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A
Okay,
thank
you.
You
have
some.
You
have
a
minute.
Councilor,
Garcia,
Michael,
Garcia,
comma
Michael
disappeared
for
a
moment,
so
we'll
wait
till
he
gets
back.
Thank
you!
So
much
and
now
councilor
Garcia
has
entered
the
room
again
so
at
503
p.m.
I'm
going
to
call
the
January
4th
2023
quality
of
life
committee
meeting
to
order.
If
I
could
please
get
a
roll
call.
C
A
A
A
A
Motion
and
a
second
all
this
in
favor,
say
aye.
Any
opposed
stain
motion
passes
okay,
moving
on
to
presentation,
so
we
have
a
presentation
by
the
Santa
Fe
fire
department
on
the
human
cost
of
Public
Safety
service
related
to
mental
health
and
post-traumatic
stress
disorder.
Ptsd,
along
with
personal
experiences,
supportive
data
resources
and
treatments
presenters
will
be
training,
Captain,
Michael,
Wagner
and
Captain
David
Brosius
there's
also
a
YouTube
video
that
is
linked
here.
If
you
have
the
opportunity
to
watch
it,
I
highly
recommend
it.
So.
E
F
E
F
F
G
E
E
H
F
G
So
the
premise
of
this
documentary
goes
over
a
lot
of
things
that
are
pertinent
to
what's
going
on
in
Santa
Fe.
Today
they
talk
about
the
in
the
documentary
that
they're
increasing
call
volume
which,
in
our
department
since
I,
got
in
almost
just
about
14
years
ago,
we
ran
about
8
000
calls
when
I
first
got
in
this
past
year.
Our
call
volume
ended
up
just
below
21
000.
G
so
that
it
continues
to
grow
and
in
that
time
span
we've
only
we've
only
increased
our
our
apparatus
in
the
in
the
City
by
two
we
added
two
new
ambulances
in
that
14-year
times
period.
So
we're
you
know,
we're
running
that
so
and
they're
talking
about
violent,
violent
crime
is
going
up.
That's
also
going
up
in
our
town,
they're
talking
about
the
amount
of
homeless,
homeless
people
that
they
have
to
run
on
one
which
is
increasing
the
call
volume.
G
So
these
are
all
things
that
that
we
presented
to
our
department
and
in
that
in,
while
we're
putting
on
these
the
presentations
to
our
department,
we
we
realize,
there's
an
opportunity
to
present
this
to
people
up
Upstream
from
us.
So
to
speak,
including
yourselves
to
the
point
where
we
can
you,
you
truly
can
make
a
change
and
make
an
impact
on
the
direction
of
our
of
our
department
based
upon
how
you
vote-
and
you
know,
money
allocation
and
that
kind
of
thing
that
so
there's
there's
kind
of
a
two-prong
approach
to
our
our
training.
G
It's
one
it's
to
make
sure
our
guys
have
the
resources
that
they
need
to
get
the
help
that
they
need.
But
we've
we
saw
this
opportunity
to
to
present
to
you
and
and
and
say
you
know
like,
maybe
when
you're
looking
at
making
those
hard
decisions
when
you're
voting
in
the
general
counsel
meetings,
you
can
take
into
account
the
human
cost
of
being
a
first
responder,
not
just
dollars
and
cents
in
pure
data.
G
G
The
son's
name
was
Don
Dominic
I
and
a
guy
on
my
on
my
on
my
truck
that
day
we
ran
the
code
on
Dominic
and
I
can
still
see
his
face.
Earn
Dominic
is
a
dad
I'm.
Sorry
Jeremiah
has
the
son.
I
could
still
see
Jeremiah's
face
every
single
time.
I
do
CPR
on
someone
I
have
any
time
we
have
training.
Doing
CPR
I
I
still
see
that,
and
little
did
I
know
that
a
year
and
a
half
later
my
wife
and
I
had
ran
a
charity.
G
A
charity
drive
for
another
member
of
our
department
and
inside
in
in
a
time
where
I
felt
that
I
was
doing
one
of
the
best
things
I'd
ever
done
in
my
life
running,
this
charity
drive
for
a
guy
who
needed
a
life-saving
surgery,
I'd
gotten
so
low
that
I
had
a
legitimate
plan
and
in
May
of
2020
I
had
decided
that
when
his
Charity
Drive
was
done,
I
was
going
to
take
my
own
life
I
hadn't
I
had
a
plan.
I
was
getting
all
my
financial
stuff
ready
for
my
for
my
wife.
G
Luckily
I
made
a
last
ditch
effort
and
got
the
help
that
I
needed,
but
it
was
just
all
these
little
things
that
that
added
up
in
that
year
and
a
half
that
I
didn't
know
and
there's
resources
now
that
are
available
to
us
that
we
didn't
have
back
then
and
I'll.
Let
train
Captain
Wagner
share
his
story.
I
I
Reached
basically
Rock
Bottom
nearly
lost
my
career,
nearly
lost
my
family
and
had
been
thinking
about
taking
my
own
life.
For
probably
over
a
year,
I
was
able
to
make
the
steps
to
getting
help
and
I
ended
up
going
to
a
first
responder
specific
PTSD
treatment.
It
was
a
35-day
inpatient
facility
and
I
was
able
to
turn
things
around
and
get
some
help,
but
it
all
almost
cost
me
my
life,
my
family,
my
job
and
all
of
that
I.
I
I
I
I
just
want
to
have
you
guys,
keep
us
in
mind
when
you're
making
decisions,
we
are
really
under
resourced.
We
are
overwhelmed
with
calls,
and
it's
really
hard
to
recover
from
this
and
process
this
when
we're
going
on
call
after
call
after
call
I've
had
several
significant
calls
in
my
career.
That
I
think
attributed
a
lot
to
this,
but
it's
really
the
the
volume
of
calls
that
we're
running
on
and
not
getting
that
break
and
being
in
that
state
of
fight
or
flight.
I
Those
are
very
hard
for
us,
and
I
also
want
to
be
a
voice
for
the
people
in
our
department
that
aren't
here
tonight
to
tell
their
story,
because
I
have
lots
of
co-workers
going
through
what
I've
been
through.
I
want
to
be
part
of
helping
prevent
this,
so
that
we
don't
get
to
the
point
where
we're
thinking
about
taking
our
own
lives
or
needing
inpatient
treatment,
I'm
very
grateful
for
the
resources
we
have
right.
Now
we
have
a
peer
support
program.
That's
basically
in
its
Inception.
Both
of
us
are
members
of
that
committee.
I
We
also
have
a
very
valuable
resource
through
Public
Safety
psychology
group,
that
offers
us
free
counseling
for
ourselves
and
our
family
I'd
like
to
see
that
resource
renewed.
That's
a
yearly
contract,
but
I
can't
tell
you
how
valuable
that
is
to
us
to
have
an
agency,
that's
specifically
serving
First
Responders
that
understand
what
we're
going
through
and
our
needs,
and
so
again,
I
want
to
thank
you
for
having
us
here
tonight.
