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From YouTube: Ottawa Police Services Board - October 28, 2019
Description
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
B
B
C
A
A
Although
police
is
doing
great
work
and
we
are
excited
to
have
you
join
and
help
lead
that
work,
we're
also
looking
forward
to
seeing
the
ideas
that
you
come
up
with.
Usually
they
say
a
new
chief
is
giving
given
a
honeymoon
in
a
period
of
about
six
months
but
I'm.
Sorry,
in
your
case,
this
has
been
reduced
to
four
months
and
all
serious
note,
though,
we
are
happy
to
have
you
here
and
to
be
working
with
you.
A
I'm
personally
excited
to
see
what
progress
we
can
collectively
make
together
on
several
funds,
including
community
policing,
member
wellness,
modernizing
our
work,
environment
and
equity,
diversity
and
inclusion.
I
also
want
to
extend
a
sincere
thank
you
to
Steve
Bell,
who
served
as
our
interim
chief
in
the
last
past
few
months,
as
well
as
the
senior
command
team.
Thank
you
for
your
ongoing
leadership
of
the
men
and
women
of
this
service.
We
have
had
some
challenging
times
in
the
past
few
months
and
you
all
rose
to
the
occasion.
A
Also
is
I've
been
reminded,
there's
some
Algonquin
students
here
today,
so
I
wanted
to
welcome
you
and
I'm
delighted
to
see
you
back
I
think
we
have
the
mo
Gong
Qin
students
before
and
they
seem
to
enjoy
it.
So
hopefully
you
guys
will
as
well
thanks
for
coming.
So
with
respect
to
the
agenda,
we
have
a
few
requested
add-ons
all
board.
Members
will
record
with
copies
in
advance
on
the
public
agenda.
We
have
the
2020
public
budget
directions
and
timetable.
A
This
report
reflects
the
discussions
that
took
place
at
September,
10th
finance
and
Audit
Committee
meeting
the
committee
discussed
having
the
o-p-s
prepare
the
draft
budget
based
on
the
3%
tax
increase
and
an
estimated
1.5
percent
increase
in
taxes
resulting
from
growth
and
assessment
base.
This
report
formalizes
the
direction
from
the
board.
A
We
have
response
to
inquiry
number
one
17:04
recruitment
practices.
This
report
is
in
response
to
an
outstanding
inquiry
listed
in
item
11
on
the
agenda
and
on
the
income
agenda.
I
am
looking
to
add
an
item
pertaining
to
a
personnel
matter
involving
a
named
individual
is
this?
Is
the
amended
agenda
carried?
Thank
you.
A
So
now,
we'll
start
with
the
confirmation
of
minutes
and
minutes
number
12
of
23rd
of
September
2019
that
the
Ottawa
Police
Services
Board
confirmed
minutes
number
12
of
the
23rd
2019
meetings.
This
carried
Thank
You
Arthur
I
need
the
declarations
of
interest
committee
meetings,
reports
from
committee
chairs
and
minutes
complaints,
committee,
draft
minutes,
number
3,
18th
of
October
2019
that
the
Ottawa
Police
Services
Board
received
this
item
for
information
since
receipt.
Okay,
Andrea.
Will
you
update.
D
E
A
Now
items
of
business
number
one
is
the
Chiefs
verbal
report
we'll
hold.
This
number
two
is
National
Capital,
Area,
Crimestoppers
enya
and
a
semi-annual
report.
This
is
a
presentation,
so
we'll
hold
that
number
three
is
performance
management
program
and
new
recruits
pilot
presentation,
so
we'll
hold
that
number
four.
A
Is
the
board
committee
appointments
executive
directors
report
that
the
Ottawa
Police
Services
Board
approved
the
appointment
of
Dean
ermine
to
the
Human
Resources
Committee,
replacing
D
Dean's
number
two,
the
appointment
of
J
Watson
to
the
finance
and
Audit
Committee,
replacing
D
Dean's
and
number
three
appointment
of
J
Watson
to
the
Complaints
Committee,
replacing
inkay
egg?
Why
is
this
carried?
A
Thank
you
number
five
complaints
report,
part
five
Police
Services,
Act
third
quarter.
2019
I
have
a
question
on
this
will
hold
that
number
six.
The
modernization
roadmap
update
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Were
there
any
questions
on
that
or
can
we
carry
it?
Thank
you
or
receive
it.
Sorry
number.
Seven,
the
interoperable
mobile
communications
managed
service
chief
support.
I
have
a
question
on
this,
so
we'll
hold
that
one
number
eight:
the
report
on
the
SIU
investigation
Chiefs
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
A
If
there
are
no
questions
we'll
receive
it
received,
number
nine
legal
services
starves
report,
third
quarter,
2019
I,
think
we
have
some
questions
or
not
so
we'll
hold
that
one
number
ten
board
monitoring
requirement
status:
report:
third
quarter:
2019
executive
directors
report
that
the
habló
police
services
we
board
receive
this
report
for
information.
Can
we
receive
this
safety
number
11
outstanding
board
inquiries
and
motions
October
2019
report
that
the
Ottawa
Police
Services
Board,
see
this
report
for
information?
You
have
a
question
mayor
watson.
A
F
C
A
G
A
So
the
letters
of
commendation
Chiefs
report
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
has
that
we
received
thank
you,
and
now
we
have
the
2020
budget
directions
and
timetable.
The
report
recommendations
are
that
the
Auto
Police
Services
Board
direct
staff
to
prepare
the
2020
draft
operating
and
capital
budgets
based
on
the
three
percent
tax
increase
and
an
estimated
1.5
percent
increase
in
taxes
resulting
from
growth,
an
assessment
base
and
to
approve
the
2020
budget
review
and
approval
timetable.
Is
this
carried?
H
Well,
thank
you,
cheers
Paulette
and
board
folks
thanks
very
much
for
those
of
you
have
come
down
today,
depravity
monsieur
le
président,
Smallwood,
a
old
member,
the
LA
Commission
on
the
service
policier
juice,
we
honor
a
de
vous
présente
OG
de
mon
premier,
comtron
to
verbal.
H
H
Provided
me
with
invaluable
insights
into
the
current
state
of
affairs
and
committed
themselves
to
work
with
me
to
help
build
a
better
police
service
and
a
safer
City.
