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A
A
E
E
E
E
Which
will
entail
details
of
resignations
retirements
and
recruitment
efforts
that
he
will
present
shortly
with
that
presentation,
my
father
is
important
to
me,
as
he
is
knows,
my
love
for
this
agency
and
insisted
that
I
attend
today
representing
the
agency
as
commissioner.
I
knew
I
needed
and
wanted
to
be
here
as
well.
E
Tomorrow
will
mark
my
26th
year
as
a
member
of
kentucky
state
police
and
throughout
my
career.
I
have
never
observed
such
a
dire
and
critical
issue
of
dealing
with
retaining
and
recruiting
qualified,
troopers
and
telecommunicators
to
fulfill
the
agency's
mission,
which
is
to
promote
public
safety
through
service
integrity
and
professionalism.
C
E
C
E
Okay
and
to
need
me
to
start
back
over
or
just
proceed
from
there,
okay
and
continuing
with
our
agency
mission
I'll
just
start
that
over
so
they
can.
A
E
E
E
We
had
1009
troopers.
So
what
that
amounts
to
is
a
28.5
reduction
in
troopers
on
the
road
providing
police
services
for
kentuckians
to
put
that
in
perspective
for
everyone
that
is,
the
loss
of
every
trooper
in
our
western
post,
which
is
mayfield
madisonville
bowling,
green
e-town,
campbellsburg,
frankfort
columbia
and
henderson,
plus
our
entire
canine
section.
E
Then
we
started
wanting
to
analyze,
we'll
do
an
in-depth
analysis
of
our
agency.
We
want
to
look
at
every
aspect
what
we
could
do
to
to
curtail
our
loss
of
manpower,
so
we
started
looking
at
resignations,
which
those
have
been
increasing
as
well
what
we
were
able
to
determine
in
2020
we
had
25
resignations,
which
is
a
and
this
year
alone
since
january,
the
first
we've
had
25
resignations
as
well,
which
is
an
average
of
five
per
month.
E
E
As
of
may
1st
of
2021
this
year.
Currently
we
have
140
of
our
784,
who
can
retire
and
on
august
1st,
which
is
typically
a
retirement
cycle
for
for
troopers
that
will
put
us
up
to
170
that
are
eligible
to
retire
out
of
that
784.
E
That
is
conservative
estimates,
because
with
that,
we
were
not
able
to
capture
what
troopers
may
have
prior
military
time
prior
time
with
other
agencies
prior
other
service
time
purchases
with
our
current
staffing
levels.
It's
very
difficult
to
take
troopers
off
traditional
duties,
to
provide
training
as
well
to
be
able
to
put
in
the
non-traditional
law
enforcement
duties
that
the
commonwealth
has
become
accustomed
to,
such
as
conducting
officer-involved
shooting
investigations
for
kentucky
law
enforcement
agencies,
providing
our
electronic
crimes,
branch
for
digital
forensic
investigations,
assistance
with
other
agencies
across
the
state.
E
Our
special
response
team
call
out
for
warrant
service,
barricades,
other
types
of
requests,
our
drug
enforcement,
our
special
investigations,
branch
to
work,
white
collar
crimes
for
various
state,
county
and
local
agencies
and
also
on
occasion,
were
requested
from
law
enforcement
agency
heads
to
conduct
criminal
investigations
on
their
personnel
or
some
some
other
type
of
investigation
that
they
feel.
That
would
not
be
very
beneficial
for
them
to
investigate.
E
E
E
With
just
300
applicants,
that's
not
an
effective
number
to
be
able
to
have
to
be
able
to
conduct
a
academy
class.
So
what
we
did
is
in
talking
with
other
agencies.
Other
state
agencies
see
about
their
recruiting
issues.
They
typically
have
their
recruiting.
Issues
were
down
as
well,
but
not
to
our
level,
and
some
of
those
were
in
talking
with
pay
disparities,
but
I'll
talk
about
that
in
a
minute,
but
one
thing
if
they
had
a
few
more
people
in
the
recruitment
section.
E
So
what
we
did
is
typically,
our
recruitment
section
has
been
between
typically
runs
about
two
troopers.
Is
we
expanded
that
to
five
five
troopers,
but
there's
a
cost
to
pay
to
that,
because
what
that
amounts
to
is
we're
taking
troopers
off
the
road
that
were
already
short
answering
calls
for
service.
Answering
domestics
collisions
all
those
things
that
we
do
to
put
those
in
recruitment,
but
we
realize
we
had
to
do
this
on
the
front
end.
We
had
to
make
that
sacrifice
to
be
able
to
put
them
in
there
to
get
our
numbers
up.
E
We
also
looked
at
our
at
our
recruitment
efforts
dealing
with
minorities
and
females.
We
didn't
feel
like
our
numbers
are
where
they
needed
to
be
so.
We
started
talking
with
our
current
troopers,
our
minority
troopers,
our
females,
and
they
said
what
brought
them
into
the
agency
was
seeing
someone
that
looked
like
them,
seeing
a
female
seeing
a
minority
in
that
gray
uniform.
E
So
what
we
did
is
we
reached
out
to
two
of
our
retired
troopers
that
are
a
minority.
I
asked
them
to
come
back
in
the
recruitment
section.
They
did.
We
also
transferred
one
of
our
minorities
from
one
of
our
posts,
as
well
as
a
female
from
one
of
our
posts
and
then
another
trooper
in
the
western
part
of
the
state.
So
currently
we
have
five
troopers
in
our
recruitment
branch
and,
as
a
result,
those
were
up
and
running
march.
E
The
first
and
then
our
numbers
grew
just
from
march
the
1st
to
when
we
stopped
the
application
process.
A
couple
months
later,
that
put
us
up
to
about
a
little
over
500
applications,
and
the
great
thing
about
that
is
with
our.
Those
efforts
is
that
our
numbers
went
up
in
minority
applicants
and
female
applications.
E
So
with
those
numbers
we
right
now,
we
plan
to
be
able
to
start
a
class
october.
The
first
of
this
year,
we'll
have
we're
currently
in
the
testing
process,
different
phases
of
it
to
see
how
those
work
out,
how
many
eligible
will
be
eligible
to
attend
the
class,
but
with
the
possibility
of
a
retirement
cycle
and
the
inc,
the
average
of
five
resignations
per
month
that
we're
currently
averaging
those
will
not
be
ready
for
patrol
duties
until
june,
the
1st
of
2022,
our
academy
is
24
weeks.