G
So
like
we
had
like
we
had
stated
earlier,
we
we
noticed
enough
or
we
we
saw
an
opportunity
to
to
show
you
guys
exactly
kind
of
what
we
go
through
in
a
very
digestible
way
with
this
documentary,
and
they
that
system
in
Tacoma
is
exactly
how
we
are
a
single
tier
system.
They
run
the
ambulance
service,
they
run
the
fire
service.
There's
so
many
parallels
that
that
it's
just
it's
a
good
way
for
people
to
to
truly
see
kind
of
what
we
do
and
what
we
see
on
a
daily
basis.
G
That's
having
to
see
these
and
that's
and
that's
a
good
thing
that
we're
utilizing
these
services.
But
it's
also
something
that
we've
that
you
know
we've
come
to
ask
ask
I
know
that
the
this
year,
a
flat
budget,
is
what
we
need,
but
the
the
so
we
need
in
the
short
term,
or
we
kind
of
have
a
short-term,
medium
term
and
long-term
goals
for
our
department.
When
it
comes
to
mental
health.
The
short-term
goal
is
going
to
be
expanding.
G
Our
peer
support
group
we're
currently
going
to
send
three
people
in
the
next
few
weeks
and
then
another
two
in
June,
but
we
would
really
like
to
send
I
think
we
got
a
list
of
12
to
15.
we'd
like
to
get
them
so
that
way,
a
good
number.
What
you
say
is
about
10
percent
of
our
department.
So
right
now
we
have
five,
that's
something
that
we
need
to
expand
upon
and
then
pspg
our
contract
is
about
to
be
renewed
with
them
and
based
upon
the
owner
of
that
company.
G
It's
going
to
cost
more
money
because
of
our
utilization,
we're
also
starting
to
experiment
with
running
extra
apparatus
when
we
have
the
personnel
which
aren't
all
the
time
and
if
we
can
run
those
more
frequently
with
overtime
and
then
eventually
expanding
our
minimum
Manning.
So
our
actual
employees
that
are
employed
with
us,
that's
going
to
be
that's
going
to
take
a
huge
hit
and
I
know.
G
Those
units
can
truly
help
out
the
busiest
stations
cut
that
call
volume
down
and
cut
the
mental
mental
load
and
then,
of
course,
in
the
long
term,
the
Grand
Vision
is
to
have
more
stations,
more
apparatus,
more
personnel.
So
I
just
want
to.
Thank
you
all
for
your
time
appreciate
you
listening
to
us.
A
Thank
you
thank
you
so
much
for
being
here
and
and
thank
you
for
the
The
Bravery
that
it
takes
to
be
that
vulnerable
and
to
share
those
stories.
I
know
that
that
is
not
something
that
is
easy
for
anybody
to
do,
and
especially
for
a
population
that
you
do
have
the
pressure
that
is
put
on
you.
So
I
really
want
to
thank
you
for
being
willing
to
come
up
here
and
speak
to
that.
I
A
K
They're
like
I'm
here
and
you
know,
they're
going
through
it,
not
me,
but
the
fact
that
you're
beside
them
through
that
you're
carrying
it
as
well
and
so
you're,
showing
light
on
that
very
important
piece
of
this
whole
mental
health
awareness
movement,
which
I
appreciate
I,
was
curious.
What
happens
on
calls
where
there's
it's
highly
traumatic?
Is
there
a
process
that
takes
place
where
we
identify
the
First
Responders
at
the
scene
of
something
like
that
and
we
provide
immediate
supports?
Could
you
just
describe
them
curious
about
that
process
if
it
exists
or.
G
So
that's
part
of
our
contract
with
Public
Safety
psychology
group
is,
and
it's
up
to
up
to
people
like
me,
or
it
could
be
anyone
on
the
anyone
on
the
call
that
could
come
back
and
tell
their
company
officer
and
then
they
go
up
through
the
chain
of
command
to
the
battalion
chief
Italian
chief
at
that
point
would
then
call
his
name
is
Dr
Troy
Rogers
he's
the
head
of
the
public
safety
psychology
group.
He
can
call
and
then
Dr
Rogers,
then
triages
kind
of
he
goes
through
and
says
what
was
it?
G
What
was
the
call
and
then
he
in
his
mind
because
he's
a
psychiatrist
or
and
he
he
can
say
you
know
what
I
can
wait
till
tomorrow.
I
need
to
come
right
now,
so
there
is
a
process,
but
before
it
was
just-
and
it
that's
changed
in
the
last
few
years,
but
before
it
was
just
you
do
your
job,
you
go
back
to
the
station
and
you
go
on
the
next
call,
so
that's
changing,
and
so
we
have
that
process.
So,
that's
why.
K
E
E
They
will
send
a
counselor
up
from
Albuquerque
they've,
been
very
responsive
in
the
past
and
have
come
up
within
45
minutes
to
an
hour
and
a
half
gathered.
The
group
that
was
on
that
that
were
on
that
critical
call
and
and
and
meet
and
debrief
what
happened
and
let
feelings
and
emotions
come
out
and
and
get
it
out
on
the
table.
So.
F
K
All
right
great,
thank
you
and
thank
you
again
for
your
bravery.
I,
really
appreciate
it
I'm
just
so
glad
that
the
support
is
there.
I
know,
there's
other
things
and
thank
you
for
bringing
the
other
things
to
our
attention
of
what
we
can
do,
but
I
just
appreciate
the
honesty,
The
Bravery
the
vulnerability.
So
thank
you.
E
D
D
E
L
Well,
thank
you
chief
for
working
through
the
technical
challenges
we
had
and
I
think
the
the
public
gets
the
gist
of
what
the
video
is
and
and,
as
mentioned
earlier,
highly
encourage
everybody
because
it
it
really
exposes
the
the
challenges,
not
not
only
the
risks
you
put
yourself
in
to
to
keep
our
community
safe,
but
the
risks
that
you
take
home
with
you
after
you
clock
out
every
day,
so
Captain
Wagner,
Captain
brochus.
Thank
you
so
much
for
for
sharing
your
stories
with
us
at
it.
L
L
Don't
know
if
it's
been
discussed,
what
additional
resources
would
be
needed
because
I
think
that's
where
we
begin
to
work
with
director
Ochoa
as
we're
developing
these
budgets.
Now,
because
the
unfortunate
thing
is
once
it
gets
up
to
us,
the
budget
gets
proposed
by
the
executive
by
the
mayor's
office.
Once
it
comes
to
us
all,
we
can
do
as
a
council
is
take
what's
presented
and
if
we
need
more
money,
someplace
we've
got
to
cut
it
another
place,
and
at
that
point
we
don't
want
to
be
getting
into
that.