My
interactions
included
meetings
with
both
the
Ottawa
Police
Association
and
the
senior
officers
Association
I
can
tell
you.
I've
had
very
productive
conversations
with
senior
officer
president
Joan
McKenna
and
Ottawa
police
association.
President
Matt
scoff.
H
There
is
a
true
spirit
of
optimism
amongst
all
parties
that
we
can
work
together
to
build
a
stronger
organization
that
better
supports
the
o-p-s
members
and
the
community
at
large.
I
know.
I
will
also
need
to
visit
all
of
the
communities
and
neighborhoods
that
we
serve
from
Orleans
to
Kannada
manitech
to
Munster
I,
actually
looked
at
the
map
mayor
Watson,
you
showed
me
that
map
in
your
office
and
it
shows
the
geography
that
the
o-p-s
covers,
and
it
is
as
much
as
Montreal
Toronto
at
in
Calgary
and
Vancouver
combined.
H
H
Ooh
ooh
Viva
Ottawa,
jacques
de
travail
of
ecru,
the
severe
a
de
Merville
caneta,
a
cordis
ankh
crochet
on
a
helpless
I,
am
committed
to
faithfully
implementing
the
board's
strategic
plan
that
was
developed
in
consultation
with
members
of
the
public
and
members
of
the
police
service,
advancing
community
policing,
making
meaningful
progress
on
equity,
diversity
and
inclusion.
Supporting
our
members
modernizing
the
work
environment.
H
My
approach
to
accomplishing
the
o-p-s
strategy
will
be
focused
on
the
following
three
areas:
first,
people
and
partnerships:
we
will
do
everything
possible
to
enable
and
advance
the
reality
that
100%
of
the
o-p-s
Policing
mission
gets
done
by
our
members
and
the
problem-solving
partnerships
they've
formed
with
the
community.
Next
prevention
and
precision
will
be
more.
We
will
be
a
more
proactive
and
intelligence
driven
organization
that
seeks
first
to
prevent
public
safety
problems
from
occurring
and
when
needed,
we
are
capable
of
more
precise,
effective
investigative
and
prosecutorial
best
interventions
and
last
performance
and
progress.
H
Please
know
that
my
first
three
to
six
months
is
chief
will
require
me
to
have
a
relentless
focus
on
the
first
of
these
areas.
People
and
partnerships
I
focus
on
people
in
partnerships
is
in
part
based
on
the
unique
circumstances
of
Ottawa's
geographical
size.
This
was
resulted
in
the
majority
of
o-p-s
members
living
living
within
the
city
limits.
This
is
in
contrast
to
Toronto
and
other
large
urban
areas
where,
between
80
to
90
percent
of
members
live
outside
of
the
city.
H
It
will
certainly
be
important
to
help
the
o-p-s
members
to
feel
more
engaged,
more
valued
and
more
empowered
in
order
for
them
to
deliver
the
highest
quality
police
service
to
the
community.
I'm
committed
to
doing
more
to
keep
our
members
safe
and
healthy,
with
a
stronger
focus
on
mental
wellness,
including
ensuring
the
right
supports,
are
in
place
so
that
nobody
feels
isolated
or
alone.
H
We
need
to
work
at
getting
better
together
to
erase
the
stigma
in
policing
that
asking
for
help
is
a
sign
of
weakness
as
police
members.
We
are
always
there
to
help
the
community,
but
we
must
be
more
willing
to
do
more
for
each
other
as
well.
It
is
important
for
me
to
take
the
time
to
get
to
know
the
o-p-s
members,
and
it's
also
important
for
me
to
give
the
time
to
the
members
to
get
to
know
me
as
well.
H
I
also
plan
on
getting
out
into
the
different
communities
that
make
up
this
great
city
I'm
also
excited
to
meet
our
community
partners,
who
sacrifice
so
much
to
work
in
partnership
with
us,
while
both
defending
and
supporting
us
when
they're
unfairly
attacked
as
well
as
holding
us
to
account
when
we
have
not
yet
met
their
reasonable
expectations.
I
want
to
hear
what
the
community
has
to
say
to
listen
to
their
ideas
and
to
work
with
them
to
build
a
safer,
more
livable
city
as
I,
invest
more
in
our
people.
H
H
It
will
allow
our
members
the
best
opportunity
to
give
and
earn
respect
within
our
most
marginalised
and
victimized
communities.
It
will
result
in
more
collaborative
and
effective
partnerships.
It
will
provide
the
most
valuable
and
timely
sources
of
information
and
intelligence.
It
will
result
in
better
investigations,
prosecutions
and
convictions
for
individuals
who
choose
to
prey
on
vulnerable
persons
in
the
city.
Neighborhood
policing
creates
a
symbiotic
relationship
where
the
o-p-s
and
the
community
actually
cope.
H
Reduce
Public
Safety
I
have
also
been
very
busy
getting
my
family
settled
into
Ottawa,
moving
to
a
new
city,
getting
my
kids
registered
in
school
purchasing
a
new
home
here,
most
importantly,
buying
some
really
warm
winter
coats.
These
are
just
a
few
of
the
things
which
have
been,
which
we've
been
doing
together
as
a
family.
We're
excited
to
go
out
and
explore
all
that
the
nation's
capital
has
to
offer
I
want
you
to
know
that
I
see
the
o-p-s
is
my
new
work.
H
Family
is
a
family
where
we
give
each
other
on
yielding
support,
but
we
also
sometimes
have
to
apply
tough
love
and
corrective
discipline.
We
celebrate
individual
successes,
but
we
put
aside
petty
disagreements
and
we
pull
together
and
work
through
stressful
times.
We
deal
with
illness,
overcome
tragic
loss
of
life,
manage
through
financial
difficulties
and
resolve
complex
internal
family
matters.
H
It
should
be
a
place
where
we're
not
afraid
to
have
difficult
discussions
or
ask
hard
questions
or
engage
in
courageous
conversations,
because
they
lead
to
the
most
effective
solutions,
a
family
where
we
will
be
honest
and
respectful
in
our
dealings
with
each
other.
We
will
make
tough
decisions
and
go
through
big
changes
together.
