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From YouTube: Ottawa City Council
Description
Agenda and background materials can be found at http://www.ottawa.ca/agendas
A
A
A
A
Seeing
only
one
nominee
member
Dean's
has
been
declared
the
chair
of
the
Ottawa
Police
Services
Board,
given
that
chair
Dean's
continues
to
be
on
a
medical
leave
of
absence
and
we
have
not
yet
elected
a
vice-chair.
I
will
proceed
to
hold
the
subsequent
election
of
Vice
Chair
I
am
now
opening
the
Florida
nominations
for
the
position
of
vice
chair.
A
C
Thank
you
very
much
I'm
happy
to
serve
as
acting
chair
and
we're
hoping
that
councillor
Dean's
will
be
returning
soon
and
in
good
health.
This
is
the
board's
first
meeting
of
2020
and
certainly
looking
at
the
agenda.
It's
going
to
be
a
busy
year
and
we're
certainly
off
to
a
busy
start.
With
that
in
mind,
I
would
like
to
move
a
motion
to
ensure
coverage
of
chair
and
vice-chair
duties
while
Diane
is
absent
and
in
the
event
that
I
am
away.
C
C
C
D
Thank
You,
chair
Smallwood,
chief
I,
would
like
to
have
a
detailed
policy
provisions
in
regard
to
the
internal
promotions,
from
the
rank
of
constable
to
Sergeant
and
upwards
at
the
OBS
and
I
have
four
issues
with
that
number.
One
is
excuse
me
when
members,
both
sworn
and
civilian
promoted
an
or
transfer
to
specialized
sections.
D
Second,
the
sopia's
has
a
program
in
place
to
mandatory
rotation,
to
different
departments,
to
give
these
employees
enough
exposure
to
be
ready
for
the
next
level
and
take
responsibilities,
and
if
not,
what
steps
are
being
initiated
in
that
direction
to
boost
the
morale
and
motivate
the
employees?
Third
does
o-p-s
has
career
development
officer
to
counsel
both
Swann
and
civilian
employees
and
guide
them
with
the
role
and
responsibilities
before
taking
greater
responsibilities
in
the
force
and
finally,
during
the
promotion
process
is
o-p-s.
E
A
later
date,
I'm
fine
with
that,
okay.
Well,
then,
if
we
could
just
respond
at
a
later
date,
but
a
high
level,
all
four
years
are
critically
important
to
not
just
advancing
the
core
mandate
of
the
Police
Service,
but
to
advance
the
direction
that
the
board
has
set
for
community
policing
diversity
and
modernizing
the
Police
Service.
So
we'll
come
back
here
with
details
and
I
quite
confident,
you
will
find
the
responses
not
just
interesting
but
satisfying
and
I
hope
invigorating
for
the
board
to
keep
pushing
us.
Thank
you.
Thank
You,.
C
Chief,
thank
you.
Thank
you
very
much.
Chief
I
had
an
inquiry
and
it
was
it
goes
to
it.
The
presentation
we
had
in
December,
you
recall,
Erin
Lee
of
the
auto
coalition
and
violence
against
women
and
sunny
Mariner
of
the
violence
against
women
advocate
case
review,
gave
a
presentation
to
the
board.
The
focus
of
their
presentation
was
on
awareness,
transparency
and
expert
guidance
with
respect
to
violence
against
women.
C
They
had
specific
requests
pertaining
to
statistics,
namely
they
wanted
the
board
to
request
and
receive
stats
from
the
service
on
the
number
of
violence
against
women
reports
and
how
many
resulted
in
charges
chief.
My
questions
to
you
are:
is
there
any?
Is
there
any
reason
why
the
board
and
the
public
cannot
begin
to
receive
these
stats
in
service?
C
I,
understand
Halton
and
Hamilton
already
do
that
so
I'm
wondering
if
we
could
be
receiving
those
and
if
so,
how
soon
we
could
start
receiving
them
and
I
also
wondered
if
it'd
be
possible
to
include
those
stakeholders
in
the
presentation,
so
the
violence
against
women
and
the
case
review
if
they
could
be
part
of
it.
So
we
would
get
an
external
perspective
of
how
it's
working
in
terms
of
them.
E
Great
thank
you
for
the
inquiry
chair.
Yes,
the
short
answer
is
we
can
definitely
beef
up
the
statistics
that
we
are
reporting
there'll,
be
some
limitations
depending
on
the
nature
of
of
the
violent
crime
and
to
what
extent
we
can
provide
deeper
insights
into
that
we
will
definitely
work
with
with
the
stakeholders
in
the
community
around
violence
against
women.
E
In
fact,
we
have
a
large
three-hour
meeting
is
scheduled
for
March
to
sit
down
with
a
large
group
of
stakeholders
in
that
area,
and
we
will
delve
into
the
issue
of
what
stats
are
looking
for,
what
insights
we're
hoping
to
gain
it
and
how
they
can
support
us
in
putting
that
information
together
for
the
board.
So.
C
C
The
next
one
is
the
appointment
of
special
constables,
the
auto
Police
Service
Chiefs
report
that
the
the
Ottawa
Police
Services
Board,
approved
the
appointments
of
Ottawa
police
service
employees,
Thomas
ash
Kyla,
Basilian,
melissa,
cable,
Robert,
McNally,
special
constables,
pursuant
to
section
53
of
the
police
services
act
in
accordance
with
the
terms
and
conditions
set
forth
in
the
attached
approval
of
appointment
form.
This
is
carried
yeah.
Thank
you.
C
Number
4
on
the
agenda
is
the
appointment
of
special
constable
Carleton
University
cheese
report
that
the
Ottawa
Police
Services
Board,
approved
the
appointment
of
the
Carleton
University
employee,
Alison
Finn,
a
special
constable
pursuant
to
section
53
of
the
Police
Services
Act,
in
accordance
with
the
terms
and
conditions
set
forth
in
the
attached
approval
of
appointment
form.
This
is
Carrie.
Thank
you.
C
Number
five
is
reappointed
special
constables,
Carleton
University
that
the
Ottawa
Police
Services
Board
approved
the
reappointments
of
Carleton
University
employees,
Kyle
Gallinger,
Alyssa,
Poole
and
Richard
sovereign,
a
special
constables
pursuant
to
section
53
of
the
police
services
act
in
accordance
to
the
terms
and
conditions
set
forth
in
the
attached
approval
of
appointment
form.
This
is
carried.
Thank
you
number.
C
Six
is
the
Ontario
Association
of
police
service
boards,
2020
membership
renewal
that
the
Ottawa
Police
Services
Board
approved
the
payment
of
six
thousand
four
hundred
and
sixty
five
dollars
and
ninety
five
cents,
including
HST
to
the
Ontario
Association
of
police
service
boards
for
its
2020
membership
fee.
He
was
carried.
Thank
you.
The
number
seven,
the
Canadian
Association
of
police
governance,
2020
membership,
renewal
that
the
Ottawa
Police
Services
Board,
approved
the
payment
of
six
thousand
and
ninety-four
dollars
to
the
Canadian
Association
of
police
governance
for
its
2020
membership
fees
is
Kerry.
Thank
you
number
eight.
C
We
it's
the
equity
diversity
inclusion
action
plan
will
hold
this
for
a
presentation.
Number
nine
is
that
2019
2020
strategic
direction
for
the
Ottawa
Police
Service
semi-annual
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
It's
this
receive
yeah.
Thank
you
number.
Ten
is
collection
of
identifying
information,
duties
and
prohibitions
policy.
Annual
report
yeah
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
received
this
evening.
Thank
you
number
eleven
secondary
activities.
Twenty
nineteen
annual
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
this
received.
C
Thank
you
number
12
public
Rewards
2019
annual
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
since
received.
Thank
you
number
13,
the
Ottawa
Police
Service
accessibility
for
Ontarians,
with
Disabilities
Act
status
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Thank
you
number
14
report
on
siu
investigation,
July
21st,
2018
that
the
Ottawa
Police
Services
Board,
received
this
report
for
informations.
Thank
you
number
15
report
on
siu
investigation,
December
30th
2018,
the
Ottawa
Police
Services
Board,
received
this
report
for
information
number
16.
C
The
report
on
siu
investigation
December
to
31st
2018
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Thank
you
number
17,
the
board
activity,
training
and
performance
2019
annual
report
number
one
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
and
number
two
which
I'm
adding
to
it
that
direct
the
executive
director
to
forward
it
to
City
Council
for
information
said
we
see.
Thank
you
number
18
board
calendar
of
monitoring
requirements,
2020
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
received.
C
Thank
you,
number
19
edge
will
of
conference
and
capt
webinars
in
2020.
That
the
autoplay
Services
Board
received
this
report
for
information
is
easy:
Thank,
You,
number,
20,
outstanding
board
inquiries
and
motions
January
2020
that
the
Ottawa
Police
Services
Board
received
this
report
for
information.
This
is
receive.
Thank
you,
number
21
letters
of
commendation
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Thank
you.
So
we'll
go
back
to
the
first
item
that
was
held,
which
is
the
Chiefs
verbal
report
chief.
E
Merci,
beaucoup
a
bon
soir,
a
first
congratulations.
Mr.
Smallwood
on
your
reappointment
as
acting
chair
and
vice-chair
I,
know
the
challenges
that
you've
encountered
doing
double
duty
as
chair
and
vice-chair
we're.
Also
aware
of
the
extra
effort
that
the
entire
board
has
made
to
provide
effective
oversight
as
we
wait
for
the
full
reformation
of
the
board.
The
o-p-s
executive
and
I
appreciate
your
efforts
individually
and
collectively.
I'd
also
like
to
congratulate
councilor
Diane
Dean's
on
her
reappointment
as
board
chair.
