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From YouTube: CRB 6/27/23
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A
A
A
A
A
B
C
D
B
President,
the
record
show
that
all
members
of
the
citizen
review
board
are
present,
with
the
exception
of
Reverend
Banks
and
Dr
Collins.
Typically,
at
this
time
we
will
continue
with
our
agenda,
but
I
recognize
our
chief
of
the
city
of
Tampa
Police
Department
is
present.
I
would
like
to
allow
the
chief
to
approach
the
podium
and
address
the
board.
If
you
will,
if
you
will
welcome
Chief
nice,
seeing
you
again,
please
continue.
E
Board
here
for
your
steadfast
commitment
to
the
mission
and
this
board's,
an
important
board
to
me
and
I
do
greatly
sincerely
appreciate
your
service
I
realize
that
you
guys
are
doing
this
on
your
own
time
and
it
doesn't
go
unnoticed
and
while
all
your
roles
are
critical,
one
that
I
really
want
to
highlight
and
appreciate
is
your
commitment
to
assisting
Us
in
developing
and
hiring
the
next
generation
of
police
officers
that
interview
process
that
we
do
is
crucial
in
our
candidates
and
your
involvement
does
mean
the
world
to
us.
E
So
we
do
appreciate
that,
like
I've
said
before
I'm
I'm
truly
honored
to
lead
this
department,
I'm
honored,
to
be
in
this
position,
I'm
honored,
to
have
the
support
from
Council
from
the
community
from
the
police
officers.
It's
a
very
humbling
experience
to
me.
If
you
were
to
ask
me,
what's
the
difference
between
the
job
I
was
doing
before
in
the
job.
Now
it's
the
public
attention
and
that
gets
them
getting
used
to
which
eventually
I
get
more
comfortable
with,
but
I'm,
not
that
type
of
person.
E
That's
always
been
out
in
front
of
the
curtains,
so
to
speak.
I've
been
the
one
behind
the
curtains
getting
the
job
done,
but
the
job
itself
has
not
changed.
The
relationships
are
very
important
to
me.
The
relationships
with
you
all
with
counsel
with
our
community,
but
it
doesn't
just
stop
there.
It's
also
with
the
other
stakeholders,
whether
it's
the
state
attorney
other
law
enforcement
agencies.
E
Having
that
relationship
I
actually
just
had
a
meeting
earlier
today
with
the
Marshal
for
the
Court
of
Appeals
in
establishing
because
they're
over
at
the
Stetson
law
school
now
on
a
temporary
basis,
so
establishing
that
relationship
with
the
airport,
with
Temple
Terrace
having
that
relationship
across
the
board.
We
actually.
On
that
note,
we
had
some
applicants
and
you
may
have
interviewed
some
of
them.
We
had
three
from
the
Winter
Haven
Police
Department
that
came
to
my
desk
to
hire
and
the
first
thing
that
I
saw
when
I
read.
E
That
is
like
how
many
officers
do
they
have
and
if
we
were
to
hire
all
three.
What
impact
would
that
be
on
that
organization?
So
I
called
that
police
chief
up
and
asked
him
about
that,
and
obviously
that's
not
a
big
department
and
losing
three
would
be
a
big
impact.
So
he
was
greatly
appreciative
of
the
call
and
we
ended
up
just
hiring
one
out
of
that
review.
E
So
I
think
that's
important,
not
only
the
relationship
with
the
community,
you
all
Council,
but
our
other
criminal
justice
partners,
because
when
something
happens,
we're
all
coming
together
to
work
with
that.
So
I
just
want
to
give
you
kind
of
a
highlight
of
some
of
our
efforts
that
I've
told
Council.
Our
efforts
so
far
year
to
date
have
seen
a
significant
reduction
in
violent
crime
and
violent
crime
with
a
firearm.
E
We're
nearing
double
digits
this
month
that
we're
in
now
has
actually
been
a
little
bit
of
an
uptick,
but
so
far
year
to
date,
we've
recovered
over
950
Firearms
we're
actually
as
I'm
speaking
today,
we're
putting
on
a
press
release.
I,
don't
know
if
you
saw
on
the
news
about
the
shooting
that
occurred
in
West
River
with
the
young
teenagers.
That
was
there.
So
we
did
an
arrest
48
hours
after
for
a
15
year
old.
That
was
shooting
inside
that
game
room
and
then
just
the
other
day
we
arrested
an
18
year
old.
E
That
was
in
there
with
a
rifle
and
then,
after
that
we
actually
had
some
leads,
and
we
just
did
a
search
warrant
on
a
house
and
recovered
10
guns
and
made
three
additional
arrests.
So
our
officers
are
doing
a
great
job.
Following
up
on
these
cases,
they
have
a
sense
of
urgency,
like
you
would
not
believe
we
had
other
law
enforcement
agencies
from
Across.
The
Nation
come
and
see
us
in
January,
and
that
was
the
big
takeaway
is
how
impressed
they
were
with
our
relationships
and
our
sense
of
urgency.
E
So
that's
obviously
a
good
commitment
for
that,
and
we've
talked
about
this
before,
despite
the
crime
that
we're
having
our
data
from
the
major
City
Chiefs
Association
shows
that
Tampa
is
ranked
among
the
lowest
in
violent
crime
and
overall
crime
for
cities.
Our
size,
I
actually
just
met
with
a
retired
Chief
from
the
police
department,
Stephen
Hogue
I,
don't
know
if
any
of
you
guys
ever
met
him
or
heard
of
him.
But
when
he
came
here,
Tampa
was
the
second
highest
crime.
E
So
you
may
have
also
heard
the
mayor
says
this
everywhere.
She
goes
as
Time
Magazine
rated
Tampa
is
one
of
the
greatest
cities
in
the
world,
and
it's
not
just
here
in
Tampa.
You
see
that.
But
if
you
travel
to
other
cities
you
you
literally
do
notice
that
and
see
it
right
away.
I
had
the
opportunity
of
going
to
Louisville
for
the
major
City
Chiefs
Association.
Well,
they
have
a
great
downtown.
E
E
We
get
a
plethora
of
recruits
that
apply
from
outside
the
city
and
outside
the
state,
but
we're
really
gearing
to
try
to
get
some
more
homegrown
officers,
we're
taking
ads
out
we're
boosting
social
media,
we're
using
a
network
I'm
starting
to
see
more
I'd
like
to
see
more
applicants
come
that
way.
But
that's
the
ideal
goal
is
to
get
more
homegrown.
So
what?
What
are
we
doing?
Besides?
E
Spending
money
on
Advertising,
we're
doing
scholarship
academies
where
we
will
pay
your
way
to
go
to
the
academy
and
we'll
pay
you
a
salary
while
you're
in
the
academy,
so
that
makes
it
easier
for
somebody.
That's
actually
has
a
family
that's
dependent
on
them,
working
to
where
they
can
stop
that,
go
to
the
academy
and
still
support
their
family,
and
if
they
successfully
complete
the
academy
and
pass
the
state
test,
then
we
will
hire
them
as
a
police
officer.
E
So
I
think
that
will
definitely
help
in
addition
to
that
I
Look
to
keep
our
priorities
very
similar
to
what
they
were
before.
Quality
assurance
and
accountability
is,
is
very
important
to
me.
I
was
actually
in
Captain
messmer's
role
when
we
started
the
Professional
Standards
Bureau
in
our
quality
assurance
unit.
I
was
spearheaded
that
so
that's
a
commitment
to
mine
and
and
having
that
is
very
important.
Reducing
crime
is
important,
but
also
the
fear
of
crime.
E
You
can
have
one
of
the
lowest
crime
stats,
but
you
can
still
have
people
that
are
afraid
of
crime,
so
the
perception
of
crime
is
just
as
important
to
me
as
the
crime
stats,
so
measuring
that
and
how
we
do.
That
is
something
that
we're
exploring.
My
instrument
will
probably
talk
to
you
later
about
some
surveys
that
we're
looking
to
do
to
measure
the
fear
of
crime.
In
addition
to
our
crime
stats,
so
the
other
thing
that
you
may
have
heard
is
expanding
our
community
oriented
policing
philosophy,
so
covid,
obviously
we're
all
in
that
role.
E
We're
separated
you
think
about
this
back
in
2020.
What
our
officers
told
to
do
stay
six
feet
away,
wear
a
mass
and
then
naturally,
the
community
policing
starts
to
divide
itself
up
so
putting
that
emphasis
back
on.
So
when
I
became
interim
back
in
December,
that
was
the
first
goal
of
mine
is
not
just
having
select
community
policing
officers,
but
have
every
officer
involved
in
community
policing.
It's
a
philosophy.
E
It's
not
just
an
initiative,
so
some
of
the
ways
that
we're
doing
to
encourage
that
is
by
providing
videos
of
some
of
the
things
that
officers
are
doing
and
sharing
it
with
the
other
officers.
So
I'll
give
you
an
example.
Recently
we
do
juvenile
checks
on
juveniles
that
are
on
sanctions
or,
for
example,
a
curfew.
A
juvenile
was
on
a
curfew,
I
believe
it
was
a
9
pm
curfew
and
the
officer,
instead
of
just
going
by
to
see
if
they're
there
at
9
or
9
15
and
check
the
box.
What
does
the
officer
do?
E
The
officer
gets
a
rapport
with
a
juvenile,
a
rapport
with
a
family
links
up
the
kid,
with
a
program
that
we're
doing
over
the
summer
called
shielding
our
teens
I.
Don't
know
if
you've
heard
of
that,
but
basically
it
teaches
genes
how
to
actually
interview
and
dress
for
a
job
interview,
and
then
they
did
that
with
this
Juvenile
and
then
he
got
a
job
at
Chick-fil-A
and
is
now
actually
on
the
right
path.
E
So
was
that
officer
going
above
and
beyond
that
turned
this
kid's
life
around
as
opposed
to
just
going
by
and
seeing
if
they're
there
at
nine
o'clock
and
checking
the
box.
That's
just
one
example.
Another
example
would
be
if
your
house
was
burglarized
you're
already
feeling
violated,
that
your
house
is
burglarized
and
the
officer
that
comes
out.
This
is
a
true
story.
An
officer
came
out
to
an
elderly,
Citizen's
house
and
her
house
was
burglarized.
E
He
noted
when
he
was
out
there
that
the
front
porch
light
was
out,
took
it
upon
himself
to
go,
get
the
replacement
light,
bulb,
replace
it
for
the
lady
and
then
exchange
the
card
in
the
phone
number.
So
at
the
end
of
this
house
being
burglarized,
she
now
knew
the
officer
that
patrolled
her
area
binary
and
who
went
and
replaced
her
life
for
her.