H
I
could
tell
you
some
decisions
will
not
be
popular
with
some
people
and
there
will
be
changes
that
will
be
difficult
for
all
of
us,
but
we
will
do
it
for
the
good
of
the
family
and
for
the
city
that
we
live
and
work
in
the
city
and
citizens
of
Ottawa
need
our
help.
They
want
us
in
their
neighborhoods
and
they
want
to
work
with
us,
but
they
first
want
us
to
fix
our
own
house
before
we
come
and
try
to
fix
theirs.
H
H
H
It
will
include
my
executive
team
on
down
and
throughout
the
entire
organization.
We
need
to
create
the
conditions
for
a
critical
mass
of
progressive
and
inclusive
leaders
at
the
o-p-s
to
enable
more
transparent,
consistent
and
equitable
decision-making.
We
need
to
develop
and
promote
a
more
collaborative
and
innovative
culture
that
results
in
more
effective
strategy,
implementation,
rigorous
program,
evaluation
and
continuous
organizational
improvement,
no
person,
no
family,
no
organization,
no
community,
no
city
is
perfect.
We
all
have
strengths
and
weaknesses.
H
The
o-p-s
is
no
different,
but
I
am
convinced
that
this
Police
Service
has
the
people,
the
partnerships
and
the
potential
to
be
the
best
in
the
country
and
one
of
the
best
in
the
world
I'm
increasingly
impressed
with
the
dedication,
compassion
and
professionalism
of
the
o-p-s
membership.
I
hope
the
public
will
take
the
time
to
review
the
list
of
commendations
letters
of
accommodation
that
have
been
put
in
for
the
members
across
the
service
for
the
work
that
they
do
across
the
city.
H
I
truly
believe
that
the
police
are
the
most
visible
element
of
a
functioning
democracy,
so
the
Police
Service
of
jurisdiction
in
Canada's
capital
city
can
and
should
be
the
leader
of
modern,
inclusive
and
effective
policing
in
this
country.
There
is
much
work
to
be
done
to
bring
this
vision
and
mission
to
fruition.
I
know
we
can
do
this,
but
only
if
we
work
together
as
a
team
between
the
board
and
the
service
between
management
and
frontline
and
between
our
members
and
their
community
partners.
H
This
has
been
a
very
exciting
day.
For
me,
it
was
my
return
to
policing
a
passion.
For
me,
it
was
my
first
day
as
a
chief
of
police
as
the
audible
Police
Service
is
my
first
day
as
a
resident
of
the
city
and
I'm
no
longer
unemployed.
I
know
there
will
be
many
more
exciting
days
to
come.
I
also
know
there
will
be
difficult
days
ahead
as
well,
but
I
am
grateful
truly
grateful
for
all
who
have
helped
me.
H
A
C
Very
briefly,
chief,
congratulations
on
your
swearing-in
this
morning.
It
was
it
wasn't
great
getting
up
at
5:30
in
the
morning
to
come
to
6:30,
but
it
was
a
great
event
and
I
could
see
how
you
are
and
have
connected
with
the
officers
that
you've
met
so
far
and
we
certainly
look
forward
to
working
with
you.
I've
talked
to
a
number
of
friends
in
Toronto
who
have
nothing
but
high
praise
for
you
and
we
look
forward
to
working
with.
You
also
want
to
thank
interim
chief
Bell
for
his
leadership
role
and
deputy
as
well.
C
Well,
we
await
at
your
arrival
in
Ottawa
now
so
ten
wampum
Austin,
okay,
don't
palsy
Phyllis,
gasps
yo
bunch
on
same
LC,
poor
phone
welcome.
This
is
small.
What
a
Z
I
think
the
words
have
resonated
well,
not
just
with
the
officers,
but
your
desire
to
reach
out
to
the
broader
community.
You
know
that
that
map
I
think
some
of
my
colleagues
roll
their
eyes
up
when
I
show
people
that
map.
C
But
it
is
a
telling
tale
of
the
large
geography
that
you
and
your
officers
have
to
cover
2,700
square
kilometers,
bigger
than
those
five
large
Canadian
cities
combined.
So
we
look
forward
to
working
with
you
and
thank
you
very
much
for
accepting
the
offer
and,
of
course,
I
too
want
to
pass
along
our
thanks
to
our
chair,
councillor
Dean's,
who
was
in
a
battle
of
her
own,
but
was
very
much
responsible
for
you
being
here
today
as
our
new
chief.
C
So
congratulations
for
Astacio
and
the
very
best
to
you
and
your
family
as
you
settle
in
the
nation's
capital
if
I
could
just.
Finally
one
final
comment:
there
are
lots
of
police
chiefs
around
the
country,
but
there's
only
one
that
represents
the
nation's
capital,
and
that
is
I
think
something
that
I
think
of
every
time.
As
mayor
of
the
nation's
capital
and
I
know,
you
will
as
well
it's
a
special
responsibility
to
represent
the
city
as
well
as
the
nation's
capital,
so
a
bunch.
All's
thank.
H
D
Also
want
to
welcome
you
very
much
I'm
thrilled
with
the
way
you
chose
to
get
sworn
in
this
morning
from
doing
it
at
parade
to
having
Senior
Constable
presented
with
your
badge.
It
was
a
very
classy
move
and
I
encourage
you
to
continue
in
that
trend
and
I.
Thank
you
and
I'm
welcome
you
personally
thank.
H
D
Can't
say
it
any
better
than
the
mayor
and
Andrea,
but
we
do
look
forward
to
working
with
you
and
I
just
want
to
say
thank
you
to
Steve
Steve
said
a
remarkable
remarkable
job,
and
thank
you
so
much,
but
it
is
a
new
era.
It
is
a
new
era
and
I'm
looking
forward
to
it.
So
thank
you.
Thank
you.
So
much.
A
E
Welcome
chief
story,
thank
you
very
much
for
being
here
and
giving
the
vision
your
vision
for
the
next
five
years.
My
esteemed
colleagues
have
already
welcomed
you
nothing
more
to
add,
except
that
welcome,
and
we
as
a
board
I
can
say
on
my
behalf
and
I
agree.
All
will
agree.
Whatever
support
you
need
from
us
in
fulfilling
those
obligations
meeting
the
committee
obligate
relationship
I
will
be
always
there
to
help
you.
