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A
All
right,
so
we
upload
those
to
the
youtube
page
or
somewhere
along
there.
So,
just
to
repeat
this
is
the
community
health
and
safety
task
force
meeting
for
july,
19
2022.,
all
right!
So
did
you
have
anything
chris?
Okay?
I
don't
really
have
anything
at
the
moment.
I
feel
like
we
need
to
get
into
presentations
right
away
just
to
be
cognizant
of
everybody's
time.
A
Sounds
good
all
right
presentations
first,
we
have
sophie
and
who
is
going
to
be
presenting
on
the
findings
and
recommendations
from
the
city
of
santa
fe,
violence,
prevention,
research
and
development
process,
and
I
don't
julie.
Did
you
want
to
start
anything?
Are
you
doing
ahead?
Go
ahead
and
let
sophie
jump
in
yeah.
I
can
let
sophie.
D
E
E
Yes,
okay,
great
hi,
everyone,
it's
really
nice
to
see
you
all
most
of
you,
I've
met
and
for
those
of
you
who
I
haven't,
met
it's
nice
to
meet
you.
My
name
is
sophie.
E
Since
last
november
I
had
the
privilege
of
working
alongside
julie
and
coming
into
relationship
with
all
kinds
of
folks
in
the
community
to
gain
a
better
understanding
of,
what's
going
on
locally
with
violence
and
to
get
a
better
sense
of
what
we
can
do
to
prevent
it,
and
this
was
really
a
continuation
of
work
that
had
been
going
on
pre
pandemic
and
was
in
part
set
in
motion
by
the
tragic
killing
of
jb
white
and
growing
concerns
around
youth
engaged
in
violence,
especially
with
guns.
E
So
you
know
this.
What
appears
to
be
an
increase
in
violence
locally
is
definitely
reflected
in
what
we
see
nationally.
You're.
Probably
all
aware
that
you
know,
there's
been
an
increase
in
homicides
in
aggregate
ag,
sorry
in
assault
and
in
hate
crimes
nationally.
E
E
So
thank
you
very
much
to
chief
joy
for
providing
the
the
data
that
you
did.
It
was
very
helpful
to
help
us
set
the
context
for
this
process.
E
The
way
we
went
about
this
was
really
a
participatory
process,
talking
with
all
kinds
of
folks,
with
first-hand
experience,
surviving
violence
or
behaving
violently
in
the
past.
Also,
people
who
are
in
first
response
or
crisis
response
type
roles,
supporting
victims
and
survivors
of
violence
and
then
also
taking
a
look
at
what
the
best
practice
research
is
nationally
to
really
inform
the
the
strongest
kind
of
research
supported
recommendations.
E
Before
I
go
any
further,
I
want
to
share
this
definition
of
violence,
so
we're
all
on
the
same
page,
there's
a
lot
of
different
definitions
of
violence,
but
I'm
partial
to
this
one
where
violence
is
defined
as
delivering
physical
blows,
with
or
without
weaponry,
displaying
and
misusing
one's
power
or
bombarding
a
person
with
destructive
misinformation
and
myths,
so
that,
in
effect,
an
assault
occurs
on
either
a
person's
physical
body
or
to
the
self-concept
identity.
E
E
So
the
way
we
organized
the
recommendations
was
by
applying
a
public
health
disease
prevention,
sort
of
levels
of
prevention
priority.
E
Sorry,
I
fumbled
that
we
we
divided
into
three
different
areas
of
of
prevention
in
the
public
health
field.
When
dealing
with
injury
and
disease,
there
are
three
general
categories
of
prevention
and
they're
all
really
important.
I
think
when
it
comes
to
violence
because
of
the
severity
of
the
issue,
but
we
started
by
looking
at
tertiary
prevention,
so
tertiary
describes.
Those
who
are
most
affected
secondary
are
those
who
are
next
affected
and
then
primary
is
really
referring
to
the
whole
community
and
really
strategies
to
prevent
violence
before
it
has
even
occurred.
E
Just
to
highlight
some
of
the
national
best
practices
that
have
emerged
over
the
last
40
years
or
so
of
public
health
violence
prevention.
Research
here
is
a
sort
of
a
top
10
list.
E
If
you
will
definitely,
it's
recommended
to
establish
infrastructure,
to
collect
and
analyze
quality
data,
to
select
and
carry
out
and
evaluate
evidence-based
strategies,
to
support
a
community-based
approach,
to
provide
lots
of
training
and
assistance
to
community
partners,
to
emphasize
healing,
with
trauma-informed
approaches,
to
invest
in
an
anti-violence
workforce,
to
fund
it
to
engage
in
partnerships
and
coalitions
and
to
be
committed
to
continuous
quality
improvement.
E
So,
for
the
sake
of
this
conversation
today,
I
thought
it
would
be
helpful
to
highlight
some
of
the
responsibilities
that
the
community,
health
and
safety
task
force
has
been
assigned
and
to
show
you
where
the
recommendations
intersect.
With
those
responsibilities,
you
all
have
a
copy
of
the
report.
The
copy
that
was
uploaded
most
recently
online
has
the
correct
formatting.
I
think
there
was
a
glitch
with
the
formatting
from
the
the
prior
copy,
so
there
you
can
read.
E
E
So
the
first
one
is
consistent
with
that
top
best
practice.
It's
really
to
establish
sustainable
infrastructure
within
the
city
and
in
partnership
with
the
county.
So
the
recommendation
here
is
to
create
a
violence
prevention
unit
that
would
work
in
cross
departmentally.
It
would
also
work
in
partnership
with
community-based
organizations
and
really
play
a
role
in
dealing
with
violence
comprehensively
so
that
we
can
build
our
capacity
to
prevent
and
respond
to
violence
effectively
over
time.
E
The
second
recommendation
that
I
think
matches
up
with
this
responsibility
is
to
do
what
we
can
to
ensure
that
workforces
that
are
particularly
exposed
to
violence,
so
law
enforcement.
Ems
corrections
that
they
have
the
appropriate
education
and
support
needed
to
deal
with
violence
effectively.
So
that
would
include
education
on
trauma-informed
practice.
E
Protocols
to
mitigate
secondary
trauma,
so
secondary
trauma
happens
when
we're
exposed
to
trauma
in
our
in
our
work.
We
might
not
be
the
one
who
was
victimized,
but
we
have
witnessed
it
and
it
affects
us
and
then
also
that
these
workforces
have
systems
to
assess
and
respond
to
workers,
mental
well-being
to
ensure
not
only
that
they
can
carry
out
their
job
in
a
quality
manner,
but
that
they're
not
at
risk
for
for
any
further
harm
to
themselves
or
to
others,
because
sometimes
that
can
result
from
secondary
trauma
as
well.
E
Another
recommendation
here
to
highlight
is
to
more
broadly
than
you
know,
those
workforces
that
I
just
mentioned
really
invest
in
community
health
and
safety
providers,
knowledge
and
what?
What
leads
to
violence,
how
to
recognize
it?
How
to
recognize
all
a
whole
range
of
types
of
violence,
there's
so
many
hidden
forms
of
violence,
I
know-
are
police
officers
present
are
aware
of
in
particular
how
difficult
it
can
be
to
you
know,
really
identify
when
something
is
definitely
happening.
E
When
you
know
it's
happening
in
a
secretive
way
behind
doors,
child
sexual
abuse,
domestic
violence,
those
tend
to
be
human
trafficking,
more
hidden
forms
of
violence
that
are
hard
to
detect.
E
E
Another
task
force
responsibility
is
to
assess
sfpd's
operations,
policies,
procedures
and
practices,
so
I'm
especially
excited
to
learn
from
this
task
force.
E
What
you
may
have
already
set
in
motion
with
regard
to
this
responsibility,
what
we
can
learn
from
in
terms
of
your
assessment,
the
recommendation
here
after
many
conversations
with
folks
from
the
pd
and
community
partners,
is
really
to
first
of
all,
provide
support
around
workplace
wellness
to
promote
good
mental
health
again
to
mitigate
secondary
trauma,
also
to
facilitate
relationship
building
and
sustain
communications
between
the
pd
and
different
health
and
safety
providers.
E
All
too
often
folks,
just
don't
know
who
the
other
folks
are
in
the
in
in
the
community
or
in
the
field
also
to
promote
mentorship
and
networking
with
other
departments,
maybe
in
other
cities
that
are
doing
an
especially
great
job,
also
to
review
and
contribute
to
the
updating
of
policies
and
procedures
on
domestic
violence,
human
trafficking,
sexual
assault
and
stock
stalking.
Again,
those
are
all
forms
of
violence
that
tend
to
be
more
hidden
and
they
they
require
even
more.
E
You
know
expertise
and
care
in
in
dealing
with
in
a
trauma-informed
way
and
to
provide
education
on
all
of
that
next
responsibility.
That
intersects
here
is
to
assess
ways
that
the
pd
can
connect
with
the
community
to
provide
safety
and
offer
services
while
engendering
trust
and
mutual
respect.
E
So
one
of
the
recommendations
that
I
think
fits
here
is
the
one
we
came
up
around
with
around
really
reviving
a
coordinated
community
response.
Council
there
used
to
be
one
in
place
called
santa
fe
safe.
E
It
went
quiet
over
the
last
couple
years.
It
had
a
lot
of
success
in
connecting
folks
and
elevating
awareness
around
domestic
violence.
So
this
is
a
recommendation
to
bring
something
like
that
back
with
a
particular
focus
on
establishing
a
multi-disciplinary
team,
so
that
not
only
are
there
follow-up
services
for
domestic
violence
victims,
but
we're
also
certain
that
the
perpetrators
are
being
held
accountable
and
getting
the
right
points
of
contact
with
the
criminal
justice
and
health
and
health
services
system.
E
The
next
recommendation
is
to
continue
to
fund
and
expand
violence,
prevention,
practices
and
programs
that
are
demonstrated
to
work
and
I've
highlighted,
because
this
is
really
the
one
that
pertains
to
the
responsibility
just
part
a
to
assess
and
mitigate
violence
risk.
You
may
all
be
aware,
as
this
issue
has
been
gaining
more
and
more
attention
lately.
E
You
know
that
one
of
the
best
ways
to
prevent
mass
shootings
or
school
shootings
is
to
really
ensure
that
a
solid
collaboration
is
in
place
between
your
police
department,
your
school
district,
mental
health
providers
to
be
able
to
identify
those
people
who
are
demonstrating
that
they
might
risk
sorry
that
they
might
cause
harm
to
others.
