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From YouTube: Ottawa Police Services Board Meeting / Réunion de la Commission de services policiers d’Ottawa
Description
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
B
D
D
A
A
Okay,
I'd
like
to
call
the
meeting
to
order
for
the
27th
of
April,
2020
and
I
thought
we
would
begin
our
meeting
with
the
moment
of
silence
to
commemorate
the
victims
of
the
mass
shooting
Noah
Scotia
between
April,
18th
and
19th.
The
stencil
is
violence
caused
a
deep
ripple
that
has
been
felt
throughout
our
country
during
an
already
fragile
time.
I
know
who
members
of
the
Ottawa
Police
Service
organized
a
very
touching
tribute.
Let
us
continue
to
come
together
in
these
challenging
times
to
support
one
another.
A
Okay,
I'm
gonna
start
the
meeting
now
and
I
just
wanted
to
start
off,
as
everybody
knows,
and
I've
been
a
prime
example
of
it.
The
we're
doing
this
on
Zoom
and
light
streaming
at
the
same
time
on
YouTube,
given
this
meeting
is
being
held
electronically
I
want
the
caution
that
there
is
a
possibility
of
technical
difficulties.
A
B
B
A
Great,
so
this
is
our
first
meeting
with
you
Robert
and
it's
our
first
monthly
board
meeting
since
February.
So
I'd
like
to
take
this
opportunity
to
publicly
acknowledge
our
newest
board
member
Robert
Shwetha
Robert
was
sworn
in
privately
in
March,
so
he
could
begin
assuming
his
duties
as
a
board
member
he's
appointed
by
the
province
and
will
be
serving
a
three-year
term
Robert.
On
behalf
of
the
board.
Welcome
and
we
look
forward
to
working
with
you.
Thank.
A
This
evenings
agenda,
we
will
be
receiving
a
presentation
from
the
o-p-s
on
their
response
to
the
coal
fed
19
pandemic.
I
would
like
to
take
a
moment
to
acknowledge
the
work
of
the
leadership
team
of
the
service,
as
well
as
young
contributions
of
all
our
PS
members
to
this
public
health
crisis.
I
think
all
of
us
perhaps
have
slowly
coming
to
grips
with
the
magnitude
of
their
of
the
challenge
that
we
face.
This
is
certainly
the
the
biggest
event
in
our
lifetimes
and
I.
A
Think
what
is
particularly
of
note
here
is
is
that
it
is
a.
It
is
not
only
an
economic
crisis,
and
it
certainly
is
an
economic
crisis
that
we
haven't
seen,
probably
since
the
1930s,
but
it's
also
a
huge
social
crisis.
We
as
humans
like
to
hold
and
touch,
and
and
especially
with
our
elders,
it's
so
important
so
having
these
two
things
come
together,
is
so
challenging
for
everyone
and
so
I
think
as
a
police
service.
A
This
is
what
we're
the
police
service
really
shines
in
moments
like
this,
where
to
serve
when,
when
all
of
us
are
in
a
period
of
challenge,
our
members
are
showing
up
for
work
every
day
and
our
leadership
team,
as
is
leading
them,
and,
of
course,
we
know
about
all
of
the
other
first
responders
and
how
important
what
they're
doing
is
but
I
think
in
particular,
it's
worth
noting
some
of
the
contributions
of
our
frontline
members.
I
know
there
was
one
of
them.
A
All
of
this
and
the
members
who
are
reaching
out
to
our
most
vulnerable
people
to
the
know
they
to
note
so
that
they
know
that
help
is
available
and
can
access
the
supports.
They
need
and
I'm
sure
we'll
be
hearing
more
about
this
at
the
meeting.
So
chief
I
just
wanted
to
say
I
think
I
speak
on
behalf
of
all
of
the
board
when
I
say
how
much
we
appreciate
the
work
of
your
team,
you,
your
team
and
all
of
the
members,
both
civilian
and
swarmin,
of
the
Police
Service.
A
Before
we
confirm
the
agenda,
I
want
to
note
two
important
reports
that
were
supposed
to
come
forward
but
will
be
delayed:
the
equitable
work
environment
policy
report,
as
well
as
the
human
rights
and
racial
profiling
policy
annual
report.
These
are
extremely
important
reports
for
the
board
as
they
fit
within
our
strategic
priorities,
my
understanding
staff
of
being
placing
their
focus
on
the
equity,
diversity
and
inclusion
plan
or
EDI
that
was
approved
by
the
board
in
February.
Therefore,
these
additional
reports
will
come
forward
in
May.
A
Finally,
in
terms
of
meeting
to
quorum,
as
each
item
is
presented,
I
lost
board
members.
If
the
item
is
carried,
I
will
then
confirm
by
asking
if
there
are
any
dissents
for
the
presentation,
I
would
ask
everyone
to
be
muted
other
than
the
speaker
if
you
are
joining
without
video.
Please
say
your
name
before
speaking.
If
you're
joining
the
meeting
from
the
location
with
background
noise,
please
keep
yourself
muted
until
it's
time
for
you
to
speak
following
the
public
meeting,
we
will
have
our
in-camera
meeting
by
teleconferenced.
A
A
Is
the
agenda
confirmed,
confirmed
I,
don't
need
to
sensed
here
hearing
none
I'll
go
on
to
the
next
item,
which
is
a
confirmation
of
minutes,
minutes
number
18
of
the
24th
february
2020
and
minutes
20
of
the
16th
of
april
2020
that
the
Ottawa
Police
Services
Board,
confirmed
minutes
18
of
the
24th
february
2020
meeting
and
minutes
number
20
of
the
16th
April
meeting
2020
are
the
minutes
confirmed,
confirmed
confirmed
since
declarations
of
interest?
Are
there
any
declarations
of
interest?
None.
A
B
Do
thank
you,
mister.
Please
done
the
policy
and
Governance
Committee
met
last
March
2nd.
We
received
a
presentation
pertaining
to
item
number
8
on
this
evenings
agenda,
and
that
is
measures
to
curb
gun
violence.
We
also
discussed
the
use
of
technology
by
the
police
by
the
police
and
privacy
implications
in
the
future.
We
hope
to
have
a
more
fulsome
discussion
on
this
topic
and
perhaps
advance
a
policy.
B
A
You
and
the
finance
and
Audit
Committee
meetings
and
Human
Resources
Committee
meetings,
number
7
of
4th
March,
that's
chair
of
both
HR
and
FAC
I
will
provide
the
next
two
updates.
The
HR
committee
met
in-camera
on
the
4th
of
March
to
discuss
three
items
named
the
illegal
matter,
personnel
matter,
an
organizational
restructuring.
Fine,
not
committee,
met
just
last
week
on
the
21st
of
April
to
discuss
the
financial
impact
of
the
pandemic
on
the
o-p-s
budget.
B
A
D
A
teen
inquiry,
sir,
the
chief
chief,
there
has
been
a
great
deal
of
concern
expressed
about
a
flawed
public,
alerting
system
throughout
this
incident
and
the
RP
RCMP
reliance
on
Twitter
I
am
NOT,
suggesting
the
RCMP
did
anything
wrong.
I
am
confident
that
we
will
have
a
better
sense
of
the
decisions
made
and
their
appropriateness
in
due
time.
Having
said
that,
public
words
are
critical
to
keep
residents
safe
during
an
emergency.
So
chief,
are
you
able
to
comment
generally
on
the
communication
systems
and
channels
we
can
expect
the
OBS
to
consider?
C
D
C
There
will
be
a
more
fulsome
review,
obviously
as
used
to
it
as
more
details
come
available,
but
even
in
these
early
days
we
try
to
envision
how
we
would
handle
similar
circumstance
here
and
in
fact,
how
we've
handled
other
similar
circumstances.
Here
we
have
looked
at
a
range
of
issues
everything
around
and
including
the
access
that
the
public
might
have
to
uniform
equipment
of
the
Ottawa
Police
Service
through
to
the
mass
notification
systems
that
are
available
to
us.
C
While
it
is
too
early
to
respond
conclusively
to
your
question,
I
will
tell
you
that
it
is
a
live
discussion
in
the
live
review.
In
fact,
Deputy
Chief,
Bell
and
superintendent
mark
Ford
have
turned
their
attention
very
specifically
to
the
question
that
you've
raised,
including
seeking
out
best
practice
and
current
practice
established
by
the
Solicitor
General
and
the
different
offices
underneath
that
ministry
I
will
leave
it
to
Deborah
chief
help
me
to
speak
to
that
later
on
in
his
presentation
to
the
board
on
covert
19
to
date.
In.
