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From YouTube: CCDS Community Connections: CCDS Police Department
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A
Welcome
to
community
connections,
I'm
Nicole
Schneider,
coordinator
of
communications
and
media
partnerships
for
Clay
County
District
schools.
This
month
we
were
talking
about
safety
and
security,
including
the
district's
new
Police
Department.
On
the
show.
Today
we
have
a
familiar
face:
superintendent
of
schools,
Addison
Davis,
Chief
of
Police
Kenneth,
Wagner
and
assistant
superintendent
of
operations,
dr.
Michael
Kemp.
So
we
have.
A
B
So
on
this
day
after
December
and
December
and
January
me
and
my
team
work
collectively
to
put
together
five
options
and
of
those
five
options,
you
know
we
we
built
a
comparison,
analysis
financially
and
also
through
our
workforce.
So
they
include
the
inclusive
models
of
the
school
district,
leading
the
police
department,
with
variations
of
having
the
Sheriff's
Office
town
of
Mars,
Park
and
Green
Cove
inclusive
of
those
as
well.
In
order
to
present
so
the
so.
The
school
board
can
make
an
informed
decision
coming
to
January
29th.
We
had
a
workshop
in
those
workshops.
B
My
staff
presented
to
the
school
board
and
the
next
day
the
school
board
put
it
on
the
agenda
to
have
a
greater
discussion
at
a
school
board
meeting
in
February
and
from
that
the
school
board
has
elected
to
move
with
Part
B
and
Plan
B,
which
is
an
implementation
of
the
Clay
County
School
District
launching
and
implementing
our
own
Police
Department.
Why.
B
At
the
secondary
level,
I'll
continue
to
have
interlocal
agreements
for
the
town
of
Orange,
Park
and
Green
Cove
Police
Department
I
will
openly
say
that
you
know
law
some
some
decisions
we
make
as
leaders,
you
know,
sometimes
aren't
as
popular,
but
this
district
at
the
school
board
didn't
make
this
decision
in
a
you
know,
in
a
split-second,
they
looked
at
all
the
analytics
behind
it.
Looked
at
all
the
benefits,
the
pros
and
the
cons.
B
A
B
You
know
he
and
he
brings
over
20
years
of
law
enforcement
to
our
school
district.
1,400
hours
of
you
know,
explicit
training
related
to
protecting
our
children
or
community
he's
a
graduate
of
the
FBI
Academy
and,
at
the
same
time
he
was
the
individual
that
has
led
all
the
work.
Seven
and
eight
years
for
Clay
County
district
schools
related
to
the
resource
officer
project.
And
you
know
this
hire-
has
sheriff
Daniels
fingerprints
all
over
it,
because
when
sheriff
Daniels
came
in
the
same
time,
I
came
in.
B
He
saw
it
and
approved
that
this
individual
was
the
right
man
to
leave
the
work,
and
you
know
we
only
get
you
know
we
only
involve
is
a
you
know
related
to
how
well
our
next
hire
has.
You
know
is,
and
this
individual
had
really
allowed
us
to
to
move
in
the
right
direction
and
had
the
right
leader
to
protect
our
students.
You're.
A
D
Far,
it's
been
a
relatively
smooth
transition.
We
have
a
lot
of
applicants
right
now.
We
have
a
little
over
100
applicants
and
constantly
vetting
them
and,
as
of
today,
I
have
about
20
people
that
are
highly
qualified,
with
probably
on
the
average
of
about
22
years
old
enforcement
experience
a
lot
that
come
from
around
Northeast
Florida
from
Central
Florida
as
far
away
as
Washington
DC
for
officers
that
are
coming
down
to
raise
their
families
and
continue
serving
this
community
cuz.
A
D
Good
question:
each
of
these
officers:
it's
a
typical
law
enforcement
type
application
they
put
in
and,
of
course,
they
have
to
have
two
years
law
enforcement
experience
prior
to
even
reaching
my
desk
and
it.
So
it's
a
very
strenuous
vetting
process
that
has
a
thorough
background
investigation
and
we
have
FBI
agents
that
are
retired
that
are
doing
those
background
investigations
to
make
sure
that
we
have
good
qualified
applicants
that
what
they
say
in
their
applications
is
what
they
have
actually
done
in.
D
We
have
to
find
out
if
they're
able
to
perform
the
task
as
a
school
resource
officer.
Do
they
have
the
tenacity
in
order
to
serve
our
community
and
with
vigor
and
with
integrity.
Their
training
is
going
to
consist
of
a
myriad
of
things
because
after
Stoneman
Douglas,
we
had
to
institute
mental
health
training.
