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A
Welcome
to
the
fifth
and
final
meeting
of
the
budget
Review
Committee
on
judiciary,
any
meeting
materials
received
by
the
deadline
were
posted
online
and
earlier
this
week
and
made
available
for
downloading
at
this
time.
We'll
have
the
secretary
call
the
roll.
A
A
Here
so
without
a
quorum
we
will
the
approval
of
the
minutes
and
go
right
to
our
our
speaker
today.
This
we're
asking
Colonel
Burnett
to
come
and
give
us
a
report
on
the
impact
of
the
increase
in
the
salary
schedule.
This
was
a
topic
that
we
faced
early
last
session
before
the
pre-budget
session.
This
was
a
high
priority
of
a
number
of
members
of
this
committee
and
because
of
the
problem
that
the
state
police
were
having
in
recruiting
and
retaining
officers,
so
we
did
go
ahead
and
appropriate.
A
C
To
get
started,
I
guess
this
is
a
a
success
story
in
in
some.
In
some
words,
there
are
still
some
things
that
we're
working
through,
but
overall
I'm
going
to
break
this
down
into
two
separate
entities
as
a
result
of
the
fifteen
thousand
dollar
pay
increase,
and
that
is
retention
and
Recruitment
and
I'll
start
out
with
retention.
C
But
first,
not
only
did
we
receive
the
fifteen
thousand
dollar
starting
pay,
but
we
also
that
increased
on
incremental
ranks
per
rank
for
our
supervisors,
which
also
those
are
some
of
our
tenured
seasoned
personnel
and
that
helped
maintain
those
as
well,
and
it's
also
helped
with
our
our
promotional
system
and
interest
in
our
promotions,
which
are
they
are
our
future
leaders
of
our
agency
I'm
about
to
start
out
talk
about
our
numbers
when
I
was
here
before
we
were
down
in
the
700s,
which
was
the
lowest
that
we'd
been
in
over
30
years.
C
Our
high
point
was
in
2006
when
we
had
1009
Troopers
today.
What
I
can
say
is
that
we
have
896
Troopers
what
that
is.
That
includes
65
Trooper
R's
that
have
come
back,
which
is
the
most
we've
had
in
history
in
our
agency,
and
that
also
includes
38
Cadets
that
are
scheduled
to
graduate
November,
the
18th
plus.
We
have
our
Commercial
Vehicle
Enforcement
Officers,
where
we
have
65
of
those
and
then
10
of
those
are
cvers,
they're,
retirees
that
come
back
and
working
on
those
duties.
C
So
that
is
really
a
dramatic
increase
from
where
we
were
that
we've
always
obtained
been
able
to
keep
up
with
our
mission
for
the
State
Police
across
the
state,
as
well
as
supporting
our
state
and
federal
Partners.
Here.
C
Part
of
the
reason
that
we
were
able
to
grow
on
that
was,
we've
run
two
Cadet
classes
that
we'll
have
graduations
for
2022
and
March.
We
graduated
71
Troopers,
which
is
the
most
that
we've
graduated
since
2014.
C
the
class
as
I
said
earlier,
that
we're
going
to
graduate
in
in
November
the
18th
is
38.,
so
you
know
that
will
be
turning
out
109
Troopers
just
for
this
calendar
year,
and
we
also
plan
to
start
another
class
in
February
or
February
26th
of
next
year,
but
to
talk
about
retention
when
we
were
here
before,
we
were
suffering
many
resignations,
many
retirements
and
that's
where
we
were
really
concerned.
C
But
since
the
the
pay
increase
like,
for
instance,
in
2022
fiscal
year,
we
had
37
retirements
in
2021.
We
had
38.,
but
for
the
first
for
the
first
quarter
fiscal
year,
2023
we've
only
had
two
retirements,
which
is
phenomenal.
I've,
never
seen
that
in
my
career,
that
low
of
numbers
and
that's
a
direct
result
of
the
pay
the
pay
raise
and
the
two
that
we
had
retired.
