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From YouTube: Interim Joint Committee on Judiciary (9-17-21)
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A
All
right
everybody
we
we
apologize
for
the
technological
glitches
this
morning.
We
just
wanted
to
make
sure
everything
was
in
order
folks
attending
remotely,
please
be
sure
and
remember
to
say
where
you're
attending
from
so
the
record
can
properly
reflect
that
information
that
reminder
that
we
all
get
at
the
top
of
each
meeting,
I'm
giving
again.
So
with
that,
madam
secretary,
if
you're
ready,
please
call
a
roll.
C
A
A
and
that
64
is
actually
closed
around
wadi,
so
there
might
be
some
folks
tied
up
in
that
and
stuck
there.
So
we're
going
to
this
is
a
center
dealer,
I'm
remotely
in
my
district.
We
got
you
senator.
Thank
you.
Thank
you,
chairman.
We're
going
to
go
a
little
bit
out
of
order
to
try
to
accommodate
some
schedules
of
some
of
our
presenters.
Give
me
just
a
moment.
Let
me
check
on
quorum.
I
don't
know
that
we
have
it,
but
I'm
going
to
check.
A
A
G
A
While
you're
getting
that
sorted
out,
I
want
to
welcome
senator
morgan,
mcgarvey
minority
leader
mcgarvey
and
the
real
young
prodigies
from
louisville
here
to
talk
about
the
crown
act,
glad
to
have
you
all
and
senator
and
folks
from
the
group.
You
all
have
the
floor
when
you
want
it.
I
Thank
you,
mr
chairman,
and,
and
I
will
be
incredibly
brief-
this
is
about
these
kids
and
this
is
their
platform
to
speak.
I
just
want
to
let
the
members
know
thank
you
for
letting
them
be
here.
They
are
here
to
talk
about
the
crown
act,
a
national
piece
of
legislation,
that's
the
law
in
14
states
and
has
been
introduced
here
in
kentucky
and
championed
by
representative
scott
and
with
no
further
ado
I'll
turn
over
to
the
real
young
prodigies
and
their
teacher
and
mentor
niary
clayton
taylor.
H
F
B
K
B
B
B
B
A
J
Over
the
course
of
time,
we
have
learned
many
things
like
we
have
learned
that
the
crown
that
is,
legislation
that
stops
discrimination
against
african-americans
natural
hair.
We
also
learned
that
black
hair
businesses
is
a
2.5
billion
business,
2.5
dollar
business,
with
only
3
percent
of
african
americans
owning
black
hair
stores.
K
K
K
K
K
Also
braids
also
braids
were
how
my
ancestors
hid
rice
and
small
seeds
when
they
were
taken
from
their
homeland
in
2016.
K
There
are
many
assumptions
and
stereotypes
that
people
make
about
young
black
girls
like
our
hair
or
our
wraps,
but
many
people
do
not
know
that
hair
wraps
are
a
protective
style
and
go
back
to
how
our
ancestors
were
forced
to
cover
their
hair,
but
we
stopped.
We
adopted
the
hair,
wrap
style
and
changed
the
story
from
a
slave
mammy
to
one
of
a
beauty
and
pride.
J
A
J
Correct
it's
it's
like
you,
it's
like!
Let
me
start
over.
It's
it's
like
y'all,
wouldn't
look
like
it.
Y'all,
wouldn't
look
like
a
team
at
that
point
yeah.
So
most
teams
will
always
have
the
same
thing.
Going
right,
like
a
basketball
team,
might
wear
an
arm
sleeve
on
their
left
arm
or
a
football
team
might
wear
a
certain
sticker
on
the
right
side
of
their
helmet
and
that's
how
they're
showing
their
bond
the
meat
count.
Well,
the
meat
county
baseball
team
had
a
hairstyle
and
that
hairstyle
was
mullets
which
they
was
forced
to
shave
off.
J
This
is
why
the
crown
act
is
important,
and
this
is
why
the
crown
act
should
be
passed
because
the
crown
that
can
not
only
protect
african-americans
it
can
also
protect
other
races.
This
is
why
I
asked
the
committee
for
you
to
partner
with
us
to
help
us
pass
the
crown
act,
so
we
could
all
show
the
way
that
we
bond
with
each
other
and
also
when
people
see
me.
They
see
me
as
a
stereotype.
They
see
me
as
a
thug
because
of
the
different
style
of
different
styles
of
braids
that
I
wear.
J
J
B
B
B
There
are
some
things
that
I
cannot
control
of.
Like
I
have
speech
problems
also.
I
have
many
operations
because
I
have
bladder
issues
but
hold
up.
You
may
be
wondering
what
control
has
to
do
with
black
hair
black
hair
is
our
coaching
and
also
I
have
many
ways
and
many
things
to
do
my
hair,
because
I
have
control
of
it
and
that's
why
we
and
that's
why
I'm
asking
you,
mr
chairman,
to
pass
his
chronic.
B
B
A
That
was
outstanding.
All
of
you,
I'm
so
glad
that
you
could
be
here,
I'm
so
glad
you
shared
your
story
and
your
message,
I'm
so
glad
that
you
shared
the
video
which
I'm
about
to
tweet
out
and
I've
already
shared
with
my
wife,
who's
gonna
kick
my
bottom
for
not
telling
her
that
what
was
on
the
agenda.
I
appreciate
it
for
members.
A
This
is.
This
is
an
important
issue.
It's
not
something
that
that
folks
probably
campaigned
on
it's
not
an
issue.
My
constituents
are
asking
for
or
ever
asked
for
or
came
up,
and
it
wasn't
one
that
I
considered
eight
years
ago
or
nine
years
ago
when
I
first
ran,
but
it's
an
issue,
that's
important
to
me
now
as
a
father
of
two
biracial
children
who
have
beautiful
hair.
A
This
hits
really
hard
for
me
and
I
it
makes
me
think
of
the
the
book
by
matthew,
cherry
hair
love
and
if
you
haven't
seen
that
book,
that
is
a
spectacular
book
that
a
children's
book
you
should
get
and
read.
I
love
it.
I
love
it
love
it.
A
I
shared
a
story
with
senator
mcgarvey
this
morning,
a
really
an
ugly
story
out
of
michigan,
where
a
young
child
elementary
school
student
had
her
hair
cut
by
a
teacher
in
the
classroom
without
and
the
daughter
came
home,
her
name
is
journey
and
she
came
home
and
was
just
you
know
and
of
course
the
father
was
outraged
as
well.
He
should
be
should
have
been
and
what
a
traumatic
thing
for
a
kid
to
have
to
go
through.
So
senator
thanks
for
connecting
us
with
this
group,
the
really
the
real
young
prodigies.
A
Thank
you
all.
I
appreciate
it.
I
expect
we'll
see
the
crown
act
come
up
in
22
and
and
I
would
vote
to
support
it.
So
I
appreciate
you
all.
A
A
Okay,
sticking
with
our
out
of
order
pattern
here
we're
going
to
go
to
the
department
of
corrections
which
I
understand
is
now
in
our
zoom.