Thank
you,
sir.
A
A
G
Afternoon
and
thank
you
once
again
for
the
opportunity
to
be
here
on
a
special
day:
it's
really
nice.
This
is
my
13th
semi-annual
report
over
the
years
to
the
Police
Services,
Board
and
I'm,
especially
proud,
to
represent
one
of
those
community
partnerships
that
we've
had
since
1985
with
the
Ottawa
Police
Service,
and
it's
a
great
honor.
Congratulations
chief,
welcome
to
Ottawa
and
you've
got
a
phenomenal
Police,
Service
and
a
great
community
to
police
as
well.
So
thank
you
for
that.
G
The
report
that
we've
submitted
highlights
a
few
areas
that
we've
been
working
on,
we're
beginning
a
recruitment
for
a
few
new
board
members.
So
I
see
lots
of
folks
in
the
audience.
Today
it
would
be
nice.
Somebody
would
like
to
volunteer
it's
a
great
opportunity
to
connect
with
your
community
and
help
with
community
service
while
helping
to
protect
the
community
as
well.
We
welcomed
several
new
youth
volunteers
over
the
summer.
G
These
young
folks
bring
tremendous
skills
and
expertise
and
some
really
interesting
language
skills
to
our
program,
so
it's
exciting
to
see
them
and
and
how
they
progress.
Over
the
next
few
months,
we've
been
active
with
community
events
across
our
region.
Attending
events
held
by
neighborhood
associations,
city
counts.
G
Police
coordinator
constable
gets
that
was
recently
appointed
to
the
Ontario
Association
of
Crimestoppers.
It's
an
advisory
board,
so
she's
begun
attending
regular
meetings
in
the
Toronto
area
and
I
think
this
is
going
to
be
impactful
for
our
local
program,
as
well
as
helping
to
bring
some
of
the
successes
that
we've
had
in
our
region
to
other
programs
across
the
province.
I
also
want
to
take
a
second
and
pass
on
our
accommodation
to
the
entire
Ottawa
Police
Service
investigative
teams
that
manage
our
tips.
G
I
can
tell
you
that
the
dispositions
that
we
receive
back
from
the
Police
Service
is
becoming
increasingly
faster.
That
allows
us
to
provide
those
cash
rewards
even
faster
to
the
tipsters,
but,
more
importantly,
it
shows
us
that
the
tips
that
we're
providing
are
being
acted
on
and
swiftly
engaged,
and
that's
tremendous
and
we'll
see
that
in
some
of
our
statistics
that
we
report
on
you
know,
I
talked
about
the
number
of
tips
so
far
this
year,
our
tip
volume
is
down
slightly.
Nevertheless,
the
tip
quality
continues
to
go
up.
G
You
know,
just
in
the
first
nine
months
of
2019,
we've
contributed
to
60
of
s34
criminal
cases
being
cleared
295
criminal
charges
just
slightly
under
250,000
dollars
in
illegal
narcotics,
taken
off
our
streets
and
16
recovered
arms.
This
is
tremendous
when
I
look
back
over
the
years
and
we've
always
had
an
impact.
This
is
the
most
significant
impact
in
taking
legal
arms
off
the
street
that
we've
ever
had,
and
that
is
a
direct
result.
I
believe
of
our
community
engagement
and
partnership.
G
We've
also
seen
it
was
as
a
result
of
that
increased
volume,
our
cash
reward,
the
tips
that
we
provide
has
hovered
just
slightly
over
$15,000
so
far
this
year.
That's
a
lot
for
an
organization
that
doesn't
have
direct
tax
funding
will
reliant
on
donations
and
fundraising
and
other
type
of
n,
so
quality.
The
tips
continues
to
go
up.
The
investigative
response
from
our
police
partners
has
been
incredible.
G
We've
seen
a
steady
increase
and
again,
as
I
mentioned
earlier,
that
a
community
outreach,
those
focus
activities
that
we
have
have
a
tremendous
impact
and
I
believe
they're
going
to
continue.
You
know
some
of
the
events
that
we
go
to
include
things
like
Loblaws
and
great
Canadian,
Superstore
fundraising
for
food
drives
for
us,
it's
an
opportunity
to
connect
directly
with
the
public,
and
that
has
a
tremendous
impact
on
the
tips.
G
You
know
our
volunteers
participated
this
year
we
invited
to
the
RCMP
sunset
ceremonies
and
we
had
information
tables
and
connected
with
the
broader
community
at
large.
Those
types
of
interactions
are
positive
and
those
continue
to
yield
results.
We
were
invited
to
the
Ottawa
Youth
race,
this
past
September,
and
it
was
a
interesting
opportunity
to
have
a
sort
of
a
information
table
again
as
they
launched
their
activities,
and
it
was
quite
nice,
as
I
mentioned
earlier.
G
Almost
every
councilor
is
how
to
set
a
community
event
fun
fair
an
evening,
and
those
are
great
for
for
our
engagement,
we're
active
in
the
Ottawa
community
housing
area.
We
were
most
recently
in
the
vamp
library
area
with
community
evening
and
again
these
things
help
us
we're
going
to
be
in
the
Vanier
community
on
Halloween,
with
our
Crimestoppers
van
patrolling
and
being
active
in
the
community
and
being
engaged.
G
The
other
thing
we've
been
busy
with
is
we
hosted
our
other
neighboring
Crime
Stoppers
program,
so
in
Quinte
that
includes
Belleville
Cornwall
area
Renfrew
County
to
a
zone
meeting
hosted
here
in
Ottawa,
and
that
was
a
great
opportunity
for
us
to
share
best
practices,
some
success
stories.
We
also
had
a
pretty
informative
presentation
from
the
Ministry
of
Finance
contraband
tobacco,
which
is
a
pretty
significant
in
industry.
G
That
needs
some
attention
so
did
that
constable
gets
myself
attended
the
Ontario
Association
of
Crimestoppers
conference
back
in
June
and
again
it
was
an
interesting
learning
opportunity
for
us
sharing
information.
We
had
a
chance
to
present
on
some
of
the
things
that
we
were
doing.
They've
got
a
dynamic
lineup
of
speakers.
