►
Description
For agenda and additional meeting information: https://www.leg.state.nv.us/App/Calendar/A/
Videos of archived meetings are made available as a courtesy of the Nevada Legislature.
The videos are part of an ongoing effort to keep the public informed of and involved in the legislative process.
All videos are intended for personal use and are not intended for use in commercial ventures or political campaigns.
Closed Captioning is Auto-Generated and is not an official representation of what is being spoken.
A
B
A
A
A
Oh
yeah
I
forgot
so
Boulder
City
we'll
have
Boulder
City
Chief
Shea
come
forward
because
he
has
some.
He
has
to
leave
early
Chief
Shea.
If
you
could
come
to
the
table.
D
Good
afternoon,
thank
you
very
much
for
letting
me
go.
First,
we
got
told
you
about.
I,
have
a
wife
going
through
surgery
right
now
and
I
have
to
leave
so.
D
I'll
start
right
out
with
the
first
slide
here.
So
in
the
late
summer
of
2017,
it
was
the
first
time
we
used
the
NTN
Network
and,
as
you
can
see,
what
we've
done
from
2019
to
2022.
We
had
about
104,
lateral
entry
applicants
91
past
the
test
and
our
covet
impacts
really
impacted
our
ability
to
bring
in
entry-level
people
and
getting
them
into
academies.
D
Next
I,
don't
so
out
of
the
91
incher
level
candidates
28
came
to
the
physical
fitness
test.
Again,
Kovac
really
impacted
it.
21
showed
up
about
84
percent
of
who
we
invited
and
19
passed,
but
in
that
21
that
showed
up
a
couple
of
them
were
laterals
and
both
of
the
out-of-state
laterals
passed
the
test
too.
D
D
On
the
lateral
side
of
the
house,
we
had
18
candidates,
start
the
process.
Eight
disqualified,
two
withdrew
six
completed
the
process
and
were
hired
and
two
are
still
in
background
thanks.
So
one
of
the
things
the
questions
you
asked
about:
hiring
people
for
the
and
the
the
make
up
the
people
we
hire
for
the
revenues.
Because
of
the
way
we
manage
our
positions,
we
did
not
have
a
single
vacancy
and
either
of
those
Revenue
areas,
either
for
more
cops
or
crime
prevention.
D
All
of
our
vacancies
were
in
the
general
fund,
but
I
included
the
makeup
of
the
Personnel
we've
hired
since
2020
I
didn't
have
it
for
2019,
so
we've
hired
one
Asian
male
one
Pacific
Islander
mail,
one
black
male,
one
white
female,
with
a
second
starting
on
the
in
April
and
three
white
meals.
But
again
none
of
them
were
hired
for
the
special
Revenue,
but
I
thought
it
was
worthwhile
to
show
you
what
we've
done
trying
to
work
in
on
diversifying
our
department
a
bit
next.
D
And
the
reason
we
do
it
this
way
is
we
take
our
personnel
and
when
there's
a
vacancy
in
the
more
cops
or
the
general
fund,
we
move
the
highest
paid,
more
cops
or
crime
prevention
officer
into
the
general
fund
position,
and
this
shows
what
it
cost
us
for
an
average
year
for
a
top
step
officer.
It's
about
right
now,
it's
about
219,
000
dollars
for
a
top
step
officer.
D
D
D
And
this
is
a
cost
estimate
for
of
a
person
going
to
the
academy
of
police
recruit.
So
a
police
recruit
is
not
a
police
officer
they're,
not
in
fire
and
police
they're
in
regular
purrs.
They,
their
sole
job,
is
to
go
to
the
academy.
So
once
they
graduate
the
academy
they're
then
sworn
in
as
a
police
officer.
They
begin
their
12-month
probationary
period
as
a
police
officer,
and
then
they
move
into
the
five-month
training
program.
D
But
this
is
the
cost
the
average
cost
for
a
new
recruit
going
through
into
the
academy
and
then
coming
out
of
the
field
training
program.
Next,
this
shows
you
the
annual
estimate
for
the
different
levels
of
officers,
and
it
again
shows
you
why
we're
moving
people
TOP
Step
officer
and
what
we
save
so
lateral
versus
a
top
step.
We
save
35
000
a
year.
A
there's,
a
word
mistake
here:
it's
cost
savings
for
the
Academy
recruit
officer
versus
TOP.
D
Step
is
87
000
a
year,
and
the
cost
savings
for
the
Academy
recruit
versus
a
lateral
is
a
52
000
a
year
so
that
if
we
by
moving
them,
it
makes
us
it
gives
us
the
ability
to
admit,
make
greater
use
of
the
money
we're
getting
from
those
more
cops
and
crime
prevention,
tax
sources,
because
we
view
those
as
the
most
volatile
taxes
that
we
have
and
if
we
have
to
reduce
Staffing
because
of
our
labor
contracts.
We
have
to
let
the
junior
people
go
and
our
Junior
people
are
in
those
funds.
D
And
there's
also
benefit
to
our
general
fund
when
we
do
that,
so
this
next
one
shows
how
much
money
we
have
received
from
more
cops
since
its
Inception
and
at
first
you
say
well,
my
gosh.
It
looks
pretty
good
we're
getting
1.2
million,
except
that
when
you
compare
the
last
box,
two
thousand
seven
dollars
versus
2023,
the
751
000
is
equal
to
1.09
million.
Now
so
in
true
spending,
we
are
only
19
above
where
we
were
in
2007,
which
is
one
of
the
reasons
we
have
not
added
any
positions
to
more
cops.
D
D
D
So
this
is
our
2019
expenditure
under
more
cops
and
one
of
the
things
to
notice
as
you
go
down
through
salaries,
overtime
and
benefits.
When
you
head
down
to
equipment
and
vehicle
maintenance,
and
all
this
each
of
our
Personnel
are
issued.
Patrol
Vehicles,
they're
they're
each
officer
has
a
take-home
Patrol
vehicle,
so
our
costs
are
a
little
bit
higher
when
it
comes
to
vehicle
costs
and
Equipment,
because
they're
all
outfitted
with
cameras
and
computers
and
rifles
and
everything
else
that
goes
with
a
car.
D
D
D
And
the
capital
there
is
because
we
replace
two
Patrol
vehicles
that
have
been
bought
with
more
cops
funding
in
2013.,
our
Patrol
Vehicles
last
about
seven
to
eight
years,
so
we
tracked
the
vehicles
that
were
bought
with
more
cop
funding
and
when
we
have
sufficient
funds
in
our
fund
balance
that
allows
us
to
replace
those
Vehicles.
We
do,
and
there
are
none
slated
to
be
replaced
for
about
four
more
years.
D
So
we
don't
have
any
major
Capital
looming
in
the
Horizon
for
our
more
cops
or
crime
prevention
funding,
again
2020
crime
prevention,
you
can
see
we
had
a
negative
fiscal
year,
balance
that
negative
fiscal
year
balance
was
made
whole
by
using
the
existing
fund
balance
at
the
time,
and
when
we
budget
we
do
not
budget
based
on
the
amount
of
money
we
anticipate
receiving.
We
Budget
on
our
anticipated
costs.
D
And
as
long
as
we
have
a
fund
balance
for
each
fund,
we
have
enough
of
a
cushion
that
we
don't
have
to
be
concerned
that
we
might
receive
less
money
than
we
would
spend
in
a
given
year.
Next,
2021
same
same
thing,
you
see
the
more
cops
started,
picking
up
a
little
bit
more
in
the
support,
no
capital
same
thing
for
crime
prevention,
except
that,
once
again
we
were
in
negatives
for
2021
and
crime
prevention
for
a
fiscal
year.
D
D
D
D
This
is
the
estimates
for
FY
23,
Where
We
Are
right
now,
and
you
can
see
that
the
equipment
and
so
forth.
We
were
again
moderating
the
costs
in
there
as
we
moved
a
couple
Vehicles
out,
and
the
newer
vehicles,
of
course,
don't
need
as
much
maintenance
and
there's
things
under
warranty
compared
to
the
old
Vehicles.
D
So
if
everything
works
according
to
what
I
hope
and
planning
on,
we
will
spend
about
72
percent
of
the
money
that
we
will
receive
this
year
for
at
the
Finley
County's
estimate
on
how
much
money
we
receive
from
the
tax
next
same
thing
with
crime
prevention,
and
you
can
see
that
our
costs
there
are
pretty
low.
The
reason
is:
is
the
person
that's
in
the
two
people
are
in
there
right
now.
D
D
D
This
shows
our
current
fund
balance
for
both
funds,
so
there's
974
000.
Of
course
it's
going
to
go
up
after
the
end
of
this
fiscal
year,
because
we'll
have
a
positive
fiscal
year
fund
balance
it'll
go
up
to
about
1.1,
maybe
1.2
million
in
more
cops
crime.
Prevention
will
also
go
up.
A
Yeah.
Thank
you
for
that
members.
Any
questions
so
I
have
a
couple
of
questions.
I
know
you
have
to
go
so
on
the
disk
qualifiers
at
the
beginning,
like
what
are
the
common
reasons
for
folks
being
disqualified
and
I.
Think
I'm
more
interested
in
you
know
we
passed
legislation
in
2019.
A
to
eliminate
marijuana,
I
I
believe
it
was
a
assemblyman,
McCurdy's,
Bill
and
so
I'm
wondering
what
are
the
common
disqualifiers
for
the
folks
that
you've
had
in
those
first
couple
of
slides.
D
Yeah
there
is
no
one's
been
disqualified
because
of
that
I
again
coming
from
Washington
State,
we
grappled
that
out
long
before
Nevada
did
and
legal
behaviors
legal
Behavior.
So
none
of
no
one
was
disqualified
for
that
most
of
our
disqualifications
are
on
the
lateral
side.
D
We
find
that
they've
had
disciplinary
problems
in
their
other
agency,
or
we
find
people
that
shotgun
their
applications
out
to
agencies
all
over
the
region
or
even
multiple
States,
and
they
have
significant
disqualifying
records
that
under
post
regulations
and
rules,
that's
normally
where
we
find
things
again
on
laterals
we're
very,
very
careful.
D
If
you're
dissatisfied
with
the
agency
you're
at
now,
you're
probably
going
to
be
dissatisfied
with
the
agency
you're
going
to
in
a
short
time,
I
got
a
lot
of
experience
with
the
lateral
entry
personnel
and
making
sure
we're
not
hiring
Rogue
cops
people
that
are
running
away
from
disciplinary
problems
in
other
parts
of
the
country.
So
that's
that's.
Usually
what
disqualifies
people
I
think
it's
pretty
standard
for
most
agencies
around
here.
D
It's
we've
had
some
folks
that
have
come
to
us
and
you
know
admitted
that
they've
been
to
Rave
parties
in
the
last
few
months
where
they've
used.
You
know
Oxycontin
and
things
like
that,
and
we're
not
going
to
take
folks
Behavior
like
that.
D
E
A
Then
my
next
question
you
were
saying
that
more
cops,
the
sales
tax
is
actually
one
of
the
least
stable
and
I
guess
I
had
more
of
an
interest
in
you
know
from
2020
to
now.
A
You
know
at
the
state
level
we've
seen
sales
tax
actually
increase,
it's
actually
grown
in
a
in
a
significant
way,
and
so
I
guess
I
just
assumed
that
you
know
that
filter
down
to
the
locals
and
then
the
the
I
guess
the
question
that
I
don't
know
the
answer
to
is
whether
or
not
when
there
is
a
increase
in
sales
tax.
Is
there?
Is
there
a
responsibility
to
share
some
of
that
sales,
tax
growth
with
the
more
cops
actual
statute
or
the
law
that
basically
funds
cops
through
that
mechanism?
And
that's
why
I
don't
know.
D
D
So
when
we
look
at
the
volatility
of
the
money
that
we
receive
into
the
police
department,
both
for
the
general
fund
and
the
sales
tax
revenue
we
receive,
or
the
Consolidated
tax
money
and
I
look
at
sales
tax
as
the
most
volatile,
because
if
we
have
another
recession
like
2007
or
8,
or
how
covet
impacted
us
and
and
they
went
down,
I
look
at
as
potentially
the
most
volatile
and
therefore
if
we
have
to
shed
Personnel
in
any
fashion.
Even
if
it's
not
more
cops,
we
have
to
shed
our
Junior
people
first
anyway.
D
A
You
for
that
and
then
just
a
final
question
and
then
I,
let
you
go
I
noticed
Boulder
City
has
had
some
significant
growth
in
their
population
or
when
you
compare
probably
10
20
years,
because
a
lot
of
people
are
moving
out
that
way
and
kind
of
like
in
between
that
border.
And
so
can
you
talk
a
little
bit
about
that
in
terms
of?
Is
there
an
increased
need,
yeah.
D
Yeah,
the
population
growth
out
there
is
very
small.
They
have
a
growth
ordinance
that
they
passed
some
years
ago.
Long
before
I
showed
up
there.
They
only
allow
so
many
housing
units
to
be
built
in
a
given
year.
I
think
it's
60
at
the
most.
If
they
allow
that
it's
interesting,
we
have
a
1975
study
where,
at
the
time
the
state
estimated
the
population
of
Boulder
City
in
the
year
2000
be
15
900.