E
E
E
Obviously,
at
the
time
we
can't
address
the
monetary
concerns
at
that
time,
but
we
did
try
to
look
at
about
the
residency
requirements
so
what
we
did
as
years
passed,
you
come
with
state
police.
You
say
that
you'll
work
anywhere
in
the
state
of
kentucky
upon
graduation.
So
what
we
did
to
try
to
help
with
that
is.
E
E
That
is
most
need
for
the
agency.
That
way,
we
hope
to
increase
that
pool,
because
what
we
were
receiving
is
they
were
telling
us.
If
I'm
in
bowling
green,
I
don't
want
to
go
to
pikeville.
I
don't
want
to
go
to
harlan
or
if
I'm
in
ashland,
I
don't
want
to
go
to
mayfield,
so
we've
had
some
we've
had
some
pretty
good
success.
Out
of
that.
E
E
E
And
then,
finally,
we
looked
at
compensation
and
we
knew
that
compensation
and
pay
disparity
was
one
of
our
biggest
issues,
but
we
wanted
to
make
sure
we
looked
at
every
single
aspect
dealing
with
our
manpower
with
our
agency
that
we
could
every
day
lieutenant
colonel
nyle
myself
and
the
command
staff
are
looking.
What
can
we
do
to
increase
manpower?
Now?
E
E
E
Now
in
2016
we
had
the
trooper
pay
scale
16052
and
that
really
helped
with
retention
at
that
time.
But
what
we
found
is
that
the
pay
scale
has
not
kept
up
with
other
agencies
in
kentucky.
Other
agencies
have
jumped
leapfrogged
above
us,
so
we
feel
that
we're
very
well
maybe
less
than
74f.
At
this
time,.
E
E
Currently
we
have
187
telecommunicators
across
kentucky
at
our
16
post,
but
we
have
an
extremely
high
turnover
rate.
That's
a
very
stressful
position.
It's
stressful
position,
they're
working
nights,
weekends,
holidays
matter
of
fact.
Last
year
we
had
42
telecommunicator
resignations,
and
so
far
this
year
we've
had
17
telecommunicator
resignations.
E
E
E
A
Thank
you
so
much,
commissioner,
I
and
for
being
here
today
in
the
situation
you
find
yourself.
I
know
how
concerned
you
are
about
this
issue.
You've
been
here
to
testify
in
the
past,
about
the
recruitment
issues
that
you're
facing,
and
I
know
you're
going
through
some
family
issues
and
our
prayers
and
thoughts
are
with
your
family.
Today.
E
A
F
A
F
As
commissioner
said,
I'm
lieutenant
colonel
kyle
nall,
I'm
the
executive
director
over
the
office
of
administrative
services,
and
what
that
means
is
that
basically
everything
he
just
talked
about
falls
at
my
doorstep.
I
oversee
our
recruitment
branch.
I
oversee
our
human
resources,
oversee
our
academy,
training,
the
budget
and
strategic
planning,
so
how
we're
going
to
move
forward
from
the
current
situation
that
we're
in
several
other
branches,
but
those
are
the
ones
that
specifically
apply
to
where
we
find
ourselves
today
and
I'm
actually
in
my
19th
year
with
ksp,
which
is
a
pinnacle.
F
I've
reached
that
point
where
I
can
say
that
I've
been
with
ksp
as
as
long
as
I
was
alive
before
I
joined
ksp.
So
just
like
the
commissioner,
I'm
extremely
passionate
about
these
issues
that
we're
facing,
and
even
though
charts
and
graphs
and
numbers
aren't
exactly
the
best
way
to
show
your
passion.
F
That's
what
I've
put
together
today
is
a
presentation
full
of
charts
and
graphs
and
statistics,
because
I
believe
numbers
paint
a
picture,
a
picture
that
is
not
subjective
to
my
interpretation,
a
picture
that
just
tells
facts
when
I
was
getting
ready
to
start.
My
master's
thesis,
I
was
given
the
opportunity
to
decide
whether
I
wanted
to
go
with
qualitative
research
or
quantitative
research,
and
I
said
quantitative
all
day
long.
I
want
to
be
able
to
show
a
correlation
between
two
things.
F
So
one
of
the
things
that
representative
petrie
requested
in
our
initial
meeting
on
friday
was
that
we
we
we
come
up
with
statistics
that
show
cost
of
living
adjustments
for
cost
of
living
in
commonwealth
of
kentucky
versus
these
other
states,
where
they
have
these
salaries
that
are
obviously
more
than
ours
as
you're.
Looking
you
can
tell
that
you
know.
Illinois
is
over
twenty
thousand
dollars
a
year
more
than
us.
In
that
far
right
column,
you
see
the
green
numbers.
F
Those
are,
after
the
adjustment
for
cost
of
living,
that's
the
difference
in
salary,
so
the
the
lowest
one
is
forty
two
hundred
and
sixty
bucks
right
at
and
then
the
highest
one
is
twenty
thousand
six
hundred
and
twenty
one,
so
on
average
they're
about
ten
thousand
one
hundred
dollars
a
year
more
than
we
are,
are
currently
paying
our
starting
troopers.
F
These
other
states
are
starting
theirs
out
about
ten
thousand
dollars
ahead
of
us,
as
commissioner
already
said,
according
to
the
2018
doc
jt
comprehensive
law
enforcement
survey,
we
are
at
least
74th
in
the
commonwealth.
Now
that
there's
an
additional
survey
coming
out
in
2021,
so
that'll
be
updated.
This
fall.
We
will
have
information
for
you
all
that
will
provide
you
with
an
updated
statistic
on
where
we
fall
in
the
commonwealth.
I
would
say
it's
probably
well
below
74th.
By
now
we
are
losing
sworn
personnel
statewide
to
higher
salaries,
specifically
in
the
northern
kentucky
area.
F
So
it's
not
going
to
bother
a
trooper
with
10
years
or
less
to
to
pack
up
and
leave
and
start
over
again
at
a
new
department
where
they
can
make
more
money,
we're
also
losing
telecommunicators
to
higher
salaries.