D
C
Thank
you
again,
sir.
Just
relation
to
my
previous
comments.
Yes,
we're
looking
at
those
issues
in
terms
of
control
of
current
equipment
used
equipment,
discarded
equipment,
there's
a
full
review
going
on
right
now
through
CA
Oh,
Jeff,
Letourneau
and
superintendent
Sameer
batt
magar
and
again,
we've
made
some
substantive
progress
on
that,
but
I'm
not
yet
prepared
to
provide
a
final
report
and
recommendations.
Should
the
board
wish.
So
we
can
provide
that
in
the
future
board
meeting
Gucci.
D
Feynman
last
one:
is
there
a
suggestion
that
the
precursor
to
a
domestic
violence
situation,
I,
can
tell
you
that
I
have
been
very
pleased
to
see
how
the
o-p-s
is
trying
to
raise
awareness
about
gender-based
violence
during
the
pandemic,
when
women
are
more
isolated
in
the
home?
But
how
does
the
o-p-s
work
with
organizations
and
women
in
order
to
prevent
gender-based
violence?
How
can
the
o-p-s
support
racialized
women,
who
tend
to
have
equal,
less
access
to
service
and
supports
through
various
like
language,.
C
Until
we
fully
come
through
the
Cova
19
piece,
a
larger
issue
of
violence
against
women
significantly
predates
kovat
19
and
will
be
with
us
well
after
there
are
efforts
underway
there,
but
they
will
be
reviewed
and
stepped
up
to
a
greater
level.
As
mentioned
earlier
on
by
the
chair,
we
have
John
McKenna
who's
in
the
role
of
acting
deputy
chief
and
I've,
asked
her
to
pick
up
that
file
as
she
already
has
and
has
been
quite
active
on
it
and
again
it's
an
area
that
we
can
make
a
presentation
to
the
board
in
the
future.
C
A
You
remember
nerman.
Those
are
obviously
very
timely
and
important
questions,
so
thank
you
for
raising
them.
I'm
gonna,
move
on
to
the
items
of
business
now,
and
the
first
item
is
that
is
the
Chiefs
verbal
report
and
will
hold
that
report
for
now.
The
second
item
is
the
o
PS
response
to
the
covet
19,
and
there
is
a
presentation
so
we'll
hold
that
one
as
well.
The
third
item
is
board
policy,
which
is
the
disclosure
of
Cova
19
status
information.
A
B
A
B
B
A
Hearing
any
I'll
move
on
to
the
next
item
on
the
agenda,
which
is
item
number
4,
which
is
the
2019
telecommunications,
Inc
ng
911,
which
is
stands
for
new
generation
911
contract
amendment.
But
the
Ottawa
Police
Services
Board
approve
an
amendment
to
2019
ng911
contract
with
Telus
Communications
Inc
for
the
provisioning
and
implementation
of
the
backup,
next-generation
911
phone
system
at
a
secondary
location
at
a
cost
of
one
hundred
and
sixty
three
thousand
two
hundred
and
eight
dollars
and
fifty
cents
before
tax
and
associated
equipment
case.
E
A
Thank
you
very
much,
Carl
n,
so
that's
approved
there
were
no
dissents
number
five.
Is
the
board
committee
appointments
the
executive,
the
executive
directors
part,
is
that
the
auto
Police
Services
Board
approved
the
appointment
of
bar
Slater
to
the
policy
and
governance
committee
complaints
committee
and
the
Community
Awards
selection
committee.
This
is
this
item
approved
Gary.
A
A
B
A
Dissents
not
hearing
any
I'll
move
on
to
the
next
one,
which
was
item
7,
Ontario,
Association
police
service
boards
sponsorship.
A
virtual
annual
general
meeting,
the
Ottawa
police
services
board
approve
a
sponsorship
of
$1,500
to
the
Ontario
Association
of
police
service
boards
annual
general
meeting
to
be
held
virtually
may
twenty.
Ninth:
twenty
twenty:
is
this
item
approved
Carrie?
Are
there
any
descendants.
A
These
actually
this
is
a
the
Ontario
Association
of
Plenty
services.
Boards
is
an
organisation.
We
are
a
member
of
two
organizations.
One
is
the
Ontario
Association
of
clearly
service
force,
which
is
a
collection
of
police
service
boards
like
ourselves
right
across
the
province,
and
we
work
collectively
on
issues
of
mutual
concern.
A
So
when
there
are
when
we
have
a
difficulty,
for
instance,
Christa
will
reach
out
to
the
OAE
PSB,
which
is
the
acronym
for
that
or
the
Capt,
which
is
the
Canadian
Association
of
police
governance,
and
what
we
get
from
them
is
the
ability
to
understand,
because
all
of
the
boards,
not
only
in
Ontario
but
right
across
Canada,
face
similar
challenges,
and
so
through
our
membership.
These,
for
instance,
through
our
CA
PG
membership,
the
Canadian
organization.
We
have
monthly
seminars
that
give
us
information
that
is
essential
as
part
of
our
training.
A
Are
there
any
dissents
on
this
not
hearing
any
I'll
move
on
to
number
eight,
which
is
the
Ottawa
police
service
response
to
the
motion
on
measures
to
curb
gun
violence
that
the
Ottawa
Police
Services
Board,
received?
This
report
for
information
and
I
just
wanted
to
thank
the
OPF
staff
for
the
work
on
this
report
and
pulling
together
this
valuable
information.
I
know
the
issue
of
gun.
A
Violence
is
top
of
mind
for
an
entire
community
and
I
think
this
report
will
be
helpful
in
informing
the
community
safety
and
well-being
plan,
as
well
as
the
overall
community
response
required
to
make
progress
on
stemming
this
type
of
violence.
I
would
move
this
report
before
worded
by
the
executive
director
to
City
Council
for
information,
coupled
with
a
presentation
by
the
Oh
PS
chief.
Did
you
want
to
add
anything
further
to
this
litter.
C
Thank
you,
I'll
echo,
your
comments.
The
contents
of
the
report
not
only
represent
improvement
from
a
wide
variety
of
o-p-s
members
and
leaders
at
every
rank
and
across
the
organization,
but
they
represent
a
body
of
work
that
the
O
PS
has
partnered,
with
with
other
important
organizations
like
crime
prevention
Ottawa,
as
well
as
our
direct
support
to
development
of
the
community
safety
and
well-being
plan
here
in
the
nation's
capital.
I
will
say
that
at
the
heart
of
this
is
in
fact,
the
community
safety
and
well-being
plan.
C
The
commitment
to
double
the
amount
of
neighborhoods,
where
neighborhood
officers
are
deployed
to
and
the
overall
approach
to,
neighborhood
policing
in
support
of
in
alignment
with
and
in
partnership
with
not-for-profit
agencies
in
the
city
itself,
at
the
heart
of
our
approach
to
addressing
councilor
King's
motion.
I
also
want
to
specifically
thank
counselor
King
for
the
courage
and
the
articulate
way
in
which
he
approached
that
motion.
It
has
stimulated
a
healthy
amount
of
discourse
not
just
within
the
police
service,
but
between
the
service
and
the
board
and
within
our
partners
as
well.
A
Thank
you
very
much,
chief
I
think
that's
a
really
important
point.
You're
making,
but
the
more
holistic
approach
on
the
community,
safety
and
well-being
plan
and
I
hope
it
doesn't
get
deferred,
as
there's
been
some
suggested.
It
might
be
because
I
completely
agree
with
you
this.
This
is
an
important
step
for
us
to
take.
Is
this
report
received
received.
B
B
A
B
D
Kid
I
have
a
I,
have
a
small
question
on
that.
If
a
chair
in
my
inquiry
about
this,
especially
this
promotion
process
in
February,
one
of
the
question
I
raised
was
and
I
quote,
during
the
promotion
process
in
o-p-s
giving
regards
to
have
adequate
representation
of
females
members
of
the
LGBTQ,
visible
minorities
and
what
steps
are
being
initiated
to
fill
the
gaps
in
different
levels
that
would
be
asked
and
the
response
I
got
and
I
quote.
D
The
o-p-s
does
not
collect
gender
diversity
information
from
candidates
as
part
of
the
application
for
any
of
our
promotional
processes.
However,
a
fulsome
view
of
all
human
resources
policies
will
be
taken
place
in
2020
with
EDI
lens.
So
my
question
is
when
in
2020
now,
given
this
pandemic
issues,
do
we
expect
something
on
this
policies
in
2020
or
it
may
pass
in
2021
chief
I'll
tell
you
not
over.
C
To
you,
thank
you.
