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From YouTube: 2/11/2021 - Senate & Assembly, Subcommittees on Public Safety, Natural Resources, and Transportation
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B
D
B
B
B
F
A
A
Mute
yeah
sorry
good
morning
this
morning
we're
going
to
be
doing
the
peace
officers,
standards
and
training.
Commission
we've
got
the
director's
office
and
we've
got
investigated,
division,
capital,
police,
and
so
we
will
go
ahead
and
start
with
the
budget,
account
37
74
peace
officer
standards
and
training.
Commission.
A
F
Thank
you,
mr
chairman.
Now
mike
sherlock
for
the
record,
I'm
the
executive
director
of
the
commission
on
peace
officer
standards
and
training,
better
known
as
post
with
me,
is
chris
carter.
Who's.
The
deputy
director
of
post
we've
decided
not
to
use
any
handouts
or
powerpoint.
Our
budget
is
small.
It's
not
complicated
in
any
way.
We
don't
want
to
really
introduce
any
distractions,
so
let
me
quickly
explain
a
little
bit
about
post
and
what
our
mission
is.
F
B
F
This
by
developing
implementing
and
ensuring
ensuring
compliance
with
minimum
standards
related
to
the
recruitment,
hiring
certifying
maintaining
certification,
training
of
and
establishing
the
minimum
standards
for
peace
officers
in
the
state.
I
really
want
to
stress
that
post
is
tasked
with
setting
the
minimum
standards
for
those
subjects
under
our
jurisdiction.
B
G
F
F
The
standards
division
assists
with
the
scheduling
and
planning
of
commission
meetings,
makes
recommendations
on
nac
changes,
updates
and
proposes
new
nac
development
works
with
lsb
or
lcb
and
codifying
any
new
or
changed.
Nacs
ensures
compliance
with
adopted,
nacs
or
nrs's
through
audits
and
inspections,
validates
certificate
requests
and
issues,
certificates.
B
F
Training
for
certification,
plot,
compiles
information
and
evidence
for
for
certificate.
Revocations
makes
presentations
to
the
commissions
on
some
commission
on
suspensions,
revocations
and
waiver
requests
ensures
notices
are
delivered
regarding
the
suspension
and
revocation
of
peace
officer
certificates.
F
The
training
division
is
tasked
with
providing
both
basic
training
and
advanced
training
on
the
basic
training
side.
We
present
two
17-week
academies
per
year.
Our
academy
can
accommodate
32
cadets
and
we
have
seen
an
increase
in
demand
for
the
academy
and
we
foresee
the
demand
to
continue
to
increase
for
at
least
a
short
term
based
on
industry
standards,
federal
recommendations
and
field
training,
officer
feedback.
F
We
have
increased
our
decision-based
and
scenario-based
curriculum
and
continues
to
strive
to
graduate
cadets
who
can
make
lawful
moral
and
ethical
decisions,
while
under
stress
on
the
advanced
training
side,
we
provide
courses
in
basic
instructor
development,
background
investigations,
first
line
management
and
executive
training.
In
addition
to
that,
we
host
training
such
as
range
instructor,
taser,
instructor
arrest,
control
techniques,
and
we
have
developed
over
50
online
courses
that
we
deliver
in
regards
to
our
budget.
F
I
would
like
to
remind
everyone
that
our
current
budget
is
nearly
100
court
assessment
fee
based
a
vast
majority
that
again
coming
from
court
assessment
fees.
We
get
no
general
fund
monies
at
all.
Just
to
give
you
a
perspective
on
the
structure
of
post
12
12
years
ago,
post
regulated
and
managed
about
6
000
peace
officers
in
their
associated
records.
H
F
Increase
of
threefold,
our
staff
has
not
grown,
but
I'm
proud
to
say
that
they
that
our
staff
handles
that
inquiry
as
well
again,
thanks
to
their
dedication,
the.
C
E
F
Reform
posture:
we
also
understand
the
limitations
on
revenue
with
that,
I
would
like
to
say,
as
our
state
grows,
as
people
get
back
to
work
and
more
people
drive.
Frankly,
we
we
expect
court
assessment
revenue
to
increase,
but
again
that's
the
layman's
perspective.
F
Finally,
there
obviously
were
a
couple
of
areas
where
we
were
hoping
to
increase
that
weren't.
But
again
we
were
quite
aware
of
the
impact
the
pandemic
has
had
on
revenue
and
rep
in
the
projecting
of
revenue.
H
F
G
For
the
record
chris
carter,
deputy
director
peace
officer,
standards
of
training,
basically
giving
an
overview
two
areas
this
morning,
where
we
received
some
enhancement
funding
first,
will
be
what
will
follow
under
category
26
gl
number
7073.
G
Our
data
records
and
management
system
currently
and
for
the
last
15
years
post
has
utilized
three
separate
data
management
systems
currently
with
the
advances
in
technology
and,
unfortunately,
the
difficulty
in
updating
some
of
that
software.
These
systems
have
become
vulnerable
and
somewhat
obsolete.
G
Unfortunately,
these
systems
also
lack
the
ability
to
efficiently
interface
with
each
other
and
because
of
that,
each
of
these
systems
is
experiencing
more
frequent
shutdowns
that
could
potentially
result
in
corruption
or
the
loss
of
data.
G
Right
now,
it's
even
more
important
than
our
ability
to
track
training
and
other
related
areas
is,
is
optimal
and
I'm
hoping
for
any
questions
on
that.
G
E
A
So
before
you
go
on
when
you
get
done
with
each
individual,
one
we'll
ask
questions
so
like
you're.
When
you
finish
with
like
37.74,
then
we'll
ask
questions
on
that
budget
and
then
we'll
go
ahead.
Thank
you
sure.
G
G
As
the
director
stated,
we
run
two
basic
academies
here
per
year
and
part
of
that
training
involves
physical
fitness
training.
Some
of
our
equipment
is
a
past
useful
life
and
needs
to
be
replaced
in
addition
to
that
physical
training
equipment.
We
also
requested
the
purchase
of
some
use
of
force
training
equipment,
specifically
laser
weapons.
G
We
were
fortunate
enough
to
get
a
justice
assistance,
grant
that
allowed
us
to
purchase
some
force,
training
equipment
that
would
be
used
to
enhance
officers,
critical
decision
making,
use
of
force,
training
and
so
a
couple
of
different
weapons
that
would
go
along
and
provide
that
system
with
a
few
more
options
for
our
trainees
here
at
the
basement.
Cabin-
and
that
concludes
the
the
two
enhancements
that
were
requested
and
granted.
F
Mike
shirley,
for
the
record,
so
with
that
you
can
see
we'd
have
a
fairly
simple
budget.
We
could
take
any
questions
you
may
have.
A
All
right,
I
I
have
some
questions
on
this
first,
one
the
I
was
looking
through
here
and
noticed
so
you're
you're,
trying
to
upgrade
a
system.
That's
gonna
help
you
you're
gonna,
replace
a
legacy
system
that
you've
had
in
place
for
a
while.
I
I
assume
and
you're
doing
an
off-the-shelf
data
product
is
that
that
correct.
F
Mike
charlotte
for
the
record,
thank
you,
mr
chairman
yeah.
So
we
currently
use
three
separate
data
data
management
management
programs
to
manage
our
data,
and
this
will
combine
all
three.
It's
again.
It
is
off
the
shelf,
although
we'll
be
working
directly
with
the
vendor,
that
has
created
systems
across
the
state
for
other
entities
and
so
we're
pretty
confident
that
they
understand
how
the
state
works
and
will
work
with
us
directly
for
that
product.
A
Great
and
so,
and
the
other
thing
that
I
saw
besides
the
fact
that
you
would
be
upgrading
your
system
to
a
more
modern
system
that
you're
going
to
save
a
lot
on
on
the
maintenance
cost
is
that
is
that
correct?
Thank
you.
F
Mr
record
yeah,
that
is
correct.
I
think
we
drop
almost
50
percent
reduction
in
maintenance,
yearly
annual
maintenance
on
the
three
systems
dropping
down
to
the
one
system.
Yes,.
A
You
kind
of
talked
about
this
already
you're,
going
to
take
those
three
put
them
into
one.
Is
there
going
to
be
a
time
saving
as
well,
or
is
it
mostly
just
an
efficiency?
Obviously
it's
a
it's
a
dollar
savings,
but
you
know
what
other
benefits
are
you
getting
with
the
consolidation
of
those
three
into
one.
F
Yeah,
thank
you
for
that
again
mike
shortly
for
the
record.
Oh
absolutely
so
we
expect.
Obviously,
a
big
defense
efficiency
benefit
with
this,
but
it
will
save
staff
time
currently,
there's
a
lot
of
maintenance
dealing
with
one
system
talking
to
another
system,
retrieving
data
that
this
doesn't
make
the
cross
over
that
type
of
thing.
So
this
will
eliminate
a
lot
of
staff
time
for
that.
A
Yeah
great,
thank
you
and
then
just
one
clarification
you
put
on
here
that
you're
replacing
two
vehicles
in
the
e711
replacement
equipment
for
nine
thousand
dollars
and
our
our
our
information
we
was
was
in
incorrect.
What
we
were
originally
given
and
that
we,
you
actually
have
nine
thousand
dollars
in
both
fiscal
year,
22
and
23..
A
The
question
was,
I
think
you
you
put
on
there.
It
was
20
500
or
no
for
4500
for
a
vehicle.
Are
you
replacing
two
vehicles?
Are
you
placing
four
thank
you
for
that,
mr
and
my
trolley
for
the
record
yeah.
F
We
often
get
questions
on
this
because
it
is
such
a
small
amount.
It
is
traditionally
we
replace
two
cars
per
calendar
year
or,
I
should
say
per
year,
of
the
big
biennium,
and
so
that
is
actually
for
four
callers
but
understand
these
are
training
vehicles
that
we
use
for
emergency
vehicle
operations.
That
type
of
thing.
So
we
are,
we
generally
purchase
things
like
nhp
cars
that
are
out
of
service,
and
so
we
get
them
at.
F
You
know
reduced
rate,
obviously
we're
able
to
purchase
them
for
about
4,
500
and
and
get
the
use
out
of
them,
but
it
is
four
cars,
even
though
it's
that
small
amount.
H
Thank
you,
mr
chair,
and
thank
you
for
coming
in
this
morning
and
all
the
work
that
you
do
for
law
enforcement
in
our
state.
My
question
was
around
federal
funds.
I
see
that
that
it
doesn't
appear
as
if
you
have
any
federal
funds
projected
in
in
your
budget.
Are
there.
I
would
just
assume
for
this
type
of
activity.
There
would
be
quite
a
bit
of
federal
funds
available.
H
Are
there
grant
opportunities
or
federal
funding
opportunities
that
you
feel
like
as
a
state
we
might
be
missing
out
on
for
post
or
they're
just
unavailable.
F
Thank
you,
mr
senator
mike
sherlock.
For
the
record.
I
can
tell
you
right
now
that
federal
grants
are
a
big
part
of
our
ability
to
provide
the
services
that
we
provide.
We
are
currently
just
rewarded
about
120,
on
a
federal
grant
where.
I
F
We're
able
to
purchase
some
of
the
equipment
we
need
and
do
some
training
that
we
need
we're
also
currently
working
through
a.
I
think.
It's
about
29,
000
dollar
federal
grant
to
help
us
implement
some
of
the
mandates
from
8236
from
last
session,
specifically
dealing
with
behavioral
health
calls
for
service.
F
So
we
we
do
rely
on
those,
I
think
in
our
budget.
Those
are
pass-throughs
on
yeah
in
cat
12
and
21
actually
reflect
the
federal
grants
that
we've
received
currently.
F
A
All
right
do
we
have
any
other
questions
on
this
budget.
I'm
trying
to
see
if
I
missed
anything.
A
Yeah
yeah
go
ahead.
I
think
it's
a
similar
toll
is
that
correct.
J
Yes,
I
assume
women
titus
put
something
in
the
chat
before
me,
and
then
I
also
asked
for
a
question,
so
I
I
can
turn
up
the
floor.
Go
ahead.
Okay,
thank
you.
Thank
you
for
your
presentation
and
thanks
for
all,
you
do
to
to
train
and
equip
our
law
enforcement
officers
to.
C
J
Their
duties
well,
so
I
just
was
curious.
When
we're
consolidating
these
three
programs,
you
mentioned
that
you're
going
to
be
working
with
the
vendor
to
be
able
to
continue
to
you,
know,
customize.
I
believe
these
programs
for
perhaps
future
needs,
so
it's
good
to
know
that
it's
going
to
lead
to
it's
a
it's
enhancement
now,
but
it's
going
to
lead
to
some
savings
down
the
road,
but
I
know
that
there's
a
lot
of
interest
in
continuing
to
track
data
and
in
regards
to
law
enforcement
activities.
J
Would
this
system
this
new
consolidated
system
be
able
to
be
expanded
to
meet
those
new
data
requests
now
and
in
the
future.
F
Thank
you,
assemblywoman
mike
sherlock,
for
record
for
the
record
absolutely
and
that's
one
of
our
concerns.