B
It
sounds
like
you
know
a
lot,
and
it
is
a
lot
and
I
asked
it
openly.
This
is
a
tall
order,
but
I
continue
to
be
amazed
about
this
individuals
ability
to
accrued
first
on
graphics
to
this
organization.
We
know
openly.
I've
said
this
before
you
know
the
Clay
County
Sheriff's
Office,
the
has
been
a
beautiful
partner
in
our
work.
It
will
continue
to
be
a
beautiful
partner,
as
relates
to
what
we're
trying
to
accomplish.
B
What
we're
trying
to
do
is
make
certain
that
we
have
a
resource
officer
on
every
one
of
our
campuses
every
single
day,
leveraging
the
time
and
proved
this.
You
know
they
will
work
to
be
will
and
a
well-organized
department.
That's
focused
on
visibility,
that's
focused
on
prevention
enforcement
and
also
engagement
so
excited
about
this
work
and
excited
about
what
you
bring
to
the
table
for
clay
and.
A
C
From
an
Operations
perspective,
when
you
think
about
the
Marjory,
Stoneman
Douglas
tact
and
what
that
requires,
a
lot
of
people
think
about
the
SRO,
the
armed
officer
in
the
school,
but
there's
so
much
more
to
that
and
we're
looking
at
facilities.
Wasn't
it
facilities
hardening,
there's
the
mental
health
component,
that
is,
it
is
critical,
but
just
from
a
facilities
perspective,
once
we
have
the
officers
in
our
schools,
our
police
departments
that
we're
taking
a
look
at
our
facilities
to
make
sure
that
we
do
the
hardening
projects
necessary
to
ensure
the
best
safety
that
we
can.
C
So
when
you
think
about
our
facilities,
our
average
some
of
the
ages
approaches
60
years
old.
We
have
the
newest
facility
discovery,
Oaks,
it's
not
even
a
year
yet,
but
we
have
some
that
are
approaching
100
years
old.
I.
Think
it's
important
for
everybody
understand
that
the
facilities
weren't
built
for
this
level
of
threat
assessment
today,
so
Clay
County
has
a
challenge
and
the
challenges.
We
have
a
lot
of
work
to
do
to
get
our
facilities
prepared
for
the
projects
that
we
need
to
harden
it.
D
Devices
alert
alert
systems
all
those
things
that
are
required
to
keep
the
dark
campuses
famous,
be
possible
and
with
the
challenges
that
we
face
today
and
I
would
like
to
add
on
to
that
in
so
many
applicants
that
we
had
our
septet
in
which
that
is,
crime
prevention
through
Environmental,
Design
and
I
would
like
to
work
collaboratively
with
dr.
Kemp
and
his
team
in
order
to
make
sure
that
what
we
do
is
that
hard
to
be
these
schools
fall
in
line
with
some
of
those
practitioners.
A
B
And
all
of
us
can
have
this
conversation
at
this
table.
You
know,
ultimately,
you
know
if
you
go
back
to
Clay
County
district
schools.
You
have
the
last
time
that
we
had
resource
officers
and
our
senior
and
junior
high
schools
was
back
in
2007
2008
and
from
due
to
finances
that
wasn't
carried
upon
and
we
hope
we
transition
to
2009
to
2017
18,
where
they
were
all.
B
We
only
had
resource
officers
at
our
high
schools
and
junior
high
schools
didn't
have
coverage
at
elementary
in
our
school
district
has
never
had
coverage,
and
in
those
years
we
spent
an
average
around
$50,000
or
officer
to
be
able
to
implement
that
plan.
It
was
last
year
when
I
brought
the
board
to
expand
the
Clay
County
Sheriff's
Office
with
our
schools,
because
they
do
a
beautiful
job
for
us
and
in
that
expansion
the
you
know,
the
cost
is
the
cost
actually
is
just
went
up.
You
know
we
were
12
schools
and
19
employees.
B
You
play
an
average
of
one
hundred
and
one
thousand
dollars
per
officer
which
ultimately
around
the
state.
You
see
the
averages
between
you
see
schools
between
50
and
$50,000.
For
officer
up
to
around
sixty
five,
sixty
seven
thousand
dollars
officer
I've,
said
openly:
is
that
I'm
not
trying
to
challenge
anyone's
numbers?
If
that's
what
it
takes
to
implement
this
work,
then
you
know,
then
you
know
there
needs
to
be
additional
assistance,
maybe
from
the
BCC
to
the
sheriff.
But
from
our
perspective
you
know
the
school
board
really
truly
had
to
look
at.
B
You
know
what
the
actual
cost
was
a
determiner.
