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From YouTube: Ottawa Police Services Board Meeting / Réunion de la Commission de services policiers d’Ottawa
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A
C
C
C
If
the
item
is
carried,
I'll
then
can
follow
up
and
confirm
to
see
if
there
are
any
dissents
for
the
presentation.
I
would
ask
everyone
to
be
muted
other
than
the
speaker
and,
if
you're
joining
without
video,
please
say
your
name
before
speaking.
If
you
are
joining
the
meeting
from
the
location
with
background
noise.
Once
again,
please
keep
yourself
muted
until
it's
time
to
speak
following
the
public
meeting,
we
will
have
our
in-camera
meeting
by
teleconference.
I'll
now
proceed
with
the
agenda.
With
the
board's
consent.
C
D
C
C
B
Thank
You
chair
the
policy
and
governance
committee
met
on
May
11th
2020.
We
discussed
the
next
next
strategic
planning
cycle
for
the
board
and
different
options
to
explore
in
terms
of
timing.
Given
the
ongoing
pandemic
and
the
uncertainty
around
the
impacts,
we
entrust
the
recommendation
from
the
OTS
to
extend
and
adjust
the
current
plan,
as
opposed
to
commencing
a
new
planning
cycle.
Now
it
was
acknowledged
that
this
could
be
revisited
as
more
information,
and
certainly
his
certainty
is
soiled,
is
known
regarding
stabilization
and
recovery.
Meanwhile,
joint
planning
is
recommended
to
proceed
and
an
option.
C
Thank
you
very
much.
Murmuring
Norman,
as
chair
of
the
FAC
I'll,
provide
the
next
update.
The
FAC
committee,
finance
and
Audit
Committee
met
on
the
12th
of
May.
We
discussed
the
ongoing
financial
impact
of
the
pandemic
on
the
o-p-s
budget.
These
discussions
will
be
ongoing.
There
is
a
quarterly
financial
update
on
this
evening's
agenda
and
the
FAC
Committee
will
be
meeting
again.
The
first
week
of
January
will
be
meeting
before
then
that
the
Ottawa
Police
Services
Board
would
receive
these
two
reports
for
information
is
this:
are
these
items
received?
They
seem
I
need
to
sense.
C
Hearing
none
we'll
move
on
to
the
first
item,
which
is
the
chief
verbal
report,
which
will
actually
be
the
second
item
and
we'll
hold
this
item.
The
second
item
is
the
National
Capital
Area
Crimestoppers,
and
you
on
your
off
date,
which
we
will
hold
as
there
is
a
presentation.
The
third
item
on
the
agenda
is
the
organizational
priorities
and
changes
will
hold
this
item
as
there
is
a
presentation.
C
The
fourth
item
is
board
committee:
appointments
that
the
Ottawa
Police
Services
Board,
approved
the
appointment
of
councilor
Mian
to
the
policy
and
Governance
Committee,
and
the
Human
Resources
Committee
and
remember
nerman
to
the
Thomas
G
Flanagan
scholarship
award
selection
committee.
Is
this
item
carried
ready?
Thank
you.
Are
there
any
dissents?
No
thank
you.
Developing
the
21
to
23
strategic
plan.
I
just
wanted
to
make
a
comment
that
this
is
really
important
for
the
board.
C
This
is
one
of
our
key
responsibilities
and
it's
a
mechanism
that
we
have
for
setting
strategic
direction
of
the
o-p-s
and
the
chief.
It
is
how
the
board
translates
the
community's
expectations
into
the
priorities
for
the
OTS,
the
the
Ottawa
Police
Services
Board
approve
option
a
extend,
adjust
the
existing
plan,
as
endorsed
by
policy
and
governance
committee.
C
Is
this
item
carried
Eddie
I
need
to
sense
item
number
6
appointment,
a
special
constables,
Ottawa
police
service
mm
that
the
Auto
Police
Service
Board
approved
the
reappointment
of
Ottawa
police
service
employees
listed
in
document
1
as
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.
Is
this
item
carried
gate
and
intersects
item
number
7?
Is
the
South
project
phase
a
update
and
increased
a
prime
consultant
contact
contract
I?
C
Have
a
I
have
a
question
about
this,
so
I
will
hold
it
and
maybe
some
other
part
members
have
questions
but
in
any
event
will
hold
that
one
number
8
workforce
management
report
first
quarter,
2020
that
the
auto
police
services
receive
this
report
for
information.
Is
this
item
received
received,
received
any
dissents
item,
numb
number
nine
human
rights
and
racial
profiling
policy?
Annual
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
business
item
received
seemed
any
descends.
C
Thank
you,
equitable
work
environment,
annual
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
This
item
received
see
the
descents
financial
status
report
first
quarter,
2020
that
the
Ottawa
Police
Service
Board,
received
this
report
for
information.
Is
this
item
received
seemed
and
he
descends
number
12
formitz
report
first
quarter,
2020
that
the
Auto
Police
Services
Board,
received
this
report
for
information?
Is
this
item
received?
It
seemed
I
need
to
sense
number
thirteen
legal
services
status
report,
twenty
twenty
first
quarter
that
the
Ottawa
Police
Service
Board,
received
this
report
for
information.
C
As
this
item
received,
themed
I
need
to
sense
number.
Fourteen
outstanding
board
inquiries
and
motions
May
20
2003
services
for
had
received
this
report
for
information.
This
item
received
see
any
dissents
letters
of
commendation
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
This
is
item
received.
You
see,
I
need
I
need
to
sense.
C
C
C
So
maybe
if
he
couldn't,
if
you
can
tell
him
to
text
you
or
Kristen,
okay,
that's
a
question.
Okay
I
will
do
that
and
if
he
wants
to
put
his
hand
down
then,
because
I
can
keep
an
eye
there
in
case
he
puts
it
up
again
then
I'll.
Stop
it!
That's
good!
Okay!
So
now
do
we
have
mr.
McMullen
on
to
allow
us
to
give
us
a
presentation.
D
Yes,
can
you
hear
me
right
here?
Yes,
I
can
hear
you
perfect.
Well
thanks.
Obviously
this
is
a
different
format
for
our
semiannual
presentation,
but
nonetheless,
what
people
be
here
and
share
with
you
some
of
the
successes
and
challenges
we
had.
Obviously,
the
impact
of
the
covet
night
pandemic
has
not
escaped
us.
Like
every
other
sector
of
our
society.
We
have
had
an
ability
to
pivot
and
adjust
to
this
new,
normal
and
I'm
pleased
to
say
that
we're
doing
fairly.
Well,
all
things
being
so.
This
is
our
35th
anniversary.
D
Not
exactly
are
we
celebrating
in
our
community,
but
this
program
is
built
on
community
engagement
and
trust
and,
like
many
we've
had
to
reimagine
some
of
our
community
engagement
over
the
last
several
months,
and
some
of
those
things
include
having
our
police
coordinator
constable
gets
redeployed
to
the
frontline
to
help
the
police
service.
We've
seen
a
slight
decline
in
some
of
our
tip
volume,
especially
in
mid-march,
but
those
tip
volumes
seem
to
return
in
April
and
we
expect
that's
going
to
be
the
the
case
for
the
balance
of
May.
D
D
We
appointed
our
auditors
and
other
functions
at
that
AGM
if
we
continue
to
engage
with
the
public
through
a
variety
of
different
events
through
the
fall,
including
all
the
help
Sanatorium
our
Santa
parade
and
the
Orleans
Parade
of
Lights.
Obviously,
our
Grinch
continues
to
be
a
crowd.
Favorite
and
participating
at
these
types
of
events
is
good
for
our
program
in
terms
of
engagement
with
the
community,
but
it's
also
an
opportunity
for
youth
volunteers
to
get
and
directly
connect
with
the
community
that
we
serve.
So
it
was
a
fun
fun
time.
January
marked
our
Crimestoppers
month.
D
If
we
celebrate
with
other
programs
right
across
the
country,
we
were
able
to
take
part
in
a
variety
of
community
events
at
Carlo
wood
shopping
center,
the
Russell
Food
Mart
Billings
bridge
shopping
center,
Sobeys
on
Ennis
Road,
some
Ottawa
community
housing
facilities,
various
community
safety
meetings.
Our
coordinator
constable
gets
joined,
deputy
chief
Belon
CFRA
with
Dahlia
Kurtz
at
the
end
of
January
and
shared
information.
D
You
know
one
of
the
the
things
that
is
a
challenge
for
us
in
terms
of
connecting
with
the
community
is
that
we
don't
ever
share
our
own
success
stories.
We
do
share
our
statistics
and
I'm
quite
pleased
with
our
2019
results.
The
tip
volume
was
down
slightly.
We
received
just
under
4,000
anonymous
tips
from
the
pub
in
2019,
but
all
of
the
metrics
that
we
use
to
identify
our
successes
increased.
So
we
had
an
increase
to
62
arrests,
36
criminal
charges
or
a
story.
D
So
that's
that's
been
a
positive
on
the
cope
with
19.
We
got
to
make
a
few
adjustments.
Typically,
in
early
June
we'd
be
attending
a
provincial
training
conference.
That's
been
postponed,
we've
adjusted
some
of
our
other
events,
as
I
mentioned
earlier.
One
of
our
challenges
moving
forward
is
the
fundraising
element
and
Golf
is
a
major
fundraising
event.
We
host
a
golf
tournament
every
year.
That
is
basically
our
major
fundraiser
and
that's
potentially
going
to
be
in
jeopardy.
So
we're
a
little
concerned
about
how
that
looks.
D
The
other
elements,
obviously
for
us,
is
moving
forward,
we're
looking
forward
to
having
some
engagement
with
the
community
when
the
time
is
appropriate
for
that
and
we're
we're
confident
in
the
meantime,
both
social
media
with
the
traditional
media
partners.
You
know
continuing
to
reinforce
the
public's
contribution
in
terms
of
providing
information,
either
directly
to
law
enforcement
or
anonymously
through
Crimestoppers
nets,
and
yields
results
not
only
in
community
safety
but
financially
for
our
police
partners
and
in
the
city
as
well.
Be
happy
to
take
any
questions
or
discuss
anything.
Your
thank.
C
A
C
B
Beef
comment,
not
a
question.
Thank
you
for
the
nice
presentation
and,
as
the
mayor
has
rightly
said,
you
are
doing
on
a
shoestring
budget.
I
just
I'm,
just
curious
to
know
that
I
will
say
go
just
too
much
back
prior
to
the
Kovach
19
and
post
Kovach.
You
have
seen
the
spike
in
the
cases
or
in
the
tip
so
the
case,
because
not
enough
so.
D
We
did
receive
fewer
tips
post
mid-march,
but
that
quickly
stabilized
and
returned.
You
know:
I
I,
don't
think
that
crime
is
taking
a
break
during
the
pandemic
and
we've
seen
the
the
need
for
programs
like
Crimestoppers
to
to
help
in
that
regard,
so
we
haven't
seen
a
dramatic
decrease
in
in
tips.