E
So
that's
community
policing,
it's
not
necessarily
always
having
coffee
with
a
cop
that
people
already
support
us,
but
it's
those
daily
encounters
and
making
that
difference
and
having
that
knowing
of
who
that
officer
is
in
your
area,
so
that
that's
our
goal.
That's
our
initiative.
In
addition
to
that
Wellness
Wellness
for
our
officers,
Wellness
for
our
community.
It's
a
a
big
initiative.
I
have
several
grants
in
store
that
I'm,
hoping
by
October
I'll,
get
some
positive
feedback
on
and
some
initiatives
that
we'd
like
to
take.
E
So
as
we
continue
this
positive
momentum
we'll
expand
this
community
policing
even
further
in
the
department
I
Look
to
expanding
our
youth,
Outreach
programs.
Even
more
our
Powell
Police
Athletic
League,
we've
already
doubled
the
number
of
officers
that
are
in
there
we're
expanding
that
as
we
speak,
I
look
forward
to
other
programs,
Biggs
and
blue.
You,
you
name
it
whatever
we
can
do
to
assist
I
know.
Our
rich
house
has
seen
a
lot
of
support.
We
have
other
organizations
looking
at
doing
at
events
there
with
that.
E
So
we
can't
do
it
alone,
though
we're
a
thousand
officers,
there's
400
000
residents
in
this
city
and
that's
what
we
say
is
it's
a
team
approach
and
we
need
everybody
to
come
together
and
Tampa.
We
like
to
say
that
we're
safer
together
and
if
we
can
collectively
work
on
the
issues
and
problem
solve
it's
much
better
than
just
a
thousand
of
us
trying
to
address
address
the
issue.
E
I,
look
forward
to
the
community
outreach,
the
forums,
the
initiatives
I'll
tell
you
right
now
we're
breaking
news:
we're
getting
ready
to
highlight
Our,
Town,
Hall
Tuesdays,
where
we're
going
to
go
to
each
sector
in
the
town
and
do
a
town
hall,
Community
Forum,
similar
to
what
we
did
after
Memphis,
and
we
got
a
lot
of
positive
feedback
from
that.
It
was
basically
an
hour
long
and
we
spent
about
the
first
30
minutes,
educating
the
community
and
what
we
do
and
our
policies
in
the
last
30
minutes
was
an
open
discussion.
E
F
Congratulations
again
well
deserved
on
your
appointment,
very
interested
in
your
comment
with
regards
to
hiring,
and
so
here
in
Hillsborough
County,
we
of
the
67
counties.
We
have
the
most
veterans,
military
and,
of
course,
veterans
just
just
under
100
000
to
be
precise.
F
What,
if
any
marketing
strategies
do
you
have
in
targeting
in
a
good
way,
our
military
community,
and
especially
our
transitioning
military?
That's
a
big
deal
and
I'm
very
involved
with
that,
especially
with
the
job
fairs
on
the
base,
as
well
as
Hiring,
Our
Heroes,
which
is
part
of
the
U.S
Chamber
of
Commerce
effort,
and
then
the
disabled,
American
veterans,
DAV
that
were
on
National
and
yearly
hiring
events
here.
E
So
we
have
a
military,
Affairs
liaison
I,
don't
know
if
you've
met
Sergeant,
Sue
lieberts,
that's
her
role
is
to
be
our
liaison
and
share
that
information,
but
obviously
our
Outreach.
We
would
like
to
expand
that
so
if
there's
anything
that
you
can
do
also
to
share
that
and
assistance
to
her,
we
would
greatly
appreciate
that
we
can
forward
you
the
email
of
the
recruitment
flyers
and
links
to
our
social
media
if
you'd
be
willing
to
share
that
as
well.
F
Yes
and
and
I
know,
Sue
I
haven't
talked
to
her
actually
in
a
little
while,
but
please
mention
this-
that
we
have
this
conversation
I'd
be
more
than
helpful
in
any
capacity
to
help
as
an
interface
as
well
with
the
base
absolutely.
G
If
you
will
Tamayo
Chief,
thank
you
very
much
for
coming
in
and
again,
congratulations.
Thank
you
well
deserved,
just
for
the
the
edification
of
Tampa
citizens.
How
long
have
you
been
with
tpd
20.
E
G
Wasn't
old
enough?
Okay
and
and
what
inspired
you
to
be
a
law
enforcement
officer.
G
Good
very
good
and
I
knew
Chief
hope
very
well.
He
actually
came
to
academy
prep.
Almost
every
Wednesday
to
do
study
hall
with
our
kids
I
know
that
that
I
think
tpd
has
become
a
little
bit
busier
since
the
days
of
Chief
Hogue,
but
the
the
light's
always
on
for
you.
If
you'd
like
to
come
by
perfect.
H
H
This
community
is
looking
for
what
you
said:
accountability,
transparency
and
I'm
and
I'm
hopeful
that,
with
your
leadership
and
your
guidance,
we
can
bring
that
to
light
and
that
a
community
can
feel
more
at
ease,
knowing
that
if
they
have
a
leader
such
as
yourself
to
be
able
to
maneuver
through
certain
things
here
and
there
I
do
want
to
piggyback
on
two
things.
H
You
said:
the
the
hiring
pool
I
participated
today,
the
entire
day
in
in
the
hiring
interview
in
the
panel,
and
it's
just
magnificent
magnificent-
to
see
that
team,
how
they
work
so
closely
together,
all
the
the
officers
that
are
there
super
professional,
the
the
candidates
that
come
in
every
time
you
hear
them
talk
about.
We
want
to
be
part
of
the
city
of
Tampa.
H
Let
me
know
if
you
need
anything,
so
those
are
little
things
that
goes
a
long
way,
so
we
we
appreciate
that.
But
thank
you,
sir
thank.
E
I
E
D
C
D
Were
excellent
to
me,
they
were
extremely
well
attended
to
the
ones
that
I
attended
and
we
were
participating
as
the
crb
coming
as
your
guest
and
trying
to
advertise
and
being
there
with
you.
If
you
continue
or
if
you
pursue
that
again
as
well
and
start
doing
those
in
district
one
two
and
three
and
they
just
you-
know,
sporadically
spread
it
out.
D
But
given
great
notifications,
I
would
like
to
say
at
least
you
know
notify
the
crb
I
would
like
to
see
us
be
aware
of
it
and
those
that
want
to
attend
and
attend,
because
we're
going
in
the
communities
now
based
on
a
modification
that
was
done
with
with
the
city
council.
But
the
attendance
is
nothing
I
mean
I
could
say
it's
zero
compared
to
what
we
were
doing
with
you
and
I
felt
great,
because
you
had
all
the
officers
there.
They
were
interacting
with
the
community.
E
J
If
you
will
Jeff
Van
gandella,
one
of
the
first
things
you
mentioned
was
gun.
Safety
and
I
know
July.
Some
of
the
gun
laws
are
changing.
Do
you
guys
have
a
plan
in
place
for
how
that's
going
to
change
or
how
that
what
we
might
expect
to
see
going
forward
starting
July?
Yes,.
E
C
D
G
D
It's
somewhere
around
the
corner
that
even
if
someone
could
come
if
we
didn't
go
to
roll
call
training
the
reason
I
asked
we
did
ask
at
some
Community
meetings
that
I've
been
and
even
the
dispatchers
were
saying.
We
are
all
in
training.
Now
we'll
get
back
and
let
everybody
know-
and
even
when
we
come
that's
great.
But
when
you
come
here,
the
community.
That's
watching.
H
E
D
C
B
Well,
thank
you.
People
come
typically
we'll
go
out
and
invite
with
with
guests,
but
for
you
to,
and
your
busy
schedule
at
just
receiving
this
new
role
to
come
out
immediately
and
that's
that's
greatly,
appreciated
and
applauded
and
assist
in
the
crb,
with
our
our
role
with
bringing
a
community
and
police
together.
It's
a
part
of
community
policing.
B
A
lot
of
the
bullet
points
that
you
mentioned
tonight
obviously
come
from
your
years
of
experience
in
the
city
of
Tampa
being
able
to
work
in
all
three
districts
and
things
of
that
nature.
So
you
have
the
full
support
of
the
board
and
there's
anything
that
we
can
do
to
assist
you
with
the
accomplishment
moving
forward
to
ensure
a
safer
community
and
also
a
support
the
community.
As
anything,
please
don't
hesitate
to
ask
and
let's
continue
to
work
together
and
move
forward
and
continue
to
make
this
city
great.
Thank.
E
B
Also,
let
the
record
show
that
Dr
Collins
is
present
well,
I'm
sure
it's
noted
in
the
minutes,
and
we
will
continue
with
our
agenda
under
the
approval
of
the
minutes
from
the
mean
of
May
23rd
2023.
B
B
We
now
continue
with
item
four
public
public
comment.
If
you
will
Colonel
Ray
asks,
could
you
can
you
dictate
the
meeting
guidelines.
F
F
The
citizens
review
board
members
are
provided
the
investigative
files
in
advance
of
the
meeting.
The
citizens
review
board
will
hear
from
the
Department
whenever
matters
of
Interest
or
importance
are
requested
for
review
by
the
board
or
the
department.
The
coordinator
for
the
board
is
Captain
Patrick
Mesmer.
F
Any
person
who
wishes
to
make
a
complaint
concerning
a
matter
which
may
be
considered
by
the
Professional
Standards
Bureau
should
see
Captain
Mesmer
for
information
on
how
to
file
a
complaint.
And,
finally,
the
board
should
not
discuss
matters
where
the
city
or
the
department
May
likely
be
a
party
in
litigation.
B
K
Hello,
I'm,
Philip,
freund
and
my
address
is
on
the
sign
in
sheet
I'm
with
the
Tampa
Bay
community
action
committee
and
I'm
here,
asking
with
regards
to
the
ordinance
that
was
passed
a
few
months
ago
regarding
the
independent
Council
I
was
wondering
what
is
the
update
regarding
the
regarding
the
independent
Council
for
the
citizens
review
board,
and
a
second
point
is
with
the
case
of
Kelsey
stadiumsky
last
last
meeting.
K
It
was
mentioned
that
the
reason
her
case
has
been
pushed
to
October
is
to
as
to
so
she
would
not
be
able
to
sue
the
city
and
I
was
wondering
if
I
could
get
an
elaboration
on
that
as
well.
That's
it
thank
you.
L
Chairman
Mike
Schmidt,
we
we
checked
the
voicemail
and
we
advise
people
to
check,
leave
a
message:
24
hours
before
the
24
hour
for
24
hours
for
the
meeting
we
checked
it,
though
today
this
afternoon
there
was
nothing
on
the
recorded
voicemail
I.