Always
you
know,
our
retention
obviously
is
different
than
a
lot
of
non-policing
agencies.
It.
You
know
30
years
beyond
retirement
for
most
peace
officers
or
separation.
I
should
say
so.
That
is
always
our
concern.
One
of
the
advantages
with
this
system
that
we
had
a
bid
on
and
that
we're
going
with
is
they
currently
work
with
state
archives
where
some
of
our
records
go.
F
So
we're
able
to
interface
with
that
much
easier
and
and
pull
up
that
data
as
needed
and
again
maintain
that
that
data
for
the
period
that
we
need
to.
But
yes
it
is
expandable
too.
That's
always
our
concern.
Our.
A
F
Is
growing
fairly
fast
and
traditionally
or
recently
it's
been
growing
quite
quickly.
So,
as
you
can
see
our
the
number
of
records
that
we
maintain
has
grown,
we
needed
a
system
that
could
keep
up
with
that
growth,
and
this
does.
A
Thank
you.
The
movement.
C
Thank
you,
mr
chair,
and
good
to
see
you
folks
there.
Mr
sherlock,
I
have
a
couple
questions.
Actually
it
looks
like
you're.
C
You
you've
mentioned
how
the
your
numbers
have
expanded
as
far
as
agencies
asking
for
you
to
help
them
out
with
their
training,
and
then
I
want
to
follow
along
with
senator
brooks's
question
regarding
federal
funds,
and
then
you
mentioned
sir
ab236
and
one
of
the
frustrations
that
I
have
having
been
in
this
body
for
quite
a
while
is
that
we
ask
agencies
to
do
more,
but
then
we
don't
fund
that,
and
so
it
looks
like
you're
pretty
bare
bones
there.
It
might
even
be
in
the
basement.
C
I
always
worry
about
the
the
whole
system
that
you
have
out
there
by
the.
If
folks,
don't
know
you're
over
there
at
the
near
the
stuart
indian
school,
and
I'm
I'm
wondering
about
your,
are
you
able
to
keep
up
with
the
just
the
logistics
of
the
size
of
it?
Do
you
have
enough
space
to
do
what
we've
asked
you
to
do
and
again
with
that
ab236,
and
we
asked
you
to
put
some
sensitivity,
training
and
we
have
requirements
regarding
certain.
C
You
know
choke
holds
and
some
of
those
other
requirements
did
you
have
to
hire
extra
people
to
make
that
happen,
and
if
so,
how
do
you
fund
that,
and
and
and
are
you
able
to
get
more
federal
grants
for
those
type
of
programs?
I'm
just
worried
that
we
continue
to
put
more
on
you
without
supporting
you.
F
Not
my
selection
of
the
record
yeah,
it's
always
our
concern,
as
you
know,
and
I
think
you
know
one
of
the
hurdles
that
we
have
to
jump
quite
often
is,
I
don't
think
people
really
understand
what
and
how
we
do,
what
we
do
so
we're
always
anxious
to
maybe
educate
the
legislature
on
some
of
this.
Some
of
the
bills
that
come
through
obviously
don't
need
the
threshold
for
us
to
to
enter
a
fiscal
note
or
fiscal
impact.
Just
because
of
the
structure
of
the
bill.
F
I
would
say
that
that
is
part
of
our
issue,
sometimes
that
legislature
doesn't
understand
that
when
there
are
some
of
these
training
mandates
and
although
we
have
very
large
agencies
across
the
state
that
do
develop
their
own
training,
the
rurals
and
the
large
agencies
look
to
us
when
those
mandates
are
passed
to
create
that
curriculum
or
that
training,
and
it
is,
it
is
a
concern
where
we
don't
have.
The
funding
to
you
know
bring
in
the
experts
that
we
need
to
develop
that
curriculum.
F
You
know,
as
far
as
being
out
here
at
stuart.
I
think
this
is
a
good
location
for
us.
I
know
the
buildings
are
old,
but
I
think
buildings
and
grounds
does
a
pretty
good
job
and-
and
we
have
the
room
for
right
now
for
the
academies
that
we
present
and
the
training
that
we
present
and
frankly
we
do
get
some
federal
grants.
I
think
we're
looking
at
different
ways
to
make
ourselves
more
eligible
for
federal
grants.
There's
some
statute
structures
that
hold
us
back
a
little
bit
on
federal
grants.
F
But
we
again
we
just
received
120
000,
something
like
that.
So
we
do
get
the
grants
as
far
as
ab236,
we
did
get
a
small
grant
to
put
kind
of
put
together
the
infrastructure
for
behavioral
health
response
team
grant
program
and
we've
hired
a
person
that
we
think
is
pretty
adept
at
working
at
and
working
with
the
communities
and
behavioral
health
professionals
and
and
creating
that
program.
Now,
obviously,
the
grant
program
itself
has
not
been
funded
and
we'll
look
at
ways
to
fund
that,
but
at
least
we'll
have
the
infrastructure.
C
Right
well,
I
appreciate
all
you
do
and
thank
you
for
standing
up
for
for
nevada
and
making
things
happen.
Thank
you,
sir.
D
Thank
you,
mr
chair.
I
probably
have
a
few
questions
and
thank
you
so
much
for
the
presentation.
Unlike
a
number
of
legislators,
I
have
a
unique
appreciation
for
post
and
relationship
with
post,
because
my
almost
30
year
career
was
in
law
enforcement.
So
I
just
have
a
few
questions.
The
first
one
with
the
new
system
that
you're
going
to
put
in
place,
will
that
be
able
to
interface
with
the
local
municipalities
and
police
agencies
and
sheriff's
department,
or
will
it
just
be
the
inner
workings
of
of
post
itself?
F
Thank
you
so
much.
I
know
you
know
post,
so
you
know
I
might
like
for
the
record
it
was
so
currently
we
use
a
system
called
formatta
that
talks
to
our
end
house
system
for
outside
agencies
to
report
data
to
us.
This.
G
F
System
is
web-based
it'll,
be
much
easier
for
agencies,
policing
agencies
to
interface
with
posts,
so
the
system
will
be
both
internal
and
external
through
a
web-based
program
for
them
to
report
it
without
a
third
party
that
we're
currently
doing
now
and
so
they'll
be
directly
agency,
will
be
able
to
directly
communicate
that
data
to
post
without
a
third
party.
So
we're
excited
about
that
and
I
think
that's
a
big
step
forward
for.
D
Us
I'd
agree
with
you.
That
is
a
big
support,
and
you
had
mentioned
with
ab236
you
were
able
to
get
a
grant.
Was
that
grant
a
matching
funds,
federal
grant
and
you're
using
that
grant
for
behavioral
health
care
outreach?
Can
you
just
give
us
a
little
bit
more
information?
What
that
behavioral
healthcare
outreach
is
and
the
person
that
you've
hired?
Are
they
also
educated
in
cultural
competency
and
implicit
bias,
training.
F
Thank
you
so
much
mike
sherlock
for
the
record.
So
basically,
this
grant
is
not
a
matching
grant.
It's
simply
a
a
straightforward
grant
that
allows
for
a
consultant
part-time,
actually
a
thousand
hours
1040
hours,
something
like
that
to
develop
specifically
what
is
asked
for
in
av-236
in
terms
of
creating
a
grant
system
for
agencies
to
develop
their
own
behavioral
health
response
teams.
So
it's
setting
up
very
specific
criteria.
F
That's
outlined
in
ab236
dealing
with
the
structure
of
that
program,
so
those
are
things
that
we
had
to
lay
out
before
we,
you
know
if
we
do
get
the
the
funding,
so
it's
things
like
working
with
hhs
to
determine
what
the
requirements
of
a
behavioral
health
specialist
might
be
to
be
on
one
of
these
teams,
but
also
working
with
rural
agencies
on
what
their
availability
is
and
what
training
officers
should
receive
to
be
a
part
of
the
behavioral
health
team.
F
Part
of
it
was
behavioral
health,
but
also
other
areas
and
and
has
a
good
history
of
creating
those
partnerships
and
and
if
you
look
at
av
236,
specifically
of
both
in
that
program,
it's
about
partnerships,
it's
about
working
with
hhs
and
different
divisions
with
h
within
hhs,
but
also
working
with
the
behavioral
health
community,
professional
community
and
then
also
working
with
the
law
enforcement
agencies
across
the
state
82-36
weights.
Some
of
those
programs
towards
rurals,
and
so
we
have.
G
F
Work
on
you
know
how
we
structure
that
to
ensure
that
rural
agencies
are
able
to
participate
in
behavioral
health
response,
team
situations,
and
so
that's
what
this
person
is
doing
is
doing
is
is
is
creating
that
structure.
So
we're
able
to
do
that,
the
minute
we
get
funding
we'll
be
able
to
jump
right
on
it
and
that's
why
we
wanted
this.
This
grant
that
we
received
it's
a
small
grant
through
bja,
like
I
said
it's
29
000,
or
something
like
that.
D
So
the
grant
only
covers
approximately
1040
hours
of
consultants.
Have
you
looked
at
other
states
what
they
have
already
developed?
I
I
know
there's
a
number
of
states
that
are
much
further
ahead
than
we
are
in
the
state
of
nevada
and
use
some
of
the
tools
that
they
have
to
bring
here
so
that
those
1
000
hours
can
actually
be
in
the
field,
training,
other
departments
and
have
we
looked
at,
I'm
not
sure
who
you've
hired
for
the
position.
D
But
has
this
person
actually
worked
in
communities
of
color,
because
that's
where,
as
I
saw
as
a
law
enforcement
officer,
some
of
our
relationships
were
lacking
and
where
we
need
to
rebuild
relationships.
So
bringing
someone
in
that
already
has
an
understanding
of
of
communities
of
all
colors
would
be
beneficial
to
post
and
the
state
of
nevada.
F
I
thank
you
so
much
mike
sherlock
for
the
record.
Absolutely.
In
fact,
this
person
came
from
the
los
angeles
area,
los
angeles
and
he's
currently
down
at
uc,
uc
irvine,
and
I
think,
taking
a
look
at
some
of
the
programs.
They've
developed
and
again
he's
pretty
adept
at
developing
and
creating
these
relationships
under
understand
that
this,
this
thousand
hours
is
not
about
delivering
training.
It's
about
creating
that
infrastructure.
That
ab236
requires
so
he's
he's
basically
putting
together
the
again
that
I
hate
to
keep
using
the
word,
but
the
infrastructure.
F
D
Perfect,
thank
you
so
much
for
that
and
this
session
I
have
a
bill
to
over
just
overhaul
our
complete
grant
procurement
program
in
the
state,
so
I'm
hoping
in
doing
that.
We're
able
to
get
you
the
funds
that
you
need
to
be
even
more
successful
with
the
job
that
you're
doing
so.
Thank
you.
Thank
you.
So
much.
A
Okay,
we're.
A
K
L
Go
mr
chairman,
members
of
the
committee,
george
tagliati,
for
the
record.
I
want
to
thank
you
for
the
opportunity
this
morning
to
make
our
presentation
and
I'd
like
to
thank
our
team,
we're
going
to
be
addressing
the
director's
office,
also
the
investigative
division,
better
known
as
ndi,
which
is
3743
and
then
capitol
police,
4727
interesting
times
at
best
and
the
challenges
before
us
solo.
L
The
next
biennium
are
are
certainly,
I
won't
say
monumental,
but
I
think
we're
gonna
have
to
manage
a
little
smarter
and
spend
our
certain
our
budgets
a
little
wiser.
So
with
that
we've
been
we,
I
want
to
thank
my
team
for
putting
a
pretty
good
presentation
together,
which
I
think
you'll
find
informative
and
we're
available
for
any
questions.
We
do
have
that
other
meeting
and-
and
I
apologize
between
my
modernist
shot
and
this
other
meeting.
I
didn't
get
over
here
fast
enough.
So
but
sherry
do
you
want
you
ready
to.
L
E
Thank
you,
director,
deputy
director
and
thank
you,
fair,
dennis
and
and
committee
for
allowing
us
to
to
present
to
you
today
and
kim
smith
will
be
handling
our
presentation
for
so
kim
the
next
flight.
E
E
E
E
Our
org
chart
represents
the
department
leadership
in
in
total,
we'll
only
be
hearing
for
for
a
few
of
these
budgets
today,
but
just
wanted
to
let
you
know
what
what
our
leadership
looks
like
and
we've
provided
faces
to
put
with
some
of
the
names
that
you
may
be
seeing
throughout
session.
E
E
We
have
centralized
evidence
functions.
We
have
three
evidence:
walls
throughout
the
state,
human
resources
component
with
recruitment
and
selection,
workplace
safety,
employee
management
and
relations.
E
We
also
provide
oversight
over
our
fiscal
responsibilities
for
the
entire
department,
as
well
as
for
our
own
budget,
account
in
4706
and
give
guidance
in
in
accounting
budgeting.
We
have
a
time
keeping
payroll
section
contracts,
management
in
the
director's
office,
as
well
as
public
records
request
and
try
to
facilitate
that
throughout
the
entire
department.