As
the
commissioner
said,
we're
losing
some
of
our
telecommunicators
are
leaving
for
positions
at
local
911
centers,
where
they're
making
forty
thousand
dollars
a
year
starting
out
and
we're
paying
them
twenty
four
thousand,
and
what
we
find
ourselves
doing
is
being
human
resources
for
these
other
agencies.
F
F
We
currently
have
180ish
telecommunicators
in
the
state
with
210
full-time
positions.
42
telecommunicators
resigned
last
year
that
attrition
rate
and
turnover
rate
is
appalling.
42
out
of
180
resigned
in
one
year
this
year,
17
in
the
first
five
months
of
this
year,
have
resigned
so
we're
on
par
to
see
that
same
number,
again:
41
42
somewhere
in
there,
our
current
trooper
strength
trends.
As
you
can
see
from
this
chart,
you
can
see
the
ebbs
and
flows
we
started
out
in
1988.
This
covers
the
last
three
decades
of
our
trooper
strength.
F
F
F
So
if
we
have
40
folks
retire
in
august,
which
is
about
average
and
that's
actually
an
optimistic
outlook
for
us
to
just
have
an
average
year
of
retirements
when
we
have
so
many
that
are
eligible,
if
we
have
40
retire,
we're
going
to
hit
a
historic,
low
and-
and
it's
gonna
put
us
well
below
750.,
but
as
you
can
see
at
in
2006,
we
reached
a
peak
at
a
thousand
nine
troopers
and
pretty
much
since
then
it's
been
a
steady
decline
in
2018
and
19.
F
As
you
can
see,
we
were
declining.
We
went
from
831
in
2018
to
792
in
2019.
2019
was
the
first
year
in
my
career
that
I
ever
knew
of
us
being
below
800
troopers,
and
I
was
the
academy
commander
at
the
time
and
we
were
running
back
to
back-to-back
cadet
classes
with
just
six
seven
weeks
between
them.
We
ran
four
cadet
classes
in
two
calendar
years.
F
F
We
graduated
125
troopers
out
of
those
four
cadet
classes.
We've
already
lost
several
of
them
to
other
agencies,
moving
forward
to
our
resignations,
as
you
can
see,
there's
a
pretty
steady
incline
in
these
in
these
bar
graphs,
2019
being
the
exception
and
I'll
kind
of
get
into
that
in
a
minute.
But
you
can
see
that
we
have
steadily
rose
and
I
actually
looked
at
the
data
last
night
before
coming
here
this
morning
and
just
just
in
preparation,
2011
to
2014.
F
F
F
The
reason
for
2019
that
we
believe
we
saw
a
decrease
and
the
reason
why
these
have
fluctuated
somewhat
is
because
in
2015
there
was
a
rumor
going
around
our
agency,
and
I
don't
know
how
much
you
know
about
ksp,
but
basically
telegram
telegraph,
tell
a
trooper.
We
have
rumors
all
day,
long
and
and
and
it's
just
what
keeps
us
going.
F
F
We
lost
24
people
that
year,
that
was
a
that
was
a
high
at
that
point.
That
was
the
peak
in
2019
commissioner
sanders
at
the
time
communicated
the
message
to
the
field
that
he
was
going
to
seek
a
significant
pay
increase
for
troopers
across
the
board
to
try
to
to
try
to
counter
what
was
in
that
2018
doc
jt
salary
survey.
So
we
believe
that's
why
we
saw
a
decrease
in
resignations
in
2019
in
2020,
we're
back
up
to
where
we
were
in
2018.
F
F
We've
had
127
people
resign
and
63
of
those
which
is
about
80
of
of
those
troopers
or
I'm
sorry.
80
80
of
those
troopers
have
decided
that
salaries
are
the
reason
why
they
left
that's
about
63
percent
of
the
ones
that
have
resigned.
F
15
of
them
left
for
federal
law
enforcement
positions,
31
went
to
local
law
enforcement
positions,
30
went
to
private
sector
employment,
two
went
to
full-time
military
positions,
one
went
to
a
municipal
fire
department
and
one
went
to
an
out-of-state
police
agency,
so,
as
you
can
see,
we're
losing
people
to
all
different
varieties
of
positions,
a
lot
of
them
to
local
law
enforcement,
because
they're
trained,
they're,
certified
they're
very
marketable
to
those
jobs.
Federal
law
enforcement
agencies
are
killing
us
they're,
recruiting
our
people
left
and
right
and
plucking
them
out
when
we
get
into
retirement
eligibility.
F
F
Representative
petry
had
asked
us
to
figure
out
how
many
of
our
personnel
are
just
recently
becoming
eligible
versus
those
that
have
been
eligible
for
some
time.
So,
instead
of
creating
a
convoluted
graph
here,
where
you
have,
you
know
seven
or
eight
bars
that
that
have
data
applied
to
them.
What
I
did
was,
I
went
back
to
see
how
many
people
in
in
calendar
year,
2018
and
2019,
were
already
eligible,
and
that
was
without
their
sick
time
credit.
F
This
is
just
240
hard
months
of
service
20
years
of
service
as
a
as
a
ksp
trooper
49
people
are
eligible
to
retire
same
thing.
In
2020
we
had
49
additional
people
who
joined
those
ranks
this
year,
we'll
have
five
additional
that
will
join
those
ranks
and
then
in
2022
we
will
have
33
that
will
join
those
ranks.
F
F
So
at
the
end
of
calendar
year
2022
we
will
have
over
230
sworn
personnel
who
will
be
eligible
to
retire
and,
as
the
commissioner
already
stated,
those
don't
include
those
with
military
service
time
that
they've
been
able
to
purchase
or
any
other
prior
if
they've
had
federal
service
time
or
anything
else
that
they
were
able
to
purchase
service
time
from
the
retirement
system.
Some
of
those
folks
are
eligible
also,
so
I
wanted
to
fast
forward
just
a
little
bit
to
see
where
we
would
be
at
the
end
of
the
biennium
for
this
upcoming
budget.
F
So
in
july,
1st
of
2024,
at
the
end
of
that
biennial
budget,
we'll
have
almost
300
of
our
personnel
who
will
be
eligible
for
retirement
and
when
you're
sitting
at
784.
300
is
a
scary,
scary
number.
