
If
you've
heard
that
as
well
and
how
that
how
our
ECC
maybe
acknowledges
that
and
I
think
also,
you
know
how
staff
are
treated,
does
make
a
difference
as
to
how
they
treat
the
public
or
being
or
feeling
empowered
in
their
job
to
be
able
to
support
the
community.
That's
in
crisis,
so
I
don't
know.
If
there's
something
you'd
want
to
share
about
those
two
complaints
and
they
may
or
may
not
I
guess
that
they
may
have
indirect
connections.
A
H
So,
as
I
said
before,
when
I
came
in
last
year
was
a
very
negative
culture
and
that
was
being
reflected
upon
the
callers
and
so
the
main
thing
that
I've
taught
our
staff
now
is
that
we
are
the
we're
the
subject
matter:
experts.
What
are
the
the
reason
they're
calling
us
is
because
they
expect
us
to
provide
an
answer
to
them,
whether
that
be
referring
them
to
the
right
agency
or
getting
them
help
immediately.
H
We
are
responsible
for
that,
and
our
job
involves
us
dealing
with
the
public
and
whether
we're
getting
yelled
at
by
the
caller
or
not.
We
don't.
We
don't
reflect
that
or
project
negativity
onto
them.
We
need
to
remain
professional
and
I've
addressed
that
issue
with
several
staff
members
already
personally
one-on-one
I've
presented
in
our
meetings
to
our
staff.
You
know,
that's
not
acceptable,
it's
not
who
we
are
I've,
seen
it
it's
getting
much
better.
H
A
Thank
you
and
then
just
calls
that
come
late,
I,
don't
know
where
the
some
people
have
said.
Well,
maybe
it
comes
from
like
a
incorrect
coding
and
then
the
police
don't
necessarily
get
to
the
scene
as
as
quickly
enough,
but
I
don't
know
if
that's
I'm,
just
it's
trajectory
yeah
we're
just
thinking
about
wet
heads.
What
I've
heard
and
I
don't
know
what
the
reality
is
really.
H
Out
there
in
the
field,
so
we
do
get
a
lot
of
complaints
within
the
city
for
the
police
department.
Fire
calls
never
pinned
they're
always
dispatched
immediately,
but
that's
because
it's
based
on
stations,
location
of
the
call
and
what
station's
going
to
respond
someone's
going
to
get
out
there
right
away,
but
for
as
far
as
law
enforcement
calls
are
prioritized.
So
if
you
get
in
a
it's,
gonna
feel
like
an
emergency
to
you.
H
Obviously
you
get
in
a
crash
and
but
there's
no
airbag
deployment,
you're
not
injured,
but
you're
blocking
the
intersection
of
cereals
and
St
Francis.
It
feels
like
a
real
legit
emergency
and
it
is
it
is,
but
what
the
public
doesn't
understand
that
at
the
same
time,
some
guy
is
beating
up
his
wife
and
nearly
killing
her
on
one
side
of
town
and
the
other
side
of
town
There's.
H
A
fight
involving
multiple
people-
and
we
have
to
prioritize-
is
this:
what's
life
or
death,
immediate
emergency,
and
so
the
officers
have
to
go
deal
with
those
first
and
then
get
to
the
crash
when
they
can
and
it
can
pan
anywhere
between
two
and
six
hours.
It
just
depends
on
how
how
busy
it
is
within
the
center
how
busy
the
officers
are,
but
the
calls
are
being
answered
immediately.
H
We're
entering
them
into
our
system
immediately
and
our
dispatchers
are
trained
to
notify
a
commander
of
pending
calls
every
I
recommend
every
20
or
30
minutes
that
they
say.
Are
you
direct
on
the
pending
calls?
We
have
a
crash
at
Sears
in
St
Francis.
That
way.
We
know
that
the
commander
is
aware
and
he's
doing
the
best
he
can
to
get
someone
out
there
he's
prioritizing
on
his
end
too.
H
H
So
our
calls
are
already
pre-prioritized
based
on
the
type
of
call,
so
it's
up
to
the
dispatcher
if
they
perceived
like,
for
example,
a
welfare
check
is
a
priority
three,
which
is
one
of
the
lower
priority
calls.
But
if
the
caller
is
calling
in
a
welfare
check
on
a
on
a
what
they
thought
was
maybe
someone
who
might
be
in
danger:
immediate
Life,
Safety
threat.
The
dispatcher
has
the
ability
to
up
that
priority
to
a
priority,
one
which
makes
the
call
Red
on
the
screen,
which
means
the
responders
see.
H
This
is
a
high
priority.