Thank
you.
E
E
E
D
All
of
those
areas
has
has
gone
up
the
tip
volume
over
the
last
seven
or
eight
years.
The
tip
volume
has
been
steadily
increasing
to
a
little
over
4,000
over
the
last
couple
of
years.
So
2019
we
actually
saw
a
slight
decrease
in
the
the
actual
numbers,
but
the
arrests
were
almost
double
criminal
cases
cleared
and
criminal
charges
significantly
up
recovered
property
was
a
little
bit
down
in
2019,
a
narcotics
was
up
and
the
recovered
arms
16
is
the
highest
that
I
can
recall
in
the
last
eight
years
being
recovered.
That's.
D
The
fear
of
reprisal
removes
the
need,
for
you
know
somebody
to
come
forward
and
testify
in
court
and
that
information
they
share
clearly
has
has
value
to
us
as
a
society
and-
and
you
know
we're
especially
when
I
look
at
the
financial
implications,
look
at
costs,
Klieman
and
money
to
investigate
in
clear
cases
and
so
having
this
program,
and
we
do
operate
on
a
shoestring
to
be
able
to
offer
that
to
the
citizens
is
as
worthwhile.
So.
E
The
$17,000
that
that
you
paid
out
our
rewards,
that's
all
money
that
is
that's
collected
over
and
donated
over
the
year.
So
are
you
anticipating
the
more
trouble
in
coming
up
with
those
funds
because
of
kovat
this
year,
and
is
there
anything
that
you
think
that
we
can
do
as
a
board
to
help
you
out
I
I,
don't
typically
put
Crimestoppers
in
my
community
newsletter,
but
I
definitely
can
do
that,
for
you
sure.
D
So
you
know
we're
optimistic
that
we're
going
to
be
able
to
have
some
continued
fundraising.
You
know.
Obviously
we
rely
on
you,
know
the
business
community
and
donations
and
and
look
they're
in
challenging
times
like
we
all
are.
So
you
know
anything
that
you
can
do
to
help
share
that
events
like
this
are
helpful
for
us
to
raise
awareness.
Most
people
don't
realize
that
we
don't
have
a
direct
taxpayer
funding,
and
so
you
know
just
sharing
that
information
sharing
the
good
work
that
we
do
I
think
is
vital
to
our
success.
D
You
know
I
wish
we
could
articulate
and
speak
to
some
of
the
specific
incidents
and
cases
that
were
able
to
do,
because
that
has
an
impact
so
yeah
anything
you
can
do.
If
you
know
someone,
that's
has
a
business
opportunity
and
is
able
to
make
a
donation
to
us.
We
would
gladly
accept
that
we're
not-for-profit,
so
we
can
offer
tax
receipts
and
such
but
we're
we're,
definitely
going
to
be
challenged
and
we
are
concerned.
You
know
we
don't
have
a
large
cash
reserve
and
we
can
absolutely
need
those
those
money.
D
C
Thank
you
very
much.
Are
there
any
other
questions
for
mr.
McMullin
I'm,
not
seeing
any
so
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information?
Is
it
thank
you
very
much.
I
will
now
go
on
to
the
first
item,
a
business
which
is
the
the
Chiefs
verbal
report.
Chief
can
I
turn
that
over
to
you
know,.
F
See
beaucoup
chair.
Thank
you
very
much
and
first
of
all,
I'd
also
like
to
join
you
in
recognizing
the
work
and
contributions
of
members.
Suzanne
Bella
ket
was
heard
every
success
in
her
new
endeavors,
but
if
I'm
also
grateful
for
her
leadership,
she
brought
a
lot
of
great
insights,
important
contributions
and
she
facilitated
some
very
important
discussions
in
my
early
tenure.
The
police
service
every
success.
Thank
you
again.
F
So
this
is
a
little
bit
of
a
different
format
today
and
I'm
grateful
again
care
you
and
krysta,
and
the
team
for
allowing
a
little
bit
of
a
variation
to
get
us
through
an
important
series
of
presentations.
We
have
a
lot
to
discuss
today,
but
before
we
get
started,
I
wanted
to
take
a
moment
to
thank
our
the
members
of
the
Ottawa
Police
Service,
their
continued
dedication
and
hard
work,
as
well
as
our
community
partners
who
help
us
deliver
court
policing
in
the
city.
F
We
continue
to
work
with
and
in
support
of
the
Ottawa
Public
Health.
During
this
Kovach.
Witness
and
I
want
to
again
recognize
the
outstanding
leadership
of
dr.
Vera
edges,
we're
moving
into
what
we
are
calling
the
stabilization
phase
of
the
coab
in
nineteen
and
emic,
as
alluded
to
earlier
on
by
member
nerman,
our
stabilization
plan.
We
focused
on
people,
service
and
finances,
the
health
and
safety
of
our
residents,
and
our
members
remain
the
top
priority
for
us
during
this
pandemic
plan.
We're
also
working
diligently
on
managing
the
financial
impact
of
Kovach
19.
F
I've
been
doing
so
with
yourself
as
well
as
city
staff
and
council.
We
continue
to
work
with
all
of
our
partners
to
mend
its
ongoing
pandemic,
including
city
bylaw,
paramedics,
fire,
the
health
care
community,
as
well
as
trying
to
navigate
our
way
through
the
various
emergency
measures
that
have
been
imposed
at
the
local,
provincial
and
national
levels.
We
want
to
thank
everyone
for
their
ongoing
contributions
to
keeping
our
city
safe
and
healthy.
F
The
following
is
an
overview
of
the
crime
and
traffic
and
social
disorder
trends
that
we've
seen
since
the
official
declaration
of
koban
19,
along
with
some
examples
of
our
operational
responses
over
the
last
month.
Since
my
previous
report,
we
continue
to
see
increases
in
mental
health
as
well
as
family
and
neighborhood
neighbor
related
disputes,
the
good
weather,
the
relaxation
of
emergency
measures
and
the
reopening
of
the
economy
for
all
creating
new
opportunities,
as
well
as
new
public
health
challenges,
as
well
as
increasing
calls
for
service.
F
This
adds
new
complexities
for
our
members
on
virtually
every
Co
month.
We've
worked
with
our
partners
at
Teva
crime
prevention,
Ottawa
interval
house
and
the
eastern
Resource
Center,
who
helped
us
develop
unsafe
at
home
program.
A
security
tech
stand
online
chat
service
that
gives
women
living
with
domestic
violence
reviews
what
they
need
during
the
co.
Big
nineteen
pandemic
is
the
program's
launch,
as
resulted
in
a
very
successful
level
of
engagement.
We've
had
over
4,800
visits
to
the
website.
F
More
than
three
hundred
people
have
reached
out
for
support
during
the
first
month
of
operations
for
the
chat
program.
This
is
double
the
expected
volume.
We
continue
to
focus
first
and
most
on
community
engagement
and
education,
and
we
used
enforcement
last,
at
least
today.
The
Ottawa
Police
Service
has
issued
five
tickets
for
wounds
under
the
emergency
services.
Act
relating
to
the
pandemic,
our
traffic
services
team
recently
launched
Operation
over
latch.
Sorry
over
watch
to
address,
speeding
and
dangerous
driving
across
the
city,
I
would
suggest
dangerous.
F
Driving,
speeding
and
stunt
driving
is
probably
the
number
one
public
complaint
that
we
have
received
to
date
during
the
copa
de
19
pandemic.
Today
in
our
traffic
services
team
and
our
OBS,
frontline
officers
have
issued
823
tickets.
This
includes
36
vehicles
that
were
impounded
when
the
drivers
were
charged
with
stunts
rowdy.
F
The
campaign
for
the
Asian
community,
who
were
being
impacted
by
Cova
related
hate
incidents.
The
service
worked
with
the
community
to
create
posters
in
multiple
languages
to
help
those
impacted
to
get
the
help.
They
need
to
be
clear.
Well,
this
is
affected
directly
our
Asian
community
members.
It
affects
everybody
in
the
city.
Nobody
and
no
community
should
experience
this
type
of
behavior
in
our
city,
commercial
break
and
errors
have
increased
across
the
city
and,
with
the
community
support,
we've
been
able
to
identify
and
arrest
a
large
percentage
of
those
committing
the
crimes.
F
We
continue
to
provide
crime
prevention
through
Environmental
Design
resources
to
the
business
community
and
we're
working
with
social
services
in
the
NA
for
profit
sector
to
prevent
people
from
falling
between
the
cracks
and
into
criminal
activities.
Our
Marine
unit
officers
are
out
ensuring
that
boaters
are
in
hearing
to
the
safety
regulations
over
the
past
several
weekends.
They
stopped
on
120
votes
and
issued
57
tickets.
F
Sorry
that
was
over
the
Victoria
Day
weekend.
Over
the
past
weekend,
we
stopped
106
with
one
impaired
charge
being
laid.
Our
officers
were
checking
for
the
necessary
safety
equipment
on
board,
as
well
as
the
good
conduct
of
the
drivers.
Our
investigative
units
and
frontline
officers
continue
to
connect
street-level
investigations
as
well
as
search
ordinance.
This
has
resulted
in
multiple
arrests,
along
with
the
seizures
of
proceeds
of
crime,
a
variety
of
drugs,
including
cocaine,
fentanyl
hydromorphone,
along
with
a
number
of
crime
guns.
To
date,
the
Ottawa
Police
Service
has
seized
45
crime
guns.
F
That's
in
2020
alone.
Ottawa
is
seen
a
total
of
11
shooting
so
far
in
the
city
2020.
Compared
to
this
time.
Last
year,
in
2019,
when
there
were
26
shootings
moving
from
the
crime
traffic
distorted
trends,
a
very
important
aspect
is
how
we
support
our
members
with
health
and
wellness
to
allow
them
to
operate
safely
and
effectively
their
service
delivery.
F
One
of
the
most
critical
board
and
service
priorities
is
a
health
and
wellness
of
all
of
our
o-p-s
members,
I'm
very
pleased
to
announce
that
the
Ottawa
Police
Service
is
partnered
with
the
Ottawa
Police
Association,
along
with
the
senior
officers
Association
to
develop
and
implement
the
fatigue
management
strategy.
This
strategy
is
an
overarching,
evidence-based
approach
to
facilitate
member
recovery,
improve
member
health
and
performance
and
improvement
of
individual
health
and
safety
of
our
members.
The
impact
for
this
strategy
will
also
positively
affect
service
delivery
and
public
confidence
in
policing,
the
command,
senior
leadership,
leadership
and
myself.
F
F
Next
I'd
like
to
update
the
board
and
public
on
our
neighborhood
policing
strategy
in
May,
we
saw
the
rollout
of
our
latest
neighborhood
resource
team.
This
was
in
the
Byward
market
and
Lower
Town
area.
Despite
the
challenges
of
covin
19
remain.