A
We
had
a
lot
of
trouble
with
the
zoom
link
it
still
it
kept
connecting
folks
to
the
september
9th
meeting
or
whatever
date
it
was
last
week,
so
we
had
to
get
everybody
in
the
right
room,
so
I
think
we
have
commissioner
cruz
with
us
and
some
other
staff
there
from
either
department
of
corrections
or
the
justice
and
public
safety
cabinet.
F
A
All
right
we've
got
commissioner
cruz,
and
who
else
do
we
have
from
doc
there
with
us.
F
And
robin
I'll,
let
her
introduce
herself.
A
I
appreciate
it
well,
I
appreciate
you
all.
Coming
on,
I
had
an
opportunity
to
meet
with
some
local
correctional
folks.
It's
been
a
few
weeks
ago,
chairman
petrie
and
I
actually
had
a
chance
to
speak
with
some
and
I
know
others
have
heard
from
their
local
folks
regarding
inmate
classification
and
transfer
protocols.
A
I
I
had
some
questions,
but
I
was
I
asked
doc
to
come
on
and
talk
about
that
process
and
then
be
ready
to
field
some
questions
about
it.
Do
you
all
have
a
presentation
that
you
want
to
give?
First,
if
not
I'll,
jump
right
in
with
questions.
F
E
E
Okay,
so
first
I'm
going
to
go
over
some
basic
information,
so
we
all
start
on
the
same
page,
I'm
starting
with
some
definitions.
A
controlled
intake
inmate
is
an
inmate
that
is
sentenced
to
the
department
of
corrections.
The
judgment
must
be
received,
committing
the
offender
to
the
department
and
they
are.
E
E
The
department
of
corrections
uses
an
objective-based
risk
instrument
that
was
developed
back
in
1980s,
with
assistance
from
the
national
institute
of
corrections.
It
is
reviewed
and
updated
in
accordance
with
recommendations
from
validity
and
reliability
studies.
The
most
recent
version
was
implemented
in
october
of
last
year.
We
have
four
instruments
that
we
use
and
there's
an
initial
and
a
reclassification
for
males
and
an
initial
and
a
reclassification
for
females.
E
E
E
E
These
average
right
now
around
1500
per
month,
which
is
a
little
bit
down
from
previous
pandemic
times,
which
was
averaged
around
1900
per
month.
The
classification
of
staff
review
each
offender
and
enter
a
pro
projection
for
that
offender
regards
to
program,
eligibility
with
regards
to
krs,
532-100
or
cccd
or
de
as
well
as
a
projected
trustee
level.
E
E
Once
that
in
2019,
this
is
where
the
that
covers
that
piece:
the
jail
classification
when
an
inmate
is
determined
to
be
eligible
for
classification
in
a
jail.
They
are
assigned
to
a
classification
treatment
officer
that
caseworker
will
prepare
a
classification
document
and
it
is
approved
by
a
supervisor
and
then
the
results
of
that
are
sent
electronically
through
the
offender
management
system
back
to
the
housing
jail.
They
use
the
curious
that
was
prepared
by
probation
and
parole
to
make
program
recommendations.
E
E
E
We
also
do
re-reviews
so
at
the
time,
and
it
may
not
be
immediately
eligible
for
a
jail
program
at
that
time,
we'll
re-review
them,
maybe
it's
60
days
later
or
four
months
later,
and
something
has
changed
to
affect
their
status.
A
pending
charge
has
been
resolved
for
the
time
frame
to
be
eligible
for
de
has
changed,
and
then
we
will
classify
them
so
that
does
affect
those
those
time
frames
I'm
going
to
switch.
E
E
E
The
upon
admission
into
an
assessment
center.
Each
inmate
is
assigned
to
a
classification
and
treatment
officer.
They.
E
E
A
Additional
assessments,
I'm
sorry
to
interrupt.
Let
me
ask
a
quick
question
just
about
that
last
comment
you
made
and
I
I
don't
know
that
this
slide
is
numbered,
but
you
broke
it
down
by
institution
and
you
talked
about
how
covetous
has
had
a
tremendous
effect
effect
on
controlled
intake
and
inmate
transfers.
What
what
is
what
all
is
being
done,
that
that's
making
it
more
cumbersome
as
a
result
of
covet?
Are
you
testing
on
on
both
ends
of
that
transfer?
E
A
E
So
when
they
come
in
everybody
that
comes
in
on
that
day,
so
if
we
schedule
insane
for
tuesday,
everybody
that
comes
in
on
tuesday
is
quarantined
together
and
then,
as
they
test
immediately
upon
intake
they
test
again
seven
days
later,
then
they
test
again
and
until
we
get
all
negative,
they
don't
lose.
They
don't
move.
A
F
F
Well,
it
used
to
move
along
pretty
quickly
and
here
in
the
last,
maybe
three
or
four
weeks
we
were
starting
to
get
people
who
have
come
in
and
test
positive.
So
it's
it's
it's
bogged
down
a
little
bit
more
and
and
we
try
to
improve
upon
okay.
So
if
this
bogs
down,
what
can
we
lessen
up
and
as
this
presentation
goes
on,
you'll
see
how
we
have
addressed
that
in
the
in
the
in
the
past?.
E
So
what
we,
what
we
did
was
open
additional
assessment
centers
to
try
to
address
some
of
that
backlog,
one
at
blackburn
for
reduced
custody,
males
and
one
at
western,
which
can
secure
housing.
We
can
take
it's
reduced
and
secure
there.
We
also
open
additional
satellite
assessment
centers
at
little
sandy
north
point
and
eastern.
E
E
E
This
is
controlled
intake
as
of
yet
two
days
ago.
It
we
have
eliminated
there's.
It
says
two
females
that
are
over
365
days,
but
those
are
actually
long-term
out
the
court
cases
and
it
says
28,
males
and
there's.
Actually
nine
of
those
are
long-term
out
the
case
court
cases.
So
we
have
made
significant
progress
in
reducing
that
number.
That's
been
our
target.
E
It's
not
in
the
for
the
prison,
but
in
the
kar.
It's
it's
within
10
days
with
upon
receipt
of
the
judgment
and
psi,
and
one
of
the
one
of
the
problems
we
do
have
are
getting
sometimes
because
everybody
is
facing
staff
shortages
right
now
we
are
having
some
difficulty
getting
the
court
orders
in
some.
A
I
don't
know
that
they've
lost
staff.
Why
would
why
would
that
process
suddenly
be?
E
E
A
Okay,
is
there,
you
talked
about
a
different
reg
or
statute
versus
in
jail
situations
or
prison
situation.
Is
there?
Is
there
any
other
statute
of
regulation
that
governs
how
quickly
you're
supposed
to
get
these
folks
classified.
A
We
had
well,
I
won't
say
we.
I
had
complaints
from
local
correctional
folks
that
and
frankly,
practicing
attorneys,
who
have
been
waiting
the
better
part
of
three
years
for
their
clients
to
be
classified.