So
if
we
don't
do
something
to
get
these
folks
to
stick
around
for
a
few
more
years,
it
could
be
absolutely
detrimental
to
public
safety
moving
forward
into
our
recruitment
trends.
This
just
gives
you
a
little
bit
of
background.
F
I
did
these
in
decades
because
it's
a
lot
simpler
and
less
convoluted
in
the
1990s
we
averaged
about
1750
applications
per
year
in
2000
to
2009.
We
averaged
about
700
that
dropped
just
a
little
bit
from
2010
to
2019
at
6
25,
and
that
brings
us
into
our
current
crisis
where
we're
averaging
about
300
a
year.
F
F
We
have
a
joint
program
with
bluegrass,
community
and
technical
college
and
and
that
allows
them
to
get
their
associate's
degree
while
they're
in
training
that
year,
when
we
made
that
announcement,
we
had
over
a
thousand
applications
so
that
bottlenecked
then,
and
we're
back
down
to
about
500
for
the
the
remaining
years
in
that
decade,
in
2020
and
2021,
where
we
currently
find
ourselves,
we've
averaged
less
than
300,
actually,
because
we
we
had
about
299
in
the
year
2020
and
and
then
we
carried
that
recruitment
cycle
over
into
2021..
F
We
also
have
leap
classes,
which
makes
this
a
little
bit
more
convoluted
on
how
we
gauge
our
recruitment
numbers,
and
so
I
broke
those
down
separately
in
2012,
we
ran
the
leap
class,
which
is
an
accelerated
program
where
a
pop
certified
officer
with
two
years
or
more
of
experience
can
come
through
a
abbreviated
class.
It's
only
half
as
long
as
our
typical
training
class
in
2012
we
ran
cadet
class
90.
F
We
had
145
applicants
in
2016,
we
ran
cadet
class
95,
we
had
155
applicants
and
in
2019
we
were
at
less
than
a
third
of
what
we
were
at
2016
with
45
applicants
for
cadet
class
99.
after
doing
backgrounds
and
vetting
those
folks
through
all
of
our
hiring
process.
We
ended
up
starting
12
in
that
class
and
we
graduated
seven
so
that
did
not
yield
very
much
positive
manpower
in
the
field.
F
Moving
into
the
current
situation,
with
cadet
class
101
currently
have
510
applicants,
as
the
commissioner
testified,
to
our
recruitment
for
this
cadet
class
started
in
december
of
2019
recruitment
cycles.
Typically
last
about
four
to
six
months,
this
one
lasted
17
months
for
17
months.
We
recruited
for
one
cadet
class
just
in
order
to
get
and
attain
enough
applications
that
we
could
actually
justify
running
the
class.
F
In
the
final
quarter
of
that
recruitment
process,
we
spent
a
little
over
a
hundred
thirty
thousand
dollars
on
the
micro
targeting
campaign
that
the
commissioner
talked
about
and
also
billboard
static,
billboard
campaign
so
that
130
000
dollars
went
to
visibility.
F
Basically,
because
what
we
found
is
is
that
the
lower
our
manpower
gets
the
lower
the
number
of
troopers,
we
have
the
less
visible
they
are,
and
that's
one
of
our
best
recruitment
tools
is
being
seen
out
in
the
public.
It
makes
people
think
hey.
I
might
want
to
do
that
someday,
so
we
had
to
make
ourselves
visible
and
we
had
to
pay
for
that.
That's
about
130
000!
We
also
added
the
additional
five
personnel
that
the
commissioner
spoke
about
when
you
talk
about
the
personnel
costs
for
those
folks
about
112
500
for
that
quarter.
F
F
So
what
are
our
recruitment
challenges?
And
we
have?
We
have
analyzed
this
one
to
death.
This
is
where
my
presentation
becomes
a
little
bit
subjective
instead
of
objective,
because
some
of
this
is
my
opinion,
but
from
what
I'm
seeing
the
current
generation
of
employee
really
seeks
a
work-life
balance
and
with
kentucky
state
police,
especially
in
our
sworn
capacities.
F
Senator
carroll
can
tell
you
all
about
those
days
of
being
a
patrolman,
I'm
sure
at
paducah
police
department.
You,
you
get
off
shift
at
two
or
three
o'clock
in
the
morning
and
you
have
to
be
back
in
court
at
nine
a.m.
The
next
morning,
so
work-life
balance
is
kind
of
hard
for
us
to
juggle,
because
there's
demands
that
are
external
to
what
our
agency
demands
that
make
that
hard
to
balance,
stress
levels
and
the
health
concerns
that
come
with
those
stress
levels
which
I'll
get
a
little
bit
more
into
in
the
next
slide.
F
Folks
are
hurting
they're,
hurting,
they're,
they're,
getting
sick,
easier,
they're
being
faced
with
health
challenges
because
of
the
stress
that
that
is
on
them
in
the
current
climate
that
we're
living
in
private
sector
salaries
versus
public
sector
salaries.
That's
a
that's
a
challenge
that
the
public
sector
will
probably
always
have.
But
right
now
it's
a
true
challenge,
especially
with
our
telecommunicators,
who
are
paid
12.35
cents
an
hour
and
walmart
in
paducah
is
hiring
at
14.50
an
hour.
F
They
can
literally
leave
a
job
where
they
may
have
to
walk
somebody
through
cpr
on
their
infant
child
and
the
stress
levels
that
are
induced
because
of
that
to
where
their
biggest
concerns
is
whether
or
not
they're
stocked
up
on
toilet
paper
and
and
vitamins
and
and
whatever
else
that
the
customers
are
looking
for
and
don't
get
me
wrong.
There
is
nothing
wrong
with
those
folks
who
are
working
at
walmart
we've
seen
over
this
last
year
of
and
a
half
of
being
in
a
pandemic
that
those
folks
are
essential
to
us.
F
But
the
stress
levels
are
a
whole
different
ballpark
for
our
dispatchers
and
our
troopers
as
to
what
they
face
and
what
they
see
and
what
they
live
through.
Pension
concerns.
As
commissioners
already
mentioned,
there
are
folks
who
are
worried
about
the
unfunded
liability
that
we'll
check
out
every
year
as
soon
as
they're
eligible
to
retire.
F
They
leave
because
they're
afraid
that
if
they
don't
leave
that
they're
going
to
lose
some
sort
of
security
in
what
that
pension
that
they've
been
guaranteed
is
so
there
are
people
that
are
leaving
and
and
in
addition
to
people
leaving
because
of
pension
concerns.