C
One
of
them
took
a
federal,
we
retired
for
a
federal
position
and
another
one
was
a
full-time
with
the
National,
Guard
and
kind
of
knew
those
were
coming
with
the
pay
increase
since
January
the
first
we
had
14
retired
Troopers
that
had
requested
to
come
back
that
we
hired,
which
I
mentioned,
that
65
is
the
most
that
we've
had
in
our
history.
We
had
four
reinstatements.
Those
were
Troopers
that
had
resigned
earlier,
that
went
to
another
department
or
went
to
the
private
sector,
but
they
with
those
pay
raises.
C
C
Some
of
that,
because
Sonoma
have
prior
police
experience,
but
that's
about
what
we
have,
but
with
that
pay
increase,
and
they
see
the
stair
step
on
the
1605.2
with
our
pay
scale,
that's
where
they
see
where
they
can
keep
increasing
their
benefit
and
their
payment
to
stay
around.
So
we
we
do
feel
like
that.
The
our
agency,
at
least
for
the
next
several
years,
will
keep
increasing
and
growing
our
Manpower.
C
So
on
the
retention
it
was,
it
was
phenomenal
and
I
and
I
can't.
Thank
you
enough.
You
know
for
our
agency
to
be
able
to
do
that,
because
the
people
that
were
eligible
to
retire
that
were
looking
to
retire
is
our
seasoned
personnel.
They're
very
well
trained,
very
well
versed.
They
may
be
high
in
seniority
in
their
position,
so
we've
been
able
to
retain
those,
and
that
will
give
us
time
to
grow
our
Manpower.
C
You
know
we
didn't
get
into
this
shape,
just
in
a
short
amount
of
time
it
took
years,
so
it's
going
to
take
a
few
years
to
grow
back
out
of
it,
and
our
goal
is
to
get
us
well
over
1
000
Troopers,
but
it's
going
to
take
a
little
bit
of
time,
but
that
part
is,
is
worked
out
very
well
on
our
recruitment
on
the
next
next
portion.
C
Our
numbers
have,
they
have
increased
slightly
I
I
would
like
for
those
numbers
to
be
more
absorbent,
but
that's
just
not
a
thing
with
Kentucky
State
Police,
that's
agencies
across
the
country.
That's
agencies
across
Kentucky,
with
in
talking
I've,
been
to
some
conferences
with
Commissioners
and
Colonels
and
superintendents
from
other
State
Police
agencies
across
across
the
country,
and
one
thing
we've
been
talking
about
is
recruiting
initiatives
new
ways
of
doing
recruiting
and
what
I
can
tell
you
is
the
numbers
for
Kentucky
State
Police
are
much
much
better
than
other
states.
C
We
are
graduating,
sometimes
double
sometimes
triple
the
amount
of
other
states.
For
instance,
Virginia
State
Police
has
a
class
right
now,
where
they've
only
been
able
to
start
it
with
35
candidates
Cadets
their
class
before
then,
they
graduated
16.
C
the
class
before
that
17.
in
the
class
before
that.
21.
and
Tennessee's
numbers
are
similar
and
just
other
states,
but
those
are
one
in
particular.
I
was
able
to
get
their
numbers.
So
the
fact
that
we
have
graduated
109
Troopers
are
going
to
be
out
here
in
two
weeks
is
really
so
that
we
are
ahead
of
the
game
compared
to
other
states
and
there's
reasons
for
that
and
and
I'll
go
into
that
in
just
a
minute,
but
currently,
where
we
sit
at
today,
we
have
320
applications.
C
Our
numbers,
we
change
some
things
in
recruiting,
but
those
numbers
have
doubled
in
the
past
five
weeks.
Some
of
the
things
that
we
have
done,
which
we
we've
done
prior
to
is
our
recruitment
branch,
is
the
largest
it's
ever
been
in
the
history
of
State
Police
and
we've
built
that
to
represent
the
best
we
can.
The
dynamic
makeup
diversity
of
Kentucky,
our
the
commander
is
a
sergeant
he's
a
white
male.
C
We
have
one
white
female
and
we
have
three
African-American
males
in
a
recruiting
and
because
that's
one
thing
that
we've
wanted
to
do:
we
really
want
to
increase
our
our
female
applicants
and
our
our
personnel,
as
well
as
our
minorities.