Can
you
tell
me
what
actually
happens
to
classify
an
inmate?
Does
it
require
a
face-to-face
meeting
with
the
inmate?
Is
it
just
someone
on
doc
staff
reviewing
the
file
or
the
discovery
or
the
court
record,
or
what?
What
exactly
happens
to
classify
someone.
E
For
a
jail
inmate,
it
is
not
a
face-to-face
hearing
in
the
prison
it
does.
It
is
a
face-to-face
hearing,
but
a
lot
of
times.
What
is
confusing
to
a
lot
of
people
is
they're,
counting
their
jail
credit
prior
to
being
sentenced
to
the
department
and
time
they're
waiting
to
be
classified
and
that
time
waiting
to
be
classified
does
not
start
until
the
time
that
they're
sentenced
and
we
receive
that
court
order.
E
A
A
A
Center
are
they?
Are
they
consider?
Okay,
I
what
you
just
said
changed
how
my
next
question
was
going
to
be.
I'm
like,
for
instance,
I'm
looking
at
the
the
last
couple
of
slides
there,
the
the
data
as
of
february
and
then
the
data
as
of
september,
which
obviously
looks
like
it's
improved
quite
a
bit.
A
E
A
What
other,
besides
psych
or
medical
referrals,
would
there
be.
A
And
do
you
happen
to
know
how
long
that
typically
takes
on
a
psych
referral
for
someone
that's
being
classified,
how
how
much
that
gums
up
the
timeline
a
bit
for
them.
F
A
C
A
C
Thank
you,
commissioner.
I
just
want
you
know,
and
I
don't
expect
you
to
have
an
answer
for
me.
I
just
want
you
to
know.
What's
on
my
heart,
I
have
been
talking
to
a
lot
of
jailers
and
years
ago
I
built
the
restricted
custody
center
in
boone
county.
We
affectionately,
call
it
a
work
camp
and
that
is
so
important
to
our
community
because
number
one.
C
The
inmates
experience,
I
think,
a
very,
very
positive
work
experience
which
none
of
them
have
really
a
lot
of
them
have
not
experienced
in
their
whole
life,
and
it
also
is
a
great
thing
for
our
community,
so
it
just
works
out
very
well
with
our
county,
fair,
our
volunteer
fire
departments,
our
churches
and
it's
just
been
a
great
asset,
but
I
know
that
they
have
had
a
big
problem
getting
inmates
classified
in
that
facility.
In
fact,
they
closed
it
down
for
a
while,
which
I
thought
was
a
horrible
shame.
C
C
A
Absolutely
senator
thank
you,
chairman
petry.
H
All
right,
thank
you
and
thank
you
for
the
presentation
and
I'm
just
going
to
try
to
cut
to
it
as
quickly
as
I
can.
There
are
some
statutory
requirements
regarding
timing
of
classifications
and
I'm
just
interested
if
the
presenters
think
that
the
process
that
they're
describing
today
is
operating
appropriately
and
on
time
or
whether
there
are
issues
broad-based
or
regional
or
very
specific,
and
if
there
are
any
issues
at
any
of
those
levels,
do
they
have
some
plan
put
together
on
how
to
approach
them
and
what
would
those
plans
be.
E
We
work
diligently
to
get
people
classified
as
soon
as
we
can.
We
don't.
We
review
reports
daily
as
those
inmates
are
sentenced
to
be
sure
those
that
are
eligible
for
classification
are
being
classified
as
promptly
as
we
can
the
inmates
the
sentences
are
classified,
they
have
to
be
calculated
before
they
can
be
classified,
and
sometimes
that
could
be
a
delay,
because
we
can't
classify
them
until
that
classification.
Their
calculation
is
done.
H
H
Do
you
think
it
is
being
administered
according
to
statutory
requirements
and
or
are
there
issues
have
been
identified,
local,
regional
or
system-wide?
That
may
be
slowing
the
process.
If
there's
something
that's
not
operating
appropriately,
and
if
there
is
an
issue
at
any
of
those
levels,
do
we
have
a
plan
on
how
to
address
that
last
question
is
an
invitation
and
I
hope
you
take
it
that
way.
If
there's
something
that's
not
working
in
this
process,
help
me
understand
what
it
is
point
to
it.
H
Let
me
investigate
and
let
the
rest
of
us
investigate,
so
we
can
possibly
get
together
collaborate
and
find
a
way
to
make
all
of
the
parts
work
better.
We're
simply
trying
to
make
sure
it's
working
appropriately,
so
I'll
go
back
to.
Is
it
working
the
way
it
should
be
accorded
statutory
requirement
or
or
are
there
issues,
and
if
there
are
issues?
What
are
the
plans.
F
Okay,
are
we
a
hundred
percent
on?
No,
I
think
that
some
of
the
issues
end
up
being
is
that
and
let's
just
take
covert
out
of
it.
Let's
just
take
a
normal
year
of
how
we
used
to
do
it.
I
think
that's.
F
People
going
in
some
days,
you're
missing
the
the
paperwork
in
order
to
calculate
somebody's
sentence,
it's
a
mixture
of
things,
but
we
continue
to
try
to
reach
out
to
people
and
work.
Okay,
I
need
to
get
this
in.
I
need
to
this.
Process
needs
to
be
worked.
F
I
have
to
say
that
we
try
to
tweak
that
continuously
and
I
I
can't
really
speak
to
one
thing
that
throws
it
off.
Sometimes
it's
a
mixture
of
we
don't
have
the
psi,
and
so
we
try
to
wait
on
the
psi
because
it
may
be
the
difference
between
somebody
going
behind
the
fence
or
being
able
to
go
out
into
the
community
or
one
of
our
minimum
placements.
F
If
I
can't
really
pinpoint
or
speak
to
one
thing,
but
I
think
that
when
something
happens
we
reach
out
to
those
that
can
resolve
that
issue,
and
I
know
that
this
is
probably
not
answering
the
question.
But
I
really
can't
speak
today
of
just
one
thing
that
throws
it
off.
H
Very
good
and
I'm
asking
for
one
thing:
it
could
be
one
thing:
it
could
be
a
multiplicity
of
things
and
my
suspicion
is
that
it's
multiple
factors,
but
if
it's
a
statutory
modification
needs
to
take
place
or
if
it's
a
budgetary
issue
that
can
be
addressed
with
staffing
or
whatever.
I
simply
need
to
see
an
analysis
that
the
issue
exists
and
why
the
analysis
of
what
would
be
the
possible
fix.
So
we
can
start
to
look
at
it
again.
I
think
I
came
in.
H
I
did
come
in
in
january
of
17
and
at
least
by
summer
of
17
I
started
hearing
issues
with
classification.
I've
been
practicing
in
kentucky
for
over
22
years,
felony
prosecutor,
as
well
as
defense
counsel
and
during
those
22
years.
This
has
been
somewhat
of
a
common
thread
but
of
late.
It
seems
to
have
picked
up
over
the
last
few
years,
so
it's
not
pointing
fingers
it's.
There
is
a
problem.