There
are
people
who
are
not
coming
on
to
the
agency,
because
they're
afraid
that
they'll
work
for
20
or
25
years,
and
then
there
won't
be
anything
in
the
in
the
account
anymore
for
them
to
draw
that's
a
that's
a
struggle
that
we
have
to
overcome.
F
Shift
work
for
young
folks
that
come
out
of
our
academy
and
they're,
getting
ready
to
start
a
family
and
our
and
our
telecommunicators
as
well.
They
work
nights,
they
work
weekends,
they
work
holidays.
It's
not
your
ideal
shifts
it's
it's.
F
It's
the
the
the
rookie
shifts
and,
and
those
are
not
the
ones
that
that
are
easy
to
start
a
family
to
to
start
establishing
yourself
in
a
community
there's
no
paid
overtime
for
our
sworn
employees,
with
the
exception
of
federal
grant
overtime,
federal,
highway
safety
overtime
is
the
only
paid
overtime.
Our
folks
get
all
these
local
agencies
that
we're
competing
with,
and
the
federal
government
pay
paid
overtime,
and
we
just
don't
have
it
budgeted
civil
unrest
and
public
perception.
F
Obviously,
we
don't
have
to
even
really
go
into
any
details
on
this.
The
public
perception
of
policing
right
now
is
not
the
most
popular,
but
that
makes
it
harder
for
us
to
recruit
the
people
that
we
should
want
the
people
that
are
highly
qualified,
the
people
that
are
professional,
the
people
that
we
don't
have
to
worry
about
those
implicit
and
explicit
biases.
F
F
That's
scary,
to
some
folks,
and
it
should
be.
It
has
to
be
that's
how
we
keep
our
folks
alive,
moving
into
the
occupational
stress
and
I'm
just
going
to
say
this
is
not
my
graphic.
I
clearly
got
this
straight
from
the
american
heart
association,
but
these
numbers
speak
and
tell
a
story
in
and
of
themselves.
F
The
average
life
expectancy
for
a
police
officer
is
57
years
old,
57
years
old.
They
are
losing
22
years
to
their
civilian
counterparts.
That's
just
with
the
typical
occupational
stress
of
being
a
police
officer.
That's
on
average.
That
doesn't
include
the
amount
of
stress
that
we've
added
on
our
folks.
F
They
may
already
have
because
they're
not
making
enough
money
and
when
we
get
into
that,
we
have
a
lot
of
our
personnel
a
lot
of
our
sworn
personnel
who
seek
outside
employment,
and
we
have
to
approve
that
as
command
staff.
So
we
get
these
outside
employment
requests.
I'm
gonna
get
a
little
personal
with
you.
One
gentleman
that
I
mentored
into
this
agency
about
six
years
ago,
he's
been
a
trooper
for
six
years.
His
wife
is
a
school
teacher.
F
F
There's
no
reason
why
that's
the
state
and
where
we're
at
a
trooper
with
six
years
of
service
with
a
wife
who's,
a
high
school
teacher,
should
be
able
to
have
three
kids
without
having
to
seek
a
third
job
he's.
Also
the
youth
pastor
at
my
church-
and
I
I
don't
know
if
he
gets
compensated
for
that
or
not,
but
that's
a
third
job
that
he
has
in
addition
to
the
fourth
job
of
being
a
dad.
F
So
that's
where
we
are
and
when
I,
when
I
saw
these
statistics
about
occupational
stress
and
and
57
year
old
police
officer
lifespan,
I
couldn't
help
but
think
of
our
brother
from
muhlenberg
county
retired,
major
ricky
allen,
who
passed
away
last
year
september
of
2020
massive
heart
attack.
52
years
old
ricky
took
care
of
himself.
F
52
years
old,
massive
heart
attack
passed
away.
I
talked
to
his
wife
last
night
because
I
wanted
to
tell
her
that
I
was
going
to
talk
about
him
a
little
bit
today
and
they're
doing
well,
but
just
another
thing,
this
job
is
already
a
lot
it's
a
lot
to
take
on
and
and
when
financial
problems
are
also.
In
the
background
of
that,
it
just
worries
me
of
of
how
much
stress
we're
putting
on
our
folks.
F
I
want
to
thank
you
all
again.
I
told
you
I'm
very
passionate.
I
appreciate
your
attention.
Every
one
of
you
have
been
very
attentive
and
I
know
I've
talked
for
a
long
time,
I'm
very
self-aware
of
that,
but
I
do
thank
you
because
you've
invited
us
here
today
to
talk
about
these
things
and
to
me
that
speaks
volumes
about
how
much
you
care
and
that's
important
to
me.
So
thank
you
and
any
questions
that
you
have
we're
here.
For
those.
A
Thank
you
so
much
to
both
of
you
for
for
being
here.
Your
testimony
is
obviously
passionate,
you're
passionate
about
your
job
and
your
colleagues
and
you
present
us
with
quite
a
few
challenges
that
we
need
to
address
here
sooner
rather
than
later.
So
we
do
have
some
questions
for
you.
First
up
is
senator
carroll.
D
How
many
are
there
right
now
are
those
included
in
your
total
numbers,
and
what
are
you
all
seeing
as
far
as
each
year
are
those
numbers
declining
that
the
troopers
that
come
back
or
how
does
that
system
how's?
That
set
up.
F
So
currently
total
I'm
I'm
thinking
around
70,
65
or
70
go
ahead.
E
F
So
to
answer
your
question:
senator
those
don't
we
don't
include
those
in
our
current
active
status
because
of
the
fact
that
they're
on
a
personal
service
contract
and
they
terminate
those
at
any
given
time
so
they're
on
a
year
to
year,
contract
and
it's
just
not
a
guaranteed
thing
that
they're
going
to
come
back
from
year
to
year.
F
They've
they've
ebbed
and
flowed
some,
but
we're
we've
we've
seen
a
little
a
few
more
come
back
in
recent
years.
I
think
some
folks
that
retired
early
whenever
pension
reform
was
being
talked
about
before
I
ended
up
coming
back
a
little
bit
early.