D
They
were
right
on
the
mark,
but
they
thought
the
population
of
Nevada
was
going
to
be
989
thousand,
so
they
kind
of
missed
that
one
a
little
bit
so
the
population
is
fairly
stable
out
there.
The
I
think
the
one
of
the
problems
that
the
city
has
is
attracting
young
families,
families
with
children,
because
the
housing
is
so
expensive
there.
So
we
have
a
lot
more
retired
folks
than
you'd
see
percentage-wise
for
many
of
the
other
areas.
D
Again,
we
only
have
two
elementary
schools,
one
middle
school
and
a
high
school,
and
it's
just
you
don't
see
a
lot
of
growth
there,
the
city's
200
and
some
odd
square
miles,
but
the
people
all
pretty
much
live
in
the
same
area.
They've
always
lived
in.
A
I
think
you
know
I
guess
when
I
look
at
like
where
it
was
and
like
when
you
drive
to
Boulder,
mainly
you're,
probably
going
there
for
very
random
reasons,
such
as
the
veterans
cemetery,
but
it
seemed
like
there
were
more
people
like
building
houses
into
the
mountain
and
trying
to
get
as
close
to
the
I
think
the
the
Arizona
line
as
possible
and
so
I
that's
I
I,
saw
over
a
period
of
time
like
there's
actually
like
a
lot
more
activity
than
I
guess
I'd
seen
in
the
past,
but
I
just
want
to
ask
that.
A
But
with
that
I.
Thank
you
for
your
presentation.
It
was
super
detailed
and
then
I
hope
your
wife
is
going
to
and
be
okay.
A
Coming
to
Mesquite,
Chief,
Everett
or
averette.
F
Good
afternoon,
deputy
chief
Quinn
Everett,
the
Mesquite
Police
Department
with
me,
is
Kim
Otero
with
the
police
department,
she's
our
records
and
the
evidence
manager.
Are
you
able
to
see
the
presentation
on
the
screen
yeah.
F
Right
I'm
kind
of
new
to
this
so
bear
with
me.
But
if
you
don't
mind,
I'll
give
you
a
quick
synopsis
of
the
Mesquite
Police
Department.
We
are
a
we're
kind
of
unique
like
Boulder
City,
whereas
we
are
up
in
the
northeast
corner
of
Clark
County
kind
of
remote
from
the
rest
of
the
valley.
Our
community
is
a
community
that
thrives
on
retirement
and
golf
and
sporting
events
that
come
to
town
and
tourism
and
so
forth.
F
Our
current
situation
with
the
police
department.
We
have
a
31
sworn
police
officers
on
the
streets
and
we
have
eight
working
in
our
Correction
Facility.
Out
of
that,
we've
got
seven
more
cops
officers
and
two
crime
prevention
officers.
A
total
of
nine
in
2019,
the
police
chief,
McQuaid
Chesley,
was
was
put
in
place.
F
There's
the
police
chief
and
with
that
the
new
Administration
and
myself
and
and
the
other
Captain
Jordan
Bundy
and
one
of
our
goals
taking
over
the
2019,
was
kind
of
the
to
grasp
the
situation
with
the
more
cops
funding
and
how
it
works,
learn
it
and
so
that
we
can
be
fiscally
responsible
and
good
stewards
of
the
money
in
2019.
F
We
began
what
we
would
call
an
ongoing
recurring
recruitment
that
we
started
in
2019
as
for
lateral
police
officers,
our
Human
Resources
Division
does
a
pretty
good
job
of
disseminating
that
out
Nationwide
and
that
has
been
ongoing,
recurring
recruitment
since
2019
it
hasn't
closed
and
we
continually
get
recruits
lateral
requests
from
all
over
the
country
in
in
2021
we
did
a
new
recruit
testing
process,
and
during
that
testing
process
we
had
30
applicants
who
were
invited
to
take
the
physical
test
who
applied
and
out
of
those
30
applicants.
We
had.
F
Eight
applicants
show
up
for
the
hiring
for
the
physical
test
correction
and
of
those
eight
we
we
were
able
to
hire.
Four
officers
currently
are
more
cops
officers
that
we
hired
we've
got
from
since
2018.
There
were
six
total
I
forgot
to
include
that
in
2018
we
did
another
recruitment
for
new
hires,
and
out
of
that,
we
had
60
that
were
invited
to
the
physical
test
and
30
who
showed
up
for
that
test,
and
we
have
five.
F
On
our
workouts
funding
since
2018
as
we've
been
able
to
watch
the
fun
and
kind
of
figure
out
how
it
works
and
how
we're
going
to
best
utilize,
the
funding
you
could
see
from
2018
and
2022,
we've
kind
of
been
steady
on
the
collections
of
the
more
cops
in
the
crime
prevention.
With
slight
increasing.
F
With
that
we've
been
able
to
slowly
grow
our
fund
to
the
point
where
I
mean
two
years
ago,
we
did
purchase
two
vehicles
like
Boulder
City,
our
police
officers
have
take-home
vehicles
and
our
more
cops
positions.
We
fill
those
positions
and
not
officer,
and
what
I
mean
by
that
is.
For
example,
two
years
ago
we
had
two
officers
who
are
more
cops,
who
requested
to
transfer
into
our
Correctional
Facility
and
working
there,
and
so
that
position
stays
on
patrol.
F
That
officer
moves
and
we
refill
those
positions
with
new
hires
new
recruits
into
those
positions,
and
with
that
there
you
have
a
vehicle,
so
we
were
able
to
purchase
two
vehicles
two
years
ago
for
them.
We
are
now
in
the
process
of
looking
at
purchasing
the
other
seven
more
cops
officers
with
seven
Vehicles
out
of
that
fund.
F
We
are
also
in
the
process
of
looking
at
creating
a
new
position
with
more
cops
and
the
budgeting
process
we're
in
right.
Now
we
are
looking
at
two
new
positions
that
we
are
going
to
fund
through
the
city
and
if
that
was
is
to
go
through,
we
will
have
the
funding
We
Believe,
to
also
find
a
new,
more
cops
position.
F
F
What
we've
followed
so
far
is
we
will
budget
one
million
dollars
each
year
for
the
more
cops
fund
and
300
000
for
the
crime
prevention
fund,
and
that
way
we
we're
able
to
keep
some
money
in
there
and
make
sure
that
we
have
enough
to
cover
vehicles
and
operating
Supply
purchases
that
we
need
to
be
making
in
the
near
future.
F
On
question
number
11
how
many
recruits
transfers
leaves
being
newly
hired
and
within
which
time
period
of
the
new
recruits.
We've
hired
since,
since
that
2018
and
the
2021
testing,
we've
had
four
that
have
left
to
have
been
terminated,
one
that
have
resigned
and
one
that
transferred
to
another
agency.
F
We
are,
we
feel
like
we're
doing
a
good
job
of
of
being
good
stewards
over
that
money
and
learning
how
to
best
use
that
tax
funding
for
our
operating
expenses
for
the
more
cops
officers,
as
well
as
our
Personnel
expenses,
and
with
that
I'll
end
my
presentation
and
open
it
up
to
any
questions.
If
you
have
any.
A
Thank
you
for
your
presentations
members,
any
questions,
Senator
Spearman.
G
Thank
you,
madam
chair,
so
I
guess
I'm
looking
at
the
failure
rate
for
those
that
go
through
the
academy
or
when
they
first
start,
why
the
failure
rate,
because
it
seems
a
little
high,
maybe
I'm
mistaken
but
and
that'd,
be
one
and
then
on
page
three
here
where
you've
got
a
breakdown
of
why
people
leave
or
25
transfer
25
just
quit
their
job
and
then
50
were
terminated.
G
F
Going
on,
yes,
thank
you
for
those
questions.
Those
three
questions.
I'll
do
my
best
to
answer
all
three.
The
first
one
I
believe
was
the
the
failure
rate,
the
number
of
invited
to
the
physical
test,
or,
as
is
a
lot
for
our
department
being
where
we're
geographically
located
kind
of
isolated
from
the
valley,
we're
also
right
on
the
border
with
Arizona
and
Utah,
and
we
also
compete
for
recruits
and
laterals
from
the
southern
Utah
area
which
are
paying
similar
to
what
we
pay.
F
F
F
If
they
pass
that
physical
test,
then
they
move
on
to
the
oral
board
interview
and
then
the
background
phase.
I
know
those
eight
and
2021
four
did
pass,
both
the
oral
board
and
the
background
interview
phase
and
we
were
hired
on
to
your
I
believe
it
was
your
second
question
of
those
four
or
50
percent.
F
It
does
seem
high
50,
but
out
of
four
the
reason
why
we
had
two
two
terminated:
it
was
for
internal
reasons
where
they
were
their.
Their
conduct
produced
an
internal
investigation
by
our
Police
Department,
which
resulted
in
their
convict
them
becoming
a
police
officers,
and
they
were
let
go
the
other
one
resigned
due
to.
F
He
started
his
first
day
at
the
Las
Vegas
Metro
Police
Academy,
and
he
he
felt
it
wasn't
right
for
him
it
was
a
little
hard,
and
so
he
came
back
and
asked
to
to
respectfully
resign
after
the
first
day,
the
other,
the
other
officer
resigned
after
a
few
months.
He
he
went
to
Utah
to
a
southern
Utah
agency.
He
was
basically
a
transfer.
A
Thank
you
for
that
presentation.
I
think
I
had
more
of
a
question
around
it's
kind
of
similar.
The
I
was
looking
at
their
growth.
I
guess
you
guys
are
from
the
last
census
about
20
000
people.
You
guys
have
grown
and.
A
And
so,
and
and
I
was
also
looking
at.
So
what
is
your
because
I
was
looking
in
the
slide
when
you
say:
what's
your
per
capita,
the
officers
per
for
your
population,
how
many
officers
per
capita.
F
E
A
So
but
in
terms
of
like
recruitment,
it
looks
like
you
have
so
I
was
looking
at
your
2019,
which
was
your
before
covid.
You
didn't
seem
to
have
any
applicants.
F
So
in
2019,
when
Chief
chassis
took
over
the
positions,
the
police
chief,
he
opened
an
open
recruitment
for
lateral
hires.
Only
the
benefits
of
hiring
a
lateral
police
officer,
as
as
stated
was
that
when
we
hire
a
new
officer,
we
have
to
go
through
the
same
process
of
doing
a
rigorous
background
investigation.
But
from
that
point
on,
the
new
officer
goes
to
the
goes
through
the
the
academy
which
I
believe
now
is
about
28
weeks,
after
which
there's
a
rigorous
field.
F
Having
that
lateral
officer
available
to
go
out
and
work,
the
streets
on
his
own
within
maybe
a
month
to
two
months
as
opposed
to
a
year,
is
a
great
benefit
to
us.
It
works
really
well
in
our
unique
circumstances.
In
Mesquite,
so
instance,
2019
we've
been
having
an
open
Recruitment
and
when
laterals
come
in
that
meet
the
minimum
requirements,
then
we
start
a
background
process
on
them.
E
A
F
We
have
33
positions,
and
currently
we
have
two
vacant
that
we're
still
trying
to
fill
and
we
have
eight
who
work
in
the
jail
in
the
correctional
facility,
they're
sworn
positions,
but
they're,
not
of
course,
part
of
the
the
more
cops
or
crime
prevention
process.
All
of
those
are
are
uniformed
officers
working
with
the
public
of
the
31
that
are
currently
working
right
now,.
A
Thank
you
for
that,
and
just
a
really
quick
question:
I,
don't
I,
don't
know
the
answer
to
this.
So
it's
not
a
gotchi
question.
Do
you
guys
have
the
public
safety
tax
override.
A
A
G
F
Absolutely
thank
you
because
we're
such
a
small
Department,
we
we
don't.
We
can't
dedicate
one
person
full-time
to
recruitment,
but
we
have
what's
called
a
our
public
information
officer
of
the
Pio
who
is
a
sergeant
with
our
department
and
he
spends
a
considerable
amount
of
time
social
media.
We
do
what's
called
a
humanizing,
the
badge
campaign
where
we
we
do
a
pretty
good
job
of
showing
the
public,
what
the
Mesquite
Police
Department's
all
about
what
we
do
and
who
we
want
to
work
for
us.
F
A
F
A
I
didn't
have
this
presentation
in
21,
because
it's
just
an
odd
thing
to
do
over
Zoom,
so
welcome
to
the
more
cops
sales
tax
hearings.
A
Right
so
we
will
move
on
to
our
next
agency,
which
will
be
the
city
of
North,
Las
Vegas,.
H
E
H
I
have
and
if
you'll
notice,
it's
great
but
moving
on
Madam
chair
good,
to
see
you
again,
ladies
and
gentlemen
of
the
senate
committee
good
afternoon,
I
am
Michael
Harris
assistant
chief
of
police
for
the
north
Las
Vegas
Police
Department.
H
First
of
all,
I'd
like
to
say
thank
you
all
for
allowing
our
department
to
be
a
part
of
this
revenue
and
economic
development
presentation.
With
that
being
said,
we've
prepared
an
information
prepared
with
the
information
that
was
requested
and
I'll
begin
with
our
national
testing
Network
information
to
start.
H
Regarding
our
post
physical
fitness
training,
2018
800
applicants
were
invited,
354
or
44
confirmed
that
they
would
be
in
attendance
and
286
applicants
actually
showed
up
and
participated
in
that
post-test
2019
546
applicants
were
invited
to
participate,
460
or
84
percent
of
the
applicants
confirm
their
attendance
in
373.