E
E
As
you've
noted,
we
have
a
very
busy
agenda
and
a
number
of
items
to
discuss
so
I'll
try
to
keep
my
report
more
concise
than
usual,
but
I
do
need
to
provide
an
overview
of
some
important
initiatives
and
announcements
that
we've
made
since
the
last
board
meeting
in
December.
First
we've
announced
the
addition
of
three
neighbourhood
resource
teams.
These
teams
will
start
in
the
Byward
market
in
May
and
in
centre
town
and
Bayshore
in
the
fall.
E
Second,
we
have
reintroduced
the
hate
crime
section
by
allocating
two
new
full-time
detectives
to
the
section
to
triple
the
current
capacity
of
the
o-p-s
to
meaningfully
address
hate
crime
incidents
in
the
nation's
capital.
The
o-p-s
was
the
first
police
agency
in
Canada
to
create
a
hate
crimes
unit,
and
it
has
always
had
officers
who
were
trained
and
focused
on
hate
crime
investigations,
but
this
decision
adds
new
officers,
better
quality
service
and
more
corporate
resources.
It
also
provides
a
greater
opportunity
for
community
coordination
with
our
important
stakeholders.
E
This
includes
communities
were
most
victimized
and
traumatized
by
hate
crimes,
hate
incidents
and
violent
extremism.
I
make
this
announcement
on
the
day
that
we're
also
acknowledging
Holocaust
Remembrance
Day.
It
wasn't
that
long
ago,
in
2002
that
I
had
the
chance
to
visit
the
concentration
camp
in
Dachau.
Just
outside
of
Munich
and
I
was
sharing
with
the
command
team
that
even
in
2002
there
was
a
palpable
sense
of
evil
still
in
that
location
and
today
we're
seeing
a
rise
of
hate
crimes
and
violent
extremism
here
nationally,
internationally.
E
Last
but
not
least,
we're
realigning
and
reinvigorating
our
operations
to
prevent,
suppress,
respond
to
and
investigate,
ultimately,
to
successfully
prosecute
firearms
crime
and
related
violent
street
crime
in
our
community.
I
want
to
note
these
efforts
have
been
under
way
over
the
course
of
2019
before
I
arrived,
and
this
was
the
first
year
and
severally
that
we
saw
an
actual
decrease
in
firearms
related
crimes,
the
first
decrease
since
2013.
E
We
also
saw
an
increase
in
proactive
investigations
by
our
frontline
officers,
officers
in
uniform
traffic
services
and,
of
course,
our
specialized
investigative
squads.
We
increase
the
number
of
crime
guns
that
our
officers
took
off
the
city
streets,
the
violent
and
deadly
start
to
2020
is
a
sobering
and
tragic
reminder
of
how
much
more
the
o-p-s
and
all
areas
of
civil
society
have
to
do
to
address
this
critically
important
public
safety
issue.
E
Despite
the
deadly
gunplay
in
the
first
week
of
the
new
year,
courageous
work
keeps
happening
by
our
officers,
who
have
to
date,
seized
18
crime
guns
in
Ottawa.
That's
since
the
start
of
this
year,
these
seizures
took
place,
while
our
officers
were
successfully
investigating
and
arresting
some
of
the
city's
most
violent,
high-risk
offenders.
Yes,
it
has
been
a
busy
few
weeks
for
us
since
the
last
board
meeting,
but
I
can
tell
you.
E
First
of
all,
police
services
nationwide
have
been
struggling
to
address
an
increase
in
criminality
and
social
disorder
within
their
respective
communities.
In
Ottawa,
there
were
over
three
hundred
and
forty
five
thousand
calls
that
were
entered
into
our
dispatch
system.
Last
year
was
70%
requiring
a
police
officer
to
attend
the
top
five
service
requests
from
our
community
were
collisions,
disturbances
disputes,
unwanted
persons
and
suspicious
incidents,
as
part
of
our
commitment
to
enhance
the
safety
of
our
communities
in
2019,
our
officers
engaged
in
over
90,000
proactive
contacts
with
the
community.
E
These
were
to
address
crimes
in
progress
or
community
safety
concerns.
They
were
self
initiated,
acts
by
our
officers
without
a
call
from
the
community.
Additionally,
the
Ottawa
Police
Service
worked
on
nearly
43,000
criminal
offences
and
investigations
last
year,
which
is
an
increase
of
over
10
percent.
Despite
this
increase,
we
solve
35%
of
those
incidents,
whether
by
charges
laid
diversion
techniques
or
referrals
to
not-for-profit
agencies.
The
volume
of
reported
violent
incidents
grew
by
11
percent
in
2019,
driven
mostly
by
an
increase
in
uttering
threats,
common
assaults
and
robberies.
E
Conversely,
the
number
of
homicides
declined
slightly
from
15
in
2018
to
13
cases.
Sorry
declined
to
15
in
2019,
with
13
cases
solved
to
date,
by
the
way
that
solve
rate
is
one
of
the
best
I've
ever
seen
anywhere
in
Canada
in
North
America
kudos
to
our
investigative
units.
I
want
to
thank
our
major
crime
investigators
for
their
work.
I
also
recognize.
These
cases
require
a
great
amount
of
cooperation
from
officers
across
the
service
and
the
support
of
witnesses
from
our
communities
that
are
impacted.
E
Ours
Ottawa
saw
73
shootings
with
26
people
injured
last
year
and
five
killed
due
to
gun
violence.
This
showed
a
slight
decline
for
the
previous
year
and
was
the
result
of
efforts
by
officers
and
our
community
partners.
It
also
saw
the
recovery
of
over
70
crime
guns
over
the
course
of
the
year.
The
volume
of
non-violent
crime
reports
have
also
increased
by
10
percent,
with
thefts
under
$5,000
driving.
This
result
this
is
attributed
to
increases
in
shoplifting
at
our
major
retailers,
which
is
on
point
with
trends
seen
right
across
the
province.
E
Our
alternative
response
unit
has
been
very
active
in
identifying
these
trends
and
investigating
leads,
which
is
turned
into
arrests
and
the
breakup
of
some
of
some
of
these
criminal
gangs.
This
includes
working
with
retailers
to
prevent
the
crimes
in
the
first
instance
and
I
want
to
give
kudos
to
the
alternative
response
unit,
often
seen
as
an
area
where
we
accommodated
a
lot
of
our
officers,
but
the
heart
and
soul
is
still
intact
and
they
push
hard
to
get
public
safety
results,
even
though
they
can't
be
on
the
road.
E
Finally,
our
public
opinion
research
has
clearly
identified
that
community
perception
around
the
level
of
fear
of
crime
is
rising.
Our
members
also
witnessed
these
trans
firsthand
and
I've
heard
from
them,
and
I
know
that
we
must
do
and
we'll
do
better
better
together,
so
going
forward.
In
the
past
few
months,
I've
been
meeting
and
meeting
with
and
listening
to,
the
people
from
across
our
community
and
within
our
own
organization,
I
value
their
comments
in
their
input.
E
It
is
time
to
pivot
from
listening
and
learning
about
the
concerns
and
the
priorities
of
our
members
and
the
and
our
community
partners,
as
well
as
academics
and
the
board
into
actual
implementation
of
plans,
in
fact,
we're
presenting
two
of
the
most
critically
important
action
plans
to
the
board
on
the
agenda
today.
First,
the
accelerated
hiring
plan
plan
we're
seeking
your
approval.
This
plan
is
based
on
feedback
from
community
stakeholders
from
across
the
city
and
from
our
o-p-s
members
from
across
the
organization.
E
It
is
a
desire
that
we
need
to
make
this
immediate,
critical
investment
in
accelerating
or
hiring
to
improve
the
safety
and
morale
of
our
members,
while
also
improving
the
capacity
of
our
members
to
better,
serve
and
protect
the
city.
We
expect
that
the
board
will
ask
hard-working
questions
to
test
the
validity
and
the
veracity
of
the
plan,
and
we
will
do
our
very
best
to
provide
you
the
responses
that
accurately
accurately
represent
the
needs
of
our
members
in
the
community.
The
second
is
the
equity,
diversity
and
inclusion
action
plan.
E
This
plan
will
become
the
foundation
that
will
address
issues
relating
to
bias,
discrimination
and
racism
in
the
o-p-s,
and
it's
service
delivery
for
all
communities.
It
will
also
advance
a
more
ethical,
healthy
and
safe
work
environment
for
all
of
our
o-p-s
members.
What
I've
spoken?
What
I
spoken
with
you
all
about
here
tonight,
is
a
nuts
and
bolts
of
what
we
do
at
the
O
PS.
But,
as
you
all
know,
it's
the
interactions
between
our
members
in
the
community
that
leaves
the
most
lasting
impressions.
Our
officers
are
out
there.
E
All
of
our
members
are
out
there
every
day
trying
to
help
those
in
need.
We
get
letters
from
residents
all
the
time,
letting
us
know
that
our
officers
and
our
members
are
making
a
difference.
Letters
like
the
one
that
I
would
like
to
share
with
you
now
I
called
the
Ottawa
Police
Service
for
assistance
for
a
suspected
assault.
The
victim
was
not
entirely
cooperative
and
was
very
scared.
Constable
Andrew
Korn,
appleÃs
and
Philippe
Charbonneau
handled
the
situation
with
professionalism
and
compassion.
E
They
created
a
positive
interaction
with
the
victim
and
she
has
not
had
many
positive
interactions
with
police
before
they
helped
to
establish
trust
so
that
in
the
future
she
may
feel
more
safe
to
reach
out
I
want
to
congratulate
those
two
officers
for
their
compassion,
professionalism
and
sensitivity.