E
The
part
b
is
also
an
important
recommendation,
but
it's
not
specific
to
the
task
force
responsibility,
although
I
do
want
to
note
it
because
I
know
that
there
are
folks
here
who
are
invested
in
restorative
justice
and
trauma-informed
practice.
So
I
think
this
part
of
the
recommendation
intersects
with
the
the
work
of
the
various
members
of
the
task
force.
E
Another
task
force
responsibility
is
to
provide
an
opportunity
for
a
broad
cross-section
of
the
community
to
advise
on
their
experiences
to
help
improve
safety
and
health,
and
so
this
is
a
recommendation
to
basically
create
a
a
multi-sector
coalition
type
group
that
is,
for
the
purpose
of
building
trust
among
the
people
who
are
present
so
bringing
together
folks
from
across
police
fire,
emergency
housing,
victim
advocacy,
education,
to
build
relationships
to
exchange
information
and
to
identify
needs
and
assets
and
solutions
collectively,
and
then
to
pursue
collaborative
action
to
promote
community
health
and
safety.
E
I
had
the
privilege
of
working
with
the
prevention
alliance
for
a
period
of
time,
and
I
think
this
is
something
that
we
did
pretty
well.
People
tended
to
get
to
know
each
other
over
time
and
initiate
collaborations
and
partnerships
by
the
through
the
information
that
they
were
sharing
as
a
group,
so
this
is
sort
of
in
the
spirit
of
de-siloing
our
work
and
then
finally,
I
just
want
to
highlight
one
of
the
task
force's
main
interest
areas.
Community
engagement
and
point
out
a
couple
ways
that
the
recommendations
promote
community
engagement.
E
E
Another
recommendation
is
to
provide
community
forms
after
public
public
acts
of
violence,
to
facilitate
healing,
so
that
folks
can
process
the
event
and
also
access
services
that
they
may
need
and
engage
in
violence,
prevention
planning
and
advocacy.
If
that's
what
they
want.
So
you
know
thinking
to
another
recent
tragedy
that
we
just
had
with
andres
and
efren,
I
believe,
is
his
name.
E
E
Another
recommendation-
and
I
believe
this
is
the
last
one
for
this
presentation-
is
to
really
expand
the
education.
That's
provided
to
all
community
members,
the
greatest
number
of
community
members.
So
you
know
this
is
targeted
audience
specific
education
that
is
culturally
relevant
and
it
should
be.
It
should
be
designed
to
increase
people's
knowledge
of
different
forms
of
violence,
so,
just
like,
we
need
folks
who
are
working
in
the
health
and
safety
sectors
to
have
a
deeper
understanding
of
these
forms
of
violence.
E
It's
also
really
helpful
if
everyday
people
all
community
members,
know
this
so
that
we're
better
prepared
to
intervene,
and
we
know
more
about
what
our
options
are
to
intervene
and
to
do
so
safely.
E
C
C
C
Got
it
so
it's
these
points.
The
next
steps.
C
One
is
hiring
a
program
manager
to
carry
out
the
recommendations
which
we're
in
the
process
of
hiring
the
second
one
is
the
use
of
arpa
allocation,
which
is
about
a
million
dollars
to
fund
finance
prevention
and
intervention
efforts
and
then
three
as
we're
finalizing
an
moa
to
formalize
the
partnership
with
santa
fe
county,
to
address
violence,
collaborative
collaboratively
and
comprehensively,
and
then
finally,
we're
going
to
be
developing
a
two-year
strategic
plan
based
on
these
recommendations,
and
so
luckily,
with
the
blessing
of
the
mayor
and
city
council,
we've
gotten
almost
all
three
of
these
done,
and
so
our
next
step
is
going
to
be
to
really
formalize
formalize
the
moa
and
then
do
the
two-year
strategic
plan.
E
Just
to
repeat
for
mary
yeah,
mary,
mary,
louise
mary,
louise,
I'm
sorry
just
to
repeat,
she
just
said
that
three
of
these
steps
a
lot
of
progress
on
she
basically
just
read
what
was
on
that
on
the
slide
here:
yeah,
okay,
so
perhaps
now
we
can
open
it
up
for
questions
and
discussion.
Thank
you
julie.
Thank
you.
So
much
for
for
bringing
us
back
with
that
last
one.
A
I'm
just
waiting
to
do.
We
see
everybody,
okay,
so
first
I'm
going
to
thank
sophie.
Thank
you
for
your
presentation
and
relating
it.
I'm
thanking
sophie
for
relating
this
back
to
our
work
at
the
for
the
task
force,
because
when
you
presented
it,
it
was
really
just
an
overview
of
the
research
and
so
making
it
very
specific
to
the
task
force
and
recommendations.
I
think
is
really
helpful.
I
like
the
way
you
made
that
connection,
and
so
I
think,
though
there
will
be
questions
I
just
see
emily.
A
C
Thanks
so
much
hi
sophie
thanks
for
the
presentation,
a
couple,
I
have
a
couple
questions
and
then
I
probably
have
a
question
for
the
group.
So
I'll
start
with
the
specific
questions
for
sophie
the
assaults
where
we
saw
the
increase
where
they
doubled
in
the
last
year.
Do
we
know
like
of
those
assaults?
Were
they
mostly
domestic
violence?
C
Is
there
a
way
to
sort
of
categorize?
Are
the
were
they
random?
I'm
just
curious.
You
know,
as
it
relates
to
the
type
of
interventions.
That
was
my
my
first
question.
C
My
second
question
was
around
the
unit
you
talked
about,
and
the
multidisciplinary
team.
B
C
Those
live
within
with
this
new
program
manager,
or
would
those
be
envisioned
as
sort
of
external
community
based
organizations
that
would
lead
it.
So
that's
my
second
question
and
sorry
I'll
end
with
my
third
question
was
given
that
these
recommendations
are
moving
forward.
I
guess
the
question
is:
what
is
the
ask
for
this
task
force?
C
E
E
E
E
So
that's
something
that
I
think
needs
more
of
an
investigation
to
take
more
time
to
look
into,
and
I
think
that
the
violence
prevention
unit
could
help
play
a
role
in
that,
maybe
in
partnership
with
the
department
of
health
as
well,
which
is
increasing
its
capacity
to
deal
with
violence,
because
there's
a
need.
It's
my
understanding
across
the
board
for
more
support
with
data
analysis.
E
So
I
think
we
would
want
to
get
a
better
understanding
from
the
pd's
data
analysis
team.
You
know
what
their
needs
are
in
terms
of
analyzing
those
assaults,
but
it's
a
great
question
and
you're
right.
It
would
really
give
us
more
direction
on
how
to
tailor
some
of
these
interventions.
C
Second
question
was:
you
had
recommended
the
unit,
oh
yeah,
and
then
multiple
multiple
discipline,
multi-disciplinary
team
and
where
those
you'd
imagine
those
living.
E
Yeah
at
this
point,
I
I
think
it
can
go
either
way.
I
think
it
it's
based
on
what
community
providers
are
able
to
commit
to.
I
think
we
without
having
anything
new
housed
in
the
unit.
E
I
think
you
could
establish
the
multi-disciplinary
team
based
on
the
providers
who
are
currently
in
place
and
you
could
look
to
the
child
sexual
assault,
multi-disciplinary
team
as
a
model
to
replicate
that
on
so
you
know,
such
a
team
would
include
representatives
from
criminal
justice
from
victim
advocacy
from
law
enforcement
and
maybe
other
groups
depending
on
the
case.
You
know
that
that
are
relevant,
but
I
think
it
could
go
either
way.
E
There's
another
recommendation
in
here
around
enhancing
victim
advocacy
so
that
it
becomes
24
7
and
on
call
and
multilingual.
Unfortunately,
there's
no,
you
know
on-call
victim
advocacy
service
currently
available
for
domestic
violence
to
that
degree.
So
you
know
it's
a
similar
fork
in
the
road.
You
know
that
could
either
be
something
new
that
gets
enhanced
with
a
current
community
provider,
or
maybe
it's
something
that
the
the
violence
prevention
unit
takes
on
over
time
and
then
the
third
question
I
think,
was
for
the
group
right.
C
Yeah
or
anyone
who
can
answer
it,
I'm
just
curious.
So
it's
awesome
to
have
this
presentation.
We
know
this
work
is
moving
forward,
but
what?
What
is
the
ask
for
this
group?
What
our
role
should
be
with
these
recommendations.
A
Or
like
it
could
be
both
like
who's.
What's
he
asked
for
us
and
also
what
is
the
ass
for
you
all,
because
you
did
this
staff
actually
sanctioned
this
report,
I'm
not
sanctioned,
but
you
contracted
for
this
report
with
a
goal
in
mind.
So
maybe
you
could
tell
us
a
little
bit
about
that
director
ochoa.
C
Members
of
the
committee,
so
actually,
as
julie
said,
you
know,
this
was
sort
of
in
response
to
some
increase
in
community
violence,
especially
youth
violence,
with
guns
that
was
happening
and
really
the
mayor
reached
out
and
at
the
same
time,
julie
of
course
was
already
thinking
about
things
that
we
had
underway
and
how
to
enhance
them.
So
just
I
think
the
quick
answer
to
your
question.
Emily
is
we
wanted
you
to
be
informed
of
what
we're
doing
we're.
G
C
The
process
of
hiring
our
program
manager
and
we've
been
talking
with
the
county
and
their
youth
services
division,
especially
about
how
to
what
the
scope
of
this
unit's
work
should
be.
So,
let's
just
stay
in
conversation.
C
Because
it's
nothing
as
written
in
stone
right
now.
So
as
you
all
are,
you
know
formulating
things
that
you
want
to
see
done.
Let's
be,
let's
have
continued
conversations
around
it.
We're
just
really
excited
that
the
council,
you
know,
gave
us
another
program
manager
for
this
work.
We
now
have
in
the
youth
and
family
services.
Division
which
started
with
julie
was
the
youth
and
family
services
division
and
she
was
holding
it
up
wonderfully.
C
But
now
we
have
a
connect
program,
manager
and
I'll,
remind
people
that
inconnect
navigators
ask
a
question
about
interpersonal
violence,
which
is
another
data
point
that
we'd
like
to
pull
in,
as
well
as
our
new
violence,
prevention
program
manager
and
our
homeless
services
program
manager.