Applicants
actually
showed
up
and
participated
in
the
test.
2020
294
applicants
were
invited,
294
folks,
confirmed
in
167,
actually
showed
up
and
participated.
H
H
162
confirmed
that
they
would
be
there
144
of
that
162
or
56
percent
participated
in
that
actual
test,
and
as
of
February
28th
of
this
year,
we've
invited
111
applicants
to
participate,
63
or
56
percent
of
those
folks
confirmed
and
said
they
would
be
in
attendance
while
43
or
43
applicants
actually
participated
in
that
test.
Number
four
please.
H
As
far
as
applicants
passing
the
ppft
in
2018
274
applicants
passed
2019,
330,
past
2020,
160
past
2021,
53
applicants
passed
and
in
2022
139
applicants
pass
and
we
have
an
average
pass
rate
of
roughly
93
percent,
pretty
much
going
back
and
forth
between
90
and
95
percent
every
year
since
2018.
H
I
I
We
also
wanted
to
show
you
the
funding
for
the
crime
prevention
act
in
2018
funding,
for
this
was
3.7
million
in
revenues
and
by
fiscal
year
2022
I
got
up
to
4.9
million
in
revenues.
Next
slide
the
next
few
slides.
We
showed
you
all
the
expenditures
by
category
for
the
five
years
that
were
requested.
As
you
can
see
here
in
2018,
we
spent
11.2
million
dollars
out
of
a
budget
of
12.5
million.
I
Most
of
that
is
on
salary.
You'll
see
that
current
theme
throughout
all
of
these
slides
next
slide.
Please
2019.
We
spent
just
under
12
million
dollars
on
a
budget
of
13.7
million,
again,
mostly
in
salaries
and
wages,
and
payroll
related
cost.
Next
slide,
please.
I
In
2020
we
spent
12.5
million
on
a
budget
of
15.2
million
and
in
2021
we
spent
11.8
million
on
a
budget
of
15.6
million
next
slide.
In
2022
we
spent
12.3
million
on
a
budget
of
14.9
million
in
2023.
Please
note
that
these
are
unaudited
preliminary
numbers
as
of
February
of
2023,
but
so
far
we've
spent
7.4
million
or
7.5
million
of
a
budget
of
14.6
million
next
slide
again
to
be
consistent,
we're
providing
the
same
information
expenditures
by
category
for
all
of
the
crime
prevention
tax
dollars
in
2018.
I
I
We
did
start
using
this
fund
to
to
pay
for
some
officers
and
we
had
spending
of
115
000
on
a
budget
of
2.0
million
in
2021
we
spent
668
thousand
dollars
on
a
budget
of
3.6
million,
and
just
for
the
record,
there
is
one
typo
in
the
slide
here
we
found
this
after.
After
submitting
it,
but
the
clothing
allowance
of
negative
4
178
should
actually
be
positive.
Four
thousand
one
hundred
seventy
eight
dollars.
The
total
is
all
total
up.
If
you,
if
you've
total
them
up,
it
was
just
a
manual
typing
error.
I
G
Thank
you
so
I
guess.
The
first
question
is
you
got
overtime
that
looks
like
it
started
in
2020
and
I
was
trying
to
keep
up
but
2020
so
and
it
looks
like
it's
kind
of
it's
going
up.
It
looks
like
it's
fluctuating.
Can
you
speak
to
me
about
that
overtime
usually
usually
means
that
you
probably
have
more
missions
than
you
have
people.
G
H
My
cares
for
the
record
overtime
costs
have
increased,
based
on
the
growth
in
population
and
our
ability
to
keep
up
with
calls
for
service.
We
have
shift
minimums
and
per
policy,
and
in
that
policy
we
have
to
have
a
certain
number
of
folks
on
the
road
and
to
make
sure
that
those
those
positions
are
covered
as
people,
whether
were
they
call
in
sick
or
injured
or
whatever
that
case
may
be.
We
have
to
fill
those
positions
with
with
overtime
and
that's
the
the
general
reason
why
the
overtime
numbers
have
are
rising.
G
H
Absolutely,
if
you
bear
with
me
for
just
a
moment,
because
I
actually
took
a
note
on
those
numbers
and
I
want
to
make
sure
that
I
get
them
correct.
For
you.
H
So
our
ratio
in
the
city
is
roughly
one
officer
per
100.
000
excuse
me
per
1000
residents.
We
are
at
just
about
276
000
residents
in
the
in
the
city
and
that's
our
that's
where
we
are
now.
Is
it
roughly
292
officers
sworn
officers
within
the
department.
G
Yeah
and
so
the
total
total
number
of
offices
you
say:
295
292
officers.
H
We
actually
located
a
doj
study
done
in
2020,
which
says
that
the
the
average
ratio
for
for
agencies
over
250
000
residents
is
1.9,
so
we
are
actually
we're
under
the
the
the
recommended
number
of
officers
on
the
on
the
agency.
At
this
time,.
G
Read
something
like
that
in
the
in
the
paper,
so
at
so
I
want
to
go
back
here
to
looks
like
I
think
it's
the
recruiting,
slides.
C
G
G
I'm
sorry
slide
number
two
applicants
through
the
national
testing
Network.
So,
first
of
all
tell
me
what
tell
me
what
that
process
looks
like
because
it's
it's
in
a
couple
of
years.
This
looks
like
it's
pretty
wide
swing
in
2018
you
had
six
688
applicants
in
2019,
1087.
G
So
explain
to
me
the
process
applicants
through
the
national
testing
Network
explain
to
me
that
process
because
it
looks
like
there's
a
wide
fluctuation
here.
It
looks
like
2019
was
your
best
year,
so
I'm
trying
to
understand
what
is
what
is
that
process?
What
do
we
do
in
2019
that
didn't
happen
in
20,
of
course,
20
was
covet,
but
21
and
22
and
22
was
even
less
than
21.
J
Yes,
ma'am,
one
of
the
biggest
increase
we
saw
in
2019
was
overalls.
A
lot
of
it
was
our
own
efforts
and
changes
we
made
to
our
recruiting
process
and
how
we
were
getting
out
then
on
social
media
and
improvements
to
our
website
in
order
to
encourage
new
applicants
to
test
with
our
department,
and
so
we
did
see
a
significant
increase
that
year.
G
J
G
So
you
had
two
two
officers
in
2019
and
you've
had
two
officers
since
then,
and
it's
been
basically
the
same
routine,
but
you've
never
been
able
to
replicate
the
2019
numbers
and
I'm
just
trying.
You
said
you
got
the
same
process.
I'm
just
I'm.
Trying
to
understand,
especially
especially
if
we're
talking
about
doj,
recommends
1.9
per
100
is
that
100
people
thousand
people
1.9
per
thousand.
G
So
what
what
changed,
and
especially
in
22
that
was
two
years
after
covid
I
think
that's,
probably
the
lowest
number,
with
the
exception
of
you,
know
we're
we're
just
here
to
date
with
56
applicants.
So
what
what
changed?
You
have
the
same
number
of
people.
You
have
the
same
process,
but
what
what
changed
in
from
2019
to
let's
say,
2021,
okay,
I'll
take
out
covet.
H
Okay,
and
that
was
actually
going
to
be
one
of
my
responses,
men
and
again,
Michael
Harris
for
the
record,
was
the
covet-
was
the
the
big
jump
between
2019
and
2020.
when
you
moved
to
2021,
there's
still
some
lingering
effects
from
covet,
but
you
also
have
some
of
the
societal
events
that
took
place,
which
you
saw
a
mass
departure
from
the
law
enforcement
profession
in
both
retirements,
poor
Recruitment
and
a
number
of
other
factors.
This
is
not
a
North
Las,
Vegas
problem.
H
This
is
a
nationwide
problem
where
recruiting
has
become
an
issue
has
been
difficult
for
everyone,
if
I'm
not
mistaken,
and
not
to
make
an
excuse
for
the
city
of
North,
Las
Vegas,
but
the
other
agencies
that
have
sat
here
before
you
today
have
also
stated
that
they've
had
a
little
bit
of
issue
in
competition
and
we're
basically
fishing
from
the
from
the
same
hole.
What
we've
done
to
kind
of
change
some
things
up
and
let
me
go
back
to
2019
for
a
minute.
H
A
lot
more
than
we
had
done
previously
that
allowed
us
to
get
more
Buzz
with
the
city
of
North
Las
Vegas
in
the
city
of
North,
Las,
Vegas,
Police,
Department,
moving
forward
the
things
I
just
mentioned
to
you
slowed
that
process
down
a
bit
and
now
we're
seeing
an
uptick
in
terms
of
of
Recruitment
and
seeking
out
new
folks,
because
we
are,
we
are
making
we're
having
incentive
packages
brought
forward
which
is
creating
some
some
Buzz
for
the
city
of
North,
Las
Vegas
and
trying
to
get
some
folks
out
there.
H
A
lot
of
it
also
is
is
entering
is
similar
to
what
some
of
the
other
agencies
have
spoken
about
regarding
lateral
transfers
versus
new
recruits,
because
the
same
the
same
rules
apply.
If
you
look
at
a
new
recruit,
it
takes
you
roughly
18
months
to
get
a
new
recruit
from
application
to
on
the
road
boots
on
the
ground
versus
a
lateral.
You
can
knock
about
six
months
off
that
process,
depending
on
how
long
that
that
background
process,
and
now
we
have
also
instituted
a
a
modified
field,
training
program.
G
I
think
this
may
be
my
last
one,
so
so
I'm
still
looking
I'm
on
slide
number
two.
So
in
2018
you
didn't
have
a
recruiting
team
and
in
2019
you
did
20
20.
Let's
kick
that
out.
I
guess
21,
not
sure
which
what
that
was
was
that
the
George
Floyd
era.
G
But
but
then
you
got
22.
again:
I'm,
just
I,
guess
I
guess
I'm,
trying
to
figure
out
whatever
you
were
doing
in
2019
looks
like
it
was
working
and
whatever
from
that
point
something
happened
because
it
hasn't
been
working
that
well
and
and
I.
Don't
know:
I'm
just
I'm,
just
looking
at
the
raw
numbers,
so
I'm
just
I'm
trying
to
get
the
narrative
behind
the
numbers.
J
And
yes,
ma'am
and
I
think
you're
correct
on
on
that
statement
and
what
we've
done
since
then
was
we
got
into
the
2022
going
into
23.
We've
wanted
to
reinstitute
a
bunch
of
those
improvements
we
made
then,
but
we,
just
as
the
years
passed,
had
to
increase
some,
which
is
with
our
social
media
and
with
our
websites
and
since
then
going
into
2023.
J
Our
numbers
have
significantly
improved
because
of
that,
as
an
agency,
we
set
a
goal
of
having
at
least
60
or
more
applicants
every
month
throughout
the
year
and
so
far
in
January
of
2023
I
know,
which
is
not
on
there.
We
had
61
applicants
who
begin
the
testing
process
with
North
Las
Vegas,
as
at
least
they've,
sought
us
out
through
the
website
and
asked
questions
about
what
it
is
to
be
an
officer
with
our
department,
after
that,
in
February
of
this
year
already
we've
had
105.
and
then
with
our
increased
social
media
and
I.
J
Think
with
our
benefits
package,
we're
offering
now,
through
the
first
two
weeks
of
February,
we're
already
up
to
114
applicants
and
processing.
So
we've
seen
a
definite
uptick
with
what
we've
done
or
increased
number
of
applicants
from
the
changes
we've
made.
G
So
again,
I'm
just
trying
to
understand
so
2018
2019,
2020
and
all
the
way
through
23.
in
2018.
You
didn't
have
a
recruiting
team
in
2019.
You
instituted
that
and
that
team
of
two
instituted
social
media
more
of
an
online
presence
Etc-
and
this
is
just
you-
don't-
have
to
ask
answer
this
question-
I'm,
just
trying
to
figure
out
what
what
what?
What
is
the
difference
in.
If
not
the
process,
then
the
way
the
process
is
implemented
because
the
2019
has
not
been
replicated.
H
H
So
as
as
Lieutenant
cargo
was
saying,
if
we
continue
on
this
path,
the
the
numbers,
the
2019
numbers
and
what
you're
referring
to
will
in
fact
be
replicated.
And
in
fact,
if
we
continue
with
this
at
this
pace,
we
will
exceed
the
2018
numbers.
Excuse
me,
2019
numbers
and
and
just
for
the
record
we
didn't
have
I
guess
what
I
would
call
a
recruiting
team
prior
to
the
prior
to
2019,
but
we
did
have
an
individual
who
was
assigned.
H
He
was
there
was
multi-task,
he
was
multitasked,
but
recruiting
was
one
of
those
things
similar
to
the
Pio
from
Mesquite.
He
had
more
than
one
one
job
to
do,
but
recruiting
was
a
part
of
that,
but
moving
moving
forward.
If
we
subtract
at
least
if
we
include
2019,
subtract,
20
and
potentially
21
we're
only
about
a
year
in
a
couple
of
months
removed
from
trying
to
get
ourselves
back
on
track
and
again
here
in
2023.
If
we
continue
the
pace
that
we're
at,
we
will
exceed
those
numbers
of
2019.