E
Our
next
slide
shows
a
little
bit
more
structure
to
our
director's
office
organization,
the
the
pink
square.
There
is
our
evidence,
fault,
which
is
budget
account
47.01.
We
will
not
be
talking
about
that
today,
but
just
that
it
is
a
subset
in
as
far
as
the
director's
office
goes
in
in
management
and
compliance.
E
The
the
two
yellow
squares
it
will
be
presented
in
our
budget
is
regarding
administrative
services
officer
too,
that
we
would
like
to
transfer
over
to
investigations
and
we'll
talk
about
that
further
in
a
moment
and.
C
E
Then
is
our
human
resources
area
within
the
director's
office
and
all
the
good
work
that
they
do
and
helping
us
as
far
as
recruiting
and
retaining
not
only
sworn
officers
but
our
civilian
staff
as
well,
and
we
will
delve
further
into
some
of
those
processes
within
our
our
presentation
for
our
enhancements
within
the
director's
office.
As
you
may
be
hearing
this
year,
there's
not
really
a
lot
there.
We're
requesting
a
little
bit
of
funds
for
out-of-state
travel
and
e300
e350
is
helping
us
to
continue
with
testing
for
our
sergeant
positions.
E
Up
over
the
biennium,
the
e710
is
just
standard,
computer
replacement
and
hardware,
as
recommended.
The
e
900
is
a
transfer,
as
I
mentioned,
our
administrative
services
officer
too,
which
reports
directly
to
me,
however,
is
100
dedicated
to
working
with
the
investigation,
division
and
just
a
a
brief
history.
On
that
years
ago,
with
the
recession,
we
consolidated
some
of
the
fiscal
services
into
the
director's
office
and.
M
E
Time
that
has
slowly
been
been
moved
back
to
the
agencies
for
for
their
direct
management.
This
is
one
of
the
last
components
of
that.
E
Although
the
position
reports
directly
to
me,
it
is
housed
at
the
investigation,
division
and
and
receives
guidance
and
direction
from
the
chief
and
and
deputy
chief
there,
so
it
just
is
would
make
things
easier
and
more
streamlined
to
be
able
to
move
the
that
position
directly
over
into
their
budget
they're
paying
for
it
now,
anyway,
through
cost
allocation,
and
so
we're
just
interested
in
moving
that
over
and
cleaning
things
up
within
our
our
budget
and
our
responsibilities.
A
E
Allocated
to
all
the
dps
divisions
based
on
specific
criteria
such
as
financial
transactions,
contracts,
work
programs,
personnel.
E
Employee
relations,
ft
and
so
forth,
so
a
number
of
different
cost
hospitals
there
to
help
make
up
our
budget
account
and
with
that
we'd
like
to
delve
in
a
little
bit
further
into
recruitment
activity,
and
then,
following
that
talk
about
our
proposed
cip.
Just
to
give
you
some
some
heads
up
and
oversight
you
too,
into
what's
going
on
there.
K
This
is
sherry,
brigham
and
I'll.
Take
over
for
the
recruitment
activity.
E
Yes,
deputy
director,
please.
K
And
then
you
may
be
needed
on
the
cips.
K
Hello,
sherry
bring
him
in
for
the
record,
and
I
did
want
to
talk
to
you
about
our
recruitment
activity,
since
that
is
paramount
to
the
department
right
now.
K
Over
the
last
few
years,
we
have
added
a
number
of
items
to
help
us
get
through
and
hire
people
as
fast
as
we
can,
and
that
includes
software,
open
house
events,
lots
of
social
media.
That
has
been
helpful.
We
do
special
veterans,
recruitments,
we've
got
career
fairs
and
even
more
kim,
you
want
to
go
to
the
next
slide.
K
K
So
we
consider
phase
one
passing
a
physical
fitness
passing
this
career
aptitude
test
and
if
they
complete
that
they
move
on
to
phase
two,
which
would
be
our
backgrounds
and
we
had
everything
separated
prior
just
to
get
groups
of
people
to
move
them
through
the
process.
This
does
make
it
a
little
bit
faster.
We
get
through
one
phase
at
a
time,
get
them
into
backgrounds
and
then
assign
mentors
to
them
to
keep
them
working
on
their
background
packet,
and
that
is
our
biggest
slowdown.
K
As
we've
discussed
in
prior
sessions
and
as
a
result,
we've
determined
that
we
are
using
polygraph
background
technicians
to
do
a
multitude
of
other
things.
First,
to
try
and
prioritize
those
backgrounds,
because
the
backgrounds
are
held
up
usually
by
the
applicant
themselves,
because
they
haven't
filled
in
all
the
proper
information.
K
K
But
I
can't
say
that's
necessarily
showing
up
in
our
numbers
yet
kim
go
ahead
to
the
next
slide.
K
So
this
is
again
a
number.
The
number
of
things
that
we've
done
over
the
last
years
and
obviously
with
covid
this
year,
slowed
us
down
quite
a
bit.
Go
ahead
to
the
next
slide
kim.
K
We
have
delved
into
detailing
what
our
diversity
is
and,
as
you
can
see
by
the
chart,
the
orange
line
represents
the
applicants
coming
in
which
kind
of
shows
that
we
are
definitely
targeting
right
groups.
However,
if
you
look
at
the
gray
bars,
that's
showing
the
applicants
that
get
hired
so
basically
making
it
through
the
background
process,
the
blue
is
the
nevada
census,
so
you're,
comparing
our
applicants
and
actual
hires
to
the
sense
of
that
diversity.
Group
next
slide
kim.
K
Sorry,
this
is
discussing
the
impacts
we
have
with
our
vacancies,
which
I'll
go
over.
In
a
few
minutes.
We
have
had
quite
a
bit
of
difficulties
spreading
our
staff
across
the
state
to
backfill
the
vacancies
and,
as
a
result,
we've
got
most
highways
are
not
even
covered
on
graveyard,
so
we
have
to
rely
on
call
outs.
K
K
We
were
hiring
128,
cadets
and
losing
110,
so
at
least
we
were
hiring
more
than
we
lost
by
2018.
It
went
the
other
way.
So
now
we
can't
hire
enough
as
many
as
we've
lost
and
if
you
just
jump
over
to
2020,
it
keeps
getting
worse.
We
are
having
more
and
more
difficulty
getting
to
fill
just
the
positions
we
lose
in
the
same
year,
so
that
continues
to
be
a
problem
for
us,
sly.
K
And
so
we
anticipated
your
next
question
might
be
well.
Why
are
they
leaving
number?
One
reason
still
is
retirement
and
we
have
a
whole
generation
of
officers
that
are
leaving.
Many
of
them
have
reached
25
years
or
the
20
different
cap
for
their
age,
and
they
leave
because
it
doesn't
make
financial
sense
to
stay
in
as
an
officer.
K
Their
pay
is
so
much
lower
where
they
can
go
out
and
get
private
positions
and
make
so
much
more
to
supplement
their
retirement
and
in
many
cases
their
retirement
check
net
is
better
than
their
regular
work
check,
especially
when
you
throw
in
things
like
furlough
and
the
higher
cost
of
purrs.
The
increase
to
fire
and
sworn
is
significant
over
the
years
and
having
that
taken
out
of
their
check
leaves
them
with
a
very,
very
low
bottom
line.
K
The
second
most
reason
is
that
of
better
pay.
If
we
combine
that
and
joining
the
locals,
so
our
local
partners
of
law
enforcement
make
significantly
more,
and
I
will
show
you
that
I
believe
on
the
next
slide
kim.
K
K
We
are
so
significantly
behind
everyone
else
for
our
sergeants,
and
this
is
a
sergeant
comparison.
But
if
you
can
imagine,
our
officers
are
three
grades
below
that
and
our
much
more
significantly
underpaid
compared
to
them.
So-
and
I
do
know
that
this
is
something
that
all
the
positions
at
the
state
have
to
deal
with,
and
I'm
I'm
not
discounting
that.
However,
these
are
officers
and,
as
we
know,
lives
are
at
risk
and
we
need
to
consider
the
ramifications
of
their
pay
versus
retaining
them
side.
K
We're
going
to
move
into
the
lab
headquarters,
but
I
wanted
here
because
I
have
my
whole
recruitment
team
on
tap
just
in
case.
Any
questions
came
up
that
I
might
miss
with
regard
to
recruitment.
Do
you
legislators
or
committee
members?
I'm
sorry
and
chair
have
any
questions
at
this
time.
E
Thank
you,
deputy
director,
within
the
the
the
request
of
the
the
governor's
recommended
budget,
is
a
dps
headquarters
and
state
lab
cip.
So
we
just
wanted
to
touch
on
that
briefly.
E
The
request
is
640
000
for
programming
programming
is
conceptual
design
and
the
proposal
is
for
a
state
toxicology
lab.
In
addition
to
a
state
lab
or
excuse
me,
state
excuse
me
at
dps
headquarters,
office,
complex
and
where
the
focus
is
really
on
the
state
lab
portion
of
that
conceptual
design
and
programming,
because.
L
E
The
safety
of
the
residents
there
is
a
demand
for
the
toxicology
analysis.
There
is
a
substantial
delay
already
in
our
state
law
cases,
court
cases
and
so
forth,
with
backlog
and,
moreover,
the
the
legalization
of
recreational
cannabis
has
contributed
to
the
the
prevalence
of
impaired
driving
based
on
experiences
from
other
jurisdictions.
That
will
continue
to
increase
of
equal
importance.
E
The
state
must
be
able
to
demonstrate
our
some
due
diligence
within
the
testing
of
cannabis
products
to
make
sure
that
there
is
substantial
quality,
removing
poor
quality
and
as
a
product
from
from
the
the
environment
and
not
allowing
those
two
to
be
manufactured
or
produced
and
sold
to
the
public.
E
With
respect
to
a
state
laboratory,
the
office
of
traffic
safety
has
worked
with
the
traffic
injury
research
foundation
and
produced
a
study
and
as
as
pictured
there
on
the
screen,
and
there
is
a
link,
or
at
least
the
address
to
the
office
of
traffic
safety
website.
Where
that
whole
report
can
be
viewed,
the
goals
of
the
state
lab
would
be
help
make
our
highways
safe
by
being
able
to
identify
poly
drug
use,
provide
specialized
investigation
services,
forensic
and
support
services,
ensure
quality
integrity
and
accuracy
within
the
laboratory.
Examinations
provide.
E
As
far
as
the
testing
and
the
availability
of
those
systems
provide
alcohol
breath,
testing
technical
assistance
and
allow
us
to
continue
to
fulfill
the
obligations
within
the
nrs
484c
620
to
630
the
the
final
slide
on
this
portion
of
our
presentation,
then,
is
there
is
a
large
concern
regarding
the
proper
administration
and
equitable
application
of
justice
within
the
state,
not
only
for
prosecution
purposes,
but
when
we
have
different
labs
that
are
conducting
different
tests
or
the
same
test
with
different
standards.
E
There
is
not
an
equitable
enforcement
of
state
law
across
the
state,
and
so
a
state
lab
is
definitely
important
in
that
regard.
So
with
that
deputy
director
or
director,
if
you
have
any
other
comments
at
this
point,.
E
And
if
not,
we
would
take
a
pause
at
this
moment
to
discuss
any
questions
that
you
may
have
regarding
budget
account.
47.6.
L
George
tagliati
for
the
record
we're
available.
First,
I'm
sure
there'll
be
some
questions
regarding
the
state
lab
and
the
timing
of
same
so
we're
here
for
any
questions.
A
Thank
you
and
actually
the
the
lab.
You
sounds
like
you're
having
you're
presenting
that
over
in
the
cip
subcommittee,
but
you
know
if,
if
members
have
some
questions,
we
can
ask
those,
but
specifically
we
we
have
some
specific
questions
concerning
the
director's
office
and
I'm
going
to
ask
someone
miller
if
she
would
start
us
off.
N
Yes,
thank
you
chair
and
thank
you
vacation.
N
N
When
we're
talking
about
recruitment
and
retention-
and
we
know
this
is
really
one
of
the
major
focuses
of
the
department,
because
we
need
to
make
sure
that
we
have
the
right
people
and
the
best
people
and
that
they're
able
to
perform
their
their
duties
at
the
level
that
you
know
that
our
nevadans
need,
and
so
I
have
a
number
of
questions
with
this.
N
My
first
is
as
your
as
you've
covered,
those
that
are
leaving
the
profession
for
a
variety
of
reasons,
and
of
course,
you've
also
mentioned
the
growth
of
the
state,
which
will
require
the
growth
of
officers.
Will
the
department
of
public
safety
be
able
to
recruit
the
additional
cadets
that
we
need
to
fill
these
positions.
K
For
the
record,
this
is
sherry,
brigham
and
deputy
director
for
the
department
of
public
safety
and
without
without
any
changes
to
the
pace,
structure
or
the
retirement
structure
for
our
officers
and
director.
Please
correct
it
correct
me:
if
I'm
wrong
with
all
that,
we
have
been
doing
and
the
intention
we
have
been
placing
on
this.