It's
an
important
issue
member
nerman
and
remains
a
critical
priority
for
us.
We
actually
had
have
had
this
discussion
internally,
as
well
as
between
the
service
and
the
board.
Covin
19
represents
an
unprecedented
challenge
in
so
many
ways
again
we're
much
more
about
that
from
Deputy
Chief
Bell,
but
it
cannot
and
must
not
derail
the
priorities
that
have
been
set
for
this
organization
by
the
board.
Your
consultation
process
with
the
broader
community
and
with
a
broader
membership.
C
We
have
to
remain
laser
focused
on
those
priorities
because
they
will
exist
after
kovat
19
moves
on.
In
fact,
in
many
cases
they
will
lead
even
more
of
a
priority
for
us
now.
The
reality
is
a
significant
amount
of
our
resources
have
had
to
be
redirected
to
dealing
with
the
initial
major
spike
in
the
response,
and
they
will
still
be
significantly
consumed
over
the
next
several
months.
But
our
commitment
remains.
We
will
form
an
EDI
unit
that
will
implement
the
EDI
action
plan
and
we
will.
C
We
will
revisit
the
priorities
of
that
plan
to
be
accomplished
this
year.
Only
to
see
whether
or
not
we
can
accomplish
the
full
set
of
of
goals
articulated
and
whether
or
not
we
need
to
defer
some
into
next
year,
but
our
intent
is
to
keep
as
many
of
those
priorities
as
possible
and
deliver
within
the
year.
But
we
are
challenged
and
you'll
hear
more
about
those
challenges
very
shortly
in
the
presentation
from
TC
bell.
B
A
B
A
B
A
B
A
B
A
There
any
dissents
I'm
hearing
any
I'll
move
on
to
item
15,
which
is
response
to
inquiry.
Facial
recognition,
software
with
the
automotive
these
services
board,
received
this
report
for
information.
I
might
know
it,
as
mentioned
by
member
valach.
A
the
board
will
be
looking
to
have
more
broader
discussions
with
respect
to
the
use
of
technology
by
the
o-p-s
and
privacy
implications.
This
inquiry
respondents
will
help
form
those
discussions.
Is
this
a
bit
and
received
received.
B
A
B
A
B
A
B
A
B
C
Thank
you
cheers
thank
you
board
I
apologize
in
advance.
This
will
be
a
longer
verbal
report
and
ones
in
the
past
may
be
the
longest
one.
Yet
the
rationale
will
become
apparent
as
we
move
through
the
various
areas
I
want
to
cover.
First
of
all,
I
want
to
acknowledge
this
is
my
first
time
in
three
decades
in
policing
to
be
involved
in
a
virtual
board
meeting,
and
my
compliments
to
the
chair
of
the
board,
the
executive
director
for
your
ability
to
innovate
and
also
keep
engaged
a
broader
public
on
an
important
area
of
police
oversight.
C
I
think
it's
incumbent
on
all
of
us
leverage
technology
and
to
be
innovative
and
adaptable
in
regards
to
the
present
challenges
of
the
pandemic,
quite
frankly,
to
consider
very,
very
different
ways
of
of
our
operations
even
after
the
pandemic.
Also
chair
want
to
join
you
in
welcoming
our
new
board
member
mr.
Robert
sue
ADA
to
the
board
I've
heard
very,
very
strong
and
complimentary
things
about
the
new
board.
Member
and
I.
Look
forward
to
him
asking
tough
questions
and
raising
our
priorities.
B
C
Even
greater
level,
so
a
lot
has
changed
since
the
last
board
meeting
in
February.
This
has
been
a
very
difficult
time
for
everyone
in
the
country.
Quite
frankly,
everyone
around
the
world
I'm
extremely
proud
of
the
work,
the
innovation,
the
creativity,
the
compassionate
exercise
of
duty
and
personal
compassion
and
caring
that
I've
seen
from
our
membership
in
every
rank
in
every
role
in
circumstances,
internal
that
will
be
away
from
the
line
of
sight
from
the
public
and
in
very
public
expressions
of
that
level
of
professionalism
and
compassion.
C
It
would
be
remiss
of
me
to
take
away
from
what
I
know
will
be
an
outstanding
presentation
by
Deputy
Chief
Bell,
who
will
follow
shortly
with
a
kovat
report,
but
I
will
tell
you
despite
unprecedented
circumstances.
The
members
of
this
organization
have
risen
to
the
challenge,
keeping
each
other
safe
and
keeping
our
community
safe.
C
There
have
been
incredible
acts
of
innovation,
some
of
which
have
been
copied
around
the
province
and
around
the
country,
and
we
have
also
been
humble
enough
to
realize
we
don't
have
all
the
answers
or
all
the
solutions
and
we've
been
diligent
in
looking
around
the
world
and
across
the
horizon
for
best
for
emerging
best
practices
and
applied
them
here
in
a
customized
way.
We're
extremely
grateful
for
the
cooperation
collaboration
and
sometimes
healthy
challenges
by
the
board,
the
Ottawa
Police
Association
and
the
senior
officer
Association.
C
Ultimately,
we
have
helped
each
other
to
do
the
best
job
possible
for
our
members,
so
they
can
do
the
best
job
possible
for
the
community.
I
want
to
talk
now
about
the
tragic
events
that
unfolded
last
Sunday.
Sorry,
the
previous
Sunday
in
Nova
Scotia.
Our
thoughts
and
prayers
continue
to
be
with
the
victims.
All
of
the
victims
of
this
incredible
Canadian
tragedy.
C
I
offered
her
condolences
and
practical
supports,
as
we
could
over
the
next
several
days.
Our
members
did
their
very
best
to
honor,
although
all
the
victims
of
that
shooting,
as
well
as
the
members
of
the
RCMP
who
were
struggling
even
at
that
time
to
understand
and
respond
fully
to
the
unfolding
tragic
events.
Some
of
the
efforts
were
shared
on
on
digital
platforms,
particularly
to
videos
that
were
put
out.
We've
grateful
that
they
reached
many
of
the
members
of
the
RCMP
and
helped
to
raise
her
spirits.
C
We've
had
significant
responses
from
the
RCMP,
as
well
as
other
members
of
the
community,
in
Nova
Scotia
and
from
the
public
around
the
world.
In
regards
to
this
one
letter
that
I
just
share
very
quickly
from
a
member
of
the
RCMP
I,
just
watched
a
video
of
of
platoon
C
roll
call
for
April
21st
2020
in
memory
of
RCMP
constable
Stevenson,
we
simply
murdered
in
the
line
of
duty
at
Nova.
Scotia
I've
never
witnessed
a
more
moving
tribute
to
a
fallen
comrade
as
a
retired
RCMP
member
myself.
Thank
you
for
your
support.
C
Carry
on
and
be
very,
very
careful
out
there.
I
can
tell
you,
I
have
received
numerous
other
correspondence
phone
calls,
letters,
social
media
posts
for
officers
and
members
of
the
of
the
Ottawa
Police
Service
for
their
response
to
the
Kovan
19
to
the
tragic
incidents
that
took
place
in
Nova
Scotia
and
to
the
day-to-day
work
of
policing
in
the
nation's
capital,
some
of
which
are
reflected
in
the
board
item
that
relates
to
letters
received,
but
the
vast
majority
of
which
can
never
be
reflected
fully
in
any
such
venue.
C
Is
this,
despite
all
the
challenges,
we're
moving
forward
with
advancing
leadership
in
this
organization
and
I'm
very
pleased
to
announce
the
promotion
of
new
inspectors,
Frank
de
Loup,
Debbie,
Palmer,
Dana,
Reynolds,
Dana,
Reynolds
and
maloney.
At
some
point,
we
were
able
to
gather
in
a
physical
space.
I
would
like
to
introduce
these
new
inspectors
formally
to
the
board.
They
are
outstanding
individuals,
with
decades
of
dedicated
service,
to
keeping
the
city
safe
and
serving
at
the
highest
order.
C
They're
an
outstanding
group
of
leaders
very
different
in
their
approach,
very
different
in
their
backgrounds,
but
all
very
committed
to
advancing
the
priorities
of
the
board
and
advancing
a
progressive
and
equitable
and
inclusive
Police
Service.
Most
pleased
to
announce
the
promotion
of
mark
Patterson
to
the
rank
of
Superintendent
Mark
had
been
in
the
acting
role
for
a
number
of
months
and
he's
presented
to
this
board
on
several
occasions
on
board's
priorities.