K
Thank
you,
chair
Neil,
and
thank
you
assistant,
chief
Harris
and
North
Las.
Vegas
I
was
just
wondering:
do
you
have
229
or
292
sworn
officers
and
you
are
short
how
many.
K
K
H
I
was
I
would
say
the
first
and
foremost
some
of
the
things
that
you
have
done
in
the
past,
with
continuing
the
the
funding
sources,
I
think
would
be
a
huge
benefit
as
they
as
they
have
in
the
past,
not
only
for
the
city
of
North
Las
Vegas,
but
the
Las
Vegas
Valley
in
the
state
of
Nevada
as
a
whole.
H
So
if
you
would,
your
support
and
and
from
that
aspect
would
be,
would
be
wonderful
other
than
that,
just
your
continued
support,
whether
it
be
in
in
forms
such
as
this
or
in
your
in
your
own
daily
lives.
If
you
know
someone
who
wants
to
be
a
police
officer,
Senator
I
would
gladly
give
you
my
card
and
have
them
send
them
so
send
them
our
way.
K
K
E
A
So
I
have
two
questions
and
then
two
other
members,
Senator
Spearman,
has
a
follow-up
and
then
Senator
genate.
So
didn't
you
guys
change
the
amount?
The
entry-level
pay
back
in
2019
I
think
it
was
a
couple
of
thousand
I
think
it
went
up
to
like
53
or
51
to
53
or
52
to
54.
and
then
didn't.
You
also
change
the
steps
for
entry
level.
H
I,
don't
have
the
numbers
of
the
exact
numbers
for
the
pay
Senator
I
will
have
to
get
back
with
you
on
that
information.
I'm
going
to
take
a
note
now
and
use
it
for
2019.
yeah.
A
H
So
you
what
you're
speaking
to
contractual
obligations
there
there
that
is
continually
changing
I,
don't
recall
the
exact
number
of
steps
between
between
the
the
different
years.
I
can
get
that
information
free
as
well,
but
but
yes,
depending
on
which,
which
contract
you're
referring
to
yes,
those
those
steps
have
have
changed.
Okay,.
A
Because
I
was
asking
because
it
seemed
like
the
increase
in
Pay
was
an
incentive
to
try
to
move
the
needle
around
getting
people
more
people
to
apply
and
just
wondering
had
there
been
an
increase
in
the
entry
pay
from
that
time
period
like
looking
at
23,
because
technically
we're
still
in
fiscal
year,
we're
not
in
FY
24,
and
so
your
fiscal
year
runs
from
July
to
June
right.
So
technically
your
fiscal
year
started
July,
20,
22
and
then
it'll
run
to
June
of
23
right.
A
H
So
we
are
up
to
58
000,
so
there
has
been
an
increase
in
Pay
for
for
starting
and
if
you
would,
if
you,
if
I,
don't
know,
if
you
have
the
supporting
documentation
in
front
of
you,
but
if
you
refer
to
the
recruiting
materials
in
the
starting
pay,
you
will
notice
we'll
see
if
we
can
pull
it
up
here
and
and
show
it
to
you.
We
went
from
53
380
as
a
starting
salary
to
a
salary
of
I'm.
Sorry
Senator,
I,
I
misspoke.
It's
not
58
000,
it's
56,
587.
H
We
do
our
best
to
to
be
competitive
with
all
the
other
agencies
within
a
you
know,
a
thousand
or
two
thousand
dollars,
or
something
to
that
effect.
One
of
the
things
that
that
I've
noticed
when
perus
and
the
other
the
other
agencies
is
the
incentive
packages,
education,
bonuses,
lateral
bonuses,
different
things
like
that.
One
of
the
things
that
that
you'll
notice,
when
it
comes
to
those
bonuses
is
some
agencies,
offer
them
up
front.
We
offer
them
as
a
condition
of
employment.
L
C
Thank
you
so
much
chair
before
I
ask
these
questions.
I.
You
know,
Chief
Harris
I
think
it's
important
for
me
to
reiterate
how
grateful
we
are
for
the
work
that
you
guys
are
all
doing,
but
you
are
the
first
group
of
the
major
population.
That's
going
to
be
that
I'm
going
to
ask
these
questions
for
so
I
apologize
for
that.
C
Okay,
a
few
things
I
want
to
spend
a
quick
moment
talking
about
retention,
so
community
members
have
come
to
us
mentioning
that
there
might
be
an
issue
of
retention
both
for
new
officers
and
for
officers
that
have
spent
a
longer
time
in
North,
Las
Vegas.
So
are
you
noticing
a
trend
in
North
Las
Vegas,
where
after
officers
complete
their
probation
where
they're
leaving
is
that
issue
of
retention
that
you
have
seen?
C
Are
there
are
there
strategies
to
address
that
or
do
you
need
to
support
from
the
legislature?
What's
what's
going
on
with
regards
to
that.
H
So
there
I
can't
give
you,
for
example,
a
retention
rate
because
I
guess
the
big
question
is
what
a
couple
of
questions.
Actually,
what
determines
the
retention
rate
is
that
when
a
person
decides
to
leave
on
their
own
for
family
reasons,
is
that
the
person
who
decides
to
leave
because
of
medical
reasons,
for
example
a
heart
and
lung
bill-
is
that
an
individual
who
leads
to
go
to
another
state
because
their
mother
is
sick?
I
can't
really
give
that
give
you
that
answer.
H
However,
what
I
can
say
is
that,
over
the
course
of
the
last
five
years,
we've
we've
had
what
we
consider
new
hires
18
months
of
employment.
We've
had
56
who've
left
the
nlpd
within
within
18
months,
and
of
that
56.
We
have
eight
that
have
been
rehired,
not
necessarily
in
the
as
a
police
officer,
but
in
one
of
the
things
that
we
try
to
do.
H
There
may
be
positions
in
records
or
dispatch
or
some
of
those
other
other
positions.
So
it's
not
as
though,
though
they
may
not
be
working
for
the
police
department,
they're
still
they're
still
supporting
the
police
department
as
best
we
can
make
that
happen.
But
the
the
fact
of
the
matter
is
is
not.
Everyone
is
cut
out
to
to
do
the
job
and
a
lot
of
people
don't
recognize
what
it
is
they're
getting
into
until
they're
actually
into
it.
C
Thank
you
so
much
and
Sheriff
I
must
just
follow
up.
So
let's
take
the
reverse
of
that.
Are
you
noticing
your
longtime
police
officers
retiring
early?
Are
there
any
strategies
to
keep
them
and
retain
them
as
well,
because
of
the
shortages
that
we're
experiencing
are?
Is
that
a
conversation
you've
had
within
your
department.
H
Yes,
sir,
so
there
was
I
should
say
Nationwide
again
covet
the
The
Joy
Floyd
era,
all
those
sorts
of
things
you
were
saying,
Nationwide
a
large
number
of
retirements,
a
large
number
of
people
resigning
and
that
sort
of
thing
we
were
no
stranger
to
that.
Unfortunately,
it
affected
swaths
of
of
police
agencies
across
the
United
States
to
combat
that
one
of
the
things
that
we're
looking
at
as
far
as
closing
the
back
door,
if
you
will
is.
H
H
H
That
starts
March
29th
with
the
Command
Staff
of
our
Police
Department
to
to
kick
it
off
in
some
of
our
city
management,
and
then
we
are
hiring
on
a
company
from
there
to
make
this
I
believe
it's
going
to
be
a
bi-monthly
thing,
so
we
can
ensure
that
all
of
our
folks
are
getting
excuse
me.
All
of
our
supervision
is
getting
properly
trained
so
that
they
can
lead
properly
pass
on
that
lead.
H
Those
leadership,
skills
and
and
with
hopes
of
making
thing
making
folks
want
to
stay
in
recognizing
that
we're
investing
in
them
in
their
future
and
and
molding
the
department
into
what
they
expect
it
to
be.
H
As
we
know,
their
generational
changes,
depending
on
which
generation
you're
from
you're,
going
to
you're,
going
to
deal
with
leadership
in
a
different
way,
and
so,
as
people
come
up,
they're
going
to
be
able
to
better
deal
with
and
handle
those
sorts
of
folks
in
those
sorts
of
situations
that
may
want
to
that
make
North
Las
Vegas
seem
more
like
a
home
than
someplace,
so
they're
just
trying
to
work.
C
I
appreciate
that
and
sure,
if
I
just
have
one
more
question,
I'm
going
to
ask
this
question
for
the
remainder
of
the
presenters
as
well.
So
quick
question
I
appreciate
the
contents
that
you
have
provided.
C
H
I
believe
we
have-
and
let
me
before,
I
completely
speak
I'm,
going
to
get
back
to
you
with
the
with
the
details
of
it
I
believe
on
our
federal
some
of
our
Task
Force
officers
deal
with
ice
I'm,
not
100,
sure
100,
sure
exactly
what
that
relationship
is
and
exactly
how
they
are
interconnected.
H
So
I
will
have
to
I,
don't
know
if
it's,
for
example,
if
we
have
task
force
office
officers
in
the
DEA
I,
don't
know
if
it's
a
DEA
ice
relationship
and
just
so
happens
that
we're
part
attached
to
that
group
or
I,
don't
I,
don't
to
my
knowledge.
The
north
Las
Vegas
Police
Department
does
not
have
a
direct
contact
or
a
direct
relationship
with
ice,
but
I
will
confirm
that
and
get
back
with
you.
C
E
A
You
for
that
so
before
I
go
to
Center
experimenting
before,
because
we're
going
to
have
to
shift
I
I
have
a
a
sales
tax
question,
similar
to
probably
what
I
asked
Boulder.
So
I
was
looking
at
the
actual
overall
budget
for
23
fiscal
year.
That's
coming
the
recent
budget.
You
guys
are
showing
projecting
a
loss
in
your
more
cops.
A
This
is
not
in
your
slide
here.
This
is
in
the
actual
North
Las
Vegas
budget,
so
in
it
was
showing
that
you're,
seeing
in
the
more
cop
sales
tax
that
you're
projecting
a
1.7
percent
decrease
or
roughly
257
000.
So
I
was
wondering
you
know
what
what
and
this
is
to
the
finance
person
who's
sitting.
A
Next
to
you,
what
are
you
seeing
as
a
projection
or
what
what
factors
are
you
seeing
that
are
presenting
that
proposed
or
projected
loss
that
you
think
will
happen
in
the
future
or
at
by
the
end
of
this
fiscal
year?
I'm
just
super
curious,
because
sales
tax
has
been
doing
really
really
well,
it's
been
actually
holding
up
quite
well,
it's
over
performed
and
so
I'm
wondering.
What's
what
are
you?
Why
are
you
guys
projecting
a
a
loss
or
decrease
in
your
more
cop
sales
tax.
I
Madam
chair
I,
appreciate
that
question.
Yes,
I
could
take
that
I
do
have
the
2023
approved
budget
in
front
of
me
and
honestly,
I
don't
understand
exactly
because
we're
projecting
revenues
of
16
million
for
the
288
fund,
the
more
cops
and
we're
projecting
to
spend
14.6
million,
so
we're
actually
expecting
revenues
to
exceed
our
expenses
and
and
you're
absolutely
right.
Sales
tax
has
been
above
projections,
and
so
I
would
I'm
actually
assuming
that
that
number
is
going
to
be
larger
for
our
total
revenues.
A
A
in
the
adopted
fiscal
budget
for
22.23
and
that's
where
I
saw
that
that
number
for
the
more
cops
sales
tax
being
projected
at
a
1.7
and
then
a
net
well
negative,
1.7
and
so
I
was
just
super
curious
about
that.
Because
if
that's
because
it's
an
indicator
right
of
the
money
that
you'll
have
for
new
cops
that
you
would
like
to
think
about
or
consider
for
the
fiscal
year.
A
And
so
if
your
fiscal
year
doesn't
end
until
June,
then
there's
dollars
that
you're
going
to
be
expecting
or
planning
and
hopefully
you'll
be
able
to
offset
your
loss
but
I'm.
Just
thinking
like
23
24,
like
your
recruitment
for
more
cops
and
to
offset
your
42
officers
what
why
that
was
being
projected
as
being
low,
because
it's
not
that
low.
But
it's
low
enough
when
I
know
that
there's
super
growth,
so
I
just
wanted
to
know
about
it.
I
I
I
appreciate
the
question.
Unfortunately,
I
do
not
have
the
2022
budget
in
front
of
me.
If
that's
what
you're
referencing
but
our
2023
budget
for
more
cops,
is
we
do
project
revenues
to
exceed
our
expenses?
Okay,.
G
And
I'm
gonna
I
want
to
pay
you
back
off.
My
colleague
from
senatorship
10.,
I'm,
I'm,
a
retired,
MP
and
I
know
it's
different
military
and
civilian,
but
there's
some
of
the
basic
things
that
that
work
in
both
worlds.
So
deputy
chief,
this
is
for
you
and
someone
else
so
so
you
indicated
that
it
was
difficult
to
know
why
people
were
leaving.
Do
you
have
an
exit
interview
process
and
if
you
do,
what
do
you
do
with
that
information?
That
might
tell
you
why
people
are
either
leaving
or
retiring
early.
H
First
of
all,
Senator-
and
you
continually
thank
us
for
our
service,
but
I'd
like
to
first.