They
made
a
real
difference
in
this
survivors
life
again
I,
appoint
the
members
of
the
public
and
the
board
to
the
letters
in
the
agenda
that
speak
to
many
other
acts
of
service
and
self-sacrifice
by
our
members.
E
Most
recently,
I
was
out
with
our
neighbourhood
team
in
one
of
our
neighborhoods,
and
they
shared
with
me
a
couple
of
brief
stories.
One
of
them
was
an
officer
who
had
been
working
with
a
lady
who
has
several
children.
Some
of
them
adopted
the
circumstances
of
her
children
meant
that
she
was
living
literally
dollar
to
dollar
week
to
week.
She
did
not
have
enough
money
for
flu
and
fever
medicine
for
one
of
her
children.
E
It's
a
simple
thing,
but
the
officer
went
to
the
to
the
local
pharmacy
paid
ten
dollars
for
a
bit
of
Tylenol
and
brought
that
back
to
the
lady
and
turned
that
goodwill
generated
a
lot
of
insights
into
that
community
that
we
would
not
have
had
would
not
have
had
before.
I
also
asked
the
officer
a
straight
question:
did
you
buy
the
flu
medicine
to
get
the
intelligence?
E
While
I
was
on
patrol
with
one
of
our
frontline
officers,
he
recognized
a
mother
one
of
the
young
women
in
the
community
who
was
being
trafficked.
She
was
also
a
victim
of
mental
health
and
drug
addictions.
Twice.
This
officer
himself
had
been
involved
in
life-saving
efforts
to
resuscitate
this
daughter,
otherwise
she
would
have
passed
away.
Unfortunately,
this
this
young
lady
did
pass
away
and
the
mother
was
literally
on
the
side
of
the
road
crying
in
her
car.
He
recognized
the
mother,
he
pulled
over
the
side.
He
said
chief,
we
have
to
go
talk
to
this.
E
Lady
gave
me
the
circumstances
he
walked
over
to
the
lady
and
spent
ten
minutes
with
her
talking
about
the
life
of
her
daughter,
bringing
a
human
face
to
this
tragic
incident.
I
will
tell
you
this
happens
every
day
across
the
city
by
officers.
It
just
so
happened
that
I
was
present
for
these
two
instances.
Many
times
we
don't
get
the
credit
for
what
we
do
and
many
times
I
can't
report
accurately
in
a
firsthand
way.
The
quality
of
the
service
provided.
I
know
it's
not
perfect,
and
there
are
other
times
we
may
let
down.
E
Our
profession
and
this
organization,
but
the
vast
majority
of
our
people
do
an
amazing
job,
a
heroic
job,
an
unheralded
job
every
single
day
and
I
want
to
extend
that
to
the
community
represented
here,
because
again,
I
see
firsthand
when
I'm
on
the
road,
not-for-profit
workers,
city,
employees,
doing
amazing
and
unheralded
acts
of
service
right
across
the
city.
It
is
a
great
community,
a
great
city,
you
have
a
great
Police
Service,
there's
more
that
we
can
do
better
together.
Thank
you.
Thank.
C
You
very
much
chief
and
I
think
the
board
certainly
is
supportive
of
your
efforts
and
and
the
direction
that
we're
heading
in
and
I.
Think.
As
you
said,
this
is
a
partnership.
This
isn't
something
that
either
the
police
are
going
to
do
all
by
themselves.
It's
going
to
be
done
in
partnership
with
the
community
and
community
groups,
so
I
really
appreciate,
and
certainly
your
words
resonate
with
us
on
that
note.
We'll
go
to
the
next
item
on
the
agenda.
C
D
F
You
chief
member
Nimr,
through
the
chair,
we,
this
is
an
issue
of
very
conscious
of.
We
know
that
there
are
many
communities
that
would
prefer
not
to
identify
themselves,
individuals
who
would
prefer
not
to
identify
themselves
as
male
or
female,
and
they
want
to
do
so
in
a
non-binary
fashion,
and
so
we've
been
looking
at
a
variety
of
options.
Currently,
our
online
reporting
system
allows
you
to
identify
yourself
as
male
female
or
unknown,
which
clearly
is
not
a
very
good
solution.
F
The
challenge
we
have
is
the
interface
of
our
online
system
with
those
systems
that
we
use
in
policing.
Like
the
Seebeck
system,
our
versa
term
system.
We
need
some
mechanism
that
will
help
bridge
the
input
to
convert
it
into
a
something
that
those
systems
will
understand
and
be
able
to
interpret
and
actually
produce
reports
at
the
episode
of
the
the
tale
and
through
the
court
process.
So
that's
an
ongoing
discussion
that
we're
having
I
do
not
have
an
answer,
a
definitive
answer
for
the
board
today
on
whether
we
can
accomplish
that.
F
A
E
I'll
get
some
help
from
deputy
Jaswal
on
this
one.
There
were
search
warrants
executed
without
compromising
the
investigations
themselves.
In
some
cases,
we
were
aware
of
the
potential
location
of
weapons.
The
majority
of
these
are
frontline
officers,
though,
who
are
using
their
own
street
smarts
and
intelligence
generated
through
community
contacts
through
our
intelligence
bureau,
putting
themselves
in
the
right
place
at
the
right
time
in
order
to
make
street-level
investigations
that
are
more
frequently
turning
up
crime
guns.
E
It
also
bears
witness
to
briefings
I've
had
from
our
investigative
team
that
some
of
our
high-risk
offenders
are
using
vehicles
to
convey
the
firearms
both
from
an
importation
smuggling
standpoint,
as
well
as
in
day-to-day
business
crime.
Business
and
again,
our
officers
are
conducting
proactive
vehicle
stops
and
through
the
course
of
the
investigations,
are
coming
up
with
guns,
crime
guns
within
the
vehicles
themselves.
E
So
this
is
across
the
board
officers
being
aware
of
street
violence,
firearm
related
violence
and
are
making
proactive
attempts
to
intervene
in
that,
as
well
as
investigations
that
are
driven
by
intelligence,
signed
off
by
warrants
in
our
judiciary
and
then
going
through
the
right
doors
and
coming
up
with
crime
guns,
drugs
and
other
crime
related
activities.
I'll
just
have
the
deputy
put
a
more
fine
point
on
that.
Thanks.
F
Chief
I
don't
know
if
I
can
I
really
add
a
lot
more
other
than
those
18
gun
seizures
are,
as
the
chief
said,
from
a
variety
of
police
activity
from
warrants
to
traffic
stops
just
great
police
work
and
street
work,
and
so
those
are
the
types
of
systems
that
we're
trying
to
build
more
robustly
within
the
within
the
service.
Right
now,
through
some
of
the
activities
and
changes
the
chief
is
implementing
now
so
well,
hopefully,
we'll
continue
to
see
those
good
results,
proactive.
A
E
Short
answer
is
yes,
and
if
you're
alluding
to
the
issues
that
we've
seen
in
policing
across
this
country,
around
a
breach
of
our
charter
rights,
a
breach
of
ethical
or
poor
service
policy,
a
breach
of
any
law,
absolutely
none
of
that
will
be
condoned
under
my
watch.
None
of
it
has
has
been
condoned.
These
are
efforts
of
officers
with
a
lawful
purpose
to
protect
the
public
and
conduct
investigations.
Ultimately,
the
veracity
of
those
investigations
will
be
tested
in
the
courts,
those
of
which
the
charges
were
laid
and
the
cases
proceed
to
courts
and.
A
E
F
So
absolutely
we
are
seeing
what
we
would
say
is
organized
retail
theft.
We've
seen
a
dramatic
increase
in
that
activity,
as
well
as
the
violence
associated
to
it.
In
fact,
inspector
debby
Miller's.
Here
she
led
the
effort
around
the
retail
theft
conference
that
we
hosted
so
bringing
together
a
variety
of
retailers
and
other
stakeholders
to
more
fully
examine
that
issue
and
how
we
can
put
in
some
prevention
and
intervention
strategies
to
address
that.
A
E
Many
of
these
charges
increasingly
are
going
by
the
way
of
referral
or
diversion
pre-imposed
charge
diversion.
In
fact,
the
Debbie's
had
conversations
with
our
lead
crown
here
to
expand
our
diversion
program
that'll,
be
part
of
what
we
do
with
our
neighborhood
teams
and
give
them
more
abilities
to
move
these
minor,
more
minor
offenses
out
of
the
justice
system,
and
then
referrals
into
our
not-for-profit
sector,
where
a
reason
for
the
police
being
called
might
be
better
resolved
with
a
more
sustainable
outcome
and
a
less
costly
one
by
our
community
partners.
Again.
A
E
A
C
E
E
This
is
that's
coming
up,
certainly
in
my
in
my
comments
here
today
and
and
in
other
comments.
I've
made
from
my
start
as
tenure
as
chief
back
in
October,
almost
three
months
to
the
day
we
have
seen
and
heard
continuously
from
community
and
service
members
that
our
resources
are
stretched
and
that,
with
the
right
investments,
we
can
make
a
bigger
impact
on
public
service,
public
safety
and
I
would
dare
say
public
trust,
public
confidence
in
the
police.
E
The
immediate
impact
in
terms
of
our
capacity
for
frontline
officers
in
neighborhood,
policing,
frontline
uniformed
police,
saying
guns
and
gangs,
violence
against
women
and
other
frontline
areas
would
be
significant.
The
ability
for
us
to
work
more
concretely
and
comprehensively
with
our
community
partners
will
be
significant.
The
ability
for
our
officers
to
feel
safe
and
be
safe
to
have
a
sense
of
a
morale
boost
which
is
much
needed.
Quite
frankly,
a
sense
of
confidence
and
hope
should
not
be
lost
on
this
board
because
it
is
not
lost
on
our
senior
leadership
team
or
our
frontline
members.