K
I
don't
see
us
turning
that
corner
until
at
least
those
are
addressed
to
some
extent.
So
no,
I
don't
see
that
happening
unless
we
can
address
the
issue
of
pay
parity
with
local
law
enforcement.
L
L
I
went
for
a
covert
shot
yesterday
and
while
waiting
in
line
there
was
a
a
city
marshal
and
I
was
chatting
with
him
and
he
has
originally,
he
was
from
hawaii
and
he
had
mentioned
to
me,
oh
the
highway
patrol.
I
was
with
the
highway
patrol
almost
for
a
little
while
et
cetera,
et
cetera,
and
I
said
well.
L
Why
did
you
leave
and
he
said
well,
I
got
my
first
paycheck
and
I
looked
and
saw
what
the
net
amount
is
compared
to
what
other
people's
debt
amount
is,
which
I'm
sure
he's
alluding
to
the
purse
deduction,
and
I
realized
that
it
wasn't
worth
it
for
me
to
stay,
and
he
says
the
other
interesting
thing
was
when
I
was
recruited
they
asked
me
had
I
applied
for
any
other
agencies
and
I
had
told
them
at
that
point
in
time.
L
L
We,
we
always
had
an
issue
where
other
departments
would
for
lack
of
a
better
term.
Cherry
pick,
some
of
our
finer
employees
after
they
graduated
and
they
got
to
beat
them
on
the
you
know,
during
operations,
etc,
etc,
and
this
is
particularly
painful
when
we're
talking
about
other
agencies
that
have
the
same
objectives
as
we
do
as
far
as
hiring
women
and
minorities
and
now
you've.
You
know
that
once
you
graduate
these
folks
from
the
academy,
it's
like.
Okay,
let's
see
how
long
they're
gonna
they're
gonna
be
around
before
they
decide.
L
They're
gonna
go
to
some
other
agency
and
that
it's
that's
our
biggest
struggle
and
we've
tried
all
kinds
of
different
methods,
and
I
had
mentioned
this,
I
believe,
to
a
couple
of
legislators
a
couple
of
weeks
ago,
some
of
the
other
retirement
programs,
particularly
within
the
federal
government.
L
You
can't
as
easily
switch
from
one
group
to
another
where
you
could
say:
okay,
I'll,
be
an
irs
agent
today
and
a
dea
agent
tomorrow
and
if
I
feel
like
it'll,
be
an
fbi
agent,
two
years
from
now
here
with
our
per
system,
you
can
jump
pretty
well
from
you
know,
pillar
to
post
and
it
will
affect
your
your
paycheck.
So
we're
that's
part
of
our
struggle.
We
realize
this
is
the
worst
of
the
worst
times
to
be
bringing
it
up,
but
I
think
it's
important
that
we
at
least
acknowledge
it.
L
The
fact
that
that's
that's
probably
one
of
our
biggest
challenges.
I
I've
had
the
opportunity
to
go
before
a
think
tank
back
in
washington,
which
is
being
paid
by
the
federal
government
I
might
add,
and
one
of
the
major
priorities,
if
not
the
first,
a
close
second
is
recruitment
and
retention
throughout
the
country,
because
on
top
of
this,
we
also
have
the
the
the
atmosphere
right
now
where
who
wants
to
be
a
police
officer?
You
know.
Why
would
I
want
to
go
and
do
that?
L
So
when
you,
when
you
blend
that,
with
the
fact
that
you
could
make
more
down
the
street,
make
more
around
the
corner,
you
can
see
the
challenges
and
we
we've
tried
to
enhance
it
in
a
number
of
ways.
I
won't
get
into
weeds
with
you
on
some
of
it,
but
to
try
to
remain
competitive
with
other
agencies.
You
know
we're
smaller
we're
better.
Our
spear
decor
is
better.
We
don't.
You
know
we're
not
in
media
with
problems
that
other
departments
may
have.
L
N
And-
and
I
appreciate
that-
and
I
actually
love
to
get
in
the
weeds,
so
I
am
going
to
ask
you
some
deeper
questions
about
recruitment
and
retention
and
I
guess
the
first
one
would
be
based
on
the
numbers
of
the
applicants
because
again,
let's
start
there
with
the
applicant.
So
after
all
the
recruitment
efforts,
we
have
the
number
of
applicants
and,
according
to
your
presentation
in
2019,
there
was
almost
3
000
last
year,
even
with
covid,
there
was
still
over
2
000
and
so
how?
N
K
Yeah
in
general,
yes,
we
have
on
many
occasions
looked
into
that
in
terms
of
how
many
applications
does
it
take
to
fill
an
academy
and
our
number
used
to
be
a
hundred
to
5..
K
We
have
not
done
any
recent
analysis
and
determine
that,
but
based
on
our
numbers,
it's
obvious
that
it's
probably
not
even
that
mavis
I
know
you're
online.
Can
you
help
me
with
this
question?
Has
it
changed
much
in
the
last
couple
of
years.
K
B
B
Terry,
I
am
on
there
you
go.
Thank
you
good
morning
for
the
records.
This
is
madison
hr
manager
for
dp,
sherry.
You
are
absolutely
correct.
We
do
not
have
recent
numbers,
and
so
we
are
relying
on
those
numbers
indicating
that
it
took
about
a
hundred
applicants
to
get
five
candidates
to
attend
the
academy.
It's
just
the
dropout
during
different
phases
of
the
process.
B
The
background
investigation
is
one
of
our
major
dropout
segments
of
the
process
and
then,
when
we
move
through
the
background
investigation
and
we
get
to
phase
two
which
includes
the
medical
assessment,
psychological
evaluation,
we
also
have
a
major
issue
with
people,
not
passing
the
polygraph
examination.
So
those
are
two
of
our
biggest
areas.
N
So
with
the
polygraph,
because
this
is
something
I
hear
from
nevadans
quite
often
and
from
people
and
and
we
know
it-
you
know
the
science
behind
the
polygraphs
and
why
you
know
certain
industries
or
courts,
accept
it
or
don't
accept
it,
and
we
know
the
ability
to
beat
it
and
the
ability
of
for
false.
N
You
know
positives,
I
I
guess
you
could
say
I
I'm
wondering,
because
again
I
the
polygraph.
Why
is
that
continue?
Why
is
it
still
being
used
if
that
is
something
that
you're
indicating
as
something
that
is
blocking
our
applicants
from
proceeding
further
the
polygraph
most
certainly
is
not
an
indicator
of
future.
N
N
Why
are
we
using
it
and
and
have
we
done
studies
to
show
in
dollars
and
hours
what
the
what
the
polygraph
is
costing
us,
because
if
that's
one
of
the
areas
where
we're
losing
again
when
I'm
looking
at
almost
3
000
applicants-
and
I
understand
we
fill
out
applications
for
multiple
reasons.
I
understand
that
we
change
our
mind.
We
we've
sent
out
hundreds.
N
Then
I'm
curious,
why
we're
still
doing
an
aptitude
test
after
two
tests
are
usually
to
show
people
hey,
you
could
be
successful
in
some
of
these
areas.
Not
I've
already
decided.
I
want
to
be
in
these
areas
so
again
do
we
know
how
how
many
hours
and
applicants
in
time
we're
losing
because
of
the
polygraph.
L
Let
me
bought
in
here
george
tagliate,
for
the
record.
I
think
one
of
one
of
the
issues
that
we
have
to
really
take
a
a
strong
look
at
is
the
value
of
the
polygraph
and
I'll,
be
the
first
one
to
tell
you
that
you
know
it's
it.
Could
you
know
this?
You
can't
use
it
in
courts,
et
cetera,
et
cetera.
I
get
that,
but
at
the
same
time
it's
a
double-edged
sword
because
we're
also
looking
right
now
throughout
the
entire
country
as
far
as
integrity
of
the
police
department's
integrity
of
the
officers.
L
What
are
their
backgrounds
actually,
when
I
alluded
to
that
think
tank
that
I
would
be
participating
in
or
one
of
the
questions
came
up
out
of
nowhere.
That
just
said,
should
we
expand
the
polygraph
to
get
into
somebody's
or
attempt
to
get
into
somebody's
background
regarding
any
bigotry,
any
any
basic
issues
that
they
may
have?
That
would
cause
them
to
have
a
propensity
for
violence
or
to
be
prejudiced
against
other
people,
and
that's
boy.
That's
really
tough,
because
again
the
polygraph
is.
Is
you
know
it
is
what
it
is?
L
It's
it
it's!
It's
not
100
certain.
So
there
is
kind
of
a
balance
there.
I
think
our
main
purpose
and
correct
me
if
I'm
wrong,
maybe
I
believe
our
main
purpose
with
the
polygraph,
because
we're
starting
to
look
at
this
is
to
address
use
of
drugs.
Were
you
ever
arrested,
et
cetera,
et
cetera?
You
know
they
pretty
pretty
basic
things
within
their
background.
L
That
would
exclude
them
from
being
police
officers,
and
I
think
mike
I
owe
in
fact
I've
got
the
name
of
the
two
behavioral
professionals
not
psychiatrists
but
psychoanalysts
or
whatever,
and
if
I
had
gotten
that,
because
I
want
to
reach
out
to
them
with
this
study
in
in
dc
to
determine
what
they
get
an
interview
in
the
employment
process
and
can
they
determine
or
what
do
they
think
the
idea
is,
is
trying
to
look
and
see?
L
If
somebody
has
that
propensity
for
violence
or
if
they
have
a
situation
where
they
have
excuse
me,
they
may
have
some
hidden
issues
with
other
people
and
being
able
to
function
as
a
police
officer
in
a
society
where
we're
heading
in
a
direction
where
we
have
to
be
more
user-friendly.
We
have
to
be
more
engaged
with
the
community
rather
than
having
these
adverse
relationships.
L
K
But
I
do
have
some
information,
I'm
sorry,
sherry
brigham.
We
are
required
by
statute
to
use
the
polygraph.
I
believe
it's
a
polygraph
or
a
is
it
writing.
Mavis
or
pat
conway
may
be
online
by
now
he's
our
expert,
but
it
is
required
by
statute
that
we
must.
You
have
the
polygraph
and
I
would
agree
you
know
five
years
ago,
if
you'd
asked
me,
I
would
have
said
absolutely
if
we
could
toss
that
thing.
K
No
problem,
but
integrity
now
is
an
issue,
and
so
what
they're
looking
to
find
is
what
kind
of
lies?
What
did
they
give
us
while
they
were
doing
their
application?
And
so,
as
the
director
pointed
out,
we
focus
a
lot
on
drug
use,
etc.
Criminal
use
in
the
background
and
domestic
violence.
Anything
along
those
lines.
They
often
fail
that
one.
So
until
that's
changed,
we
have
to
by
law,
do
the
polygraph
and
the
test,
as
you
mentioned
aptitude,
and
maybe
aptitude
isn't
really
the
best.
K
It
is
it's
more
for
us
to
determine
integrity.
So
it's
the
ntn
test
and
most
a
lot
a
lot
of
local
law
enforcement
across
the
nation,
use
this
form
of
testing
and
it
screens
a
screening
device
that
will
tell
us
at
what
level
this
employee
or
this
potential
applicant
could
make
it
through
the
system
so
there's
several
levels
where
they're
adequate
or
maybe
excel,
and
then
there's
one
that's
fail.
It
comes
back
to
us
as
a
pass
fail.
K
It
gives
us
something
to
evaluate
our
our
applicants
to
at
least
give
put
a
pool
of
applicants
that
we
believe
are
qualified,
both
mentally
and
physically,
for
the
job
without
any
other
further
checks
at
all.
So
again,
we're
doing
the
testing
for
integrity
sake
more
than
anything
else,
their
ability
to
answer
situational
questions
their
videos.
All
of
them
are
law
enforcement
related.
K
This
is
a
situation.
How
would
you
handle
it
and
you
get
three
or
four
answers?
Two
of
those
answers
are
correct,
which
I
found
by
doing
it
myself.
So
it's
only
if
you
fail
that
that
we
disallow
anything
that
is
standard
or
or
superior,
we
pass
and
we're
really
getting
the
pass
fail
with
details
come
later.
I
hope
that
answers
your
question,
but
we
are
available
for
any
others.
N
Okay,
I'm
gonna
ask
you
two
more
brief
questions,
because
I
know
that
many
people
have
a
lot
to
ask
about
this.
You
mentioned
about
getting
them
through
the
process
and
so
in
your
numbers.
According
to
your
presentation,
it
it's
like
18.6
percent
are
either.
I
think
you
said,
12.8
are
failing
the
academy
and
then
5.8
are
not
making
it
through
the
probationary
period
and
then
another
slide.
When
you
were
talking
when
I,
the
discussion
was
around
diversity,
recruitment
and
you
know
who's
applying
it.
N
How
many
are
hiring-
and
it
looked
like
from
from
the
bar
graph-
that
half
of
the
black
applicants
were
not
making
it
through.