So
we've
put
a
big
focus
on
that,
and
especially
with
the
pay
raises
that
that
was
allotted
to
us.
C
That's
one
of
the
things
that
we
felt
like
that
we
would
be
able
to
to
go
and
hit
to
bring
those
out
from
where
you
know
they
currently
reside,
because
we're
a
lot
of
well
a
lot
of
the
minorities
resided
was
that
they
have
agencies
that
paid
anywhere
from
twenty
to
thirty
thousand
dollars
more
than
we
did.
So.
We've
made
a
conscious
effort
there,
we
have
partnered
with
learfield,
where
we
or
we
have
a
uniform
Personnel
at
University
of
Louisville
football,
basketball
and
baseball
games.
C
So
our
numbers
there
have
increased
as
well
so
five
weeks
ago,
our
applications
as
I
said,
they've
doubled
and
another
thing
we
did
we
had.
You
may
have
seen
it.
It
was
called
the
Pick
3
Program,
because
in
talking
with
potential
candidates,
you
didn't
have
someone
in
Western
Kentucky
that
wanted
to
take
a
chance
to
have
to
move
to
Eastern
Kentucky
or
vice
versa.
So
we
did
to
pick
three
where
they
could
pick
three
of
the
post
and
that
we
out
of
the
three
they
picked.
C
We
would
pick
the
one
that
was
most
needed
for
the
state
police.
It
worked
well,
but
we
did
see
some
issues
with
it,
so
we've
really
expanded
upon
it.
A
little
bit
more
and
one
of
the
things
that
we've
done
as
you.
As
you
all
know,
we
have
16
posts
allotted
across
the
state,
so
we
did
a
Manpower
analysis
of
each
of
those
as
what
what
Manpower
that
we
need.
C
So
what
we've
doing
now
is.
We
are
advertising
for
positions
for
Trooper
per
post,
like,
for
instance,
Mayfield
post,
we're
advertising
for
10
Troopers
for
the
Dry
Ridge
Post,
we're
advertising
for
10
Troopers
for
the
Campbellsburg
post,
we're
advertising
for
10
Troopers
Moorhead
we're
advertising
for
eight.
Those
are
the
ones
that
were
that
we
need
Personnel
the
most
and
we've
had
some
great
interest
in
that
and
since
we've
publicized,
that
that
our
applications
have
doubled.
C
C
When
you
look
at
the
natural
disasters,
that's
occurred
across
our
state.
If
you
look-
and
you
have
I
know
you
have,
but
there
is
a
uniform
Trooper-
that's
usually
the
first
one.
There
there's
countless
acts
of
Valor
in
Western,
Kentucky
and
Eastern
Kentucky,
where
we
have
went
into
buildings
that
were
collapsed
because
damaged
by
tornadoes
that
were
you
know,
people
in
in
rushing
flood
waters,
and
those
are
the
things
that
we
really
want
to
highlight.
What
a
member
of
the
State
Police
does
and
we've
really
it's
infectious.
C
Some
of
those
things
have
happened
because
the
one
thing
about
us
is:
if
something
happens
in
Western
Kentucky,
everybody
from
the
East
wants
to
volunteer
to
go
help
and
then
vice
versa.
So
we
talk
about.
Why
do
you
want
to
be
a
trooper?
Why
did
you
want
to
be
a
trooper
and
we
put
a
call
out
to
all
of
our
Troopers
and
and
the
fact
that
recruiting
is
difficult
for
law
enforcement?
It's
diff,
it's
difficult!
C
All
across
the
country,
I've
talked
with
sacs
at
the
FBI
Secret
Service
ATF
and
they're
having
a
hard
time
recruiting
as
well.
So
what
we
have
done,
where
we
we
support
the
community
we're
we're
known
this
uniform
is
known
in
Kentucky.
Is
we've
put
it
off
on
our
Troopers
as
well,
because
the
more
people
we
have
in
our
ranks?
That's
the
more
that
we
can
support
our
mission
as
the
citizens
of
Kentucky
and
that's
why
all
of
us
joined
up
to
do
and
by
doing
that
that
gives
our
Troopers
more
opportunities.