We
have
some
process
issues
in
this.
I
need
help.
H
I
need
help
from
the
executive
branch
to
explain
what
they're
experiencing
what
the
possible
issues
are,
what
the
possible
fixes
are
and
I'll
be
glad
to
get
to
work-
and
I
know
chairman
westfield
and
chairman
bass
are
the
exact
same
way.
So,
if
someone
could
share,
that
would
be
great.
I
appreciate
your
response.
Thank
you.
Okay,.
A
Yeah,
I
thank
you,
chairman
petry,
for
the
questions
you
really
read
my
mind
and
I
appreciate
that
folks,
the
department.
I
hope
that
you
can.
I
hope
that
you
will
respond
with
with
solutions
that
you
think
we
need
to
be
working
on
again.
I
think
it's
probably
a
multiple
list
of
things
that
that
we
ought
to
consider.
A
I
don't
know
if
it's
a
staffing
issue
or
a
process
issue
or
procedural
issue
or
an
interagency
cooperation
issue.
The
example
you
just
gave-
and
I
know
it
was
just
an
example,
but
you
mentioned
not
having
a
psi
well,
there's.
No
reason
why
the
psi
shouldn't
be
readily
available,
because
the
judge
doesn't
sentence
until
there
is
one
and
I've
got.
I
know
several
judges
that
won't
let
that
be
waived.
A
Some
do
some
don't,
but
I
don't
know
why
in
the
world
you
wouldn't
have
that
and
if
or
why
it
might
take
longer
than
a
a
ten
day
period
or
a
handful
of
days
to
get
a
judgment.
A
D
A
A
All
right,
our
last
presentation-
certainly
not
our
least
we've
got
a
handful
of
folks
all
here
on
behalf
of
vice
chairman,
danny
carroll,
and
glad
to
have
him
with
this
presentation
which
was
set
for
last
or
I
guess
two
months
ago,
and
he
got
bumped
for
time.
So
we've
got
the
rest
of
our
meeting
to
talk
about
law
enforcement,
reciprocity.
Senator
will
you
be
staying
there?
Are
you
going
to
come
up
to
the
table?
It's
at
your.
A
Senator
carroll,
obviously
john
marbley,
with
collect
we've
got
major
jeff
hancock,
with
pulaski
county
sheriff's
office
sheriff
greg
speck,
tyler
whitworth
chief
boss
bossie.
I
knew
I
was
going
to
mess
that
up
chair
of
the
professional
sanders
committee
with
kleck
folks,
we've
got
some
here.
We've
got
some
remotely
senator
you
have
the
floor.
D
Thank
you,
mr
chairman.
This
is
an
issue
that
came
up
a
few
months
ago.
I
was
contacted
by
senator
rick
gerdler
relation
to
an
incident
that
occurred
in
pulaski
county.
They
we
had
an
applicant
that
came
in
to
pulaski
from
another
state.
D
He
had
been
through
academy
alabama
in
alabama,
had
some
experience
in
alabama
and
then
once
he
went
through
the
process
in
kentucky
to
be
certified
in
kentucky
that
kind
of
fell
apart,
and
it
brought
up
some
conversations
between
myself
and
and
director
moberly
and
some
changes
that
the
klec
made
and
it
brought
a
larger
due
to
all
the
shortages
that
we
have
today
in
the
law
enforcement
community
and
the
difficulty
in
recruiting
in
conversations
about
lateral
transfers
from
from
other
states
and
other
initiatives
by
klec,
involving
military
personnel
leaving
and
and
that
transition
into
law
enforcement,
which
occurs
very
frequently.
D
So
those
are
crucial
aspects
of
the
our
ability
as
a
state
to
get
officers
into
the
commonwealth,
and
so
I
feel
that's
important
in
those
processes.
And
then
I
ask
director
mobility
just
to
kind
of
give
an
overall
view
of
what
klec
does
and
issues
that
are
important
to
them
today
in
their
efforts-
and
I
I
have
been
completely
impressed
with
director
moberly
and
in
his
initiatives
and
with
the
the
council's
initiatives
to
address
law
enforcement
issues
within
our
commonwealth,
and
I
think
we
have
the
right
people
in
the
right
places.
D
We
just
may
need
to
look
forward
and
maybe
change
and
adjust
to
make
some
of
these
processes
more
efficient
in
getting
new
officers
on
board.
So
with
that
being
said,
mr
chairman
probably
wouldn't
be
a
bad
idea
to
start
with
major
hancock
with
pulaski
and
and
since
that's
that's
actually
what
started
this.
This
entire
process.
C
We're
at
the
holiday
inn
down
here
in
our
sheriff's
car.
A
Well,
it
might
help
if
you
cut
your
video
off,
that
might
help
a
little
bit
better
videos
a
little
choppy
give
it
a
try.
Now.
A
C
Okay,
okay,
in
march
of
this
year,
we
interviewed
tyler
whitworth,
he's
a
police
officer
in
alabama,
and
we
had
interviewed
him
and
we
were
initially
very
impressed
with
you
this
his
credentials
and
then,
during
the
interview
from
the
entire
interview
that
we
had
with
him
and
then
the
training
and
background
that
he
brought
to
the
table.
C
And
so
what
we
did
was
we
initiated
a
process,
the
reciprocity
process
that
we
did
through
lrc
or
with
the
failuc,
and
we
thought
that
we
had
enough
there
to
get
him
through
the
reciprocity
of
that.
C
And
then
after
we
submitted
all
the
documentation
and
he
submitted
all
the
documentation
that
he
did
not
meet.
The
criteria
for
a
reciprocal
transfer
of
his
training
from
alabama
into
the
with
kentucky.
C
That's
how
we
got
into
this
process.
We
were
disappointed
with
that
quite
frankly,
because
we
thought
that
he
did
and
also
that
he
had
so
much
additional
training
and
not
only
that,
but
with
a
college
degree.
C
D
Chairman
wheat,
it
probably
a
good
idea
just
to
move
on
to
the
director
and
the
chief
and
kind
of
pick
up
from
there,
as
as
far
as
the
conversations
that
we
had,
we
started
looking
towards
legislation
and
and
the
director
had.
There
was
some
timing
that
worked
out
well
on
some
regulations
that
were
about
to
expire
and
we'll
just
let
them
pick
up
from
there.
D
L
L
L
The
council
is
made
up
of
25
members,
total
half
approximately
half
of
those
are
appointed
by
the
governor
that
involves
multiple
chiefs,
multiple
sheriffs
from
across
the
state.
It
involves
a
city
count
or
a
city
mayor.
A
county
judge
has
some
legal
representation
as
well,
then,
the
other,
the
other
remaining
positions
are
occupied
by
leadership
within
the
different
organizations
that
support
law
enforcement,
whether
it
be
the
line
level
officers
at
the
fop,
the
sheriff's
association,
the
chiefs
association,
so
that
that
organization
is
the
the
membership.
The
voting
membership
of
this
independent
council.
L
There
is
a
13
person
staff
that
supports
the
council,
and
that's
that's
where
I
am
at
chief
bossie.