We
remain
fully
committed
to
advancing
the
board's
priority
to
increase
neighborhood
policing
and
the
services
priority
to
double
the
number
of
deployed
neighborhood
resource
teams
in
the
city
from
three
that
were
deployed
in
2019,
just
two
additional
three
in
2020
bringing
the
total
to
six.
F
The
next
two
teams
to
be
deployed
will
be
in
center
town
and
Bayshore,
and
these
deployments
will
take
place
in
the
follow
once
I
connect.
This
will
be
a
sample
of
the
feedback
that
the
our
beliefs
service
members
received
since
the
last
board
meeting
the
first
one
they'll
draw
again
doing.
This
is
a
quote:
I'm
writing
to
you
in
advance
of
the
14th
anniversary
of
the
suicide
of
my
18
year
old
daughter,
I
should
have
written
you
a
long
time
ago.
F
I
want
to
tell
you
that
I
will
never
forget
how
the
members
of
your
service
handled
the
situation
that
day
they
were
all
very
professional
but,
more
importantly,
they
were
sensitive
and
kind
to
me
as
I
screamed
and
cried
while
they
another
emergency
service
personnel
work
to
try
to
save
my
daughter's
life.
Other
people
were
present
the
coroner,
firefighters
and
paramedics,
but
it
is
a
police
officers
that
I
remember.
I
will
always
be
grateful
for
what
those
officers
did
that
day
and
if
it
is
possible.
F
After
all
this
time,
I
ask
that
you
pass
on
my
thanks.
Then.
The
second
comment
I
was
moving
my
belongings
from
my
old
home
following
an
abusive
relationship.
Two
officers
were
present
during
this
time
and
exhibited
professionalism,
situational
awareness,
dispute
management,
expertise,
sensitivity
and
objectivity.
They
made
me
feel
protected
during
this
ordeal.
Officers
like
these
are
a
benefit
to
Ottawa,
chair
and
board.
F
There
are
many
more
examples
to
be
found
in
item
number
15
of
this
agenda
and
many
many
more
that
could
have
been
included
in
this
report,
but
for
the
time
restraints,
I'm
very
proud
to
be
the
chief,
an
organization
composed
of
such
professional,
dedicated
and
compassionate
members.
Deeds
speak,
and
this
is
the
benchmark
of
service
that
we
all
strive
for
I
think
now
to
take
a
moment
to
congratulate
Isabelle
Granger
on
her
promotion
to
the
rank
of
Superintendent
and
her
recent
assignment
in
the
role
of
leading
the
newly
created,
respect,
values
and
inclusion.
F
Directorate
you'll
hear
much
more
about
the
RBI
Directorate
very
shortly,
but
also
I
like
to
congratulate
Troi
fruits
for
his
promotion
to
the
rank
of
sergeant
Troy's,
a
long
serving
member
of
the
audible
police
service
as
the
respect
of
the
frontline
officers
as
a
history
of
policing
and
his
family,
and
is
going
through
a
very
difficult
personal
time,
his
promotion
to
meant
a
lot
to
him
and
his
family
and
of
the
service
as
a
whole.
This
concludes
my
Birla
report.
F
C
Thank
you
very
much.
Chief
I
really
appreciate
your
report
and
the
thoroughness
of
it
and
I
think
we
all
share
the
challenging
times
that
you've
been
you
and
your
team
have
been
leading
us
through.
So
I
really
want
to
the
board.
Thank
you
and
your
team,
and
now
I'll
turn
it
over
to
Mara
I.
Think
you
have
a
question
I.
A
Opening
up
these
standard
stupid
drivers
are
taking
advantage
of
that,
so
I
would
encourage
you
to
continue
to
put
resources
into
the
stunt,
driving
and
excessive
speed
and
not
just
traditional
long
stretches
of
road,
but
also
on
residential
streets,
because
that's
where
you
see
a
lot
of
speeding,
they're,
not
respecting
the
40
in
the
50
kilometer
sign,
so
I
commend
you
and
your
office.
This
worked
for
doing
that
and
I've
seen.
You
know.
A
There's
some
great
Twitter
accounts
from
some
of
your
officers,
how
they're
catching
people
going
160
hundred
and
70
kilometers
an
hour
and
they're
not
only
being
stupid
by
putting
themselves
at
risk,
but,
more
importantly,
they're
putting
people
around
them
who
they
don't
even
know.
Some
person
driving
a
car
walking
across
the
street.
You
know
in
great
danger
when
they're
there
at
that
speed,
because
they
just
can't
stop
obviously
to
prevent
them
from
hitting
someone
or
killing
someone.
So
thank
you
and
your
officers
for
the
work
you've
done
on
it's
not
driving.
E
F
Again,
I
want
to
thank
mayor
in
response
to
traffic
questions,
inspector
Michelle,
Moran
and
staff
sergeant
mark
on
Rasheed
for
their
leadership
in
this
area.
Remember
me
and
we
had
to
date,
three
cases
where
members
have
contracted
the
virus,
two
of
them
related
to
work
related
issues,
one
related
to
community
contact.
That
is
a
very
low
number.
Well
we're
not
prepared
or
able
to
provide
benchmark
information
regards
to
other
police
services.
F
I
can
tell
you
that
we
had
participated
much
higher
levels
of
contraction
by
our
members
and
a
much
lower
ability
to
turn
out
a
work
ready
service,
but
the
police
service
took
very
definitive
early
action.
We
focused
extremely
hard
on
member
health
and
wellness.
We
made
very
early
investments
and
personal
protection
equipment,
although
none
of
it
was
perfect,
the
effort
has
had
the
desired
effect
for
the
very
low
number
of
members
directly
impacted.
That
said,
those
members
who
were
impacted
I
had
a
difficult
time.
F
E
And
I
hope
that
everyone's
doing
well
now,
okay,
the
other
question
I-
had
to
do
it-
has
to
do
with
follow
up
with
the
mayor's
question
on
speeding.
I
live
in
the
southern
end
of
the
city
and
it
seems
like
when
we
hit
ten
o'clock
at
night.
It's
like
the
red
flag,
goes
down
out
here
and
Prince
of
Wales
and
River
Road
to
become
speedways.
So
my
question
is
I.
E
F
Thank
you
for
the
question.
It's
been
one
first
of
all,
a
lot
of
our
ability
to
be
in
the
right
place
at
the
right
time
and
provide
the
right
activities,
sometimes
engagement,
sometimes
education,
sometimes
environmental
design.
Quite
often
recently
enforcement,
as
we've
talked
about
with
the
numbers.
It
requires
a
combination
of
our
officers,
experience
in
the
city
to
be
at
those
locations
as
some
of
them,
which
you
mentioned
yourself
to
be
proactive,
many
other
times
it's
because
the
community
does
phone
into
the
police,
either
directly
or
through
their
council
office.
F
As
I
said,
it's
probably
the
number
one
complaint
I
received
from
councillors
and
that
they
received
their
constituents,
as
you
just
alluded
to
so
we're
happy
to
take
it
either
way,
either
directly
to
our
our
call
center
again.
That
would
not
be
an
angle
one
call
as
it
was
actually
dangerous
driving.
That
was
putting
the
public
and
immediate
risk,
but
it
can
be
through
our
general
call
line.
It
can
also
come
through
your
counselor's
office
and
their
council.
We
can
email
us
and
we
will
relay
that
information
to
our
operational
commanders
for
a
response.
C
C
G
Finally,
that
I've
been
having
some
internet
connection,
so
I'm
be
breaking
up.
I'm,
not
sure,
but
thank
you
again,
chair
sandy
and
thank
you
chief
chief,
have
a
question
for
you
with
regards
to
to
racism.
I
continue
to
receive
calls
from
public
with
regards
to
to
racism
and
the
common
question
they're
asking
is:
how
do
we
track
incidences
of
racism
in
the
o-p-s
and
what
type
of
follow-ups
happen
after
an
incident
has
been
flagged.
F
Members
way,
thank
you.
It's
a
very
important
issue
and
one
I
think
of
it.
It's
important
to
every
fleet
service
across
the
country,
certainly
right
here
and
not
just
because
of
recent
incidents
because
of
the
history
of
this
challenge
in
this
Police
Service
I
can't
state
enough,
in
my
faith
in
the
Ottawa
Police
Service
and
the
vast
majority
of
its
members
who
understand
the
rules
of
office
and
the
requirements
of
a
professional
to
provide
unbiased
and
objective
sensitive
and
compassionate
Police
Service,
and
that's
what
we
do
on
a
consistent
regular
basis.
F
But
this
is
a
challenge
for
this
organization
as
every
police
organization.
I,
don't
want
to
not
answer
your
question
right
now,
but
if,
with
your
permission,
I'd
like
to
revisit
that
question
in
the
presentation
that
is
going
to
be
immediately
following
I
will
say,
though,
right
now,
our
ability
to
receive
reports
and
manage
at
a
high
level
is
not
where
we
need
it
to
be.
The
presentation
following
while
not
exclusively
about
this
topic
topic
will
substantially
address
this
topic.
C
Is
that
good
for
you,
Robert,
I'm,
guessing,
yes,
I!
Think
you're,
muted,
no,
okay!
Are
there
any
other
questions
for
the
chief,
not
seeing
any
other
questions
that
the
Ottawa
Police
Services
Board
received
this
report
for
information
see.
Thank
you.
Okay.
The
number
three
on
the
agenda
is
the
organizational
priorities
and
changes.
We
have
a
presentation
and
I.
Think
chief,
we'll
turn
it
over
to
you
so
that
you
can
get
that
presentation
underway.
F
Thank
you
very
much.
We're
gonna
be
showing
the
PowerPoint
presentation
now
so
Thank
You,
chair,
Thank,
You
members.
Today,
we've
prepared
this
presentation
on
the
organizational
changes
that
we're
making
to
support
the
board's
priorities
to
allow
us
to
implement
those
priorities
and
to
move
your
organization
forward.
I
will
provide
in
the
first
phase
of
the
presentation,
an
overview
of
the
changes
along
with
the
deeper
dive
on
some
of
the
new
specific
initiatives
that
have
been
put
in
place
over
the
last
two
months.
F
1
I
think
the
board
and
the
public
will
be
familiar
with
the
chart
on
what
is
on
the
right-hand
side
of
the
screen
that
outlines
the
board's
priorities
for
the
service
to
deliver.
The
bullet
points
on
the
left-hand
side
of
the
screen
are
an
example
of
some
of
the
major
activities
and
investments
that
the
organization
has
undertaken
in
the
last
six
months
to
a
year
on
advancing
those
priorities.
F
E
F
But
acting
deputy
mccannon
will
speak
about
substantively
in
the
last
course
for
this
presentation
in
advancing
member
wellness,
we've
made
substantial
net
new
funding
and
staff
investments
dedicated
to
health
and
wellness,
the
creation
of
the
EDI
unit
and
the
RBI
Directorate
in
2020
in
advancing
the
modernization
of
the
work
environment.
We're
now
presenting
the
new
Auto
Police
Service
organizational
chart,
including
the
new
respect,
values
and
inclusion.