E
Is
and
actually
we
we
do
reach
out
to
those,
but
what
we
have
seen
is
that
other
agencies
and
even
school
resource
schools
are
reaching
out
to
those
because
there's
a
better
schedule
and
for
the
money
that
they're
paying
so
we're
actually
losing
some
of
those
as
well
to
other
agencies
and
other
entities.
Even
the
private
sector.
F
The
other
thing
with
that
senator
is
that
whenever
our
trooper
rs
come
back,
they
don't
get
any
type
of
sick
time
vacation
time.
Anything
like
that,
because
it's
a
personal
service
contract,
so
they
only
get
paid
for
the
hours
that
they
work
and
if
they
go
to
a
local
agency
as
a
retiree,
they
get
full
benefits,
with
the
exception
of
double
dipping
into
the
retirement
system.
Okay,.
D
And
then,
as
far
as
the
kve's
that
you
all
absorbed,
how
many
of
those
are
there
and
are?
Are
they
included
in
your
total
numbers.
E
F
They
are
solely
for
the
commercial
vehicle
enforcement
and
commercial
drivers
license
testing
okay,.
D
And-
and
the
last
question
I'll
ask
is
as
far
as
the
pay
scale
and
I
I
remember,
it
seemed
that
ksp
started
lower,
but
in
paducah
it
didn't
take
long
until
you
all
surpassed
what
we
paid.
Have
you
all
done
the
charts
on
five
years
in
10
years,
in
how
you
compare
with
these
other
agencies
and
where
does
your
ranking
improve
after
five
years,
10
years
from
74
up
or
have
you
all.
F
Scaled
that
out,
not
with
each
independent
agency
we've
done
that
with
a
few
like
indiana
state
police.
We've,
we've
done
some
comparisons.
There
sad
thing
is
eight
year.
Lieutenant
colonel
makes
what
I
make
at
indiana
state
police,
so
it
doesn't
improve
our
ranking
against
indiana
state
police.
We
haven't
done
it
with
each
of
the
paducah
louisville
lexington
and
all
of
those
agencies.
D
And
I
think
for
us
it
would
be.
It
would
be
important
for
us
to
see
that
entire
career
scale
and
doing
some
of
these
comparisons
and
maybe
kind
of
help
us
to
understand
where
the
focus
needs
to
be,
and
I
obviously
at
the
initial
hiring
that
scale
needs
to
to
come
up,
but
but
it
for
us
to
to
be
able
to
adequately
budget
and
plan.
D
We
we
do
need
to
know
five
years
in
10
years
in
where
are
you
all
and
and
just
looking
at
the
the
fiscal
part
of
it
and
then
the
the
tactical
part
of
it
from
you,
all's
in
on
being
able
to
recruit,
what's
going
to
be
most
effective
for
you
and
in
helping
to
get
new
troopers
in,
is
you
know?
What
does
the
pay
scale
need
to
be
starting
out,
and
can
we
rebalance
that
scale
and
looking
at
those
different
facets?
D
But
you
all
have
done
your
homework
and
I
I'm
impressed
you
didn't
just
walk
in
here
asking
for
money.
You've
done
your
research
and
that's
what
it
takes
to
solve
these
problems,
and
it's
a
shame,
and
just
just
a
quick
comment
for
the
life
of
me.
I
cannot
understand
what
is
going
on
these
days
to
where
and
I'll
tell
you
this
the
bill
that
I
filed
last
session,
the
anti-riot
bill.
I
have
received
threats.
I
have
received
criticisms.
D
I've
been
called
every
name
in
the
book
from
people
across
this
entire
country
for
trying
to
help
protect
our
officers.
What
have
we
come
to
when
we're
to
that
point?
The
men
and
women
that
keep
us
safe
every
day,
where
I
get
threatened
to
to
pass
a
bill
trying
to
protect
in
in
high
risk
situations?
D
C
Thank
you
chairman.
I
appreciate
the
presentation.
I
was
curious
about
a
couple
of
things:
one,
the
the
stats
two
or
three
slides
back,
and
there
were
a
series
of
statistics
showing
different,
not
just
recruiting
class
numbers,
and
I
saw
the
big
number.
Obviously,
when
you
all
made
the
change
or
when
the
legislature
made
the
change
back
in
the
90s.
Thank
you
very
much
that
slide
and
then
others,
showing
retirement
numbers
and
projections.
C
Okay,
I've
said
this
before
I
know
you're,
aware
of
it.
I'm
sure
you
are
aware
of
it.
C
I'm
alarmed
by
everything
you've
presented
here,
I'm
equally
alarmed
by
a
very
identical
report
that
can
be
made
about
your
forensic
professionals
throughout
the
entire
ksb
lab
system
from
top
to
bottom,
who
are
woefully
underpaid
compared
to
every
state
around
us,
and
certainly
the
private
sector,
and
they
actually
have
the
potential
to
earn
still
more
than
what
the
erlang
or
city
police
could
pay.
C
Someone
in
the
example
that
you
gave
going
from
the
modest
pay
we're
able
to
offer
them
after
they've
been
trained
and
have
some
experience
here
to
six
figure
sums
and
then
some
out
in
the
in
other
states
and
in
the
private
sector,
doing
a
lot
of
the
forensic
work
that
they
do
for
us
and
just
like
your
sworn
troopers
on
the
road
from
one
into
the
commonwealth
to
the
other
being
in
such
short
number,
you
all
have
sworn
troopers
that
obviously
aren't
able
to,
because
you
have
a
lower
number
than
you
want.
C
You
can't
control
as
much
of
the
state
and
protect
as
much
of
the
state
as
you
want.
Similarly,
your
lab
folks
can't
keep
up
with
the
demand
and
we're
about
to
see
a
glut
of
criminal
cases
that
have
been
sitting
and
waiting
for
a
long
time,
try
to
be
tried
and
catch
back
up
for
a
shutdown
of
a
year
plus
in
our
court
system.
So
it's
a
it's
a
huge
mess.
C
If
you
could
pick
a
number,
what
what
would
it
take
from
a
budget
allocation
to
to
bring
you
guys
up
to
a
respectable
spec.
E
First
of
all,
I'd
like
to
like
thank
the
legislature
for
the
the
funding
for
our
lab
personnel
last
session,
where
they've
received
a
15
pay
raise
and
as
well
as
a
40
hour
work
week.
That
is
really
a
step
in
the
right
direction.