So
we're
developing
our
capacity
to
just
be
responsive
and
what's
been
great,
is
that
you
know
in
conversations
that
certain
side
and
that
julie's.
D
C
Bit
of
a
rambling
answer
to
your
question,
but
I
think
we
want
to
just
keep
you
informed
as
things
develop
so
that
if
you
haven't,
but
since
you
are
a
panel
of
experts
in
this
field,
we
would.
A
B
E
C
C
C
For
sophie
and
it
is-
or
anyone,
julie
or
keita
that
are
involved
in
this,
and
there
were
pieces
in
there
about
one
sort
of
economic
issues
relating
to
violence,
and
I'm
wondering
the
city
has
embraced
some
gbi
components
which
I
think
is
great,
and
there
are
pilot
programs
around
the
country
that
support
people
coursing
through
or
getting
out
of
detention,
centers
jails.
And
so
I'm
putting
that
out.
There
is
perhaps
a
way
to
think
about
preventing
for
people
already
perpetrating
violence
or
experiencing
it.
C
C
Dis,
it's
very
hard,
often
in
our
community,
to
distinguish
and
to
have
that
clear
binary,
and
so
I'm
wondering,
if
part
of
those
recommendations
or
if
you
could
dig
a
little
deeper
into
for
us,
what
people
young
people
coursing
through
the
criminal
legal
system,
people
already
arrested
people
already.
What
can.
F
E
E
First
of
all,
I
think
that
peace
around
having
a
multi-sector
community
coalition
that
brings
together
folks
who
are
who
are
working
firsthand
with
those
types
of
individuals
that
you're
describing
you
know
legal
criminal
legal
system
involved
people.
I
think
it
would
be
important
to
have
them
at
the
table
so
that
they're
part
of
a
conversation
about
what
is
needed.
What
the
concerns
are,
what
solutions
might
be?
I
think
it's
also
important
to
include
voice
from
people
who
have
previously
been
incarcerated
and
might
even
currently
be
incarcerated.
E
Maybe
they
are
already
engaged
in
a
program
such
as
project
echo,
peer
support
where
they
are
wanting
to
lend
their
voice
to
community
solutions.
So
that's
one
part
of
the
answer.
E
The
second
part
is,
I
would
suggest
you,
take
a
look
at
the
one
of
the
priority
recommendations
that
was
not
highlighted
in
the
presentation
is
to
invest
in
a
cohort
of
youth
who
are
at
highest
risk
for
violent,
victimization
or
perpetration,
and
to
wrap
services
and
mentorship
and
support
around
them
over
time
to
help
them
build
their
education
of
violence
and
how
to
prevent
it
to
learn
from
them,
how
to
prevent
it
and
what's
going
on
and
to
cultivate
a
violence,
prevention
or
violence
intervention
workforce
over
time.
E
So
this
is
in
the
spirit
of
the
national
best
practice
whereby
peer
influencers
are
employed
to
go
out
into
the
community
and
be
present
in
situations
when
violence
is
most
likely
to
recur
so
cure.
Pure
violence
is
the
is
the
evidence-based
program
that
has
shown
to
reduce
shootings
and
fatalities
caused
by
intergroup
conflict.
Sometimes
it's
gang
violence.
Sometimes
it's
just
groups
that
are
at
odds
with
each
other,
and
so
the
process
is
that
these
trusted
community
members
who
know
their
communities
intimately,
who
have
credibility,
often
are
formally
incarcerated.
E
They
are
talking
these
younger
folks
out
of
retaliating.
So,
as
an
example,
you
know
if
we
had
a
model
like
this
in
effect
in
santa
fe,
you
might
have
some
of
these
trusted
peer.
Influencers
be
present
at
the
at
the
funeral
ceremonies
this
friday
for
for
andres,
and
you
know,
have
an
ear
open
to
when
there
might
be
murmurings
of
retaliation
and
to
you
know,
dissuade
those
people
from
retaliating.
E
So
over
time.
The
process
is
to
replace
the
pro-violent
norms
with
pro-social
ones,
so
that,
instead
of
coping
with
stress
with
violence,
these
individuals
are
turning
to
their
friends
or
to
their
mentors
to
help
deal
with
what
they're
dealing
with
emotionally
and
the
other
part
is
to
help
build
a
violence
prevention
workforce
over
time.
E
So
we
want
to
change
that
over
time
with
building
up
the
workforce,
but
there's
also
recommendations
to
invest
in
local
leadership
and
enhance
workforces
across
disciplines,
not
just
public
safety
yeah.
Thanks
for
the
question.
Thank
you
thanks.
Thank
you.
Marcella.
H
H
My
question
is:
how
how
are
we
planning
here?
Were
we
as
a
city
planning
the
staffing
and
the
build
out
of
staffing,
because
these
are
a
lot
of
important
objectives,
but
it
it
feels
to
me
you're
gonna
need
pretty
substantial
staffing
to
to
have
a
broad
reach
in
the
community.
E
So
santa
fe
is
very
lucky
that
there's
this
one
million
dollar
budget
available.
That
gives
me
a
lot
of
hope
as
well,
because
I
see
a
lot
of
potential
to
hire
or
to
contract
with
all
kinds
of
talented
local
leaders
who
can
help
to
carry
out
some
of
this
work.
So
my
suggestion
would
be
to
begin
to
transform
this
set
of
recommendations
into
an
actionable
strategic
plan
and
that
plan
would
specify
exactly
how
to
operationalize
it
through
budget
and
personnel
over
time.
C
And
then
just
to
add,
there's
a
lot
of
interest
on
this
on
the
state
level,
and
a
lot
of
funding
is
opening
up
on
the
state
level
to
be
able
to
support
this
kind
of
work,
not
only
in
planning
but
also
in
implementation
and
building
out
capacity.
C
H
Okay,
thank
you.
It's
a
work
in
process
and
it's
hard
to
put
numbers
on
that.
I
understand,
but
it
to
me
it.
It
looks
like
it's
going
to
be
very
intensive,
necessarily
going
to
be
very
staff
intensive.
C
H
F
E
Can
I
comment
on
just
one
thing
with
regard
to
that,
I
think:
there's
a
lot
of
opportunities
to
leverage
existing
programs
that
are
well
aligned.
So,
for
example,
you
know
we
have
a
number
of
great
prevention
programs
in
the
schools.
Let
me
give
the
example
of
team
parent
programming.
E
You
know
there's
an
opportunity
to
integrate
more
education
into
existing
times
when
parents
come
together
and
get
other
kinds
of
education.
So
if
they're
coming
together
and
they're
learning
about
positive
parenting
skills,
they
can
also,
at
the
same
time,
learn
about
you
know
how
to
protect
their
child
against
child
sexual
abuse.
You
know,
so
I
think
I
think
it's
not
just
a
matter
of
creating
new
roles
or
new
contracts.
It's
really
looking
at
what
are
our?
What
are
the
assets
that
we
can
share?
How
can
we
leverage
them?
E
How
can
we
pool
resources-
and
I
think
again,
that
multi-sector
coalition
can
help
play
a
role
in
driving
the
strategic
direction
for
that.
A
Sir,
thank
you
chris.
I
Yeah
with
regard
it
goes
along
with,
I
think
what
gina
was
saying
is:
you
know
there
seems
to
be
money
at
the
state
level
and
typically,
I
think
the
state
likes
to
look
at
more
regional
models.
So
the
mou
with
the
county
are
we
looking
at
making
this
a
regional
program
with
regards
to
the
violence
prevention
unit
and
the
multi-disciplinary
team
working
with
them
for
one
team
that
would
respond
across
borders
or
throughout
the
entire
county?
E
Well,
fortunately,
we
just
found
out
from
the
department
of
health
that
prospective
grantees
will
be
counties
or
municipal
entities,
so
the
city
or
the
county,
if
it's
deemed
that
they
are
a
high
needs
enough
entity.
They
could
be
eligible.
But
I
like
your
point
about
the
regional
process,
because
I
think
we
all
recognize
that
borders
are
kind
of
arbitrary
among
our
different
counties
and
people
are
transient,
so
I
think,
having
partnerships
across
counties
and
throughout
the
region
and
across
the
state
would
be
important.
C
You
know
we've
been
in
discussions
with
the
county,
because
the
county
is
also
really
interested
in
this
work,
and
I
think
it's
a
great
suggestion
to
think
about
this
work
regionally
across
not
only
city
but
also
through
the
county,
and
so
you
know
it's
something
that
we're
willing
to
explore
and
want
to
explore
as
we
further
develop.
This
work.
I
C
C
In
the
conversations
we
have
a
doh
yeah,
so
we're
negotiating
with
the
county
on,
even
with
this
new
funding
coming
in
from
the
state
how
it's
going
to
be
administered
and
how
we
can
you
know,
support
each
other
in
the
grant
making
for
the
grant
application
process
and
in
building
you
know,
a
regional
team
of
in
response
to
incidents
of
violence.
I
Yeah
thanks
and
then
with
the
idea
of
the
family
center.
You
brought
up
a
local
issue
that
just
happened
recently.
Is
that
how
the
family
centers
are
designed
and
set
up,
or
are
they
designed
to
set
up
that?
If
you
have
something
like
a
school
shooting
that
happens
in
another
part
of
the
country
that
that
family
center
can
be.
E
E
What
would
you
want
if
you,
if
you
had
a
place
that
you
wanted
to
go
to
where
you
would
feel
safe,
where
you
could
get
the
help
that
you
need?
You
know
where
you
could
have
your
children
looked
after
or
get
a
warm
meal
or
be
connected
to
a
mentor?
What
are
all
the
assets
and
resources
that
you
would
want
to
have
there
and
then
really
create
a
process
so
that
it's
somehow
really
community
run
so
that
you
know,
let's
say
a
group
that
uses
the
space?
E
Maybe
it's
a
a
group
of
families
in
a
neighborhood
where
a
shooting
happened?
Maybe
they
decide?
Hey
we're
gonna
host
a
community
forum
here
you
know
we're
going
to
come
up
with
some
solutions
around
this
problem,
so
I
think
the
family
center
could
be
a
place
where
some
of
these
activities
take
place,
but
none
of
that
has
really
been
determined.
I
think
it
would
be
really
exciting
to
hear
from
families.
E
You
know
that
recommendation
came
specifically
from
you
know,
someone
with
a
with
a
big
family,
who
you
know
personally
feels
and
also
as
a
representative
of
families
like
her
own,
like
that
would
be
a
really
helpful
resource,
so
yeah,
it
hasn't
been
figured
out
yet,
but.