C
We've
promoted
him
and
left
him
in
place
to
continue
to
drive
to
a
record
year
of
hiring
of
members
into
the
Ottawa
Police
Service
and
I'll
be
glad
to
report
on
some
of
the
advancements
that
Mark
and
his
HR
team
have
actually
accomplished
to
date.
As
you're
aware,
we
have
a
new
sworn
recruiting
process
that
we
launched
in
January
2020,
that's
already
having
great
results.
C
We've
already
had
seven
hundred
and
twenty-one
candidates
apply
for
a
career
with
the
Ottawa
Police
Service,
as
a
police
officer
year-to-date
in
2020,
that's
up
from
our
yearly
average
of
650
at
this
time.
The
quality
of
candidates
is
very
strong,
post-secondary
education,
multiple
languages,
they've
worked
in
IT
in
the
military
in
other
walks
of
life,
where
they
will
bring
needed
skills
and
experiences
and
lived
experience
into
the
organization.
It
includes
an
increasingly
strong
pool
of
diversity
within
our
applicant
pool.
C
Currently,
there
are
19
percent
of
our
applicants
were
female
36
percent
and
to
our
visible
minority,
four
percent,
who
self-identify
as
indigenous
and
8
percent,
who
identify
as
LGBTQ
2
QSR.
This
is
compared
to
a
historical
average
of
only
12
percent
female
and
13
percent.
This
minority
will
continue
to
work
on
the
hiring
process
to
improve
the
quality,
the
quantity
and
the
diversity
of
our
applicant
pool,
but
clearly
the
work
being
done
today
by
our
outreach
teams,
our
recruiting
team,
an
HR
team,
is
having
excellent
results.
C
We
look
forward
to
bringing
these
outstanding
individuals
formally
into
the
organization,
training
them
and
deploying
them
as
quickly
as
possible.
I
also
want
to
recognize
the
selection
and
appointment
of
my
new
executive
officer.
I'm
pleased
to
announce
inspector
Pat
Flanagan
is
now
in
the
role
of
executive
officer.
Won't
extend
my
appreciation
and
thanks
to
superintendent
Jamie
Dunlop,
who
held
that
role
and
is
now
taking
his
considerable
skills,
experience
and
passion
to
lead
our
community
policing
efforts
within
frontline
Directorate
under
DC
Bell.
C
Many
of
you
know
pat
flanagan,
but
for
those
who
are
less
familiar,
he
has
a
long
history
with
the
auto
police
service
over
three
decades
of
service.
Equally
important
importantly,
he
comes
from
a
family,
that's
dedicated
their
working
lives
to
serving
and
protecting
the
city,
and
in
fact,
Pat's
father
was
a
former
chief
of
police.
Here,
Pat
brings
to
us
the
qualities
that
made
his
father
a
great
police
chief.
He
understands
quality
leadership
and
has
delivered
that
throughout
his
career.
C
That's
the
first
half
of
my
presentation,
chair
and
now
I'll
transition
to
the
second
half,
and
it
is
a
tale
of
two
halves,
unfortunately,
because
the
second
half
of
this
will
outline
some
of
the
larger
challenges
that
we're
facing
in
the
organization.
Last
Thursday
was
the
culmination
of
a
10-month
investigation
by
the
RCMP
anti-corruption
unit.
I
spoke
about
this
last
week,
but
for
those
of
you
again
that
need
a
more
more
clear
reminder.
C
Prior
to
my
arrival
here,
as
chief
the
Auto
Police
Service
became
aware
of
the
correct
practice
of
one
of
its
members.
The
command
of
the
day
took
the
right
step.
They
identified
it
as
a
significant
risk
to
the
reputation
of
this
organization
and
to
our
ability
to
deliver
policing
they
reached
out
to
the
RCMP
and
asked
them
to
conduct
a
full
and
independent
investigation
into
this
members
activities.
Over
the
next
ten
months,
the
RCMP
concluded
that
there
were
two
other
members
involved
in
corrupt
practice.
C
All
three
members
were
arrested
in
the
morning
Thursday
morning
last
week
they
were
all
charged
with
criminal
offenses
relating
to
corrupt
practice
and
later,
in
the
day,
all
three
suspended.
I
was
informed
of
this
investigation
of
the
day
that
I
was
sworn
in.
I
concurred
with
the
course
of
action
that
had
been
taken
and
supported
it
and
received
updates
from
from
our
professional
standards.
Investigators
who
were
working
in
support
of
the
overall
RCMP
investigation
I
want
to
be
clear.
C
The
behavior
alleged
here
needs
to
be
proven
through
due
process
in
a
court
of
law,
but
the
behavior
that
is
alleged
would
be
unacceptable
and
not
aligned
at
all
to
our
core
values
and
the
integrity
of
our
members.
Nobody
is
above
the
law
and
nobody
is
below
the
law
and
we
must
be
respectful
of
the
judicial
process
that
is
underway.
The
investigation
is
ongoing.
C
The
next
area
that
I
want
to
talk
about
is
the
issue
of
workplace
harassment
and
workplace
violence,
in
particular
sexual
harassment
and
sexual
violence
in
the
workplace.
We
can
have
no
tolerance
for
this
type
of
activity,
but
unfortunately
it
remains
part
of
the
institution
of
policing
and
it
remains
part
of
what
we
are
facing
within
this
organization.
We
need
to
do
better.
C
This
process
will
have
support
from
external
advisory
groups
and
subject
matter.
Experts
and
again
Joan
is
in
the
process
of
working
with
the
executive
director
of
the
board,
as
well
as
board
members
to
pull
together
the
right
internal
and
external
members
to
advance
this
very
important,
critically
important
initiative
between
the
board
and
the
service.
We
will
have
more
more
information
on
the
framework,
the
timelines,
the
priorities
we
in
the
interim
encourage
others
who
may
be
facing
workplace
harassment
of
workplace
violence
to
come
forward.
They
will
have
my
full
support.
C
Our
commands
full
support
the
organization's
full
support
and
the
full
support.
The
next
thing
I
need
to
advise.
The
board
is
a
matter
that
was
literally
unfolding
over
the
last
24
hours.
It
is
a
disgusting
racist
meme
that
has
been
circulating
inside
the
Ottawa
Police
Service
and
is
now
circulating
in
the
community.
It
targets
a
number
of
our
racialized
members
within
the
service.
This
is
an
overt
act
of
racism
and
it
is
unacceptable.
C
C
This
morning,
I
met
with
the
executive
command
and
I
launched
the
Chiefs
complaint
into
this
matter,
we'll
be
looking
at
the
distribution
and
the
sharing
of
this
material
and
ultimately
looking
for
attribution
as
to
the
individual
individuals
who
created
this,
who
brought
this
into
the
organization
and
who
have
circulated
it
and
who
have
harmed
many
inside
the
organization
and
many
more
outside
of
the
organization.
Our
senior
leadership
team
met
in
an
emergency
meeting
this
morning.
C
We
all
own
this
and
we
have
a
responsibility
to
show
leadership
on
this
issue,
we'll
be
taking
we'll
be
talking
to
the
membership
directly
through
a
series
of
communications
which
will
happen
later
on
we're
listening
to
our
members
and
to
our
community,
who
have
also
received
this
meme,
and
we
know
the
concerns
that
are
circulating
both
inside
and
outside
of
our
service.
We've
reached
out
to
the
affected
members,
as
well
as
to
their
colleagues
and
to
their
families
we're
reaching
out
to
our
community,
particularly
through
our
community
equity
Council.
C
It
requires
us
to
take
a
different
view
of
Public
Safety.
One
that
puts
public
hell
at
the
forefront
and
because
of
the
issues
of
police,
culture,
practice,
bullying
and
bias,
and
discrimination
and
racism
and
misogyny
and
other
issues
of
isms
that
have
affected
policing.
We
need
to
look
at
it
beyond
a
punitive
approach,
but
a
healthy
approach,
healthier
individuals
coming
into
the
organization,
healthier
existence
within
the
organization,
healthier
contributions
to
the
core
mission
of
this
organization.
C
The
responsibility
for
every
member
of
the
of
the
Auto
Police
Service
is
that
we
turn
these
crises
into
opportunities
for
need,
a
change
that
is
my
responsibility.
Felice
of
the
Ottawa
Police
Service
and
I.
Take
that
responsibility
personally
and
professionally
to
heart.
They'll
be
more
to
say
on
this,
but
I
will
say
for
now.
We
are
advancing
with
the
creation
of
a
new
Directorate,
specifically
focused
on
equity,
diversity
and
inclusion
on
respect,
ethics
and
values.
C
It'll
be
headed
up
by
a
superintendent
that
reports
directly
to
the
office
of
the
chief
of
police
and
supports
every
command
officer
and
the
CEO
in
advancing
the
services
priorities
and
the
board's
priorities.