He
is
one
of
the
council
members
and
he's
actually
chairman
of
our
professional
standards
committee,
and
he
he,
along
with
many
other
things,
does
involve
the
reciprocity
and
did
take
a
lead
in
this
process
to
kind
of
explain
a
little
bit
about
the
accountability
that
we
do
and
I'll
make.
This
really
quick,
the
first
piece
of
it
on
the
officer
accountability,
side,
the
the
council
we
are.
A
L
L
The
the
so
the
the
accountability
side
involves
the
professional
standards
of
the
pre-employment
hiring
so,
whether
it
be
fitness
or
or
the
mental
suitability
of
an
officer
to
be
and
to
to
come
into
the
field.
L
We
initiate
that
that
testing
process
there's
a
polygraph
there's
drug
testing
when
we
complete
that
that
is
provided
to
the
hiring
agency,
potentially
hiring
agency,
whether
it
be
the
sheriff
or
the
chief,
they
take
that
information
and
that
allows
them
to
do
a
more
thorough
background
to
determine
if
this
is
the
actual
person
that
they
want
to
hire
on
on
the
accountability
side
as
well.
There
we
do
the
officer,
decertification
or
revocation,
and
I'd
like
to
make
a
quick
note
about
that,
because
the
senate
bill
80
that
passed
this
this
past
year.
L
We
are
very,
very
grateful
for
that.
I
don't
know
if
the
legislators
recognize
what
they
provided,
but
they
gave
law
enforcement.
They
gave
the
council
a
tool
that,
maybe,
in
my
past
30
years
in
law
enforcement
is
probably
one
of
the
most
impactful
pieces
of
legislation
that
I
think
most
of
us
have
seen
and
what
it
does
is.
It
gives
law
enforcement.
L
A
more
resources
and
more
ability
to
remove
those
officers
who
do
not
deserve
to
wear
the
badge,
and
so
we're
very
thankful
for
that.
So
I
wanted
to
to
thank
you
all
senator
carroll
for
bringing
that
to
the
floor
and
all
those
that
did
support
that
officer.
Reciprocity
is
the
other
accountability
side
of
that
and
I'll
come
back
to
that
in
in
just
one.
L
Second,
since
that's
what
we're
here
to
talk
about
on
the
instructor
and
training
side
of
accountability,
we
overview
all
curriculum,
so
any
any
curriculum
that
involves
the
training
of
law
enforcement,
a
certified
peace
officer.
We
approve
that
instructor
certification,
what
it
takes
to
become
an
instructor
there's,
there's
a
process
for
that
and
whether
you
have
the
the
right
credentials,
the
right
background
to
teach
search
certain
subject
matter.
We
also
identify
that
and
we
certify
those
instructors
to
to
teach
those.
L
We
also
provide
oversight
over
all
of
the
academies,
and
basically
all
that
is,
is
to
make
sure
that
they're
teaching
what
they
say
that
they're
teaching
that
they're
utilizing
those
certified
officers
to
make
sure
that
that
the
training
that
they
are
providing
is
impactful.
And
it's
the
best
that
it
can
be,
and
so
that's
really
the
the
accountability
side
of
all
of
that,
focusing
on
on
reciprocity.
L
What
the
major
has
brought
forward.
We
recognized
very
quickly
that
the
individual
that
he
had
brought
to
us
from
alabama
officer
whitworth
was
an
outstanding
officer.
What
I'd
like
to
explain
is
we?
We
followed
the
letter
of
the
law,
the
letter
of
the
the
regulations
that
require
a
mathematical
formula,
be
applied,
and
we
were
unable
to
bring
this
this
great
officer
into
kentucky
because
of
the
way
that
that
was
initially
structured.
L
So
we
immediately
started
looking
at
that
when
senator
carroll
brought
it
to
our
attention
that
you
know
that
we
that
we
really
needed
to
to
focus
on
this
really
dug
into
it,
and
this
particular
officer
is
the
really
epitome
of
a
great
example
of
out
of
no
control
of
his
own
being
in
a
state
such
as
alabama,
who
has
considerably
less
training,
standards
and
requirements
they
have
here
in
kentucky
and
spending
four
years
of
of
being
an
exceptional
police
officer
and
us
not
being
able
to
bring
him
into
the
state
of
kentucky.
L
That's
that's!
Not
good
for
the
agency,
it's
not
good
for
our
communities.
We
want
these
opportunities
and
I
think,
as
the
chief
may
say,
we
have
heard
that
this
is
the
number
one
or
one
of
the
number
one
priorities
for
our
law.
Enforcement
leadership
is
the
hiring
of
good
officers,
and
we
we
clearly
saw
that
there
was.
There
were
some
issues
so
to
move
forward
on
this.
After
speaking,
with
senator
carroll
chief
bossie
took
the
lead
we
brought
in
all
of
the
different
support
organizations.
L
We
met
among
some
of
the
council
members
and
some
decisions
were
made
to
to
promulgate
or
to
actually
change
the
regulation,
which
is
503
k
a
r1140
to
to
allow
us
to
hire
good
officers
when
those
opportunities
arise.
The
way
that
the
the
regulation
is
currently
written.
L
It
basically
says
that
if,
if
that
officer,
when
they
went
through
the
academy,
wherever
that
was
that,
if
those
hours
are
less
than
what
they
were
in
kentucky
during
that
same
time
period,
then
there's
a
mathematical
formula
where
they
only
get
50
credit
hours
per
year
of
of
actual
employment
and
that
that
50
hours-
I
don't
know
how
that
came
about.
But
you
know
a
typical
full-time
employee
will
work
anywhere
between
17
and
1900
hours
in
a
year.
L
That
means
potentially
in
a
year's
time
dozens
of
arrests,
dozens
of
exposure
to
domestics
and
car
wrecks
and
traffic
stops,
and
just
just
positive
or
interactions
with
the
community
in
many
means,
and
we're
only
going
to
give
them
50
credit
hours
for
that
it
was
adequately
skewed
and
we
recognized
that.
So
I
don't
want
to
take
anything
away
from
chief
bossie.
L
He
did
take
the
lead
in
this
and
we
were
able
to
to
get
all
the
organizations
from
the
fop
sheriff's
organization,
the
chiefs,
all
to
agree
to
make
the
changes,
and
so
we
submitted
those
to
lrc
back
in
august.
They
have
moved
without
without
question.
L
Up
to
this
point,
I
think
we're
scheduled
in
october
for
the
I
guess,
the
public
review
of
those
and
what
what
has
taken
place
is
that
some
simple
language
was
taken
out
and
it
was
replaced
instead
of
doing
a
mathematical
formula
that
calculates
50
hours
per
year
of
service.
L
We've
decided
that
well
the
chiefs
and
the
leadership.
The
sheriffs
have
decided
that,
after
three
years,
it
doesn't
really
matter
what
level
of
training
whether
they
had
900
or
if
they
had
500,
that
the
amount
of
experience
and
the
critical
thinking
and
the
the
training
that
they
actually
get
through
their
actual
service,
as
a
law
enforcement
officer,
actually
carries
a
lot
more
weight
than
what
we
were
getting
credit
for.