I
You
know,
I
guess
questions
frequently.
Are
we
prepared
and
something
happened
here,
so
I
think
the
community
when
something
like
that
happens
is
they
become
really
concerned
and
wondering
if
that
happened
here?
How
are
we
prepared
to
respond
yeah?
I
know
we
are,
but
it's
I'm
a
lay
person
now.
So
it's
hard
to
explain
and
describe
how
well
prepared
we
are
yeah.
E
That
kind
of
collective
processing,
when
you
bring
community
members
together,
who've,
been
exposed
to
a
disaster
or
some
kind
of
trauma.
It
really
helps
people
to
cope
with.
What's
taken
place,
it's
like
a
first
step
so
that
you
know
it
might
prevent
any
kind
of
critical
incident
trauma
from
occurring,
which
is
when
you
have
even
just
short-term
trauma
after
incident.
E
It
might
play
a
role
in
preventing
ptsd,
which
happens
after
a
long
period
of
time,
but
yeah.
I
think
it's
really
important
to
follow
that
best
practice
in
mitigating
community
trauma
by
bringing
people
together
for
an
opportunity
to
talk
about
it
and
actually
acknowledge
what
took
place
after
it's
happened.
E
I
Are
you
aware,
does
the
state
still
have
what
they
call
cert
teams
or
critical
incident
response
teams
made
up
of
social
workers
and
counselors?
I
think.
F
C
F
A
community
member,
a
husband
and
not
a
police
officer,
which
I
don't
think
maybe
can
recognize
that
those
efforts
coming
from
police
department
are
huge
coming
as
a
human
being
before
you
show
a
badge
right,
and
so
that
was
a
community
event
that
we
brought
together
that
allowed
several
students
and
their
parents
to
come
to
a
safe
space
and
have
some
healing-
and
I
know
that
our
native
new
mexican
culture
is
all
about
being
inclusive
and
we
just
need
to
start
building
those
bridges
with
people
that
wear
a
uniform
and
those
community
members
and
the
social
workers
and
everybody
else
that
can
really
invest
in
our
families.
F
E
F
I
stutter
all
the
time,
but
the
last
thing
I
want
to
say
is
that
I'm
really
appreciative
of
the
city
of
santa
fe
for
investing
in
a
restorative
justice,
elementary
coordinator,
who
has
been
able
to
do
so
much
work
and
I'm
sure,
if
you
guys,
saw
the
report
of
how
many
students
that
we
got
to
serve.
It
was
huge
and
it
was
because
you
invested
in
an
elementary
restorative
justice
person.
So
thank
you
for
that.
That
was
the
last
thing
I
have
to
say
thank.
C
I
think
your
research
and
recommendations
are
going
to
really
influence
our
recommendations
as
well,
and
I
especially
appreciate
your
trauma-informed
care
perspective,
both
the
ptsd
that
our
first
responders
experienced,
but
also
what
leads
to
justice,
involvement
and
the
trauma
that
our
community
is
experiencing
and
why
they
get
police
involved.
And
then,
in
my
work,
life
working
with
foster
children.
C
E
E
I
think
it's
a
process
that
would
take
time
and
partnership
and
many
conversations
between
you
know
our
different
law
enforcement
providers
or
different
providers
in
the
criminal
legal
sphere,
because
there
is
some
good
education
in
place.
There
are
some
innovations
in
the
training
that
is
taking
place.
Also,
there
are
people
in
these
workforces
who
are
who
have
their
own
expertise
as
people
who've
survived
trauma.
E
So
I
think
a
starting
point
is
really
to
sort
of
gauge
okay,
what
is
being
offered
already,
what
is
really
needed,
and
also
to
hear
from
young
people
or
other
people
who
are
coming
from
that
experience
of
being
criminalized
or
victimized
for
their
trauma
hearing
from
them
firsthand
and
ensuring
that
they're
part
of
the
process
you
know
being
involved
in
the
foster
care
system
is
also
a
risk
factor
for
entering
human
trafficking
or
commercial
exploitation,
which
often
gets
criminalized
as
well
so
yeah
hearing
from
survivors
and
from
the
people
who
advocate
for
them
every
day
in
their
jobs.
E
I
think
that
can
be
really
helpful
and
it
can
also
be
helpful
to
take
the
time
to
you
know,
really
slow
down
and
look
deeply
at
one's
practice.
You
know
incident
by
incident,
you
know
how
did
we
do
when
it
came
to
responding
in
a
trauma-informed
way?
How
can
we
get
more
community
input
on
that
and
I
think
that's
a
big
part
of
this
task
force's
work.
So
maybe
this
task
force
will
come
up
with
some
more
answers
to
that
question
over
time,
or
maybe
you
already
have
something.
A
Thank
you
annie
in
the
interest
of
time.
I
will
probably
ask
my
questions
later,
but
I
do
want
to
know,
since
all
of
you
are
here,
and
this
report
was
actually
directed
by
your
department
and
the
all
of
the
officers
and
folks
that
have
listened
to
this
presentation
or
read
the
the
report.
A
To
you
that
you
thought
yes
we're
already
doing,
or
we
could
actually
do
better
about
that
and
I'm
I'm
thinking
internally,
like
you
all
getting
the
support,
you
need
for
the
things
that
you
experience
in
the
community
and
then
likewise
like
these
different
models,
the
violence
prevention
unit
or
having
a
multi-sector
coalition
and
then
the
family
center.
Those
are
just
a
few
that
were
listed.
D
I
have
one
thing:
that's
interesting,
great
great
presentation,
you're,
very
articulate!
Thank
you.
So
much
gonna
introduce
yourself
hi,
I'm
matt
chaplin.
For
so
I
think
it's
interesting
we've
looked
over
the
years
for,
like
we'll,
say,
drug
abuse.
We
looked
at
it
when
I,
when
I
started
I'm
sure
when
the
chief
started.
He
started
it's
definitely
when
he
started.
Thirty
years
ago
I
got
like
32
years
law
enforcement.
D
We
looked
at
it
as
as
criminal.
Everything
was
from
marijuana
pipes
et
cetera
criminal
criminal
criminal
as
its
transition.
That
was
one
of
the
first
detectives
of
the
property
comes
united
with
uc
baldwin
is
over
there
when
we
first
began,
and
we
were
all
like
what
is
this,
and
why
are
we
doing
this?
How
are
they
not
criminals,
their
workers
and
it's
like
a
transition
of
mental.
You
know
a
process
there
to
say
okay.
This
is
why
this
is
happening.
This
is
because
of
substance
abuse,
and
this
is
not
working.
D
What
we're
doing
and
then
you
look
at
even
more
recently
in
the
last
five
to
six.
You
know,
maybe
seven
years
but
five
to
six,
really
where
we
looked
at
mental
illness,
completely
differently:
law
enforcement,
where
we're
saying,
okay,
there's
a
problem
here,
a
bigger
problem
and
it's
not
just
running
in
their
guns
of
blades
and
substitutes.
Maybe
we
can
attack
this
different
way
and
we're
doing
like
the
alternate
response
and
doing
different
things.
Well,
now
insert
violence.
D
You
know
this
is
another
one
of
the
things
that
I
think
is
interesting
because
now
we're
on
another
major
topic
that
we
can
maybe
prevent
something
in
a
different
way,
and
I
think
that
whatever
that
training
may
be
that
comes
or
how
we
see
this,
not
necessarily
decriminalizing
the
act
of
hurting
somebody
but
maybe
preventing
it
before
it
happens.
That's
the
one
that
stood
out
to
me.
It's
very
interesting.
It
makes
me
think
of
leaving
how
we've
done
transition
over.
E
The
years
so
can
I
respond
to
that
sure.
I
so
appreciate
that
point
and
you're
making
that
parallel
with
substance
use
disorder
and
that
paradigm
shift
and
recognizing
that
addiction
is
a
disease,
and
this
is
just
like
the
movement
to
end
violence.
That's
been
happening
nationally,
starting
with
you
know,
when
violence
was
first
framed
as
a
public
health
problem
in
the
maybe
late
late
70s.
E
I
think
it's
taken
time,
but
you
know
it's
at
the
point
now
where
most
states
and
many
counties
have
injury
and
violence
prevention,
divisions
within
their
public
health
departments
and
new
mexico
has
been
lagging
behind.
In
that
way,
good
news:
it's
changing,
they're
now
inserting
the
word
violence
into
their
injury
prevention
division,
but
absolutely
when
we
recognize
that
violence
is
a
health
problem
and
it's
specifically
a
behavioral
health
problem.
Just
like
mental
illnesses,
just
like
substance
disorder,
substance
use
disorder
is
then
we
realize
oh
wow.
E
We
can
actually
prevent
it.
You
know
there
is
so
much
research
that
shows
how
you
can
effectively
prevent
violence,
not
all
forms
of
ions
necessarily
but
enough
where
we
could
be
doing
a
lot
better.
So
I
think
your
way
of
thinking
about
it
is
just
spot
on
and
helping
people
to
make
that
change
from
seeing
violence
as
a
moral
failure
which
it
often
feels
like
because
it
causes
a
lot
of
pain
and
damage
and
destruction.
E
C
I'd
like
to
add
to
that,
you
know,
as
you.
F
Crisis
know
treatment
built
back
into
all
training,
critical
incidents.
C
Nobody
ever
told
me
that
before
sorry
about
that
guys,
so
I
was
just
saying
that
smpd
has
you
know,
crisis
intervention,
training
embedded
into
all
of
our
training,
into
critical
incident,
debriefs
and
support.
C
We
can
always
do
more
of
that
and
understand
the
connection,
and
this
is
a
little
folksy,
but
I
just
feel
like
our
department
and
people
in
it.
You
alluded
to
this
for
various
reasons
in
their
from
their
own
experiences
and
lives
to
things
they've
seen
on
the
job
you
know
are
they
are
peace.
G
Officers,
they're
peace
officers
they're
there
to
bring
peace
to
a
situation,
and
so
we
have
a
high
level
of
professionalism
in
our
department
around
how
to
interact
with
people
who
are
being
violent
and
coming
out
of
crisis
and
trauma,
and
I
can't
say
that
we
get
it
right
every
single
time
out
there,
but
I'm
I'm
personally
extremely
proud
of
this
department.
The
way
that
I
hear
back
from
community
members
around
how
our
officers.