Thank
you
for
yours,
your
your
service
to
the
military
in
this
country.
But
to
answer
your
question,
we
do
in
fact
do
exit
interviews,
we've
been
doing
exit
interviews
since
April
I
believe
it
is
of
2021..
H
H
It's
been
our
experience
up
to
this
point
that
folks
are
leaving
for
family
reasons
like
we
spoke
about
a
little
bit
before
some
people
just
aren't
cut
out
to
do
the
job
in
that
they
they
don't
understand
what
they're
getting
into
until
they're
actually
doing
the
job
and
they
figure
it's
it's
not
for
them,
and
we
again
we
try
to
use
those
folks
in
in
other
areas
of
the
police
department.
H
We've
only
had
one
issue
with
a
person
who
decided
that
that's
this
city
wasn't
the
the
place
for
them,
because
they
had
a
an
issue
with
a
supervisor.
We
have
addressed
that
issue,
sent
those
sent
that
supervisor
to
leadership
classes,
to
ensure
that
sort
of
thing
doesn't
happen
again
and
again.
H
We
are
continuing
to
make
our
our
leadership
the
best
leadership
in
the
valley
by
a
continually
training
them
and
investing
in
them
and
to
ensure
that
these,
these
sorts
of
issues
don't
happen
again,
but
as
far
as
tracking,
that
is
something
that's
been
taking
place
since
January,
and
we
plan
to
continue
to
do
that.
So
we
can
have
a
better
plan
going
forward.
G
So
I'm
going
to
go
back
and
it
seems
like
I'm
stuck
on
2019.,
so
2019
you
instituted
a
new
process
for
recruiting.
G
I
know
one
of
the
things
that
we
would
do
if
you
implementing
something
new
required
to
have
somebody
who
either
had
done
it
before
or
knew
about
it
to
train
somebody.
So
did
you
have
someone
to
develop
the
training
model
for
2019
and
train
the
people
for
2019
20,
2019,
21,
22.,
I,
guess
I'm,
asking
because
I'm
still
trying
to
figure
out
why
there
was
such
a
swing
and
and
the
process
is
the
same,
are
the
people
the
same
and
and
was
there?
Was
there
some
what
was
different
in
2019?
G
G
Are
they
still
there?
Are
they
still
Pro?
Are
they
still
the
same
person
responsible
for
training?
Is
that
training
the
same?
What
what's
the
difference,
because
I
think,
if
we're,
if
we're
below
what
doj
says
where
we
should
be,
then
that's
a
public
safety
issue
and
so
I'm
really
trying
to
figure
out
how
do
we?
How
do
we
fix
that
and,
and
and
and
and
granted
there's
there
have
been
some
things,
some
in
in
society
that
have
changed
some
of
the
narrative
but
I
I.
G
Don't
know
that
I
would
put
all
of
that
on.
You
know
societal
changes.
So
what
what
were
we
doing?
Who
was
there
in
2019?
Are
they
still
there?
Who
were
they?
People
who
already
knew
how
to
do
social
media
already
knew
how
to
do
recruiting.
Did
you
have
somebody
to
come
in
and
teach
them?
Is
that
somebody
still
there
were
they
under
contract?
What
what
were
we
doing
in
2019.
H
Thank
you
for
the
question
Senator
and
please
forgive
me
if
I
missed
a
part,
there
was
quite
a
bit
to
unpack
there,
but
I'm
going
to
try
my
best
to
answer
it
and
please,
if
I,
miss
something,
please
let
me
know,
but
in
essence
what
you're
asking
is,
what
are
we
doing
to
replicate
the
2019
numbers
and
we've
already
we've
already
hit
on
the
fact
that
covet
has
been
a
problem.
H
Some
societal
issues
have
been
a
problem
which
have
affected
us
pretty
heavily,
and
we've
also
established
that
if
we
continue
at
the
pace
that
we're
going
now
that
we
will
exceed
any
of
those
numbers
that
we've
that
we've
talked
about
just
a
moment
ago,
those
past
numbers.
So
to
answer
your
question
regarding
training
and
things
like
that
know,
the
same
officers
are
not
in
the
same
in
that
in
that
position,
however,
one
of
the
officers
is
on
the
same
floor.
H
There
is
an
overlap
of
officers
when
they
leave
the
position
which
allows
us
to
teach
the
new
person
coming
in
some
of
the
tricks,
and
some
of
the
the
the
craft
of
of
social
media
I
have
to
be
honest.
With
you
Senator
the
the
2019
folks
that
we
got
in
there
they're
Innovative,
they
were
forward
thinking.
They
wanted
to
do
some
things
that
were
different,
that
were
that
were
not
what
we
had
done
so
much
from
the
Police
Department
recruiting
standpoint
and
what
they
did
was
they.
H
They
came
up
with
the
idea
of
branding
this
Agency
on
social
media
in
a
fashion
that
we
hadn't
done
before
they
were.
They
were
social
media
Savvy,
something
that
I
am
far
from
I.
Don't
even
have
a
Facebook
page
that
I
go
on
and
I,
don't
know
how
to
post
anything,
but
they
were
able
to
do
all
those
things,
and
so,
when
we
brought
those
folks
on,
we
started
using
some
of
the
the
and
I
don't
feel
like
I'm,
giving
everyone
else.
Our
secrets.
H
We
started
using
some
of
the
things
like
indeed
in
some
of
the
job
posting
sites,
and
we
forgive
me
if
I
mess
up
the
term.
Things
like
boosting
and
different
things
like
that
to
promote
ourselves
towards
the
towards
the
top
and
investing
in
the
recruiting
process.
Our
city
leadership
has
been
gracious
enough
to
beautiful.
H
I
almost
said
want
to
say,
increase
our
recruiting
budget
by
nearly
a
factor
of
10,
if
I'm
not
mistaking
something
like
that,
we
are
working
to
get
back
to
those
2019
numbers,
but
it's
just
going
to
take
a
little
bit
of
time
for
us
to
do
that.
This
isn't
one
of
those
things.
Unfortunately,
I,
don't
believe
that
we
can
just
drop
in
one
position
and
then
pick
up
right
where
we
left
off
at
another,
so
to
again
readdress
the
questions.
H
Yes,
we
we
did
have
some
folks
who
were
who
came
up
with
some
some
ideas
and
a
team
put
together.
That
came
up
with
some
ideas
that
allow
us
to
to
produce
numbers
that
were,
unlike
anything,
that
that
we
had
seen
to
my
knowledge
from
recruiting
Because,
it's
not
like
when
I
started.
When
you
had
three
four
five,
ten
thousand
people
getting
ready
to
try
and
take
a
test,
and
you
had
to
beat
out
all
those
folks,
it's
a
different
world.
H
Now,
yes,
there
is
some
overlap,
so
there
is
some
training
amongst
the
the
different,
the
different
people.
In
that
position
there
is
a
again
a
an
increase
in
funding
which
allows
us
to
do
a
lot
of
other
things.
H
Some
of
the
things
that
we've
done
have
been
something
I
haven't
seen
any
of
the
other
agencies
do
which,
which
I
think
is
pretty
instrumental
in
Lieutenant
cargo
was
a
was
a
large
large
part
of
that,
for
example,
if
there's
any
football
fans
up
there,
you
would
notice
that
we're
in
the
program
for
the
Las
Vegas
Raiders,
you
would
notice
that
we
were
in
the
program
for
the
Las
Vegas
golden
knights.
You
would
notice
that
we
were
in
the
program
for
the
Pro
Bowl
that
was
that
was
hosted
here.
H
You
would
notice
that
we
were
on
the
Marquee
at
Allegiant
stadium
and
at
T-Mobile
Arena,
that's
not
to
say,
I
sit
there
and
watch
that
and
make
sure
every
other
agency
is
there,
but
I
can
assure
you
that
we
were
we've
changed
the
way
we've
done.
The
business
we've
changed
the
way
we've
We've
refocused
our
our
efforts
on
how
we
brand
ourselves.
As
far
as
our
web
page
and
social
media
Pages,
we've
we've
started
to
include
QR
codes
to
make
access
to
our
agency
very,
very
easy.
H
It's
just
a
matter
of
holding
your
phone
up
and
clicking,
and
there
we
are
we've
done
that
in
the
in
in
the
in
the
programs.
In
addition,
we've
actually
placed
and
again
I'm
telling
a
secret.
We
place
QR
codes
on
our
patrol
cars,
so
anybody
who's
driving
down
the
street
can
see
a
QR
code
and
say
that's
how
you
get
to
the
city
in
North,
Las,
Vegas,
Police
Department.
We
don't
make
it
difficult.
We
try
to
make
it
easy.
We're
trying
to
make
ourselves
more
accessible
and
again.
H
The
Forward
Thinking
work
from
our
current
recruiting
division
is,
is
the
reason
why
those
numbers
are
going
back
up.
The
reason
why
they
went
down
was
something
well
beyond
our
control,
but
we
are
bringing
those
numbers
back
up.
It's
not
as
though
we're
sticking
with
those
20
2020
2021
numbers.
We
are
increasing
that
and
if
we
again
continue
on
this
pace,
we
will
exceed
those
numbers.
A
No
all
right,
so
we
need
to
move
forward,
but
thank
you
for
the
presentation.
A
I
had
a
couple
of
questions,
but
I
think
Senator
Spearman
ate
the
time,
because
I
I
really
wanted
to
know
the
crossover
between
the
community
engagement,
Team
or
person,
who
you
know
because
they're
I've
met
them
and
they're
out
a
lot
and
how
that
Community
engagement
budget
is
working
towards
the
recruitment.
A
I
know
it's
popped
up,
probably
not
just
from
this
side
but
from
the
other
side
of
the
house
about
you
know
getting
into
the
high
schools
engaging
the
high
school
students,
and
you
know
that
19
to
24
that
have
graduated
and
trying
to
you
know
build
within
that
Workforce
component.
That's
out
there.
We
have
a
lot
of
Workforce
agencies,
doing
work
and
they're
actually
housed
or
close
to
North
Las,
Vegas,
right
and
so
I.
Don't
know.
A
If
there's
a
crossover
relationship
there
I
know
there
was
a
pro
a
relationship
with
Workforce
Connections
in
the
past
and
I.
Don't
know
if
it's
there
now,
but
it
might
be
some
things
to
consider,
because
if
you
look
at
the
ring
cameras,
there's
a
lot
going
on,
probably
closer
in
that
you
know:
89084
the
Legacy
area,
Legacy
High
School
area,
because
we
have
a
lot
of
I,
don't
know.
There's
there's
just
an
increase
of.
A
Nighttime
activity
and
their
young,
kids,
roaming
and
so
I
think
we
need
to
have
a
conversation
around.
You
know
getting
into
the
high
schools
and
then
what
are
the
I
look?
A
H
H
A
All
right,
so
we
will
move
to
Metro,
Police
Department
and
call
to
the
table
Mr
Hogan,
the
CFO.
M
A
M
Oh
well
good
afternoon,
Madam,
chair
committee,
members,
for
the
record.
My
name
is
Rich
Hogan
I'm,
the
Chief
Financial
Officer,
with
the
Las
Vegas
Metropolitan
Police
Department
with
me,
is
a
lieutenant
Trish
Cervantes
she's,
the
director
of
our
office
of
Human
Resources.
So
between
the
two
of
us.
Hopefully,
we
can
get
all
of
your
questions
answered
before
I
kind
of
jump
into
the
formal
presentations,
just
just
a
real
high-level
overview
of
lvmpd
and
kind
of
who
we
are
and
what
our
responsibilities
are.
M
In
terms
of
our
jurisdiction.
We
are
the
police
department
for
unincorporated,
Clark,
County
and
the
city
of
Las
Vegas,
essentially
everything
but
the
entities,
the
other
entities
that
are
presenting
here
today.
We
also
are
responsible
for
the
Clark
County
Detention
Center.
M
So
we
have
what
we
would
call
internally
would
be
our
enforcement
side
and
our
correction
side.
On
our
enforcement
side.
We
have
three
362
enforcement,
police
enforcement
positions
and
13
13
20
civilians,
civilian
positions.
On
our
correction
side
we
have
930
corrections,
officer
positions
and
about
359
Corrections
civilians,
so
that's
just
kind
of
who
we
are
real
briefly
and
and
what
we
are
responsible
for.
M
So,
just
just
a
quick
overview
in
terms
of
the
history,
the
more
cops
and
crime
prevention
acted,
particularly
as
it
relates
to
lvmpd,
as
the
committee
members
I'm
sure
are
all
familiar
with.
Without
rehashing
it,
we
had
the
first
0.25
increased
levied
in
in
2005.
we
hired
570
higher
for
578
officer
positions
between
2005
and
2010..
M
As
we
all
know,
we
we
experienced
the
the
difficulties
with
the
prolonged
recession
so
that
by
July
2013,
that
number
had
had
decreased
to
504
that
we
were
able
to
support
without
revenue
and
in
2015
we
supplanted
for
that
one
fiscal
year
of
147
positions.
In
other
words,
we
moved
147
positions
for
one
fiscal
year
from
the
operating
fund
to
the
to
the
more
cops
fund,
and
then
they
returned
in
fiscal
year.
M
16.,
the
second,
as
we
call
you
mystically,
the
more
and
more
cops
was
levied
in
in
2016
January
2016.