G
The
minister
Bill
Blair
was
their
former
chief
of
Toronto
police,
provided
us
with
a
keynote
and
was
quite
good.
On
our
media
front,
we
launched
a
new
media
partnership
with
King
radio,
where
they're
going
to
broadcast
multi-language
public
service
announcements
had
no
charge
to
our
program
as
we
kind
of
build
a
strong
relationship
with
them
before
I
finish.
I
just
want
to
thank
you,
know,
I
know,
there's
a
full
team
of
media
represented
behind
me,
they're
instrumental
in
getting
our
messaging
out,
as
is
the
o
PS
media
team.
G
A
D
G
G
A
F
Thank
You,
chair
Smallwood.
We
appreciate
the
opportunity
to
come
in
and
present
the
EOPS
performance
management
program
to
the
board
this
evening.
First,
before
I
began,
I'll
just
introduce
who's
at
the
table
with
me
here
today
to
my
immediate
left
as
inspector
Heather
Lachine
and
to
her
left
is
acting
as
co-chair.
Oh
Michelle
Roth
well
I'd
also
like
to
recognize
a
couple
of
other
members
of
the
talent,
development
and
performance
management
team
that
are
in
the
audience
that
had
a
significant
contribution
in
this
program.
F
Kim
stirrup
is
the
acting
manager
of
the
talent,
development
and
management
team
and
Tricia
Karim
is
the
talent
management
advisor
with
that
I'm
going
to
jump
right
in
so
the
o-p-s
runs
a
comprehensive
performance
management
program.
The
talent,
development
and
management
section
is
accountable
for
the
program,
and
this
this
section
is
a
team
of
three
civilians
policy.
F
3.19
outlines
the
program
with
the
purpose
of
recognizing
the
value
and
contribution
of
all
members.
The
goals
of
the
program
are
clear
and
involved
the
following:
supporting
our
members
throughout
their
careers,
identifying
development
needs
and
opportunities
for
all
members,
providing
meaningful
feedback
and
providing
an
objective,
consistent
approach
to
managing
performance.
F
F
Performance
reviews
are
completed
annually
for
all
members
accept
new
recruits
during
their
probationary
period.
They
follow
a
separate
process
and
inspector
Lachine.
We'll
talk
about
that
later
on
in
the
presentation,
performance
reviews
have
a
five-point
rating
scale.
Members
must
be
at
a
meets
expectations
or
above
in
order
to
be
eligible
for
promotion.
F
The
following
slide
depicts
the
performance
management
program
cycle.
The
process
begins
in
q4
through
the
intake
interview
where
performance
expectations
are
set
for
the
coming
year
and
career
development
aspirations
are
identified,
step
two
involves
managing
and
tracking
performance
throughout
the
year.
This
involves
a
regular
feedback
between
the
supervisor
and
the
member
documented
through
tracking
log
and
emails,
along
with
regular
face-to-face
contact
and
communication.
F
Performance
feedback
is
critical
throughout
the
throughout
the
performance
cycle.
Supervisors
are
required
to
share
performance
feedback
with
members
on
a
regular
basis
throughout
the
year,
both
positive
and
constructive.
If
performance
concerns
exists,
supervisors
are
required
to
communicate
and
address
those
concerns
face
to
face
with
the
member
in
a
timely
manner
document
those
concerns
in
writing
and
engage
the
member
in
resolving
the
performance
issues
through
performance
development
plans
or
performance
plans
of
action.
F
The
program
continues
to
evolve.
Some
recent
enhancements
include
a
senior
officer
performance
calibration
process,
which
is
is
happening
in
2019
and
at
a
high
level.
This
is
a
process
to
ensure
consistency
of
ratings
across
ranks
and
the
new
recruit
performance
management
process
or
pilot
that
I'm
now
going
to
turn
the
presentation
over
to
inspector
Lachine
and
she'll
walk
you
through.
J
Thank
you
so,
with
the
new
recruit
performance
management,
pre
2018
recruits
were
assessed
both
at
a
250
hour
and
500
hour
milestones.
We
worked.
Pdc
worked
with
the
performance
management
team
and
identified
that
there
were
some
inconsistent
in
consistencies
and
inconsistent
tracking
tools
for
the
coach
officers.
Also,
we
received
feedback
from
the
coach
officers
with
respect
to
that
and
there
was
a
lack
of
process
for
early
identification
of
performance
issues
of
the
recruits,
so
post
2018
there
was
a
pilot
process
that
was
launched
in
May
2018.
J
What
this
gave
was
better
assessment
tools
for
the
coach
officers
and
more
consistency
for
each
of
the
coach
officers
to
use
when
assessing
the
recruits.
What
this
was
was
progress
reports
which
were
given
every
two
weeks
and
better
consistent
assessment
tools,
also
there's
an
internal
audit
in
October
2019,
and
this
will
be
finished
in
December,
and
the
plan
is
to
update
the
program
and
the
policies
once
the
pilot
and
the
audit
are
complete
in
early
2020.
J
J
Then
they
attend
the
Ontario
Police
College,
which
is
13
weeks
of
training
when
they
return
from
the
Ontario
Police
College.
They
come
back
to
PDC
for
five
more
weeks
to
train,
with,
with
our
team
specific
to
Ottawa
police
training.
An
important
date
to
note
here
is
this
is
just
prior
to
them
going
to
the
road.
J
Then
we
have
the
midpoint
assessment,
which
is
a
250
review.
They
then
returned
to
PDC
again
for
five
more
weeks
of
training
with
our
own
team
and
they
go
back
to
their
coach
officers.
Once
that's
completed,
continue
with
the
every
two
weeks
of
the
progress
reports
and
then
the
final
PR,
the
500-hour
is
the
performance
review,
which
is
is
completed
and
identified,
whether
they
are
prepared
for
independent
patrol
and
whether
they're
ready
to
go
out
on
their
own.
J
So
the
coach
officers
roles
and
responsibilities
on
the
platoons,
what
we
look
for
our
leadership
qualities
and
the
the
members
that
become
the
coach
officers.
They
must
have
at
least
three
years
before
being
considered
to
to
coach
a
new
recruit.
So
coach
officer
is
trained.