Directorate
they'll
be
additional
changes
unfold
over
the
next
year.
F
F
Repeat
again,
it's
the
reason
why
I
chose
to
come
here
and
to
be
at
the
chief
of
this
organization.
It's
the
reason
why
I
chose
is
to
ring
and
raise
my
family
in
the
city
because
of
institutions
like
the
Auto,
Police
Service
and
their
dedication
to
innovation,
to
address
these
very
vexing
and
complex
issues
that
every
organization,
policing
or
otherwise
faces
I
want
to
recognize,
in
particular
the
bottom
third
of
that
list,
most
of
which
has
been
implemented
in
the
last
six
months.
F
The
community
equity
Council,
which
has
been
rejuvenated,
formed
and
rejuvenated
over
the
last
year.
The
EBI
action
plan,
which
brought
together
many
of
the
recommendations
in
the
previous
bullet
points
above
the
workplace.
Harassment
work,
which
I
alluded
to,
is
just
kicked
off
as
a
joint
project
between
the
board
of
the
service
and
a
high-risk
case
management
process,
which
I
think
will
substantially
address
the
questions
that
members
way
to
put
to
me
just
before
this
presentation
began,
but
that
last
bullet
point
at
the
bottom
of
the
page
is
probably
the
most
important
one.
F
This
is
a
high-level
overview
of
the
organizational
chart,
the
new
organizational
chart,
which
is
being
implemented
here,
the
Ottawa
police
service.
Some
of
these
pieces
have
been
put
in
place
over
the
last
month
in
March.
We
realigned
and
redefine
the
roles
of
the
executive
officer.
We
mainstreamed
and
made
permanent
the
position
of
staff
sergeant,
major
and
ceremonial
sergeant
major.
Those
are
the
positions
in
the
red
box
on
the
part,
and
we
announced
the
implementation
of
the
respect,
values
and
inclusion
unit,
which
is
in
the
serrated
green
circle.
F
That
includes
the
new
chief
strategy
officer
position,
which
will
combine
the
corporate
communications
and
our
current
policy
planning
and
analytics
units
into
one
Directorate.
There
will
be
a
new
Directorate
for
General
Counsel,
which
will
include
legal
services
and
our
professional
standard
services.
The
merging
together
these
different
business
functions
will
create
new
synergies.
F
We
will
be
expanding
and
focusing
additional
resources
into
the
areas
of
intelligence-led
policing,
as
well
as
neighborhood
policing
in
the
remaining
portions
of
the
organization.
Charts
I'll,
be
bringing
this
matter
back
to
the
board
and
to
the
public
in
the
July
board
meeting
where
we
will
do
a
deeper
dive
into
all
sections
of
the
proposed
organization
chart.
F
The
board
had
an
overview
at
the
public
policy
committee
meeting
a
month
ago,
where
we
did
provided
a
deeper
dive
into
this,
but
for
the
purposes
of
today's
presentation,
I
want
to
focus
most
of
our
time
on
the
new
respect
values.
An
inclusion
unit,
as
well
as
the
other
functions
that
advance
member
wellness,
health
and
morale
next
slide.
Please
so
some
particular
positions
that
have
been
either
enhanced
or
created.
The
executive
officer
position
is
the
long-standing
position
that
many
chiefs,
the
police,
have
made
various
changes
to
over
the
course
of
time.
F
F
Information
perspective
from
the
ground
from
our
frontline
members,
men
and
women
in
every
organ
part
of
the
organization
providing
vital
services
either
directly
to
community
or
in
support
of
those
provide
those
services
to
community.
The
executive
officer
will
serve
as
a
direct
the
office
of
the
chief
to
the
whole
of
the
organization
and
of
the
whole
of
the
City
of
Ottawa.
There's
only
one
of
me
as
much
as
I.
Try
to
put
in
a
full
day's
work
for
a
full
day's
pay.
F
I
require
an
individual
of
senior
capability
and
senior
officer
status
to
be
able
to,
but
to
allow
more
access
to
the
office
of
the
chief
and,
in
turn,
to
be
able
to
represent
the
office
more
directly
to
more
members
internally
and
more
community
members.
Externally.
That
is
the
new
you
and
focused
role
of
the
executive
officer.
F
The
next
one
is
a
service
sergeant
major.
It
has
its
history
in
our
Canadian
military.
It
serves
as
a
direct
and
unfiltered
point
of
contact
between
the
frontline
members
and
the
office
of
the
chief.
It's
specific
focus
is
on
those
members
who
are
actually
in
the
roles
of
delivering
service
directly
to
the
community
in
the
community
with
the
community
for
the
community.
F
The
second
position
is
a
corps
sergeant,
major
or
ceremonial
sergeant
major.
This
serves
as
the
direct
and
unfiltered
contact.
That's
between
frontline
members
in
the
office
of
the
chief,
it's
specific
focus,
is
on
the
preparation
of
our
members
to
go
out
into
the
community
and
deliver
services
or
to
support
those
members
in
the
community.
It
is
focused
on
issues
like
deportment
dress,
equipment,
values,
morale
esprit
de
corps.
It
allows
our
folks
to
be
as
healthy
as
positive
as
cohesive
as
objective
as
possible
for
when
they
go
out
and
deliver
those
critically
important
services.
F
Employee
resource
groups
are
internal
members
at
every
rank,
but
particularly
supervise
Arion
senior
ranks
who
provide
additional
mentoring
coaching
and
supports
to
traditionally
underrepresented
members
of
the
service,
civilian
and
sworn
at
every
rank
and
in
every
rule,
across
the
organization.
Up
until
now,
they
have
been
informal
and
supported
to
a
relatively
limited
degree,
with
the
creation
of
the
new
RBI
Directorate
additional
resources
in
those
areas
and
additional
funds.
Closer
contact
of
the
office
of
the
chief,
these
er
G's
will
provide
much
higher
levels
of
mentoring,
coach.
It
can
support.
We
believe
it
will
expand.
F
F
There's
another
type
of
ground
truth
that
is
critically
important
for
the
office
of
the
chief
and
the
command,
and
that
is
the
truth
that
comes
directly
from
our
community
themselves.
We
established
a
community
equity
council
on
the
basis
of
recommendations
that
came
from
some
of
those
initiatives
that
I
outlined
earlier.
F
The
community
equity
council
is
composed
of
a
group
of
equity
diversity,
inclusion
subject
matter
experts
as
well
as
a
broad
group
of
demographic,
not-for-profit
and
sector
stakeholders.
This
group
meets
on
a
regular
basis.
They
provide
direct,
meaningful
input
again
unfiltered
to
the
chief,
the
command
and
the
senior
leadership
team
of
the
Ottawa
police
service.
They
provide
input
on
community
concerns,
while
also
identifying
opportunities
to
improve,
improve
trust,
community
confidence.
F
They
facilitate
open
dialogue,
they
engage
in
difficult
conversations
and
they
help
us
to
address
some
of
the
most
contentious
and
contextual
issues
that
we're
dealing
with
right.
Now,
the
community
equity
council
has
been
directly
involved
in
the
development,
implementation
and
evaluation
of
Ottawa
police
service
initiatives,
projects
and
priorities,
not
the
least
of
which
is
the
EDI
action
plan.
F
While
we
have
not
solved
all
the
problems,
we
have
taken
major
strides
on
a
long
journey
towards
the
resolution.
Some
of
those
complex
and
vexing
issues
that
this
organization
has
been
facing
in
recent
time
and
over
the
long,
haul
and
I
am
quite
confident
that
we
will
be
able
to
tackle
these
issues
in
new
and
better
ways
than
we've
ever
been
able
to
do
before.
H
Thank
you,
chief
chair,
Smallwood
and
members
of
the
board.
The
respect
values
in
inclusion.
Directorate
will
allow
us
to
take
a
whole
of
service
approach
to
issues
related
to
equity,
diversity,
inclusion
and
respect
ethics
and
values.
This
approach
will
allow
us
it
will
ensure
that
we
look
for
Elsa,
which
take
into
account
all
aspects
of
the
collective
experiences
and
realities
of
our
community
and
our
members.
H
So
an
inter
an
intersectional
approach
ensures
overall
member
inclusion.
It
promotes
better
practices,
sound
policies
and
decision
making
in
a
manner
which
is
equitable
and
respectful
to
our
members.
It
also
allows
for
the
implementation
of
evidence-based
organizational
and
systemic
change
strategies
which
supports
community
safety
and
well-being.
I
must
add
that
the
rvi
that
will
not
be
the
panel
is
here
to
solve
all
problems.
H
However,
it
will
allow
us
to
build
institutional
capacity
in
EDI
and
our
evie
in
equity,
diversity,
inclusion
and
respect
ethics
of
values
and
allow
us
to
build
capacity
in
the
rest
of
Opie
s
to
be
able
to
identify
and
eliminate
systemic
barriers
that
impede
the
safety
and
well-being
of
our
members.
It'll
also
ensure
that
we
provide
culturally
appropriate
services
which
are
fair
and
equitable
to
the
other
community,
particularly
to
the
underrepresented
and
traditionally
marginalized
groups.
H
The
Directorate
is
divided
into
two
sections:
the
rav
we
call
it
is
respect,
ethics
and
values,
which
is
led
by
a
director,
Deborah
Aaron,
oh,
and
we
animal
focus
on
respectful
workplace
and
ethics.
This
section
will
be
mandated
simply
implement
proactive
and
responsive
strategies
to
improve
professional
ethical
values
based
behavior
in
all
members
and
in
the
o-p-s
as
a
whole.
The
second
section
idea:
I
equity
diversity,
inclusion
led
by
a
director,
Davis
snotty,
well
focus
on
bringing
the
broader
membership
together
by
implementing
inclusive
practices
and
leading
and
incorporating
systemic
change
throughout
the
organization.
H
You
will
be
hearing
from
Deborah
and
David
shortly,
so
in
terms
of
outcomes
for
for
memory
impacts
when
fully
aligned,
we
could
see
greater
transparency
and
resolution.
The
members
will
see
greater
transparency
and
resolution
and
because
we
people
will
be
developing
a
more
streamlined
conflict
management
system,
we
should
see
a
reduction
in
complaints
as
organizational
capacity
increases.
We
might
even
see
an
increase
in
complaints,
as
people
begin
to
trust
us
and
count
forward
with
the
issues.
H
We
also
should
see
increase
morale,
wellness
and
confidence
and
trust
and
inclusion
and
in
terms
of
community
impacts,
the
community
recognizing
that
o-p-s
is
taken
the
seriously
and
is
while
invested
in
it,
and
we
should
see
improved
relationships,
studies,
an
engagement
officer,
safety,
community,
lady
intelligence,
because
when
people
trust
us,
they
are
more
willing
to
provide
information
to
help
us
solve
problems,
and
we
should
see
improved
trust
and
confidence,
especially
what's
traditionally
marginalized
communities.
And,
of
course,
the
bottom
line.