So
what
is
happening
because
in
in
in
any
industry
or
field,
if
we
were
losing
almost
20
percent
just
through
the
probationary
and
the
academy,
and
yet
you're
you're
trying
to
apply
the
things
that
are
already
happening
as
if
they're
effective,
so
then
what's
happening?
Why
are
why
are
we
losing
20
before
we
even
finish
probation.
K
Oh,
I'm
not
muted,
sherry
brigham
and
for
the
record
to
answer
that
question
I
I
would
need
to
know
much
more.
I
could
not
tell
you
by
diversity
classification,
why
one
group
might
fail
one
thing
or
another.
The
only
study
that
we
have
been
participating
or
have
done
is
that
with
women,
which
again
is
another
diversity
group
I
didn't
even
name
we
are
the
worst
there.
K
So
we
have
been
targeting
that
group
in
terms
of
trying
to,
because
it's
usually
physical
fitness
that
they
lose
out
on
to
do
more
training
and
development
prior
to
them
testing
for
it
mavis
do
you
have
any
idea
or
jose
or
cara
why
the
black
group
of
diversity
may
fail
at
a
higher
rate
than
another
group?
I
don't
think
I
have
that
answer,
but
I'll
bet
I
could
get
it.
N
A
All
right,
thank
you
so
much
miller.
I
believe
senator
gokutiya
has
a
question.
B
Mr
chair
and
just
to
comment
first,
you
know,
I
know,
there's
a
lot
of
discussion
going
on
on
the
polygraph
and
why
these
people
are
failing,
but
given
the
times
we're
in
it's
probably
not
an
appropriate
time
to
to
lower
the
standard,
I
would
think,
but
my
real
question
is
director
tag
gaudi
and
I
get
pressed
a
lot
from
some
of
the
world's
jurisdictions
about
some
of
the
duty
stations
in
the
rurals
that
are
vacant.
B
I
know
you're
facing
huge
numbers
that
are
vacant,
but
could
you
tell
me
you
know?
Is
there
any
hope
on
the
horizon
to
fill
the
eureka
austins
and
those
stations
that
are
vacant
and
have
been
vacant
for
a
long
time.
L
Yes,
sir
george
tagliati
for
the
record,
one
of
the
things
we've
done
recently
within
the
last
year
was
discontinued,
our
recruitment
effort
or
say
re-refocu
our
recruitment
effort
within
the
state
before
there
was
more
emphasis
in
job
fairs
than
say,
los
angeles,
san,
diego
et
cetera,
and
the
competition
there
was
just
overwhelming.
L
L
So
maybe,
if
you,
you
know,
want
to
buy
a
few
acres
and
want
to
raise
a
family
and
have
a
you
know,
horse
or
whatever
you'd
be
able
to
move
around.
You
don't
necessarily
have
to
stay
in
the
urban
environment
and
go
to
a
rural
environment,
so
I
think
it
maybe
it's
a
positive
that
we
could
be
working
on
more
as
far
as
trying
to
sell
that,
but
again
it's
the
competitive
pieces
of
that
are
difficult.
L
I
having
been
spent
a
fair
amount
of
time
in
the
in
the
private
sector
working
for
the
resorts,
and
I
see
the
way
we
recruited
there
within
our
security
department.
You
have,
you
always
have
difficulty
with
with,
for
example,
women,
to
get
them
into
that
type
of
or
line
of
work.
L
You
either
really
want
to
do
it
or
you
don't,
and
I
can
look
at
the
highway
patrol
and
I
see
an
area
there
where
I,
you
know,
clearly,
look
and
see
how
many
people
we
have
how
many
females
we
have-
and
that
said
I
don't
know
about
you,
but
that's
a
tough
job.
If
I'm
going
to
pull
somebody
over
or
two
o'clock
in
the
morning
in
the
middle
say
somewhere
around
ely
and
my
backup
is
a
gazillion
miles
away,
it's
it's
it's
a
difficult
sell,
however.
L
I
I've
been
teaching
prior
to
coming
on
board
at
unlv
for
about
10
years
and
with
most
of
the
students
in
my
class
I
found
more
and
more
over
the
years
that
the
students
at
unlv
criminal
justice
majors
were
getting
more
interested
in
getting
into
positions
like
pnp,
because
it
was
a
blend
of
being
a
social
worker
as
well
yeah
and
actually
seeing
some
results
of
you
know
of
your
efforts
and
maybe
turning
some
lives
around
and
saving
some
folks
and
putting
them
back
on
the
straight
and
narrow
as
they
would
say.
L
So
we
it's
a
different.
I
think
it's
one
of
those
situations
where
we
have
to
stay
on
it,
our
recruitment
effort,
because
it
changes
every
generation
is
different.
You
know
what
do
they
want
out
of
their
jobs
and
so
on
and
so
forth.
There
was
a
brief
time
we
looked
at
not
having
an
entrance
exam.
Well,
what
does
that
do?
Well,
if
you
don't
have
an
entrance
exam,
how
are
they?
L
We
have
really
there's
possibly
no
measure
as
to
how
that
person
will
do
during
the
academy
if
they
have
an
inability
to
with
the
english
language
or
the
inability
to
write
sentences,
the
inability
to
write
reports.
What
is
the
quality
of
the
person
to
your
point
at
the
end
of
the
day?
Who
are
we
going
to
get
it's
that
continual
balance?
L
So
it
is
it's
it's
our
number
one
priority.
There's
absolutely
no
doubt
about
it.
It's
it's
a
struggle,
but
we're
also
trying
to
make
the
job
better
for
everyone
and
build
that
a
spirit
of
the
core
where
you
don't
want
to
leave.
You
don't
want
to
leave
for
a
few
dollars
so.
K
Gary
brigham,
I'm
sorry,
I
didn't
right:
okay,
senator
coccochia.
I
know
that
this
question
has
been
near
and
dear
to
your
heart
for
many
many
sessions
and
we
did
try
to
institute
incentive
pay
for
rurals.
That
was
our
priority
just
to
get
that
on
the
table.
So
we
could
move
people
into
those
areas
and
it
was
determined.
We
couldn't
do
that
beyond
the
session
and
of
course
it
didn't
make
it
into
our
budgets.
K
So
in
the
meantime
we
have-
and
I
believe
you've
met
major
jimmy
simpson
out
there
and
that's
his
home
and
backyard
and
we
have
been
sending
troops
up.
As
a
matter
of
fact,
we
moved
our
troops
all
over
the
state
now
to
back
up
each
other,
so
we
have
highway
patrol
coming
up
and
backing
up
capitol
police
and
we
have
pnp
backing
up
capitol
police
and
and
highway
patrol,
and
then
we
have
investigations
backing
up
those
two
groups.
So
now
we
are
very
much
more
coordinated
as
a
one
group
of
officers.
K
You
know
to
say
it
that
way:
a
state
group
where
we're
pulling
in
anybody
and
everybody
to
solve
problems
our
biggest
issue
becomes
funding.
Is
we
have
so
many
different
funding
streams
for
the
various
purposes
of
the
divisions
that
they
get
in
the
way
and
prevent
us
from
really
being
able
to
make
use
of
the
force
that
we
do
have
for
multiple
purposes?
K
So,
to
answer
your
question,
will
we
ever
fill
them?
We
make
every
effort.
Our
priority
now
is,
as
somebody
mentioned
fast
tracking.
We
are
fast
tracking
anybody
who
is
willing
to
work
in
the
rules.
We
are
not
hiring
for
las
vegas
right
now
in
terms
of
we'll
put
them
on
a
list,
but
we're
not
prioritizing
them
through
backgrounds.
We
will
prioritize
everybody
else.
K
First,
to
fill
our
academies
with
those
people
who
are
willing
to
start
in
the
rules
and
beyond
that,
just
the
esprit
de
corps,
I'm
hoping
over
time,
will
help,
but
we're
back
to
the
base,
paying
comparisons
and
disparity
with
a
local
law
enforcement.
Thank
you.
B
Thank
you,
mrs.
B
A
Thank
you,
senator
something
woman,
peters.
I
Thank
you
chair
and
I'm
gonna
ask
a
couple
questions,
but
I'm
gonna
ask
that
the
responses
attempt
to
be
brief.
We
have
spent
quite
a
bit
of
time
on
this
really
important
issue,
but
we
have.
I
have
a
couple
of
questions
that
I
need
to
get
on
the
record.
Would
you
please
discuss
the
types
of
services
that
may
be
turned
away
if
vacancies
continue
to
grow.
K
Sherry
brigham
in
for
the
record,
curtis
jump
in
if
I'm
wrong,
but
the
services
that
can
be
turned
away
are
contract
services
number
one.
So
in
highway
patrol
we
handle
contracts
from
various
companies
like,
for
instance,
you'll
see
wide
loads
going
down
the
highway
and
they
require
extra
coverage
and
turn
for
safety
on
the
highways.
K
We
can
take
those
contracts
and
we
have
to
pay
the
officers
over
time
in
order
to
handle
it,
because
it's
not
their
normal
duties
and
it's
for
the
benefit
of
one
company.
So
we
have
hundreds
of
those
type
of
contracts
throughout
the
state.
We
would
have
to
deny
services
to
those
contracts.
That
would
be
our
first,
no
ghost
in
terms
of
capitol
police.
We
mentioned
that
as
well.
They
will
have
to
turn
it
over
to
local
law
enforcement.
K
So
if
we
get
a
call
at
grant
sawyer,
for
instance,
that
something
is
happening,
we
probably
have
two
officers
on
duty
at
that
time:
we're
calling
local
law
enforcement
to
back
us
up
as
well
as
our
sister
agencies,
so
if,
on
the
other
hand,
it's
more
of
an
issue
of
I'm
trying
to
think
an
irritation
issue
that
they
might
call
capital
police
about
something,
that's
not
nefarious
or
or
urgent
at
the
time,
we
might
ask
them
to
hold
that
call
and
get
to
back
to
them
at
a
later
time
or
divert
them
to
another
agency
or
local
area.
I
Thank
you
thank
you
for
that.
My
second
question
has
to
do
with
the
long
term
strategy
to
address,
recruit
recruitment
and
attention.
Sorry
and
retention
of
sworn
officers
and
kind
of
to
preface
this.
This
has
been
a
an
area
of
intense
discussion
across
the
country,
particularly
as
we
have
a
more
have.
I
We
have
more
generations
in
the
market,
the
employment
market
than
ever
before,
really
right,
four,
very
dynamic
generations
who
require
a
very
different
set
of
of
work,
life,
balance
and
work
scenarios,
and
I'm
wondering
what
your
what's
your
long-term
strategy
for
addressing
those
dynamic
needs,
as
we
move
forward
with
retaining
additional
staff
to
your
department.
K
We
sherry
brigham
for
the
record.
We
are
employing
more
applications
that
can
be
handled
by
your
phone.
For
instance,
the
sophomore
software
excuse
me
that
we
had
introduced
earlier.
K
K
So
we
have
x
amount
of
contracts
available
who
wants
a
contract
that
goes
out
on
this
application?
Any
employee
can
put
it
on
their
their
phone
to
get
this.
This
notification,
that
there
is
a
contract
available
and
are
you
interested
and
the
first
person
who
commits
to
it,
gets
it,
but
then
they're
kind
of
frozen
for
two
or
three
periods
of
time.
So,
as
the
contract
continues
to
come
up,
other
people
have
an
opportunity
to
get
those
contracts.
K
So
from
a
technology
standpoint
we
are
striving
to
stay
on
top
of
it
to
have
the
best
the
greatest
the
latest,
and
we
probably
do
that
better
in
highway
patrol
than
any
of
the
other
divisions,
because
the
funding
is
highway
funds
and
not
as
restrictive
as
the
other
funding
is
so
with
that
we
try
and
develop
this
this
I
I
can't
even
come
up
with
a
name,
but
it's
we're
trying
to
attract
and
retain
the
younger
folks,
but
they
are
so
mobile
they're,
not
the
ones
who
are
going
to
stay
for
10
years.
K
They
see
a
job
as
here
and
gone,
it's
a
job.
It's
it's!
We
don't
talk
careers,
we've
looked
into
the
the
option
of
doing
recruitments
and
and
using
that
as
a
bonus
for
us,
meaning
that
if
you
get
bored
here
in
pnp,
two
years
later,
you
can
go
over
to
highway
patrol
liking,
that
maybe
you
can
do
investigations
or
maybe
you
can
use
canines
or
maybe
you
can
get
into
this
special
task
force.
K
So
that's
how
we're
kind
of
using
the
whole
idea
that
this
younger
generation
doesn't
commit
to
a
career
of
20
30
years,
which
brings
us
back
to
pay
again
because
they're
paying
for
purrs
and
they're,
not
thinking
purrs
they're,
not
thinking
long
term
they're
thinking
now
in
the
next
couple
of
years,
so
we
are
working
on
developing.
Do
we
have
a
long-term
strategy
in
keeping
those
younger
folks
engaged?
K
That
is
our
strategy
right
now,
but
of
course
it
is
impacted
by
funding.
So
I'd
say
that
kind
of
half
and
half
yes,
and
no
to
your
question.