Then
subsequently,
around
five
o'clock
got
a
call
from
the
clerk
that
someone
had
called
her
and
advised
her
that
they
had
left
a
voicemail.
L
Unfortunately,
due
to
the
fact
that
it
was
after
5,
PM
I
was
unable
to
pull
that
voicemail
for
tonight's
meeting,
which
is
why
we
tell
people
to
leave
it
in
advance,
so
we
will
pull
it
and
download
it.
We
gotta
download
it
and
bring
it
over
here
and
I.
We
just
couldn't
get
that
done
by
after
five,
so
we'll
present
that
at
next
meeting
but
I
did
want
you
to
know
there
was
one
recorded
call.
It
just
came
in
too
late
to
bring
it
to
you
tonight.
B
B
But
now
continue
with
the
agenda.
That
concludes
the
public
comment
portion
of
this
agenda.
If
you
will
I
will
continue
with
item
six
staff
and
board
response
to
public
comment.
There
was
a
gentleman
here
who
raised
a
question
of
anyone
that
can't
answer
that
question
or
would
like
to
respond
to
that
particular
public
comment,
and
maybe
maybe
Mike.
B
Maybe
you
can
assist
us
with
the
question
in
reference
to
the
notion
of
independent
Council,
the
independent
Council
and
also
the
matter
in
reference
to
the
public
meeting
of
October
24th
of
Casey
storminsky
in
reference
to
possible
lawsuit.
If
you
can
elaborate
on
that,
be
greatly
appreciate,
it
sure.
L
Absolutely
as
far
as
the
independent
Council
update,
it
has
been
posted,
the
job
had
to
be
drafted,
the
language
for
the
advertisement.
It's
been
posted
in
a
couple
of
locations,
I
think
there's
some
more
postings
to
do,
but
but
so
far
we
it's
in
the
process
of
being
advertised.
So
as
soon
as
the
advertising
window
ends
and
we
have
the
candidates,
you
know
we'll
keep
you
updated
every
month,
but
right
now
it
is,
is
currently
in
the
process
of
being
advertised.
H
L
Don't
know
if
it's
too
complex
but
I
will
tell
you
that
I
wasn't
hands
on
in
that
process.
It
was
fair
enough,
so
I
don't
want
to
accidentally
say
something.
L
H
A
B
A
second:
it's
a
motion
on
the
floor
for
our
presentation
for
a
member
of
administration,
City
staff
to
present
the
forecast
or
the
process
in
reference
to
the
independent
Council.
That
motion
has
been
second
by
Mr
Tamayo.
Any
further
discussion.
If
you
will
miss
guy.
I
L
I
Sent
a
copy
of
the
ordinance
that
should
probably
answer
the
question.
I
would
think.
L
For
ease
of
for
either,
you
guys
will
be
happy
to
send
you.
The
ordinance
and
Kimora
will
be
here
next
month
and,
if
we'll
be
able
to
answer
any
questions.
B
So
there's
the
motion
on
the
floor
any
further
discussion
in
reference
to
the
motion
in
reference
to
the
presentation
of
independent
Council
here
and
now,
we'll
continue
with
the
vote.
All
those
in
favor
of
the
presentation
of
independent
Council
being
presented
to
the
citizen
review
board.
Please
show
by
raise
for
hand
any
opposed
that
motions
passes.
Thank
you
and
again,
there's
flexibility
in
that
date.
As
things
progress
to
ensure
that
that
presentation
is,
is
in
this
full
complex
of
understanding,
so
there's
there's
still
loose
ends
to
be
tied
up.
Then
we
can.
L
There
was,
as
you
know,
there
was
an
ordinance
and
then
it
did
pass
through
the
voters.
So
I
would
say
at
this
point.
Probably
yes,.
D
L
You
will
be
we.
The
ordinance
will
be
sent
here
soon.
This
I'll
get
that
to
you
guys,
that's
not
a
problem
at
all
the
and
as
far
as
your
involvement
you
I
just
don't
want
to
speak
to
the
level
of
involvement
because
I,
don't
remember
what
the
ordinance
says,
but
you
you,
you
do
have
some
involvement
in
the
process.
H
C
B
We'll
now
continue
with
the
agenda
on
item
seven
items
to
be
reviewed
tonight,
we're
viewing
case
number
22,
F,
Dash,
zero,
zero,
eight
of
a
mor1007
conformance
to
laws
sustained
mor1005
standard
of
conduct
sustained
an
officer
was
charged
with
soliciting
another
to
commit
prostitution
and
the
officer
resigned
without
penalty.
M
Again,
Captain
Patrick
Messmer,
a
Professional
Standards
Bureau,
so
this
specific
case
involved
a
former
officer
officer,
Stanley
Clevo
on
Wednesday
July
19th
of
2022
officer
clearrow,
began
to
communicate
with
a
who
he
thought
was
a
escort
on
a
website
that
is
mainly
designed
to
procure
escorts.
He
started
communicating
with
that
person
via
text
message.
The
next
morning
on
July
20th
on
a
Thursday
officer.
M
Clearvau
responded
to
a
hotel
with
the
intent
to
have
sex
with
that
individual
in
exchange
for
money
that
individual
turned
out
to
be
a
undercover
Hillsborough,
County
Sheriff's
detective,
they
were
performing
a
human
trafficking
operation.
At
that
point
officer,
clearvaux
was
arrested
and
charged
with
solicitation
to
prostitution.
He
was
taken
to
jail
during
the
administrative
investigation.
M
He
gave
an
interview
to
Internal
Affairs.
He
admitted
that
he
felt
that
he
was
guilty
of
the
crime
of
soliciting
another
to
commit
prostitution.
He
admitted
that
he
has
used
that
site
in
the
past
and
done
the
same
thing
without
getting
caught
and
he
was
facing
termination
that
he
elected
to
resign
in
lieu
of
termination.
This
case
was
reported
to
the
Florida
Department
of
Law
Enforcement.
M
As
the
charges
were
sustained,
they
did
find
probable
cause
that
there
was
a
moral
character
violation
on
the
part
of
officer
clearvaux
that
is
still
in
its
administrative
process
with
FDLE.
There
has
not
been
a
conclusion
to
that.
Yet
I
know
he
is
not
employed
in
the
criminal
justice
field
anymore.
To
my
knowledge,
I
know
he
is
not
with
any
other
law
enforcement
agency.
So
that's
that's
pretty
much
the
the
short
of
it.
It
was
a
pretty
open
and
shut
case.
B
So
this
officer
was
arrested
and
has
went
through
the
judicial
system
and
at
this
point
is
there's
a
criminal
case
attached
where
there
may
still
be
penalty
on
the
criminal
case
side.
M
M
F
D
Just
a
couple
questions
about
the
the
the
officer:
how
long
have
the
officer
been
with
tpd
I
thought?
I
saw
it,
but
it.
D
I
Officers
are
hired
every
day
and
they
are
people
and
people
do
these
things.
So
if
we
were
involved
or
not
involved,
I'm
sure
the
process
was
exactly
what
we
are
doing
and
it
was
and
he
cleared
all
those
hurdles
but
he's
a
person
he's
a
human
and
he
did
something
wrong.
He
got
arrested
and
he
was
fired
from
the
police
department.
I.
Think
that
really
is
the
bottom
line.
I'm,
not
really
sure
why
we're
looking
at
this
case
because
other
than
the
fact
that
it's
salacious
you
know,
I'm,
not
really
sure
what
you
know.
I
This
is
pretty
cut
and
dry
to
me,
I
mean
the
guy
was
arrested
and
he
resigned.
He
didn't.
We
didn't
fire
him,
but
I
think
that's
the
right
thing
to
do,
because
it
costs
a
lot
of
money
to
fire
people.
So
it's
better
if
they
resign
before
you
fire
them
so
I
I
mean
my
comment.
Is
I'm
not
really
sure
what
we're
digging
into
here.
M
Yeah
and
I
can
address
that
in
the
other.
I
know.
That
was
something
that
came
up
last
month.
That's
that's
on
the
agenda
for
for
a
little
bit
later
about
the
whole
termination
versus
versus
resignation
thing,
but
as
far
as
Dr
Collins
comment
about
the
involvement
of
the
crb
in
the
in
the
hiring
process,
interview
process
again
whether
or
not
the
board
was
or
was
not
the
interview
process,
the
hiring
process
we're
talking
about
lengthy
background
investigations.
There
was
nothing
similar
in
this
officer's
background.
M
C
D
Basically,
I
I
thought
we
had
not
been
involved
for
a
year,
but
you
kind
of
hit
one
of
the
questions
on
a
little
bit
of
just
I,
almost
felt
like
you
felt
I
was
saying:
hey
everything
went
right,
he
was
fired,
so
be.
D
The
only
thing
I
thought
is:
okay,
it's
a
fresh
case.
You
know
it's.
We
have
been
getting
cases
that
weren't
I
mean
two
or
three
years
out,
but
the
one
thing
that
I
thought
about
is
what
you
just
said,
because
if
he
did
say,
I've
been
doing
this,
but
I
had
never
gotten
caught
before
you
wouldn't
have
been
able
to
find
that
out
anyway,
because
he
had
never
gotten
caught,
but
Faith
would
have
it
that
this
officer
got
caught,
and
that
was
the
practice
that
he
had
and.
H
Well,
I,
don't
agree
that
resignation
is
better
than
termination
in
a
case
like
this,
accountability
is
key
and
and
what
I'm
hoping
that
I'm
not
hearing
is
that
we're
giving
officers
an
opportunity
to
resign
or
a
window
to
resign
in
in
lieu
of
terminating
them,
so
I'm
hoping
that
that
can
get
clarified
to
me
because
again,
I
keep
seeing
cases
come
to
to
this
board
in
front
of
us
of
issues
that
are
legitimate
reasons
to
have
termination
and
then
they're
resigning
and
again
people
change
and
they
go
back
into
records
and
they
say:
oh,
he
wasn't
terminated,
he
would
resign
yeah,
let's
hire
him
or
they
call
for
recommendation.
H
Oh
yeah,
this
officer
was
resigned.
He
didn't
get
terminated
or
or
held
accountable
for
anything
he's
a
great
candidate
and
we'll
be
doing
great
things
with
you
all,
even
though
yes,
there
may
be,
or
there
will
be
a
track
record
as
it
pertains
to
their
file.
But
I
just
want
to
make
sure
that
the
message
is
clear
and
and
authentic.
M
C
M
Specific
case
he
was
allowed
to
resign,
I
mean
we
can't
necessarily
prevent
somebody
from
quitting
their
job.
Well,
no,
you
have
to
you,
have
to
stay
here,
another
couple
weeks
and
as
I
get
into
this.