The
cost
was,
you
know
reasonable
or
related
to
what
we're
trying
to
accomplish
and
affordable.
You
know
many
things
to
the
community
members
who
extended
the
millage
that
village
is
going
to
allow
us
to
stand
up
a
resource
officer
and
every
one
of
our
schools,
which
would
be
the
first
time
the
history
of
Clay
County
this
year.
B
What
we've
done
is
we
place
resource
officers
there,
our
junior
high
schools
and
our
high
schools,
and
we
took
all
the
Guardian
program
to
hire
Safety
Officer
guardians
to
protect
our
elementary
schools.
What
we'll
do
is
you
know?
The
initial
cost
was
going
to
be
around.
You
know
mostly
around
six
million
dollars
and
for
us
to
do
that.
B
A
year
ago,
we
just
didn't
have
the
money,
because
categorical
funding
is
did
allow
us
to
do
so,
because
eight
percent
of
our
budget
is
is
taken
up
by
all
of
our
employees
and
I'm
just
not
willing
to
to
go
and
make
cuts
for
that
project.
It's
the
reason
we
found
money
to
initiate
the
Guardian
program,
so,
as
the
six
million
dollars
comes
into
play,
that's
the
first
year
with
whether
it's
us
or
the
sheriff's
office,
or
the
town
of
orange
barber
green
coat.
B
There's
going
to
be
capital
costs
to
let
that
come
to
Felicia
the
first
year.
However,
you
have
to
look
at
the
reoccurring
cost
and
we
have
the
opportunity
to
save
up
to
1.2
million
dollars
a
year
by
own
in
this
process,
so
I
think
there's
a
lot
of
benefit
in
1.2
million
dollars
is
a
lot
of
money.
When
you're
talking
about
resources
for
schools,
resources
for
teachers
to
address,
you
know
a
hardening
of
our
structures
to
address.
B
C
Just
just
add
that
it
is
a
multi,
it's
a
collaborative
effort
between
the
police
department,
our
officers,
school
safety
and
security,
as
well
as
facilities.
So
anytime,
you
have
limited
limited
funding
and
limited
capacity
to
do
things.
It's
imperative
that
we're
fiscally
responsible,
because
it's
more
than
just
putting
an
SRO
another
school
I
personally,
believe
that
that's
a
critical
component
to
physical
safety
and
security
of
the
site.
C
But
if
we're
going
to
make
some
great
gains
in
this
effort,
it's
going
to
be
on
the
mental
health
and
early
identification
and
the
social
services
that
work
early
on
to
identify
students
to
create
relationships
with
them
from
all
facets.
So
when
we're
limited
in
funding
is
important
that
we're
specifically
responsible
as
we
can
to
not
only
have
the
armed
officer
in
every
school
but
also
have
the
facilities.
Hardin
was
such
the
need
that
I
already
described,
and
then
you
have
the
mental
health
component,
which
is
really
a
great
opportunity
for
us
to
move
forward.
C
One
of
things
we
were
looking
at
when
we
looked
at
all
the
options
for
this
initiative
was
we
wanted
to
follow
an
Orange
County
model.
The
Orange
County
model
was
we'd,
stand
up
a
police
department
that
would
provide
additional
support
to
the
owner
local
agreement
of
agencies,
because,
quite
honestly,
SROs
and
schools
can
always
focus
on
everything.
This
give
us
an
opportunity
to
make
sure
that
we
use
our
dollars
lovely,
and
then
we
can
spread
that
amongst
a
three-pronged
approach,
it's
necessary
to
identify
mushara
students.
You
just
say
it.
B
One
of
the
things
I'll
say
and
I'll
transition
back
to
you
and
sorry
is
that
I
want
the
community
understand
you
know.
Ultimately,
at
the
end
of
the
day,
you
know
my
job
is
being
instructional
leader
to
make
sure
that
we
have
systems
and
processes
every
single
day
to
accelerate
the
learning
opportunities
for
our
children
rather
than
to
be
successful.
At
the
same
time,
there's
multiple
facets
as
we
understand
that
safety
is
one
of
our
greatest
priorities
and
I
have
two
dollars
at
a
tenkan
kaiten
district
schools
and
as
a
leader
as
a
father.
B
You
know
safety
is
one
of
my
most
sacred
priority.
So
when
you
look
at
this,
you
know
if
we
had
a
perfect
world
openly
and
honestly,
you
know
over
love
for
the
town
in
large
part,
the
green
code,
the
Sheriff's
Office,
be
in
every
one
of
our
schools.
But,
to
be
honest
with
you,
this
all
the
stores
just
did
line
up
and
multiple
attempts
and
all
opportunities
were
extended
and
it
just
didn't
work.