E
We
would
accelerate
an
additional
70
sworn
officers,
forecasted
that
would
have
been
hired
over
the
course
of
2021
through
2023.
These
additional
70
accelerated
resource
would
be
invested
in
frontline
policing.
There
would
be
a
cost
upfront
which
would
be
borne
out
by
funding
that
would
be
reprioritized
primarily
through
the
modernization
roadmap,
capital
and
general
reserve
balances
again
I'm,
going
to
leave
that
to
Jeff
Letourneau
to
walk
you
through
the
details,
there'd
be
no
impact
on
the
police
tax
rates
from
2020
to
2023,
and
with
that
I'll
turn
over
to
Jeff
for
the
details,
Thank.
G
You
chief
next
next
slide,
so
with
board
approval.
The
o-p-s
would
immediately
begin
working
to
add
70
new
police
officers
to
the
current
complement
in
2020.
In
addition
to
the
30
growth
officers
approved
in
the
2020
budget,
in
total
100
new
growth
officers
will
be
added
to
the
complement
in
2020.
The
plan
accelerates
the
forecasted
growth
in
police
hiring
for
2021
and
2022,
along
with
a
portion
of
hiring
forecasted
for
2023.
G
G
The
increase
in
staffing
will
allow
for
the
deployment
of
new
resources
in
areas
with
high
policing
needs,
including
neighborhood,
policing,
gun
and
gang
violence,
suppression,
violence
against
women
and
frontline
policing.
The
plan
will
cost
fourteen
point
seven
million
dollars
over
four
years
and
will
be
funded
by
reprioritizing
existing
funds
within
the
o-p-s
budget
included.
In
that
fourteen
point,
seven
million
cost
is
five
hundred
thousand
dollars
of
net
one-time
costs,
along
with
fourteen
point,
two
million
in
net
total
ongoing
costs,
which
is
mainly
made
up
of
compensation.
G
G
G
Moving
on
to
the
funding
the
plan
is
fully
funded.
This
has
been
accomplished
by
reprioritizing
existing
funds
within
the
o-p-s
budget.
Five
point:
three
million
dollars
from
the
general
reserve
and
nine
point:
four
million
dollars
from
reprioritized
modernization
roadmap
capital.
The
plan
does
not
impact
a
net
operating
requirement
of
the
o-p-s
in
2020
and
will
not
impact
the
council
approved
2020
police
tax
levy,
increase
of
three
percent
as
well.
G
During
this
term
of
Council,
the
o-p-s
will
develop
its
annual
budget
to
align
with
council,
approved
budget
recommendations
for
the
police
service,
tax
levy,
increase
and
assessment
growth
increases
in
order
to
ensure
affordability
of
the
plan.
The
o-p-s
reviewed
all
projects,
with
a
focus
on
delivering
a
better
social
and
fiscal
return
on
investment.
This
included
a
review
of
the
modernization
roadmap,
reassessing
all
current
projects
and
recalibrating
o-p-s
priorities
in
making
these
decisions,
the
o-p-s
is
ensuring
that
funds
are
invested
in
ways
that
advance
our
public
safety
priorities.
G
Moving
on
to
the
modernization
roadmap,
as
mentioned
previously,
the
EM
our
capital
budget,
will
be
reduced
by
nine
point:
four
million
dollars
in
order
to
fund
the
accelerated
hiring
plan,
leaving
7.5
million
available
for
investment.
The
o-p-s
will
continue
with
its
commitment
to
modernization
by
making
smarter
investments
and
focusing
on
fewer
priority
projects
that
are
core
to
improving
member
and
public
safety.
G
The
last
slide
presents
the
impact
on
the
general
reserve
balances
from
this
proposed
plan.
Right
at
the
bottom
of
the
slide
is
the
most
important
row
and,
as
you
can
see,
the
balances
are
healthy
and
they
never
dip
below
1
million
dollars.
With
that
that
concludes
my
presentation
and
we'd
be
happy
to
take
questions.
C
H
Thank
You
mr.
chair,
and
congratulations
on
your
hard-fought
electoral
victory,
Thank
You,
chief
and
Jeff,
and
your
leadership
team
for
bringing
this
forward.
Thank
you
for
working
with
my
office
and
thank
you
for
including
item
5
recommendation
5,
which
respects
the
the
city
approved
budget
recommendations
on
the
issue
I
raised
this
once
before,
but
maybe
just
in
a
public
setting
the
college
and
in
Aylmer
only
has
so
many
spots.
So
how
do
you
propose
to
get
a
hundred
people
through
as
quickly
as
we
can
to
get
them
out
there?
Officers
out
on
the
street
absolutely.
E
I'll,
let
Jeff
do
a
deeper
dive
into
it.
These
are
circumstances
that
I've,
faced
before
at
the
pleasure
of
a
similar
opportunity
in
2005
2006
in
Toronto
and
I,
will
say
when
an
organization
has
a
chance
to
accelerate
hiring
for
whatever
reason,
we'll
find
a
way
to
make
it
happen.
The
energy
in
and
logistics
of
such
an
announcement
will
prove
successful.
We
also
have
great
working
relationships
with
the
Ontario
Police
College,
but
the
team
has
put
its
mind
to
this
and
I'll.
Let
Jeff
get
into
the
details
now.
Thank.
G
H
G
Don't
think
there
there
is
not
anything
that
you
should
be
concerned
about
is
aboard
their
modernization
roadmap
is,
is
the
project
that
we've
reviewed
the
most
and
and
and
is
contributing
the
significant
lion's
share
of
the
the
funding
to
fund
this
accelerated
hiring
plan.
The
teams
have
done
a
deep
dive.
Over
the
last
couple
of
years,
it's
been
under
significant
review
over
the
last
six
months.
G
The
plan
that
we
have
moving
forward
ensures
that
the
foundation
from
an
IT
perspective
is
in
good
shape,
we're
working
very
closely
with
our
partners
at
the
city
and
Valerie
Turner
and
her
team
to
ensure
that
we
have
support
and
we
can
leverage
functionality
that's
available
through
the
city.
So
by
doing
things
ourselves
and
by
leveraging
the
city
we're
able
to
make
up
the
difference.
Thank.
H
You
I
would
like
to
offer
my
my
comments
and
to
thank
the
chief
for
bringing
this
forward.
This
is
I
think
in
my
memory
at
least
the
last
25
years,
the
single
largest
hiring
of
police
officers
in
one
year,
which
I
think
will
have
a
very
positive
impact
on
coverage
and
presence
in
different
neighborhoods,
particularly
those
neighborhoods
that
have
some
challenges
so
I'm
very
happy
to
support
this
I.
Also,
thank
you
for
continuing
to
work
with
our
Treasury
Department,
because,
obviously
we
want
to
continue
to
eliminate
some
of
the
back-office
duplication.
H
You
know
the
chief
I
think
where
Jeff
gave
me
a
good
example.
We
have
a
mail
service.
You
know
a
postal
service
that
delivers
to
all
our
facilities
and
you
have
one
as
well.
Yet
we
could
probably
work
together
to
have
one
postal
service
that
drops
off
at
police
stations
and
community,
centers
and
libraries,
and
so
on.
H
So
I'd
encourage
you
to
continue
to
to
bring
forward
those
kinds
of
practical,
pragmatic
savings
that
can
be
brought
forward
because
you
know,
even
with
the
3%
city
allocation
plus
the
1.5%
in
assessment
growth
at
4.5%,
there's
always
ways
that
we
can
save
in
the
back
office.
We
have
a
greater
presence
in
the
community
with
uniformed
police
officers
and
I
recognize
too
I
think
you
know.
H
The
chief
was
telling
me
that
some
of
these
dollars
will
go
to
9-1-1
specialist,
because
there
is
a
we
often
don't
think
of
them
at
the
wear
and
tear
on
their
own
soul
when
they're
taking
some
pretty
traumatic
calls
and
there's
a
high
turnover.
So
hopefully
this
will
help
stabilize
that
service
as
well,
and
thank
you
for
the
very
thorough
report
both
of
you
you'll,
see.
D
You,
chair
and
Thank
You
chief
and
the
entire
team
for
bringing
this
plan
forward.
This
is
definitely
I'm
getting
a
positive
feedback,
but
I
have
a
few
questions.
Just
for
the
clarification,
if
you
can
enlighten
me
with
that,
the
modernization
plan
was
put
in
place
in
part
to
make
the
service
more
efficient
and
to
realize
savings.
As
a
result,
you
are
now
proposing
that
the
funds
be
accelerated.
Hiring
plan
have
to
come
from
various
such
initiatives
are
any
of
the
initiatives
that
are
being
canceled
postponed
or
delayed,
impacting
anticipated
potential
savings.
E
So
again,
I
want
to
clearly
state
the
modernization
roadmap
has
produced
successes
and
it's
in
those
successes,
I
believe
savings
and
improve
capacity
who
compliments.
The
deputy
chief
Steve
Bell,
one
of
the
main
areas
that
we've
seen
success
is
in
frontline
mobility.
It
has
provided
our
officers
with
the
ability
to
have
a
device
in
their
hands,
as
well
as
a
reoriented
work
work
environment
within
the
vehicles.
E
I've
seen
firsthand
the
ability
of
officers
now
to
take
a
smart
device
into
a
hospital,
for
instance,
and
complete
reports
that
would
otherwise
require
them
either
to
go
back
to
the
vehicle
or
go
back
to
the
station,
and
so
they're
able
to
clear
these
complex
calls
a
lot
more
quickly
and
put
information
into
the
system
that
reduces
risk.