This
PowerPoint
here
we'll
go
into
the
actual
process
that
it
goes
with
terminating
somebody,
and
there
is
a
there,
are
a
lot
of
checklists
and
a
lot
of
procedural
things
that
have
to
do
that.
Take
weeks,
even
after
the
person's
noticed
that
they're
being
terminated,
they
have
a
lot
of
opportunity
to
resign.
M
In
that
time,
and
one
of
the
other
things
that
that
happens.
You
know
this
officer.
If
you
want
to
read
his
interview
he
gave
justifications.
You
know
he
was
going
through
a
breakup
with
his
girlfriend
and
he
made
a
lot
of
things
up.
In
this
case
he
went
through
a
diversionary
program.
I
believe
he
successfully
completed
the
diversionary
program.
If
we
had
terminated
him
and
he
grieved
that
termination
went
in
front
of
the
Civil
Service
Board
and
gave
them
a
sob
story
and
said
well,
look
I,
my
diversion
was
successful.
M
I'm
not
convicted
of
a
crime
I
was
going
through
hard
times.
I
think
I
need
my
job
back.
The
Civil
Service
Board
could
have
given
him
his
job
back.
So
the
fact
that
they
resign
that
process
of
Grievances
and
appeals
is
gone
because
once
you
resign,
you
can't
go
and
appeal
your
resignation.
So
a
lot
of
times
it's
much
easier
for
the
Department.
It
kind
of
prevents
any
kind
of
surprise
in
the
future.
As
we've
we've
discussed
cases
before
where
officers
have
been
terminated
in
the
board
or
an
arbitrator
is
give
them
their
jobs
back.
M
If
we
try
to
challenge
a
resignation,
it
just
cuts
the
chance
of
any
sort
of
grievance
out,
so
we
can't
run
the
risk
of
having
an
officer
get
their
job
back
if
we
don't
feel
they
should
be
employed,
but
that's
just
that's
just
the
example
here
and
that
that,
to
that
specific
case,
that's
in
front
of
us
I
think
that's
what
his
argument
would
have
been.
You
know
had
he
decided
to
grieve
his
termination
and
you
know
potentially,
would
he
have
been
able
to
be
successful?
Who
knows
but
I
mean?
M
Do
you
really
want
to
go
in
front
of
a
in
essence,
a
jury.
The
Civil
Service
Board
is
a
jury
of
people
who,
just
like
you,
can
vote
of
whether
or
not
they
want
to
give
this
person
their
job
back
and
give
them
a
second
chance
or
say
no,
and
it's
it's
just
you
know
it's
a
it's
a
crap
shoot.
It's
a
point.
G
Thank
you,
Captain
will
miss
Tamayo.
The
the
interview
with
internal
affairs
was
on
August
10th
and
then
there
was
a
finding
to
sustain
the
violations
on
August
12th.
Do
you
know
how
soon,
after
that,
the
officer
resigned.
M
M
It
looks
like
the
chief
signed
off
on
it
on
September
the
8th,
so
it
took
that
time
for
all
the
other
people
in
the
chain
of
command,
to
review
it
and
then
get
with
the
legal
department
and
get
with
human
resources,
and
then,
when
the
chief
signed
off
on
that
on
on
9
8
of
22,
that
is
when
you
know
he
would
have
been
noticed
about
his
pending
termination
somewhere
around
around
that
time.
Okay,
so
I,
don't
I,
don't
know
I
can
see
if
I
can
pull
it
up
here.
M
If
there's
any
other
paperwork-
that's
that's
on
here,
but
I,
don't
I,
don't
believe.
I
have
anything
that
would
have
that
date
on
there.
M
G
And
did
Officer
clearbow
have
any
experience
with
law
enforcement
before
is
21
month
stint
with
tpd
no.
B
Any
further
questions
or
statements
for
Captain
Messmer,
the
chair
is
now
open
to
a
motion
on
whether
we
concur
or
not
concur
or
unable
to
reach
determination.
Regarding
the
disposition
of
this
case
22f-008
and
its
finals
second
board.
Member
Irene
guy
has
made
a
motion
to
concur
with
the
deposition
in
his
findings
board
member
Lincoln
Tamayo
has
second
the
motion
any
further
discussion
here
and
now
we
will
continue
with
the
vote.
All
those
in
favor,
please
show
by
razor
pan
any
opposed
that
motion
passes.
Thank
you.
Thank
you.
B
Continue
with
the
agenda
under
crb
staff
reports
in
business
tonight
we
have
three
presentations
of
three
different
bullet
points,
starting
with
bullet
point
one
regarding
the
crb
Community
survey,.
L
Hello,
Mike
Schmidt
again
with
regards
to
the
community
survey.
First,
let
me
explain
what
the
requirements
are
under
the
ordinance
under
18-8,
the
crb
shall
conduct
a
community
survey
to
obtain
public
feedback
about
10th
police
department
and
its
policies
and
procedures.
The
surveys
shall
occur
every
two
years
when
this
ordinance
came
in
place
was
at
the
end
of
December
of
2021.
L
So
in
our
opinion,
we
would
need
to
begin
in
December
of
2023
by
December
of
2023
to
have
begun,
conducting
the
survey,
the
surveys
to
be
posted
for
10
weeks
and
be
open
for
the
10-week
period.
So
with
these
parameters,
tpd
has
started
to
look
into
its
own
survey
because
that's
an
important
thing
for
tpd
to
conduct
surveys
as
well.
So
we
started
to
explore
the
options
of
what
tpd
is
interested
in.
As
far
as
surveys,
we've
looked
at
numerous
options
and
we
thought
that
we
would
invite
the
board
to
also
participate
in
the
survey.
L
But
unfortunately
we
haven't
made
our
decision
yet
because
conducting
a
survey
is
you
know
it's
a
lot
of
factors,
so
we've
been
exploring
several
options,
including
USF,
including
something
called
Zen
City,
including
you
know
something
as
simple
as
SurveyMonkey
to
also
local
survey
companies
that
conduct
surveys.
So
we
have
done
a
pretty
broad
range
scope
of
all
the
different
options
we
feel
are
out
there
and
we
are
considering
various
factors
to
try
to
get
a.
L
You
know:
Fair,
impartial
survey
that
would
represent
the
cross-section
of
the
community,
and
so
in
order
to
ensure
that
we
develop
the
best
survey
for
the
Department.
We
haven't
made
our
ultimate
decision
yet
so
at
this
point
tonight,
I
can't
tell
you
what
we're
going
to
do
ultimately
for
the
survey,
but
I
think
we
have
time
so
I
propose
next
month.
We
keep
this
agenda
item
on
there
next
month.
B
Chair
is
open
to
emotion
in
reference
to
tabling
the
presentation
after
it's
fine,
it's
regarding
the
CRV
or
collaboration
tpd,
Community
survey,
I.
C
D
Oh
okay,
thank
you.
Mr
James,
the
previous
survey
that
we
did
do
that
was
I,
thought
pretty
good
and
gave
us
some
leverage
after
we
had
to
put
it
back
out
there
again.
Is
it
any
way
we
still
have
the
I
know:
I
have
a
copy
of
it,
but
do
we
still
have
the
questions
from
that
survey
while
we're
waiting
over
the
next
to
next
month's
meeting
that
that
could
be
sent
back
to
us
and
the
other
one
that
I
wanted
to
ask
about.
D
Not
I
am
pleased
with
the
one
that
we
did
but
I
understand
that
the
committee
that
came
before
us
and
did
a
presentation
they
did
a
survey.
It
wasn't
a
successful.
It
was
affiliated
with
the
University
of
South
Florida.
They
weren't
as
successful
with
their
survey,
but
they
had
one
and
I
never
did
see
theirs,
I,
don't
know.
L
So
I
can
that
was
a
question
for
me:
I'll
address
it.
What
I
can
on
that?
L
So
as
far
as
the
prior
survey,
absolutely
we'll
send
that
back
out
to
you
and
I
think
the
questions
are
in
there,
as
well
as
the
results
and
as
you're
aware
that
was
conducted
by
NYU,
and
you
know
there
was,
you
know
quite
a
that
took
a
while,
obviously
for
both
the
board
and
for
NYU
and
was
quite
an
extensive
project,
those
survey
and
which
is
what
led
us
to
reaching
out
to
you
and
that
combined
with
the
presentation,
I
would
say.
L
Maybe
it
was
a
year
ago,
I
can't
recall
it's
been
a
while,
but
there
was
somebody
who
Professor
I
believe
she
may
have
been
a
doctor
may
have
been
Brianna
Fox
if
I
recall,
who
came
before
this
board
and
talked
about
her
work
with
the
city
and
trying
to
get
some
questions
out
for
the
city
and
that
that's
those
that
survey
has
certainly
been
done.
But
she
also
mentioned
at
the
end
of
her
presentation,
working
on
a
future
possible
survey
for
this
board.
L
So
I
did
try
to
reach
out
to
to
USF.
For
that
reason,
and
they
are
certainly
willing
to
participate.
The
problem
is
there's,
of
course,
the
the
labor-intensive
study
of
that
magnitude
requires
a
lot
of
grad
students
and
then
it
requires
a
professor
to
oversee
it.
I
can
tell
you
that
you
know
we.
L
That
is
still
something
we're
looking
at,
but
right
now
that
is
probably
the
most
expensive
option
and
I
think
you
know
it's
just
I
I
we're
we're
so
we're
exploring
all
options,
and
maybe
you
know,
because
sometimes
when
you
have
to
send
humans
out
to
the
field
you're
asking
a
lot
of
grad
students
and
a
professor
and
so
I,
don't
I,
don't
know
that
that's
going
to
be
the
ultimately
the
best
option,
the
usf's
not
willing
to
do
it
for
free,
that's
the
answer
we
I
I
called
them
and
they
said
yeah
sure
we're
willing
to
help,
but
it
ain't
free,
so
I
said
interesting.
L
D
And
to
make
sure
you
be
explicitly
clear
with
whatever
you
guys
decide,
I
was
not
impressed
with
their
survey
compared
to
the
one
that
we
had
already
done,
so
I
wouldn't
say:
go
there.
I
just
wanted.
I
never
saw
their
questions,
their
survey
I
heard
about
it
because
she
came
and
presented
it
to
us.
If
we
got
it
and
you
guys
saw
it,
I
didn't
see
it.
L
Added
there
was
a
different
scope.
You
know,
I
mean
I,
think
what
she
was
developing
was
more
for
the
City
versus
what
for
the
police
department.
So
I,
don't
I,
don't
I
mean
that's
another
reason.
Your
questions
wouldn't
have
you
know
been.
The
same.
Nyu
survey
was
specifically
developed,
for
you
know
the
police
department
and
the
sport.