L
E
L
L
O
O
So
we're
gonna
be
in
the
chief
Valdez
are
going
to
look
into
where
if
we
can
save
a
little
money
there
and
then
put
it
towards
other
resources,
so
we
have
some
more
Avenues
we're
working
on
those
issues
and
we're
trying
to
come
up
with
Solutions
okay,
but
we
have
have
a
us
and
PD
have
a
plan
with
director
Ochoa
to
say
best
case
scenarios
we
combine
the
contracts
and
just
make
them
do
one
contract
for
all
PD
and
Fire.
Okay.
Well,.
F
L
Line
items
such
as
supplies,
because
those
are
necessary:
what,
if
you
don't
have
supplies
to
provide
the
assistance,
then
it
puts
you
in
a
much
more
problematic
situation
and
I
think
this
is
where
we
need
to
be
real
with
the
situation
in
hand,
especially
with
the
potential
new
fire
station.
It's
only
going
to
increase
the
resources
needed
and
we
we
begin
to
really
have
those
tough
conversations
of
increasing
the
budget
for
for
your
team
and
probably
PD,
because
it's
it's
critical.
L
These
are
critical
services
that
are
needed
for
our
employees
and
and
because
you,
you
all,
are
seeing
trauma
every
day.
That's
your
job
and,
and
you
you
guys,
need
to
have
the
tools
to
to
be
able
to
properly
deal
with
the
trauma
that
way.
We
don't
have
folks
in
situations
where
they're
taking
it
home
with
them.
Why
are
there
making
life
ending
decisions?
That's
to
me
unacceptable.
L
It's
life
or
death
every
day
that
you
guys
clock
in
it's
a
life
or
death
situation
and
we
need
to
provide
the
resources
so
I
think
we
let's
continue
these
conversations
offline,
because
the
argument
of
a
flat
budget-
that's
that's,
not
how
you
protect
a
community,
it's
not
and
I,
think
we
need
to
make
sure
the
numbers
are
correct.
Like
I
said
before
it
gets
to
us
because
then
once
it
gets
to
us
at
Council
we're,
we
then
have
to
look
at
cutting
other
people's
budgets,
which
we
don't
want
to
do.
L
O
And
Madam,
chair,
Council
Garcia,
would
also
extend,
is
I
learned
a
lot
with
the
aru?
You
know
it's
always
people
people,
but
it's
not
always
people
people.
What
I've
learned
is.
We
need
to
support
the
whole
thing,
so
I
put
a
bunch
of
people
in
a
division
and
I
didn't
support
them
on
just
as
simple
as
a
cell
phone
or
computers
or
even
office
space.
So
I've
learned
that
I
have
reevaluate
the
budget
in
the
fact
that
if
I
get
station,
two
hopefully
keep
pushing.
O
That
number
is
it's
not
just
the
station
that
we
need
we're
going
to
need
the
people
over
two
and
a
half
years
or
three
years.
We're
gonna
need
the
equipment
and
I
can't
do
all
this
in
the
four-year
time
frame
without
support
and
help
and
a
lot
a
lot
of
money.
But
that
is
what
is
the
kind
of
what
it's
going
to
take.
Is
it's
going
to
have
to
look
at
the
whole
picture
and
then
stop
this?
O
Looking
at
the
quick
fixes
and
I've
learned
that
over
30
years
as
being
the
chief
and
being
an
assistant
chief
before
that
is
the
quick
fixes?
Don't
always
work
because
the
outcome's
great,
but
then
I
have
to
scramble
in
the
background
to
keep
everything
else
functioning
and
and
a
lot
of
the
times
what
I've
been
finding
over
the
last
three
years
is
it's
the
whole
fire
department
is
affected
by
this
and
not
just
one
division.
O
So
a
lot
of
the
times
is,
we
see,
are
you
and
are
you
so
great,
but
I
have
a
whole
fire
department?
I
still
have
to
function
with,
and
these
are
the
guys
that
have
been
around
for
a
long
time.
So
it's
like
the
new
shiny
toy
and
everybody's
really
happy
with
it,
but
the
9-1-1
calls
at
two
in
the
morning.
O
That
is
where
we
still
have
to
protect
these
people,
and
these
is
where
most
of
the
majority
of
my
people
work
are
on
these
34
individuals
that
work
every
day
for
the
Far
City
assembly,
so
that
is
kind
of
where
I'm
at
is
I,
have
to
look
at
the
whole
picture
and
I
have
to
sell
it
very
differently
than
I
used
to,
because
we
have
to
know
the
whole
picture
and
not
just
Personnel
or
just
not
just
a
fire
truck.
We
need
the
gas
and
the
diesel
and
all
the
little
things
that
we
sometimes
forget.
O
L
I'll
say
it
again:
a
flat
budget's
just
not
going
to
work
to
provide
the
best
police
fire
department.
We
can
so
I.
I
would
strongly
encourage
to
begin
to
put
together
those
those
requests
and
and
happy
to
help
push
those
through,
because
I
think
we
we
need
to
ensure
that
you
and
your
team
have
every
tool
necessary
to
keep
yourself
safe,
which
in
turn
keeps
our
community
safe.
So
with
that,
thank
you
Chiefs.
Thank
you.
Captains
thank
you,
team
who
showed
up
tonight
as
I
mentioned
every
day.
L
P
You,
madam
chair
I,
apologize
for
my
delay
in
bad
mood,
I'm
endured
right
now
and
so
I'm
not
feeling
great
physically,
and
so
just
letting
you
know
that
just
a
heartfelt
thanks
to
the
captain's
Captain,
Wagner
and
rocious
is
that
the
right
way
to
say
it
and
I
just
appreciate
when
we
talk
about
vulnerability.
But
you
know,
vulnerability
comes
in
different
forms
and
so
I
appreciate
that
you
come
from
that
place
and
sharing
your
lived
experiences
and
the
recollection
of
that
accident
was
really
awful.
P
P
I
appreciate
hearing
about
changing
a
culture
because
I
think
fire
departments,
police
departments
historically
have
been
a
very
different
scene
of
culture,
of
just
not
really
having
the
space
to
express.
What
your
the
trauma
that
you
experience
and
I'm
glad
to
hear
that
you're
saying
that
that's
changing
and
that
you
all
are
more
open
to
you
know,
sharing
those
vulnerabilities
with
each
other,
I
think
vicarious
trauma
as
we
call
it
is
very
real
and
so
I
I.
Thank
you
for
shining
the
light
on
that
issue.
P
So
in
the
end,
it
really
helps
all
of
us
as
a
community.
So
thank
you
for
shining
a
light
on
that.
I
guess
I'm
just
trying
to
figure
out
what
what
shifts
in
terms
of
that
just
resources,
but
also
like
structures
of
how
how
the
fire
department
sees
itself
growing
and
and
shifting
and
innovating
and
I
think
the
chief
knows
where
I'm
going
I,
I
guess:
I
see
the
alternative,
Response
Unit
as
a
solution,
because
then
it
it
defers
certain
calls
that
the
aru
then
takes
so
are
you?