There
are
other
areas,
however,
within
the
modernization
roadmap
that
we're
proving
less
successful
or
did
not
demonstrate
a
clear
return
on
investment.
E
We
are
discontinuing
or
downgrading
some
of
those
areas
and
that's
producing
the
net
savings
which
is
going
to
be
reinvested
in
the
accelerated
assuming
we
approve
get
approval
accelerated,
hiring
plan.
The
modernization
roadmap
is
a
significant
investment,
but
not
the
only
one.
We've
heard
of
other
efforts
by
the
CIO
to
modernize
our
back-office,
align
it
better
with
city
resources.
So
there
are
many
other
modernization
efforts
that
are
taking
place,
some
of
which
exist
under
the
previous
roadmap
and
others
which
are
carrying
on
nonetheless.
E
D
E
Let
the
serial
speak
but
I'm
not
aware
of
any
of
our,
in
fact,
quite
the
opposite.
We're
investing
in
the
front
line
portions
of
the
old
modernization
roadmap
project
and
continue
to
move
that
forward,
and
the
majority
of
the
investments
redirected
will
be
going
back
to
frontline
services.
The
community
will
be
better
served
as
a
result
of
this,
but
I'll.
Let
the
CEO
speak
more
specifically.
Yeah.
G
The
other
projects
that
were
that
were
deemed
being
successful
will
continue.
The
investments
will
continue.
There
are
some
projects
are
being
held
or
not
move
forward
with
we're
looking
at
other
ways
to
solve
those
problems
and
and
address
those
issues.
The
main
option
that
we're
looking
at
and
working
quite
closely
with
the
city
to
leverage
functionality
that's
available
through
the
city,
so
we
will
be
able
to
deliver
on
those
efficiencies
without
having
to
make
the
same
investment
we
chair
those
projects,
the
member
information
system
project
is
an
is,
is
a
great
example.
G
That's
basically
our
HR
system,
so
we're
currently
working
on
implementing
a
new
recruiting
system
in
line
with
the
city
and,
if
approved
in
that's
through
wave
one
of
their
s,
ap
modernization
project,
if
approved
through
wave
two,
we
would
move
forward
to
participate
in
replacing
our
full
HR
back-office
system,
which
would
have
significant
advantages.
We're
also
working
more
closely
with
the
city
IT
teams
to
take
advantage
of
functionality.
That's
currently
available
to
our
city
partners,
but
isn't
available
to
the
o
PS
resources
today
and
that
will
come
with
minimal
investment.
G
A
A
It's
it's
wonderful,
it's
I'm
sure
it's
exactly
what
our
community
needs
so
kudos
on
that
my
questions
are
pretty
much
on
the
on
the
heel
of
what
the
mayor
was
mentioning,
that
this
is
likely
the
single
largest
hiring
effort
ever
and
also
if
we
are
to
be
sensitive
to
the
communities
that
these
new
officers
are
going
to
be.
Working
in.
My
question
is
the
following:
what
steps
are
you
taking
to
make
sure
that
the
background
investigators
are
going
to
be
culturally
competent
and
that
they
understand
the
importance
of
a
diverse
workforce?
That's
the
first
one.
A
E
E
Secondly,
we're
going
to
be
presenting
to
the
board
at
the
February
ting
an
overall
picture
of
our
recruiting,
hiring
training
coach
officer
program.
It
will
relate
to
the
EDI
plan,
but
it
was
already
a
standing
item
to
provide
the
board
with
insight
night,
anticipate
confidence
in
the
significant
changes
that
have
been
undertaken
again
before
I
arrived,
and
since
my
arrival
I'll
just
ask
quickly
the
CEO
and
perhaps
acting
superintendent
Patterson.
To
give
you
a
little
taste
of
some
of
what
we've
been
doing.
G
Thank
You
chief,
what
I,
what
I
can
say
so
the
Chiefs
already
touched
on
the
fact
that
making
changes
to
our
recruiting
process
along
with
the
background
check
process,
is
a
key
focus
out
of
the
EDI
action
plan.
There
have
been
significant
changes
made
already
to
date
to
our
recruiting
process.
You
will
see
that
presentation
in
in
February.
It
is
resulting
in
in
a
significant
increase
in
the
diversity
of
the
applicant
pool,
and
this
builds
on
the
successes
that
the
recruiting
team
had
in
in
2019.
G
If
you
recall,
20
66
new
recruits
were
hired
in
2019
over
40%
women
and
30%
racialized,
very
strong
numbers,
the
best
numbers
that
we've
seen
at
o-p-s
in
quite
some
time
and
the
recruiting
team
is
building
on
that
moving
forward
the
coach
officer
program,
we
had
a,
we
had
a
presentation
a
few
months
ago.
There's
an
audit
that
has
been
performed
for
that
program.
We're
just
going
through
the
results
of
that
that
audit
and
those
changes
and
those
recommendations
that
coming
out
of
that
audit
will
be
implemented
as
part
of
this
process.
G
B
Thanks,
if
I
can
just
add
to
that
member
valach
add
with
a
new
process
this
year.
So
far
since
January
1st,
we
have
363
applicants
and
in
a
pool,
that's
not
including
the
2019
people
that
we've
had
applied
to
us.
75
of
those
applicants
are
women,
which
is
20%
and
111
are
racialized,
which
is
a
large
number
compared
to
what
we
had.
B
The
answer
to
that
is:
yes,
they
can.
We
have
a
very
robust
process,
a
new
process.
We
also
have
a
very
strong
outreach
and
recruitment
team
that
does
a
lot
of
mentoring
and
we
encourage
people
that
have
applied
in
the
past
to
look
and
see
where
they
may
have
failed
in
relation
to
the
competitive
process
and
encourage
them
to
attend
to
our
information
sessions.
B
Follow
us
on
social
media
understand
about
what
is
required
in
the
new
process
and
what
they
can
work
on
to
better
themselves,
and
we
have
quite
a
few
success
stories
that
we
can
talk.
Offline,
remember,
I'll,
get
about
the
people
have
been
through.
This
process
has
not
been
successful
in
the
past
and
now
have
been
xxx
successful
women
hired.
C
Thank
you,
so
I
I
had
a
couple
of
questions
that
more
or
less
it
being
covered,
but
I
just
wanted
to
sort
of
state
them
a
different
way
with
respect
to
the
we're
taking
nine
million
dollars,
I
think
from
the
modernization
roadmap,
that's
a
large
amount
of
money
and
I
I'm
hearing
generalities
as
to
where
it's
coming
from
just
wondering.
Can
you
give
like
a
tangible
example
of
how
the
front
mind
or
the
public
may
see
a
change
as
a
result
of
that
reduction
or
that
reallocation
of
funds?
Out
of
there?
E
Well,
Jeff
is
turning
his
papers.
There
short
answer
is
no
the
most
successful
and
the
area
that
we
will
continue
to
invest
in
was
our
frontline
mobility
project,
which
we've
talked
about.
If
the,
if
the
public
was
going
to
feel
it,
they
will
have
felt
it
in
that
area
and
I
believe
that
they
would
have
seen
a
different
turnout
of
vehicle,
a
different
capability
of
officers
using
mobile
devices,
more
ability
to
communicate
with
frontline
officers
in
near-real-time
and
better
information
sharing
between
officers
and
the
service
to
produce
a
better
service.
E
G
So,
just
just
to
build
on
what
the
chief
said,
I
I,
don't
think
the
public
will
see
any
any
impact
from
this
that
the
the
majority
of
the
reductions
are
coming
from
the
work,
the
work
being
shifted
from
consultants
to
to
internal
resources,
along
with
the
were
leveraging
what's
available
through
the
city
and
already
in
place
or
plan
to
be
in
place
and
getting
a
better
value
for
money
in
terms
of
partnering.
With
with
the
city,
which
is
a
three
and
a
half
billion
dollar
enterprise
compared
to
compared
to
LPS.
Okay,.
C
And
with
respect
to
the
modernization
portion
of
it,
I
know
that,
as
a
board,
we
were
told
before
that
we
were
in
danger
of
falling
behind
the
rest
of
the
country,
and
this
was
a
really
important
initiative
to
make
sure
that
we
were
up
there
with
the
the
other
services
and
and
where
policing
was
going.
You're.
Confident
that
that
will
continue
to
be
the
case
that
we're
not
going
to
find
ourselves
as
being
still
riding
horses
when
everyone
else
is
writing
bicycles.
G
Well,
well,
what
I
can
say
is:
is
most
police
services
are
in
a
similar
boat,
we're
continuing
to
invest
in
the
areas
that
we
think
we
need
to
invest
in
ensuring
that
we're
equipping
our
frontline
members
both
both
the
sworn
members,
as
well
as
the
civilian
members.
Frontline
mobility
project
is
continuing
the
equipping
our
all
of
our
members
with
with
computer
software,
that's
up
to
date
and
and
and
and
and
addresses
those
needs
and
collaboration.
G
Software's
is
going
to
continue
as
well
as
continuing
to
invest
in
our
information
management
system,
so
that
our
crime,
analysts
and
our
investigators
can
have
up-to-date
and
accurate
information
in
order
to
be
able
to
make
decisions.
So
those
are
the
areas
that
are
going
to
be
continued
on
from
a
back
office
perspective.
That's
where
we're
going
to
be
leveraging
and
working
more
closely
with
the
city
to
ensure
that
our
HR
and
our
financial
systems
are
up
to
speed
and
invest
it
in
you.
E
Chair
chair
at
the
risk
of
belaboring,
a
point
where
the
public
will
see
a
difference
is
a
hundred
officers
that
are
fully
deployed
in
2021
and
working
in
frontline
positions,
having
the
biggest
impact
on
public
safety
and
public
confidence
in
their
Police
Service.