D
H
Will
be
my
first
rodeo
with
the
survey
process,
so
this
will
be
all
new
to
me,
but
I
do
appreciate
the
fact.
Tpd
takes
you
into
consideration.
Wanting
to
join
forces
with
us
I
want
to
make
sure
that
this
board
has
a
voice
with
that
survey
and
that
we
approve
every
single
question
with
a
language
that
we
would
like
to
see
on
that
survey
and
not
for
those
questions
to
get
sugar
coated
in
some
type
of
way.
So
I
I
again
I
want
to
make
sure
that
part
of
this
process.
H
This
board
is
available
and
we
approve
the
survey
as
we
choose
to
see
it
go
out
and
definitely
you
know
count
on
this
board
myself
in
terms
of
being
able
to
get
the
word
out
and
be
able
to
have
as
many
people
individuals
partake
in
the
survey
in
multiple
formats,
whether
it's
text
messages
scanning
the
code,
email.
Whatever
that
looks
like
attending
events
I
think
would
be
key
to
be
able
to
get
it
to
the
multiple
bathroom
Community.
L
And
I'll
just
address
a
little
that
just
by
saying
that
or
our
primary
goal
is
obviously
making
sure
we
do
get
a
fair
and
accurate
survey.
So
while
we
look
at
these
options,
we
want
to
make
sure
that
that
the
the
survey
isn't
somehow
skewed
one
way
or
another
right,
so
we're
trying
to
figure
out
what
is
the
most
accurate
and
fair
way
to
get
a
survey
without
you
know
potentially
jeopardizing
you
know
one
section
of
the
community
over
representing
the
survey
sure.
L
L
If
you
do
this,
there's
this
there's,
there's
different
Arguments
for
every
single
thing
that
we've
already
looked
at
and
considered
whether
it
was
USF
whether
it
was
a
online
survey,
whether
it
was
you
know
in
person,
type
survey,
there's
there's
somebody
who's
going
to
argue
that
there
is
another
way
to
do
it
and
the
bottom
line
is
we
have.
We
will
look
at
all
of
them
and
tpd
is
going
to
do
a
survey
for
you
know
and
and
put
questions
in
that.
We
also
need
to
make
sure
that
we
can
measure
against
something.
L
Where
do
you
have
to
compare
that
on
you
don't
so
we
you
know
it's
complicated.
We
want
to
make
sure
our
our
questions
are
have
some
basis
of
background.
So
if
we
find
questions
at
other
cities
have
asked
that
will
help
us
with
a
comparison
for
what
our
City's
response
rate
is.
That
could
help
out.
So
there's
there's
a
benefit
to
thinking
about
using
questions
that
have
been
tested
and
tried.
L
So
but
I'm
not
saying,
but
we
want
your
input
too.
So,
at
the
same
point,
I
hope
that
we're
able
to
achieve
a
balance
like
we
want
to
find
some
questions
that
we
believe
that
we
can
use
for
the
department.
So
we
have
some
comparison,
then,
if
there
are
additional
questions
that
this
board
wants,
you
know
we're
willing
to
try
to
put
those
on
to
the
survey
as
well
right
as
long
as
we're
not
creating
now
a
two-hour
survey
we've
got
it.
L
We've
got
to
rein
this
in,
but
we
are
certainly
willing
to
work
with
the
board.
Allow
you
guys
to
come
up
with
some
questions,
but
at
the
same
point,
as
you
were
saying
like
oh,
we
want
to
scrutinize
every
single
question:
I
mean
at
some
point.
The
department
needs
to
make
sure
it
has
questions
that
we
believe
are
based
on
tried
and
tested
questions
that
we
can
compare
the
data
to
and
get
some
meaning
out
of.
L
H
Does
and
I
would
appreciate
we
can
get
extra
time.
Let's
say
you
guys
come
back
next
month
with
questions
or
whatever.
That
looks
like
give
us
until
the
next
meeting
for
us
to
look
at
the
questions
and
if
we
have
anything
to
add,
we
can
then
bring
back
at
that
meeting
or
do
a
via
email
response.
Say:
hey
give
us
a
deadline
of
X
within
a
week
or
two
to
submit
our
questions,
so
we
don't
delay
the
process
so
that
way
we
can
take
that
into
into
an
account
and.
H
L
It
depends
who
it
depends,
who
you
use,
but
one
of
the
options
that
we're
looking
at
it
would
be
available
in
Spanish,
okay,.
I
Think
the
the
idea
of
sending
the
NYE
survey
to
everyone
is
a
great
one,
because
there
are
lots
of
members
of
this
board
that
weren't
involved
at
that
point,
and
that
would
give
them
an
opportunity
to
see
exactly
what
we
did
then
and
how
it
worked,
because
we
didn't
write
all
the
questions
we
had
input
into
those
questions
and
the
NYU
people
were
very
you
know
professional.
They
knew
how
to
do
this
so
that
they
would
get
results
that
could
be
used.
So
I
think
that
would
be
like
step.
B
So
if
you
will,
the
chair
is
still
open
to
the
tabling
bullet,
one
under
CRV
staff
reports
in
business
to
allow
City
Administration
to
return
with
more
information
moving
forward
and
in
that
process,
and
in
that
return,
I
can
also
get
that
past
survey
that
was
conducted
in
Cuba
those
that
sat
on
that
board
during
that
time
frame.
It
wasn't
an
overnight
process.
It
was
pretty
lengthy
in
putting
that
survey
together
and
getting
the
results
and
following
up
with
getting
it
out
to
the
community.
So
it
is
a
long
process.
B
There's
a
lot
involved,
but
you
know
we
are
starting
to
move
that
ball
forward
down
to
the
beginning
steps
and
and
that's
how
that
survey
began
as
well.
So
it
looks
like
Mike
Smith
has
shared
with
us
the
information
he
has
to
this
particular
Point.
Obviously,
there's
a
lot
more
to
share,
so
this
item
may
continue
to
be
presented
on
the
up.
Excuse
me
on
the
upcoming
agendas
as
well
as
I
mentioned
earlier:
it's
not
an
overnight
process.
B
So
again,
the
chair
is
open
to
the
motion
if
the
boards
so
so
move
in
reference
to
continuing
this
item
on
next
month's
agenda.
D
B
There's
a
motion
on
the
table:
Dr
Collins,
has
stayed
at
the
motion
in
reference
to
tabling
Bullet
one
under
crb
staff
reports
in
business,
as
well
as
presenting
the
past
survey
to
all
board
members.
Mr
Carlo
Valdez
has
second
of
that
motion.
Any
further
discussion
needed
here
and
now
we'll
continue
with
the
vote.
All
those
in
favor
please
show
by
raising
hand
any
opposed,
so
that
motion
passes
we'll
see
that
on
next
month's
agenda
and
again,
if
we
aren't
able
to
come
to
a
conclusion
within
that
month,
we'll
continue
the
process.
B
M
But
again,
Pat
Messmer
professional
sandwich
Bureau,
so
I
sent
the
board
two
of
our
standard
operating
procedures.
In
regards
to
this.
So
I'm
not
going
to
go
through
this
very
detailed
I'm,
going
to
give
a
pretty
high
level
overview
of
the
complaint
intake
and
excuse
me,
I'm
gonna
put
the
wrong
I've
actually
put
the
wrong
one
on
there.
M
That
was
this
one
problem,
so
I
already
sent
these
two
policies
out
so
I'm
just
going
to
give
a
high
level
overview
of
the
complaint
intake
process
and
the
administrative
investigation
process.
I
know
there
were
some
questions
that
have
come
up
in
previous
board
meetings
about
how
investigations
are
conducted.
M
You've
asked
for
certain
cases
to
be
brought
in
front
of
you
and
like
well,
that's
not
an
actual
case.
That
was
just
a
complaint,
so
I'm
going
to
kind
of
go
into
the
details
about
like
what
is
what
so.
M
The
first
thing
that
happens
when
a
complaint
comes
in
complaints
are
accepted
by
any
employee,
we're
going
to
accept
those
any
means
necessary
in
person
by
phone
via
email
via
internet.
However,
the
complaint
comes
in.
Our
supervisors
will
have
a
system,
it's
called
administrative
investigations
management.
So,
every
time,
every
time
a
complaint
comes
in
the
supervisor
who
who
gets
the
complaint
is
going
to
log
that
complaint
and
they're
going
to
log
that
complaint
in
the
system.
M
It's
going
to
attract
to
an
officer
to
a
complaint
and
if
they
give
their
name,
if
they're
not
Anonymous,
and
then
the
supervisor
is
going
to
do
an
initial
analysis
of
the
complaint
they're
going
to
make
a
determination
based
on
reasonable
suspicion,
which
basically
is,
are
there
articulable
facts
that
would
indicate
a
policy
violation
has
occurred?
So
if
there
is
a
reasonable
suspicion
that
a
policy
violation
occurred,
that
complaint
is
going
to
be
reclassified
to
an
administrative
investigation
and
I'll
discuss
what
those
are
in
a
minute.
M
If
there's
not
really
enough
information
to
see
whether
or
not
there's
Reasonable
Suspicion,
then
that
complaint
is
going
to
get
referred
for
further
inquiry,
either
to
another
supervisor,
to
a
division
Commander
to
a
to
a
ship
Commander
somebody
who
could
do
some
additional
research
and
maybe
talk
to
the
officer
and
do
fact-finding
to
determine
whether
or
not
there
is
a
violation
of
policy
or
if
it's
clear
that
there
is
no
violation
of
policy
or
there
is
not
reasonable
suspicion
that
there's
a
policy
violation.
The
complaint's
just
going
to
be
closed.
M
So
an
example
for
that
would
be
somebody
calls
in
says.
An
officer
was
rude
to
him
and
discourteous
on
a
traffic.
Stop
the
sergeant
gets
that
complaint.
They
document
it.
They
watch
the
body,
camera
video.
They
make
the
determination
that
the
the
officer
was
not
rude
to
the
complainant
and
that
complaint
is
then
closed
without
any
further
action.
M
Now
the
complaint
is
referred
to
that
Sergeant
supervisor,
so
it'll
go
to
a
lieutenant
and
a
captain,
so
the
sergeants,
the
one
who
does
the
inquiry
and
makes
the
decision,
but
it
also
gets
reviewed
by
higher
levels
of
management
to
make
sure
that
they
concur
with
that
decision
that
that
first
line
supervisor
made
when
they
closed
the
complaint
out.
So
all
of
them
are
reviewed
in
some
way,
shape
or
form.
So
if
there
is
reasonable
suspicion
that
a
policy
violation
occurred,
then
it
becomes
an
administrative
investigation.
M
That's
the
type
of
things
that
that
you
review
here
and
you
review
the
ones
that
are
that
are
on
the
top.