I
Good
afternoon
my
name
is
Deborah
Aaron,
L
and
I'm.
The
director
of
respect
ethics
and
values.
I'm
very
excited
to
brief
you
on
the
respect,
ethics
and
values.
Our
Evy
section,
although
respectful
workplace
program
has
been
around
since
2008
I
have
been
looking
forward
to
the
time
that
I
would
be
able
to
build
a
new
and
improved
conflict
management
system,
including
an
ethics
program
with
chief
slowly
at
the
helm.
This
has
become
a
reality.
I
believe.
The
best
way
forward
is
to
have
two
streams:
a
proactive
one
in
a
reactive
one.
I
This
means
we
will
increase
the
staffing
model
by
putting
in
a
staff
sergeant
will
oversee
these
two
streams
on
the
reactive
side
of
the
house.
That
will
require
a
revamping
of
the
current
respectful
workplace
program,
the
rwp
a
pioneer
in
its
time.
However,
many
years
have
passed
since
its
inception,
and
there
is
currently
legislation
governing
these
issues,
so
it
requires
a
refresh
in
terms
of
process
policy
and,
of
course,
timely
ruess
response.
I
We
will
start
by
creating
foundational
changes
to
the
process
and
policy
and
create
a
more
efficient
and
robust
complaint
system
by
streamlining
and
mapping
how
complaints
are
made
and
handled.
The
intention
is
to
then
staff
it
with
two
started:
sergeants
one
to
do
mediations
and
one
to
do
investigations
on
the
proactive
side.
The
plan
is
to
staff
it
with
a
sergeant
who
will
support
the
ethics
and
risk
detection
portfolio
at
the
o-p-s.
This
person
will
also
be
instrumental
in
rolling
out
the
ethics
framework.
There's
a
lot
of
work
to
be
done.
I
I
The
hope
is
that,
by
creating
a
governance
structure
having
appropriate
metrics
in
place
that
will
track
trends
along
with
the
introduction
of
a
helpline
where
members
can
raise
dilemmas
of
an
ethical
nature,
along
with
an
ethics
consultation
team
that
will
span
all
areas
and
rings
to
the
service
that
o-p-s
will
be
able
to
get
to
a
place
where
we
can
better
handle
issues
before
they
turn
into
complaints
or
unwelcome
behavior,
and
with
that
said,
I.
Thank
you
very
much
for
your
time
and
I'm
going
to
hand
it
over
to
my
colleague,
David
snotty.
J
J
Often
I'm
asked
why
EDI?
What
does
it
mean
and
just
just
for
the
the
audience
diversity
is,
is
the
factual
components
that
we
know
day
in
and
day
out
that
usually
it's
the
numbers
that
people
focus
on
so
all
those
different
dimensions
of
who
we
are.
You
know
as
a
as
a
parent
as
a
male,
our
faith,
our
languages
and
hidden
identities
that
often
aren't
seen
on
people
such
as
sexual
orientation
or
faith
and
disability.
J
It
leads
to
authentic
inclusion,
meaning
that
all
of
those
assets
that
people
bring
with
them
to
work
are
being
fully
leveraged,
are
being
celebrated,
acknowledged
and
no
one
is
experiencing
barriers
or
discrimination
based
on
one
of
those
identifiable
grounds
and
and
aspects
of
their
identity.
I
often
say
that
EDI
work
is
a
journey,
it's
not
a
destination,
however,
it
does
have
very
specific
milestones,
and
this
marks
an
incredible
milestone
for
the
Ottawa,
Police,
Service
and
so
far.
Well,
the
o-p-s
has
led
the
way
on
some
groundbreaking
areas.
J
According
to
senior
leaders
surveyed
the
importance
of
EDI
as
part
of
a
business
strategy,
they
90%
agree
or
strongly
agree
that
it's
an
absolute
imperative
and
they
they
state
that,
because
EDI
contributes
to
their
organ
overall
performance.
It
contributes
to
more
innovation,
creativity
and
enhanced
problem-solving,
so
alignment
of
multiple
projects
and
initiatives
and
recommendations
into
a
centralized
Directorate.
J
We
now
have
the
foundation
to
drive
many
of
those
strategies
forward
in
an
organized
and
systematic
way
and
through
the
centralized
expertise,
there
is
more
impactful
influence
on
various
systems
to
ensure
that
those
policies
decision-making
in
practices
are
equitable,
fair
and
inclusive.
The
o-p-s
now
has
a
good
foundation
and
it's
trying
time
to
bridge
that
foundation
with
both
those
external
ground
truths
that
the
chief
referenced
and
the
internal
ground
truths
and
we're
so
fortunate
to
have
a
number
of
different
stakeholders
that
we
can
tap
into
to
help
inform.
J
There
I
just
wanted
to
reference
that
there
are
multiple
recommendations.
I'll
talk
about
that
shortly
and
the
new
section
will
be
guided
by
those
priorities
and
work
through
them
systematically
with
a
critical
eye
on
how
interdependent
various
parts
of
the
system
can
be
and
and
to
ensure
that
we
are
looking
for
those
unintended
consequences,
those
barriers
and
working
to
remove
those
guided
by
good
evidence
such
as
the
Ontario
Human,
Rights,
Commission
policy
frameworks.
Along
with
the
global
diversity
and
inclusion
bench
benchmark
standards,
the
EDI
section
will
use
a
systems
approach
to
continue
its
work.
J
We
will
absolutely
have
a
focus
on
Human,
Rights,
anti
black
racism
and
all
forms
of
systemic
discrimination.
They.
These
will
continue
to
be
key
areas
of
focus
of
this
new
section
of
work.
So,
working
with
the
many
partnerships
that
the
chief
had
talked
about
earlier,
along
with
the
city's
new
anti-racism
Secretariat,
Ottawa
equity,
to
name
a
few,
as
well
as
our
employee
resource
groups,
patrol
advisory,
our
peer
support
and
wellness,
there's
so
many
opportunities
we'll
be
working
with
them.
J
To
give
us
both
that
internal
and
external
perspective,
some
of
the
work
of
the
new
section
will
be
familiar
to
what
is
currently
part
of
my
former
sections.
The
community
development
and
diversity,
race
relations
and
some
of
the
work
within
those
two
areas
will
be
better
aligned
to
support
the
enhanced
work
in
community
policing
and
neighborhood
based
policing,
and
some
of
it.
That
is
more
strategic
and
focus
will
remain
with
the
EDI
section
more
to
come
on
that
as
those
changes
align
over
the
coming
weeks
and
months.
J
The
wanted
to
reference
that
on
the
EDI
action
plan,
which
are
sort
of
what
you're
seeing
on
the
deck
here,
there
are
internal
outputs
and
there
are
some
that
are
more
focused
internally.
I
won't
go
through
each
of
those
because
they
were
presented
as
part
of
the
as
part
of
the
approval
in
February,
but
I
do
want
to
highlight
a
couple
of
things.
The
approved
plan
contains
ten
priority
action
items.
Half
of
them
are
complete
or
on
track
for
completion
for
June.
J
Despite
the
impact
of
kovat
19,
we
are
catching
up
and
should
only
experience
a
couple
of
delays
as
we
move
forward,
we're
still
on
track
to
deliver
all
ten
priority
action
items
by
year-end.
We
will
be
working
closely
with
community
equity
council
to
help
monitor,
implement
and
ensure
evaluation
against
intended
outcomes
of
the
action
plan
and
the
CEC.
J
Its
alignment
continues
to
grow
and
mature
along
this
journey
and
as
the
organization
gets
healthier
and
more
authentically
inclusive,
it
will
provide
the
services
deserved
and
expected.
It
will
retain,
promote,
recruit
and
attract
the
diverse
talent
that
will
continue
to
enhance
the
performance,
innovation,
creativity
and
problem-solving
want
to
thank
the
chief
and
the
board
for
their
support.
Looking
forward
to
the
work
that
we
will
do
together
as
we
go
forward
and
now
I'd
like
to
hand
the
presentation
over
to
acting
deputy
McKenna
for
the
next
portion
of
the
presentation.
K
K
We
have
a
scorecard
right
now,
where
we
know
that
this
exists
at
all
levels.
Within
the
auto
police
service.
We
have
members
that
are
charged
with
sexual
assault.
We
have
human
rights
complaints
and
we
know
that
our
gender
audit
dealt
with
sexual
discrimination,
but
we
needed
to
take
it
one
step
forward
to
deal
with
sexual
violence
and
harassment
that
it
is
our
is
in
our
workplace.
We
are
not
the
only
organization
that
is
facing
these
challenges.
K
We
need
to
create
a
burning
platform
for
cultural
change,
our
gender
and
diversity
audit.
Our
EDI
action
plan
has
spoke
to
some
of
the
steps
that
we
are
moving
forward
with.
There
is
a
need
for
change
now,
which
is
supported
by
our
Police
Services
Board
and
our
internal
leadership.
It's
an
issue
for
all
of
us
that
starts
at
grasps
grassroots
level
to
be
a
champion
for
it
next
slide.
K
Our
mission,
and
it
is
in
draft
form,
is
to
eliminate
workplace
sexual
violence
and
harassment
in
the
Ottawa
Police
Service
by
creating
and
maintaining
a
supportive
and
inclusive
work
environment
for
all
members,
and
we
want
to
ensure
an
overall
organizational
culture
of
respect,
openness
and
high
standards
for
professional
and
Equador
policing.
That
is
reflective
of
our
core
values.
K
Next
slide.
These
are
draft
building
blocks
that
we
will
work
out
in
consultation
with
both
external
community
members
as
well
as
internal.
We
need
to
have
a
better
understanding
of
the
sexual
violence
and
harassment
problem
at
the
auto
police
service.
We
need
to
be
able
to
support
our
members
who
come
forward
and
disclose
issues.
We
need
to
create
a
space,
a
safe
space
for
them
and
a
third
party
reporting
option.
K
Next
slide,
please.
Our
draft
governance
model
is
jointly
with
the
Ottawa
Police
Service
Board
and
the
auto
police
executive
team,
the
Ottawa
police
chair
and
the
chief
will
be
our
co-chairs
of
the
executive
I.
Am
your
executive
sponsor
and
we
have
a
core
project
team
internally
that
our
subject
matter.
Experts,
superintendents
Granger,
is
the
co-chair
of
that
team,
and
her
team
will
continue
to
lead
this,
because
this
is
not
just
a
now,
but
it's
continuing
into
the
future.
K
We
will
create
a
external
advisory
committee
because
we
want
to
ensure
we
have
an
eyes
on
and
we
want
to
learn
lessons
that
other
services,
other
agencies
have
gone
through,
so
we
can
learn
from
them.
We
want
to
be
open,
transparent
and
accountable
to
them
our
internal
advisory
committee.
It's
an
opportunity
from
members
who
have
experienced
sexual
harassment
and
violence
in
the
workplace
to
come
forward
and
help
us
move
in
the
right
direction.
K
Next
slide,
please.