C
They
have
set
up
recruiting
fairs,
they
set
up
luncheons,
they
just
go
meet
with
potential
candidates,
and
we've
had
some
great
success
at
that,
because
our
recruitment
section,
like
I
said,
is
the
largest
it's
been,
but
the
end
of
the
day
was
recruited.
C
A
lot
of
us
is
man
or
woman
in
uniform
and-
and
we
talk
about
the
things
that,
if
they're
proud
about
that,
you
know
why
we
want
to
to
keep
our
ranks
up
and,
like
I
said,
they've
went
with
that,
but
we
feel
that
our
applications
will
be
in
excess
of
420
when
we
close
the
application
process
here
in
November
November,
the
25th
is,
when
we'll
be
closing
that
what
we
can.
C
Is
we
feel
like
we'll
be
able
to
do
that
so
I
feel
like
we'll
be
able
to
run
another
large
class
starting
in
February.
Our
class
is
24
weeks
for
a
traditional
Cadet.
C
We
also
have
what's
called
a
leak
candidate.
Those
are
certified
police
officers,
we
those
they
go
to
a
13-week
abbreviated,
Academy
class.
They
all
start
together
on
the
same
day
and
then
after
13
weeks
they
go
out
to
their
post.
They
start
their
field
training
process
and
then
they
come
back
and
they
all
graduate
together.
C
We've
had
some
good
success
about
that.
The
one
thing
I
guess
that
the
I
thought
we
would
have
more
interest
in
with
the
pay
raise
I
thought
we
would
have
more
late
candidates,
certified
police
officers
in
Kentucky.
That
would
apply
right
now.
We
have
25
and
that's
that's
pretty
good,
but
I
did
think
that
that
would
be
much
better
because
of
that.
But
the
one
thing
that
I
was
fearful
of
what
happened?
Did
they
were
agencies?
C
C
I
know
in
particular,
there's
a
couple
departments
that
we
had
several
officers
that
were
that
were
ready
to
come
to
the
agents
to
our
agency
and
because
you
know
they
were
given
pay
raises
to
stay
there
and
I
understand
that
so
that
you
know
that
would
be
the
big
thing.
I
would
say
there,
but
you
know
with
recruiting
it's.
It
is
difficult.
You
know
with
the
economy
that
what
we
have
in
Kentucky
I
mean
there's
a
lot
of
large
paying
jobs
and
working
painting
with
those.
C
You
know
it's
a
good
thing
that
our
economy
is
great,
but
it's
it's
tough
on
the
recruiting.
You
know
for
for
law
enforcement,
but.
C
You
know,
for
instance,
you
know
Louisville
Metro,
Police
Department.
They
they
raise
laterals
anybody
that
were
lateral
their
agency
to
seventy
five
thousand
dollars.
So
you
know
those
were
some
of
the
things
that
we're
still
working.
You
know
working
with
other
departments,
but
you
know
we
do
have
our
pay
scale
and
but
when
we
talk
with
their
Troopers
to
go
out
and
talk
with
recruiting
efforts,
we
also
want
to
talk
about
the
great
things
our
agency
does
the
brand
that
we
have
the
opportunity.
C
C
This
weekend
you
can
be
a
member
of
the
Special
Response
Team,
there's
a
lot
of
things
our
agency
offers
and
we
got
to
sell
that
brand
and
I
think
we
have
really
we've
answered
a
call
on
that
and
if
we
can
start
this
class
with
an
excess
of
100
and
then
I
feel
that
our
agency
is
that
we
can
grow
that.
But,
like
I
said
you
know,
we
didn't
get
into
this
our
level
of
Manpower
in
a
short
amount
of
time.
C
That's
really
about
all
I
have
just
the
fact
that
too,
you
know
one
of
the
things
we
push
out
to
era
to
our
Troopers
and
yeah,
but
I'll
step
back.
But
what
I
can
say?
Morale
is
good
within
State
Police,
because
we
have
really
with
our
commanders.
We've
tried
to
meet
with
our
personnel,
and
you
know
we
see
the
things
in
the
National
media,
about
defund,
the
police
and
some
of
those
movements.
C
But
overall
in
Kentucky,
Kentucky
State
Police
is
supported,
I
mean.