C
De-Escalated
situations,
how
our
officers
were
incredibly
professional
and
compassionate,
and
so
I
think
we
have
a
lot
to
build
on
in
that
regard
and
in
fact
I
think
our
officers
can
inform
other
parts
of
our
community
on
how
to
do
that.
You
know
if
I
had
to
do
that
in
a
situation
where
somebody
was
coming
at
me.
I
would.
G
J
I
am
so
yeah,
there's
a
lot
there
and
I've
been
fortunate
to
work
with
and
around
sophie
for
for
a
while
now,
that's
several
years
ago
with
the
municipal
drug
strategy
course
in
this
room
actually
in
yeah
what
I
I
keep
going
back
to
and
go
around
and
I'll
reference
a
little
bit
in
our
discussion
with
our
presentation
as
well
is
we've
tried
to
do
well
and
always
trying
to
improve,
of
course,
by
reaching
out
to
people
that
are
experts
in
their
respective
field
that
are
not
ours,
and
something
that
I
am
such
a
fan
of
with
aru
is
the
understanding
and
acceptance
of
the
variety
of
polls.
J
They
call
types
and
called
volume
that
is
tasked
for
law
enforcement,
that
police
respond
to
that
aren't
police
issues
and
we've
taken
those
on
because
there
was
no
one
else
to
take
those
on,
and
so
many
of
those
calls
have
that
element
and
component
of
behavioral
mental
health.
That
police
aren't
the
best
and
most
suitable
folks
to
be
responding
to
that.
But
again
we
didn't
ask
for
those
we
inherited
those,
and
so
a
lot
of
it
has
been
on
our
end.
J
Trying
to
get
our
personnel
is,
is
trained
and
buried
and
multi-tested
for
any
different
type
of
call,
and
I
can
go
on
and
on
about
how
a
call
comes
in
and
what
it
actually
is
when
we
get
there
and
how
our
officers
are
mentally
preparing
for
one
thing
and
they
show
up
in
something
completely
different
and
they
have
to
shift
mindsets
on
a
dime
and
go
from
responding
to
what
is
potentially
or
or
we
get
called
in
as
a
violent
encounter
or
breaking
entering.
F
J
In
crisis,
who
is
having
a
completely.
J
Issue
that
again,
our
guys
are
having
to
shift
mindsets
and
work
with
and
come
to
a
hopefully,
a
peaceful
resolution
in
real
time.
J
What
we've
done
well
that
started
with
chipotle
and
we
knew
on
and
expanded
the
contract
was
for
the
public
safety
psychology
group
with
dr
troy
rogers,
which
allows
for
our
officers
to
get
counseling
and
and
meet
with
those
qualified
specialized
folks
that
they
don't
have
to
go
through
me,
for
they
don't
put
these
they
we
don't
know
who's
going
and
who's
doing
what
we
get
the
bill
on
the
back
end
and
that's
open
to
to
all
of
our
personnel,
and
we
know
it's
getting
used
because.
J
Good
and
when
we've
had
our
quick
ones
and
debriefs,
it's
our
pure
officer,
support
team
and.
B
J
The
folks
from
pspg
to
help
him
work
through
and
and
chat
with.
C
To
provide
support-
and
I
learned
recently
from
the
chief
that
community
members
can
also
come
to
the
critical
incident
debriefs
if
they've
been
affected
in
some
cases,
so
there.
D
F
A
A
E
Thank
you
so
much
for
the
generous
reception
and
I
just
wanted
to
really
broaden
those
thanks
out
to
every
single
person
that
I
spoke
to
many
people
in
this
room.
You
at
the
police
department,
chief
joy,
were
so
helpful
in
providing
feedback
and
input
on
an
ongoing
way,
julie,
kira
for
your
leadership
with
this
project.
So
thank
you
very,
very
much
and
yeah.
I
hope
you
hear
the
voices
of
the
people
that
I
spoke
to,
I'm
just
trying
to
be
a
conduit
here.
Thank.
A
You
thank
you
and
we'll
move
on
to
the
next
presentation
and
I'm
wondering
if
you
all
could
do
the
presentation
in
10
15
minutes
just
so
we
could
get
some
questions
and
we
have
kind
of,
like
other.
You
know
administrative
stuff,
but
this
next
presentation
is
this
sunday:
police
department,
workload
assessment,
staffing
study
that
was
done
by
matrix,
consulting
and
they're,
not
here,
but
is
dc.
H
And
then
my
dc's
and
captains.
C
J
Let's
start
I'll
search
it
and
pick
up
here.
So
in
the
late
summer
of
2021,
we
contracted
with
matrix
consulting
group
to
do
a
workload
assessment,
and
so
there
are
a
number
of
ways
to
determine
best
staffing
for
a
city
and
community
berkeley
department,
one
that
we've
heard
often
times
over
the
years
is
well
a
police
department.
There
should
be
x,
number
of
officers
per
x,
number
of
people
right,
thousands
of
people
like
one
officer
for
every
thousand
students.
J
That
is
a
way
of
doing
it,
but
but
it's
not
the
best
way
of
doing
it,
because
each
community
is
and
should
be
unique.
Each
department
should
be
unique
to
the
community
that
it
serves,
and
so
we
reach
out
to
this
this
company
to
do
not
just
population,
not
just
officers
for
population,
but
staffing
based
on
calls
for
service
call
type
call
volume
and
what
the
department
does
for
the
community
that
it
serves.
J
What
we
learned
was
that
again
doing
a
quick
overview
is
that
santa
fe,
our
department
for
our
population.
We
are,
above
average
with
the
the
services
that
we
offer
in
the
call
volume
that
we
handle
for
other
agencies
and
other
communities
our
size.
J
They,
the
goal
for
the
focus,
of
course,
is
control
patrols
our
backbone
for
the
department
patrol
is
the
first
first
responders
for
any
issues
that
you
deal
with
when
you
call
9-1-1.
Generally
speaking,
it's
the
troll
that
that
responds
to
your
needs
also
to
be
that
proactive
and
do
the
community
policing,
proactive
policing
offer
that
criminal,
deterrent
and
the
police
presence.
J
The
goal
of
nationally
speaking
is
for
to
have
a
40
of
proactive
time,
cumulatively
around
the
clock,
and
so
what
the
company
came
back
with
was
by
their
assessment.
Currently,
we
were
operating
about
33
percent
of
proactive
time
and
so
trying
to
figure
out.
J
How
can
we
increase
that
productivity
time?
Obviously,
of
course,.
J
J
Versus
what
time
periods
we
were
having
to
be
more
just
responding
to
calls
for
service
and
then
again,
making
recommendations
based
on
their
assessment,
a
number
of
recommendations
that
they
came
out
with?
We
are
fortunate.
This
isn't
just
us
patting
ourselves
in
the
back.
This
is
something
that,
when
I
took
over
as
interim
jeep
in
december,
named
permanent
in
march,
basically
from
december
and
on.
B
J
Staff
myself,
the
dc's,
the
captains.
We
wanted
to
have
real
honest
conversations
with
our
staff
and
amongst
each
other
about
what
are.
J
Well,
and
where
can
we
make
improvements
and
how
do
we
make
those
improvements,
especially
with
doing
so
with
the
tools
that
we
have
already
and
the
resources
that
we
have
in
front
of
us
so
beginning
in
april,
we
made
immediate
adjustments
to
staffing
and
special
operations
training.
All
these
things
done
to
again
maximize
the
staffing
available
that
we
have
right
now
to
the
streets
right
now.
J
One
of
the
recommendations
that
matrix
came
up
with
was
the
last
several
years.
More
than
a
decade
we've
had
one
common
day,
which
has
been
friday
for
all
the
cold
ships
each
ship.
We
have
three
ships.
These
makes
graves
trying
to
talk
quickly
to
get
our
time
in
here.
So
if
I'm
going
too
fast
or
I'm
rambling
slow
me
down,
cut
me
off
I'll,
I
don't
mind.
J
So
we
have
three
ships
dave's
swing
great
each
shift
has
four
teams
per
ship
now,
historically,
all
four
teams
their
accommodate
was
friday,
so
the
teams
either
work
tuesday
through
friday
or
they
work
friday
through
monday,
but
all
four
teams
for
each
shift
was
friday.
Now,
on
the
flip
side
of
that
also,
all
of
our
special
operations
units
also
trained
on
friday.
So
we
have
this
in
on
paper.
J
In
theory,
this
one
day
where
we
have
all
of
our
staffing-
that's
great,
but
no,
we
don't
because
all
of
our
special
operations
units
our
swat
team,
ert,
eod
bomb
team
they're
also
doing
their
trainings,
which
also
eats
into
that
common
day
staffing.
J
So
one
of
the
things
that
was
done,
that
dc
champlain
put
into
place
was
okay,
we're
going
to
move
from
a
one
day,
common
day,
schedule
to
a
two-day
holiday
schedule
and
we're
going
to
switch
the
days
that
special
operations
conducts
their
training
and
so
far
it's
worked
out
pretty
well,
and
that
turns
out.
That
was
one
of
the
recommendations
that
matrix
came
up
with,
so
that
was
great
another
one
of
the
recommendations
that
came
out
was
changes
in
how
the
cases
from
investigations
are.
J
And
and
managed
through
casework
and
track.
Well,
it
just
so
happened
that
captain
ortiz
he
went
to
northwestern
staff
and
command
earlier
in
2021
and
his
staffing
study.
When
you
go
through
northwestern
state
man,
you
have
to
do
a
staffing
study,
so
it's
a
research
paper
basically
and
his
staffing
study
was
on
case
assignment
and
management
and
how
to
make
that
universal
and
make
those
improvements
so
that
the
cases
that
are
being
tracked
and
at
the
investigations
level
are
done
basically
the
best
that
they
can
be.
J
J
The
the
recruitment
and
put
him
on
the
spot
here,
but
training
recruiting
that's
his
wheelhouse
one
of
the
things
that
was
done.
This
council
passed
a
very
great
comprehensive
contract.
This
is
probably
the
the
best
recruiting
tool
that
we've
had
in
a
very
long
time,
this
current
contract
to
make
us
competitive
and
even
exceeding
our
partner
agencies,
especially
in
the
region.
J
Unfortunately,
in
this
profession,
a
lot
of
us
are
all
playing
tug
of
war
with
the
same
personnel
and
the
same
resources
and
we're
kind
of
stealing
from
each
other,
and
so
on
top
of
making
the
improvements
that
we
can
make
internally
for
our
own
agency.