E
Unfortunately,
they're
still
the
lowest
paid
in
the
country
laboratory,
but
that
is
a
step
in
the
right
direction
and
we
want
to
thank
everyone.
You
know
for
that
assistance
as
far
as
a
dollar
figure
we're
still
currently
working
with
the
personnel
cabinet
and
osbd
on
those
figures
and
as
we
get
those
we'll
be
more
than
glad
to
get
those
back
to
the
committee.
C
I'd
very
I
appreciate
that.
I
know
you
will
I'd
like
to
have
those.
I
know
that
that
process
takes
time,
but
obviously
you
know
this
is
we're
about
to
come
into
our
third
budget
in
a
row
in
consecutive
years.
So
I
surely,
the
the
mathematics
and
the
projections
and
calculations
aren't
as
cumbersome
or
complicated
as
they
might
be
if
we
hadn't
done
it
since
two
years
before
now,
but
I
guess
it's
like
a
slew
of
other
requests.
We
get
before
we
draft
a
budget.
C
C
I
would
support
making
your
lab
professionals
those
that
have
to
deal
with
the
the
gruesome,
sometimes
things
that
they've
got
to
deal
with
and
expose
themselves
to
all
manner
of
substances
and
bodily
fluids,
and
lord
only
knows
what
sharps
included
and
all
that
it's
a
hazard
pet
and
the
benefits
that
come
with
it
along
with
your
storm
troopers.
So
let
us
know
what
that
amount
is
as
soon
as
you
possibly
can.
Thank
you,
mr
chairman.
A
Thank
you,
senator
representative
nemes.
B
Thank
you,
mr
chairman.
I
have
a
question
for
representative
madison
and
one
for
myself.
If
I
might
proceed
representative
massey
had
to
leave,
but
he
wanted
to
make
sure
that
he
expresses
his
gratitude
toward
the
two
of
you
and
all
the
men
and
women
in
gray.
B
F
Yeah,
I
actually
have
started
researching
and
trying
to
develop
a
similar
type
program
and
it
would
be
like
a
leadership
for
teenagers,
a
leadership
program
because
we've
just
gotten
an
apprenticeship
off
the
ground.
That's
actually
taking
effect
this
year
in
august
or
in
july,
we'll
be
hiring.
I'm
sorry
august
is
when
we're
gonna
have
all
the
retirements
july.
F
We're
gonna
have
an
apprenticeship
position,
that's
open
in
franklin
county.
It's
a
it's
a
pilot
program
right
now,
but
it's
a
federally
approved
and
state
approved
apprenticeship
where,
as
soon
as
you
get
out
of
high
school,
you
come
on
to
our
agency
in
either
a
telecommunicator
path
or
a
cve
inspector
path.
And
and
as
you
work
through
your
career,
you
learn
all
the
different
aspects
of
the
agency.
F
And
if
not,
if
somebody
chooses
that's
not
what
I
want
to
do,
then,
hopefully,
we've
got
them
latched
into
that
telecommunicator
role
or
that
cve
inspector
role,
and
we
still
got
a
good
employee,
but
tend
to
build
into
that
program
of
the
apprenticeship.
One
of
the
things
that
I
would
really
like
to
see
is
a
program
in
the
high
schools,
where
we
start
to
really
get
personal
and
get
to
know
young
people
and
get
them
wanting
to
do
this.
F
Wanting
to
wear
this
uniform
and
and
realize
that
we're
their
friends
we're
here
to
help
them
we're
here
to
protect
them.
It's
good
community
policing,
as
well
as
a
great
recruitment
tool.
So
I
I
definitely
agree
with
representative
massey
that
that
would
be
a
great
idea.
B
And
I
would
recommend
that
you
reach
out
to
representative
mass.
If
you
don't
know-
and
you
probably
do
he's
our
the
house
judiciary
chairman,
so
I
reach
out
to
them
and
for
from
respect
to
myself,
I'm
from
louisville
and
we
don't
use
ksp.
Often,
although
I
know
you
guys
come
in
and
help
us
when
we
have
major
civil
unrest
when
we
have
an
officer
down,
you
guys
come
in
and
help
us.
I've
been
involved
in
situations
where
you
come
in
and
you
serve
very
serious
search
warrants
and
arrest
warrants.
B
B
In
our
most
time
of
time
of
most
need,
it
gave
us
some
comfort
and
it
helped
our
not
only
our
local
law
enforcement,
but
it
helped
our
community
through
one
of
the
most
difficult
times
in
my
lifetime,
and
so
I
want
to
thank
you.
I
also
want
to
make
sure
that
you
guys
know
because
a
lot
of
citizens
loud
citizens
make
a
bunch
of
noise
and
they
talk.
They
attack
law
enforcement.
B
B
What
they
are
is
they're
supportive
of
law
enforcement.
They
may
not
go
out
on
and
get
bull
horns
and
yell
about
it,
but
they
support
law
enforcement,
the
men
and
women
in
gray,
the
men
and
women
in
blue
men
and
women
in
brown,
and
when
I
go
on
when
I
go
on
porches
trying
to
get
votes,
it's
not
uncommon.
For
somebody
to
say,
do
you
support
law
enforcement?
Because
if
you
don't,
I
can't
support
you
so
I
want.
I
want
the
troopers
to
know
around
the
state
that
the
citizens
support
you.
B
They
may
not
be
loud
about
it,
but
they
do,
and
so
I
want
to
also
attach
myself
really
quickly
to
something
that
senator
westerfield
said
he
said,
give
us
a
number.
We
need
to
know
a
number
and
he
said
he's
alarmed
well.
I
think
this
is
a
red
light,
alarm
presentation
you
came
to
us
a
few
years
ago
with
needs
for
firearms,
because
the
ones
you
were
using
were
vietnam
era.
B
When
I
go
to
the
wall
of
valor
at
the
ksp
headquarters,
most
of
the
most
of
the
troopers
who
who
die
on
the
job
they
die
because
of
traffic
accidents,
some
shootings,
yes,
mostly
traffic
accidents,
so
we
came
through
you
made
a
big
ask
and
we
came
through
it's
time
to
make
a
big
ask
here
for
pay
and
any
republican
or
democrat
on
here
who
likes
to
say
they're
for
law
enforcement,
I'm
one
of
them.