What
more
could
we
ask
for?
I
mean
the
general
assembly,
the
huge
raise
to
help
with
our
retention
and
recruitment
to
solidify
and
and
the
investment
that
they
have
and
I
think
we've
had
a
good
return
on
your
investment.
For
what
you
know,
State
Police
has
been
tasked
to
do
We've
really
kind
of
went
outside
of
of
our
mission.
We
have
a
law
enforcement
Mission,
but
we
have
done
so
much
with
these
natural
disasters.
C
We've
really
done
as
much
humanitarian
as
we
have
law
enforcement.
We
set
up,
shelters,
we've
had
Troopers
handing
out
food
and
clothing,
we've
had
them
making
deliveries
to
some
of
these
affected
areas.
You
know
even
the
Troopers
families,
their
wives,
their
children,
are
volunteering
to
come
in
and
help
I
mean
what
what
better
to
be
a
part
of
something
like
that.
But
you
know
with
the
the
funding
that
you
all
give
us
just
not
with
raises,
but
other
projects
and
the
governor
supports
us
and
and
pushing
forward
with
phrases
and
community
members.
C
We
don't
necessarily
need
to
pay
attention
to
some
of
the
things
about
the
criticism
of
law
enforcement,
because
law
enforcement
in
support
of
Kentucky
is
good
and
we've
really
tried
to
push
that
through
and
and
we're
starting
to
see
that
and
I
think
we're
going
to
grow
through
that.
So
that's
really
about
all.
I
have
on
retention
and
recruitment.
I
hope
to
have
some
better
numbers
when
we,
when
able
to
start
our
Academy
class
in
February,
but
I
guess
I
can
take
any
questions.
A
C
A
Commissioner,
that's
a
that's
a
very
good
report
that
we
have
one
question
that
I
had
last
time
you
were
here.
We
were.
Your
department
was
hemorrhaging,
some
troopers
from
State
Police
to
the
local
community
police.
Is
our
salary
structure
now
competitive,
at
least
that
you're,
not
hemorrhaging
troopers
from
the
Department
to
other
local
police
departments?
Well,.
C
It
we're
not
losing
we're
not
having
any
resignations
to
other
agencies.
You
know
we're
not
we,
you
know
we're
competitive
when
those
pay
increases
come
through
it's
hard
to
track
every
agency
in
Kentucky
what
their,
what
their
salaries
were,
but
we
felt
like
it
was
about.
Fourth
in
the
state:
I,
don't
know
that
we're
there
now,
but
a
starting
starting
pay
for
it.
For,
for
our
Troopers
fifty
five
thousand
dollars.
C
Pikeville
give
some
of
their
officers
a
five
dollar
an
hour
raise
which
would
be
equivalent
to
about
ten
thousand
dollars
over
a
year.
Berea
is
starting
between
forty
eight
thousand
and
fifty
four
thousand
lmpd,
as
I
mentioned
for
laterals,
is
paying
up
to
75
000..
C
The
Boone
County
Sheriff's
Office
is
starting
anywhere
between
fifty
nine
thousand
and
seventy
six
thousand
and
Huntington
PD,
which
is
just
across
the
river
there
in
Ashland,
which
is
one
place.
We
have
a
hard
time
recruiting,
but
they
are
offering
a
twenty
thousand
dollar
sign-on
bonus
for
lateral
officers
and
five
thousand
dollars
sign
on.
C
If
you're,
not
if
you
have
no
experience
just
to
sign
on
and
they're
starting
at
fifty
nine
thousand
dollars
so
I
know
most
of
those
were
really
down
until
we
got
our
our
pay
scale
increase
and
then
they
have
kind
of
you
know
they're
a
little
more
Nimble
on
how
they
can
do
things
and
adjust,
because
their
departments
aren't
as
large
as
ours.
You
know
we
were
last
in
starting
pay
for
surrounding
state
agencies.
C
Now
we're
basically
tied
for
fourth
with
West
Virginia
I
think
we
start
out
about
a
hundred
dollars
more
a
year
with
them,
so
other
states
have
other
states,
and
then
other
agencies
have
caught
up
to
us,
and
you
know
like
again,
you
know
30,
some
percent
pay
increase
for
our
Personnel
is
life
changing
for
our
Troopers.