L
So
what
was
voted
upon
was
that,
after
three
years
that
it
should
be
up
to
the
chief
or
to
the
sheriff,
whoever
that
hiring
entity
may
be
that
they
actually
get
to
to
to
make
that
decision
on
their
own.
So
so
you
know
right
now.
If
an
officer
from
another
state
can
meet
the
standards
of
what
is
in
kentucky,
they
have
to
work
one
year
and
what
that
does?
It
allows
that
chief
or
that
sheriff
to
look
at
that
and
to
gather
enough
information
through
their
personnel
records
things
like
that
to
determine
you
know
this.
L
L
So
what
this
does
now
is
if
they
can't
meet
that
training
standard,
and
we
do
in
the
way
that
the
statute
and
I'm
sorry
the
ker,
is
written.
We
can't
apply
training
that
occurs
after
the
academy.
It's
only
the
basic
academy
training
so
that
individual
in
alabama
is
a
great
example
officer.
Whitworth
went
through
some
exceptional
training
after
he
graduated
the
academy,
but
we
could
not
we.
We
could
not
give
him
credit
for
that,
so
I
think
what's
occurring
is
now.
L
If
this
change
occurs
with
this
reg,
it
puts
it
upon
the
sheriff
and
the
chiefs
to
to
hire
who
they
want
to
hire,
because
we
think
that
after
three
years
they
have
developed
the
skill
set
that
they
need
to
to
to
work
within
their
communities,
and
it
gives
them
enough
time
to
do
the
research
to
find
out.
You
know:
are
they
truly?
What
we
we
think
that
they
are
by
doing
the
personnel
background,
check
and,
and
really
looking
at
that
chief,
do
you
have
anything
you'd
like
to
add.
I
Now
only
that
I
know
these
two
commanders
down
in
pulaski,
county
and
except
for
jeff's
golf
game
he's
a
good
guy.
I
trust
their
opinion.
I
think
they
identified
a
real
gap
in
our
process.
By
the
same
token,
there
is
a
there
needs
to
be
a
gatekeeper
and
the
government
in
its
wisdom,
created
klec.
I
As
that
gatekeeper
in
law
enforcement.
We
can
never
lower
our
standards,
we're
not
about
that,
but
we
can
make
adjustments
and
I
think
the
director
has
really
spearheaded
some
of
the
adjustments
that
need
need
to
be
made.
So
we
don't
miss
good
candidates
like
this
gentleman,
so
I
think
we're
in
the
process
of
of
getting
the
issue
fixed
and
it's
just
a
matter
of
time
till
we
till
we
get
it
initiated.
D
D
M
Go
ahead,
yes,
I'm
tyler
whitworth.
I
met
with
sheriff
speck
and
major
hancock
back
in
march,
once
my
wife
matched
with
the
late
cumberland
regional
hospital
for
residency
up
there.
M
That
mean
that
meant
that
I
had
to
leave
my
job
at
the
homewood
police
department
and
start
looking
for
a
job
in
law
enforcement
in
the
state
of
kentucky.
I
met
with
major
hancock
and
sheriff
spent
our
ideas
on
police
work
aligned
and
we
felt
like
it
was
a
good
match.
So
we
like
you,
they
stated
we
started
the
process
and
then
we
were
informed
that
I
didn't
meet
the
requirements
for
it,
but
just
to
go
into
some
of
the
training
that
I've
done.
M
I've
done
street
level,
drug
investigations,
drug
interdiction,
investigations
advanced
roadside
detection
for
narcotics
and
alcohol
as
far
as
swat
training,
hostage,
rescue
situations,
barricaded
suspect
situations
as
well
as
proficiency
and
firearms
qualifications,
just
to
kind
of
touch.
On
a
little
bit
of
it
and
the
agency.
I
worked
at
backed
right
up
to
the
city
of
birmingham,
so
we
dealt
with
a
lot
of
the
urban
and
and
inner-city
gang-related
crimes
and
and
that
such.
D
And
director,
where
do
we
stand
right
now
with
with
officer
whitworth
situation?
So
once
once
the
review
process
in
october
and
and
the
regs
are
finally
approved,
then
he
would
be
eligible
and
the
pulaski
sheriff
would
be
making
the
decision
on
whether
or
not
to
hire
him.
At
that
point,.
L
I
feel
confident
that
that
he
will
be
accepted
for
reciprocity,
I'm
very
intimately
familiar
with
his
training
and
his
background,
but
you
are
correct.
I
think,
as
soon
as
that,
reg
makes
that
change,
which
I
hope
is
quickly.
We
will
get
him
into
our
state
and
working
as
an
officer.
D
And
very
good,
and
I
for
members
I
mean
we
have
all
heard
with
some
certain
states
within
these
united
states
that
you
know
officers
are
not
very
welcomed
in
in
those
states
these
days,
and
we
certainly
want
to
make
the
atmosphere
in
kentucky
such
that
these
men
and
women
know
that
they
are
welcome
in
our
commonwealth
and
we
value
them.
We
value
their
experience.
D
We
value
the
good
officers
that
that
are
wanting
to
come
to
our
state,
and
I
think
these
efforts
will
help
and,
as
you
heard
officer,
whitworth
say
with
his
wife,
pulaski
county
was
about
to
to
miss
out
on
a
physician
also,
and
we
know
the
the
shortages
we
have
in
that
area,
and
so
those
are
things
that
you
know
we
need
to
consider-
and
I
cannot
stress
enough
how
receptive
the
director
and
the
chief
were
with
these
issues
and
addressing
these
immediately
and
looking
for
various
ways
to
address
it,
not
just
looking
at
legislation
but
taking
the
time
to
look
and
see
where
we
stood
in
comparison
to
other
states.
D
All
the
questions
that
legislatures
want
answered
these
gentlemen
did
that
and
there's
and
the
staff
to
to
create
a
policy
that
would
work
within
this
commonwealth.
That
would
allow
us
to
compete
with
other
states
in
in
in
recruiting
these
officers
to
our
state,
and
I
appreciate
the
efforts.
One
other
aspect,
the
director.
If
you
don't
mind
the
the
military
programs
that
you
have
discussed
in
your
initiatives,
do
you
mind
briefing
the
committee
on
those
efforts.
L
Yes,
sir,
thank
you.
This
is
something
we're
very
excited
about.
We
called
this
program,
our
military
to
law
enforcement
program.
We
we,
we
shortened
it
up
because
we
wanted
to
market
it
as
m2le.
L
We
recognized
very
early
one
of
my
first.
I
guess
directives
was.
We
need
to
do
better
at
recruiting
law
enforcement.
We
also
we
just
need
to
do
better
at
re
at
bringing
the
military,
that's
in
our
backyard
at
fort
campbell,
fort
knox
and
giving
them
opportunities
as
well.