It
is
a
very
good
investment
that
we're
asking
you
to
approve
and
make
well.
C
It's
a
nice
segue
into
my
final
thing,
which
and
I
certainly
support
this
I
I,
think
it
it's
a
great
initiative
and-
and
we
wanted
change
when
we
hired
you
and
clearly
your
team,
you
and
your
team
are
bringing
about
change.
I,
think
one
of
the
concerns
might
be
just
given
as
member
valach,
a
saying
that
the
magnitude
and
the
mayor
said
the
magnitude
of
this
hire
this
year.
I
heard
very
clearly,
but
I
want
you
to
just
reinforce
the
fact
that
we
are
in
no
way
lowering
our
standards
with
our
hires.
C
E
Me
state
emphatically
for
the
record:
the
standards
are
not
being
lowered.
In
many
cases
are
going
up.
I
would
be
very
worried
myself
if
I
was
applying
in
this
day
and
age
against
the
competitive
pool
that
superintendent,
Patterson
and
his
team
are
putting
together.
In
fact,
the
deputies
and
the
CEO
and
I
were
presented
with
a
list
of
16
new
applicants
that
had
passed
through
all
the
various
stages
under
this
revamped
system
and
as
I
was
listening
to
the
description
of
these
16
human
beings,
I
started
to
feel
rather
inadequate,
myself.
E
C
C
Nine.
Eight
eight
for
2020
modernization,
roadmap
for
three
million
eight
hundred
and
sixty
five
thousand
dollars
and
three:
an
increase
in
budget
authority
from
the
o-p-s
general
capital
reserve
within
capital
project.
Nine,
zero,
nine,
eight,
eight
six
2020
growth
costs
in
the
amount
of
three
million
one
hundred
and
eighty
five
thousand
seven
hundred
dollar
to
cover
the
one-time
costs
of
the
additional
70
positions
and
for
the
transfer
of
three
million
three
hundred
and
six
thousand
six
hundred
dollars
from
the
o-p-s
general
capital
reserve
fund
into
the
2020
operating
budget.
C
To
cover
the
additional
ongoing
costs
related
to
the
seventy
sworn
positions
and
five
that
the
o-p-s
amend
its
budget
forecasts
tabling
during
the
table
during
the
2020
budget
and
table
it's
2021,
2022
and
2023
budgets
to
align
with
the
City
Council
approved
budget
recommendations
for
the
police,
tax
levy
and
assessment
growth.
Is
this
carried
carry?
Thank
you.
E
But
I
will
say
no
tongue-in-cheek.
With
all
honesty.
This
will
be
one
of
the
most
significant
things
that
we
do
in
my
tenure
and
it
was
architected
not
by
me.
It
was
by
the
entire
command
team,
our
executive
team
in
Seattle,
each
team,
but
I
want
to
point
out
in
particular
CEO
Jeff
Letourneau
and
his
team.
E
Anyone
who
believes
that
back-office
functions
civilian
members
of
this
organization
do
not
contribute
directly
to
our
frontline
capabilities
and
our
core
mission
only
needs
to
understand
the
depth
and
breadth
of
the
effort
that
went
into
putting
together
this
business
case.
Managing
the
many
risks
associated
to
even
presenting
it
to
you,
working
with
the
mayor
and
his
staff,
and
doing
revisions
up
until
the
last
last
last
last
minute
to
make
sure
that
we
had
dotted
every
I
and
crossed
every
T.
E
If
the
members
of
the
OTO
Police
Service
enjoy
hiring
and
working
with
a
hundred
new
members,
and
if
the
community
across
the
city
feels
that
impact
of
a
hundred
new
members
deployed,
it
is
entirely
because
of
the
command
team's
effort
and
primarily
because
of
the
work
of
the
CEO.
The
board
made
a
fantastic
choice
in
their
new
CEO.
C
E
There
is
a
shuffling
of
chairs
deputy
chief
Jaswal
and
his
team
will
be
coming
up
to
present
the
EDI
action
plan.
I'm
also
grateful
for
the
presence
here
today
of
one
of
the
co-chairs
of
our
community
equity,
Council,
Sahara
and
I
will
let
them
walk
you
through.
What
I
believe
firmly
is
a
concise
but
comprehensive
and
very
compelling
action
plan
for
us
to
advance
equity
diversity
and
inclusion
in
the
Ottawa
Police
Service.
F
Thanks
chief
mr.
chair
I'd
like
to
introduce
the
delegation,
that's
before
you
inspector
Paul
Burnett,
who
leads
the
initiative
right
now:
manager,
Laurie,
Fenton,
who's,
really,
the
the
the
brains
behind
this
operation
and
this
plan
so
who's.
The
community
co-chair
of
the
community
equity
Council.
We're
very
pleased
to
have
her
with
us
and,
of
course,
director
David
snotty,
who
you
know,
but
also
want
to
acknowledge.
Steve
Bell
as
a
deputy
chief
police
co-chair
of
the
community
equity
Council
for
the
work
that
they've
done
on
this
and
you'll
hear
about
that
shortly.
F
I
do
want
to
thank
the
board
for
the
opportunity
this
evening
to
present
the
equity
diversity
action
plan
for
2020,
and
today
really
is
about
action.
It's
about
delivering
tangible
outcomes
that
will
help
drive
cultural
change
within
the
Ottawa,
Police
Service
and
ultimately
support
more
equitable
and
accountable
policing
for
all
residents
of
Ottawa
and
we've
heard
repeatedly
from
our
community
and
members.
F
It's
interesting
to
note
that
the
themes
that
emerge
around
those
recommendations
have,
in
fact
been
quite
consistent
over
time
and
the
priority
that's
associated
with
the
items
that
we
bring
forward
today
are
actually
quite
consistent
between
our
community
and
members
and
I'm.
Confident
in
saying
that,
because
we've
done
extensive
consultation,
most
recently
in
December
2019
with
the
human
rights
learning
for
him
and
the
board,
we'll
know
that
we
had
over
200
members
that
attended
dodge
forum,
including
many
members
of
the
board
yourselves,
and
so.
F
We've
worked
very
closely
with
the
community
and
we've
worked
very
closely.
I
would
say,
as
well
with
the
community
equity
Council
and
again
very
pleased
to
have
MS
Olelo
here
with
us
today
to
provide
some
observations
on
the
plan
for
the
board.
But
before
we
do
that,
I
just
wanted
to
show
a
short
video
to
the
board,
which
will
give
you
a
reminder
of
how
constructive
and
collaborative
our
day
at
the
Human
Rights
Forum
was
in
December
2019.
F
J
J
Early
December,
just
after
the
Human
Rights
forum,
we
were
as
a
community
equity
Council.
We
were
presented
with
an
opportunity
to
support
it,
o-p-s
in
the
development
of
the
EDI
action
plan.
Actually,
to
be
very
precise,
we
were
told
that
chief
slowly
wanted
us
to
go
fast
and
not
slow
and
so
and
that
he
had
taxed
the
deputies
as
well
and
the
EDI
team
to
come
up
with
the
action
plan
by
the
end
of
January
in
2020,
and
so
you
have
to
remember.
J
This
was
a
very
busy
time
for
community
members
and
for
peers
as
well.
But
we
saw
this
as
a
significant
opportunity
and
we
immediately
convened
the
community
equity
Council
has
different
various
committees
that
work
to
support
the
work
that
we
do,
and
so
we
immediately
convened
several
community
meetings
to
look
at
the
the
race,
the
traffic
stock
better
and
that
has
to
audit
reviewing
it
to
feed
into
their
overall
EDI
action
plan
and
I
have
to
tell
you
community
members
were
really
pumped
up,
even
though
they
were
very
busy.
J
They
try
to
put
aside
some
of
the
commitment
to
come
together
to
actually
feed
into
this
action,
because
it
was
a
great
opportunity.
We
check
it
running,
so
we
were
able
to
organize,
despite
the
busy
times
and
all
the
community
members
met
and
for
me,
as
a
community
member.
What
was
actually
very
fulfilling
for
me
and
inspiring
was
when
all
the
different
committees
met
and
we
were
able
to
compile
all
the
feedback
that
came
to
us.
My
favorite
word
in
2020
is
synergy.
J
Basically,
that
language
is,
we
were
all
want:
equity
diversity
and
inclusion
in
our
city,
and
so
we
handed
the
document
to
the
EDI
team.
Synergy
came
again
when
they
took
the
feedback
from
the
community.
I
could
counsel
and
compared
it
with
the
feedback
they
got
from
the
human
rights
forum
and
the
citywide
consultation
and
the
online
consultation.
They
did
again.
I
Thank
you,
sada.
Well,
as
you
can
see,
building
a
EDI
action
plan
was
truly
done
together.
The
human
rights
learning
forum
was
a
great
opportunity
to
bring
more
than
200
people
together
to
learn
about
recent
reports
and
recommendations
and
really
begin
to
build
an
action
plan.
They
helped
us
set
priorities
for
year,
one
as
we'll
go
through
that
shortly.
I
I
These
were
managers
and
the
senior
staff
we
sought
out
additional
subject
matter,
experts,
advice
and
asked
them
to
review
the
plan,
for
example
the
Ontario
Human
Rights
Commission,
who
we've
worked
with
over
the
years
and
we're
extremely
grateful
to
the
community
equity
Council,
who
held
those
number
of
workshops
and
meetings
to
contribute
to
the
plan.
We
also
plan
to
work
closely
with
the
CDC
to
develop
jointly
an
accountability
framework
between
the
board,
CEC
and
o-p-s
to
help
monitor
and
implement
the
plan.
I
Here
are
the
three
main
expected
outcomes
they
may
look
familiar.