It's
it's
a
one-week
training
through
the
Professional
Development
Center
and
they're
trained
to
provide
the
new
recruit
with
a
semi
controlled
environment
in
which
they
can
continue
to
both
learn
and
apply
newly
acquired
skills.
J
So
this
is
where
we
have
the
the
various
assessment
tools
for
the
coach
officer
selection.
They
if
they
are
interested,
they
express
their
interest
to
their
platoon
sergeant
it's
taken
into
consideration
and
they
fill
out
a
form.
An
Ottawa
police
request,
for
course,
form
the
sergeant
signs
off
on
the
perform
and
it's
submitted
to
PDC
and
then
they're
chosen
from
there.
If
it's
agreed
upon
that,
they
have
what
is
required
to
be
a
coach
officer,
so
the
coach
officers
shall
set
out
clear
expectations
for
the
new
recruit.
J
So
that
is
the
first
assessment
they
meet
with.
They
meet
with
the
recruit,
and
this
is
where
they
set
out
the
expectations
and
what
what
they're
looking
for
they
communicate
on
an
ongoing
basis
with
respect
to
work
performance,
appropriate,
behaviors
and
conduct.
That's
generally,
just
verbal
the
document
performance
and
include
both
positive
observations
and
performance
concerns
throughout
the
entire
assessment
period.
So
during
this,
it's
not
just.
This
is
via
email,
also
they're
tracking
log,
but
it's
also
constant
communication
with
the
recruit.
J
They
also
consult
and
communicate
with
the
sergeant
and
the
PDC
throughout
the
assessment
period
and
provide
objective
performance
assessments
which
are
supported
by
examples
at
the
required
levels.
I'll
discuss
those
a
little
bit
further
here,
and
these
are
the
assessment
tools
that
we
have
so
the
first
meeting
and
the
coach
interview.
This
is
when
they
sit
down,
and
it's
documented
also
a
new
assessment
tool
with
this
pilot
that
that
is
given
the
coach
officers
is
a
call
review
form.
J
This
is
a
specific
form
that
can
be
filled
out
outline
how
recruit
performs
at
various
calls
for
services.
So
they
it's
basically
checks
in
the
box
which
outline
their
communication
skills
if
they
made
an
arrest.
How
did
that
work?
The
report
writing
skills.
Those
types
of
things
also
another
is
the
progress
report,
so
this
was
implemented
with
the
pilot
and
that's
the
every
two
weeks
where
it
is
it.
J
It's
documented
in
writing
and
verbally
discussed
with
the
recruit,
and
we
include
the
sergeant's
in
this
process
as
well.
Also
there's
various
things
on
the
wiki
pages
for
the
coach
officers,
performance
court,
etc
that
they
can
go
to
if
there
are
any
identifiable
concerns.
There
are
training
plans
that
are
put
in
place
specifically
for
the
new
recruit,
so
that
we
can
ensure
they're
they're
getting
exactly
what's
required
for
their
success.
Like
I
stated
earlier,
the
midpoint
assessment
form
that's
the
official
250
hour
PR.
J
Now,
what's
done
with
that
is
it's
filled
out
by
the
coach
officer.
It
goes
to
the
sergeant
who
signs
off.
It
then
goes
to
the
South
sergeant
who
signs
off,
and
it
also
goes
to
the
inspector
of
the
platoon,
who
must
then
sign
off,
and
then
it
goes
back
to
the
professional
development
centers
so
that
they
can
keep
a
record
of
it.
This
enables
us
to
have
the
ability
to
determine
if
there
are
any
concerns.
What
does
this
recruit
need?
What
can
we
do
to
make
sure
that
they're
successful?
J
So
if
there
are
concerns,
for
example,
that
are
identified
or
training
and
developmental
needs,
there
are
various
things
that
the
platoon
will
work
with
the
Professional
Development
Center
and
there's
driver
training.
Our
mess,
training
use
the
force
and
scenario
training.
If
there's
identified
language
training,
then
we
work
with
great
great
bridge
Malcolm
to
have
the
the
recruit
attend
and
develop
further
and
there's
also
courses
and
policy
procedure
review
CPK
n
intranet.
So
we
work
closely
from
the
patrol
side.
A
E
Thank
You
Jeri,
this
one
would
I
would
small
clarification
in
slide
4,
which
is
says
in
the
event
where
the
performance
concern
exists.
Supervisors
must
know,
does
it
include?
Does
it
include,
or
in
case
anybody
any
of
your
officer
as
a
mental
illness
or
psychological
issues
prior
to
the
final
easy
finalization
of
the
annual
report,
those
accommodations
will
be
made
in
that
performance
report.
E
F
B
Hi
I
can
respond
to
this.
No
performance
is
basically
performance,
but
if
there
are
any
health
concerns
that
are
identified,
then
we
would
link
the
officer
or
the
member
to
our
health
and
safety
and
lifestyles
team
to
be
able
to
deal
with
that
those
issues,
and
maybe
accommodation
yes,
but
it's
not
handled
through
the
performance.
E
B
I
Thank
you
very
much
for
your
presentation.
I
was
looking
forward
to
it
and
I
have
a
couple
of
questions
from
what
I
gather.
I
I
understand
that
the
coach
is
key.
That's
a
key
individual
in
supporting
and
making
sure
that
the
recruit
is
getting
everything
that
he
or
she
requires
right.
That's
correct,
okay,
so
my
question
is:
during
the
training
session.
Could
a
recruit
have
more
than
one
coach.
J
J
K
J
I
Enough,
so
my
question
is:
if
a
recruit
for
some
reason
or
another,
the
chemistry
isn't
there
between
the
recruit
and
the
coach.
What
happens
then?
What,
if
there's
something
that
that
the
feeling
that
the
working
environment
isn't
isn't
the
best?
What's
the
first
step
in
dealing
with
that
issue?
Well,.
J
The
first
step
would
be
if
we
would
hope
that
the
recruit
would
come
forward.
This
is
one
of
those
things
that
we
would
when
they
come
through
PDC.
We
try
to
ensure
that
they're
aware
that,
if
something
doesn't
feel
right
with
them
that
they
absolutely
can
speak
to
the
sergeant
if
they
don't
feel
comfortable,
for
example,
speaking
to
the
their
own
coach
officer,
they
could
go
to
the
sergeant
and
and
advise
of
their
concerns
again.