You
know
it's
life-changing
for
their
families
and
morale
is
good,
but
you
know
other
agencies.
Have
you
know
that
they've
caught
up
this
and
that's
just
the
ones
that
I
know
of
that
the
numbers
that
I
was
given.
D
Senator
Carroll
I
think
Mr,
chairman
Colonel.
Thank
you
for
all
the
information
excellent
detail.
Can
you
talk
a
little
bit
with
Trooper
R's
the
status
when
they
come
back?
How
how
that
works?
What
pay
scale,
what
how's
the
pension
affected?
Just
just
talk
through
all
that,
if
you
don't.
C
Mind
please,
yes,
sir.
Thank
you
again.
Those
are
some
of
our
seasoned
officers,
they've
retired
and
the
ones
that
we
bring
back.
You
know
they
we,
when
they
retired.
You
know
they
were
really
quality
employees,
and
we
look
at
that
when,
when
we
bring
those
back
tip
almost
all
the
time
they
are
assigned
Patrol
duties,
they
go
back.
They
support
the
post,
but
we
have
had
some
entities
where
we've
had
to
put
them
in
specialized
positions
because
of
lack
of
Manpower
and
their
experience
that
they
had.
C
We
look
at
those
very,
very,
very
scrutinized,
because
we
really
need
a
trooper
in
uniform
out
answering
calls
answering
domestics,
working,
wrecks
and
and
calls
for
servers,
but
we
do
have
some
that
retired,
for
instance,
from
our
drug
enforcement
or
spatial
investigations
that
have
such
a
knowledge
of
things
to
be
able
to
expand
to
keep
those
duties
going.
We've
had
one
come
back.
It
worked
in
our
search
criminal
incident
response
team
with
just
the
background
in
training
and
money
that
was
involved
in
them.
C
So
you
know
we
do
bring
those
back
with
their
pay,
we're
paying
them
about
what
a
five-year
Trooper
would
make.
They
are
limited
to
five
thousand
dollars
in
overtime
that
they
can
work
and
those
if
they
work
any
overtime.
It
has
to
be
a
highway
safety
enforcement
Grant.
Even
if
they're
in
a
a
suit
and
tie
working
investigations,
the
only
overtime
they
can
get
is
if
they
are
out
working
some
type
of
traffic
enforcement
Federal
overtime,
but
they
have
been
a
great.
C
That
was
a
great
program
for
us
when,
when
that
was
approved
and
come
back
because
they
have
really
helped
us
through
the
lean
times,
and
they
continue
to
help
us
because
our
agency,
even
though
we
have
a
lot
that
can
retire,
we
also
have
a
lot
of
young
Troopers
out
there
and
by
bringing
them
in
they
can
mentor.
You
know
they
are
almost
like
a
supervisor
and
with
their
experience
that
it's
it's
just
a
tremendous
program
that
we
have.
D
And
with
the
I
know,
we
did
legislation
a
few
years
ago
to
boost
the
SRO
program
through
through
KSP.
Are
you
all
do
you
all
have
many
Troopers
that
are
doing
that?
Do
you
have
many
contracts
throughout
the
state?
Has
the
shortage
of
Troopers
affected.
C
That
officer
Center,
we
do
not
have
any
that
are
doing
that.
We
have
we've
tried
to
work
through
some
issues
on
that
and
a
lot
of
it
has
to
deal
with
some
workman's
comp
issues
about.
If
there's
an
injury,
are
they
on
duty?
Are
they
off
duty?
So
those
have
been
some
things
that
have
been
very
that
we've
still
not
been
able
to
work
through
we're
trying
to
work
through
on
a
legality
of
of
those,
but
we
do
not
have
any
that's
actually
doing
SRO
duties
so.
D
C
One
thing
with
our
statute
is
using
any
of
our
equipment
and
things
you
know:
when
are
they
on
duty
off
duty
carrying
carrying
one
of
our
Firearms?
If,
if
they've
suffered
an
injury,
make
an
arrest
versus
if
they
just
step
off
of
a
curve?