Those
are
formal
investigations
now
those
are
either
serious
misconduct
which
is
outlined
in
the
in
the
policy.
There's
all
sorts
of
of
different
things
that
constitute
serious
misconduct.
Basically,
any
kind
of
a
moral
character,
violation
of
any
kind
of
criminal
activity
would
be
considered
serious
misconduct
and
required
certain
required
by
policy
investigations.
Anytime,
an
officer
discharges
a
firearm
anytime
that
there's
life-threatening
injury
or
death
to
a
person
as
a
result
of
police
activity.
M
Those
things,
those
required
investigations
in
serious
misconduct.
The
chief
of
police
directs
those
to
be
formal
investigations
that
are
conducted
by
Internal
Affairs.
So
those
are
the
things
that
that
you
basically
review
on
this
board
are
the
internal
affairs
investigation,
serious
misconduct
and
the
required
by
policy
investigations
when
you
review
police
shootings.
M
The
other
investigation
that
that
comes
out
of
complaints
are
the
last
one
they're
service
related
inquiries,
so
those
are
complaints
that
come
in
where
either
the
initial
review
by
Internal,
Affairs
or
the
initial
review
by
a
supervisor
determines
that
there
is
reasonable
suspicion
of
a
policy
violation.
Those
are
service
related
inquiries
if
they
come
through
internal
they're,
all
generated
by
me,
so
I
review,
the
complaint
and
I
will
send
those
complaints
to
the
officers,
division,
Commander,
Captain,
lieutenant
and
and
Sergeant
for
investigation.
Now
those
would
be
anything
that
doesn't
involve
serious
misconduct.
M
So
an
officer
doesn't
write
a
report.
There
is
legitimate
rudeness,
discourtesy
body,
worn
camera
violations
from
time
to
time
those
types
of
policy
violations
that
don't
meet
the
definition
of
serious
misconduct
that
come
from
complaints,
those
get
sent
to
the
divisions
to
handle
by
that
officer's
chain
of
command.
So
you'll
you'll
see
the
same
and
I'll
get
into
the
the
disposition
process
in
a
minute,
but
it's
the
same.
M
Letters
are
written
that
you
see
like
for
this
case
this
time
it
just
it's
written
by
the
officer
supervisor
and
goes
through
that
chain
of
command
rather
than
being
written
by
a
cap
and
going
through
the
chief
of
police
and
then
the
third
type
of
administrative
investigation,
which
you
normally
don't
deal
with
much
at
all,
are
the
what
we
call
division
investigations.
Those
are
the
things
that
that
are
internal,
many
of
them.
M
The
vast
majority
of
them
are
actually
our
traffic
crashes,
just
like
Internal
Affairs
has
to
investigate
any
complaint
or
any
case
of
a
firearm
being
discharged
anytime.
An
officer
is
involved
in
a
traffic
crash.
There
is
a
administrative
investigation
into
the
traffic
crash
in
addition
from
the
actual
traffic
crash
investigation.
So
every
traffic
crash
is
a
division
investigation.
If
an
officer
is
late
for
court,
if
an
officer
doesn't
show
up
for
an
off-duty
job,
those
types
of
things
are
also
internally
generated
complaints.
M
They
don't
come
from
a
citizen's
complaint,
so
those
are
considered
division,
investigations
and
they're
they're
handled
the
same
way.
They're
handled
by
that
officer
supervisor
Internal
Affairs
doesn't
really
have
any
involvement
in
those,
so
the
investigative
process
how
that
works
once
a
complaint
comes
in
and
we
determine
that
there
is
some
sort
of
reasonable
suspicion
and
there
is
going
to
be
an
investigation.
M
The
first
thing
that's
done
is
any
evidence
is
gathered,
whether
or
not
that's
us
doing
interviews
and
Gathering
evidence
in
Professional
Standards
or
that's
the
officer's
supervisor,
or
shift
Commander
conducting
that
investigation
at
the
division
level.
They
do
the
same
thing:
they'll
review
body
camera
they
talk
to
to
Witnesses.
They
talk
to
Citizens,
they'll
review
reports
and
those
types
of
things.
Pursuant
to
the
to
the
statute,
the
law
enforcement
officers
Bill
of
Rights.
M
Before
we
get
a
statement
from
the
subject
officer,
all
that
evidence
that's
been
gathered
has
to
be
shown
to
the
officer
so
the
officer
when
they
either
come
for
their
interview
or
when
they
write
their
letter.
They
get
to
see
all
of
that
evidence
in
order
to
you
know
to
write
their
letter
or
to
give
their
statement.
So
we
as
you
as
you
see
with
the
cases
you
review
when
Internal
Affairs
has
a
case.
M
We
record
our
officers,
we
transcribe
the
interviews
everything's
done
via
sworn
interview
when
the
division
conducts
the
investigation
in
the
sris
or
the
division
investigations.
The
officer
writes
a
written
statement
out
and
then
they
have
to
swear
and
affirm
that
the
statement
is
true.
So
that's
that's
the
main
difference.
Internal
Affairs
does
interviews
in
the
divisions.
They
just
have
letters
written
and
that's
basically
because
of
the
the
law.
In
that
all
the
interviews
have
to
be
transcribed.
All
the
interviews
have
to
be
recorded
and
that's
just
a
lot
of
record
keeping
for
the
divisions.
M
So
we
simplify
that
by
those
minor
violations
letters
get
written
instead
and
it
comes
out
to
the
same
evidence
and
and
in
the
end,
if
a
officer
doesn't
cover
something
in
a
letter
that
the
supervisor
thinks
need
to
be
covered.
They
just
tell
the
officer
to
go
back
and
and
rewrite
the
letter
or
write
an
additional
letter
covering
a
different
topic,
so
it
it
kind
of
covers
the
same.
M
The
same
type
of
the
same
type
of
evidence
is
going
to
be
gathered
for
the
finder
effect.
It's
just
because
it's
less
serious
misconduct
there's
no
need
for
the
big,
formal
interviews
and
then
the
disposition
process
as
you've.
As
you
read,
you
know
this
one,
the
formal
investigations.
We
have
a
captain
writing
that
that
letter
to
the
chief
of
police,
the
division
investigations,
you
normally
have
a
sergeant
or
a
lieutenant
who
writes
the
letter
up
through
the
the
major
or
sometimes
the
the
deputy
chief
of
operations.
M
It
doesn't
go
right
to
the
chief
of
police,
but
in
all
circumstances,
that
letter
of
the
finding
is
reviewed
by
the
entire
chain
of
commands.
So
again,
it's
not
just
one
person
making
a
decision
and
then
that
one
person
never
gets
questioned
about
it.
The
rest
of
the
people
in
the
chain
of
command
get
to
look
at
the
evidence
too,
and
make
sure
they
concur
with
the
findings
of
whoever
writes
that
disposition
letter
and
then
there's
a
discussion
with
the
executive
staff
on
all
formal
cases.
M
Whether
or
not
you
know
the
it
should
be
a
sustained
case
and
not
sustained
case.
The
division
cases
that
are
sustained.
That's
also
a
discussion
with
the
entire
executive
staff,
and
that's
going
to
be
that's
going
to
be.
Who
determines
the
discipline
and
again
the
progressive
discipline,
just
kind
of
just
a
basic
outline
of
of
the
disciplinary
process
of
violations
or
are
normally
treated
as
a
with
discipline
in
a
progressive
nature.
Unless
it's
one
of
those
serious
misconduct
allegations
when
those
tend
to
result
in
suspension,
demotion
or
dismissal
immediately
without
any
kind
of
progressive
discipline.
M
I've
already
gone
over
this
before
these
are
some
of
the
factors
that
discipline
is
based
off
of
and
again
disciplines
determined
by
the
executive
staff
and
one
of
the
things
that
has
been
mentioned
about
some
of
the
time
that
it
takes.
So
this
is
kind
of
an
example
flow
chart
of
of
discipline.
M
So
those
those
letters
of
counseling
and
the
oral
admonishments,
even
the
letters
of
counseling
a
lot
of
times
there
are
not
predisciplinary
hearings
so,
but
when
we
have
an
officer
who's
facing
a
suspension,
a
demotion
or
a
dismissal,
the
statute
allows
them
to
have
what's
called
a
complaint
review
board,
which
means
they
get
to
select
two
officers.
The
chief
gets
to
select
two
officers
and
then
those
four
board
members
get
to
select
a
fifth
person
and
that
those
that
group
of
five
is
called
a
complaint
review
board.
M
They
get
to
review
the
entire
case
and
basically
make
a
determination
of
whether
or
not
they
agree
or
disagree
with
the
findings.
Just
like
you
do
up
here.
They
review
the
case
File
and
then
they
make
the
determination
of
whether
or
not
they
agree
with
the
disposition
of
the
captain
or
Sergeant
or
Lieutenant,
who
wrote
the
disposition
letter.
So
that
is
a
process
that
normally
takes
a
couple
weeks
and
again,
that's
when
an
officer
is
facing
suspension,
demotion
or
dismissal.
M
So
after
that
there
was
another
process,
that's
called
a
predisciplinary
hearing
and
that's
again,
a
due
process
issue
that
they
get
because
of
their
contract
rights
and
Civil
Service
rights
under
the
the
city.
Ordinance
that
predisciplinary
hearing
is
with
the
chief
of
police,
where
they
get
to
sit
there
with
their
representative,
make
an
argument
as
to
why
their
discipline
should
be
this
instead
of
that
and
that
normally
takes
a
week
or
two
as
well
to
schedule.
M
So
you're
talking
about
suspension
or
greater
you're
talking
about
once
a
determination
is
made
as
to
as
to
what
the
level
of
discipline
officer
is
going
to
get
you're
talking
about
at
least
a
month
in
most
cases
until
until
the
actual
discipline
gets
rendered.
Because
of
these
things
that
they're
entitled
to
and
again
the
law
requires
them
to
be
able
to
select
who
they
want.
M
So
if
we
go
and
deny
them
the
right
to
select
a
certain
person
because
they're
on
vacation
or
something
like
that,
they
could
go
back
and
say
well,
you
violated
my
rights
now
there's
a
due
process
issue
so
because
of
that,
I
should
get
my
job
back.
M
So
we're
more
than
willing
to
wait
and
make
sure
that
there
are
no
due
process
violations,
because
again
we
would
rather
not
if
we
can't
really
control
the
Civil
Service
board
or
an
arbitrator
disagreeing
with
the
decision
to
terminate
somebody
or
to
impose
discipline,
because
they
didn't
feel
that
the
facts
were
in
order.
That's
their
prerogative
to
do
that,
but
for
one
of
them
to
disagree
with
our
actions,
because
we
violated
somebody's
due
process.