We
added
at
the
time
133
positions.
What
I'll
state
is
is
fairly
remarkable
is
that
we
hired
for
all
of
those
positions
by
April
2017..
Since
that
time,
the
revenues
have
been
able
to
support
what
we
currently
have,
which
is
795
authorized
positions
next
slide.
Please.
M
The
that
brings
us
to
the
crime
prevention
act
and
our
a
little
bit
of
overview
on
our
how
that
relates
to
our
general
fund.
The
crime
prevention
Act,
of
course,
is
the
committee
realizes
was
levied
at
2.1.
Cent
was
levied
in
April
2017..
We
had
a
267
positions
and
right
off
the
bat
and
another
23
in
2018.
M
We
have
since
been
able
to
increase
that
to
311
positions.
What's
important
to
note
here,
it's
a
little
bit
different
than
the
other
entities.
Is
that
there's
a
formula
that's
included
in
the
crime
prevention
act
that
carves
out
a
portion
of
that
Revenue
to
support
positions
that
are
in
the
resort
quarter.
M
The
resort
quarter,
essentially,
is
what
you
think
of,
as
traditionally
the
downtown
Resort
Corridor
and
the
script
Resort
Corridor,
so
So
currently
of
those
311
positions,
233
are
dedicated
to
community
positions
and
78
to
the
resort
corridor,
and
the
these
positions,
in
addition
to
our
operating
fund,
are
what
we
have
utilized
to
maintain
a
authorized
officer
to
population
ratio
of
two
officers
per
thousand.
M
That's
excluding
the
tourist
population,
which
is
certainly
a
a
big
part
of
our
policing
responsibilities,
but
since
2016,
just
to
kind
of
give
you
an
idea
of
how
we've
also
utilized
our
operating
fund,
we've
added
223
positions
in
that
operating
fund
since
2016.,
so
in
total,
since
fiscal
year
15,
which
is
when
we
had
the
more
and
more
cops
and
subsequently
the
crime
prevention
act
along
with
positions
in
our
operating
fund,
we've
had
a
756
positions.
M
M
M
M
This
is
just
a
brief
overview
of
the
accountability
requirements.
I
don't
mean
to
belabor
this,
it's
something
I'm
sure
you're
all
familiar
with,
but
just
wanted
to.
Let
you
know
that
we
do
make
every
effort
to
comply
with
that.
Our
positions
are
separated
from
our
in
the
revenue
expenditures
associated
with
those
are
separating
accounted
for
separately.
We
comply
to
the
so
planning
provisions
and
the
information
that
we're
required
to
report
on
quarterly
next
slide.
Please.
M
This
is
the
final
slide,
I
just
kind
of
want
to
give
you
an
idea,
and
this
does
bear
one
explanation.
M
What
this
is
intended
to
Express
is
how
the
addition
of
police
officers
does
in
fact
reduce
crime.
In
fact,
as
you
can
see
from
the
lines
on
this
graph,
there's
a
almost
an
inverse
relationship
with
the
red
line
being
violent
crime
and
the
blue
line
being
our
officer
officer
to
population
ratio
and
that's
assigned
officers
as
opposed
to
authorized
positions,
there's
almost
an
inverse
relationship
between
and
and
increase
in
officers
and
a
decrease
in
violent
crime
and
that
inverts
the
other
way.
M
So,
there's
a
little
bit
of
a
lag,
obviously
between
those
two
I
did
just
want
to
figure
out.
One
explanation:
there's
a
strange
little
line
on
the
far
right
of
that.
That's
because
the
way
crime
was
measured
was
changed
in
2021,
so
I
it
it's
it's
going
to
start
its
own,
its
own
new
line
there,
because
we
don't
measure
crime
the
same
way.
The
FBI
changed
how
a
crime
is.
Crime
is
reported
in
in
a
pretty
significant
way,
but
nonetheless
you
can
kind
of
see
that
same
Trend,
oh
that
on
that
little
little
line.
M
C
Thank
you
so
much
for
that
presentation
and
again
I
want
to
thank
you
all
for
your
service.
I
actually
had
the
opportunity
during
the
interim
to
do
a
ride
along,
and
so
it's
interesting
to
see
the
correlation
of
the
subject
area
that
we're
talking
about
today
and
how
that
relates
to
the
subject
matter
that
you
have
presented
in
your
slides,
same
question
in
terms
of
retention.
C
Are
there
trends
that
you're
noticing,
with
officers
after
they
complete
probation,
are
there
any
strategies
that
you
have
done
in
terms
of
exit
interviews,
and
then
we
could
also
do
it
from
the
same
lens.
But
like
are
you
noticing
officers
leave
a
time
earlier?
Are
there
strategies
to
keep
them
just
a
little
bit
longer
so
from
both
lenses?
Please
yeah
great.
M
Yes
again,
Senator.
Thank
you
for
the
question
again
for
the
record.
Rich
Hogan,
Las,
Vegas,
Metro,
Police,
Department
I'll,
do
my
best
to
answer
that
and
if
director
salvantes
says
there's
anything
to
add,
I
will
I'll
turn
it
over
to
her,
but
in
in
essence.
Yes,
we,
we
have
certainly
seen
some
issues
with
retention
of
our
current
employees,
2020
and
2021.
We
experienced
the
same
thing
that
I
I
think
every
employer
in
the
United
States
experienced
the
great
departure
the
great
resignation.
M
So
we
saw
a
very
large
number
of
employees
across
all
of
our
all
types
of
employees,
whether
that's
correction
or
civilian
or
police,
separate
and
and
that
oh
about
a
year
year
and
a
half
period.
However,
that
has
kind
of
turned
the
corner.
That
rate
of
Separation
has
slowed
to
what
it
was
previously.
M
I
would
say
that
we're
in
terms
of
the
the
demographic
of
the
person
separating
in
terms
of
the
years
of
service,
we
have
seen
an
increase
2018
to
compare
to
2022
an
increase
in
people
with
six
to
ten
years
of
service,
leaving
that
we
didn't
about
11
percentage
points,
difference
which,
on
percentage
Point
basis
is
pretty
significant
and
so
that
the
the
years
of
service
of
our
of
our
Workforce
has
has
certainly
changed.
M
As
a
result
of
that
right,
we
have
a
whole
lot
of
folks
with
low
tenure,
because
we
we
didn't
hire
during
the
recession.
Then
we
hired
a
lot
and
then
we
had
a
lot
of
people
with
high
tenure
leave.
So
that's
a
long
way
of
saying
anyway.
I'll
kick
it
over
to
someone
who's
a
lot
more
articulate
than
I
did.
N
That
too,
a
little
bit
for
the
record.
This
is
Trisha
lunches
for
Metro
I'll
speak
a
little
bit
more
to
the
retention
piece
we
really
have.
Obviously
everyone
knows
we
have
a
new
sheriff
sheriff
mcmahill
and
his
one
of
his
main
focus
has
been
Wellness
off
for
the
officers
specifically
because
we
think
that
will
in
turn
impact
the
community
and
how
our
officers
treat
the
community,
which
is
the
most
important
thing.
So
that
has
been
a
huge
piece
of
the
wellness.
Bureau
is
what
we
are
building
is
in
this
retention
program.
N
So
what
that
is
going
to
do
is
really
kind
of
tackle
mental
health,
which
we
know
has
become
an
issue
for
law
enforcement,
well,
I
shouldn't
say,
become
I,
think
we're
just
more
putting
it
out
there
and
to
deal
with
it
in
the
Forefront
versus
kind
of
pushing
it
back.
So
that
has
been
something
that
we're
really
trying,
especially
to
the
younger
generation,
really
get
them
to
understand
that
we
want
to
keep
them
healthy,
mentally,
physically
everything
across
the
board
and
I.
Think
in
that
piece
too.
N
G
Thank
you
and
I
think
you
just
addressed
something
that
the
chair
said
with
respect
to
community
engagement,
especially
with
the
younger
folks,
so
I'm
looking
at
the
graph
and
I.
Don't
I,
don't
dispute
that
there
are
more
officers
needed,
but
I'm
of
the
opinion
that
that's
probably
a
third
of
the
equation
and
part
of
the
other.
The
other
piece
of
the
equation
is
probably
Community.
G
G
It's
a
volume,
one
issue,
one
of
February,
2nd
2023
and
the
title
of
the
argue
of
the
article
is
community
engagement
and
crime
reduction
strategy
is
a
tale
of
three
cities
and,
and
they
show
that
that
the
more
that
there
is
engagement
between
police
and
the
community,
that
that
crime
does
go
down
because
one
of
the
things
and
I'll
go
back
to
something
that
w
Chief
Harris
said,
and
that
is
you
know.
G
The
the
image
of
law
enforcement
has
really
taken
a
beaten,
a
beating
over
the
last
decade,
and
that
is
because
we
have
had
some
people
who
don't
deserve
the
badge
and
they
don't
deserve
our
loyalty
and
but
I
think
what's
happening.
Is
there
are
some?
There
are
some
agencies
that
are
starting
to
have
a
zero
tolerance
policy
for
crazy
and
and
the
more
that
that
happens
and
the
more
that
there's
engagement
than
than
as
a
community
trusts
and
as
there's
a
diminishment
of
blight.
G
Those
are
some
of
the
other
strategies
that
are
used
so
so,
having
said
that,
is
there
any
long-term
plan
that
includes
number
one
Community
engagement
number
two:
when
you
start
looking
at
planning
and
zoning
and
the
housing
crisis,
employment,
those
sorts
of
things
and
bringing
those
bringing
those
social
determinants
in
as
a
part
of
the
plan
to
reduce
crime?
Does
that
make
sense.
M
It
it
does
and
I'll
I
I'll
I'll
I'll
step
in
a
little
bit
and
then
let
Lieutenant
director
director
Lieutenant
Cervantes,
step
in
too
so
Yes
again
Senator
through
the
chair
for
the
record,
Rich
Hogan,
Las,
Vegas,
Metropolitan,
Police,
Department,
really
good
question,
and
thank
you
for
asking
it.
We
several
years
ago
set
up
the
office
of
community
engagement
with
with
just
that
purpose.
We
have
a
number
of
police
employees
and
civilian
employees
that
are
dedicated
to
just
that.
M
Just
that
effort
of
community
engagement,
but
more
so,
and
even
more
importantly,
to
your
point.
What
what's
also
include
with
that
office
are
embedded
therapists
and
social
workers.
People
that
work
in
concert
with
our
employees
to
support
efforts
to
assist
people
who
are
unhoused
to
assist
people
who
are
experiencing
a
mental
health
crisis.
M
People
are
experiencing
substance,
abuse
and
the
city
and
county
have
been
good
partners
in
helping
us
work
together
towards
that
end.
But
in
addition
to
that,
I
would
add.
Each
of
our
area
commands
the
captain
in
each
of
our
area
commands
that
that
would
be
at
areas
that
are
responsible
for
a
portion
of
our
jurisdiction.
Do
a
tremendous
amount
of
community
engagement
and
as
an
administrative
Lieutenant,
then
then
Lieutenant
Cervantes
did
a
lot
of
that.
So
I'll
kick
that
over
to
you
to
talk
about
that.
Yeah.
N
So
this
isn't
anything
new
to
us.
We
have
that.
Definitely
that
has
been
our
mantra
for
as
long
as
I
can
remember.
As
a
young
cop
I
was
a
cop
sergeant
and
obviously
a
lieutenant
over
cop
as
well
as
Mr
Hogan
said.
Yes,
every
single
area
command
has
a
large
cop
footprint
and
then
on
top
of
that
and
I
can
say,
because
I
have
a
subcommittee.
We
also
deal
with
the
Multicultural
advisory
Council,
who
we
work
hand
in
hand
with
they
meet
with
the
sheriff
and
executive
staff
each
month.
N
N
Yes,
our
numbers
did
dip
after
the
virus
and
then
obviously
the
riots,
but
I
think
we
are
seeing
just
as
North
Las
Vegas
said.
Our
numbers
are
starting
to
go
back
up.
That
really
is
truly
because
of
this
partnership
that
we've
had
with
our
community
and
to
go
back
to
the
rights
I
think
we
did
such
an
astounding
job
compared
to
every
other
City
because
of
the
fact
Our
Community
Partners
stood
up
with
us
and
said
no.
No.
This
is
not
what
our
community
is
about.
A
Thank
you
for
that
response.
So
I
just
had
a
quick
question
on
the
resort
Corridor
when
you're
talking
about
the
increased
positions
of
three
up
to
311
right
now,
and
so
when
we
talk
about
like
new
cops
that
are
potentially
in
the
resort
corridor,
do
you
have
a
number
for
who's
potentially
in
that
Resort
Corridor?
Are
they
more
trained
or
are
they
newer
officers.
M
Yes,
thank
you
for
the
question
I'm
chair
again
for
the
record
Rich
Hogan,
Las,
Vegas,
Metro,
Police
Department.
The
officers
that
are
working
in
the
resort
quarter
would
be
representative
of
the
same
cross-section
of
officers
that
are
working
the
community.
We
don't
officers
are
assigned
based
on
essentially
as
positions
become
available.
Officers.
Will
based
on
seniority
apply
for
those
positions.