P
O
Yes,
yes,
we've
had
this
multiple
times,
I.
Think
our
my
biggest
challenge
right
now
and
what
we've
learned
we
currently
have
an
academy
going
on
is
we're
having
the
same
problems
that
PD's
having
we're
having
the
problem
with
even
recruiting
people.
20
years
ago,
I
was
here:
300
employees,
300
people
applied
for
20
positions.
We
had
50.
we're
down
to
10..
We
started
with
15
last
week
by
the
time
yesterday
happened
to
today
we're
down
to
10
employees
that
are
in
the
second
day
or
third
day
of
the
academy.
O
O
It
took
us
a
long
time
to
accept
them.
That's
another
cultural
change.
We've
changed
is
these
guys
will
tell
you
right
now
that
laterals
are
a
great
thing.
They
come
out
better
prepared.
They
don't
have
these
guys,
don't
have
to
train
them.
Much
Captain
Roshes
doesn't
have
to
babysit
and
say
the
word
babysit.
You
know
these
young
employees
that
don't
have
these
abilities
to
handle
these
calls.
O
O
So
then,
when
they
need
help,
then
they're
calling
an
ambulance,
that's
been
taken
and
then
they
have
to
transport,
so
we're
we're
working
in
the
right
direction.
It's
just.
We
have
learned
that
we
have
still
continuing
to
crawl
and
the
way
all
of
us
know
how
city
government
works.
It
I
can't
I'm
a
fixer
and
I
can't
fix
this
in
two
to
three
years.
It's
a
long-term
solution
and
if
we
get
station
two
off
the
ground
that
changes
everything
because
then
we're
going
to
be
going
100
miles
an
hour.
O
I
need
50,
more
people
in
my
FTE,
because
not
only
are
we
having
I
can't
run
it
with
my
current
FTE
and
that's
205.
I
have
to
go
up
to
250,
so
we
would
have
to
increase
our
staffing
level.
So
a
lot
of
it
is
just
crawling.
The
AR
unit
is
helping.
We
don't
have
a
metrics
to
see
how
much
it's
helping
because
they're
taking
calls
away
from
PD
screen
or
Fire
screen
before
we
have
the
ability
to
know
so,
maybe
an
hour
later
it
would
get
to
a
fire
department.
O
But
we
don't
know
that
effect.
Yet
we're
working
on
it
so
we're
it's
a
it's
a
revolving
door,
a
moving
door,
a
moving
Target
we're
putting
a
brush
truck
online
when
we
can
at
station
Seven
to
help
with
engine
7's
call
volume.
So
that's
something
we're
trying
to
do
so.
The
engine
can
not
run
32
calls
in
a
48
hour
shift
because
it's
chasing
two
ambulances
we're
trying
to
put
med
44
on
more
often
a
lot
of
times
on
C
shift.
O
We
have
extra
Medics
on
that
day,
so
we're
able
to
not
run
seven
ambulances
a
day,
but
we're
moving
our
call
volume
up
to
eight
ambulances
today
and
that
helps
the
overall
call
volume.
Another
thing
that
I'm
trying
to
accomplish
is
telling
people
we
don't
need
four-man
Pumpers.
We
don't
need
four-man
units,
we're
putting
minimal
staff
everything
and
put
extra
units
on
the
street.
That's
what
we
need
at
this
time,
so
those
are
kind
of
where
we're
at
I
wanted
to
move
a
lot
faster.
O
But
like
this
fire
academy,
it
takes
us
a
long
time
to
hire
people.
It
takes
us
six
months
just
to
go
through
from
the
time
I
hit
advertisement
to
the
time.
We
start
the
academy,
and
then
we
have
six
months
of
the
academy.
So
it's
just
the
process
is
just
so
hard
and
then
I
had
a
firefighter
resigned
today,
and
it
wasn't
due
to
anything
more
than
he
wanted
to
move
to
another
state
and
start
over.
So
I
asked
him.
Is
it
something
I
did
wrong?
O
Is
it
something
Santa
Fe
is
doing
wrong
that
you
don't
want
to
stay
here.
A
lot
of
the
competitiveness
I
will
be
completely
on
in
this
we're
behind
the
ball
in
competitiveness.
Afr
this
week
offered
fifteen
thousand
dollars
for
paramedics
to
go
jump
over
there.
So
that
is
something
I
need
to
start.
Looking
at
like
what
we
did
with
PD
in
the
last
budget.
I
need
to
start.
Looking
at
you
know,
are
we
going
to
do
hiring
bonuses?
Are
we
going
to
do
stuff
like
that
retention
bonuses
stuff
to
keep
our
people
here?
O
So
we
train
them
and
do
this
great
work,
and
then
you
know
for
somebody,
that's
struggling
financially
and
they
see
a
fifteen
thousand
dollar
sign-on
bonus
with
AFR.
A
lot
of
people
jump
ship,
Bernalillo,
County
offered.
Eight
thousand
so
I
think
I'm
not
used
to
this.
The
fire
department's
not
used
to
having
to
go
out
like
PD,
is
so
I'm
having
to
learn
and
change
the
culture
of
we're,
not
a
golden
child.
I
guess
I'll
call
us
for
now
like
Petey's
catching
up
and
more
people
want
to
do
p.
O
You
know
PD's
catching
up
us
with
ftes
and
stuff,
like
that.
So
I
have
to
learn
how
to
change
the
culture
in
the
fact
of
recruiting
better
and
taking
care
of
our
employees
and
making
sure
that
they
are
wanting
to
be
here
and
includes
benefits.
Health
insurance
benefits.
I
met
with
my
media
person
today
to
say
how
we
can
brand
us
better
how
to
make
us
look
better
and
how
to
make
us
want
to
stay,
and
that's
not
only
branding
for
the
outside.
But
it's
branding
for
these
guys
here.
I
think.
O
P
There
is
data
showing
that
there
is
a
different
perspective
when
there
is
female
kind
of
a
female
perspective
in
a
department
and
having
that
balance,
some
things
change.
It
doesn't
necessarily
help
everybody's
you
know
needs
for
Behavioral
Health
support,
because
it's
a
culture
shift,
and
that
doesn't
happen
quickly.
So
I
appreciate
that
you
all
are
wanting
to
go
in
that
direction
and
that
you're
wanting
to
see
that
shift
and
you're
recognizing
it
and
I
appreciate
your
time
tonight
and
being
with
us.
O
So
I
just
want
to
include
that
it's
not
just
about
money,
and
these
guys
will
say
the
same
like
we
can
throw
money
at
stuff
all
the
time,
but
it's
also
about
everything.
So
it's
about
lowering
call
volume
and
it's
lowering
that
so
I.
Don't
want
you
to
think
that
I'm
up
here
just
saying
we
need
to
pay
these
guys
100
000
a
year,
it's
more
of
and
they'll
agree
with
me.