J
Also,
what
are
we
doing,
and
what
can
we
do
to
make
ourselves
more
appealing
to
those
that
are
in
the
profession
that
would
be
beneficial
to
us
at
the
department,
and
so
that's
something
that
valdez.
G
J
B
G
Various
members
have
been
with
us
since
2018
have
done
a
tremendous
job
on
making
us
more
competitive.
I
shared
with
the
council
in
2019
and
2020
that
the
alarms
were
going
off
back
in
2015
and
16
when
chief
gallagher,
where
he
said
we're
going
to
be
suffering
a
loss
of
officers.
If
you
don't
remain
competitive
and
unfortunately,
we
were
unable
to
be
competitive
and
we
saw
a
huge
loss
in
2019,
with
over
10
officers
left
to
other
agencies
as
a
lot
of
officers,
which
was
a
huge
blow
to
our
agency.
G
So
we've
been
trying
to
fill
those
gaps,
but
also
the
impact
of
the
george
floyd
incident.
2020
has
had
a
profound
impact
on
law
enforcement
retention
and
recruitment.
Those
that
are
eligible
to
retire
are
leading
the
profession.
G
Those
that
are
don't
have
the
found,
support
or
the
support
at
work
or
even
from
their
colleagues,
so
they
don't
feel
supported
our
legal
profession
left
and
right.
So
that's
why
we're
competing
for
other
agencies,
where
we
have
officers
that
want
to
continue
good
work
that
are
the
good
apples,
not
the
ones
that
don't
eat
the
profession,
we're
trying
to
find
those
assets,
and
I've
shared
this
with
leadership
time
and
time
again.
G
Yes,
we
have
over
30
vacancies.
We
could
have
them
all
filled
today
from
one
or
two,
but
when
we
look
at
candidates
we
only
want
the
best
candidates
that
are
going
to
fit
the
needs
of
our
department
and
our
community.
We
don't
want
to
bring
any
bad
outs,
that's
one
that
we
do.
That
means
we
have
to
run
short
we're
going
to
run
short,
but
those
that
we
have
with
an
organization
are
the
best
candidates
out
there
that
provide
those
great
services.
F
B
G
B
G
Training
we
go
into,
we
far
exceed
through
our
training
program,
with
crisis
intervention,
training,
the
minimum
training
for
dealing
with
individuals
with
mental
impairments,
that's
required
by
the
state
of
new
mexico.
Those
are
things
that
we
see
because
our
agencies
have
always
been
trailblazers.
G
They
thought
they
were
the
biggest
agency
on
the
block.
If
you
don't
tell
us
how
to
do
our
business,
santa
fe
never
had
that
luxury.
For
us,
we've
been
flexible
to
what
we
need
to
adapt
to
we've
adapted
the
needs
of
our
community
and
even
in
times
you
know,
there's
individuals
who
go
to
trainings
across
the
state
where
they
say:
oh
in
santa
fe.
They
handle
things
a
bit
differently,
but
the
way
we
see
it
is
we
take
protect
and
serve
seriously.
G
We
take
that
public
trust
that
is
instilled
in
us
when
we
show
our
badge
seriously,
because
the
badge
is
not
a
symbol
of
authority
or
it's
not
a
symbol
of
I'm
better
than
you.
It's
a
symbol
of
public
trust
and
that's
how
trust
that
the
community
bestows
upon
us
to
make
sure
that
we
do
the
good
work
that
they
ask
us
to
do
and
that's
something
we
do.
We
take
our
uphold
the
laws
of
the
constitution
and
protect
everybody
in
our
community.
G
It
doesn't
matter
if
you're
born
and
raised
moves
to
santa
crane,
and
you
now
plant
your
home
or
you
came
to
visit
fallout.
Then
you're
here
with
us
today,
that's
what
we
believe
in
and
that's
what
should
be
a
part
of
law
enforcement
so
for
recruiting.
That's
what
we
look
for
when
we
do
our
interviews
with
candidates,
those
are
traits
that
we
look
for.
We
make
sure
we
let
them
know
what
our
values
are,
what
our
expectations
are,
and
it's.
G
Be
a
challenge:
it
really
is
it's
not
going
to
be
a
walk
in
the
park
for
us,
we're
here
to
serve
protect
our
community
and
but
through
that
service
means.
Like
dc
champlain
said,
if
it's
someone
that
is
suffering
from
substance
abuse,
we're
not
criminalizing
them,
we're
letting
them
know,
hey
here's
what
happened?
How
can
we
prevent
this
from
happening
in
the
future?
G
H
G
Just
happens
perpetually
until
they're
ready
to
get
back
into
services
instead
of
addressing
at
the
front
end
and
saying
if
we
gave
you
services
right
now,
would
you
be
interested?
Sometimes
you
say
yes
sometimes
to
say
no,
but
if
they're
ready
to
go,
that's
where
our
community
partners
come
to
play,
and
we
really
really
really
wanted
to
do
that.
But
with
our
police
officer
program,
we've
done
an
excellent
job
on
making
sure
that
we're
so
competitive
in
the
report
and
also
noticed
some
other
areas
we
need
to
improve
on.
G
G
We
have
officers-
let's
just
have
everyone
do
it.
They
have
a
lot
of
things
to
play
right
now.
That's
what
makes
it
difficult.
We
would
love
to
have
mental
health
professionals
in
our
organization
that
are
both
police
officers
and
mental
health
professionals,
but
it's
really
difficult
for
us
with
our
call
volume,
with
the
amount
of
items
that
you
do
day-to-day
to
maintain
both
it's
really
really
difficult.
That's
how
we
rely
on
partners
and
those
partnerships
that
we
have
much
like
so
convention,
hey
what.
F
G
F
G
They
vacancy
to
fix
the
challenge
with
the
increase
to
the
living
wage
for
city
employees
to
15
an
hour.
Unfortunately,
it
had
a
unintended
consequence
where
it
then
caused
compassion
between
some
of
our
records,
technicians
and
admin
staff
where
now
they
start
at
the
same
time,
there's
no
delineation,
where
we
set
it
up
in
our
structure
where
records
tech
is,
if
you
come
in
and
kept
a
bit
of,
experience
have
instances
where
you
have
more
experience.
G
Those
positions
have
been
properly
vacant.
We've
interviewed
over
75
applicants
of
the
75
we've
had
three
accept
job
positions
of
those.
Three
one
is
left
voluntarily.
One
was
released.
One
still
remains
with
us,
they're
in
our
record
section.
So
that's
a
huge
item
that
we
still
need
to
address
and
not
just
looking
at
that
when
you're
seeing
police
officers,
because
in
order
for
police
officers
to
operate,
we
need
those
staff
members,
but
we
need
that
support
staff
to
make
sure
that
records
is
being
covered.
G
Their
evidence
is
being
supported
and
we
have
crime
scene,
technic
technicians
to
support
them.
We're
also
looking
at
even
diversifying
some
of
the
positions
around
like
our
public
safety
aid
program.
Can
they
handle
calls
that
do
not
require
police
officers?
Are
there
low
level
calls
that
do
not
need
the
police
officers
there
to
build
those
situations
and
also
implementing
a
desk
officer
assignment
where
maybe
someone.
G
To
please
go
into
their
house
to
replace
a
business
come
over
to
our
place
of
business.
We'll
have
an
office
there
to
take
the
call,
but
we'll
take
the
call
to
the
phone.
If
you
want
to
so,
we
make
sure
we're
accessible
to
everyone
out
there
in
the
public
to
the
extent
possible.
There
is
a
lot
of
growth
that
we
still
have
so
for
us,
these
recommendations
are
going
to
be
helpful.
G
It's
a
lot
of
stuff
that
we
already
knew,
and
we
already
had
at
the
foresight
saying
we
need
to
make
improvements
on
this,
but,
as
we
add
other
services
and
assets
to
our
organization,
we
have
to
make
sure
that
we
account
for
the
growth
that
that
will
need
for
us
to
make
that
happen.
So
again,
our
current
assets
outside
of
our
organization.
We
rely
on
tremendously,
I
know
julie
and
I
have
discussed
hey.
G
How
can
we
partner
with
someone
get
people
into
you
know
not
only
law
enforcement
but
public
safety,
and
you
know
our
community
employment
with
the
city
in
any
position
that
we
have,
whether
it
be
like
in
our
community
services
section
or
with
you
know,
either
our
parks
and
rec,
and
I
think
the
partnerships
that
we
do
have
those
parts
as
well.
Even
today
we
had
our
one,
an
hr,
analyst
assistance,
hey
utilities,
having
a
job
fair.
Can
you
help
us
out
with
the
information
and
we
get
that
information
out
there?
H
G
G
Done
so
we're
always
trying
to
help
people
do
that,
but
the
big
thing
that
we
have
seen
from
the
community
and
unfortunately
it
took
almost
it-
was
a
tragedy
for
it
to
happen
or
officers
when
they
go
to
a
call
for
service.
It's
not
because
ben's
having
a
great
day
come
on
over
for
a
birthday
cake.
It's
not
because
hey
guess
what
I
spun
lottery,
let's
go
get
something
to
eat.
It's
someone's
in
crisis.
Their
life
is
in
shambles.
Something
happened
to
them,
they're
a
victim
of
something
or
one
of
their
kids.
G
G
Then,
but
some
people
they
are
asked,
hey,
look
thanks
for
saying
that.
But
let
me
get
you
in
touch
with
the
officer
too,
and
let
me
have
them
here
for
me
as
well,
but
let's
try
to
make
that
happen,
so
they
can
see
that
because
again,
the
cause
they're
seeing
just
like
sophie
mentioned
that
trauma
they
they
see
nothing
but
negativity.
G
They
see
a
car
crashes
from
the
past.
They
see
someone
who
is
abused
and
they're,
hoping
that
the
process
in
the
system
will
make
things
better
for
them
and
that's
what
they
see
10
hours
a
day,
that's
what
they
get
to
see.
So
when
we
talk
about
community
policing,
it's
not
just
a
program
where
we
pass
on
stickers.
We
go
meet
with
people,
it's
building
that
trust
your
relationship
with
the
community.
G
G
Knows-
and
you
know,
dc
champions
like
his
techno
time
and
time
again:
they're
working
their
tails
off
those
horses
have
been
whipped
and
they're
still
going
full
speed
ahead,
eventually
they're
going
to
hit
the
wall
we
need
to.