B
So,
at
the
end
of
the
day,
you
know
my
job
is
to
go
and
seek
and
hire
an
individual
that
understood
our
community,
understood
our
core
values
of
our
families
and
understood
the
mission,
vision
and
mission
of
our
work,
and
it's
the
reason
bringing
on
this
young
man
to
make
this
happen.
We
talked
about
the
1.2
potential
savings.
We
also
have
a
point
where
we
will
not
only
have
a
resource
officer
in
every
one
of
our
schools.
B
We
will
have
Guardians
as
well,
and
then
we
saw
in
parkland
that
parkland
didn't
to
a
point
where
not
just
one
officer
is
going
to
be
able
to
address
an
activist
salient.
So
how
did
more
than
one
individual
campuses
allow
us
to?
Have?
You
know
a
greater
opportunity
to
address
an
undesired
behavior
and.
B
You
know
coming
into
this
and
an
understanding
that,
through
the
board's
direction,
that
I
was
going
to
have
to
stand
up
this
Police
Department,
you
know
not
only
was
he
can
achieve
a
police
that
understood
the
the
mechanics
in
the
work
I
had
to
go,
identify
an
individual.
They
can
give
us
a
hundred
percent
of
his
time
that
true,
we
understand
how
to
develop
a
budget,
to
make
sure
that
we
are
building
relationships
for
interlocal
agreements
that
make
certain
that
we
understand
hiring
standards.
B
So
look
at
all
the
processes
related
to
building
and
police
department
inefficient
in
an
efficient,
effective
manner
and
that's
bringing
it
all
on
former
Sheriff
Rick
kneisler-
and
you
know
he
is
you
know:
I
had
a
chance
to
meet
with
him.
You
have
to
talk
about
aspirations
for
building
this,
and
you
know
based
on
the
decision
of
the
school
district,
and
he
you
know
he
can
give
us
all
his
Evers
energy
and
he
has
a
12
year
sheriff
here.
B
So
it
brings
rich
experiences
in
knowledge
and
I'm
excited
that
he's
going
to
be
able
to
help
us.
You
know
drive
this
work
and
continued
I
know
that
that
you
know
share
you
know:
Chief
Wagner
owns
all
an
issue
ml
part,
you
know
working
with
sheriff
either
and
he
can
talk
a
little
bit
too
about
who
he
is
waiting
brings
to
the
table
and
how
it's
just
a
plus.
For
us.
My.
D
Experience
with
it
from
the
sheriff's
office
was
that
I,
an
integral
part
of
the
law
enforcement
agencies
and
internal
affairs
investigation
so,
and
that's
basically
receiving
complaints
or
praise
on
officers
and
I'm
in
identifying.
Should
there
be
an
allegation
of
misconduct
that
that
was
my
role
and
I
was
the
only
investigator
with
the
Clay
County
Sheriff's
Office
from
2003
to
2008.
So
that's
a
very
strong,
integral
part
about
maintaining
transparency
and
an
integrity
of
a
law
enforcement
agency.
D
In
addition
to
that,
chair
fever
was
the
sheriff
who
will
afforded
me
my
first
opportunity
to
start
in
the
SRO
program
and
our
juniors
and
seniors
high
schools
and
at
the
time
that
I
went
into
it.
Unfortunately,
we
had
only
SR
runs
in
the
high
schools,
so
I
had
a
very
odd
experience
with
him.
He
was
a
mentor
to
mine
and
I'm
very,
very
pleased
that
he
is
on
board
with
us
and
he's
somebody
I
could
reach
out
to
at
any
time
and
call
him,
and
he
is
because
he
is
a
mentor.
A
C
C
He
showed
that
he
didn't
a
job
for
us,
he's
going
to
come
in
and
serve
as
our
director
1
and
our
safety
and
security
office
we're
looking
forward
to
what
he
can
bring
some
like
incentives
as
a
multi,
prong
approach,
and
part
of
that
is
the
processes
that
we
have
in
place
for
safety
and
security
and
all
the
drills
all
the
practice
that
we
do
with
our
principals.
All
the
procedures
that
we
have
in
place
so
to
have
someone
like
mr.
Ward
coming
in
with
his
his
experience
running
Emergency
Management
with
the
entire
county.
C
D
I
would
like
to
add
on
to
that
that
is
going
to
be
a
collaborative
effort
with
the
safety
of
the
school
district
under
mr.
Ward,
as
well
as
the
police
department,
and
one
of
my
first-round
draft
picks
already
was
one
of
the
officers
that
was
working
for
the
Sheriff's
Office,
who
actually
conducted
all
those
drills
and
did
those
site
safety
security
measures,
and
he
has
come
out
on
board
as
one
of
the
lieutenant's.