The
creation
of
two
positions
whose
primary
focus
is
to
build
morale,
raise
esprit
de
corps
and
address
the
issue
of
professionalism:
ethics
within
our
frontline
members,
the
staff
sergeant
major
and
the
Corps
sergeant
major
the
executive.
C
Sorry,
the
Directorate
that
writ
that
that
creates
the
new
units
of
VDI
and
respect
ethics
and
values
will
be
staffed
fully
and
resourcefully
within
the
coming
few
weeks
it
will
take
on
the
EDI
action
plan
and
it
will
take
on
these
major
initiatives
to
address
the
issue
of
workplace
violence,
workplace
harassment,
corrupt
practice
and
racist
behavior
within
the
organization.
This
will
remain
a
priority
for
the
organization
under
my
tenure,
as
it
has
been
a
priority
going
forward
because
it
will
be
a
party
going
forward.
C
I
repeat
again,
despite
these
challenges,
I
have
every
faith
and
confidence
in
the
men
and
women
of
the
Auto
Police
Service
the
leaders
leadership
with
the
Ottawa
Police
Service.
To
overcome
these
challenges.
They
are
significant
setbacks,
significant
setbacks,
but
I
have
every
confidence
through
collective
action,
collective
leadership
and
the
work
with
our
board,
our
associations,
stakeholders
and
the
community
experts
in
the
community.
We
can
and
will
move
forward.
A
You
very
much
thank
you
very
much,
chief
and
I.
Think,
as
you
know,
mm-hmm
as
we've
discussed,
there's
still
much
more
work
to
be
done,
but
you
certainly
have
the
board's
full
support
and-
and
we
certainly
look
forward
to
seeing
progress
in
this
matter-
I'll
turn
it
over
to
board
members
now.
Are
there
any
members
who
have
questions
they
would
like
to
ask
of
the
Chiefs
report?
Yes,.
D
Thank
you.
Thank
you,
chair
our
chief.
Thank
you
for
your
wholesome
picture.
It
was
quite
detailed
and
I.
Thank
you
for
all
all
the
services
that
I
mean
the
o-p-s
is
doing.
I
have
a
just
a
quick
follow-up.
On
your
second
half
of
the
report,
citizen
reported
what
was
citizen
reported
that
there
is
only
one
agency
presently
on
the
panel
of
o-p-s
for
towing
vehicles
involved
in
accident
or
impounded
by
the
police.
C
Thank
You
member
Newman
I
want
to
be
clear.
The
issue
of
current
practice
within
policing
is
is
for
the
police
service
and
the
institution
of
policing
to
fully
own
and
fully
deal
with
and
can
express
itself
in
many
many
different
ways,
and
certainly
the
issue
of
the
police
relationship
to
the
towing
industry,
whether
here
in
Ottawa
in
my
former
employee,
within
the
City
of
Toronto
and
in
other
police
agencies.
C
To
answer
your
specific
question,
I
think
it
would
be
very
incumbent
on
the
Ottawa,
Police
Service,
the
board
and
the
city,
to
focus
its
attention
on
addressing
the
issue
of
the
towing
industry
here
locally
and
I
believe
that
work
is
already
well
underway
and
is
our
intention
to
support
that
work
but
again,
I
come
back.
The
issue
of
corrupt
practice
goes
well
beyond
the
relationship
between
the
local
Police
Service
and
the
local
towing
industry,
and
we
are
going
to
address
that
issue
significantly.
A
B
C
Again,
I
just
want
to
be
clear.
The
investigation
that
was
brought
to
a
conclusion,
while
I
should
say
bye
to
our
conclusion,
but
it
was
brought
to
a
significant
step
in
terms
of
the
arrest,
is
rayon
relation
to
the
tow
industry.
The
broader
issue
of
professional
ethics,
to
prevent
in
the
first
instance,
mitigate
in
the
second
and
unfortunately,
sometimes
to
respond
to
is
alive.
C
We
have
no
other
ongoing
corrupt
practice
investigations,
but
you
have
no
doubt
that
that
will
issue
will
remain
alive
and
therefore
we
have
to
be
as
proactive
and
as
committed
as
possible
to
preventing
it
from
coming
into
the
organization
identifying
it
when
it
is
inside
and
responding
as
quickly
and
as
effectively
as
possible,
so
that
that
issue
will
be
ongoing.
It
will
remain
a
priority.
Okay,.
B
So
I'll
get
to
my
what
was
my
initial
question:
I
just
want
it.
Can
you
just
explain
a
little
bit
more
about
this
new
Directorate
and
I
I'm,
not
aware
that
we've
ever
had
a
Directorate
that
would
deal
specifically,
you
know
with
EDI
and
the
some
of
the
problems,
and
they
and
can
you
explain
the
Chiefs
complaint.
I
may
just
need
to
understand
these.
These
issues
a
little
bit
more.
Clearly
the
Chiefs
complaint
I
against
who
or
what.
C
So
there
is
a
Chiefs
complaint
that
relates
to
the
meme
that
has
been
circulating.
That
means
we're
conducting
an
active,
Professional
Standards
investigation
into
the
origin
of
that
meme.
Whether
or
not
any
members
were
involved
in
creating
it
to
what
extent
members
were
involved
in
sharing
it
and
to
what
extent
there
are
systemic
issues
that
allowed
for
that
to
become
such
a
significant
issue.
How
does
it
make
it.
C
None
of
that
is
particularly
easy.
These
investigations
are
very
difficult.
They
require
us
to
be
able
to
not
only
ultimately,
it's
an
attribution
issue,
so
there
will
be
some
ability
for
us
to
figure
out
who
was
sharing
it.
That
is
limited
to
a
degree
if
that
is
involving
internal
business
systems,
but
it
is
even
more
limited
if
it
involves
external
digital
platforms.
It
is
like
any
cyber
related
investigation
figuring
out
what
the
content
is
is
not
the
challenge
figuring
out
who
created
it,
who
shared
it
and
what
circumstances
that's
the
more
challenging
piece.
C
C
Members
started
to
receive
it
and
it
was
shared,
and
members
reported
it
up
the
various
chains
of
command,
in
some
cases
directly
to
me
in
the
last
24
hours,
and
we
have
called
an
emergency
session
of
the
command
and
the
executive.
This
morning,
we've
had
a
series
of
responses,
including
the
Chiefs
complaint,
over
the
course
of
the
day,
which
includes
today
the
notification
of
the
board
in
the
public
forum.
So.
D
F
B
C
C
I
am
not
aware
of
a
single
Directorate
that
combines
the
full
breadth
of
what
we're
talking
about
equity
diversity,
inclusion,
respect,
ethics
and
values
at
the
level
of
the
office
of
the
chief
staff,
to
the
level
that
we
intend
to
staff
and
given
the
breadth
of
mandate
and
the
priority,
of
course,
of
action.
Ottawa
Police
Service
within
its
history,
within
its
recent
history,
have
set
the
benchmark.
I
would
suggest
in
attempting
to
address
these
issues
they're
one
of
the
first
police
agencies.
C
It's
not
the
first
to
attempt
to
take
a
census
within
the
organization
to
understand
the
impact
of
such
activities
on
various
demographic
groups.
They
have
led
the
way
in
terms
of
recruiting
and
hiring
the
outcomes
of
which
I
presented
earlier
on.
In
my
report,
they
have
created
positions
and
hired
experts
into
the
organization,
people
like
David
snotty,
who
have
come
in
and
it's
significantly
advanced
through
their
lived
experience
in
their
professional
expertise,
the
issue
of
ethics,
diversity
and
inclusion.
C
We
have
brought
in
subject
matter
experts
like
Deb
Arno
at
the
director
level
and
created
the
office
of
respect,
conduct
and
values.
What
we're
doing
is
taking
up
to
a
whole
new
level,
centralizing
those
resources,
expanding
those
resources
and
attaching
them
directly
to
my
office
and
to
the
command
officers
so
that
it
can
have
the
weight
of
the
full
command
team
to
move
down
into
the
organisation
and,
through
the
organisation
out
into
the
community,
I
believe
that
combination
of
efforts
that
level
of
resourcing
is
a
first
in
the
Ottawa
police
history.
Okay,.
B
C
A
B
C
Want
to
be
clear,
sir,
thank
you
very
much
for
question,
but
I
do
want
to
be
clear.
I
am
the
chief
for
the
Auto
Police
Service,
and
the
buck
stops
here
in
this
office.
I
will
not
be
particularly
concerned
one
way
or
the
other.