Let
them
know
there's
a
reason
why
we
do
what
you
do
so
he
lets
him
know:
hey.
You
do
a
fantastic
job
today.
G
G
For
us,
it's
like
hey,
you
did
a
great
job,
fantastic,
that's
great,
can
you
let
us
know,
and
then
we
recognize
them
either
internally,
but
to
let
the
community
know
here's
what
you
officers
do
unless
you
read
the
paper
and
see
a
blurb,
we
get
just
a
small
sliver
of
that
story,
so
for
us
to
recognize
our
staff.
Let
them
know
here's
a
great
thing
that
you
did.
You
made
a
difference
and
that's
what
we
ask
people
and
the
chief
knows.
G
G
G
G
And
it's
great
because
it's
not
only
a
team
for
us,
but
as
a
city
we
collaborate
together
to
make
that
happen,
the
fire
department,
but
they
are
you.
They
really
showed
that
hey
like
we're
sibling
agencies
and
sometimes
yeah,
it's
just
like
siblings.
We
may
have
a
different
perspective
on
things,
but
we
get
along
right.
We
get
along
and
you
gang
up
on
both
of
us.
It's
like
okay,
well
we're
going
to
badge
again
say
all
right
cool.
How
can
we
address
this
challenge
and
we're
going
to
work
together
to
get
it
done,
but.
G
On
these
recommendations,
a
lot
of
things
that
they
provided
to
us
they're
already
in
motion,
we're
looking
at
those
there's
some
that
we
have
that
we're
like
trying
to
find
a
way
to
get
it
put
together.
One
thing
that
we
did
appreciate
was
try
to
account
for
the
turnover
between
either
departures,
retirements
and
onboarding.
G
So
for
us,
if
we're
just
recruiting
for
the
number
that
we're
allocated,
we
have
no
logo
room
so
once
those
seats
are
filled,
we're
not
able
to
recruit
or
onboard
additional
pieces,
so
that's
always
challenging
so
for
us
once
we're
able
to
get
these
vacancies
to
a
position
where
we're
down
to
five
or
ten.
We
want
to
see
if
we
can
implement
that
recommendation
and
say
hey:
why
don't
you
budget
for
about
five
to
six
officers
above
that?
G
So
if
you
have
someone
that
retires
or
gets
on
board,
because
the
time
from
higher
to
when
they
hit
the
street
for
cadet
is
about
a
year?
But
if
someone
retires
from
that
time,
we're
going
to
be
running
short
on
patrol
or
investigations
so
having
that
built-ins
can
be
really
helpful
for
us
to
look
at
that.
We
put
on
the
scope
working,
so
we
wanted
a
quantitative
assessment,
not
just
something
like
well.
You
could
do
this
to
that.
G
How
many
numbers
do
we
need
and
they've
really
looked
at
the
numbers
and
growth
like
with
economic
development?
What
kind
of
businesses
and
homes
are
gonna
be
developed
in
santa
fe
in
the
next
five
years?
You
know
where's
the
growth
in
the
city
and
we're
gonna
look
to
deploy
these
assets
but,
as
we
add,
those
additional
assets
and
those
international
staff
members,
we
just
need
that
whole
support
system
there
to
make
sure
that
that
goes-
and
I
know
director
have
chosen
a
tremendous
job
with
getting
our
people
into
the
community.
G
Their
cars
are
office.
They
can
do
a
lot
of
things
from
their
car,
make
sure
that
they
have
the
equipment
that
they
need
right
now.
We're
we're
about
this
close
to
being
almost
out
of
dangerous
waters
with
our
fleet,
we're
just
waiting
for
the
vehicles
to
come
in,
but
making
sure
those
items
are.
F
B
G
At
it,
it's
just
like
someone.
G
G
Typewriters
down,
we
didn't
have
any
money
to
buy
any
computers
or
hey.
They
shut
off
our
light,
build
because
we
didn't
get
the
bill
paid
in
time.
If
it's
chaos,
it's
not
very
attractive
and
again
the
staff
they're
like
if
you're
looking
for
a
place
to
get
some
experience
yeah.
This
might
be
okay,
but
you
should
be
looking
elsewhere.
G
Our
best
recruiters
are
our
staff,
so
the
more
we
take
care
of
them,
whether
it's
with
support
equipment,
training
or
just
let
them
know.
If
you
have
this
resource
to
go,
get
mental
health
and
the
big
mental
health
too,
is
making
sure
that
we
let
them
know
it's.
Okay,
to
feel
pain.
It's
okay
to
feel
upset
about.
G
G
Not
just
police
but
fire
as
well,
they
get
in
substance,
abuse
they
die
from
alcoholism
and
they
want
to
live
out
the
years
of
retirement.
They
die
at
45
to
50
years
old
and
that's
something
we're
looking
to
prevent
with
our
staff.
We
don't
want
them
to
turn
to
even
suicide,
based
on
the
things
that
they
saw
because
they
just
bottled
it
all
up.
So
for.
H
B
G
Recommendations
when
we
talk
about
wellness
and
mental
health
for
our
staff,
that's
huge,
that's
huge!
If
you
see
what
my
front
desk
staff
goes
through
some
days
again,
people
don't
come
to
say.
Thank
you
very
much,
I'm
in
crisis.
I
need
help.
Okay,
let
me
get
an
officer.
I
want
them
here
now
and
they're,
taking
the
brunt
of
that
that
verbal
abuse,
until
they
can
kind
of
get
to
a
point
where
they
build
a
report
and
the
report
they
build
in
such
a
quick
amount
of
time
is
amazing.
I
C
And
this
is
a
question
because
we're
bringing
in
folks
for
a
panel
from
different
rj
programs,
diversionary
programs,
pre-filing
pre-booking,
diversionary
programs,
and
I'm
wondering
the
calls
for
service-
are
people
who
call
and
that
takes
x,
amount
of
time
right
and
it's
projected
to
go
up.
I
forget
by
what
percent
in
the
next
10
years,
I
just
saw
it
on
the
powerpoint,
and
so
I'm
wondering
if
you,
if
there's
an
estimate
for
the
time
that
is
spent
post
arrest.
C
B
G
G
A
gentleman
came
to
our
office,
he
came
upstairs
and
said.
I
need
help
and
I
said:
okay,
well,
you
don't
qualify
for
leaves,
I'm
gonna
go
to
the
walmart
and
commit
a
theft.
Go
pick
me
up.
I
need
help
right
now,
so
we
had
to
call
a
timeout.
We
had
a
call
again
our
assets
to
say
what
can
we
do?
They
said
okay
and
then
that's
where
we
went
from
just
the
arrest,
only
diversion
to
a
social
diversion
as
well.
G
D
C
C
C
J
Air?
U,
which
again,
has
been
a
great
program
for
the
police
department
again
reaching
out
to
partnering
with
folks
who
are
better
equipped
and
better
able
to
handle
the
calls
of
service
that
traditionally
respond
to.
That
is
not
the
best
helmet
to
respond,
but
they
come
in
because
that's
how
dispatch
classifies
them.
A
Emily
you
had
your
hand
up.
Did
you.
C
C
I
know
we
were
looking
at
some
of
that
data
early
on
at
the
task
force
of
the
types
of
calls,
and
so
regardless
it's
going
to
it's
super
helpful
and
really
appreciate
it's
an
incredible
report
that
I
think
is
going
to
be
so
helpful
for
your
for
your
work
and
then
also
just
looking
at
the
types
of
calls.
I
do
have
one
follow-up-
and
I
think
you
mentioned
this
earlier
in
your
presentation,
but
I
had
a
hard
time
hearing
close
patrols.
I
always
was
curious
about
the
definition
of
that.
C
So
is
that,
did
you
say
those
are
like
when
your
officers
are
out
patrolling?
So
that's
like
are
those
specific
calls
that
come
in.
J
J
You're
going
to
be
getting
it
for
us
for
that,
for
us
that
comes
in
as
a
call
for
service
or
if
same
thing,
I
am
part
of
a
home
association
or
a
community
group,
and
we
know
that
there's
been
a
string
of
break-ins
in
this
particular
street
or
in
this
particular
area
we
can
call
in
and
we
can
request
a
close
patrol
in
this
area.
It
helps
if
we
also
identify
certain
time
frames.
J
So
that's
how
it
can
come
in
from
the
community
that
also
gets
recognized
internally
by
our
own
staff,
where,
when
we
have
briefings
or
we
get
our
monthly
reports,
we
can
see
this
area
for
the
police
department.
The
city
is
broken
down
into
10
areas
that
is
split
also
into
north
and
south,
so
the
areas
are
assigned.
Officers
are
assigned
to
areas
that
becomes
your
area.
J
J
Sometimes
I
don't,
but
what
I
didn't
know
at
the
time
which
I
know
now
is
that
when
I
get
calls
and
emails
and
complaints
of
a
certain
address
or
a
certain
area,
the
first
thing
that
I
do
and
my
deputy
chiefs
do
is
we
pull
up
the
history
and
when
they
say
well,
you
know
police
haven't
been
to
this
area
this.
This
is
the
problem
house.
J
J
The
information
I'm
seeing
does
not
support
their
their
allegations
of
the
address.
What.
J
Proactive
activity,
in
spite
of
everything
else,
is
still
our
highest
call
body
that
we
have
when
you
look
at
our
call
types,
it's
closed,
patrols
and
and
sorry
for
traffic
jobs,
and
so
those
are
proactive
activities
that
our.
J
F
A
That's
another
issue
that
we
don't
have
time
to
talk
about,
that
this
report
actually
didn't
address
the
dispatch
and
the
issues
we've
been
having
with
dispatch
which
is
run
by
the
county
and
based
on
what
they
report
you
all
have
to
go
by
that
how
they
code
it,
and
sometimes
it's
not.
J
Always
accurate
or
it's
a
difference,
it's
quite
literally
the
telephone
game
where
it
comes
in
from
the
call
taker
for
the
first
making
the
calls.
It's
all
taker.
That
information
then
gets
relayed
to
the
person
at
the
console
that
person
at
the
console
then
relays
it
to
the
officer
but
yeah.
Thank
you
for
that,
because
some
folks
don't
know
that
dispatch
is
not
employed
by
the
department
and
they're
not
employed
by
the
city.
J
They
are
a
regional
emergency
communications
center.