We
want
to
work
with
working
groups
internally
internally
for
an
opportunity
to
come
forward
and
voice
where
they
feel
we
need
to
work
on
avenues
to
support,
prevent
sexual
harassment
and
violence
in
the
workplace.
Our
our
internal
advisory
and
focus
groups
will
provide
us
that
direction
our
external
advisory
groups
of
Teva,
who
we
will
be
looking
from
a
different
lens
to
provide
us
input
and
guidance
on
our
language
that
is
involved.
K
F
The
o-p-s
is
dealing
with
some
very,
very
real
and
major
challenges
right
now,
with
some
of
our
members
and,
quite
frankly,
with
our
organization,
its
systems,
its
culture,
its
history,
the
trust
that
the
community
has
in
it
and
our
ability
to
demonstrate
different
activities.
Most
importantly,
different
outcomes,
I
want
to
be
clear
that
any
type
of
misconduct
is
unacceptable
in
the
Ottawa
Police
Service,
our
members
expect
more
from
their
organization,
as
do
the
community.
F
F
It
took
a
while,
because
these
systems
are
not
well
connected
in
the
organization,
but
we
have
that
answer
and
I
want
to
provide
it
today.
One
of
the
major
reasons
why
we
spend
so
much
time
in
this
presentation
on
the
new
respect,
values
and
inclusion.
Directorate
the
subunits
and
this
very
important
joint
project
was
to
help
to
understand
that,
while
we're
good,
we
need
to
be
better.
F
We
need
to
have
answers,
not
just
the
answers
to
these
questions,
but
the
solutions
and
not
just
the
solutions,
but
the
demonstrated
advances
against
these
solutions
in
the
of
them.
In
2018,
the
Ottawa
Police
Service
had
one
reported
incident
of
workplace
sexual
violence,
three
reported
incidents
of
workplace,
sexual
harassment.
This
included
five
female
complainants
in
2019.
The
Ottawa
police
service
had
one
important
incident
of
workplace
sexual
violence,
two
reported
incidents
of
workplace,
sexual
harassment.
F
This
included
six
different
female
members
of
the
Ottawa
police
service
year
to
date
in
2020
we
have
one
incident
of
reported
workplace
sexual
harassment.
This
involves
three
female
members
of
the
Ottawa
Police
Service
want
to
be
clear,
while
this
demonstrates
some
confidence
in
our
systems,
some
confidence
by
our
members
to
report
workplace,
violence,
sexual
violence
and
sexual
harassment
internally,
it
clearly
is
not
a
likely
representation
of
the
depth
of
this
issue
facing
the
Ottawa
police
service.
I
received
a
statistic
today
from
one
of
our
important
community
partners.
F
F
We
work
in
one
of
the
most
dynamic,
demanding
and
dangerous
professions,
delivering
24/7
365
services
to
one
of
the
most
amazing,
diverse,
but
imperfect
cities
as
it
works
family
and
as
police
professionals.
We
need
to
acknowledge
the
range
of
moral
injuries
that
some
of
our
members
have
been
suffering
at
the
hands
of
other
members,
members
at
all
ranks
and
all
roles
in
this
organization,
an
all
too
silent
majority,
immature
risk
management
systems,
individual
acts
of
omission
and
less
and
consistently
courageous
leadership
enables
oppressors
and
disables
victims.
F
Under
my
tenure
of
police
chief
with
the
Ottoman
Police
Service,
we'll
continue
to
make
additional
major
investments
to
fix
our
house
to
increase
the
health,
wellness
and
safety
of
all
of
our
members
to
create
a
harassment,
free
organization
and
to
advance
equity
diversity.
Inclusion
in
the
autumn
of
police
service.
When
we
see
inexperience
things
like
racism,
sexism,
harassment
or
disrespect
in
any
form,
they
need
to
be
addressed.
We
have
to
do
something.
The
right
thing.
These
conversations
are
tough
for
all
of
us
and
they're
tough.
F
For
me,
as
a
leader
of
this
organization,
I
am
in
a
conundrum
every
time
that
I
attempt
to
address
an
individual,
a
group
or
a
systemic
issue
in
the
Ottawa
police
service,
I
am
inevitably
accused
of
overstating
or
understating
the
issue.
Some
stakeholders
will
perceive
that
I
am
painting
every
member
of
the
organization
with
the
same
brush
and
condemning
the
entire
organization.
I
am
NOT.
Other
stakeholders
will
say
that
I
haven't
gone
far
enough
in
condemning
the
organization's
culture
and
its
history
of
misconduct
and
public
trust.
F
I
will
not
do
anything
other
than
advance
this
organization.
My
job
is
not
to
please
everyone,
this
to
move
the
organization
and
all
of
its
members
forward,
so
that
they
in
turn
can
provide
the
best
possible
service
to
the
1
million
residents
of
Ottawa.
This
is
what
I've
been
doing
since
day,
one
on
the
job,
and
this
is
what
I
will
continue
to
do
until
my
last
day
on
the
job.
F
These
are
difficult
discussions
from
hard
working
questions
and
it
results
from
courageous
conversations
and
I
promise
you
that
we
need
to
do
all
of
these
things.
On
the
first
day
that
I
took
office,
we
need
to
look
at
ourselves.
We
need
to
own
our
issues.
We
need
to
work
together
to
implement
sustainable
solutions.
It
takes
courage
and
strength
individually
and
collectively
to
do
this
and
we
have
it
and
we
will
world.
F
The
Ottawa
Police
Services
Board
and
the
Auto
Police
Service
are
fully
committed
to
preventing
and
reducing
incidents
of
workplace,
sexual
violence
and
harassment,
supporting
survivors,
enabling
increased
reporting
and
decreased
reprisals.
The
new
AR
VI
Directorate
will
advance
equity
diversity,
inclusion,
respect
ethics
and
values
in
the
Ottawa
Police
Service.
It
will
reduce
all
aspects
of
workplace,
bullying,
harassment
and
violence.
We
have
made
a
strong
start,
but
we
have
much
more
to
do.
F
We
will
have
additional
updates
to
the
board
and
to
the
public
as
to
the
additional
advancements
of
this
new
organizational
chart
and
most
we'll
be
prepared
to
ask
answer
those
very
tough
questions
being
asked
of
us
by
our
members
and
members
of
the
community.
Thank
you
very
much.
I'll
turn
things
back
over
the
chair.
Slowly.
Thank.
C
You
stated
it
and
I
think
the
board
feels
very
strongly.
Sexual
harassment
and
violence
have
no
place
in
society
and
therefore
no
acceptable
place
in
our
workplaces
as
an
employer.
The
board,
in
collaboration
with
the
chief,
has
a
responsibility
for
taking
steps
to
prevent
and
respond
to
sexual
harassment
and
violence
in
the
workplace.
C
We
know
that
sexual
harassment,
in
particular,
is
more
common
in
male-dominated
work
environments
such
as
policing.
We
have
been
taking
many
positive
steps
forward
from
an
equity,
diversity
and
inclusive
perspective,
to
try
and
promote
the
Ottawa
Police
Service
as
an
employer
of
choice
for
all.
We
need
to
make
sure
that
the
workplace,
we're
inviting
applicants
to
join,
is
just
as
welcoming
and
inclusive
the
board
established
equity
diversity
and
inclusion
as
a
strategic
priority
and
our
last
business
planning
cycle.
C
E
Thank
you
very
much
chair
and
I
do
support
that
member
near
'men
join
that
committee.
I.
Think
he'll
be
wonderful
in
the
position.
I
do
applaud
all
the
work.
That's
been
done
to
organize
reorganize
that
many
of
these
committees
and
I
applaud
you
on
that.
The
question
I
have
and
and
I
know
it's
sometimes
it's
systemic
and
it's
very
difficult
to
challenge.
E
But,
chief,
you
know
what
we've
been
hearing
is
that
there
are
several
more
complainants
in
the
police
force
right
now,
who
are
would
like
it
to
come
forward
with
forward
with
some
allegations
of
sexual
harassment,
but
are
afraid
to
so
I'm
just
wondering.
Well,
we
while
we
reveal
this
plan
tonight,
what
do
you
say
to
women
who
are
in
the
force
right
now
who
are
reluctant
to
come
forward?
What's
your
message
to
them
a.
F
Message
to
them
is
very
simple:
do
come
forward
that
simple
message
doesn't
ignore
the
reality
that
many
members
face
around
coming
forward
under
any
circumstances
for
any
act
of
misconduct
that
they
are
required
to
and
feel
that
they
should
come
forward
and
report.
It's
always
very
difficult
to
say
to
make.
We
recognize
the
difficulty
of
that
particular
as
it
relates
to
sexual
violence,
sexual
harassment.
One
of
the
reasons
why
we've
announced
this
joint
board
and
service
initiative
is
that
we
connect,
so
we
can
explore
very
quickly
other
options
and
currently
exist.
F
Members
can
be
port
to
their
chain
of
command.
Members
can
report
directly
to
our
professional
standards.
Branch
members
can
work
directly
to
my
office,
but
for
all
the
reasons
we've
discussed
and
many
more
they're
reluctant
to
do
so
so
we're
looking
out
into
the
industry
for
best
practices,
we're
seeing
in
both
the
public
sector
and
the
private
sector
other
options
where
members
can
feel
more
confident
to
come
forward
about
these
allegations,
but
not
necessarily
even
within
the
organization.
So
we're
seeing
external
third-party
agents
comment
on
this
person.
F
Third
party,
not-for-profit
organizations
that
provide
that
reporting
mechanism,
while
still
allowing
the
issue
to
be
addressed
primarily
through
internal
mechanisms.
One
of
the
efforts
that
we
hope
this
new
working
group
will
do
rules
be
explore
this
opportunity
as
quickly
as
possible
and
either
rule
it
out
or,
quite
frankly,
rule
it
in
and
we'll
implement
it
if
it's
ruled
in
as
quickly
and
as
effectively
as
we
possibly
can
Najim
in
an
amp
question
again,
the
number
one
thing
is
not
to
continue
to
be
victimized
not
to
be
alone.
F
E
F
If
I
was
looking
for
an
easy
job,
I
would
have
taken
this
one,
and
these
issues
are
hard
to
tackle.
They
are
often
extremely
so
from
bullying
and
workplace
mobbing
through
to
harassment
and
the
reprisals
against
harassment.
This
is
one
of
those
most
unknown
areas
in
policing
and
that's
why
it's
one
of
the
most
under
resolved
areas,
for
whatever
combination
of
reasons
and
not
just
in
the
Ottawa
Police
Service.
We
have
not
fully
turned
our
individual
and
collective
minds.
F
We
have
not
fully
resourced
and
invested
in
these
issues
so
that
we
can
all
understand
to
a
greater
degree.
How
important
this
issue
is,
how
devastating
it
is
to
our
members
the
many
different
ways
that
we
can
now
currently
address
it
and
in
the
future,
through
other
innovative
practices,
better
address
it.