So
there's
still
just
some
issues
that
we
are
having
trying
to
deal
with
that
to
be
able
to
make
the
program.
D
Work
is
that
something
that
we
can
affect
through
legislation
or
I
hate,
to
see
that
that's
not
happening,
because
that
that's
a
valuable
resource
that
certain
school
districts
could
utilize.
Yes,
is
there
something
we
can
do
legislative
legislatively
to
fix?
That?
Is
it
clarification
in
certain
parts
of
the
law
or.
C
I
I
think
so
on
some
of
that
that's
one
thing
we
could
we
could
go
back
and
look
at
the
specific
details
and
in
detail
and
be
able
to
report
back
to
you.
D
On
that,
I
would
ask
someone
if,
if
you
don't
mind,
have
them
to
follow
up
with
me
personally,
yes,
sir
and
I
I
would
I
would
absolutely
file
legislation
to
to
make
some
adjustments.
If
that
would
help
in
that
area.
Okay,.
E
I
think
Mr,
chairman
I,
think
I
just
have
a
comment.
My
comment
is
I
think
this
is
a
wonderful
report,
one
that
we've
been
working
very
hard
for
hard
to
get
to
for
a
number
of
years.
E
E
It's
great
that
we're
attracting
new
officers,
we're
able
to
retain
new
officers
or
the
the
great
officers
that
we
have,
and
one
thing
that
we
we
really
hoped
would
happen
is
that
local
police
departments
would
follow
suit
once
the
KSP
was
back
on
track,
which
it
is
now
with
this
fifteen
thousand
dollar
raise
with
a
base,
pay
and
then
percentage
on
top
of
that,
but
I
don't
want
it
this
moment
to
pass
by
without
recognition
of
of
you
Mr
chairman.
E
I
remember
this
past
session
representative
Joe
Fisher,
chairman
Joe
Fisher
was
working
very
hard
on
these
raises
talking
to
everybody
about
them,
and
the
fact
that
we've
turned
the
morale
and
we've
turned
our
ability
to
track
the
retaining
officers
at
the
Kentucky
State
Police
Department
is
in
no
smart
part,
dude
small
part
due
to
you,
chairman,
Fisher,
so
I
wanted
to
recognize
that
right
now,
your
last
your
last
meeting
I
hope
the
com,
the
people
of
the
Commonwealth
of
Kentucky,
know
that
this
is
part
of
the
major
Legacy
of
Joe
Fisher,
as
as
their
state
representative
I
just
wanted
to
make
sure
I
put
that
on
the
record.
A
Thank
you
representative.
It
is
a
collaborative
effort,
Senate
and
House
Senator
schickler.
Do
you
have
a
question.
F
Thank
you,
Mr
chairman
no
I
just
want
to
Echo
the
representative
sentiment
that
Mr
chairman
used
a
fellow
Northern,
Kentucky
and
right
next
door
and
the
job
you've
done
on
this
committee
and
your
advocacy
for
law
enforcement
and
the
state
police
and
the
doing
the
work
early
on
the
doing
the
Spade
work
early
on
to
make
this
happen,
and
it's
just
great
to
see
it
where
it's
at
and.
B
F
This
is
is
going
to
probably
be
your
last
meeting,
so
we
I
wish
you
the
best
wishes.
Congratulations.
D
Carroll,
thank
you
Mr
chairman
Colonel,
one
other
thing
I'd
like
to
ask.
We
we've
talked
before
different
times
about
the
structure
and
the
leadership
of
KSP
and
the
the
political
nature
of
it
were
there's
a
new
commissioner,
sometimes
every
four
years,
and
how?
How
does
that
affect-
and
maybe
it's
not
fair,
asking
you
this,
but
in
in
your
career,
does
that
have
an
effect
on
KSP?
Does
it
other
morale
issues
that
come
with
that
inconsistencies?
D
D
It
was
not
easy
and-
and
you
know
the
the
the
officers
like
the
stability
and
like
the
direction
that
consistency
and
when
you
have
that
changing
often
it
can
cause
some
problems
and
is
that
an
issue
within
KSP
over
the
years
and
I'm
not
going
to
ask
you
about
right
now,
because
I,
don't
I,
don't
want
to
put
you
on
the
spot,
but
just
in
general
that
structure.