They
work
with
city,
fire
city
police
as
well
as
county
fire,
county
sheriff's
office
and
edward,
and
when
we
talk
about
our
vacancy
rate,
which
is
roughly
around
20,
currently
their
vacancy
rate
is
close
to
60
percent
and
so
they're
dealing
with
a
lot
they're,
an
integral
part
to
all
of
us.
A
But
yeah
it's
it's
a
struggle
for
everyone.
Yes,
thank
you.
I
know
we're
at
time.
Actually
I
don't
know
if
there
was
anything
quick
that
someone
wanted
to
convey
to
about
the
report
or
to
our
officers
or
staff,
and
if,
if
there's
more
questions
or
you
dig
in
because
it
is
a
long
report,
I
think
everybody
got
the
full
report.
If
you
have
further
questions,
we
can
relay
it
to
staff
to
get
those
answered.
A
Thank
you
all
for
being
here
and
for
sitting
with
us.
Instead
of
we
have
long
meetings,
I
feel
like
we
never
can
get
through
our
agenda,
but
we
try.
So
thank
you
so
much
and
I
think
that's
it.
Just
thank
you
for
all
the
work
you
all
are
doing
and
yeah
I
just
there
was
other
things
I
had
questions
about
that.
I
just
have
to
like
understand
this
report,
but
I.
G
F
I
want
them
to
know
that
I'm
I'm
gonna,
I'm
gonna,
say
this
out
loud.
I
want
at
some
point
for
to.
F
C
Happened
and
how
we're
making
right
our
wrongs,
I'm
gonna,
I'm
just
gonna,
give
you
a
little
bit
of
information
when
we
have
when
we
have
an
opportunity
to
be
in
face
to
face
with
an
officer
and
they're,
not
at
their
best
right.
When
you
get
those
telephone
calls.
C
This
with
you
that
it's
important
to
have
those
conversations,
we
got
a
complaint
that
you
weren't
at
your
best
and
who
do
you
need
to
make
right
with,
because
I'll
just
tell
you
that
it
leaves
a
bad
taste
in
people's
mouth.
It
doesn't
take
long.
F
And
it
doesn't
take
a
lot
of
effort
to
be
customer
service,
and
you
talked
a
lot
about
that.
But
I
have
that
sixth
sense,
because
maybe
I'm
deaf
and
when
someone
has
that
those
expressions
that.
C
F
J
D
A
I
think
what
I'd
like
to
share-
or
maybe
julie,
can
just
let
you
all
know
since
we've
been
we've
been
chomping
at
the
bit
to
get
this
contract
done
with
unm
unm
and
our
our
our
own
staff,
our
own
attorneys,
trying
to
solve
this
problem,
so
maybe
julie
can
just
let
us
know
where
we're
at
with
the
contract
for
community
educate.
Sorry,
community
outreach
and
engagement
that
we've
been
waiting
for
the
beginning
of
the
year,
and
here
we
are,
it's
not
done
yet
so
julie.
C
Yeah,
so
I
got
brought
in
I
got
brought
into
the
fold
in
april
when
the
contract
was
still
in
negotiations
and
trying
to
figure
out
the
language
of
the
contract
to
make
sure
it
matched
with
the
resolution
and
anyways.
It
was
a
lot
of
work
right
now.
Our
legal
is
in
negotiation
with
the
unm
legal,
in
a
way
that
I've
never
seen
before.
C
Unm
does
not
want
to
adhere
to
the
city's
rules,
to
put
it
slightly
and
then
there's
some
issue
around
how
the
compensation
is
outlined
in
the
contract
and
so
the
cities
working
on
it.
Our
city
attorneys
on
it
and
is
trying
to
figure
out
the
best
remedy
for
the
issue.
C
So
it's
been
really
challenging
because
in
the
process,
unm
has
had
two
different
legal
teams
review
it,
and
when
we
finally
came
to
an
agreement,
a
new
legal
group
stepped
in
and
started
reviewing
and
redlined
everything
once
again,
so
that's
kind
of
where
we're
at
yeah
and
I've.
Never
I've
been
doing
contracts
for
six
years,
and
this
is
the
first
time
I've
ever
seen.
A
C
It's
unm's
their
contracts,
team,
their
contract
administrator
and
their
procurement,
legal
team
yeah.
So
you
know
we're
hoping
it'll
get
negotiated
here
in
the
next
month,
or
so
I'm
going
to
be
working
with
our
legal
team
to
see
what
we
can
and
can't
allow
in
those
contracts
and
then
figuring
out
a
work
figuring
out.
The
best
remedy
for
that
have
you
ever
had
a
contract
with
unm
before
the
city,
not
this
kind
of
contract
home,
not
this
kind
of
contract.
What
do
you
mean
by
that?
This.
D
C
Community
engagement
contract,
we
have
dead
subcontracts
with
unm
around
work
in
midtown
and
they
sub
they
sub
granted
that
funding-
and
I
don't
know
how
this
is
necessarily
different,
but
it's
not
apparently
it's
different
enough
for
them
to
challenge
it.
So
yeah
yeah,
because
I
I
do.
I
am
aware
that
you
contracted
on
the
midwest
on
the
midtown
stuff
yeah
for
a
community
engagement
process.
So
it's
a
different
department,
not
the
unm
social
or
research
and
social
policies.
A
For
all
of
us
yeah,
I
just
hope
that
we
can.
I
the
you
know
dr
sanchez
is
ready
to
go
and
I'm
trying
to
connect
with
him
so
that
once
that's
a
green
light
that
we
all
can
be
prepared
with
the
community
engagement
groups
to
be
able
to
like
hone
in
on
what
we
need
to
do
so
that
we
they
can
start
moving
forward.
So
we
should
talk
about
that
after,
like
maybe
with
the
working
groups,.
C
D
C
C
You
said
that
it
was
important
to
contact
to
engage
people
about
what
the
family
centers
would
look
like
and
all
of
that,
and
so
I
wanted
to
say
that
we
still
have
to
undergo
this
process.
We
wanted
to
chime
in
and
give
us
ideas
as
well
about
what
we
would
want,
dr
sanchez,
to
do
in
the
community
engagement
process.
That
would
be
great.
F
E
B
C
A
H
F
I
A
A
Force
and
julie
has
all
these
other
staffing
requirements
for
other
committees
and
that's
really
hard,
and
she
also
has
her
like
other
directorship
job,
and
on
top
of
that,
so
I
don't
know
how
it's
working
out,
but
I'm
not
gonna,
I'm
just
gonna
be
like
thank
you.
Thank
you.
Thank
you,
and
so
just
be
cognizant
of
that
and
we'll
try
to
like
integrate
you
as
best
as
possible.
A
C
C
C
But
I'm
super
grateful
to
val
and
her
note-taking
skills,
because
I
could
just
input
a
lot
of
that
information
into
our
prime
ghost
system.
So
then
it's
all
in
there
so
and
then
we'll
be
good
to
go.
You
know
staffy
or
following
open
meetings,
act
and
all
that
other
fun
stuff.
So.
A
Were
following
it,
we
just
didn't
approve
them
anything
else.
You
want
to
share.
C
No,
I
mean
the
other
thing
is
internally.
Hopefully
we'll
get
some
more
staff.
You
know
we're
at
a
high
vacancy
rate
right
now
and
yeah
we'll,
hopefully
get
quite
a
good
team.
So
yes,
thank
you.
I
have
a
request
or
something
something
for
sure.
I
will.
A
Take
it
down
yeah
first,
first
valeria:
if
you
can
there
anything,
we
need
to
add
that
you
wanted
to
share.
I
was
going
to
talk
about
the
presentation,
the
quarterly
update
that
we
didn't
get
to
do
at
the
last
council
meeting,
which
was
on
the
13th,
which
you
know
it
was
miscommunication,
but
it
turned
out
to
be
okay,
because
we
had
like
four
big
presentations
at
at
the
council
meeting
and
I
don't
know
how
we
would
have
fit
in
to
the
mix.
A
27Th
is
our
next
council
meeting
and
we
will
be
giving
our
quarterly
update
to
the
to
the
governing
body.
So
and
it's
pretty
it's
it's
done.
There's
one
thing.
I
just
want
to
look
at
some
things
if
you,
if
you
all
wanted
to
see
what
we're
going
to
be
presenting,
which
is
the
slide
deck
and
the
actual
quarterly
update
report,
please
let
valeria
know
so
she
can
send
it
to
you.
Oh
yeah
and
well
yeah.
B
I'm
planning
hi
everybody,
I'm
planning
to
share
that
with
all
of
you
tomorrow
and
I
just
want
to
send
out
big
big
kudos
to
renee
and
emily
for
making
it
happen
at
the
13th
hour,
providing
such
valuable
information
to
make
sure
that
our
quality
report
is
reflective
of
all
the
amazing
work.
You're
all
accomplishing.
B
So
thank
you
both
and
thank
everybody
for
the
collective
effort.
And
yes,
please
we
have
these
little
windows.
So,
should
you
have
any
revisions
or
additions?
Please
reply
within
a
timely
manner
so
that
I
can
update
this
collateral
that
we
get
to
submit
on
the
27th
and
just
one
more
set
of
really
bad
news.
You're
stuck
with
me
until
the
end
of
december.
B
A
A
Okay,
anything
else
on
the
presentation
or
the
one
thing
I
want
to
add
before
your
question
is
that
these
meetings
now
that
we
can
do
hybrid
it
took
a
while
to
get
there.
A
So
next
week,
next
time,
sorry
next
meeting,
which
is
on
when's
our
next
meeting
august,
2nd
august,
2nd,
we'll
have
to
have
an
agenda
item
on
on
our
like
written
out,
saying
that
we
are
actually
going
to
vote
on
how
we're
going
to
have
our
meetings
moving
forward.
So
that's
all
I'll
say
about
that
anything
else.
C
If
she's
going
to
create
the
template
for
us
to
plug
in
all
of
our
findings,
recommendations,
because
you
know
we're
doing
a
lot
of
research
on
restorative
justice
stuff
and
we
need
to
figure
out
we'll
write
our
own
report.
But
it's
going
to
look
different
than
everyone
else's
has
to
consider.
A
A
Look
at
them
and
then
we
can
decide
what
we
need
from
there
yeah
anything
else.
Y'all.
Thank
you
for
staying
late.
I
know,
let's
we'll
get
this
down
next
time
with
our
our
tech
stuff,
but
thank
you
anything
else
from
you
all
on
zoom,
zoom,
lambia,.
C
Just
sorry.