The
chief
has
said
that
on
several
occasions
in
very
different
venues,
we're
fully
committed
to
doing
all
we
can,
including
working
with
our
members,
do
PS
board
and
the
police
associations,
the
Ontario
Human
Rights
Commission,
the
community
equity
equity
Council,
as
well
as
affected
communities
in
the
larger
community,
to
make
meaningful
and
measurable
progress
on
EDI.
These
outcomes
are
important
part
of
how
we
will
measure
the
plan
and
guide
our
specific
action
items
each
year.
I
The
chief
spoke
about
the
10
priority
action
items
they're
listed
above
recall.
These
action
items
were
developed
through
prioritization
exercises,
with
both
the
community
and
the
police.
All
10
have
their
own
target
outcomes
and
will
be
measured
and
assessed
for
impact
and
progress.
As
you've
heard
from
deputy,
we
have
gathered
significant
feedback
through
various
sessions,
audits,
focus
groups
and
forums.
It
really
is
time
for
action
and
I
believe
this
plan
will
take
us
there.
I
Action
really
has
already
started.
Last
week
you
heard
we
announced
the
reintroduction
of
the
hate
crime
section.
There
are
several
recent
enhancements
to
our
outreach
recruitment
efforts.
Another
important
priority
action
item
that
was
categorized
by
both
the
members
and
the
community.
We're
also
going
to
develop
an
EDI
lens
toolkit
to
improve
our
decision-making
and
systems
in
terms
of
training,
we're
going
to
develop
new
training
plans
for
mandatory
Human,
Rights
anti
racism,
indigenous
awareness
and
mental
health
with
an
intersectional
lens.
I
This
will
help
address
gaps
and
build
intercultural
learning
opportunities,
and
we're
not
going
to
do
this
by
ourselves.
We're
going
to
do
this
in
collaboration
with
the
community
enhancements
to
community
policing.
X'
has
already
been
discussed
in
terms
of
the
NRT
and,
of
course
we
will
continue
our
leadership
work
to
address
racial
profiling
efforts
and
concerns
about
over-and-under
policing
in
terms
of
action
items
for
subsequent
years.
I
I
We
welcome
any
feedback
and
the
email
address
is
attached
before
I
I
turn
back
over
to
the
deputy
I,
just
again
like
to
thank
the
CC
for
their
contribution.
Laurie
Fenton
was
amazing
in
in
helping
out
and
really
guiding
the
ship
and
keeping
us
focused
and,
of
course,
director
of
snotty
for
his
contribution
as
well.
Thank
you.
Thank
you.
I.
F
The
second
is
this
really
is
a
multi-year
action
plan,
we're
presenting
to
you
action
items
for
2020,
but
we're
going
to
on
a
continuous
basis,
establish
our
priorities
for
future
years
and
again,
the
CEC
will
be
part
of
that
process
to
help
us
ensure
that
we're
focusing
on
the
most
impactful
areas
of
activity
as
we
move
forward.
Thanks
very
much
we're
happy
to
take
any
questions.
C
Thank
you
very
much
deputy
I
recall
one
of
our
long-term
board
members,
Carl
Nicholson
speaking
up
many
times
on
this
file
and
saying
that
that
the
service
had
done
a
great
job
in
identifying
the
problem,
but
not
a
great
job
in
taking
action
to
deal
with
it.
So
I
really
respect
your
comments
about
action
and
the
fact
that
this
will
be
measurable
and
I
think
we
are
all
looking
forward
to
particularly
the
community
to
seeing
the
first
fruits
of
this
of
this
plan.
But
before
we
go
there
I'll
say.
D
Thank
You
Chet
and
thanks
that
easy,
just
well
and
thank
I
team
in
fact
I
feel
idea,
is
the
is
the
fabric
of
any
success
of
an
institution,
especially
in
the
country
we
are
living
in.
So
thank
you
very
much
for
bringing
it
forward
and
bringing
an
action
plan.
As
chair
has
said,
I
have
a
few
questions
for,
if
you
can
enlighten
me
with
that,
so
as
part
of
the
strategic
direction
for
the
Ottawa
Police
Service,
we
have
been
committed
to
making
meaningful
progress
on
a
EDI
strategy.
D
E
Thank
You
member
Norman,
I'm
gonna
pick
you
up
mark
Patterson
again
just
to
walk
you
through
some
of
those
numbers
and
again
we're
gonna
be
presenting
the
full
recruiting
hiring
strategy
in
January
and
I
will
note
that
one
of
the
top
10
priorities
for
this
year
is
a
full
review
under
the
EDI
action
plan
of
our
recruiting
and
hiring
process
but
again
mark.
Can
you
provide
further
insights
into
the
current
diversity
in
the
pool.
B
D
In
the
in
the
meaningful
way,
because
if
we
are
hiring
hundred
officers
in
2020,
you
must
be
having
a
some
plan.
So
what
are
your
directions
or
what
are
your
initiatives
for
the
EDI?
So
my
interest
would
be
knowing
that
how
many
of
those
pet
candidates
in
the
pool
and
if
not,
what
initiatives
will
be
taken
to
make
sure
that
we
have
the
adequate
pool
of
those
candidates
into
this
hiding
good.
B
Question
so
thank
you
for
clarification
like
it's.
Like
I
spoke
to
you
earlier.
We
have
363
applicants
right
now
that
applied
since
January
of
those
applicants,
75
or
women.
111
are
racialized,
as
well
as
members
or
candidates
identify
themselves
in
the
LGBT
community,
as
well
as
indigenous
people
as
well.
The
in
relation
to
what
the
original
recruitment
team
are
doing
today
was
the
first
time
we
held
an
actual
information
session
specific
for
the
Somali
community.
We
had
ten
members
of
Somali
community
come
in
and
speak
to
our
each
recruitment
team
about
our
process.
B
Six
of
those
I'm
being
told
are
applying
tonight
online.
Two
of
them
are
females
who
are
interested
in
policing,
we're
doing
the
same
thing
through
the
indigenous
community.
We're
doing
outreach
recruitment
information
sessions,
we've
done
one
so
far
in
January
2020,
where
we
had
over
a
hundred
people
from
the
community
capacity
interest
in
becoming
police
officers.
Like
I
said,
our
overt
recruitment
team
is
doing
an
amazing
job
in
relation
to
going
out
and
touching
communities.
B
We're
also
going
to
be
speaking
to
the
community
equity
Council
about
a
champion
program
where
we're
asking
people
from
the
those
communities
to
reach
out
to
their
applicant
pool
to
come
and
provide
us
good
candidates.
So
we've
a
win-win
for
both
and
that
that
community
equity
council,
hopefully
is
going
to
be
in
February.
We've
already
touched
base
with
the
hiring
and
training
committee.
The
community
equity
council
hiring
training
committee
about
our
hiring
process
and
again
what
we've
done
within
our
harem
process,
to
get
more
people
from
the
diverse
community
to
deploy.
E
D
C
A
Thank
You
chair
and
I
too,
would
like
to
congratulate
you
on
on
your
collaborative
work
and
I'm
so
thrilled
to
think
that
we're
going
to
take
action
because,
as
never
Mirman
says,
this
goes
to
the
heart
of
policing
in
the
city
and
I.
Think
gratulations
I
think
it's
really
exciting.
I
just
really
have
one
question
really
and
it's
a
budgetary
question
about
the
creation
of
this
new
office.
What
is
it,
what
is
it
going
to
cost
and
I?
E
G
A
F
It's
going
to
be
within
this
within
the
police.
Building,
it's
not
meant
to
be
a
sort
of
a
community
accessible
office.
We
anticipate
and
again
we're
gonna
have
to
develop
that
role
and
responsibilities
for
the
EDI
office,
but
we
anticipate
it's
going
to
be
more
of
a
center
of
excellence
to
guide
activities
across
the
organization
as
well
as
implement
and
manage
the
EDI
plan,
making
sure
that
we're
on
track
I
may
be
able
to
report
back
to
the
board
on
progress.
A
Thank
you
mr.
pres
de
Eatery,
Mayer
I
come
back
with
my
question
that
I
asked
a
little
bit
earlier.
I
have
two
questions.
Actually
the
first
one
is
I'm
very
curious
about
our
background
investigators,
because
I
understand
they're
hired
on
contract
I
want
to
know
if
you
have
any
that
are
racialized
start
with
that.
One.
B
Thank
You
chief,
we
are
we're
in
the
process
right
now
of
hiring
more
background
investigators
and
that's
because
we're
well
aware
that
the
board
was
hopefully
going
to
approve
the
accelerate
hiring
plan
tonight.
So
we
are
looking
for
more
diversity.
Do
we
have
we?
We
have
diversity
in
the
background.
Investigators
and
diversity
comes
in
different
ways.
Do
we
have
a
racialized
member
of
the
background
muscular
team?
Currently
we
do
not,
but
diversity
comes
in
different
ways.
Do.
B
We
do
have
women
and
where
we
are
anticipating
with
our
new
background
process,
hiring
process,
they
will
get
more
women
and
racialized
members
and
I.
Like
your
said,
madam
delicate,
they
are
on
contract
a
year
contract,
some
of
them
we've
actually
not
extended
for
another
year
and
that's
because
they
weren't
committed
to
doing
the
work
right
some
gonna
have
to
put
in
the
hours.
The
other
aspect
is
again
we're
looking
for
more
diversity.
E
I'm
evaluate
just
you've,
asked
the
question
twice
and
then
I
want
to
be
as
fair
as
possible.
There
is
certainly
a
large
amount
of
concerns.