C
Well,
you
know
the
state
police
is
so
large.
Just
like
any
time
we
we
try
to
Institute
change,
it
takes
some
time,
so
it
really
doesn't
affect
the
local
Trooper,
the
local
officer
so
and
I
think
you
know
everybody
is
professional,
they're
able
to
work
through
that
and
because
we
all
know
the
state
police,
we,
you
know
we're
we're
independent.
You
know
we're
an
entity,
you
know
we
enforce
the
law
and-
and
that's
I
mean
that's
what
we
do
and
no
matter
how
things
are.
C
That's
one
thing
that
you
know
the
true
professional
and
the
cloth
that
Troopers
are
cut
out
of.
You
know
we
just
always
make
sure
our
mission
is
accomplished
and
they
go
forward
with
that.
Every
day.
D
Well
said,
Mr
chairman,
you
have
been
one
of
the
legislators
up
here
that
I
have
admired
the
most
your
knowledge,
your
consistency,
the
The
credibility
that
you
bring
to
your
seat
has
always
been
from
my
on
my
part
for
the
last
eight
years.
Very
much
respected
that,
and
it's
been
a
pleasure
working
with
you
on
this
committee.
G
Thanks
Mr
chairman
just
to
follow
up
Senator
Carroll's
comment:
you
know,
I've
been
doing
this
a
long
time
and
I've
been
a
lawyer
longer
and
I've
had
a
sometimes
adversarial,
but
a
wonderful
relationship
with
State
Police
I
represent
some
State
policemen,
I've
lost
a
significant
other.
That
was
a
state
policeman
and
I
I
think
it's
run
pretty
well
through
the
years
and
during
my
tenure,
both
professionally
public
and
private
and
I
think
a
lot
of
times.
You
know
the
leadership
comes
through
the
ranks
from
within
and
so
I
haven't
seen
a
a
drastic
change.
G
I
mean
every
every
agency
sometimes
has
has
issues,
and
so
every
individual
sometimes
has
issues,
but
I
think
it's
been
a
pretty
Continuum
of
Envy
for
the
nation,
really
our
troops
and
the
way
it's
been
run.
G
So
I
I
think
that
you
know
it's
Federal
level
is
the
same,
I
mean
with
doj
or
whoever
we
are
I
mean
you're,
going
to
have
some
transitional
things,
but
I
think
overall,
the
Kentucky
State
Police
has
been
the
one
thing
we
can
all
count
on
and
I
appreciate
the
leadership
through
the
years
and
the
consistency
and
the
continuity
of
professionalism
both
on
the
on
the
ground
and
and
here
in
Frankfurt.
So
I
appreciate
you
and
I
want
to
also
say
our
chairman.
G
We
go
back
a
long
ways
too,
have
the
honor
to
serve
with
him
in
the
house
and
being
a
former
student
resident
of
Northern
Kentucky,
I
I,
it's
near
and
dear
to
my
heart
as
he
is,
and
I
appreciate
his
friendship
and
Leadership
through
the
years.
A
Thank
you
so
much
everyone.
Thank
you,
commissioner,
for
this
report.
It
has
been
an
honor
for
me
to
help
assist
the
state
police
to
re-establish
itself
as
the
premier
police
agency
in
this
state
and
with
your
input.
We
were
able
to
do
that
and
with
the
collaboration
of
everyone
on
this
committee
and
in
the
house
in
the
Senate
we're
all
behind
the
state
police,
and
we
we
want
to
wish
you
good
luck
in
the
future.
With
your
recruiting,
it
looks
like
you're
back
on
track
to
get
those
numbers
back
to
where
they
belong.
A
One
thing
before
we
adjourn
here:
we
need
to
approve
the
minutes.
We
do
have
a
quorum
Cheryl
entertain.
A
motion
to
approve
them
and
motion
is
second
all
in
favor.
All
opposed
minutes
are
adopted.
Thank
you
so
much
everyone.
It's
been
a
pleasure
to
serve
as
your
chairman.
This
meeting
is
adjourned.
Thank.