Many
of
you
are
probably
familiar
with
military
mpe
and
the
reciprocity
of
those
bringing
them
in
the
issue
with
that
is
that
mps,
the
training
that
they
receive
is
is
exceptional
training,
but
it
is
different.
L
What
we
have
found
is
that,
looking
through
and
I've,
seen
literally
dozens
of
military
transcripts
is
that
a
majority
only
touch
on
the
specific
trainings
that
we
would
spend
countless
hours,
not
only
teaching
in
the
classroom
but
modeling
and
requiring
that
the
officer
to
use
critical
skills
and
and
working
through
different
different
scenarios
that
that
the
military
would
not
do
so.
As
we
started
speaking
with
the
different
academies
and
saying
how
can
we,
how
can
we
do
this?
L
It
became
very
clear,
very
quickly.
Every
academy
said
we
would
have
to
I
mean
we
could
only
reduce
the
the
full
academy
down
to
you
know
by
two
or
three
weeks,
because
we're
going
to
retrain
everything,
so
we
recognized
that
we
had
to
come
up
with
a
better
solution
so
pretty
quickly.
Last
year,
around
august
september
of
last
year
discovered
a
program
through
the
department
of
defense
called
skill
bridge
and
what
skill
bridge
is.
It
is
a
program
that
targets
any
military
branch,
any
doesn't
matter
what
your!
L
What
your
background
is
within
the
military.
But
if
you
have
decided
that
you
are
ready
to
leave
the
military,
they
will
pay
to
send.
You
to
a
civilian-based
training
that
will
allow
them
to
enter
the
civilian
population
from
from
the
military
and
immediately
start
working,
and
so,
when
I
reached
out
to
them,
I
explained
you
know
this
is
this
is
what
we're
wanting
to
do?
L
They
explained
that
this
was
typically
set
up
for
welding
and
mechanics,
and
things
like
that.
Well,
they
by
the
the
regs
that
they
had
they
can
allow
up
to
six
months
of
training.
Well,
our
academy
or
the
dlc
jt
academy
is
about
five
months,
it's
21
weeks,
so
we
explain
that
and
to
shorten
this
process
down
it's
taken
a
year
and
we
are
we're.
L
Finally,
there
we
have
received
all
the
approvals
through
ethics
and
everybody
to
make
sure
that
we're
able
to
do
this,
but
the
two
things
that
we
wanted
to
accomplish
was
to
open
up
a
pool
of
very
well
vetted
matured
individuals
from
the
military
that
didn't
have
to
be
from
fort
campbell
or
fort
knox.
L
They
have
a
way
to
do
that
on
the
skillbridge
website.
So
if
I'm
a
military
person
looking
to
leave,
I
can
type
in
officer.
I
can
type
in
police
all
those
different
things
and
it'll
pull
up
a
potential
employees
and
what
what
would
occur
is
they
would
contact
that
employer
that
law
enforcement
agency
they
would
ask
for
a
online
or,
if
possible,
an
in-person
interview.
L
That's
one
of
the
things
that
we're
pushing
is
to
to
allow
remote
interviews
for
these
types
of
things,
and
if
they
are
chosen
to
be
hired,
then
klec
we
have.
We
have
a
person
that
I've
designated
that
will
work
with
doc
jt
to
do
the
math
backwards,
because
at
that
point,
that
person
probably
knows
the
exact
date
that
they're
leaving
the
military
or
active
duty.
L
Military
and
we
just
work
backwards
from
that,
because
every
six
to
eight
weeks
in
that
time
frame
sometimes
ten
weeks,
there
is
a
new
law
enforcement
academy,
starting
and
commissioner
jillick
of
doc
jt
very
quickly,
jumped
in
and
said.
I
want
to
be
a
part
of
this.
We
will
prioritize
placement
for
veterans
or
for
these
individuals
in
the
skill
bridge
program.
L
Now,
if
the
person,
if
we,
if
the
math
works
out
where
they
actually
will
leave
the
military
before
they
graduate
the
academy
we
are,
we
are
asking
that
we
enter
into
a
to
an
mou
with
the
hiring
agency,
kelly
c
wood
and
basically
say
the
moment
that
they
leave
the
military,
because
we
will
know
that
that
date
is
already
just
predetermined,
that
you
have
to
put
them
on
your
payroll
immediately
and,
of
course,
they're
eligible
at
that
point
for
the
gi
bill.
L
You
know,
I
mean
that's,
it's
a
major
cost
savings,
especially
for
these
larger
departments
that
are
needing
to
hire
dozens
of
officers,
that
this
is
a
true
money
savings,
but
even
probably,
more
importantly,
if
you
look
right
now,
there's
a
on
a
four
or
five,
maybe
six
month,
backlog
to
get
into
the
academy
this.
This
takes
that
away
and
it
allows
us
to
to
try
to
move
people
in
immediately.
L
So
you
know
if
it's,
if
it's
a
month
away
where
we
need
to
get
that
person
in
the
ocjt
is
working
with
us
and
it's
so
it's
a
multiple
benefit
not
only
for
that
that
person
coming
out
of
the
military,
but
for
the
chiefs
and
the
sheriffs
to
get
somebody
quicker
on
the
road
and
to
save
money.
In
doing
so
so
again,
it's
called
military
to
to
law
enforcement.
L
M2Le
we're
really
going
to
start
pushing
it
here
in
the
near
future,
we
have
pec
training,
which
is
the
executives
within
law
enforcement,
we're
going
to
start
teaching
them
what
it
is,
we're
going
to
try
to
get
them
signed
up,
even
if
they're
not
hiring
somebody
right
now.
Most
of
them
are,
but
even
if
they're
not
get
them
signed
up
so
that
when
they
are
ready
to
hire,
they
can
post
that
that
position
on
the
skidbridge
website
and
we
can
start
immediately
moving
forward.
H
D
You
know
in
in
the
I
guess,
seven
years
that
I've
I've
been
here
now
this
job
is
about,
I
would
say,
80
frustration
and
20
satisfaction
and
it
I
can't
tell
you
how
rewarding
it
is
to
see
things
like
this
happen
and
rick
gerdler
senator
gerdler
called
me
with
an
issue
in
his
county.
He
knew
my
background
and
to
be
able
to
contact
an
executive
branch
agency
for
assistance
and
be
able
to
collaborate
on
solving
this
problem.
D
I
look
forward
to
you
joining
the
pulaski
county
sheriff's
department.
I
look
forward
to
meeting
your
family
someday
and
and
senator
gerdler
for
bringing
this
up
and
and
being
helping
us
to
work
through
this
and
his
county's
gonna
benefit
from
this.
But
I
appreciate
you
all
taking
the
initiatives
to
address
the
problems
that
we
have
head
on
thinking
outside
the
box
being
creative.
D
You
know
when
you're
in
the
business
long
enough,
you
know
where
your
resources
are
and
where
your
officers
come
from
and
making
it
as
easy,
as
we
can
to
get
those
officers
here
to
get
the
good
officers
chief.