For
us,
our
priority
is
the
success
of
the
recruit
you.
K
J
I
So
what
you're
telling
me
is
if
the
recruit
is
having
issues
with
their
coach,
which
might
be
very
different
for
recruit
to
sort
of
go
over
that
coach's
head
and
you
know,
lodge
a
complaint
is:
is
it
done
and
is
it
provided
to
that
recruit
the
opportunity
to
be
able
to
do
that?
So,
in
other
words,
does
a
recruit
have
the
chance
to
talk
with
someone
else
other
than
their
coach
in
order
to
express
what
may
or
may
not
be
working
with
that
particular
trainer.
J
E
J
I
can
tell
you,
for
example,
when
I
worked
at
PDC
when
we
were
there
as
a
resource
as
well
and
I
had
recruits
come
to
me
when
they
came
back
from
their
first
250
hours
and
had
concerns,
and
in
that
circumstance
I
reached
out
to
the
staff
sergeant
on
that
platoon
and
said:
can
we
do
something?
Can
we
work
it's
a
delicate
situation,
because
you
don't
want
to
upset
anybody,
but
again
we
want
to
ensure
the
best
success
at
and
it
is
you're
right.
J
I
Because
I
would
think
you
know,
especially
with
so
much
of
the
time
and
effort
that
we're
spending
right
now,
we've
got
such
a
great
program
going,
we're
bringing
in
recruits
like
we
never
have
we're,
also
looking
at
as
many
that
are
from
our
racialized
communities
and
I'm,
just
wondering
if
our
coaches
understand
that
there
might
be
different
ways
that
recruits
need
to
be
trained
because
of
where
they
come
from.
Okay
and
so
I'm
thinking
in
terms
of
I,
think
you
mentioned
that
coaches
get
one
week
of
training,
that's
correct!
I
So
if
a
recruit
has
difficulty
expressing
themselves
or
in
their
writing
capabilities,
all
of
those
issues
are
something
that
you
know
is
different
from
someone
who,
for
instance,
has
no
difficulty
speaking
or
writing
in
English.
But
someone
who
has
a
cultural
background,
that's
different.
Is
this
part
of
the
coaches
training
to
actually
deal
and
be
sensitized
with
those
kinds
of
issues
the.
J
Training
that
you
refer
to
is
not
specifically
in
the
coach
officer
training
program,
but
they
do
they
do
receive
that
training.
The
type
of
training
in
the
specific
week
is
management
and
leadership.
Various
adult
learning
styles
in
what
they
do
feedback
giving
feedback
delegating
problem
solving
communication
strategies.
So
it
would
be
included
in
that
aspect,
coaching
skills.
They
they
go
through
the
performance
management.
J
They
do
have
extensive,
respectful
workplace
training,
which
would
include
that
information
as
well
ethics
and
leadership,
and
they
go
through
various
case
studies
in
which
they
would
sit
down
and
go
through
various
situations
that
have
occurred
in
the
past
and
how
they
would
deal
with
that.
So
that
would
include
the
various
different
types
of
learning,
potentially
situations
where
a
recruit
does
have
concerns
or
their
concerns.
Regarding
the
learning
of
the
recruit.
What
does
the
coach
officer
do
to
ensure
that
they
know
what
needs
to
be
done?
J
If
there
are
concerns
regarding
the
learning
of
recruit
and
immediately
the
process
in
place
is
there
they
are
taught
to
immediately
contact
the
professional
development
center
and
that's
where
we
have
the
different
tools
that
that
we
can
use
to
improve
the
performance
of
the
recruit.
So,
like
I,
said
the
language
training,
the
driver
training,
the
scenarios,
if
they're
having
an
issue
with
respect
to
their
use
of
force
or
dealing
with
scenario,
situations.
Wonderful,.
I
You
don't
think
that
would
be
something
that
would
be
important
at
this
point
in
Thailand.
You
know
yeah,
okay
and
my
very
last
question.
Sorry,
for
this
is
dear
to
my
heart.
I
J
J
There
could
be
a
circumstance
when
they
do
I
mean
we
talk
about
coach
officer
burnout
as
well.
How
many
recruits
have
they
had?
How?
How
often
do
they
have
a
recruit?
So
it's
we
rely
on
the
chain
of
command
knowing
their
members
and
if
they
identify
that
the
coach
officer
is
having
an
issue.
What
we
ask
is
the
supervisor
to
bring
the
coach
officer
in
have
the
discussions
track
that
as
well
as
far
as
documentation?
If
it's
something
that's
a
requirement
to
be
put
in
the
tracking
log,
then
that
would
be
done
as
well.
J
Jeff
spoke
of
the
performance
performance
management
in
the
tracking
logs
and
doubt,
but
that
cannot
be
done
without
having
a
discussion
with
the
member
to
ensure
that
the
the
coach
officer
is
aware
of
what
the
issues
are.
We
obviously
as
well
need
to
give
the
coach
officer
the
opportunity
to
improve
as
well,
but,
as
you
say,
this
is.
J
This
is
one
of
the
most
important
roles
that
are
that
are
in
the
police
service,
because
they
are
working
with
the
newest
members
that
are
coming
in
and
we
want
to
make
sure
that
they
they
have
the
tools
required
as
well.
So
we
would
just
work
with
them
and
if
it
something
that
was
identified,
then
perhaps
they
would
need
to
go
back
and
do
do
more
coach
training.
J
One
of
the
one
of
the
things
that
we
will
be
implementing
as
well,
is
yearly
refresher
training
for
Coach
officers
because
of
the
inconsistencies
that
were
identified
prior
to
2018
a
yearly
refresher,
so
that
everyone
is
up
on
the
latest
training
and
it
will
provide
consistency
for
for
the
program.
So.
A
F
D
Question
sort
of
builds
on
what
Suzanne
was
asking,
and
that
is
other
than
having
to
be
a
police
officer
for
three
years.
Is
there
a
criteria
that
a
coach
officer
has
to
has
to
meet
and
are
they
screened
about?
You
know?
Are
there
certain
things
that
maybe
we
would
not
like
to
see
in
a
coach
officer?
You
know
there's
all
these.
J
That
well
basically,
it's
they.
They
do
go
through.