What
took
place
before
October
28th
I
am
very
concerned
that,
as
I
took
office,
October
20th.
This
became
my
responsibility
to
lead
the
organization
and
to
lead
a
team
of
leaders
in
this
organization
to
address
these
issues.
C
I
am
aware
that
there
are
similar
incidents
that
have
taken
place
around
this
mean
I
am
aware
that
there
are
similar
incidents
that
took
place
around
corrupt
practice,
including
criminal,
corrupt
practice
and
I
am
aware
that
there
were
previous
incidents
around
workplace,
violence
and
workplace
harassment.
These
are
issues
that
plague
policing
across
this
country
and
they
have
plagued
this
organization
and
I
am
committed
to
as
I
took
office
on
October
28th
2019.
To
do
everything
I
can,
in
the
time
that
I
am
achieved
for
this
police
organization
to
move
us
forward.
C
B
C
Predominately,
this
is
a
target
of
our
racialized
members.
This
is
a
target
of
our
racialized
members
and
therefore
it
will
be
felt
by
our
racialized
members.
It
will
be
felt
by
all
of
our
members.
It
will
be
felt
predominately
by
our
racialized
communities.
It
should
be
felt
by
all
communities
that
live
work
and
play
in
the
City
of
Ottawa.
So.
B
A
You
very
much
Caroline,
since
there
appear
to
be
no
other
questions.
I
would
ask
that
the
Ottawa
Police
Services
Board
received
this
report
for
an
information
service,
deep
asleep
anybody
and
owes
to
that
not
hearing
any
I
will
then
go
on
to
item
number
two,
which
is
the
opiate
response
to
Cove.
It
19
I,
believe,
there's
a
presentation
for
this.
Yes,.
F
F
F
Good
excellent,
thank
you
very
much.
So
thank
you
board
for
having
and
inviting
us
to
provide
you
a
little
bit
of
context
and
background
in
terms
of
what
we've
been
doing
for
the
last
eight
to
nine
to
ten
weeks
as
we've
started
to
deal
with
the
Cova
19
pandemic
and
the
fallout
and
outcome
of
that
within
our
own
organization.
F
So,
as
everyone
knows,
in
early
mid-late
of
last
year,
December
of
last
year,
the
:
19
started
to
emerge
it
it's
slowly
at
the
beginning,
procrastinate
and
progressed
across
Europe
and
around
the
world,
as
we
saw
this
pandemic
start
to
start
to
develop.
What
we
did
is
in
early
January.
We
pulled
out
our
pandemic
planning.
We
are
fortunate
in
Ottawa
to
work
with
many
partners
within
the
city
to
actually
look
at
the
type
of
comprehensive
response
that
we
would
have
to
a
pandemic
situation.
F
So
we
knew
that
we
had
a
good
basis
and
a
good
starting
ground
for
us
to
move
ahead
if
there,
if
we
got
to
the
point
where
we
did
need
to
roll
into
pandemic
planning
and
pandemic
response
in
late
March
pandemic
was
declared,
and
at
that
point
we
took
an
in
management
system
approach
to
actually
how
the
auto
police
would
respond
as
an
employer
and
as
a
service
provider
within
the
city
all
the
way
through
we've
reiterated
and
I,
don't
think
you
could
ever
understand
it.
This
is
a
public
health
incident.
F
So
in
our
pandemic
planning,
what
we
did
early
on
was
we
struck
up
a
team
and
once
a
pandemic
was
declared,
we
went
from
the
planning
phase
into
the
actual
operational
phase
where
this
team
came
in
and
started
to
implement
all
of
the
issues
and
responses
to
the
things
that
we
were
seeing
emerge.
One
thing
that
we
saw
early
on
is
that
this
isn't
all
the
service
effort.
F
This
is
we
had
a
strong
core
team
that
was
out
doing
planning,
doing
implementation
of
the
responses
that
I'm
going
to
get
to
later
on
in
the
presentation,
but
we
had
extremely
good
cooperation
right
across
the
service
in
what
our
response
was,
and
that
allowed
us
to
actually
have
a
good,
progressive,
comprehensive
response
that
has
allowed
so
far
for
some
of
the
results
that
we've
seen.
The
other
thing
that
we
did
early
on
was
we
really
doubled
down
on
our
external
partnerships.
F
We
have
the
EOC
and
me
and
all
of
our
city
partners,
but
we
also
went
to
look
provincially
nationally
and
internationally
around
how
other
people
were
responding
or
what
other
policing
services
had
seen
as
response
options
or
or
response
gaps
in
how
they
had
individually
dealt
with
the
pandemic
as
it
came
into
their
services
and
in
their
city.
What
that
provided
us
seeing
as
Canada
was
late
too
late
to
be
enter
into
the
pandemic
state,
it
gave
us
a
lot
of
information
to
draw
on.
F
It
gave
us
a
lot
of
information
to
look
at
what
are
some
of
the
better
practices
that
we
knew
would
work.
What
are
the
some
of
the
things
to
avoid
that
we
knew
would
create
challenges
so,
as
we
moved
ahead
and
in
the
early
days,
we
knew
that
we
needed
to
identify
a
really
good,
consistent,
operational
approach.
So
we
set
it
for
principles
within
within
our
operational
approach,
commonly
known
in
incident
management
as
a
commander's
intent.
So
we
identified
that
our
first
priority
was
to.
F
Can
you
continue
to
provide
the
policing
operations
that
we
needed
to
on
a
daily
basis?
We
need
to
be
available
24/7
to
respond
to
crime
and
public
and
social
disorder
issues
work
in
communities
to
continue
to
make
them
safe,
well,
communities
to
live
and
run
businesses
in
as
well
as
make
sure
that
we
continue
to
work
with
our
city
partners
to
be
to
deliver
community
safety.
F
The
second
thing
that
we
identified
was
that,
because
of
the
nature
of
this
virus,
is
going
to
be
extremely
important,
that
we
protect
the
health
and
well-being
of
our
membership,
we'll
get
into
some
of
the
steps
we
took
in
order
to
to
do
to
deal
with
that
specific
issue.
We
knew
we
needed
to
maintain
the
capacity
to
deliver
policing
operations.
F
So
those
are
the
issues
that
we
identified
very
early
on
of
areas
that
we
needed
to
prioritize
and
as
work
packages
came
in
and
as
issues
were
identified,
we
used
that
system
to
actually
prioritize
what
we
are
addressing
and
how
we
were
doing
it.
As
we
approached
the
work
that
we
needed
to
come
to
undertake,
because
if
you
remember
five
six
weeks
ago,
it
was
a
dramatically
changing
environment.
It
seemed
that
we
were
getting
information
in
and
new
streams
of
challenges
and
need
for
response
almost
on
an
hourly
basis,
definitely
on
a
daily
basis.
F
So,
early
on,
we
adopted
the
infectious
disease
hierarchy
of
controls.
That
would
give
us
an
ability
to
actually
start
to
plan
prepare
how
we
would
meet
that
operational
approach
that
we
were
doing.
It
allowed
us
to
create
a
systematic
approach
in
terms
of
how
we
were
looking
to
respond
to
issues
both
internally
and
externally
and
based
on
that
hierarchy
of
infectious
disease
hierarchy
of
controls.
F
We
put
a
number
of
strategies
in
place
to
help
to
address
and
make
sure
that
we
were
continuing
to
keep
our
members
safe,
keep
them
healthy
and
be
able
to
deliver
our
policing
operations.
Some
of
those
included
early
on.
We
again,
we
created
a
work-from-home
strategy
that
allowed
anybody
that
has
the
ability
to
work
from
home.
To
do
that.
I
was
challenging
package
of
work
for
us,
because
traditionally
we
hadn't
had
many
people
that
worked
from
home,
but
I
can
tell
you
we
had
like
I
said
it
was
an
all
of
service
effort.
F
We
had
people
that
stepped
up
to
the
plate
to
help
us
right
away
to
develop
and
deliver
those
systems,
whether
it
be
bis
to
create
the
technological
base
for
it
or
human
resources,
to
create
some
sort
of
playbook
on
how
managers,
who
typically
had
managed
within
an
office
would
now
work
with
their
staff
from
home.
We
also
went
to
virtual
parades
and
virtual
meetings.
We
eliminated
almost
wholly
early
on
the
need
for
face-to-face
contact
you're,
seeing
today
some
of
the
outcomes
of
that,
as
we
do
our
first
zoom
board
meeting.
F
Another
area
that
we
identified
early
on
was
what
we
call
the
reserved
staffing
model.