That's
exactly
what
we're
trying
to
do
here
with
all
that
said,
there
will
still
be
times
where
we
fail
to
provide
the
right
Avenue
the
right
supports.
F
We
failed
to
understand
the
subtlety
and
the
complexity
of
the
circumstances,
but
I'm
not
afraid
of
failing
I'm,
only
afraid
of
not
trying
and
not
trying
to
do
better
and
so
far.
I
have
a
team
of
leaders
in
this
organization,
a
leadership
team
on
the
board
and
many
leaders
in
the
community
who
are
willing
to
try
with
us
try
and
fail
yes,
but
try
to
succeed.
E
F
I
will
say,
though,
and
I'm
learning
about
this
as
a
leader
within
this
organization.
I'm
learning
about
this
as
a
member
of
this
society
that
sometimes
heavier
penalties
and
more
punishment,
don't
actually
solve
the
larger
problem.
I
am
willing
to
consider
anything,
including
heavier
penalties
and
more
direct
punishments
for
those
that
continue
to
willfully,
ignore
and
flout
the
rules
in
the
open
office,
but
I'm
also
willing
to
try
and
new
tools,
mediation,
restoration,
Truth
and
Reconciliation
in
the
right
cases,
for
the
right
reasons
to
move
the
organization
in
the
right
direction.
F
A
Sandy,
yes,
mayor
I,
just
just
a
couple
of
things
on
the
the
changes
chief
that
you're
proposing
here
with
these
new
additional
staff,
sergeants
and
so
on.
Are
these
included
in
the
budget?
How
much
how
many
new
positions
are
being
created,
as
was
over
the
reorg?
Are
you
in
a
position
to
reduce
any
other
positions
to
offset
all
these
new
ones
and
what's
the
cost.
F
F
So
there
will
be
no
new
increased
to
our
operating
budget
and
given
the
impacts
of
copán
19
as
I
provided
in
my
first
reports
to
the
board
in
this
board,
section
were
committed
to
reducing
the
impact
of
those
costs
and
we
do
think
the
overall
cost
of
the
organization
down
to
as
close
to
Net,
Zero
or
below,
even
with
the
extra
cost
associated
19.
All
the
changes
that
we
know
the
future
changes
that
will
go
into
this
new
organizational
chart
will
be
the
operating
and
addressing
the
employ
additional
Kovac
cost
impact.
A
So
how
many
new
FTEs
are
there
because
I
think
these
most
of
these
positions,
the
to
what
were
they
called
the
stories
so
that
you've
got
to
at
least
to
sergeant
majors
I
heard
a
staff
sergeant?
One
assumes
there's
some
infrastructure
around
them
and
they're
leaving
other
positions,
I
assume
the
sergeant
majors.
So
that
fills
a
void.
You
have
to
hire
someone
to
fill
their
old
position.
F
No
new
FTE
positions,
mayor
they're,
converting
positions
from
other
places,
but
again
for
higher
priorities.
It's
all
a
bunch
of
many
leaders
to
find
the
right
resource,
I,
firmly
believe,
if
you're
going
to
make
health
and
wellness
renting
member
concerns
when
bullying
and
amendment
and
workplace
violence
that
you
have
to
put
your
most
important
resource
against
your
highest
priority.
That's
exactly
what
we've
done:
we've
redeployed
resources
within
Toronto
against
the
board's
high
parameters
and
that's
what
we've
done
in
this
case.
There
are
no
new
requests
for
additional
resources
in
history
organization.
A
F
So
these
are
internal
matters,
they
are
member
of
human
resource
matters
and
we
would
not
normally
release
the
information
of
internal
member
matters
to
the
public.
We
do
have
exceptions.
Criminal
charges
laid
against
members
that
were
that
have
a
public-facing
impact,
not
that
none
of
these
don't
have
a
public
impact
in
terms
of
trust
and
our
ability
to
deliver
services,
but
they
are,
for
the
most
part,
internal
member
employee
issues
that
must
be
dealt
with
in
travel.
F
I
want
to
I
want
to
click
them,
something
I'm,
not
sure
if
it's
in
your
question
there,
but
no
member
should
have
their
internal
matters
leaked
out
of
this
organization.
So
any
reason
or
in
any
way
and
in
some
of
the
more
recent
cases
as
well
as
in
some
of
the
many
cases,
have
preceded
my
arrival
here
in
Ottawa.
F
That
has
happened,
and
there
is
no
excuse
for
that
anymore
than
there
is
any
excuse
for
workplace
misconduct
who
played
violence
or
workplace
harassment,
and
we
are
taking
direct
steps
to
address
the
issue
of
leaks
of
information
from
within
inaudible
police
service
that
have
their
own
effects
of
victimizing
or
members
in
this
organization
and
my
responsibilities
to
protect
all
members
of
this
organization
against
that
type
of
leak.
They're
often
quite
often
find
new
saloons
within
these
very
cases
themselves:
workplace
harassment,
Human,
Rights
pages,
where
information
that
should
be
internal
and
confident
or
become
public.
F
C
I'm
not
hearing
any
other
questions,
so
chief
I
just
wanted
to
say
you
made
a
comment.
You
said
that
we
need
to
do
more
and
we
need
to
do
better
and
I
I.
Think
I
can
safely
assure
you
that
the
board
is
completely
supportive
and
will
support
you
and
not
in
your
attempts
to
fulfill
that
and-
and
we
look
forward
to
positive
results
as
a
result
of
this
initiative,
so
that
the
Ottawa
Police
Services
Board
received
this
presentation
for
information
as
it
received.
C
E
Yes,
I
do
I,
am
I
past
the
location
of
the
new
South
Campus
every
day
and
I
see,
work
has
begun
of
that
which
I
find
really
quite
encouraging,
but
the
increase
in
funds
that
were
we're
going
to
be
approving
for
the
architects
firm
is
that
it's
a
change
in
is
so
I'm
just
trying
to
figure
out
when
we
agreed
to
pay
them
a
certain
amount
of
money.
But
when
we
change
it,
that's
not
included
in
the
whole
cost
of
things,
so
we
have
to
pay
them
additional.
E
D
L
Thank
you
chief,
thank
you
chair
so
and
thank
you
remember
me,
and
the
the
change
is
being
requested.
The
increase
is
being
requested
in
this
report
relate
to
a
significant
amount
of
changes
that
were
incurred
to
to
ready
the
project
and
reduce
cost
of
cost
efficiencies.
Sorry
reduce
cost
overruns
and
implement
value
engineering
designs
into
the
previous
design.
L
So,
as
the
work
progressed
on
the
site,
one
of
the
significant
things
that
was
learned
was
there
were
significant
challenges
with
the
soil,
and
so
one
of
the
major
changes
that
occurred
was
a
change
to
the
foundation,
so
that
occurred
like
an
in
in
the
in
the
winter
and
and
in
late
winter
decisions
were
made.
There
were
some
some
cost
overruns.
The
consult
helped
develop
some
value
engineering
options
to
reduce
those
cost
overruns.
L
Those
were
since
implemented
into
the
design,
and
the
work
would
be
required
to
implement
those
into
the
tender
packages
and
get
them
ready
to
move
forward.
So
to
answer
your
question,
though,
that
work
wasn't
contemplated
with
the
original
with
the
original
contract.
In
order
for
us
to
move
forward
with
the
project
with
new
information,
it's
required
that
we
move
forward
with
this
contracting
course.
So.
E
L
L
This
was
changed
a
few
years
ago
to
bring
it
into
one
building
with
three
floors,
and
so
that
drove
drove
changes.
There
were
significant
number
of
efficiencies
that
were
generated
through
that
change,
both
on
a
cost
perspective,
but
also,
and
also
on
a
on
an
effective
use
of
the
site
perspective,
or
only
by
doing
that,
we're
saving
we're
only
using
half
the
acreage,
we're
saving,
half
the
acreage
for
future
potential
use
and.
E
D
L
Soil,
the
soil
condition
had
nothing
to
do
with
that.
That
was
that
was
done,
based
on
an
effective
use
of
the
site,
as
well
as
how
members
are
gonna
work.
So
having
one
one
building
has
opened
all
three
levels:
we
want
to
create
a
more
inclusive,
more
inclusive
campus
approach
or
members
from
different
sections
can
can
mingle
and
work
together
in
a
shared,
flexible
environment,
okay,.
E
L
L
The
approach
we've
taken
and
and
and
we're
basically
asking
for
and
presenting
the
board
in
this
report
is
a
lot
of
works
been
done
on
this
project.
This
project
started
back
in
2010,
so
it's
10
years
in
the
making
significant
amount
of
work
over
the
last
five
years
and
the
plan
was
to
actually
have
tendered
by
now
called
the
19
threw
a
wrench
in
this
plan
and
a
lot
of
plans
across
across
the
city.
L
We've
been
working
closely
with
with
city
procurement
and
the
city
facilities
folks,
and
the
direction
that
we've
come
up
with
as
a
group
and
working
with
with
with
the
city,
along
with
with
with
their
prime
consultants,
is
to
get
everything,
tender
ready
and
then
wait
and
time
the
market
to
get
the
most
advantageous
pricing
right.
Now,
it's
very
difficult
to
forecast
what
what
what
the
the
tenders
could
come
come
back
at
because
of
this
environment
and.
E
L
One
of
the
silver
lions
of
this
of
this
this
this
period
that
we're
in
right
now
is
that
it's
proven
to
the
service
that
we
can
have
members
work
from
home.
We
currently
have
four
hundred
members
up
to
four
hundred
on
a
somewhat
regular
basis
working
remotely,
and
that
was
one
of
the
design
principles
that
was
actually
built
into
the
South
building.
It's
important
to
recall
that
the
South
building
isn't
just
incremental
to
our
footprint.
There
are
two
facilities
that
are
being
decommissioned
due
to
various
reasons:
age,
also,
road
widening
by
the
city.
C
You
Carolyn
Jeff,
while
you're
there
I
two
questions.
One
was
I
noticed
in
the
review
of
this
specifics:
the
tenders
specifics
it
talks
about
the
wider
corridors,
work
in
terms
of
kovat,
ready,
wider
corridors,
staircase
and
door
openers,
but
I
didn't
read
anything
about
desk
spacing
and
I
just
wondered
whether
or
not
that
was
something
which
has
been
changed
as
a
result
of
colvett.
Are
you
increasing
dusk,
spacing
well.
L
What
I
can
say
is
that
so
the
interior
hasn't
been
fully
and
completely
designed
yet,
but
the
the
design
principle
approach
is
that
the
majority
of
the
space
is
designed
with
flexible,
flexible
desk,
spacing
de
Mar
de
mountable
partitions
for
walls
that
can
be
moved.
It's
important
that
flexibility
is
built
into
this
this
facility,
so
that,
as
things
change,
we
can
we
can
evolve
and
adapt
and
it
doesn't
cost
a
significant,
significant
amount
of
money.
L
C
I
I
guess
my
concern
would
be
the
with
a
greater
spacing.