We
either
come
through
with
money
or
we
need
to
shut
up
and
stop
saying.
Thank
you
because
thank
yous.
B
Don't
pay
the
mortgage
thank
yous.
Don't
help
keep
people
from
needing
to
deliver
pizzas
to
make
to
make
ends
meet.
So
I
want
to
thank
you
for
the
bottom
of
my
heart
from
the
city
of
louisville,
and
I
want
to
ask
you
to
make
a
big
ask
this
coming
year,
so
we
can,
we
can
hopefully
come
through
for
you
guys
like
we've
done
before
and,
like
I
know,
everybody
on
this
committee
wants
to
do.
Thank
you,
mr
chairman.
Thank
you.
Thank
you.
A
Thank
you.
I
just
have
one
final
question:
we
discussed
recruitment
levels.
I
know
we're
running
out
of
time
here
and
what
what
is
going
to
happen
to
the
agency?
What
how
will
your
mission
change
if
we
don't
do
something
to
improve
recruitment
and
retention?
A
What
will
it
mean
to
the
eastern
part
of
the
state,
the
western
part
of
the
state?
Will
it
mean
more
overtime,
more
stress,
more
45-minute,
backup
problems
become
60-minute
back-up
issues.
What's
what's
going
to
happen
to
the
agency?
If,
let's
say
we
go
down
to
we,
don't
we
don't
fulfill
this
or
we
don't
solve
this
crisis
and
it
gets
down
to
600
personnel.
E
Well,
obviously,
we
would
have
to
adjust
our
mission
to
a
point,
but
still
yet
we,
where
the
kentucky
state
place
is
the
primary
law
enforcement
agency
in
multiple
areas
in
kentucky.
That
is
something
that
we
could
not
be
able
to
pull
away,
but
we
may
have
to
adjust
our
assets
to
locations
that
have
no
police
services
whatsoever.
Traditionally,
we
are
a
rural
law
enforcement
agency.
That's
why
we
were
created,
but
we
may
have
to
adjust
some
of
those.
E
We
may
have
to
adjust
some
of
our
special
duty
troopers
that
we
have
in
non-traditional
duties,
but
at
the
end
of
the
day,
we
have
to
be
able
to
respond
to
that
man,
woman
or
child.
That
needs
our
response,
because
they're
in
a
traffic
accident
or
a
domestic
or
of
the
multiple
issues
that
we
see
from
day
to
day.
A
D
A
D
Sir,
and
when,
when
will
that
kick
in,
as
far
as
to
be
able
to
help
with
longevity.
E
F
Tier
two,
I
believe,
started
in
2009
or
2008
2008
2008
2008.,
so
we
won't
see
those
folks
get
into
retirement
until
20
what
20,
20
or
20
what
I
can't
even
do
math
right
now,
2032
2033
yeah.
I
just
couldn't
remember
the
date,
but
our
our
tier
three
folks.
F
What
the
commissioner
was
talking
about
a
lot
of
our
tier
three
folks
who,
once
they
get
vested
in
that
tier
three
system,
can
pack
up
and
take
it
with
them,
we're
seeing
them
leaving
a
lot,
that's
a
lot
of
who
we're
losing.
I.
D
Area
is
probably
not
not
a
good
thing.
Where
is
in
with
the
research
that
you
all
have
done
where?
Where
do
you
feel
like
that
that
the
the
most
the
best
investment
can
be
trying
to
preserve
your
existing
troopers
longer
or
focusing
on
getting
more
in
at
the
beginning
or
or
a
balance
of
the
two?
It's.
E
Really
a
balance
of
the
two,
and
especially
with
the
you
know,
the
expanded
law
enforcement
services
that
we
provide
to
the
commonwealth
that
takes
time
and
experience
and
a
lot
of
expense
to
train
those.
But
in
the
other
side
of
that
we're
also
training
up
younger
troopers
that
we
have
to
bring
in
to
be
able
to
replace
them
as
they
do
retire.
E
And
one
of
the
things
that
you
asked
earlier
about.
Trooper
r,
with
this
25-year
retirement.
That
trooper
r
program
has
really
helped
prop
us
up
right
now
with
those
62
trooper
rs.
But
that
really
is
going
to
have
a
shelf
life,
because
his
troopers
have
the
25
year
retirement
they're
going
to
be
a
lot
older
and.
D
I,
like
the
idea
of
that
you
are
talking
about
with
the
kids
out
of
high
school
coming
in.
I
think,
that's
great,
you
know
the
explorer
programs
at
the
local
agencies
work
very
well
and
carrying
that
another
step.
That's
interesting
and
I
I
think
that
could
go
a
long
way
and
I
think
the
younger
age
we
get
to
these
kids
to
to
educate
them
and
really
let
them
understand
what
law
enforcement
is
all
about.
D
But
that's
all
you
see
every
day,
they're
just
looking
for
every
flaw
that
they
can
find
in
any
law
enforcement
officer
anywhere
in
this
country.
Any
mistake
that
one
makes
it's
all
over
everywhere.
You
don't
hear
anything
about
the
tens
of
thousands
of
things
that
they
do
daily
to
help
people
to
save
lives.
Just
you
know,
buying
people
lunch
buying
them
groceries
all
the
things
that
we
all
do
throughout
our
career.
D
Nobody
ever
knows
about
that,
but
that's
what
law
enforcement's
all
about
and
our
public
has
lost
that
message
and
we've
got
to
we've
got
to
educate
the
younger
generation
on
what
it's
all
about,
and
I
think
you
all
sounds
like
you
are
being
pretty
proactive
with
that
with
your
recruiting,
and
I
appreciate
that-
and
I
appreciate
the
fact
you
all
have
done
your
homework
and
I
think
that's
going
to
go
a
long
way
as
we
get
into
the
budget.
Thank
you,
sir.
D
My
ultimate
respect
and
all
the
troopers
do
and
all
the
officers
so
been
there
done
it
nowhere
near
in
this
in
the
environment
that
it
is
today
and
I
feel
for
the
officers
and
my
heart
goes
out
to
them,
can't
imagine
what
what
they're
going
through
today,
especially
in
the
more
urban
areas
in
in
the
struggles
that
they're
having
and
it's
time
for
this
state,
to
step
up
and
and
really
show
another
level
of
support
for
our
law
enforcement.