M
That's
a
real
problem,
because
that
could
give
somebody
their
job
back,
and
it
would
be
very,
very
easy
for
us
just
to
just
avoid
any
kind
of
procedural
due
process
issues
and
that's
why
sometimes
it
can
take
a
while
for
these
cases
to
to
move
through,
because
we
want
to
make
sure
the
officer
has
all
their
due
process
rights.
So
they
can
never
come
back
and
and
make
a
legal
challenge
to
to
a
disciplinary
action
based
upon
due
process
alone.
M
So
that's
the
kind
of
a
nutshell
version
of
the
the
discipline
Matrix
or
the
the
flow
chart,
I
should
say,
and
the
investigative
process
and
the
complaint
intake
process
why
certain
things
are
complaints
in
the
system.
Why
certain
things
are
formal
cases,
service,
related
inquiries,
Etc,
there's
and
those
are
all
outlined
in
the
in
the
policy
in
pretty
pretty
big
detail.
But
if
there's
any
specific
questions
about
that,
otherwise,
I
can
move
on
to
the
next
topic.
C
B
Was
a
very,
very
educational,
somewhat
self-explanatory,
but
very
very
knowledgeable,
and
that
type
of
information
supports
transparency
and
also
allow
the
community
to
understand
how
that
process
works
so
not
only
they
can
understand
it,
but
also
applaud
it.
So,
there's
a
lot
of
checking
balances
there
and
whether
it's
determined
if
the
person's
right
or
wrong
having
their
rights
not
to
be
violated
and
things
of
that
nature.
That's
that's
what
democracy
is
all
about.
B
So
if
there's
any
other
statements
or
questions
we'll
continue
the
presentation
to
move
on
to
the
next
bullet
point.
M
M
So
this
this
has
our
completed
cases
from
2022
on
there.
So
there
were
a
total
of
seven
of
these
incidents
where
officers
faced
either
termination
or
they
resigned
while
under
investigation.
So
there
were
four
officers
terminated
and
three
officers
resigned
while
under
investigation,
one
of
those
officers
was
was
the
case
that
we
spoke
about
tonight.
One
of
those
officers
was
I
believe
the
officer
was
presented
last
month
with
a
violation
of
the
discriminatory
conduct
policy
and
then
the
the
other
case
involved
in
a
resignation
was
the
former
police
chief.
M
So
those
are
the
cases
that
that
involve
resignations.
Instead
of
terminations,
some
of
these
other
individuals
who
were
terminated
they
I,
don't
know
why
they,
some
of
them,
could
have
resigned
if
they
wanted
to.
They
didn't
two
of
them
were
Reserve
officers,
so
Reserve
officers
are
not
subject
to
the
same
rights
and
responsibilities
that
when
they
have
the
same
responsibilities
as
Law,
Enforcement
Officers,
but
they
serve
at
the
pleasure
of
the
chief
of
police
they're
not
covered
under
the
Civil
Service
rules.
M
So
Reserve
officers
can
be
terminated
at
any
point
by
the
chief
of
police
for
any
non-discriminatory
reason,
so
that
that
process
about
predisciplinary
hearings
and
complaint
review
boards
and
things
like
that,
they
don't
necessarily
apply
to
reserve
officers.
So
those
two
of
these
cases
again
involve
Reserve
officers
who
were
terminated
after
being
arrested.
M
A
M
The
statistics
for
for
last
year,
as
far
as
the
resignations
versus
terminations
and
I,
went
into
a
little
of
the
issues
previously
about
you
know,
sometimes
why
we
would
rather
have
an
officer
resign
rather
than
be
terminated.
In
the
end,
it
does
save
the
city,
the
the
potential
of
that
officer
filing
a
grievance
and
getting
their
job
back.
M
It
also
saves
a
substantial
amount
of
cost
to
litigate
one
of
those
grievances,
but
the
the
main
factor
is
that
it
enables
us
to
ensure
that
that
officer
is
not
going
to
get
their
job
back
and
when
we
enter
the
termination
or
the
resignation
into
the
the
state
database
for
law
enforcement
officers.
It
does
say
resigned
while
like
in
this
specific
case
that
we
discussed
tonight,
the
entry
that
was
made
is
resigned
while
under
investigation
for
moral
character
violation.
So
there
there's
absolutely
no
question
as
to
why
that
officer
resigned.
M
It's
it's
listed
that
way
in
the
state
system,
and
you
know
you
know
it's
not
like
that
person
can
go
somewhere
else
and
pretend
that
the
incident
didn't
occur
or
minimize
the
incident,
because
they're
going
to
get
that
if
it's
another
law
enforcement
agency,
another
private
employer,
anybody
can
call
the
Tampa
Police
Department
and
get
the
records
that
you
got
tonight
about
that
officer's
case.
So
the
facts
of
the
case
are
never
going
to
be
be
able
to
be
hidden
from
anyone.
M
H
H
Physical
okay,
to
get
in
trouble,
I
can
wait
until
the
investigation
is
concluded
within
180
days
and
pending
a
job
that
I
get
once
I
get
my
job.
That
I
know
I'm
going
to
have
income
coming
in
I'll,
go
ahead
and
resign
I.
Just
personally
think
that
just
sets
a
culture
and
present
in
in
the
department
talk
to
me
a
little
bit
about
the
benefits.
So
if
an
officer
resigns
under
an
investigation,
is
that
officer
still
eligible
for
pension
and
other
and
any
other
benefits
that
comes
with
that.
M
If
an
office
it
depends
on,
it
would
depend
on
a
lot
of
things.
It
doesn't
necessarily
have
anything
to
do
with
I.
Don't
know
about
the
human
resources
aspect
about
I,
believe
so
I
believe
if
an
officer
is
terminated
or
if
they
resign,
if
an
employee
in
general
I
think
they're
still
entitled
to
you
know
the
Cobra
benefits
for
health
insurance.
I'm,
not
I'm,
not
a
HR
benefits
expert,
but
I.
Don't
think
that
type
of
thing
matters
the
only
thing
that
matters
and
I
mean
I
can
cover
this
in
a
later
training
session.
M
But
the
only
thing
that
matters
for
pensions
is
that
you
have
to
be
convicted
of
a
felony,
and
that
is
that's
not
Tampa
Police
Department,
that
is
Florida
law,
that
is
every
single
Public
Employee
in
Florida.
You
have
to
be
convicted
of
a
felony
of
a
crime
that
involves
your
public
employment,
so,
regardless
of
resignation,
termination
has
nothing
to
do
with
pension.
M
The
they're
entitled,
if
they're
not
vested
in
the
pension.
Anybody
and
again
it's
by
law,
is
entitled
to
get
their
contributions
back,
but
as
far
as
losing
their
pension,
they
must
be
convicted
of
a
felony
or
admit
to
the
conduct
that
would
constitute
felonious
activity
while
engaged
in
their
in
their
employment.
M
So
if
you
go
in
if
you're
off
duty
and
you
break
into
somebody's
house
and
commit
a
burglary
you're,
not
necessarily
going
to
lose
your
pension
for
that,
even
though
it's
a
felony,
but
if
you're
on
duty
and
you're
stealing,
you
know
felonious
amounts
of
property
you're
going
to
potentially
lose
your
pension
for
that
if
you're
convicted.
So
it
has
to
be
on
duty
conduct
and
it
has
to
be
felony.
It
has
to
be
a
conviction
under
unless
there
are
very
specific
circumstances,
but
and
also
point
out.
M
M
If
the
union
does
that,
the
union
has
the
opportunity
to
do
that,
but
we
really,
unless
somebody's
actually
sitting
at
the
table
at
that
pre-disciplinary
hearing
and
the
chief,
is
ready
to
sign
the
document
that
says
you're
being
terminated.
If
they
do
that,
if
they
go
in,
for
example,
if
somebody
comes
into
Internal
Affairs
and
they
give
an
interview
and
they
see
all
the
evidence
against
them
and
they're
like
this
is
this-
is
terrible.
I'm
going
to
get
fired,
I'm
just
going
to
go
resign.
M
We
can't
we
can't
not
accept
a
resignation,
we
can't
say
well,
no,
you
have
to
stay
working
here
because
again
we
have
to
go
and
go
through
this
entire
process
about
complaint
review
boards,
predisciplinary
hearings
and
all
that.
So
we
can't
just
go
up
and
fire
somebody
right
then,
and
there
you
know
and
we've
had
that
before
we've
had
people
come
into
Internal
Affairs
and
they
see
the
documents
and
and
they
just
close
the
documents
and
and
walk
out
and
resign.
So
we
can't
prevent
somebody
from
doing
that.
C
B
You
I
think
that
shared
a
lot
of
clarity,
kind
of
the
behind
the
scene
process
and
and
also
share
a
Clarity
on
the
misconception
versus
terminations
verse
resignation,
especially
in
the
in
the
year
of
2022,
with
the
seven
cases
with
the
four
terminations.
So
even
though
some
of
the
cases
that
we
review,
we
may
think
we
see
a
particular
Trend,
but
we're
not
reviewing
every
single
case
that
there
is
so.
Thank
you
for
the
clarity.
Thank
you
for
the
background.
Information
I
think
it
was
helpful.
B
I
think
it
was
educational,
informative.
It
doesn't
seem
to
be
any
other
questions
or
statements
at
that
time.
So
thank
you.
Caught
the
Messer
agenda.
B
Continue
with
item
10
items
to
be
continued,
we're
just
going
to
note.
Take
that
the
case
matter
for
Kelsey
stermisky
case
number
21c-171
will
be
presented
and
is
on
the
agenda
for
the
October
24
2023
crb
coded
meeting.
That's
the
only
item.
That's
continued
will
continue
with
the
agenda
for
announcements
of
next
meeting
next
meeting
will
be
held.
July
25th
here
at
the
Old
City
Hall
315
East
Kennedy
Boulevard
third
floor
Tampa
Florida
with
the
July
25th,
is
the
fourth
Tuesday
of
the
month.
B
L
Sure
the
I
want
to
let
you
know
I
did
send
you
the
copy
of
the
ordinance
with
regards
to
the
crb
attorney
as
well
as
I've
sent
you
the
two
surveys
that
you've
requested
to
your
to
you.
So
you
should
have
those
but
I
wanted
to
since
this,
since
the
ordinance
isn't
very
long,
I
want
to
go
ahead
and
tell
you
what
the
ordinance
said
so
you're
able
to
consider
it
between
now
and
and
next
month.