O
P
C
Thank
you,
madam
chair
I,
really
want
to
thank
you
guys
for
sharing
your
stories
with
us,
because
you
know,
as
as
my
colleagues
here
have
said,
it's
it's
it's
important
and
when
you
look
at
people
in
your
other
other
people
in
your
positions,
your
brothers
and
sisters,
firefighters,
your
brothers
and
sisters
and
all
in
Public
Safety,
you
look
at
them.
Big
and
tough.
You've
got
this
shell
and
you're
man.
You
guys
run
to
the
danger
to
the
fire
in
the
building
and
a
lot
of
times
people.
C
C
Couldn't
sympathize
with
you
because
I've
never
been
in
that
situation,
where
you
go
to
a
call
and
people
die
and
they're
young
they're
old,
there's
death
is
it's
non-discriminatory,
I
guess
one
of
the
things
that
I
have
a
question
of
is
going
back
to
that
and
and
the
vetting
process
of,
maybe
even
in
our
in
the
recruiting
process
or
the
training
process
and
and
cheap
Moya.
You
said
it's
very
cumbersome
from
almost
a
full
year.
C
E
Madam,
chair,
counselor
Garcia,
yes,
we've
recognized
that
we
do
realize
that
you
know
80
percent
of
what
we
do
is
is
EMS
and
20
is:
is
fire
rescue
that
sort
of
thing
so
we've
we've
realized
that
that
we
need
to
paint
the
picture
of
what
this
job
really
is.
We
need
to
paint
the
picture
that
you
are
a
healthcare
provider
on
the
street
and
and
so
prepare
to
to
care
for
people
and
be
empathetic,
and
we
need
to
search
out
those
folks
that
that
are
that.
B
E
Empathetic
and
want
to
help
and
want
to
care
for
people,
and
not
only
that,
but
then
be
prepared,
obviously,
for
for
the
the
arduous
physically
arduous
task
of
of
tearing
into
a
house
when
it's
on
fire
and
and
daring
and
pulling
a
car
apart
to
to
rescue
somebody
out
of
that.
So
it's
it's
a
special
breed
of
folks
that
we
need
to
find
that
are
that
are
talented
in
in
that
whole
spectrum
of
of
caring
and
work.
C
Thank
you
and
and
I
guess,
just
to
be
a
little
more
specific.
Is
that?
Is
it
something
a
part
of
the
training
that
where,
before
they
were
to
are
to
graduate
before
they
are
to
get
that
badge?
Are
they
put
through?
Maybe
a
situation
where
you
can
test?
How
well
they'll
be
able
to
deal
with
a
tragedy,
a
vehicle
accident
where
there
is
a
five-year-old
that
and
things
of
that
nature
I
mean.
F
C
E
I
Madam,
chair
and
counselor
Garcia
I
just
wanted
to
add
a
little
bit
to
that.
We
train
our
Cadets
and
very,
very
high
stress
situations.
Every
single
day
is
high
stress
situation.
That
way
we
can
ensure
that
they
are
able
to
perform
under
the
pressure
and
the
stress
it's
hard
to
train
somebody
for
pulling
a
dead
five-year-old
out
of
a
vehicle.
I
We
can
train
people
to
know
what
to
do
in
that
situation
and
to
be
able
to
handle
that
pressure,
and
you
talk
about
the
hard
shell
that
we
all
show
on
the
outside
part
of
that
comes
from
our
training
and
that's
also
what's
hurting
us
on
the
back
end
with
PTSD,
because
we
don't
show
that
you
know
I
know.
I
was
going
home
to
my
family
and
telling
my
wife,
you
know
I
had
a
good
day,
but
that's
all
I.
I
You
know
which
would
talk
about
so
we
can
get
them
there,
but
the
things
that
we're
seeing
the
traumas
that
we're
seeing
human
beings,
human
brains
are
not
supposed
to
process
that
on
their
own.
It's
not
normal
for
anybody,
any
human
being.
It's
it's
hard
to
get
somebody
coming
in
and
knowing
that
they're
going
to
be
prepared
to
not
be
affected
by
that
situation.
I
You
know
we
have
to
put
on
that
that
face
that
game
face
when
we're
out
in
the
public
and
we're
dealing
with
these
things,
because
we
still
need
to
work
together
as
a
crew.
We
still
need
to
you
know:
people
don't
want
us
showing
up
to
work
on
their
family
member
and
having
us.
You
know
bug-eyed
and
freaking
out.
C
E
M
E
F
C
You
know
again
a
harp
out
thanks
for
sharing
that
with
us,
because
a
lot
of
times
we
don't
hear
that
from
people
and
I.
Think
that's
where
you
strengthen
the
group
strengthen
the
process
and
you
know
a
daily
debriefing,
a
daily,
a
weekly
debriefing.
You
know
what's
going
on
and
that's
where
the
psychologists
and
people
having
a
buddy
system
where
you
can
talk
to
and
and
say,
hey
you
know
what
man
this
is
going
on
and
really
being
able
to
trust
in
that
person.
I!
C
A
F
A
Thank
you
counselor.
Thank
you.
All
I,
just
I
do
have
a
couple
follow-up
questions.
Captain
brushes
I,
believe
you
were
the
one
that
mentioned
sending
people
somewhere,
but
I.
Don't
think
you
told
us
where
they
were
being
sent
in
terms
of
I
I,
assume
it's
like
a
peer
training.
Can
you
provide
a
bit
more
information
on
on
what
that
is.
G
Yes,
ma'am,
chair
I
was
talking
about
the
peer
support
team
So.
Currently
we
have
five
people
that
have
gone
through
the
certification
process,
and
we
have
I
was
just
spoke
to
our
health
and
health
and
safety
officer
this
morning,
and
we
have
the
budget
for
five
more
we're
sending
three
here
in
the
next
few
weeks
and
two
in
June,
okay,.
G
A
A
three-day
class
in
Albuquerque,
okay,
wonderful
great!
Thank
you
thanks
for
clarifying
that
you
know
my
colleagues
have
really
you
know,
discussed
a
lot
of
really
looking
at
what
some
of
the
different
supports
are
I.
Imagine
that,
because
this
is
something
that
is
being
experienced
Nationwide,
that
a
lot
of
fire
departments
are
grappling
with
this
issue
and
we
saw
in
documentary
and
I
would
imagine
there
are
some
best
practices.
I
Just
so
not
not
currently
in
this
area,
as
far
as
fire
departments
go
they're
a
little
more
Progressive
when
it
comes
to
this
in
the
Northwest
there's
a
an
alliance
called
Code
4
Northwest,
which
is
kind
of
a
network
of
first
responding
agencies
that
you
know,
they've
been
getting
out
the
word
a
lot
sooner
than
we
have
here
in
New
Mexico
and
they
are
making
they
are
bringing
in
these
resources
to
their
fire
departments.
To
speak
to
to
bring
awareness
to.