A
Okay,
thank
you
for
that,
because
I
just
wondering,
because
you
know
there's
a
lot
going
on
ever
since
we've
had
the
Raiders
stadium,
we've
had
increased
homelessness,
we
had
record
record
numbers
of
tourists
who
I
think
they
were
like
if
I'm
going
to
live
my
last
life
it's
going
to
be
in
Vegas
and
they
came
in
droves
and
so
we've
had.
You
know,
there's
been
a
lot
of
I
would
say:
tourist
contact,
homelessness,
contact,
drunken
sports
teams,
fanatic
contact
we're
just
like
I'm
I'm
gonna
make
it
across
Russell
regardless.
A
If
there's
a
you
know
a
light,
so
so
I
wanted
to
try
to
get
into
that
a
little
bit,
because
I
think
that
that
is
more
challenging,
and
you
know
when
you're,
newer
I
think
you
have
a
different
approach
than
someone
who's
more
seasoned
that's
been
around
and
seen
a
lot
more
behavior,
and
so
that's
why
I
want
to
ask
that.
M
Yeah
well
yeah
and
I
I
will
again
I'm
sure
for
the
record,
we're
showing
Las
Vegas,
Metropolitan,
Police
Department.
Certainly
one
of
the
one
of
the
images
I
can't
get
out
of
my
mind
was
a
presentation
that
was
given
to
the
County
Commission
several
months
ago,
of
some
behavior
on
the
on
the
pedestrian
overpasses.
So,
yes,
there
are
some
folks
that
are
behaving
well,
acting
the
fool
I
guess
so,
but
yeah
we.
M
We
have
not
necessarily
dedicated
officers
that
are
more
seasoned
there,
but
we
do
work
very
closely
with
our
Resort
Corridor,
Partners
and
I.
Don't
have
anything
that
yeah
to.
N
Trish
Cervantes
for
the
record
again
and
I'll
speak
to
a
piece
of
that
too,
is
our
training
is
hands
down,
obviously
a
little
biased,
but
a
very,
very
good
for
our
officers,
and
we
train
everyone
the
same,
and
we
expect
the
same
to
come
out
of
every
single
one
of
our
officers,
so
whether
you're
tenured
or
your
Junior.
You
need
to
know
how
to
deal
with
humans
on
a
human
level,
and
so
that's
what
we
expect
from
them.
But
they
are
also
exposed
throughout
field
training
to
to
the
Taurus
Corridor
to
the
community
Corridor.
N
So
they
get
to
see
a
vast
variety
of
all
the
different
sections
of
our
of
our
Valley
and
then
they
can
decide
where
they
want
to
work.
But
we
do
as
Mr
Hogan
said
we
don't
dedicate
and
just
say
only
senior
people
can
work
here,
because
we
expect
the
same
performance
out
of
every
single
one
of
our
officers.
A
Thank
you
for
that
and
then.
My
final
question
is
on
the
recruiting
challenges,
saying
75
percent
fewer
applicants.
I
guess
I
was
looking
for
more
of
a
number,
because
I
hear
a
lot
that
most
transfers
are
coming
to
your
agency
from
other
agencies.
So
people
want
to
work
for
Metro.
Mainly
you
have
a
higher
salary
and
in
terms
of
the
organization
and
how
it
is
you
know,
grown
and
matured.
There
is
more
of
an
interest
in
coming
there.
N
There
we
really
haven't
seen
one
more
than
the
other,
except
for
maybe
an
HP
or
Nevada,
but
it's
really
not
one
higher
than
the
other
I
think
mostly
when
people
come
over.
It
is
just
for
what
you
said.
It's
because
we're
a
larger
organization.
We
have
more
of
a
future
to
offer
them
when
they
do
come
over,
so
but
nothing
specific
that
we
are
gathering.
A
Okay,
because
I
get
I,
think
we're
all
trying
to
I.
Think
Senator
Spearman
asked
a
few
questions
around
Exit
interviews
and
really
trying
to
get
an
understanding
on
the
interagency
shifts
and
like
are
the
vacancies
happening
because
they
don't
like
the
culture
in
one
and
so
they're
moving
to
a
culture
that
they
believe
is
better
at
another
agency.
And
so
maybe
it's
a
future
conversation
to
have
I
know
we
have
in
other
committees,
there's
police
legislation
but
I,
don't
think
they're
addressing
any
of
those
concerns.
N
N
But
for
us
it's
basically
just
that
it's
if
we
are
seeing
a
big
and
we're
really
not
a
huge
people,
leave
it's
just
because
they
want
that
instant
gratification,
but
then
in
turn,
I'm
normally
getting
an
email
within
a
year
and
a
half
saying
hey.
This
was
not
what
I
thought
can
I
come
back
and
be
a
rehire,
so.
K
A
You
for
that,
and
so
thank
you
for
your
presentation
and
coming
and
presenting
to
us.
We
really
appreciated
the
presentation
and
we
will
close
out
Metro
and
move
to
the
city
of
Henderson.
P
Yes
good
afternoon
for
the
record,
I'm
Michael,
Lowe
and
I
have
the
honor
of
serving
as
the
interim
chief
of
police
for
the
Henderson
Police
Department.
Thank
you,
madam
chair
Vice,
chair
DIN,
yate
and
members
of
the
committee
for
the
opportunity
to
join
you
today
to
share
some
highlights
about
the
Henderson
Police
Department
and
discuss
the
use
of
our
proteins
rather
from
the
Clark
County
sales
and
use
tax
of
2005
and
the
Clark
County
Prime
prevention,
Act
of
2016..
P
As
you
know,
Henderson
is
the
second
largest
city,
and
also
the
state's
first
State's
largest
full-service
City,
providing
police,
Fire
EMS,
Parks
and
Recreation
Public
Works
water
and
Water
Service
assist
to
our
citizens.
Henderson
is
Nevada's
second
largest
city
and
also
the
state's
largest
full-service
City,
providing
police,
Fire
EMS,
Parks
and
Recreation
Public
Works,
Water
and
Wastewater
services,
and
this
is
also
nationally
recognized
as
one
of
the
best
cities
in
which
to
live
and
consistently
ranked
as
one
of
the
safest
cities
in
America.
P
The
city,
council
and
City
leadership
have
invested
significantly
to
maintain
strong
fire
and
police
departments,
dedicating
almost
60
percent
of
our
operating
budget
to
keeping
our
community
as
one
of
the
safest
in
the
nation.
The
Henderson
Police
Department
is
one
of
the
most
technologically
advanced
in
the
country
nationally
accredited
through
the
commission
on
accreditation
for
law
enforcement
agencies,
also
known
as
Khalia
our
residents
report
more
than
90
percent
satisfaction
with
Police
Services,
as
well
as
in
the
competence
of
our
officers
and
feeling
safe
in
their
neighborhoods
from
violent
crime.
P
O
O
Thank
you
for
inviting
us
to
be
with
you
here
today
on
our
first
slide,
depicts
the
city
of
Henderson's
allocation
of
proceeds
from
the
Clark
County
sales
and
use
tax
act
of
2005..
The
pie
chart
indicates
where
the
money
goes
reflecting
the
period,
including
fiscal
Year's
2018
through
2022,
as
requested
by
the
committee
chair.
O
A
few
key
points
note
the
total
use
of
proceeds
During
the
period
were
85
million,
with
91
percent
of
the
proceeds
going
to
salaries
and
benefits.
57
of
total
expenditures
were
allocated
to
salaries
and
34
to
benefits,
with
most
of
the
remaining
percentage
related
to
the
service
and
supplies,
primarily
consisting
of
minor
equipment
and
operating
expenses.
To
ensure
officers
hired
are
fully
equipped
for
Duty.
O
The
small
percentage
attributed
to
Capital
Ali
represents
vehicle
purchases
for
new
positions
as
needed.
Documentation
of
the
expenditures
on
the
annual
basis
has
been
provided
to
the
committee
for
your
review.
However,
year
to
year,
they
are
consistent
with
salaries
and
benefits,
representing
the
bulk
of
all
expenditures,
as
these
funds
are
dedicated
to
Staffing
new
officers.
O
Next
slide,
as
mentioned,
the
bulk
of
the
city's
expansion
course
goes
towards
Staffing.
The
slide
shows
a
breakout
of
the
number
of
police
officers,
staff
from
the
Clark
County
sales
and
use
tax
after
2005..
The
table
is
divided
between
vacant
positions
being
a
position
that
is
not
currently
filled
in
a
filled
position
for
which
an
officer
has
been
filled.
Hired
Staffing
includes
115
positions
out
of
the
proceeds
from
this
fund
for
the
period
of
June
30th
2018
through
June
30th
of
2022..
O
A
relatively
static
number
is
the
relatively
static
numbers,
primarily
due
to
uncertainty
related
to
the
pandemic
in
fiscal
years.
20,
2020
and
2021
beginning
fiscal
year,
2022,
as
the
uncertainty
of
the
pandemic,
gave
way
to
a
large
economic
recovery
that
resulted
in
an
increased
tax
receipts.
The
city
provided
additional
funding
to
authorize
15
positions
that
had
previously
been
frozen
due
to
funding
constraints
in
fiscal
year
2023
we
added
an
additional
77
officers
to
the
fund
and
are
anticipating
hiring
even
more
officers
as
we
prepare
for
fiscal
year
2024.
O
next
slide.
Our
next
slide
relates
to
the
use
of
proceeds
for
the
crime
prevention
Act
of
2016..
This
pie
chart
shows
where
the
money
goes
reflecting
the
period,
including
fiscal
Year's
2018-2022,
as
requested
by
the
committee
chair.
A
few
key
points
to
note
the
total
use
of
proceeds
during
this
period
were
18.1
million,
with
87
percent
of
these
proceeds
go
into
salaries
and
benefits.
O
52
percent
of
the
total
expenditures
went
to
salaries
and
30
percent
35
percent
to
benefits,
with
most
of
the
remaining
percentages
going
to
service
and
supplies,
primarily
consisting
of
minor
equipment
and
operating
expenses.
To
ensure
officers
hired
are
fully
equipped
for
Duty.
The
small
percentage
attributed
to
Capital
Ali
represents
vehicle
purchase
for
these
positions
as
needed.
Documentation
of
the
expenditures
on
an
annual
basis
has
been
provided
to
the
committee
for
your
review.
However,
year
to
year,
they
are
consistent
with
salaries
and
benefits.
O
Representing
the
bulk
of
all
expenditures,
as
these
funds
are
dedicated
to
Staffing
new
officers
next
slide,
this
slide
shows
the
breakout
of
number
of
police
officer
staff
from
the
crime
prevention,
Act
of
2016.
the
tables
divide
between
vacant
and
filled
positions,
Staffing
increased
from
26
positions,
as
of
June
30th
2018
to
38
positions,
as
of
December
31st
2022.,
similar
to
the
cells
and
used
Tax
Act.
The
Staffing
remains
static
in
fiscal
years,
20,
2020
and
2021
as
we
navigate
the
uncertainty
of
the
pandemic.
O
P
Thank
you
Maria
and
again
entering
Chief
Michael
blow
for
the
record.
The
pie
chart
on
this
slide
depicts
the
current
diversity
of
our
community
as
a
whole.
As
this
table
indicates,
the
diversity
of
our
Henderson
Police
Academy
graduates
has
improved
greatly
over
the
last
five
years,
I'm
proud
of
our
Department's
significant
efforts
in
this
regard,
however,
we
certainly
understand
we.
There
is
a
lot
of
work
that
remains
to
be
done
and
we
look
forward
to
continuing
that
Focus.
P
C
Thank
you
so
much
Chief,
Flo
and,
of
course,
to
your
team
members.
I
have
prepared
this
presentation
same
question
that
I
asked
to
North
Las
Vegas
retention.
Are
there
strategies
that
you're
having
for
the
retention
of
your
police
officers
after
their
for
the
ones
that
are
leaving
after
probation
and
then
are
you
seeing
Trends
later
on
for
your
older
officers
and
what
are
the
strategies
to
keep
them
from
retiring
early
and
so
forth?
So
if
you
can
tackle
the
retention,
question,
that'd
be
great.
P
Yes,
sir,
we're
trying
to
maintain
all
of
our
officers,
the
the
ones
with
two
minutes
of
tenure
right
through
the
ones
that
have
over
30
years
of
experience,
we're
doing
that
in
several
ways.
P
First
and
foremost,
as
you've
heard
from
the
group,
we're
very
concerned
about
their
their
mental
well-being
and
that
of
their
family,
so
we
will
be
opening
A
New,
state-of-the-art,
Wellness
Center
in
conjunction
with
the
fire
department,
that'll
be
coming
here
in
the
next
couple
of
months
and
in
that
facility,
not
only
will
they
be
able
to
receive
their
annual
physicals,
but
there
will
also
be
staff
that
will
be
on
point
that
will
allow
them
to
deal
with
any
other
types
of
mental
stress
and
issues
they
may
be
faced
that
they
may
not
be
comfortable
sharing
with
their
supervisors.
P
In
addition
to
that,
we're,
as
I
stated
earlier,
the
the
city
has
taken
the
lead
in
terms
of
having
discussions
with
the
governor
about
some
form
of
a
drought
program
that
would
allow
us
to
maintain
the
the
tenure
and
the
experience
of
our
older
officers.
Certainly,
as
you
have
earned
the
privilege
of
retiring
and
you
put
in
25
30
years,
many
officers
do
consider
retiring,
and
certainly
we
want
to
have
another
option
for
them
to
think
about.