I've
heard
from
the
community
I've
actually
heard
a
similar
set
of
concerns
from
our
internal
members,
but
I
also
want
to
tell
you
that
the
vast
majority,
the
folks
that
have
been
in
the
background
positions
to
hire
our
officers
and
our
civilian
members
are
long
serving
had
been
long
serving
dedicated
members
of
this
organization.
Many
of
them
had
put
their
lives
on
the
line
over
decades.
E
They
love
this
city
and
they
love
this
Police
Service
and
to
the
extent
of
their
ability
and
the
ability
of
the
systems
they
worked
in,
they
did
their
best
to
produce.
What
I
believe,
you
believe,
is
the
best
Police
Service
one
of
the
best
in
this
country,
one
of
the
best
in
the
world.
The
EDI
plan
makes
a
further
commitment
to
review
everything
around
our
entire
set
of
processes,
specifically
in
the
background
area,
and
we
will
make
the
needed
changes.
We
will
take
action
to
make
the
many
changes,
but
I
want
to
clearly
state.
E
C
Okay,
I
had
one
final
comment.
Slash
question,
I
think
one
of
the
things
that
over
the
years
the
board
has
seen
that
this
service
does
a
really
good
job
of
telling
us
a
message
from
the
services
internal
perspective
and
but
I
think
what
would
be
very
helpful
for
the
board
is
to
get
more
of
an
external
perspective
on
it.
So
to
that
end,
I'm
very
happy
to
see
so
how
to
joining
you
here
today
at
the
desk
and
I
would
hope
that
going
forward.
C
We
will
get
that
external
feedback,
because
I
think
that
unless
we
have
that
this
all
is
going
to
be
what
we
went
through
before,
potentially
so
I
think
the
board
needs
to
hear
from
the
external
source.
Is
it
working
or
is
it
not
so
I'm
really
happy
to
see
CEC
here
at
the
table
and
I
want
to
know
that
there,
the
commitment
is,
they
will
be
here
at
the
table
going
forward.
So
how
do
you
want
to
make
a
comment?
It's.
A
F
Appreciate
the
question
and
you'll
note
in
the
top
10
items
we
want
to
work
on
this
year.
The
complaints
process
is
one
of
them
and
I
know.
That's
been
an
ongoing
subject
of
discussion
at
the
command
level.
In
terms
of
how
do
we
look
at
existing
systems?
How
do
we
improve
those
systems
and
where
are
the
gaps
in
those
systems,
and
so
I
think
there's
a
number
of
conversations
that
will
I
hope,
support
and
improved
systems
of
internal
complaints
or
particular
to
support
members
who
choose
to
complain.
Internal.
D
F
Thanks
for
that
caution,
so
at
the
end
of
the
gender
audit
there
were
policies
put
in
place
around
the
representation
of
women
in
work
units.
There
is
no
such
and
I'll
defer
to
the
Deputy
Bell
around
what
those
that
data
is.
He
was
involved
in
our
project,
but
there
are
no
such
policies
around
racialized
members.
That's
certainly
something
that
came
out
of
the
diversity
audit
as
a
recommendation,
but
there
isn't
anything
in
place
at
this
point.
F
Yet
the
gender
was
was
quite
specific
and
its
scope
and
focus,
and
so
policies
were
changed
at
there
at
the
end
of
that
to
address
the
representation
of
women
and
work
units.
As
I
said,
the
diversity
audit
has
made
similar
recommendations
around
racialized
members,
but
we
haven't
implemented
anything
in
that
area.
Well,
let's
ask
deputy
chief
velders
to
speak
to
the
findings
of
the
diversity.
Sorry,
the
gender
audit,
so.
A
The
everybody
seems
to
be
surprised
at
10.
Members
of
our
Somali
community
are
applying
today.
What
has
changed
that
that
these
young,
recruit
or
possible
recruits
are,
are
considering
policing
and
which
is
really
exciting,
but
what
has
changed
in
the
last
little
while
because
we
talked
about
some
of
the
difficulties
of
recruiting
members
from
the
community,
it
has
something
changed
besides.
Our
police
chief
well.
E
E
But
it
is
clear:
it's
been
intermittent
and
not
consistent.
There
is
something
going
on
the
energy
existed
again
before
I
arrived
here,
and
the
pipeline
has
been
has
been
developed
by
this
team.
Prior
to
my
arrival,
but
we
have,
since
the
start
of
the
year
changed
our
recruiting
processes,
you'll
get
a
full
debrief
or
briefing
on
that
in
February.
We
have
made
it
easier,
less
costly
and
more
rewarding
for
all
members
of
the
Ottawa
community
and
beyond
to
seek
a
career
here
without
overly
service.
B
Thank
You
chief,
just
just
to
echo
what
the
chief
is
saying
and
you'll,
get
there:
the
full
presentation
in
February,
but
because
of
our
process
and
how
we
have
in
the
reviewing
process
and
taking
out
any
barriers
you're
seeing
more
people
that
are
interested
in
applying
to
us,
because
if
you
applied
to
us
the
application
process
you
go
through.
The
prep
test
is
really
our
physical
readiness
police
test
for
the
prep
tests.
I
came
up
with
the
acronym
stands
for
police
readiness,
something
test
for
police
and
you
pay
for
that.
B
It
goes
to
police,
fit
the
organisation
and
you
get
hired
by
us.
We're
going
to
reimburse
you
the
money
for
that.
So,
basically,
for
an
applicant
to
apply
to
go
through
the
application
process,
it
could
be
a
zero
sum
cost
for
them
if
they
get
hired
by
us.
That's
the
appealing
process
of
it
but,
as
the
chief
alluded
to
we're
leading
the
way
in
relation
to
this,
we're
probably
the
most
innovative
progressive
police
services
across
Ontario.
B
Thanks
to
the
chief
and
the
rest
of
the
executive
command
team,
we
put
that
out,
as
you
can
see,
throughs
Maria
keen
and
the
rest
of
the
social
media
streams
through
our
Richard
kuma
team.
We
are
having
an
interest
from
applicants
all
over
Canada
and
waste
in
wanting
to
come
to
this
service.
So
it's
kind
of
two
part
one.
The
process
is
extremely
appealing,
making
it
less
bearable
to
get
hired,
as
well
as
the
aspect
that
we're
leaving
the
way
and
if
you
want
to
become
officers
with
the
Natalie
service.
D
You,
chief
now,
since
we
are
aware
there
is
no
mandatory
minimum
or
a
policy
in
place
in
the
o-p-s
for
having
the
visible
or
minorities
or
the
racialized
community
in
your
departments,
will
you
be
working
in
that
direction
internally
or
you
need
a
directions
from
the
board
in
that?
In
that
respect,.
E
Let
me
start
with
the
second
half
I
think
it's
incumbent
on
the
board
to
set
your
expectations
around
how
we
advance
equity
diversity,
inclusion
within
within
the
police
service.
You've
done
so
in
the
current
strategic
priorities
and
we're
about
to
enter
a
new
phase
and
I
hope
that
that
will
continue
to
be
an
area
that
you
focus
on.
It's
a
mandated
responsibility
that
I
have
and
that
the
service
has,
and
so,
if
it's
you
provide
additional
leadership
perspective
and
direction,
we
will
take
that
on
with
the
full
spirit.
E
You
have
your
ability,
through
our
employment
status
me
as
a
chief
of
police,
the
two
deputy
chiefs
and
the
CEO
to
hold
us
up
to
a
performance
standard
that
you
think
is
reasonable,
given
our
roles,
our
responsibilities
and
our
renumeration,
but
I
would
say
quite
apart
from
whatever
you
happen
to
choose
to
do
and
what
direction
you
set.
This
is
something
that
has
been
seized
within
this
organization
again
before
I
arrived.
E
Our
members
want
to
feel
that
they
can
bring
their
full
selves
every
day
in
every
way
to
this
organization
and
serve
this
community
to
their
fullest
individual
abilities,
and
they
all
told
me
that
we
need
to
get
along
better
than
we've
ever
been
before
in
order
to
work
better
together
to
better
serve
the
community.
So
this
is
well
beyond
how
many
women
and
visible
minorities
and
indigenous
and
LGBTQ
members
we
can
recruit
and
hire
and
place
across
this
organization.
Do
we
have
a
welcoming,
safe,
healthy
organization?
E
Do
we
respect
each
other
in
every
way
and
doing
that?
Can
we
show
respect
in
new
and
important
ways
to
the
community?
I,
don't
want
to
undermine
the
conversations
we've
had
around
the
diversity
piece
of
it,
but
ultimately
the
inclusion
piece
of
it
is
where
the
real
measure
of
success
will
come
from
so
I
again
state.
E
This
is
an
amazing
organization
that
has
already
established
itself.
This
will
take
us
to
the
next
level.
It's
built
on
a
strong
foundation
by
leaders
that
predate
me
and
I
recognize
as
much
where
if
Larry
Hill
is
still
in
the
room
here,
there's
Larry
there,
but
these
are
the
efforts
of
command
officers
and
executive
members
and
senior
officers
and
frontline
officers
and
civilian
members
who
predate
me
by
generations
we're
picking
up
from
where
they
left
off
this
plan
that's
been
presented
to.
You
will
get
us
to
the
next
level
and
the
next
level
beyond.
C
Thank
you
very
much.
Are
there
any
other
questions
from
the
board?
You've
done
a
great
job.
The
team
has
done
an
amazing
job.
This
is
really
important.
It's
a
huge
step
and
we're
really
looking
forward
to
where
we
go
to
from
here.
So
the
equity,
diversity
and
inclusion
action
planned
that
the
Ottawa
Police
Services
Board,
receive
and
tabled
the
Ottawa
police
service,
equity
diversity,
inclusion,
Action,
Plan,
to
be
considered
at
the
board
meeting
in
the
24th
of
February
2020
I'm
saved
and
tabled.