I
Kind
of
a
follow-up
to
that
question
we'll
directly
follow
that
question.
Are
you
so
when
folks
leave,
I
imagine
that
you're
doing
an
exit
interview
to
talk
about
why
they
left
and
you're
getting
feedback
that
varies
between
just
the
pay
is
not
enough
for
my
family,
I'm
needing
to
move
to
elsewhere
or
or
whatever,
are
you
asking
any
questions
that
are
directed
at?
Did
you
feel?
I
How
did
you
feel
about
the
culture
of
the
agency?
Are
you
asking
any
of
those
questions,
and
are
you
asking
about
the
work-life
balance
that
folks
are
experiencing?
I,
I
personally
know
a
few
dispatchers
who
have
worked
for
you,
who
worked
an
immense
amount
of
overtime
as
single
parents.
They
barely
saw
their
kid
and
to
me
that's
not
super
sustainable.
I
want
to
know
what
you're
doing
to
address
that
as.
K
Well,
to
your
first
question
is
sherry
brigham
and
for
the
record,
with
with
the
home
life
and
the
work
life
and
the
exit
interviews.
So
with
regard
to
the
x
interviews,
when
they
say
hey
this,
this
paycheck
just
doesn't
pay
for
my
family.
I
got
to
see
you
bye.
They
also
say
to
us.
I
love
public
safety
if
it
weren't
for
the
pay,
I
would
never
leave
and
I
have
to
say
that
a
number
of
people
do
come
back.
K
It's
just
you
know
what
they're
getting
at
the
other
agency
or
local
law
enforcement
agency,
isn't
the
family
that
they
left,
because
we
truly
are
indeed
a
family,
a
long-term
family,
but
they
will
say-
and
always
professor
I'm
sorry,
it's
the
paycheck.
I
need
the
money.
I
can't
support
my
kids,
etc,
etc.
K
With
regard
to
the
second
question,
oh
I'm
already
losing
it
oh
managing
time
and
family.
You
are
absolutely
right.
Our
dispatchers
go
through
the
same
kind
of
turnover.
K
In
fact,
it's
very
high,
it's
a
highly
stressful
job
and
they
work
an
incredible
amount
of
of
overtime
and
again
most
cases
that
over
time
is,
is
not
required,
but
requested.
They'll
they'll
take
the
hours
and
I
believe
we
are
almost
ready
to
start
an
academy
for
our
dispatchers,
as
we
have
50
applicants
that
we're
moving
forward
and
in
their
case
being
heard,
is
very
important.
The
dispatchers
are
often
looped
into
administrative
support
and
they're.
K
Nothing
at
all,
like
administrative
support,
so
being
part
of
their
group
means
being
part
of
law
enforcement,
and
they
are
equally
important
in
terms
of
sharing
information
and
communicating
so
making
more
of
an
effort
to
link
those
two.
With
regard
to
policies
difficult
times,
we
had
a
dispatcher
who
was
dealing
with
an
urgent
incident
at
the
time
and
she
knew
some
of
the
players
and
it
was
emotionally
difficult
for
her.
K
We
want
to
make
sure
that
they
get
the
same
type
of
help.
We
would
offer
to
all
our
all
of
our
officers
and
you
hit
on
another
topic,
which
is
the
mental
physical
distress
just
by
working
a
number
of
hours.
In
a
day,
they
have
a
very
high
suicide
rate,
very
high
divorce
rate,
our
office,
not
our
officers
but
officers
across
the
nation
and
we've
had
many
seminars
that
I've
attended
as
well,
where
this
is.
K
This
is
part
and
parcel
to
law
enforcement
and
that
we
really
have
to
stress
the
physical
fitness
and
getting
away
from
the
job
and
taking
the
days
off,
and
I
hate
to
keep
coming
back
to
this
because
it
keeps
harping.
We
can
only
do
that
to
such
a
point
where
they're
taking
the
overtime,
because
they
can't
afford
to
work
here.
Otherwise,.
I
Yeah,
I
would
be
curious
about
that
balance
of
the
work
time
spent
the
pay,
how
that
compares
to
how
people
feel
they're
being
compensated
and
then,
and
also
whether
people
would
feel
better
about
the
pay
if
they
were
just
working
less
hours.
I
know
particularly
for
my
generation,
then
I'm
a
millennial.
A
I
For
our
work-life
balance,
I
have
one
last
question
for
you
and
it
has
to
do
with
the
first
part
of
the
question
that
I
asked
that
I
think
got
lost
in
the
rest
of
my
question,
but
I'm
really
curious
about
how
you
guys
are
reviewing
the
the
input
you
get
related
to
the
cultural
experience
of
your
employees
and
how
that
relates
to
your
post
recruitment
review
process.
So
do
you
look
at
when
do
you
look
at
like?
Why
are
people
interested
and
then
not
interested,
you
know?
K
Possible,
thank
you.
This
sherry,
further,
sherry
brigham
and
for
the
record,
I
think,
what's
important
to
note
is
that,
given
the
changes
and
the
changing
priorities,
there
are
in
law
enforcement,
day-to-day
and
all
that
we
have
dealt
with
in
this
last
year.
Over
a
year
ago,
I
started
sitting
in
with
my
recruitment
team
weekly,
so
we
every
week
sit
down
together
and
in
this
case,
over
the
phone
or
on
teams
and
discuss
the
issues
that
we
have
had
and
what's
going
on
this
week.
K
So,
for
instance,
kara's
got
a
physical
fitness
event.
Coming
friday
the
weather
looks
terrible.
Maybe
we
should
do
something
else.
Those
type
of
conversations
happen
all
the
time
after
they
go
through
the
ntn
and
that's
the
test,
the
written
test
and
the
physical
fitness
test.
We
discuss
what
made
them
fail
out
of
those
things
who
lost
for
what
reason
now
to
earlier
points.
K
What's
going
on,
I
can
say
we
are
acutely
aware
of
the
issues
that
are
going
on
around
us
and
we
are
trying
to
spread
ourselves
out
as
far
as
possible
and
meet
every
need
or
challenge
that
we
can
in
order
to
help
recruit
and
obviously,
during
covet,
we've
had
our
hands
tied.
We
had
to
stop
doing
physicals,
we
didn't
want
to
stop
hiring
and
we
have
not,
but
we
have
had
to
slow
down
our
process
because
we
couldn't
do
physicals
in
person.
It's
it's.
K
K
Unfortunately,
we
were
challenged
with
covid
half,
not
even
halfway
a
quarter
into
that
plan
last
year
and
still
challenged
in
getting
that
up
and
running
again.
So
I
can
tell
you
that,
as
we
go
forward,
our
strategy
is
less
about
what
a
piece
of
paper
might
tell
us.
Our
goal
is
and
more
about
dealing
with
the
changes
and
being
flexible
enough
to
jump
midstream
from
right
to
left
to
see
if
we
can
do
what
we're
doing
better.
I
I
I
personally
will
have
some
follow-up
that
I'll
take
offline
with
with
you
about
the
hiring
process
and
the
recruitment.
Sorry,
the
retention
piece,
but
thank
you
for
talking
about
all
these
issues
and
it's
really
an
important
conversation
to
be
having
in
these
public
spaces.
Right
now
and-
and
I
look
forward
to
addressing
these
issues
and
more
as
we
move
forward.
A
Thank
you,
I
believe,
but
feminine
told,
has
a
question.
J
Yes,
thank
you
so
much
chair
and
boy.
What
a
conversation
this
morning
and
how
much
I
think,
we've
really
unpacked
the
the
challenges
that
we
face.
I'm
a
sister
of
two
law
enforcement
officers,
one
recently
retired
and
one
who
has
an
app
on
his
phone
counting
down
the
days
and
they
they
have
loved
their
careers
over
their
combined
50-plus
years
in
law
enforcement
and
commitments
of
public
safety.
J
But
also,
I
think
that
this
conversation
has
just
really
unwrapped
the
challenges
that
we
face
in
terms
of
expectations,
extremely
high
expectations
to
be
all
things
to
all
people,
lack
of
resources
and
followed
by
an
environment.
That
is
not
always
very
supportive
of
how
much
sacrifice
goes
into
this
job.
J
And
so
I
I
really
appreciate
that
we
are
diving
deeply
into
these,
and
I
think
that
the
public
appreciates
that
as
well,
because
we
have
these
conversations-
and
I
I
want
to
piggyback
on
what
someone
peters
had
addressed
in
terms
of
really
really
harnessing
the
power
of
this
next
generation.
J
I
I
heard
your
response
that,
of
course,
for
the
short
term,
it
makes
it
difficult
when
you
have
a
more
a
younger
population
that
may
be
more
transient,
but
in
the
long
term
that
generational
investment
is
so
important
and
so
and
we
know
that
community
engagement
outreach
helps
to
reduce
those
barriers
perception
about
what
all
law
enforcement
does.
And
so
I'm
wondering
what
are
you
doing
in
the
k-12
space
you
mentioned
a
little
bit
about
criminal
justice,
majors
and
so
forth.
J
The
college
level
so
maybe
touch
on
a
little
bit
more
at
the
higher
ed
level
as
well.
But
what
what
are
you
doing
to
reach
out
good
old-fashioned
career
day
style
because
oftentimes,
if
you
know
if
our
youth
or
members
of
the
public's,
only
interaction
with
law
enforcement
is,
when
you
know
they're
getting
a
warning
or
or
potentially
worse,
you
know,
then
there's
a
perception
there.
What
are
we
doing
to
positively
impact
that
perception.
K
Hi,
sherry
brigham
and
for
the
record,
one
of
the
things
we
were
talking
about-
and
I
mentioned
it
in
our
last
committee
meeting-
is
that
in
our
training
division
we're
looking
at
doing
the
citizens
academy,
something
that
would
do
we're
trying
to
do
a
short
one,
a
day-long
seminar
to
get
a
feel
for
if,
if
the
interest
is
worth
it,
but
that
would
give
us
an
opportunity
in
to
impact
our
local
community
citizens
and
hopefully
the
moms
and
dads,
and
maybe
some
of
the
younger
crowd
as
well
to
come
in
and
see
who
we
are
and
what
we're
about
and
teach
them
what
we
do.
K
As
a
matter
of
fact,
we
have
a
new
simulator,
that's
coming
in
late
spring.
I
I
think
it
was
grant
funded
for
use
of
force
training,
so
we're
hoping
to
use
that
use
of
force,
which
is
an
electronic
head
game
type
thing,
and
I
apologize
for
making
it
sound
simple,
but
I'm
not
technically
astute,
as
you
can
probably
figure
out,
to
bring
people
in
to
show
them
how
we
train
our
officers
and
let
them
know
that
that
this
is
what
we're
trying
to
to
do.
K
Is
while
we're
dealing
with
use
of
force,
we
want
to
use
this
at
least
for
as
possible
at
any
time
and
the
rationale
and
reasons
why
plus
there's
there's
that
opportunity
to
interact,
and
we
have
some
very
positive
training
people
who
we
think
can
convince
the
the
public
to
consider
us
as
part
of
their
lives,
their
friends,
their
family
and
we're
shooting
in
that
direction.
K
With
regard
to
career
fairs
and
that
sort
of
thing
mavis,
I
know
you're
on
the
line
and
we
have
tara
and
jose
who
are
also
on
the
line
who
have
conducted
career
fairs
and
we
always
bring
officers
with
us
to
the
career
fairs
so
that
they
can
interact
with
the
potential
applicants
and,
if
you'd
like
either
of
them,
could
give
you
some
kind
of
description
of
how
it
looks
or
feels.
I
don't
have
that
information.
I'm
sorry.
B
That's
like
this
is
jose
via
human
resources.
Analyst.
Thank
you
for
the
time.
As
far
as
our
job
fairs,
we
we
used
to
have
a
face-to-face
job
first
with
our
communities
colleges
any
even
in
the
military
bases,
now
we're
doing
virtual
job
fairs
and
we're
trying
that
out
to
make
sure
we
reach
out
to
all
the
people
who
are
graduating
or
members
of
the
military
and
our
testing
locations.
A
Yeah,
we
need
to
definitely
quick
and
we
need
the
quick
responses,
because
we've
got
to
move
on
to
the
other
budget,
so
go
ahead.
J
K
I'm
sorry
this
is
sherry
brigham
and
for
the
record.
Actually,
we
we
do
a
lot
and
I
could
do
a
whole
presentation
for
you
what
our
pios
do
with
us
do
for
us.
So
we
have
law
enforcement
pios
who
are
all
over
the
state
we
have
them
in
the
north.
K
We
have
them
in
the
south
and
we've
centralized
the
communication
with
our
director's
office
pio,
who
handles
all
of
our
communication
through
the
web
and
I'm
losing
a
word
here,
but
also
coordinates
all
that
kind
of
information
out
to
people
on
the
web.
And
while
it's
happening
so
we
have
these
wonderfully
outgoing
people
who
go
to
the
schools,
including
the
grammar,
schools
and
high
schools
for
different
presentations
like
the
drive
program
or
the
teenage
fatalities
program,
and
that's
not
what
they
call
it.