As
we
talked
to
many
different
police
services
around
the
world
who
were
hit
hard
by
this
virus.
They
all
identified
that
had
they
been
able
to
take
a
pocket
or
a
group
of
people
early
on
and
set
them
at
home,
so
that
they
would
be
ready
and
capable
of
coming
in
if
there
was
large
numbers
of
people.
F
That
was
a
would
be
a
good
strategy
to
deal
with
issues.
We
were
one
of
the
early
services
across
the
province
and
across
the
country
who
actually
developed
and
implemented
this
system,
and
you
still
at
this
point,
have
different
police
services
going
to
that
system.
Now
we
also
looked
at
physical
things.
We
could
do
within
our
environment
like
creating
barriers
between
people,
so,
in
one
of
example,
I
can
give
you
that
is
in
our
interview
rooms.
F
There
is
now
a
Plexiglas
barrier
between
the
person
who
would
be
the
interviewee
and
the
interviewer
to
create
some
of
those.
Some
safety
in
that
environment,
who
spent
a
great
deal
of
time,
focusing
on
our
personal
protective
equipment
as
well,
we're
very
fortunate
in
Ottawa
that
all
of
our
frontline
members
were
issued
a
gas
mask
as
part
of
our
regular
operational
deployment.
That
we
know
is
the
best
level
of
protection
that
you
can
provide
the
members
on
the
front
line
because
it
absolutely
protects
them
from
this
virus.
F
Early
on
we
identified
that
that
had
some
challenges
from
an
operational
perspective,
it
was
difficult
to
wear.
It
wasn't
something
that
was
being
meant
to
be
donned
for
long
periods
of
time
in
a
continuous
operational
environment.
So
we
were
able
to
procure
and
bring
in
half
mask
visors
that
our
should
be
arriving
this
week
and
distributed
to
our
members.
Beyond
that,
we
knew
we
had
a
stock
of
n95
masks.
F
They
were
issued
to
our
frontline
civilian
staff
for
them
to
wear
and
utilize,
and
we
had
surgical
masks
that
were
given
broadly
across
the
organization
for
people
to
have
protection
when
they
went
into
whatever
sort
of
scenario
they
felt
that
they
needed
that
level
of
protection.
The
other
area
that
I
want
to
focus
on
in
terms
of
the
responses
around
our
decontamination
strategies.
We
did
a
lot
of
work
in
identifying
effective
and
efficient
decontamination
strategies
and
brought
those
very
early
out
to
our
frontline
that
allowed.
F
That
was
things
as
simple
as
instructing
officers
on
how
to
decontaminate
their
cruiser
on
a
daily
basis,
how
to
decontaminate
the
equipment
they
have
to
the
broader
scale.
When
we
have
somebody
who's
out,
if
has
come
into
contact
with
someone
like
Ovid
19,
how
we
do
a
full
decontamination
on
them
and
all
of
their
equipment
to
make
sure
that
there
they
are
absolutely
rid
of
any
sort
of
infection
or
exposure
to
the
disease.
So
those
are
some
of
the
things
that
we
started
early
on.
F
The
other
thing
that
we
identified
very
early
on
was
this
was
a
very
difficult
and
challenging
communications
battle
within
the
organization,
and
by
that
what
I
mean
is
there
was
so
much
information
coming
in
legislation
was
being
introduced
on
a
daily
basis.
There
was
new
protocols
and
directives
from
whether
from
public
health,
Ontario
Public
Health
from
the
city
from
the
federal
government
all
over
the
place,
we
were
getting
directives
and
change
of
information
that
directly
affected
how
our
officers
provided
their
frontline
policing
services.
F
What
we
were
able
to
do
early
on
was
take
that
huge
amount
of
information
and
really
quickly
distill
down
effective
methods
to
get
it
out.
I
want
to
take
a
minute
to
thank
our
corporate
communications
rbis
for
all
of
the
work
that
they
did
to
make
sure
that
all
this
information
was
accessible,
that
we
had
a
place
to
store
it
and
that
officers
and
civilian
members
could
find
it
at
a
moment's
notice,
almost
immediately
so
that
they
would
know
the
information
that
they
were
dealing
with.
F
The
other
thing
that
we
did
early
on
was
we
established
what
we
called
information
navigators
when
we
had
this
volume
of
information
that
our
that
our
members
needed
to
know
and
be
able
to
access.
It
was
difficult
and
challenging
to
find
so
with
some
of
the
work
at
home
strategies,
we
were
able
to
identify
people
that
would
actually
help
officers
and
civilian
members
as
they
had
questions,
navigate
the
system
to
find
what
their
responses
were.
As
we
went
through
this,
we
quickly
identified
and
reiterated
and
confirmed
something
we
already
knew.
F
There
was
no
better
way
to
get
information
out
to
members
of
this
organization
that
no
better
way
and
through
their
chains
of
command
through
their
supervisory
channels.
So
about
two
weeks
in
we
really
doubled
down
on
trying
to
make
sure
that
we
had
a
proper
communications,
proper
conduits
to
have
discussions
and
dialogues
with
our
senior
leadership
and
our
managers
and
staff
sergeants
groups.
So
we
can
ensure
that
they
have
the
information
they
needed
in
their
hands
so
that
they
could
then
provide
it
to
their
chains
of
command.
F
We
also
noted
that
there
was
a
real
change
in
our
external
response
and
our
call
for
service
information
the
day
that
we
went
into
pandemic
planning
mode.
We
struck
up
a
group
of
people
that
were
responsible
strictly
for
tracking,
managing
and
monitoring
the
calls
for
service
and
what
we
believed
were
going
to
be
anticipated
changes
in
those
calls
for
service.
As
we
moved
through
this
period,
we
were
right
to
identify
that,
because
what
we've
seen
is
over
a
thirty
percent
decrease
in
in
the
overall
calls
for
service
that
the
organization
is
taking.
F
In
specifically,
we've
seen
some
changes
that
we
needed
to
be
responsive
to
one
of
them
we've
talked
about
today
was
around
partner
and
domestic
dispute
issues.
We
saw
an
increase
in
those
and
continue
to
see
an
increase
in
those
and
in
that
we're
making
sure
that
we
access
community,
supports
our
community
partners
and
make
sure
that,
through
all
of
our
avenues
and
that
we
get
preventative
information
out
around
that
issue,
we've
also
seen
an
increase
in
neighbor
disputes.
F
We
know
that
as
people
are
home
and
located,
sometimes
in
a
more
frustrating
in
a
more
frustrated
state
within
their
home
situation,
that
has
created
conflict
between
between
neighbors
between
people
that
live
in
in
close
proximity,
we've
seen
an
increase
in
mental
health
calls.
We've
also
seen
an
increase
in
calls
to
respond
to
those
in
the
vulnerable
sector,
mainly
around
the
homeless
population,
and
as
as
they
have
looked
to
adopt
to
the
situation
when
it
comes
to
crime
we've.
F
We
have
been
really
focusing
on
how
what
is
the
crime
response
that
we
have
in
our
area.
What
we've
seen
overall
is
during
the
state
of
emergency
and
overall
20%
reduction
in
crime
call
in
in
crimes
being
committed
in
the
city.
Well,
we
believe
a
lot.
A
large,
a
large
contributor
to
that
is
the
fact
that
our
theft
under
calls
have
decreased
so
dramatically
with
the
closing
of
businesses
that
that
could
could
attribute
to
a
large
portion
of
that
decrease
in
criminal
events.
F
F
You
know
that
our
frontline
members,
so
that's
also
another
trend
that
we
want
to
keep
going
from
a
specific
other
specific
crime
events,
we've
seen
increase
of
break
and
enters,
but
a
coupled
with
that
we're
seeing
a
modest
increase
in
the
solvency
of
those
break-in
enters,
and
we
see
an
increase
in
frauds
specifically
and
most
notably
elder
frauds,
and
we're
making
sure
that
we
track
and
are
responsive
to
those
issues.
So
now,
I
will
turn
it
over
to
Jeff
Letourneau.
To
give
us
information
on
financial
updates.
F
E
You
Steve
I'm
happy
to
provide
a
brief
financial
update
to
the
board.
We
did
last
week
provide
a
more
detailed
financial
update
to
the
finance
and
audit,
as
as,
as
mentioned
previously
on
the
call
by
the
chief,
the
Cova
19
pandemic
response
represents
a
major
financial
risk
for
the
2020
o-p-s
budget.
The
o-p-s
command
team
is
committed
and
will
provide
monthly
updates
to
the
board
through
the
finance
and
Audit
Committee.
A
significant
number
of
financial
controls
have
already
been
implemented.