Like
I
said
they
look
for
the
platoons,
the
sergeants
look
for
the
members
on
the
platoon
who
are
showing
leadership
qualities.
We
also
it's
really
important
for
the
coach
officers.
You
want
to
identify
someone
who
wants
to
do
the
job.
You
don't
want
to
say
to
somebody
who's,
really,
not
interested
in
being
a
coach
officer
that
it's
something
that
they
have
to
do.
So
we
it's
something.
If
nobody
has
come
forward
to
say
I'm
very
interested
in
this,
then
we
would
ask
the
sergeants
to
canvas.
J
They
would
have
to
have
a
progress
report
that
that
meets
as
well
meets
all
the
the
qualifications
that
are
required,
so
they
have
to
have
proven
and
shown
that
they're
there
doing
their
job
well.
And
so
then
it's
a
collaboration,
basically
with
the.
If
they
come
to
the
sergeant
and
say
that
they're
interested
in
doing
so,
then
the
sergeant
would
speak
to
the
Staff
Sergeant
and
they
would
collaborate
on
that
and
discuss
and
take
a
look
and
ensure
that
their
performance
review.
D
J
J
J
F
I
You
very
much
I
have
one
last
thought:
I'm
very
happy
that
you're
going
to
be
conducting
the
audit
I
think
there's
a
real
need
for
always
circling
back
to
find
out
how
effective
are
we,
you
know,
what's
the
weight
of
unfortunate
situations
where
recruit
doesn't
work
out?
Do
we
understand
why
that's
happening
again,
because
we've
spent
so
much
time
and
money
and
trying
to
recruit
them?
F
A
Thank
you
very
much
and
thank
you
for
that
presentation.
This
really
and
I
appreciate
all
the
questions,
because
this
really
does
get
at
the
heart
of
the
future
of
our
Police
Service.
So
thank
you
for
that
that
the
Ottawa
Police
Services
Board
received
this
presentation
for
information
received.
Thank
you.
A
A
Works
for
you,
there's
fine,
so
I
just
wondered
when
I
read
the
report.
I
noticed
a
sizable
increase
with
respect
to
public
complaints
received
received
in
the
third
quarter.
I
think
it
was
like
a
42%
increase
and
I'm
just
wondering
this.
This
is
jumped
out
at
me
and
I'm
just
wondering
if
you
have
a
comment
on
that.
B
Yes,
each
one
of
these
tables
have
there's
a
table
1
and
table
2,
and
they
have
to
be
taken
in
conjunction
with
each
other,
so
on
table
2
or
table
1,
you're
correct.
It
says
42
percent
increase,
but
on
table
two
when
he
shows
the
actual
complaint
investigations.
The
total
number
in
the
queue
3
4,
20
19's
at
33
and
2018,
is
just
31.
We
believe
the
reason
for
the
difference
is
that
is
all
I
PRD
in
screaming.
There
calls
a
little
differently
as
they
come
in.
B
We
think
in
the
big
in
in
the
past,
they
used
to
do
those
kind
of
Ray
at
the
front
end
and
it
wouldn't
necessarily
be
reported
and
now
they're
doing
it
at
the
tail
end.
And
it's
it's
jumping
those
numbers
up,
but
the
real
one
you
want
to
worry
about
is
the
concern
about
is
table
2,
which
shows
the
actual
investigations
so.
A
A
A
Sorry
you're,
referring
specifically
to
what
Eric
the
there
was
a
talked
about.
The
for
the
new
mobile
communications.
I.
Think
one
of
the
things
they're
doing
is
putting
specific
equipment
into
the
Elgon
street
station
to
allow
this
to
get
rid
of
the
dead
spots,
which
has
been
a
real
issue
and
I'm
just
wondering.
What's
the
timelines
for
the
installation
of
the
new
equipment
on
Elgon,
Street,
okay,
so
I
think
you're
talking
about
the.
B
B
A
Q1
to
2020:
that's
that's
what
I
want
to
hear?
Okay,
great
thanks!
Very
much!
Are
there
any
other
questions
on
item
number,
seven
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
Thank
you.
Number.
Nine
legal
services
status
report.
Third
quarter,
believed
number
of
alakay
has
a
question
on
this.
One.
I
Yes,
Timmy
super
Lisa,
I'm
interested
in
the
labor
employment
and
human
rights
claims
from
what
I
gathered
I'm,
not
sure
how
many
we've
had
so
far
this
year.
I
think
there
are
nine
in
this
third
quarter.
Is
there
any
way
that
you
could
tell
me
give
me
a
breakdown
on
what
those
types
of
claims
have
been.
B
Mr.
chair
you're
right,
that's
the
the
nine
reported
are
just
in
the
last
quarter.
Four
of
those
our
labor
and
employment
matters
so,
gentlemen,
speak
and
that
would
be
grievances
in
the
in
the
ordinary
course
either
rising
to
conciliation
or
arbitration.
Five
of
those.
The
remaining
five
are
human
rights
matters
and
those
can
come
neither
externally.
The
vast
majority
of
them
are
external
or
they
could
theoretically
also
be
internal
matters.
B
I
B
A
B
Mr.
Shea
I
don't
believe
it's
it's
an
event
as
much
if
I
look
at
the
comparison
between
last
year's
figures
at
this
point
in
time-
and
this
year's
are
clearly
delayed
with
respect
to
the
delivery,
for
example,
of
external
firms
and
their
accounts,
so
what
I
would
suggest
is
memory
serves?
It
was
a
significant
adjustment
in
q4
last
year,
once
we
received
those
accounts,
I'm
happy
to
provide
kind
of
more
of
an
analysis.
Once
we
see
those
final
numbers
as
part
of
our
wrap-up
report
in
January,
great.
A
A
Is
there
any
other
business
that
members
would
like
to
raise
another
business
so
now,
we'll
the
consideration
of
moving
of
motion
to
move
in
camera
that
the
Ottawa
Police
Services
Board,
to
join
the
public
portion
of
its
meeting
to
move
in
karma
to
discuss
confidential
items
pertaining
to
legal
and
personnel
matters
and
accordance
with
section
35
4
B
of
the
Police
Services
Act.
Those
in-camera
items
include
one
labor
relations
unit
report.