I
What's
out
there,
the
International,
International
iaff,
firefighters,
Union
has
a
Center
in
Baltimore
called
the
center
for
excellence,
and
they
are
specifically
treating
firefighters
with
PTSD
there's.
Also
several
other
treatment
facilities
across
the
country.
I
went
to
one
in
Utah
called
Deer,
Hollow
and
they've.
They
focus
strictly
on
First,
Responders
and
I.
Think
that
that's
a
great
resource,
but
we
just
need
to
make
those
resources
available
to
our
people
and
I.
I
can
say
from
going
through
that
process.
I
A
Okay,
so
that
sounds
like
some
models
that
we
could.
Potentially
you
know
as
you
continue
to
explore
this
and
networks
to
tap
into,
and
maybe
some
things
that
looking
at
regionally,
that
might
even
be
helpful
as
we
partner
with
other
elected
officials
and
as
you
guys,
partner
with
other
fire
departments,
looks
like
there's
some
things
that
we
can
continue
to
explore
over
the
next
few
years.
Yes,
thank
you.
A
A
What
would
that
ideal
number
look
like
and,
of
course,
it'd
be
different
for
fire,
because,
if
we're
really
talking
about
building
in
time
between
calls
and
and
that
opportunity
for
potentially
some
some
assistance
between
calls
just
time
to
debrief
time
to
de-stress
time
to
let
that
nervous
system
drop
down
again.
Have
you
explored
potentially
starting
to
look
at
you
know?
What
would
this
really
look
like
if
we
were
to
we?
You
know
we
have
our
ideal
police
number
we're
not
there,
but
we
know
what
it
is.
A
O
Chair
yeah,
so
our
study
should
be
done
by
the
end
of
the
month,
I'm
hoping
so
we
contracted
out
two
months
ago
with
Fitch
and
Associates,
so
we're
waiting
to
see
what
that
study
looks
like
and
then
that
will
help
us
push
all
this
information
back
to
you
guys.
So
we'll
have
a
presentation,
a
governing
body,
a
lot
with
me
a
lot
with
fish
and
Associates
to
get
an
understanding
of
where
we
need
to
go.
Wonderful,
we've
brought
up
station
two,
so
that
will
be
take
into
consideration.
O
So
once
police
was
done
me
and
director
Ochoa
worked
on
it,
so
we
are
hopefully
done
by
the
end
of
the
month.
They've
been
with
us
for
three
months
now
doing
data
stuff.
They
came
down
about
a
month
ago
and
did
internal
interviews
with
all
of
my
Command
Staff.
So
we
are
trying
to
get
some
solution
to
present
to
you
guys.
So
we
have
some
more
data
and
some
more
stuff
to
back
up
what
I'm
trying
to
push
forward
wonderful.
A
F
C
D
O
So
Madam
chair,
Council
Garcia.
What
we're
trying
to
accomplish
is
if
I
can
get
station
two
up
and
running,
and
this
is
what
I
presented
at
our
breakfast
is:
I
need
to
push
all
our
districts
down.
So
our
heaviest
call
right
now
slow
call
20
years
ago
was
station.
Seven
now
is
our
busiest
station.
It
is
all
the
growth
that
we
encumbered
on
the
South
Side.
You
know.
O
By
going
to
community
the
Community
College
by
Presbyterian,
we
keep
adding
all
this
growth,
but
we
haven't
added
anything
in
basically
in
22
years
station,
wise
we've
added
the
two
ambulances
like
Captain
brochures
have
said,
but
that's
it
so
the
goal
is
we
can
get
station
two
I'll
push
all
the
districts
down,
we'll
start
bringing
up
the
call
volume.
So
we
don't.
We
can
spread
the
call
volume
out
so
by
us
putting
it
on
there.
If
we
don't
get
it.
O
O
We
have
to
build
my
department
up,
get
put
more
people
in
the
streets,
more
units
on
the
streets
to
help
facilitate
it,
so
the
station's
ideal,
the
ideal
scenario,
but
if
it's
not
the
ideal
scenario,
we
need
to
push
push
more
units
into
the
stations
we
currently
operate.
That's
our
only
option
right
now
and
to
keep
those
going
and
not
annexation
that
area
until
I
get
that
station
put
into
place
because
we
can't
I
can't
currently
do
it
with
the
Staffing
levels
we
currently
operate
now.
A
A
P
Thank
you,
madam
chair,
just
a
quick
correction
on
page
10..
The
sentence
see
if
this
opens
up
here
because
we
didn't
hold
on
my
Prime
gloves,
taken
a
while
on
page
10
when
we
postponed
it
didn't
say
what
the
action
was
so
I
was
just
gonna.
Add
some
language
hold
on
the
sentence.
Wasn't
complete
is
what
I
was
going
to
say
and
my
Prime
grip's
still
thinking
I.
Q
F
A
Sounds
good
in
addition
to
that
change
on
page
11,
when
we
are
discussing
the
electric
bicycles,
it
currently
says
that
the
motion
was
that
it
was
moved
by
councilor,
Michael,
Garcia
and
seconded
by
councilman,
a
video
real
to
postponed
the
bill
until
January
4th.
We
did
in
fact
pass
that
bill
as
amended
at
the
previous
quality
of
life
committee
meeting,
so
that
needs
to
be
updated
as
well.
So.
A
A
Yes,
thank
you
so
much
moving
on
to
item
D.
This
is
a
request
for
approval
of
the
Recovery
Fund
sub-recipient
project
participate
participation.
Oh
my
God
participation
agreement
and
the
total
amount
of
two
million
dollars
of
American
Rescue
plan
act,
arpa
funds
to
underwrite
the
acquisition
of
The
Lamplighter
Inn.
This
agreement
falls
under
the
first
statutory
category
to
respond
to
the
covid-19
public
health
emergency
or
its
negative
economic
impacts.
Bella
Luz
Apartments,
2022
LLP.
We
have
Cody
Minnick
this
minute
right,
got
it
right.
A
C
C
What
kind
of
Target
dates
we
have
I
mean
you
know
run
me
real
run
me
to
where
we're
at
where
we
look
to
be
in
the
near
future.
Once
we
get
this
funding
going
and
how
how
it's
going
to
help
our
our
own
house,
Community
I
mean
it's
in
I'm
intrigued
to
see
how
this
is
going
to
help
and
again
how
we're
gonna
run
it
to
to
make
to
make
a
big
difference
in
our
community.
N
Sure
well
and
Quorum:
the
foundation
gave
us
a
bridge
loan
to
acquire
the
property.
So
this
two
million
of
the
arpa
money
that
you're
approving
right
now
is
going
to
pretty
much
pay
them
back
right
now
in
the
process
they
just
are
undergoing
asbestos
for
mediation,
so
there's
actual
rehab
of
the
property
going
I
believe
that
they're
hoping
to
have
it
done
by
the
end
of
spring,
but
it's
probably
not
likely,
there's
still
some
zoning
issues,
the
open
space
factor
and
parking
that
has
to
be
handled.