K
But
it's
something
like
that:
oh
yes,
yes,
yes,
we
do!
All
of
that
and
it's
just
zero
teen,
I'm
I'm
being
updated!
Thank
you.
So
we
have
a
lot
of
that
that's
happening,
but
that
could
be
its
whole
production
to
you
for
easily
an
hour,
we'll
be
happy
to
talk
to
you
offline
if
you'd
like
or
give
you
a
a
little
tour
of
what
we
do.
There.
J
Okay,
thank
you.
Well,
if
there's
just
any
way
to
quantify
it
with
data,
that's
I
think
always
helpful
to
the
whole
committee.
In
the
last
question,
it
really
passes
on
your
slide
number
13..
I
also
had
questions
about
that
because
that
assemblywoman
miller
touched
on,
but
I
think
just
for
the
sake
of
brevity,
it
might
be
helpful
to
have
this
broken
down
by
year
because,
as
I
read
it,
it
seems
to
me
that
we're
comparing
applicants,
but
I
don't
know
what
year
are
we
are
we
just
saying
last
year?
J
This
is
how
many
applicants
we
had
or
percentage
of
applicants
and
then
are
we
comparing
it
to
our
current
population
of
officers,
because
we've
seen
a
demographic
shift
in
our
state
over
the
decades
now,
and
so
that
might
show
us
a
different
picture
on
this
slide
than
if
we
were
to
do
a
year
by
year.
Analysis.
J
So
how
many
applicants
per
year?
How
many
hired
per
year
may
show
a
different
picture
than
what's
our
current
population
of
of
officers
who've
been
serving
for
10
20
30
years
compared
to
who's
been
applying
in
the
last
year.
So
I
think
that,
having
that
broken
doubt
by
year
might
help
us
to
get
a
clearer
picture
of
who
are
we
hiring?
Who
are
we
turning
away
and
so
forth?.
K
Sherry
brigham
and
for
the
record.
Yes,
we
will
clarify
that
this
was
2019
because
we
did
not
use
the
covet
year
for
the
ethnicity
percentages
and
you
are
correct.
The
nevada
census
was
the
most
recent
sentences.
K
The
officer
applicants
were
in
that
year,
but
you
are
right
when
you're
looking
at
that
gray
bar
what
is
our
sworn
population,
we
are
looking
at
now,
not
what
it
was
in
19..
So,
yes,
we
will
get
a
little
more
deep,
diving
into
some
of
our
numbers.
Thank
you.
A
Okay,
thank
you
very
much.
This
is
an
important
discussion
and
I
you
know
I
I've
appreciated.
Having
heard
this
presentation
over
the
years,
I
think
the
department's
come
a
long
ways
and
and
and
yet
in
some
ways
we're
still
talking
about
some
of
the
same
things
we
were
talking
about
many
years
ago,
but
in
other
ways,
you're
doing
an
excellent
job
at
reaching
out,
and
I
know
that
there's
more
that
can
be
done.
But
so
thanks.
Everyone
for
the
discussion.
A
We
need
to
move
on
to
budget
account,
3743
the
investigation
division,
and
we
have
one
main
question
in
that
section.
But
if
you
want
to
give
a
really
quick
presentation
for
that
and
then
we'll
just
get
to
the
one
to
the
question
that
we
have
and
any
other
questions
that
the
members
might
have.
M
I
will
do
that
good
morning,
chair
and
committee
members.
My
name
is
patrick
conmay,
I'm
chief
of
the
division,
the
investigation
division
with
me
this
morning,
ryan
miller,
deputy
chief
and
felino
keith,
raso
I'll
make
this
real
brief.
We
have
a
number
of
slides,
but
I
can
go
through
those
pretty
quickly
and
then
answer
any
questions
you
may
have
on
the
first
slide,
you'll
see
our
mission
statement
and
that
just
emphasizes
our
commitment
to
support
the
department's
effort
to
promote
safer
communities
next
slide
is
an
overview
of
our
goals.
M
The
goal
here
is
to
provide
superior
service
to
our
partners,
employees
and
the
public.
The
next
side
tells
or
shows
you
our
statutory
mandates.
We
won't
go
through
each
one
of
these,
but
essentially
we
provide
investigative
services
both
in
the
area
of
controlled
substance
violations
and
when
we
receive
requests
from
certain
entities
we
go
in
and
provide
those
services.
M
M
Next
slide
is
our
core
activities
and
again
I
touched
on
it,
but
we
offer
major
crime
services
both
in
carson
city
and
las
vegas,
and
that
involves
homicides
crimes
against
children,
sexual
assaults,
officer-involved
shootings,
those
kinds
of
things,
our
controlled
substance
investigations
we
handle
those
through
operating
multi-jurisdictional
task
forces
around
the
state.
Those
main
task
forces
are
in
carson
city,
winnemucca,
elko,
elie
and
fallon,
and
then
we
participate
in
dea
drug
diversion
task
forces
and
things
like
that
as
well.
Next
one
covers
some
of
the
other
core
activities.
M
M
B
M
And
polygraph
is
one
of
the
devices
used
there.
As
I
said
earlier,
we
also
operate
the
nevada
threat
analysis
center.
That's
a
fusion
center
we're
one
of
two
fusion
centers
in
nevada.
Our
fusion
center
is
responsible
for
16
of
the
17
counties
and
then
southern
nevada
metro
operates
the
fusion
center
responsible
for
clark
county.
We
interact
with
washoe's
nevada,
northern
nevada,
regional
intelligence
center
and
the
jttf.
The
fbi
operates
and.
M
B
M
M
The
the
main
point
I
want
to
make
with
this
slide
is
we're
we're
tasked
with
providing
support
across
the
state
and
if
you
look
at
the
slide,
you'll
see
the
kinds
of
agencies
that
we
assist
all
around
the
state,
and
so
we
are
with
with
our
division,
supporting
those
agencies
that
I
think
the
statute
intends
for
us
to
support
and
we
address
a
number
of
pretty
significant,
high-profile
cases.
I'd
point
out:
even
in
this
biennium,
we
were
the
primary
investigative
agency
in
the
murder
of
one
of
our
own
in
white
piper
in
lincoln
county.
M
I
guess
it
was
for
white
white,
pine
county
and
then
the
other
thing.
During
this
recent
cycle,
we
supported
the
secretary
of
state
with
election
cycle
efforts
and
we
conducted
investigations
into
threats
against
public
officials
and
facilities
during
some
very
challenging
times.
We
also
assisted
with
security
across
the
state
during
distribution
of
ppe
and
vaccines
related
to
the
pendant.
M
Just
a
real
quick
shows
you
some
of
the
types
of
seizures
that
our
task
forces
are
involved
with.
I'm
not
going
to
spend
any
time
on
that.
Next
we
have
the
n-tac.
This
slide
just
gives
you
an
idea
of
the
kinds
of
activities
that
intact
engages
in
during
this
most
recent
cycle.
A
lot
of
activity
was
expended,
supporting
the
secretary
of
state
in
the
office
of
cyber
defense
coordination
to
ensure
system
security
related
to
elections,
and
they
also
worked
with
federal
state
local
partners
during
the
presidential
campaign.
M
M
This
is
a
little
bit
different
than
we've
seen
historically,
because,
as
everybody
knows,
schools
have
been
handled
for
some
time
now
remotely,
and
so
we
saw
kind
of
a
shift
if
you
shift.
If
we
go
to
the
next
couple
of
slides
the
first
one
kind
of
shows
the
breakdown
of
events
when
we
still
had
some
in-person
school
going
on
and
the
sort
of
the
top
events
there
had
to
do
with
bullying
suicide,
drug
abuse
and
planned
school
attacks.
M
But
if
you
look
at
the
next
slide
after
we
go
to
remote
remote
schooling,
you
see
a
change
still
some
suicide
threats,
but
you
go
to
cyber
bullying,
child
abuse
and
neglect
and
self-harm,
and
we
think
some
of
those
were
related
to
kind
of
isolation
that
kids
were
feeling
when
they
couldn't
get
to
school
and
then
jump
to
the
next
one
very
quickly.
M
M
M
This
but
current
language
kind
of
allows
for
sheriffs
chiefs
of
police
district
attorneys
and
attorney
general
secretary
of
state
and
education
to
request
assistance
from
the
division.
Historically,
though,
we
receive
requests
from
many
other
state
agencies
and
entities,
frequently
involving
threats
against
state
officials,
employees
or
facilities
or
fraudulent
transactions
involving
public
monies
or
conflicts
of
interest
for
the
requesting
agencies
and
over
history,
where
the
these
agencies
had
no
other
option.
We've.
M
That
kind
of
assistance,
also
the
current
statute,
does
not
specifically
allow
the
director
of
the
department
to
utilize
his
own
investigation
division
to
provide
support
for
other
divisions
in
the
agency.
And
so
this
bdr
is
designed
to
specify
that
the
division
will
provide
investigative
services
to
the
heads
of
certain
agencies
upon
request,
including
certain
agencies
involved
in
cannabis
regulation.
When
criminal
misconduct
is
found,
and
it
allows
the
division
to
investigate
certain
technological
crimes
and
enforce
provisions
of
laws
relating
to
those
crimes
and.
M
The
director
of
public
safety
to
use
the
division
to
assist
other
divisions
within
the
department,
where
that's
appropriate
next
slide
talks
about
our
single
budget
enhancement
really
curtis
touched
on
this
earlier.
We
look
to
transfer
the
aso
2
from
the
director's
office
to
the
investigation
division
for
all
the
reasons
that
curtis
talked
about.
Essentially,
this
position
is
100
focused
on
our
matters
not
available
to
other
divisions,
and
it
seems.
K
M
Logical
to,
rather
than
cost
allocate
100
back
just
move
it
to
ndi,
where
we
can
more
efficiently
manage
it
in-house.
I
kind
of
blew
through
that
real
fast,
but
I'm
open
for
any
questions
that
the
committee
might
have
and
try
to
answer
those.
H
Thank
you,
chair
dennis,
and
thank
you,
mr
conmate.
I
I
just
have
a
question
and
I
think
you
identified
it,
but
I
just
want
to
make
sure
about
the
183
000
shortfall
for
the
safe
voice
program.
Did
you
say
that
was
just
a
clerical
error
in
the
way
that
the
budget
was
submitted
and
you're
going
to
put
an
amendment
in
that
will
will
take
care
of
that.
M
We
are
submitting
an
amendment,
it's
it's
a
combination
of
of
issues
that
came
up
over
time.
There
were-
and
I
might
have
my
deputy
chief
ryan
miller-
explain
that,
because
he's
more
he's
been
more
involved
in
it
to
give
a
little
bit
of
history
because
it
can
be
confusing.
We
won't
spend
a
lot
of
time,
but
yes,.
M
A
shortfall
there's
a
reason
for
that.
He
can
explain
and
we
are
submitting
an
amendment
so
I'll.
Let
deputy
chief
miller
come.
C
Up
good
morning,
deputy
chief
ryan
miller
for
the
investigation
division.
Thank
you
for
the
question
yeah.
I
know
you
guys
are
we're
pressed
for
time
a
little
bit
but
yeah
many
of
these
positions.
Well,
the
first
for
the
first
positions
were
funded
via
a
sub-grant
from
a
research
entity
that
received
a
grant
related
to
the
safe
voice
program
in
nevada
from
the
national
institute
of
justice.
C
Long
story
short
is
eventually
that
grant
is
going
to
expire
and
it's
been
kind
of
on
the
horizon
for
at
least
the
last
legislative
cycle
in
this
cycle
a
luckily,
we
were
able
to
get
an
extension
on
the
grant
and
it
allowed
us
to
cover
some
of
those
positions
that
we
didn't
have
funding
for
outside
of
that
grant
during
the
last
session.
C
H
C
E
C
A
very
simplified
explanation:
it's
a
little
more
in-depth,
but
that's
the
shortest
version.
I
can
get.
C
H
That
leads
me
to
my
next
question
and
I
think,
deputy
chief
miller,
might
you
might
be
the
person
to
answer
this
before
you
swipe
seats
back
and.
D
H
Just
the
fy
2022
shortfall
in
general
and
then
the
pyre
grant
funds
there's
a
it
looks
as
if
there's
unobligated
prior
grant
funds
and
can
those
be
used
for
for
your
your
fy
2022
shortfall,
but
also
could
those
be
used
towards
support
all
of
the
the
safe
voice
program.
Is
there?
Are
they
segregated
in
any
way,
and
you
know,
how
can
that
be?
H
C
H
C
Grant
original
grant
from
pyre
was
only
for
the
four
positions,
that's
the
money
that
was
in
that
was
for
fun.
You
know
for
those
four
positions
and
then
some
related,
I
guess
equipment
and
operational
expenses.
C
B
C
We
have
to
request
it
from
the
primary
grantee
who
then
has
to
request
it
from
nij
when
they
got
the
last
extension,
the
information
they
got
back,
which
was
the
general
standard
information
they
kind
of
get,
is
that
it
was
that
future
extensions
of
that
grant
would
be
only
given
under
extraordinary
circumstances.