I
agree
completely
we're
never
going
to
slack
on
on
the
quality
of
the
officers
of
men
and
women
that
we're
getting
into
the
uniform
and
we
want
to
get
rid
of
those
who
aren't
fit
to
wear
that
uniform
and
I'm
with
you
100
percent,
but
this
is.
D
This-
has
been
one
of
the
most
rewarding
things
that
I've
seen
happen
in
my
time
here
and
director.
It's
because
of
you
and
thank
you,
sir,
for
your
efforts
and
for
the
council,
men
and
women
on
that
council.
You
do
an
awesome
job.
D
D
And
I
know
law
enforcement
wants
to
be
a
huge
part
of
that.
With
the
bill
that
we
passed
law
enforcement
was
at
the
forefront
of
that
and
helping
get
rid
of
bad
cops.
So
that
speaks
for
itself.
I
don't
have
to
say
a
word
about
that.
That
speaks
for
itself,
but
thank
you
all
so
much
for
being
here.
D
Tyler
good
luck
to
you,
my
friend
and
major,
and
sheriff,
if
you're
still
there.
Thank
you
for
all
your
efforts
and
I
look
forward
to
visiting
the
pulaski
county
sheriff's
department,
soon
and
and
visiting
with
the
girdlers
in
pulaski
county,
both
of
them
and
I
I
would
really
be
interested
in
meeting
the
rest
of
the
girdlers,
because
that
has
got
to
be
an
interesting
family.
D
Gentlemen,
thank
you
all
so
much
and
mr
chairman,
thank
you
for
allowing
us
the
time
in
this
second
effort
to
get
this
out,
but
I
do
think
this
is
a
critical
issue
within
our
state,
and
this
is
a
way
I
think
we're
going
to
make
some
progress
and
it's
it's
because
of
these
gentlemen's
efforts.
Thank
you,
sir.
A
I
haven't
gotten
any
in
the
chat,
all
right,
seeing
none.
That
concludes
our
meeting
just
kidding
representative
moser.
Did
you
have
a
question.
A
M
G
Thank
you.
Thank
you.
I
appreciate
that.
Thank
you
for
this
presentation
and
senator
carroll
this.
This
was
very
informative,
very
much
needed.
I've
had
lots
of
conversations
recently
with
my
local
police
chiefs
and
the
police
chiefs
organizations,
the
sheriff's
association
and
so
forth,
about
addressing
some
of
these
barriers.
So
I'm
very
glad
that
you're
talking
about
this,
I
am,
I
guess
I
have
a
question
about
the
curriculum.
G
You
know.
That's
that's
been
something
that
has
come
up
in
our
conversations
about
the
length
of
time
that
individual
officers
are
set
sent
off
for
training
at
the
academy.
Is
there
any
appetite
for
looking
at
the
curriculum,
and
you
know
I
mean
we
can
we
can
do
just
about
any
degree
online
now?
Are
there
classes
or
are
there
pieces
of
the
curriculum
that
you
think
could
be
offered
online
to
to
expedite
the
training,
to
reduce
the
cost
to
our
local
police
departments,
because
that's
something
that
I'm
I'm
very
interested
in
working
on.
L
Yes,
ma'am.
Thank
you.
The
the
department
of
criminal
justice
training
this
past
year
initiated
a
program
through
blackboard
and
and
they
have
actually
implemented
implemented
over
70
classes
online,
so
not
not
that
all
law,
enforcement,
related
courses
or
training
is
appropriate
to
do
online.
But,
yes,
we
do
agree
that
there
are
opportunities
to
to
to
do
the
in-house
classroom.
Portions
and
they've
implemented
this
blackboard
process,
which
maybe
may
be
familiar
with
that
it's
being
utilized
in
a
lot
of
the
different
universities
across
the
nation.
L
It
has
some
accountability,
processes
and
stuff
that
basically
allow
the
the
department
of
criminal
justice
training
to
to
monitor,
to
make
sure
people
aren't
cheating
on
tests.
Things
like
that.
So
I
know
that
that,
with
the
70
classes
that
are
rolled
out,
I
know
there's
interest
to
probably
do
more.
L
Those
are
really
good
questions
that
I
think
could
be
posed
to
the
to
the
academy
to
commissioner
gillick
and
those
folks
to
to
truly
understand
what
those
limitations
are.
Do
you
mean.
I
I
There
are
some
officers
that
fail
to
fail
and
they
make
it
through
the
academy
and
they
should
not
have.
My
fear
with
all
online
academies
would
be
that.
Obviously,
our
actions
speak
louder
than
our
words
and
that
time
at
the
academy
is
part
of
an
observation
period
to
identify
those
again
that
should
not
be
wearing
the
batch.
G
Okay,
I
I
really
appreciate
that-
and
you
know
certainly
agree
with
you
on
the
accountability
piece
and
and
the
observation
this.
This
would
not
be
or
mean
that
all
classes,
you
know
they
they
can't
be
all
held
online.
We
know
that
you
know
certainly
can't
you
can't
do
driving
taste,
testing
and,
and
you
know,
gun
safety
online.
So
you
know
there
are
certainly
opportunities
to
to
have
that
in
person
training
so
yeah.
G
L
Mr
chairman
mab
make
one
last
remark:
you
can,
I
know
you're
no,
stranger
to
the
council.
I
recall
you
coming
to
our
one
of
our
last
in-person
meetings
back
in
owensboro
a
few
years
ago.
L
But
what
we
mentioned
early
on
about
having
you
know
such
representation
from
the
line
level
officer
with
sheriff
perdue,
representing
them
as
the
president
to
the
president
of
the
sheriffs
and
the
chiefs,
plus
all
the
different
individuals,
just
like
we've
got
24
more
individuals,
just
like
chief
bossie,
who
are
exceptional
at
their
job
and
there's
no
better
place
to
to
to
to
meet
with
and
to
ask
questions
and
to
express
your
needs
to
that
group.
So
we
meet
quarterly
our
next
meeting's
in
november.
I
would
invite
all
of
you
any
of
you.
L
If
you
want
to
come
in
person,
we
will
make
those
accommodations
if
you'd
like,
if
you
prefer
to
meet
online,
we
advertise
all
of
our
meetings
on
our
website.
So
please,
please
know
that
that
it's
it's
a
resource
for
you
all
as
a
resource
for
us
to
hear
from
you
all.
So
I
really
appreciate
this
opportunity.
Sir.
Thank.
A
Seeing
none
members.
Thank
you
all
we'll
put
the
crown
act,
information
online
once
we
have
that
to
share.
I
tried
pulling
up
the
committee
page
earlier
and
I
couldn't
even
get
it
to
load
any
committee
for
any
interim.
That
said,
the
page
doesn't
exist
on
lrc's
website,
so
we
are
just
banging
on
all
cylinders
with
technology
today.
A
I
appreciate
your
all's
flexibility
glad
we
could
have
quorum
today
after
a
quick
rescheduling.
So
thank
you
all
for
that.
I
appreciate
it
anything
else.
Mr
vice
chairman,
seeing
none
we
are
adjourned.
Thank
you.