N
How
it's
going
to
help
is
that
it's
going
to
be
converted
into
58
units
of
affordable
housing.
All
of
the
units
are
going
to
be
offered
to
people
making
80
average
median
income
or
less
with
25
of
the
unit.
It's
dedicated
to
special
needs
population
so
formally
on
house
peoples
and
bellaloo's
LLP
is
partnering
with
the
LifeLink
who
will
have
some
case
managers
dedicated
to
those
units.
C
So,
thank
you
for,
for
that,
I
being
that
our
Target
population
are
those
that
are
going
to
need
assistance.
How
does
that
tie
into
our
Services
provided
to
them
to
help
them
get
on
their
way
here
through
a
stable
housing
situation?
Or
out
of
this,
is
this
kind
of
like
what
we
are
using
the
Consuelo's
place
for,
in
a
sense.
N
F
N
N
R
Sure
and
Madam
chair,
counselor
Garcia
I
also
wanted
to
clarify
the
city.
Has
no
ownership
stake
in
this
property,
so
the
owner
of
the
property
is
Bella
Luce
LLP,
which
is
a
an
affiliate
of
JL
Gray
company,
which
is
a
new
mexico-based
Property
Management,
prop
rental,
housing,
developer
and
they're
looking
to
expand
their
business
model.
R
They
want
to
start
specializing
in
these
highly
supported
units,
because
there's
such
a
big
need
and
there's
so
little
capacity
in
our
state
to
provide
that
kind
of
service
and
also
just
to
emphasize
what
Cody
said
this
is
the
entire
project
isn't
dedicated
to
those
highly
supported
units.
The
entire
project
is
rent
restricted
and
for
income,
qualified
renters,
but
it's
25
percent
of
the
units
that
will
have
the
highly
supported
Services
attached
to
them.
Some
of
those
folks
may
stay
in
those
units
for
a
really
long
time.
R
Some
may
get
stabilized
may
start
making
lots
of
improvements
in
their
in
their
lives
and
and
be
able
to
move
into
the
other
another
unit
that
isn't
as
supported
and
some
you
know,
may
move
on
to
a
different
kind
of
housing,
subsidy
or
even
permanent,
independent
housing
and
I.
Think
as
I'm.
Sorry
in
terms
of
the
timeline,
these
projects
always
take
longer
than
you
think,
they're
going
to
lots
of
work
has
been
going
on
behind
the
scenes
that
hasn't
been
as
as
obvious
the
land
use
entitlements
are
still
in
process.
R
Madam,
chair
counselor
Garcia
this
one
of
the
reasons
why
this
property
was
so
appealing
is
that
it
has
a
separate
building
that
has
21
bedroom
units
right
now.
I
think
the
room
counts
78.
Is
that
right
72.,
so
some
of
those
rooms
will
be
combined
to
create
multi-room
apartments
and
some
will
remain
in
a
studio
apartment
configuration.
F
P
Video
thank
you.
Madam
chair
I.
I
asked
extensive
questions
about
this
in
finance,
so
I
won't
reiterate
them.
If
folks,
that
are
in
the
audience
are
interested
about
some
of
the
questions
you
can
watch
the
finance
committee
meeting
and
but
one
thing
I
did
want
to
just
clarify.
While
you
have
while
I
have
you
here
is
that
role
of
anchorum
and
Quorum
since
they
have
been
they're
going
to
be
reimbursed
for
their
Bridge
funding?
P
R
Madam,
chair
councilor
beatrial,
the
Ann
corn
foundation
and
I
I
said
this
last
night,
they're
a
Health
Care
Foundation,
but
they
expanded
their
their
scope
to
include
housing
because
they're
realizing
and
all
the
research
everywhere
shows
that
a
safe
housing
is
is
a
health
issue,
and
so
in
this
position
they
would
they
have
in
the
past,
they've
continued
to
provide
funding
for
social
services,
so
it's
very
likely
that
they
will
create
a
of
some
support
for
the
services
provided
on
site
once
they
recoup
their
investment.
I.
R
Think
they're
looking
to
do
possibly
do
this
again
with
another
property
where
they
provide
the
initial
financing
to
get
the
purchase
closed
and
then
once
other
funds
can
be
secured,
they
get
paid
back
and
why
this
is
as
important
is
because
with
these
these
rent,
restricted
properties.
You
know
I,
think,
there's
this
sort
of
misunderstanding
that
if
it's
affordable
housing,
it's
just
affordable
to
live
in,
but
they
these
these
properties
have
to
function.
R
They
have
to
earn
Revenue,
they
have
to
pay
for
themselves
they're
business
models,
it's
just
that
they
take
in
a
lot
less
Revenue
than
other
business
models.
So
the
what's
really
important
about
this
particular
property
is
that
it
won't
have
any
debt
so
that
it
can
earn
some
money
from
some
of
the
the
restricted
rents
and
it
can
be
self-sufficient
because
it
can
pay
for
its
own
operating
costs.
But
the
social
services
support
that
probably
will
have
to
come
from
another
source.
R
F
A
So
much
moving
on
to
item
F.
This
is
consideration
of
a
resolution
sponsored
by
mayor
Weber,
myself
and
councilor
Chavez.
It's
a
resolution
adopting
the
Midtown
Community
Development
plan
for
the
Midtown
Redevelopment
project.
We
have
Lee
logsdon,
Midtown
asset
development
manager
here
to
present,
as
well
as
director,
rich
brown.
Do
we
have
anybody
on
Zoom
today.
P
Let
me
back
up
we
the
reason
why
I
was
late.
We
had
a
Community
Development
Commission
meeting
and
there
was
robust
conversation
about
the
plan.
I
think
there
was
some
different
opinions
about
what
they
thought
about.
It
I
think.
Overall,
they
they're
they
appreciated
it,
there's
a
lot
of
information,
they
appreciated
staff
and
all
the
work
that
they
put
in
and
definitely
aspects
of
the
plan
that
they
were
supportive
of
I.
P
Think
the
the
few
comments
that
I
did
want
to
share
that
came
from
members
and
I'll
just
read
off
on
some
of
them,
because
ultimately
they
did
approve
their
recommending
body.
They
recommended
approval
with
a
few
things
that
they
want
to
for
us
to
consider
or
look
at,
but
I
did
want
to
just
State
some
of
the
things
that
they
mentioned
from
from
various
members.
One
said
that
the
housing
for
all
didn't
didn't
necessarily
fit
what
they
thought
was
the
need.
P
There
is,
and
then
there
was
clarification
by
staff
that
when
we're
talking
about
housing
for
all,
it's
all
it's
also
including
people
of
low
income,
and
that
was
really
the
spectrum
that
they
were
looking
at.
I
think
that
there
were
some
folks
they
felt
like
there.
There
were
well.
There
was
some
one
particular
person
thought
that
there
was
we're,
not
we're
taking
a
traditional
approach,
and
this
is
not
it's
a
conservative
plan
and
that
we
need
to
be
doing
more.