Call
I
need
to
look
at
this,
and
the
dispatcher
knows
that
they
need
to
advise
a
commander
immediately.
A
gutter
Priority
One
welfare
check
in
the
Target
parking
lot.
There
was
a
support
of
a
child
alone
in
a
car
and
that's
how
that
happens,
but
they're
they're
pre-built
into
our
CAD
with
a
assigned
priority
level.
The
dispatcher
has
the
ability
to
change
that
up
the
priority
based
on
the
situation.
H
E
E
D
H
H
D
H
H
That
would
give
them
the
opportunity
to
retire
at
the
same
amount
of
time
that
an
officer
or
a
firefighter
retires.
That
means
that
those
of
us
that
were
here
since
we
were
grandfathered
into
the
25-year
retirement
I
would
retire
at
20
years
instead
of
25.
and
the
other
people.
I'm,
not
sure
I
know
it's
years
plus
age
for
apparel
right
now
for
clerical
positions,
which
is
what
we're
considered
right
now
and
it
would
switch
over
to
the
Public
Safety
Retirement,
which
would
be
a
shorter
term.
H
That
would
be
a
huge
incentive
to
attract
people
into
the
positions.
There's
also
people
that
left
with,
like
14
15
years,
experience
that
went
on
to
pursue
other
jobs
if
they
realized
that
they
could
retire
in
five
or
ten
years.
Instead
of
sticking
it
out
with
the
job
they're
in
for
another
30
years,
I
believe
we
would
be
able
to
attract
more
the
experienced
staff
that
left
back
into
the
center.
H
D
H
D
D
D
H
Is
correct
so
when
I
came
in
well
when
I
started
in
dispatch,
we
were
dispatching
for
San
Miguel
County
back
in
2006
and
I
didn't
have
any
understanding
of
how
that
worked
or
mousse,
or
anything
like
that.
So
when
I
took
over
here
in
August,
I
started
searching
for
an
mou
for
San
Miguel
County,
because
I
noticed
that
we
are
dispatching
for
them
without
any
return
from
them.
So
the
last
mou
I
found
expired
in
2011.
H
and
since
then
we
have
continued
to
dispatch
for
San
Miguel
County
without
an
mou
in
place,
and
so
I
brought
that
up
to
the
county,
manager's
attention
and
the
deputy
Tech
managers
Bernardino.
And
it's
my
understanding
that
they're
working
with
legal
to
resolve
that
issue
and
get
an
updated
mou
in
place.
A
Happy
I
think
the
question
that
we
get
a
lot,
especially
as
we're
looking
at
alternative
responses
to
public
health
and
safety,
is
like
the
the
calls
that
you
all
get.
Would
you
be
able
to
give
us
a
percentage
of
what
calls
actually
are
more
leaning
towards
a
mental
health
or
Behavioral
Health
crisis
versus.
H
A
A
H
From
myself
working
the
phones
in
the
past
year
and
dispatch
that
the
public
is
very
well
aware
of
the
aru
and
they
know
what
they
ask
for
it,
some
of
them
ask
for
it
specifically
there's
a
homeless
person
that
seems
to
be
in
crisis.
I
think
they
are,
you
could
help
them.
Can
you
send
them
out
there,
in
which
case
we'll
do
a
welfare
check
and
we'll
put
in
the
notes
of
a
call
caller
requested,
aru
air?
You
sees
that
and
responds
to
the
call.
A
D
C
D
Wanted
to
say
as
well
that
you
know
Mary
Louise
said
gave
you
props
I.
Think
for
really
recognizing
your
staff,
but
I
want
to
give
you
props
for
actually
being
on
the
floor
when
you
need
to
be
and
not
being
afraid
to
sit
at
a
at
a
station
and
actually
dispatch
out.
So
I.
Think
that
buys
you
a
lot
of
credibility
and
I'm
glad
you
do
it
I
think
it's
a
great
thing
for
a
director
to
be
able
to
do
and
show.
H
Thank
you
so
much
yes,
I've
been
able
to
help
the
staff
when
they're
there's
not
enough
Staffing
on
the
floor
and
someone's
gonna
get
pulled
for
a
16-hour
shift
and
I'll
come
in
and
relieve
them,
so
they
don't
have
to
worry
about
working
at
their
third
16-hour
shift
in
a
row
or
do
whatever
I
can
to
help
them
because
I
was
there.
I
was
just
there
on
the
floor.
Experiencing
that
myself
and
all
I
ever
wanted
was
a
support
from
my
administrative
staff,
so
I'm
trying
to
provide
that.