So.
K
C
With
fire,
which
is
again
the
research
entity
that
sub
grants
it's
to
us
and
we're
they're
going
to
reach
out
to
nij
to
see
if
we
can
continue
that
funding.
It's
just
they're,
not
optimistic.
Based
on
what
they've
been
told
and
in
the
past
excuse
me,
and
even
if
they
do
it
likely,
would
not
go
through
the
entire
biennium
because
they
would
probably
if
they
got
an
extension.
It
would
only
be
one
year.
But
again
we
are
researching
that
and
again
the
funding.
C
There
would
not
be
enough
to
support
all
the
program,
it's
that
it
would
if
it
was
extended,
even
though
there's
money
left
over
it
would
only
be
for
those
positions
and
possibly
some
related
costs
to
that.
H
Thank
you.
I
look
forward
to
seeing
that
amendment
and
and
seeing
if
we
can
figure
out
a
way
to
help
cover
that
safe
voice,
yeah.
A
Me
too,
thank
you.
Thank
you
any
other
questions,
so
many
of
our
not
seeing
or
hearing
any
so,
let's,
let's,
let's
go
on
and
just
keep
the
so
we
can
make
sure
we
get
down
in
time.
A
K
Sorry
about
that
sherry
brigham
for
the
record.
Our
chief
leaders
is
online
with
us,
but
he
was
held
up
due
to
a
storm
in
texas.
So
should
we
have
any
quick
questions
he
will
be
able
to
help
us
moving
through
the
first
slide.
K
You'll
see
our
friendly
friends,
marty
and
ken
in
the
capitol
there,
along
with
our
mission
and
vision
statement.
Moving
on
to
the
next
slide,
you'll
see
the
jurisdiction
that
they
are
required
to
manage,
which
is
over
300
buildings
and
20
000
state
employees.
K
The
next
slide
indicates
a
little
lost
there.
You
go.
Thank
you,
the
policing
authority.
They
are
category
one
post,
certified
dewey
sworn
peace
officers
with
the
authority
to
investigate
crimes
and
make
arrests.
K
Then
we
they
also
provide
training
to
the
state
employees,
including
active
shooter
training,
which
is
frequent
around
the
state
and
you'll,
see
the
other
programs
there.
We
can
move
on
to
the
next
slide.
K
So
our
law
enforcement
activities,
as
as
most
of
you
have
seen,
often
include
just
the
you
see
them
friendly
faces
at
the
capitol,
but
they
also
include
emergency
action
plans
for
the
constitutional
offices
at
the
capitol.
K
They
include
patrols
and
building
site
assessments,
constant
security
presence
at
save
capital,
the
governor's
mansion,
and
then
again
we
have
the
recurring
events.
You
know
we
used
to
have,
for
instance,
the
easter
egg
hunt
that
sort
of
thing,
but
lately
our
focus
has
been
on
what
you
see
on
the
right
is
the
protests,
whether
peaceful
or
not,
on
an
almost
weekly
basis
since
covet
began
moving
past
that
slide,
because
I'm
lost
on
mine.
K
They
also
handle
due
to
the
significant
funding
coming
in
directly
by
cash
to
the
departments
they
perform
security
and
make
sure
that
that
revenue
is
is
safely
deposited
into
the
proper
department.
Next
slide.
K
First,
amendment
assemblies-
I
kind
of
alluded
to
that
earlier
in
2020,
it
was
weekly
nearly
every
single
week.
We
had
to
staff
up
for
these
events
and
I
mean
send
highway
patrol
up
from
vegas.
I
mean
bring
in
parole
and
probation
officers,
bring
in
investigations
bring
in
our
local
law
enforcement.
Thank
god
sheriff
furlong
and
the
wonderful
sheriffs
in
the
carson
city,
sheriff's
department
have
been
very,
very
helpful
and
supportive.
K
We
have
a
great
relationship,
but
it's
taken
all
of
our
forces
to
secure
the
capital
the
overtime
you'll
see
listed
below.
I
don't
do
not
believe
it
even
counts.
The
overtime
from
the
other
agencies
that
supported
these
efforts.
Excuse
me
nick's,
like
him,
here's
the
picture
I
wanted
to
show
where
again
you
see
marty
and
ken
top
left
corner
and
that's
what
you're
used
to
seeing
when
you
see
capitol
police.
K
I
wanted
you
to
see
the
other
picture,
the
one
right
there
in
the
middle,
that
is
one
of
our
capitol
police
officers,
so
they're
not
always
dressed
and
relaxed
and
greeting
they
also
have
to
perform
other
duties.
M
K
K
The
first
type
is
the
permanent
positions
that
we're
used
to
seeing
and
all
those
that
are
gray
indicate
vacant
positions,
and
they
are
on
that
chart
on
the
top
half
as
vacant
positions,
you'll
notice
that
some
have
noticed,
given
those
will
be
vacant
very
soon
and
because
of
the
lack
of
people
we
have
in
highway
patrol
in
our
other
divisions
and
capitol
police
being
underpaid,
even
compared
to
her
sister
divisions,
and
that
was
not
able
to
be
fixed
during
the
biennium,
so
they
have
transferred
for
the
most
part,
either
out
or
away
into
the
other
divisions
or
into
highway
patrol.
K
So
as
a
result,
we
are
using
highway
patrol
staff
to
supplement
our
capitol
police
staff
and
we
will
be
billing
buildings
and
grounds
for
reimbursement
of
the
highway
fund.
The
second
type
are
contract
security.
Long
ago
we
have
been
harping
about
the
disparity
from
capitol
police
for
some
time.
So
we
had
to
move
to
contract
security
for
fixed
posts,
usually
on
the
weekend
and
late
at
night
and
at
the
bottom
of
the
chart.
You'll
see
our
temporary
folks.
We've
had
these
temporary
positions
in
place.
K
K
Those
are
officers
who
are
here
by
virtue
of
the
critical
field
designation
who,
at
the
time
that
they
left
and
then
came
back
to
the
department,
were
not
two
years
longer
into
retirement
and
we
got
approval
from
bov
boe
to
keep
them
that
expires
in
june
of
this
year.
We
are
going
to
go
to
boe
again
to
ask
for
another
extension.
I
don't
know
how
that
will
be
received.
K
In
the
meantime,
we
will
take
care
of
capitol
police
responsibilities
by
moving
highway
patrol
positions
into
those
and
building
back
bng
for
the
highway
fund.
Next
slide,
we've
talked
about
the
compensation
issue,
the
vacancy
issues
and
all
of
our
division.
I
won't.
I
won't
keep
going
on
about
it
now.
K
Let's
move
on
to
the
next
one
again:
the
pay
parity,
so
the
issue
with
hot
capital
police
is:
they
are
below
their
sister
agencies,
which
are
below
the
local
law
enforcement,
so
they
are
often
the
first
person
who's
going
to
deal
with
a
riot
or
an
incident
on
their
person,
and
they
are
the
lowest
paid
amongst
our
division
move
on.
K
They
do
have
one
request
that
was
recommended
by
the
governor's
office
and
that
was
to
take
a
contract
man,
a
contract,
admin
assistant
that
does
all
their
paperwork
and
coordination,
that's
necessary
for
them
and
turn
it
into
a
full-time
position.
So
that
is
in
the
budget
right
now
and
that's
to
prevent
one
of
the
few
officers
we
have
left
from.
K
Not
doing
their
policing
duties
and
do
paperwork
instead
moving
on,
if
you
have
any
questions
along
those
lines,
I
think
I
missed
one
thing
at
that
last
slide:
there
was
an
error
from
the
budget
office.
The
funding
didn't
quite
go
over
the
way
it
was
supposed
to
so
we
have
submitted
a
budget
amendment
to
correct
that
situation
and
other
than
that,
if
you
have
any
questions
for
the
chief
myself
or
the
director,
we'll
be
happy
to
help
you
out.
A
Thank
you.
Similarly,
monroe
moreno.
D
Thank
you,
mr
chair,
and
thank
you
for
the
presentation
and
thank
you
for
the
work
that
is
being
done
by
our
capitol
police.
I,
this
2020
was
an
extremely
hectic
year
for
law
enforcement
nationwide,
but
especially
in
our
state.
So
thank
you
for
the
work
that
your
team
is
doing.
As
you
look
at
the
chart
on
page
50
of
the
presentation,
the
organization
chart
it
kind
of
begs
to
say.
D
Yes,
we
need
a
lot
of
positions,
but
in
replacing
the
administrative
assistance
position,
can
you
just
tell
us
how
it
would
impact
the
operations
of
the
captive
capital
police?
If
approved
and
as
I
look
at
the
org
chart,
is
it
that
I
guess
third
spot
down
to
the
right
of
the
chart?
Is
that
that
position
on
your
org
chart
that
we're
discussing.
K
Sherry
brigham
in
for
the
record,
the
position
we're
discussing
is
as
yes
it's
one
two
three
and
then
to
the
right.
Yes,
perfect
and
should
should
this
not
be
approved
and
assuming
the
budget
amendment
gets
taken,
care
of,
they
would
revert
back
to
the
contract
admin
assistant
and
continue
on
as
before.
K
If
the
amount
amendment
is
not
taken
care
of,
then
they
would
lose
the
contract
assistant
as
well
as
a
physician
if
it's
not
approved
so,
and
that
would
require
somebody
from
the
officers
group
because
that's
all
there
is
to
take
over
those
duties.
D
Well,
thank
you
so
much.
I'm
we'll
look
forward
to
that
budget
correction
and
hopefully
we
can
approve
that
position,
because
your
org
chart
definitely
shows
that
it
is
needed.
H
Thank
you,
chair
dennis.
I
I
just
wanted
it
not
a
question
more
of
a
statement
and
and
along
the
lines
of
what
assemblywoman
nero
moreno
just
said,
like
2020
has
been
crazy
or
2021
already
has
been
crazy,
and
I
think
it
demonstrated
to
us
how
important
a
job
that
capital
police
do
and
and
and
how
dangerous
it
actually
can
be.
And-
and
you
know
I
I
have
come
to
know
some
of
those
officers
and
feel
incredibly
grateful
for
what
they
do
for
my
family
and
also
for
what
they
do
for
our
state.
H
And
so
any
you
know,
we
definitely
need
to
take
a
look
at
how
we
support
them
and
how
we
can
support
them.
So,
thank
you
and
and
thank
you
to
the
entire
capitol
police.
A
A
I
think
there
was
some
really
good
discussion
and
thank
you
for
the
work
that
you
do,
and
I
know
that
there
are
issues
that
you
know
we
need
to
address
at
the
state
and
to
help
with
some
of
these
issues,
and
so
with
that
we
will
go
ahead
and
move
on
to
our
next
item
on
the
agenda,
which
is
public
comment.
N
O
Ann
marie
grant
a
n
n
e
m
a
r
I
e
g
r,
a
n
t.
My
name
is
emory
grant.
I'd
like
to
tell
you
a
little
bit
about
myself.
My
brother
was
38
years
old
when
he
was
killed
on
october
8
2015
at
warshaw
county
jail.
He
was
one
of
three
men
asphyxiated
to
death
by
deputies.
He
was
hogtied
by
reno
police
for
40
minutes
during
a
mental
health
crisis.
O
He
literally
asked
for
help
at
a
casino
he
was
a
guest
at,
and
you
know,
pd
helped
my
brother
by
putting
him
in
the
hobble
restraint
hog
tying,
which
every
page
of
the
manual
states
never
use
to
hog
tie
a
human
being.
But
my
comment
is:
I
would
like
to
see
money
diverted
to
mental
health
clinicians
over
people
whose
idea
of
providing
help
is
to
shoot
or
hard
tie
individuals.
O
O
One
of
them
was
vice
parks,
police
and
another
by
reno,
pd
they've
been
hog
tying
people
for
years,
and
I'd
like
to
see
post,
give
a
little
more
education
on
mental
health
and
being
instead
of
running
into
a
situation.
Guns
blazing
maybe
take
some
time
to
slow
down
the
situation,
and
definitely
please
please
don't
tie
people
with
a
device.
It
is
not
meant
to
do
that.
Invest
money
in
training
to
save
lives
instead
of
equipment.
O
B
I
B
A
Various
ways
to
be
able
to
get
us
information-
and
I
just
wanted
to
to
remind
folks
on
that-
you
can
go.
A
Or
on
online,
you
can
send
in
stuff
via
fax
or
email,
and
we
also
have
the
legislature's
opinion
application
on
nellis,
which
is
online,
and
then
you
can
also
view
our
meetings
through
nellis
or
through
the
legislators.
Youtube
channel
so
just
want
to
make
sure
that
everybody
knows
that
you
have
multiple
ways
to
be
able
to
hear
and
see
hearings
and
to
be
able
to
get
information
to
us.
C
B
A
Thank
you
so
with
that,
that's
the
that's
all
we
have
on
our
agenda
for
today.
I
want
to
thank
everyone
all
the
presentation,
thank
you
for
our
staff
for
putting
together
and
for
committee
good
discussion
today
and
with
that
we
are
adjourned.