P
P
Also,
we've
established
several
committees
and
the
reason
that
that
is
important,
because
one
of
the
things
that
we
want
to
do
is
to
make
sure
that
we
are
continuing
to
get
the
ideas
of
officers
again
whether
they
have
two
minutes
of
tenure,
whether
they
have
30
years
of
tenure
and
some
of
those
committees,
for
example,
with
equipment
and
policies
and
other
things.
We
want
to
continue
to
get
those
ideas
so
that
we
can
stay
fresh
and
we
can
stay
contemporaneous
with
some
of
the
the
trends
and
patterns
that
we're
seeing
nationally.
P
Additionally,
we're
also
attempting
to
send
officers
to
additional
training,
whether
it's
the
FBI
Academy,
the
Southern
Management
Institute,
or
whether
they're
narcotics
classes,
Communications
classes.
Whatever
types
of
classes
that
are
offered
that
are
appropriate
for
our
Personnel,
we
certainly
are
want
to
make
those
types
of
things
available
as
well.
P
So
that's
sort
of
the
tip
of
the
iceberg
in
terms
of
our
our
retention
strategy,
but
again
we're
looking
at
training
we're
looking
at
wellness
and,
of
course,
we're
looking
at
communication
in
that
in
that
three-prong
approach
to
make
sure
that
we
are
staying
on
top
of
the
retention
issue.
P
C
This
was
the
same
question:
I
asked
to
North
Las
Vegas.
Does
the
city
of
Henderson
Police
Department
have
an
agreement
or
policy
with
ice,
and,
if
so,
can
you
provide
that
with
us?
That's
pretty
much
my
main
question.
P
Sir,
my
apology
for
cutting
you
off,
sir.
Yes,
sir,
we
do
have
a
a
contract
in
agreement
with
with
ice
to
house
ice
detainees
in
our
in
our
facility
in
our
jail,
and
currently
we
do
have
79
detainees
in
our
facility.
With
that
being
said,
with
that
contract,
we
are
under
very
strict
guidelines
in
terms
of
maintaining
meals,
Medical
Care
and
the
overall
well-being
of
those
detainees.
We're
inspected
regularly
to
ensure
that
we
are
meeting
those
standards
and
we
certainly
take
all
of
those
Provisions
very
seriously.
A
Thank
you
for
that,
and
so
just
to
try
to
I
guess
dig
into
that
just
a
little
bit.
Even
though
I
have
different
questions
from
Homeland
Security,
there
was
a
retention
memo
that
basically
there
was
I
guess,
there's
an
open
complaint,
alleging
the
violation
of
civil
rights
and
civil
liberties
of
detainees
that
are
in
the
custody
of
Henderson
detention.
L
B
E
L
Very
good
I
I
believe
that
I
have
some
information
that
I
can
get
get
you
relatively
quickly
about
the
findings
that
were
there
was
a
follow-up
done.
It's
my
understanding
that
there
was
a
follow-up
done
to
each
of
those
reports
that
have
been
done
in
the
past.
As
the
chief
spoke
to
the
committee
about
you
know,
there
are
obviously
standards
that
must
be
maintained
in
there
and
we
are
regularly
inspected
to
ensure
we're
meeting
all
of
those
requirements,
and
there
are
reports
issued
if
there
are
any
findings
or
any
allegations.
A
Okay,
thank
you
for
that
and
then
my
next
question
is
on
I'm,
going
to
ask
about
the
demographic
slide
at
the
end
for
the
new.
So
when
I
look
at
women,
you've
had
a
decrease
from
2018,
really
it's
2019,
so
it
looks
like
in
2019.
You
have
females
at
17.
A
17,
which
is
39.5
and
then
in
2022
you
have
a
drop
down
to
nine,
which
is
11
and
then
for
African
Americans.
A
So
can
can
you
guys
talk
about
what's
going
on
in
terms
of
the
Recruitment
and
and
let
me
pepper
this
with
this
comment.
So
Henderson
is
growing
by
Leaps
and
Bounds
right.
You
guys
get
a
lot
of
The
Californians
that
come
New
York
other
states
that
move
because
number
one
it
looks
or
is
you
know
appealing
to
those
new
residents,
and
so
your
demographics
have
changed
drastically?
It's
not
like.
You
have
the
old
pot
of
Henderson.
Then
you
have
the
newer
Parts,
but
you
have
clear
communities
of
color,
clear
communities
of
color
and
women.
P
As
I
indicated
earlier,
we
we
have
a
long
way
to
go
and,
as
you
see,
the
the
percentages
certainly
mirror
the
percentage
of
the
city's
demographics.
But
certainly
those
numbers
are
what
they
are.
We
have
to
do
better
and
if
I
could
just
talk
about
a
few
of
the
things
that
we're
doing
to
try
to
achieve
that,
first
and
foremost
from
a
technological
standpoint,
our
recruiting
Division,
and
that
consists
of
six
officers
and
a
sergeant
we're
beginning
with
the
technology
piece
and
they're
using
something
called
geofencing.
P
P
So,
for
example,
if
we're
trying
to
recruit
people
from
Baltimore
or
or
Detroit
or
Salt,
Lake
City
or
wherever
we're
trying
to
or
from
areas
where
hbcus
are,
we
are
able
to
use
that
technology
to
get
our
message
out
to
that
particular
demographic
and
hopefully
encourage
them
to
apply
to
to
our
agency.
Also,
we've
also
reviewed
the
the
entry
exam
Adam
chair
prior
to
his
retirement.
Chief
Andres
was
looking
at
the
some
of
the
areas
where
some
of
our
minority
candidates
were
experiencing
difficulty
with
success
with
the
test.
P
One
of
the
things
that
he
saw
was
that
there
was
in
particular
with
the
video
portion
of
the
of
the
test.
Again.
This
was
just
prior
to
his
leaving
and
we're
exploring
the
feasibility
of
how
we
could
look
at
the
at
the
percentage.
The
weight
percentages
of
that
particular
portion
of
the
test
in
terms
of
of
having
a
more
successful
experience
for
the
candidates
that
were
taking
taking
the
test
and
we've
also,
as
you
notice
and
I,
think
we
included
that
we
revised
our
recruiting
video.
If
you
notice
the
recruiting.
P
Video
does
reflect
the
diversity
not
only
of
of
our
agency,
as
as
we
move
through
our
recruiting
and
and
Academy
process,
but
it
also
reflects
the
diversity
of
the
city
and
in
addition
to
that,
as
we
are
moving
through
some
of
our
interaction
with
our
high
schoolers
and
also
with
some
of
the
local
colleges,
College
of
Southern,
Nevada,
Nevada,
state
and
other
places
that
we
are
having
interaction.
We
are
also
taking
those
opportunities
for
recruiting
and
engagement
with
members
of
of
all
of
our
diverse
communities
throughout
the
city
of
Henderson.
P
So,
as
I
said,
we
absolutely
recognize
that
we
have
work
to
do
and
we
are
going
to
continue
that
work.
As
you
know,
there
will
be
a
new
Chief
coming
in
soon
and
and
I'm
certain
that
the
new
Chief
will
also
pick
up
the
mantle
in
that
regard
and
to
ensure
that
we
continue
along
the
path
of
trying
to
ensure
the
agency
is
reflective
on
the
city.
We
serve.
A
Thank
you
for
that
and
just
really
quickly,
because
I
I
want
to
address
this,
because
we've
lost
two
chiefs
in
short
period
of
time,
so
prior
African-American
female
and
then
we
just
recently
lost
lost
Chief
Andreas
So
when
you
say
there's
a
long
way
to
go.
A
What
I've
been
hearing
from
I
guess
officers,
not
you
and
I.
Don't
want
anybody
to
to
say.
Oh
well,
chair,
Neal,
ask
this
question
and
so
interim
Chief
blow
must
have
said
something
because
he
did
not
because
I
haven't
actually
I
haven't
talked
to
him
in
a
while
is
that
there
is
a
race
problem
and
it
is
racism
going
on
within
the
actual
PD
and
that
the
challenge
that
the
prior
Chief
had
and
why
he
resigned
or
decided
to
leave
was
there
was
a
lot
of
protests.
We
all
saw
them.
A
We
all
saw
the
newspaper
articles
we
all
saw.
You
know
the
the
newspaper
article
that
came
up
prior
with
the
African-American
female
from
Texas
and
Andreas
was
her
assistant
that
came
from
Texas,
who
then
remained
on
and
so
I
don't
know
if
that's
being
addressed
at
all,
because
there
seemed
to
be
a
a
climate
issue
and
it's
a
climate
that
has
race
entangled
in.
What's
going
on
over
there.
P
Certainly,
there
were
some
some
concerns
that
that
were
expressed
in
the
meeting
that
I
think
you're
referring
to,
but
I
think
there
was
also
there
was
a
willingness
with
the
chief
and
others
to
work
through
those
issues,
but
the
chief
did
determine
at
that
particular
time
that
he
was
ready
to
retire.
He
had
been
in
the
business
for
over
30
years,
and
certainly
he
speaks
fondly
of
the
agency
and-
and
he
shared
with
me,
his
gratitude
of
being
able
to
have
the
honor
of
serving
as
the
chief.
A
A
Thank
you
for
number
one
presenting
I
think
there
was
a
sentiment
that
individuals
hope
that
you
know
being
with
your
former
FBI
experience
and
background
that
you
would
become
the
next
chief
I,
don't
know
if
you
ever
wanted
it,
but
I
think
that
that
was
the
sentiment
that
was
presented
to
me
that
they
that
they
believed
or
they
wish
that
you
know
you
would
become
the
next
chief
of
Henderson
versus
them
doing
an
out
side
person
and
bringing
someone
in
because
of
the
diversity
that's
needed
and
trying
to
I
guess
prove
the
point
that
an
African-American
can
lead
the
agency
forward
and
stay
there
for
a
long
period
of
time,
and
so
I
know.
A
A
No
one
I
am
saying
my
own
words
without
anyone
or
chief
interim
Chief
blow
addressing
any
issues
with
me
or
bringing
up
any
issues
with
me,
I'm
pretty
open,
and
if,
if
that
was
the
case,
then
I
would
absolutely
say
so,
and
so
these
are
my
own
words
and
I'm,
saying
things
that
were
told
to
me
by
residents
that
lived
in
Henderson
so
and
I'm
going
to
close
out
interim
Revenue.
But
thank
you
Mr
blow.
P
You
need
me
to
respond
to
that.
Yes,
ma'am
well,
certainly
I
I,
I'm,
certainly
humbled
by
the
by
the
confidence,
but
I
will
say
that
it
has
been
an
honor
being
the
interim
Chief
and
they
will
be
selecting
from
internal
candidates,
and
we
have
some
very
talented
people
within
the
Henderson
Police
Department
and
I'm
sure
that
they're
going
to
do
an
amazing
job
and
take
the
agency
to
new
heights.
So
thank
you
very
much
Madam
chair
thank.
A
Is
there
anyone
here
with
public
comments
in
Carson
City?
Is
there
anyone
in
Las
Vegas
for
public
comment
in
in
Vegas?
Okay?
Is
there
anyone
in
public
comment
for
Carson
City?
If
you
come
to
the
table,
please.
Q
William
Graham
Carter
c-a-r-t-e-r,
representing
myself,
I,
came
here
to
talk
to
you
about
thinking
outside
the
box,
but
I
was
I'm
from
Las.
Vegas
I
was
at
a
meeting
called
by
all
the
First
Responders
in
Henderson
begging
people
to
vote
for
Carrie
Cox,
because
the
city
was
not
supporting
them,
but
police
officers
were
leaving
right
and
left
firefighters
reading,
leaving
right
and
left
the
developers
that
seized
control.
They
would
build
a
firehouse
against
public
lands.
You
should
build
it
where
they
can
go
out
in
360
degree.
Q
It
seemed
like
a
real
mess
over
there.
I'm
here
to
I'm
interested
in
the
legalizing
Street
vendors
thing
and
I
I
was
when
I
wanted
to
I
want
to
tell
you
my
my
thought,
which
is
build.
Community
and
I
was
thinking.
Government
is
kind
of
adversarial.
Well,
you've
got
to
pay
to
pay
to
go,
take
a
class
to
get
a
health
permit.
Why
not
pay
them
10
bucks
to
take
the
class?
Q
Why
not
put
a
case
of
of
hand
sanitizer
in
the
back
of
a
police
car
and
have
them
drop
it
off
and
you've
got
the
cop
back
on
the
beat
like
it
used
to
be
cops
in
the
neighborhood
prevented
crime
and
I
think
we
need
Community
I.
You
know
they'll
cop,
with
the
oh
you're
dating
that
Susie.
You
know
you
ought
to
marry
her,
but
if
you
don't,
you
know
what
the
effects
of
life
you
know
just
they
were.
Q
They
were
the
people
who
maintained
sanity
in
the
community
and
but
Henderson
advertises
themselves
to
be
the
second
safest
city
in
the
nation,
but
Ellie
gangs
are
targeting
Henderson
because
the
police
is
so
weak
there.
That's
what
I
found
out
at
that
meeting.
Q
A
A
Right
anyone
else
we
will
go
to
BPS
on
the
phone.
Is
there
anyone
here
on
the
phone
for
public
comment.