P
And
then
there
was
another
member
that
disagreed
with
that
notion
and
thought
that
it
was
creative
and
Innovative
and
that
there
were
aspects
being
included
that
we
have
never
been
considered
before
or
even
talked
about.
So,
as
you
can
see,
there's
a
lot
of
opinions
about
it
and
I
just
wanted
to.
Let
you
know
that
that
I
think
overall,
just
structurally,
we
wanted
to
understand
how
to
operationalize
some
of
the
things
that
were
in
the
plan,
and
so
this
is
a
guiding
document
and
then
how
you
operationalize.
P
It
is
another
piece
of
it,
and
so
those
rfps
and
those
other
pieces
of
of
how
the
process
will
work,
wasn't
completely
clear
for
some
folks
and
so
I
think
we'll
just
have
to
tighten
that
section
up.
I
think
about
you
know
how
we're
going
to
look
at
what
are
those
called
I'm.
Sorry,
Alex
I'm,
getting
those
sections
that
we
just
need
to
just
Define,
better.
R
P
We
talk
about
them
as
actual
potential
uses
like
the
solicitations,
the
direct
negotiations
disposition,
but
we
don't
Define
it
anywhere
like
what
those
could
include
or
potentially
entail
so
I
think
we
just
have
to
somehow
either
do
an
immense,
an
appendix
or
just
be
able
to
clear
that
up,
because
I
think
that
was
a
conversation
in
finance
that
wasn't
clear
kind
of
synthesize
what
the
plan
means
and
then
what
are
the
tools
and
how
we
actually
Implement
them
I.
Think.
P
Overall,
the
clarifying
language
is
what
they
want,
so
the
Community
Development
commission
recommended
moving
forward,
but
continue
to
have
clarification
on
definitions
and
processes
continue
and,
and
then
also
the
policy
development
around.
That
I
think
we
talk
about
that,
but
it's
I
I
told
them
that
it
also
depends
on
counselors
too,
to
take
on
certain
aspects
of
this
plan
and
then
create
or
have
resolutions
that,
may
you
know,
expound
expound
upon
something
that
was
in
the
plan.
P
P
P
Sorry,
it's
just
like
I
know
it's
a
really
not
coming
up
here.
Lend
Land,
Trust,
Community,
Land
trusts
is
an
important.
You
know
realization
that
that's
a
tool
that
we
have
there
are
things
that
oh
in
the
housing
vouchers
piece
I.
You
know
prohibiting
property
owners
and
Property
Management
agency
entities
from
discrimination,
so
I
think
all
of
these
pieces
are
really
important
and
I'm
glad
they
I
saw
that
they've
made
their
way
into
the
plan.
P
I
have
some
things
later
on
that
I
think
just
corrections
as
I
usually
do
there's
some
typos
there's
some
formatting
stuff
and
I.
Don't
want
to
really
get
into
that
tonight,
but
I'm
hoping
that
there'll
be
a
chance
to
talk
with
staff,
so
that
I
can
point
out
some
of
the
things
that
I
was
able
to
find
that
we
might.
We
will
probably
need
to
modify
before
this
is
finalized
and
I'll
I'll
yield.
P
The
floor
right
now,
I'm
just
going
to
look
at
my
notes
since
I
hadn't
I
just
wanted
to
make
sure
that
you
all
heard
from
or
they
I
reiterated
with
the
Community
Development
commission
members
were
saying
I
think.
Overall,
there
was
a
lot
of
positivity,
but
also
wanting
to
see
more
and
I'll
stop
there
and
thank
you
move
on.
L
J
L
I
think
it
was
mentioned
by
my
colleague
last
night
during
the
finance
committee
meeting
that
it's
very
aspirational
and
I
agree.
I
think
it's
aspirational
and
that's
what
we
should
be
doing
is.
We
should
be
aspiring
for
the
best
use
of
that
space.
Possible
I
did
have
one
question
because
I've
been
I
was
trying
to
find
it
quickly
find
it.
It
was
regarding
an
MRA
and
including
an
MRI
for
the
Hopewell
man.
F
L
Want
to
do
everything
to
ensure
that
my
constituents
aren't
displaced.
We
have
folks
that
have
lived
there
Generations,
you
know
so
I
want
to
I
guess.
The
question
is
when
we
were
talking
about
an
MRA
in
the
past
there
there
was
the
kind
of
pivot
that
we
weren't
in
going
to
include
any
neighborhoods
because
of
the
whole
blight
issue,
but
in
in
the
report,
it's
indicating
that
we
would
try
to
find
the
page
I
apologize,
but
it
it's
page
18.
L
S
S
Breaker
I've,
seen
you
at
them
you've
seen
me
what's
come
out
of
that
discussion
is
that
the
residents
in
the
Hopewell
man
neighborhood
are
not
necessarily
opposed
to
being
in
a
area
determined
blight
because
they
see
the
potential
benefits
of
an
MRA
or
other
mechanisms
for
their
neighborhoods.
So
we
put
that
in
there
because
you
know
that
is
the
word.
We're
getting
from
those
residents
through
chain
breaker
is
that
they
they're
not
necessarily
afraid
of
it.
S
A
lot
of
neighborhoods
are
are
afraid
to
be
called
blight,
but
they're,
not
because
they
they
see
the
potential
benefit
and
and
just
want
to
also
add
that
I
don't
know
if
we
can
really
say
that
you
know
whether
or
not
they'd
be
included
was
decided
or
not.
Ultimately,
the
council
will
make
the
decision
on
an
MRA
boundary,
but
yeah
internal
discussions
had
generally
you're
correct,
tended
to
leave
out
any
of
the
residential
neighborhoods
before
Lee.
L
Thanks
for
that
clarification,
just
because,
like
I
said
the
last
time
we
discussed
it,
we
kind
of
pivoted
away
from
neighborhoods,
and
this
includes
it,
but
I'm
glad
to
hear
that
there's
been
the
discussions
with
stakeholders
Sanchez
chain
breaker,
who
have
extensively
organized,
in
particular
the
Hopewell
man
neighborhood
in
the
Triangle
District
Etc,
and
we
want
to
ensure
that,
should
we
move
forward
with
that
type
of
designation,
the
stakeholders
are
well
aware
and
supportive
of
it.
So
so
thank
you.
Mr
walkston
I
really
appreciate
that
I
guess
other
than
that.
F
L
53
million
dollars
is
not
a
small
amount
of
money
to
be
spent
over
a
certain
time
period
and
and
I
think
they
deserve
to
fully
understand
how
we
are
going
to
spend
their
money
it
also
in
the
fir.
It
says
it's
good.
You
know
the
53
million
dollars
expenditures,
but
only
29
million
Revenue
that
that's
a
huge
difference.
You
know,
where
are
we
going
to
get
the
remainder
of
that
24
million
dollars
and
I?
Think.