L
So
the
ordinance
states
that
the
City
attorney
shall
solicit
applications
for
the
position
of
the
crb
legal
advisor
with
applic,
with
applicants
to
meet
the
following
minimum
criteria:
membership
and
good
standing
with
the
Florida
bar
minimum
of
seven
years
experience
as
a
licensed
attorney
experience
in
the
related
practice
areas
such
as
criminal
law,
civil
litigation,
employment
law,
law
enforcement,
local
government
law,
preference
will
be
given
to
attorneys,
with
experience
with
the
Florida
police
officer,
Bill
of
Rights
Federal,
1983
litigation,
Florida,
Sunshine,
Law
and
or
practice
experience
representing
local
boards
upon
the
closing
of
the
application
period.
L
The
City
attorney
will
provide
to
the
crb
all
applications
that
meet
the
minimum
criteria.
The
crb
May
establish
procedures
to
select
its
legal
advisor.
The
City
attorney
shall
hire
the
legal
by
the
crb
legal
advisor
based
upon
the
recommendation
of
the
crb.
The
city
council
shall
buy
resolution,
approve
a
contract
for
the
services,
the
crb
legal
advisor.
So
that's
the
gist
of
the
what
the
ordinance
said.
L
So
what
would
happen
is
once
the
advertisements
are
closed
and
those
who
are
qualified
are
are,
you
know,
received
you
know,
we'll
we'll
make
sure
we
forward
it
to
the
board
and
the
board
actually
gets
an
opportunity
to
review
the
qualified
applicants
and
then
y'all
can
decide
what
procedures
you
want
to
give
a
recommendation
to
the
City
attorney
on
who
should
be
hired.
The
City
attorney
gets
the
opportunity
to
consider
your
recommendation
and
make
a
hiring
decision.
A
B
Questions
in
reference
to
that
information
and
that
information
along
I
understand
what
we
do
have
a
presentation
of
next
month
with
more
information,
but
on
what
you
just
shared
with
us
and
any
questions
there.
I
I
do
have
one
question
and
in
reference
to
the
applicants,
that
will
be
able
to
select
from
with
those
particular
applicants,
be
under
a
standard
rate
or
would
those
rates
vary,
and
if
so,
will
we
be
able
to
see
exactly
what
type
of
cost
would
be
attached
to
community
patrons.
L
The
contract
shall
include
the
annual
salary
or
hourly
rate,
with
an
annual
cap
for
the
crb
legal
advisor
and
as
well
as
a
specific
description
of
the
scope
of
services
to
be
provided
to
the
crb
legal
advisor,
which
shall
include
providing
legal
advice
to
crb
and
its
members
and
drafting
correspondence
on
its
behalf,
such
other
terms
and
conditions
is
required
by
law.
L
So,
basically,
the
city
council
is
going
to
have
to
figure
out
in
its
contract
with
this
or
actually
City
procurement
is
going
to
have
to
figure
out
how
to
contract
with
an
outside
attorney,
to
make
sure
that
it
is
somehow
capped,
either
at
hourly
basis
per
month
or
at
a
annual
salary.
You
know
that
also
involves
the
city
finding
the
budget
for
this.
So
there's
a
lot
still
to
be
figured
out
in
this
this
requirement.
But,
yes,
the
city
is
going
to
have
to
figure
out
how
to
budget
this.
L
How
to
how
to
make
sure
this
doesn't
come
up.
You
know
an
expense
that
you
know
runaway
expense.
You
know
so
they're
going
to
have
to
figure
out
how
to
either
set
a
number
of
hours
per
month
or
cap
it
at
some
some
sort
of
fee,
but
they'll
they'll
figure
that
out.
Luckily,
you
don't
I,
don't
think.
Okay.
B
Thank
you
and
again,
please
continue
to
to
keep
us
posted.
If
you
will
Dr
Collins
has
a
question
as
well.
Yes,.
D
Hearing
the
city's
decision
is
this:
a
full-time
person,
a
part-time
person
or
consultant.
L
L
How
many,
maybe,
how
much
experience
an
attorney
has,
might
allow
one
attorney
to
spend
a
lot
less
time
than
another
attorney
you
know,
and
and
so
you
know,
one
attorney
may
be
very
familiar
with
areas
of
certain
law
and
may
be
able
to
be
able
to
to
to
give
feedback
without
a
whole
lot
of
research
before
the
meeting
right,
but
another
attorney
may
need
to
bill
for
hours
of
prep
getting
ready
because
they
may
not
be
as
familiar
with
the
subject
area.
L
L
Right,
it's
your
the
board.
So
technically
you
know
I
I
will
still
be.
You
know
an
attorney
with
Tampa
Police
Department,
as
an
assistant,
City
attorney
Kimora's
role
was,
was
the
board
attorney
as
an
assistant,
City
attorney,
so
it
will
be
filling
in
kamari's
role
as
your
advisor
to
answer
any
questions
of
the
board
with
regards
to
you
know,
really
any
sort
of
procedural
questions
that
you
may
have
that
are
raised
during
a
board
meeting
that
a
board
attorney
typically
raises.
But
then
again
you
might
have
a
question.
L
D
And
there's
one
last
question:
when
I
listen
to
the
job
announcement
so
to
speak,
you
know
I
heard
someone
had
familiarity
with
Florida
Sunshine
that
I
did
out
seven
years,
but
I
didn't
hear
any
in
this
process
of
Citizen
review
boards
been
around
for
a
little
while,
but
they
still
knew
and
I
didn't
hear
anything
in
there.
That
says
if
anybody
had
any
past
experience
or
exposure
to
because
everybody
across
the
country
don't
call
them
citizen
review
boards,
but
whatever
we
are
and
whatever
it
is
called.
It
didn't
have
anything
like
that
in
it.
L
D
B
H
H
So
I
would
like
to
make
a
motion
to
have
the
findings
of
the
department
regarding
the
investigation
to
come
forward
this
before,
so
that
we
can
provide
recommendations
as
we
see
fit,
to
make
sure
that
this
doesn't
happen,
whether
it
is
in
the
city
of
Tampa,
Police,
Department,
the
fire
department
or
any
other
department
within
anywhere
and
I
know,
is
the
fire
station
issue
and
not
a
Tempo
PD
issue.
But
it
is
a
matter
of
interest
and
it
falls
under
that
category.
H
It
so
there
is
recent
racist
acts
as
it
involves
employee
of
the
fire
station
in
fire,
station,
13.
and
and
I.
Don't
have
all
the
full
details,
so
I'll
just
leave
it
at
that.
If
we
can
make
a
motion
and
have
it
passed,
we
can
have
findings
that
the
Tampa
Police
Department
will
be
investigating
into
that
matter.
B
H
Any
findings
to
come
back
to
us
as
it
relates
to
any
matter
that
we
can
provide
insight
and
recommendations
to
the
city,
the
department,
any
entity
that
even
the
the
the
the
the
the
community
I
mean
it's
a
real,
complex
issue
that,
like
I,
said.
Unfortunately,
it
still
takes
place
on
a
day-to-day
basis.
D
H
M
There's
certain
things
that
I
can't
discuss
right
now
about
an
act
of
criminal
investigation,
but
what
I
can
say
is
that
that
my
unit,
the
Professional
Standards
Bureau,
does
not
investigate
the
fire
department,
so
administrative
investigations
of
the
fire
department
are
done
by
human
resources,
not
by
tpd.
Tpd
does
conduct
criminal
investigations
into
anything
in
the
city
of
Tampa.
That
would
potentially
be
criminal.
So.
D
M
M
Chief
mentioned
in
his
and
again
I,
don't
I
don't
want
to
make
too
many
comments
about
something
that
is
active
there.
There
is
an
active
criminal
investigation
into
this
matter
and
then
Chief
burkhog
discussed
that
you
know
with
the
media
that
there
are
detectives
investigating
it,
but
anything
that's
done
in
that
criminal
investigation
isn't
going
to
involve
us.
It's
not
going
to
involve
discipline.
That's
that's
completely
separate
with
the
fire
department
so
and
then
again
an
active
criminal
investigation.
M
H
Six
months,
whatever
it
takes,
whenever
it's
available
for
it
to
be
presented
to
the
board-
and
we
may
not
even
be
in
in
this
role.
But
there
are
other
people
coming
after
us
and
and
I
want
to
make
sure
that
that
gets,
captured
and
recommendations
are
being
able
to.
B
To
ensure
that
we're
still
within
our
parameters
of
duties
and
responsibilities,
if
this
particular
incident
is
investigated
outside
of
Our
Town
Police
Department
partnership,
then
those
typically
are
the
cases
that
we
review.
So
it
really
will
it
still
fall.
Underneath
operandi,
we
really
don't
have
a
relationship
with
the
the
fire
department.
I
understand
your
interest
in
reference
to
been
a
community
of
importance,
but
in
reference
to
reviewing
the
case
itself
and
and
his
findings
in
this
position,
I'm
not
sure
that
that
falls
underneath
our
parameters
to
do
this
responsibilities.
L
My
chair,
I,
would
concur
with
what
you
just
said:
I
mean
there's
not
not
much
more
to
add
to
that.
I
really
think.
That's
that's
the
Crux
of
it.
While
we
absolutely
understand
Mr
valdez's
concerns,
I
I.
Don't
want
this
board
to
scope,
crate
it.
You
know
and
and
start
you
know,
you're
not
going
to
investigate
every
homicide
that
tpd
investigates
you're
not
going
to
investigate
every
you
know,
robbery
or
every
you
know,
that's
not
what
your
your
job
is
to
investigate.
L
Tpd's
criminal
investigations,
your
jobs
as
we've
done
excellent
in
the
past,
is
to
review
what
Captain
Messmer
described
the
closed
investigations.
Where
there's
been
discipline
imposed.
You've
been
given
the
authority
to
participate
in
hiring
I
mean
if
you
look
at
the
whole
18-8
section,
B
the
purpose
and
declaration.
L
It
all
explains
that
your
purpose
and
declaration
is
with
regards
to
the
Tampa
to
Police
Department
and
to
ensure
that
there
is
a
relationship
and
trust
between
the
department
and
the
community
with
regards
to
reviewing
the
cases
and
issues
that
are
interest
of
the
of
the
department
and
to
increase
and
demonstrate
police
accountability
and
credibility
with
the
public.
And
then
it
goes
on
to
say
that
you
review
closed
investigations
and
so
I
mean
I.
L
A
B
So,
in
that
case,
I'm
not
sure
that
we
can
recognize
that.
B
But
again,
obviously
the
community
is
concerned
is
something
that
we
were
all
look
into
and
doing
process
we'll
look
for
better
results
in
the
future,
but
thank
you
for
bringing
that
to
the
community
attention
and
we'll
continue
to
see
how
that
unfolds,
any
other
statements
or
comments
or
concerns
the
status
review
board
is
adjourned.