There
would
be
less
ability
to
gamba
to
accommodate
the
same
number
of
members
and
that
could
impact
on
the
space
requirement
and
I
know
you
mentioned
about
more
people
working
from
home,
but,
as
you
said,
that
has
already
been
taken
into
account.
So
I
guess
we'll
look
forward
to
that
comment
coming
out
in
the
in
future
discussions.
C
The
other
concern
I
had
was
with
respect
to
this
request,
for
funds
is
that
my
understanding
is
that
that
this
is
to
get
the
documents,
tender,
ready
and
and
I
think
the
concern
I
have
is:
is
that
we're
getting
them
tender
ready
now
with
an
expectation
that
we'll
be
able
to
go
out
to
tender
in
a
relatively
short
period?
Should
we
see
a
second
wave
of
kovat
in
the
fall?
L
That
is
three
to
six
months,
even
if
it's
nine
months,
even
if
it's
a
year,
you
know
this
is
this-
has
been
a
project.
That's
been
five
years
five
years
in
the
making
the
design,
the
exterior
design
is
not
going
to
change
much.
We
do
have
flexibility
on
the
interior
design,
I
mentioned
before,
with
with
the
way
that
the
interior
has
been
set
up
with
a
deep
with
the
flexible
workspaces
in
the
alternative,
workspaces,
so
I
think
the
risk
of
that
is
quite
low.
L
C
Are
there
any
other
questions
from
any
other
board
members?
I
guess
we
do
have
the
opportunity
of
looking
at
delaying
this
and
I
think
the
CEO
has
expressed
his
reasons
why
he
feels
we
shouldn't,
but
it
certainly
is
an
option
that
the
board
has
before
it
there.
Any
other
members
who
wish
to
comment.
Yes,.
G
Sandy
it's
Robert
Slater,
yes,
Robert!
Thank
you,
sir
yeah.
Just
to
follow
up
on
what
you're
saying.
There's
a
lot
of
people
in
the
developers
who
are
concerned
to
the
point
of
Sandy
raised
that
if
they
start
construction
and
there's
another
wave,
the
stopping
a
construction
and
midpoint
could
cause
a
lot
of
extra
financial
burden
on
developers.
Is
there
going
to
be
any
contingency
built
in
to
any
contract
that
we
that
is
issued
to
a
developer?
With
that
in
mind,
so.
L
There
we've
consulted
with
them
already.
The
teams
have
consulted
with
them
already
and
they
feel
confident
that
they
can
make
it
work
through
a
second
wave
because
of
the
arrow
doors
and
they
can
implement
social,
distancing
and
physical
distancing.
But
there
will
be
protection
language
in
the
contract
that
will
that
will
ensure
we're
protected.
C
Not
hearing
any
so,
the
recommendation
is
that
the
Ottawa
Police
Services
Board
approve
an
increase
to
Marianna
and
to
chimas
M&T
and
csmp
architects,
contract
of
1
million
190,000,
excluding
HST
for
total
contract
value
of
six
million
two
hundred
and
twenty
eight
thousand.
The
increase
includes
seven
hundred
and
ninety
thousand
to
implement
value
engineering.
Changes
to
the
contract
documents
from
the
four
hundred
thousand
dollar
contract
can
do
anything
for
execution
of
the
construction
frame
phase.
Is
this
item
carried
any
kenick?
C
B
Yes,
chair
and
before
I
formally
read
back
the
motion.
I
need
your
leave
and
permission
to
address
questions
and
a
motivation
behind
this
motion
to
the
to
the
board.
May
I,
yes,
you
may
thank
you
at
the
outside.
First
of
all,
I
am
thankful
to
the
chair
for
putting
my
name
forward
and
the
board
in
approving
the
same
for
a
very
important
committee
on
sexual
violence
and
harassment.
I
will
try
to
do
my
best
and
just
to
disappointment.
B
I
also
wish
to
recognize
the
services
of
a
past
member
Susanne
Medicare,
and
we
shall
all
the
success
in
our
endeavors
and
we
are
acting
chair
mayor
Watson,
members
of
the
board
chief
and
command
members
of
the
service
and
members
of
the
public.
I
want
to
bring
a
motion
forward
today,
but
first
want
to
offer
an
apology
for
not
having
had
the
chance
to
share
this
with
all
of
you
earlier
in
improving
my
understanding
of
this
issue
and
then
in
developing
this
motion.
B
My
motion
has
several
parts,
but
all
are
aimed
squarely
at
addressing
the
systemic
racism
and
bias
within
the
Police
Service,
irrespective
of
any
caste
of
color
or
group
or
group
of
individuals,
with
the
intention
of
reducing
the
inequities
in
police
service
delivery
and
supporting
our
collective
vision
of
safe
and
healthy
communities.
At
the
same
time,
I
am
very
alive
to
the
grave
work
that
is
being
done
today
by
the
OBS
under
the
Chiefs
role
is
leadership
to
address
culture
and
improve
systems,
so
they
are
fairer
and
more
transparent
in
their
application
and
outcomes.
B
Some
of
these
initiatives
and
changes
which
I
took
time
to
review
as
well
and
are
a
force,
the
EDI
action
plan,
my
important
work
of
the
committee
equity
council,
the
creation
of
the
new
respect,
values
and
inclusion
directory
and
the
working
group
on
sexual
harassment
and
violence
again,
while
I
applaud
and
fully
support
this
work.
It
is
my
understanding
and
leaf
that
lost
more
need
to
be
done,
as
the
chief
during
this
presentation
has
agreed
as
well
on
continuous
basis.
I,
like
David,
have
said
it
is
not
the
destination.
B
This
motion
is
meant
to
complement
and
build
on
the
work
that
has
already
been
done
and
which
is
being
contemplated
now,
but
it
is
also
meant
to
address
a
critical
gap
that
I
believe
exists
in
the
current
work
plan,
which
is
to
acknowledge
that
racism
continues
to
plague
our
society
and,
by
extension,
possibly
to
the
policing
and
the
Ottawa
Police
Service,
to
name
it.
We
exist
and
then
to
take
a
meaningful
and
visible
action
to
address
and
correct
it.
B
We
all
need
to
do
this
together,
and
this
needs
to
be
done
in
a
way
that
is
supportive
and
inclusive
of
all
members
of
the
police
service
that
ensures
that
they
feel
valued
for
the
work
they
do
every
day
in
the
service
of
our
residents
and
our
community
and
provides
them
the
safe
spaces
and
opportunities
to
learn
and
correct
themselves,
as
required
as
we
advance
towards
the
police
service.
Our
community
and
members
deserved.
B
B
Good,
please
proceed.
Thank
you
so,
whereas
article,
whereas
article
1
sub
1
of
the
United
Nations
Human
Rights
office
of
the
high
commissioner,
International
Convention
on
the
elimination
of
all
forms
of
racial
discrimination
defines
racism
as
any
distinction,
exclusion,
restriction
or
preference
based
on
race,
color,
descent
or
national
or
ethnic
origin,
which
has
the
purpose
or
effect
of
nullifying
or
impairing
the
recognition,
enjoyment
or
exercise
on
an
equal
footing
of
human
rights
and
fundamental
freedoms
in
the
political,
economic,
social,
cultural
or
any
other
field
of
public
life.
B
Whereas
since
the
introduction
of
the
equity,
diversity
and
inclusion
action
plan
chief,
slowly
and
the
Ottawa
Police
Service
have
taken
a
further
step
of
creating
the
Directorate
of
respect
values.
Inclusion
led
by
a
superintendent
to
strengthen
the
ability
of
the
service
to
it,
was
the
2020
goals
and
oz
national
culture.
More
broadly,
also
in
partnership
with
the
Ottawa
Police
Services
Board,
the
o-p-s
has
lured
the
special
committee
to
address
sexual
violence
and
harassment
in
the
workplace
and
VRS.
B
The
Ottawa
o
PSP
and
o
PS
have
a
demonstrated
commitment
to
promoting
the
values
of
diversity,
equity
and
inclusion,
and
in
continuing
to
build
a
workforce
that
is
reflective
of
all
the
committee's
and
the
neighbourhood.
It
serves
and
based
on
a
review
of
the
work
that
has
been
completed
and
now
planned
and
to
ensure
there
is
no
gap
in
activities
addressing
systemic
racism,
which
requires
a
work
and
sustained
attention.
Therefore,
be
it
resolved
that
the
Chief
of
Police
be
directed
to
act
on
the
following
set
of
recommendations.
B
First,
the
efforts
of
the
o-p-s
to
address
culture
and
structural
inequalities
should
be
whole
of
the
organization
initiative.
This
is
inclusive
of
all
members,
both
women
and
men,
indigenous
and
LGTBQ,
civilian
and
Swann,
and
further.
The
approach
to
this
work
must
demonstrate
an
understanding
and
appreciation
of
unique
contribution
that
every
member
makes
in
support
of
safe,
healthy
and
inclusive
City
of
Ottawa
and
their
equally
critical
roles
in
creating
a
more
equitable
and
resilence
culture
within
the
OBS.
B
Second
redesign,
a
long-standing
structures
and
systems
that
exist
within
the
o-p-s
to
ensure
they
are
more
equitable
and
inclusive
of
all
the
members
by
leveraging
the
opie
SP,
the
CEC
key
community
stakeholders
and
all
members
number
three.
Thus,
the
new
respect,
values
and
inclusion
directly
to
track
incidents
of
discrimination
and
bias
within
the
o-p-s
that
are
not
currently
accounted
for
through
our
formal
complaint
systems.
A
system
to
identify
track
and
report
on
these
incidents
should
be
developed
or
comprehensively
heightened
in
partnership
with
the
OU,
PSP,
CEC
and
other
key
stock.
B
Chiefs
has
key
stakeholders
with
results
being
reported
to
the
for
PSP,
through
regular
updates
on
the
EDI
action
plan
and
finally,
number
four,
the
obvious
racial
profiling
policy
should
be
reviewed
to
ensure
that
it
is
current
and
reflected
of
leading
practices.
The
policy
should
also
be
evaluated
to
ensure
the
systems
and
supports
are
in
place
or
in
the
alternative,
strengthened
for
members
and
supervisors
to
identify
report
and
intervene
in
a
timely
and
constructive
manner
with
incidents
of
concern.
Yeah
that
ends
my
reading
and
I.
Sincerely.
Thank
you
for
that
opportunity.
J
C
Not
hearing
any
then
I
would
like
to
have
a
consideration
of
a
motion
to
move
in
camera
that
the
Ottawa
Police
Services
Board
Jorn
adjourned
the
public
portion
of
its
meeting
to
move
in
camera
to
discuss
confidential
items
pertaining
to
legal
and
personnel
matters
in
accordance
with
section
35
4b
of
the
Police
Services
Act
and
those
in-camera
items
include
legal
services,
status
reports
and
settlements,
first
quarter
and
a
belief
of
personnel
matter.
So
with
that
I'd
move
for
adjournment
its
I
favor
that
thank
you.