E
Some
examples:
full
incident
command
system,
the
Finance
position
and
dedicated
cost
tracking
was
implemented
in
early
March.
Discretionary
spending
freeze
was
implemented
in
early
March
as
well,
along
with
employee
transfer
and
temporary
assignment
freezes,
enhanced
overtime,
reporting
and
controls
has
been
implemented
as
well,
along
with
the
deferral
of
WSIB
administrative
fees.
E
Moving
on
to
the
next
slide,
our
this,
this
slide
represents
our
current
forecast
and
his
aligning
of
the
city
of
Ottawa's
business
continuity
task
force,
financial
forecasting
process.
It's
a
it
does
include
high-level
assumptions
at
this
time
the
forecast
will
evolve
as
more
time
passes
and
more
data
is
available.
There
are
currently
two
scenarios
included
in
the
forecast
and
they're
based
on
the
length
of
the
pandemic.
E
The
forecast
identifies
revenue
pressures
mainly
from
reduction
in
pay
duties,
a
reduction
in
background
check
volumes
and
a
significant
reduction
at
the
airport.
It
Vence
pressures
are
driven
by
increased
requirements
for
PPE
a
significant
increase
in
unused
annual
leave,
as
well
as
an
increase
in
overtime
specifically
related
to
managing
the
pandemic.
Total
pressures
identified
range
between
six
point:
five
million
and
eighteen
point:
eight
million
on
the
expense
savings
side,
their
expense
savings
are
generated
through
the
reduction
in
court
overtime,
as
well
as
candidate
overtime
and
regular
overtime,
along
with
the
reduction
in
fuel
costs.
E
Other
expense
savings
relate
to
the
implementation
of
the
discretionary
spending,
freeze,
significant
reduction
in
travel
and
training,
and
the
reduction
in
paid
duty,
overtime,
total
expense
savings
largely
offset
the
expense
pressures
identified,
and
they
range
between
five
point:
1
million
and
twelve
point
nine
million,
and
that
leaves
a
deficit
of
between
one
point.
Four
and
five
point:
nine
million.
It
is
important
to
note
that
this
forecast
does
not
include
any
revenue
pressure
from
the
city.
The
2020
budget
does
include
revenue
from
red-light
cameras
and
one-time
tax
stabilization
funding.
E
C
F
So
now
we
go
in
to
from
our
an
incident
response
where
we
would
be
now
into
a
stabilization
period.
You
saw
today
the
province
has
unveiled
a
three
point
plan
on
how
they're
gonna
release
restrictions
within
within
our
community
and
on
the
economy.
The
federal
government
is
in
in
the
steps
of
creating
the
same
sort
of
plan
to
release
some
restrictions.
That
means
you'll
see
people
moving
within
our
community
more.
F
That
means
you'll
see
an
increase
in
the
risk
of
community
transmission
again,
unless
we
take
the
proper
steps
to
ensure
that
we
come
out
that
that's
where
we
are
right
now.
We
believe
that
there
needs
to
be
a
series
of
steps
that
are
put
in
place,
both
as
an
as
an
Ottawa
police
employer
and
as
an
Ottawa
police
community
service
provider,
to
make
sure
that
we
don't
contribute
or
have
a
situation
where
we
have
more
members
who
are
becoming
ill
because
of
some
of
the
steps
we've
taken
that
has
taken
us
backwards.
F
We
believe
that
this
is
going
to
be
a
very
challenging
time
for
us.
We
believe
it's
going
to
be
a
very
challenging
time
for
our
community,
but
we're
still
placing
the
goal
that
we
have
zero
workplace
transmissions
as
a
result
of
any
of
the
changing
any
of
the
changing
legislation
or
changing
restrictions
that
are
placed
in
in
and
around
our
community.
F
So
in
doing
that,
we
have
created
a
three
stream
approach
to
look
at
how
we
identify
target
plan
implement
the
changes
that
need
to
be
made
in
our
organization
to
harden
the
states
where
we
need
to
that.
We
have,
or
in
some
situations,
bring
in
new
abilities
for
us
to
make
sure
that
we
have
members
physical
distancing.
We
have
members
wearing
the
right
level
sign
right
type
of
PPE
at
the
time.
Both
three
streams
are
around
people,
service
and
finance.
So,
as
we
are
currently
engaging
our
planning
team
two
look
at
those
three
areas.
F
But
I
think
it's
vitally
important
that
just
as
much
as
recognizing
don't
that
group
of
people,
it's
really
important
that
we
recognize
all
of
the
leadership
and
all
of
the
membership
of
this
organization
who
stepped
up
to
a
very
challenging
situation
and
absolutely
responded
to
the
call
that
was
put
into
them
from
a
frontline
perspective.
We've.
Never.
F
The
corporate
comms
teams
who
have
contributed
this
I
could
go
through
and
name
every
every
organization
within
this
within
this
organization
every
unit,
and
they
have
all
contributed
absolutely
to
the
success
that
we
have
seen
so
far.
So
with
that
I
want
to
provide
the
board
this
information,
we
look
forward
to
providing
more
information
on
the
next
steps
on
how
we
move
ahead
and
recognize
that
this
isn't
a
finished
State
and
we
will
have
to
bring
more
information
forward
on
a
regular
basis
as
we
progress
through
this
over
the
next
period
of
time.
A
You
very
much
deputy
and
also
thank
you
Jeff
for
the
financial
update
and
can
say,
as
as
a
recipient
of
your
regular
updates.
You've
always
been
extremely
thorough
and
I
always
left
the
meetings
feeling
that
we
had
a
good
fulsome
review
of
what
what
is
happening
in
the
city
and
all
that's
being
done
on
behalf
of
the
residents
I'm,
going
to
turn
it
over
to
questions
from
board
members
either
for
the
deputy
for
or
for
the
CEO
there.
Any
questions
sandy.
A
B
B
F
Know
so
what
I
said
was
we
have
us,
we've
seen
a
decrease
in
shootings
yeah,
but
as
on
a
good,
that's
a
very
good
news
story
on
another
good
news
story.
Is
we've
also
seen
an
increase
in
the
number
of
handguns
and
long
guns
seized,
whether
it
be
through
frontline
interaction
or
investigations
by
by
some
of
our
investigative
units,
so
I
don't
think
we
could
attribute
it
to
two
Cove.
It
I,
don't
think,
there's
a
correlation
there.
F
B
F
I'm
going
to
break
it
into
two
pieces,
so
first
around
collisions,
we
have
absolutely
seen
a
decrease
in
collisions
week
over
week
day
over
day
as
as
we've
gone
through
this,
where
we
used
to
have,
on
average
anywhere
from
50
to
70
collisions
on
a
normal
day.
We
may
sometimes
see
under
15
on
a
day
now,
so
there
absolutely
been
a
decrease
there
from
a
traffic
complaint
or
a
traffic
issue
situation.
No
I
would
say
we
haven't
seen
a
decrease
in
that
I.
F
Think
we've
seen
a
decrease
in
the
volume
of
traffic
on
the
roads,
but
what
we've
seen
is
an
increase
in
some
ways
of
really
problematic
driving
behavior,
and
that
would
be
specifically
around
speeding,
particularly
speeding
at
excessive
speeds
that
would
involve
stunt
driving.
So
we've
put
a
real
focus
and
effort
and
emphasis
on
doing
enforcement
and
education
in
that
area,
because
we
had
seen
a
number
of
complaints
and
we've
seen
a
number
of
charges
related
from
that.
B
A
A
Thank
you
very
much.
So
now
we'll
go
to
other
business.
There
are
any
other
items
that
the
business
people
would
like
to
raise,
not
hearing
any.
So
the
next
would
be
the
consideration
of
a
motion
to
move
in
camera
that
the
Auto
Police
Services
Board
during
the
public
portion
of
its
meeting
to
move
in
camera
to
discuss
confidential
items
pertaining
to
legal
and
personnel
matters
and
in
accordance
with
section
35
4b.
The
police
services
act.
A
You
very
much
I
just
wanted
to
before
we
when
we
go
in
camera,
we'll
be
discussing
two
items:
the
public
sector,
salary,
disclose
drive
2019
and
the
labor
relations
unit
report
first
quarter
2020
and
just
before
we
adjourn
I
just
wanted
to
thank
Steve
and
Jeff
again.
I
know
how
much
work
you
guys
have
been
putting
to
this
and
and
Jeff
I
know
with
from
a
financial,
and
this
has
been
a
non-stop
torrent
of
figures
and
and
itches
and
stayed
the
same
for
you.
So
just
wanted
to.