A
A
A
H
A
But
we
are
a
task
force
created
under
the
city
to
really
look
at
health
and
safety,
community,
health
and
safety
as
it
relates
together
and
there's
different,
like
aspects
that
we're
trying
to
to
look
at
that
may
need
recommendations,
but
we
will
be
providing
recommendations
in
the
middle
of
this
year
after
we
compiled
a
community
engagement
piece,
that's
happening
right
now.
There's
a
survey
happening
with
community
members
and
there'll
be
some
Outreach
in
that
way.
A
But
we
also
have
been
doing
our
own
research
and
we've
also
had
pretty
consistent
presentations
given
to
us,
not
just
city,
related
departments
or
anything
like
that,
but
also
like,
what's
happening
nationally
in
some
groups
in
different
ways.
Looking
at
health
and
safety
from
an
alternative
perspective,
so
we're
trying
to
reimagine
what
what
that
could
look
like
in
for
the
City
of
Santa,
Fe
and.
A
H
F
C
A
So
if
you
think
of
something
else,
I
always
like
think
of
things
after
the
fact
like
I-
should
have
asked
about
this
all
right
because
I'm
always
curious
about
dispatch.
It's
such
a
there's,
so
many
things
happening.
Part
of
me
wants
to
go
visit,
but
not
to
intrude
but
I'm
very
curious
about
that.
Because
there's
a
lot
I
mean
you
have
to
hold
a
lot
in
the
multitasking
and
16
hour
shifts
not
sustainable,
really.
H
A
It's
really
hard,
so
I
think
we'll
move
on
maybe
before,
since
we
don't
have
that
much
time
to
go
into
our
working
groups.
Is
there
anything
folks
want
to
share
now,
as
it
relates
to
like
matters
that
we
should
be
aware
of
I
think
we
told
you
we're
going
to
be
presenting
at
the
end
of
the
month
to
give
our
quarterly
presentation
to
the
governing
body
and
I.
Think
the
bulk
of
that
presentation
is
going
to
be
preliminary
findings
from
the
surveys.
A
Hadn't
said
he
hadn't
talked
with
you
all,
with
Mary
Louise
and
Marcella,
and
anyone
else
that
had
some
preliminary
groups,
and
so
maybe
that's
something
to
make
sure
that
we're
you
all
are
on
the
same
page
with
Julie
and
they're.
Getting
that
he's
getting
the
the
accurate
information
of
nonprofits
or
or
Community
groups
that
he
needs
to
be
connecting
with
and
I
think.
Did
you
raise
your
hand
Marcella.
K
A
G
Maricela,
that's
that's
correct,
like
I
think
there
was
a
little
bit
of
confusion
and
I
think
now
so
he's
actually
hiring
students
to
start
the
next
phase
of
surveying,
which
is
the
more
in-depth
interviews,
and
so
thank
you.
Councilor
Rivera
I
got
the
information
from
you
and
I'll
go
ahead
and
share
that
with
him
too,
along
with
the
update
on
the
youth
Summit.
So
if
you
have
contact
information
to
reach
those
targeted
populations,
please
send
it
to
me
as
soon
as
possible.
A
K
I
just
want
to
say
that's
good
to
know
thanks
for
that
clarification,
Julie,
because
now
we
can
start
really
because
I
know
that
our
group
was
really
thinking
through,
like
formally
incarcerated.
Currently
incarcerated
I
mean,
like
there's
a
whole
set
of
folks
for
the
in-depth
interviews
that
may
not
want
to
do
focus
groups
so,
but
we'll
also
want
to
do
a
few
focus
groups.
I
think.
G
Yeah
and
I
was
gonna
reach
out
to
the
subcommittee
to
see
if
there's
other
targeted
populations,
because
I
have
a
lot
of
contact
information
for
other
non-profit
groups.
That
I
can
also
share
so
I'll
just
work
through
work
with
Val
to
reach
out
to
you
all
and
see
if
there's
other
kind
of
like
I'm.
Thinking
of
you
know,
Interfaith
unsheltered
folks,
and
you
know
some
of
those
other
kind
of
targeted
groups,
so
yeah
we'll
we'll
reach
out
shortly.
G
J
I,
do
I
just
want
to
add
that
I
spoke
with
some
of
my
partners
at
youth
shelters
this
week
and
they
raved
about
how
masterful
their
interviews
were
done,
that
they
really
because
they
had
a
lot
of
unhoused
Youth
participate
and
they
had
like
three
different
sessions
and
they
found
really
creative
ways
to
engage
youth
who
might
have
a
hard
time
speaking
at
first,
they
felt
like
it
was
really
successful
and
really
engaging
and
they
got
true
feedback
from
them.
So
that
was
very
impressive
and
heartening
to
hear.