So
it's
going
to
be
an
exciting
time.
D
A
And
so
a
lot
of
parents
and
community
members
have
attended,
listen
and
learn
meetings
this
month
across
the
county
that
you
superintend
held
along
with
police
chief
Wagner
and
dr.
Kemp's,
but
a
part
of
that
too,
can
you
just
talk
about
the
results
from
those
meetings?
Was
the
feedback?
Were
people
concerned
about
yeah.
B
So
that's
one
of
them
in
the
priorities
we're
actually
seeking
with
our
applicants,
have
they
been
in
k-12
education
or
post-secondary
education
and
can
and
can
they
build
the
relationships
necessary
not
only
with
our
staff,
but
our
children
as
well
and
be
able
to
help
and
assist
I
will
tell
you,
there's
nothing
but
positive
feedback
after
our
presentations.
I
have
a
presentation
because
they
actually
see
the
the
rationale
behind
the
school
district
decision
and
how
we
will
stand
up
an
ineffective,
inefficient,
well-organized,
Department.
Yes,.
C
But
what
are
the
outcomes
for
me
when
I
see
individuals
come
into
the
listen
and
learn
they're
coming
with
one
seem
to
be
one
frame
of
reference,
and
it's
really
the
focus
about
the
police
officers
in
the
schools.
But
it's
real
satisfying
to
see
that
they
get
the
correct
information.
They
find
out
that
it's
really
more
than
that.
C
It's
really
about
facilities,
facilities,
hardening
everything
we're
trying
to
do
from
that
perspective,
as
well
as
we're
in
the
most
critical
components
and
that's
a
mental
health
aspect,
and
so
it's
just
so
much
more,
even
though
it's
a
critical
part
have
the
officer
in
the
school.
It's
just
so
much
more
than
that.
As
far
as
our
obligations
and
requirements
for
mortgage
development,
you.
B
B
Are
they
in
the
right
direction
and
the
biggest
thing
is
for
us
to
work
collectively
with
every
division
with
this
organization?
Also
they
her
locals
and
make
certain
that
we
have
this
senior
goal:
protecting
our
children,
whether
you're
the
Clay
County,
Sheriff's,
Office,
town
of
Orange,
Park,
green
Club,
Police,
Department,
School,
District,
Police,
Department,
we're
all
here
for
the
same
things
and
that's
just
to
work
to
protect
our
community
and
that's
just
where
this
work
will
not
be
done
in
isolation
and,
as
dr.
Kim
said,
it's
going
to
be
it's
more
than
just
enforcement.
A
B
In
the
day,
we
want
to
make
certain
that
the
in
community
is
a
prized
of
every
step
along
the
way
to
the
hiring
process
through
there.
Every
time
that
we
make
a
sergeant
lieutenant
hire
every
time,
then,
once
we
do
tality
finished
higher
and
every
one
of
our
resource
officers,
but
also
with
the
expenditures
we
want
the
community
to
see
and
have
access
to
our
entire
budget.
B
One
thing
we're
not
going
to
do
if
a
student
breaks
and
I'm
sorry
to
sleep
in
your
behalf
chief,
if
it's
my
expectations,
if
a
student
breaks
them
all,
then
what
we
are
not
going
to
any
way
shape
or
form
not
address
that,
so,
whether
it's
through
a
civil
citation,
whether
that's
through
potential
arrest,
we
will
address
it
with
it,
with
the
appropriate
and
right
and
correct
consequences
through
this
department.
So
I'll
get
monthly
updates
through
chief
Wagner
about
where
we
are
with
that
implementation.
D
I
think
another
Segway
on
that
is
one
of
the
Florida
Statutes
is
one
thousand
six
point
one
three.
This
specifically
talks
about
how
you
can
handle
petty
offenses
in
our
schools
and
that
we
long
for
sment
branch
of
the
school
district,
as
well
as
administrators
work
collaboratively
together
in
order
to
keep
students
in
schools
and
not
facing
consequences
through
the
legal
system.
So
that
is
going
to
be
a
continuing
collaborative
effort
from
day
one
until
if,
in
absolutely
all.
A
That
information
will
continue
to
be
pushed
out
through
the
district's
website.
One
clade
on
that,
as
well
as
our
social
media
channels
to
make
sure
to
follow,
is
one
clay
schools
so
next
month,
superintendent
will
be
back
in
this
see
added
questions
to
our
new
executive
director
of
in
Clay
County
Education,
Foundation,
Michaela
Buchanan,
along
with
the
board
president
and
see
you
next
time.