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From YouTube: Ottawa Police Services Board - November 25, 2019
Description
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
A
The
next
item
on
our
agenda
is
a
confirmation
of
minutes,
minutes
number
13
of
the
28th
of
October
2019
and
minutes
14
of
the
6th
of
November
that
the
Ottawa
Police
Services
Board,
confirmed
minutes,
number
13
and
14
of
the
28th
of
October
20,
19th
and
Oh
6th
of
November
meetings.
Is
this
carried
yeah?
Thank
you.
Are
there
any
declarations
of
interest,
seeing
none
committee
meetings,
reports
from
committee
chairs
and
minutes
on
November
the
14th,
the
finance
and
Audit
Committee
met
which
I
chair
and
we
discussed
the
draft
Ottawa
police
2020
operating
in
capital
budgets.
A
We
received
a
presentation
from
staff
and
heard
from
public
delegates.
The
budget
is
before
the
board
this
evening
for
consideration.
So
from
that
we
have
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
This
is
received.
Thank
you.
Are
there
any
inquiries
seeing
none?
The
the
first
item
of
business
is
the
Chiefs
verbal
report
which
will
hold.
The
next
item.
Is
the
2020
Police
Services
Board
meeting
scheduled
that
the
Ottawa
police
services
board
approved
the
2020
meeting
scheduled
this
is
carried?
Thank
you
number
three
is
the
appointment
of
special
constant
Oh?
B
C
A
The
next
item
is
a
reappointment,
a
special
constables,
OC
Transpo,
that
the
Ottawa
Police
Services
Board
approved
the
reappointment
of
OC
transform,
plays
Daniel
goichi
and
Sarah
Kennedy
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
appointments
form.
This
is
carried.
Thank
you.
A
Number
five
is
a
2020
draft
operating
capital
budgets.
We
have
delegations
and
a
presentation
on
this,
so
no
presentation,
just
delegation,
so
we'll
hold
this
one
number.
Six
is
the
o
PS
response
to
the
diversity,
audit
and
traffic
stop
race
data
at
a
collection
report
which
we
do
have
a
presentation
on,
and
we
have
a
member
of
the
audience
wishes
to
speak
so
we'll
hold
that
number
seven.
Is
the
financial
status
report
third
quarter,
2019
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information
in
this
report
received.
Thank
you
number
eight.
A
It's
a
performance
report
third
quarter,
2019
that
the
Ottawa
Police
Service
Board,
received
this
report
for
information.
Is
this
received?
Thank
you
number
nine.
The
report
on
siu
investigation
that
the
Ottawa
Police
Services
Board
receive
this
report.
For
information
as
it
received
Thank
You
number
10
is
the
workforce
management
report.
Third
quarter,
2019
that
the
Ottawa
Police
Services
Board
approved
the
appointment
of
the
sworn
officers
identified
in
document
two
and
receive
this
report
for
information.
Is
this
approved
and
received?
A
Thank
you.
Number
11
is
the
interoperable
mobile
communications
managed
service,
and
you
may
note
on
this
one
that
I
know
this
read
from
the
port.
All
actionable
and
technical
issues
have
now
been
addressed
and
resolved,
and
this
report
represents
the
last
I
am
CMS
update
report
to
the
board.
Is
this
report
received
Thank
You
number
12
is
outstanding
board
inquiry,
Xin
motions
November
2019
that
the
Ottawa
Police
Services
Board
received
this
report
for
information
as
it
received
Thank
You
number
thirteen
letters
of
commendation
that
the
Ottawa
Police
Services
Board,
received
this
report
for
information.
A
D
Thank
You,
chair
board
members
appreciate
the
opportunity
to
address
you
and
through
you
to
the
audience
we
just
load
up
the
glasses
here
good
evening,
boss,
alright
I
know,
we've
had
a
very
busy
agenda
today,
so
I'll
try
to
keep
my
comments.
Brief
I
would
like
to
start
off
chair
by
embarrassing
a
little
bit
in
congratulating
you
on
being
selected
for
the
order
of
Ottawa,
which
recognizes
exceptional
people
here
in
the
city
who
have
made
a
significant
contribution
to
making
life
better
for
everyone
who
lives
here.
D
D
Mr.
mayor
I've
been
sanctioned
twice
already
by
the
chair
for
being
tardy
and
not
getting
to
my
seat
in
time,
but
I
will
say
that
that
awards
ceremony
was
not
only
inspiring,
but
it
started
on
time
and
finished
on
time
and
allowed
it
a
great
time
for
us
to
meet
with
these
members
and
for
me
to
meet
with
many
of
the
great
Ottawa
residents
and
I
was
grateful
for
that
too.
Great
introduction
to
this
great
city.
Thank
you.
D
Transition
over
the
past
month,
I've
been
fully
immersed
in
the
operations
of
the
service
and
meeting
our
frontline
members,
both
sworn
and
civilian,
as
well
as
many
many
of
the
folks
in
the
Ottawa
community,
I
still
have
not
yet
reached
the
farthest.
Western
and
Eastern
limits
of
the
realm,
but
I'm
doing
my
best
to
get
out
there
and
looking
forward
to
meeting
everyone
across
this
great
city.
The
passion
that
I've
seen
experience
inside
and
outside
the
organization
is
confirmed
for
me
that
my
decision
to
come
to
Ottawa
was
the
right.
D
One
I
want
to
thank
everyone
for
their
ongoing
efforts
to
welcome
myself,
as
well
as
my
family
and
I
to
the
city.
I'm
grateful
to
the
executive
team
and
the
senior
officers
who've
been
working
hard
to
bring
me
up
to
speed
on
the
many
issues
that
we're
facing,
as
well
as
the
many
opportunities
that
we
can
better
leverage.
The
contact
I've
had
particularly
with
the
frontline
members
and
the
residents,
has
been
very
illuminating
in
shaping
my
my
insights
as
well
as
my
plans
for
the
future.
D
There
is
still
no
doubt
a
lot
of
work
to
do
and
many
more
issues
for
me
to
get
my
head
around,
but
I
know.
We've
got
the
right
people
and
the
right
level
of
enthusiasm
to
take
on
these
challenges
and
to
advance
these
opportunities
right
out
the
gate
we
were
hit
with
two
major
reports.
Many
years
in
the
making
last
Wednesday,
we
released
two
independent
reports
that
we
commissioned
to
continue.
Our
leadership
work
on
equity
diversity
and
inclusion.
The
diversity
audit
was
prepared
by
the
audit
team
from
great
rich
Malcolm
and
the
traffic
stop
race.
D
Data
collection
report
was
prepared
by
the
Ontario
technical
York
team.
I
just
want
to
acknowledge
inspector
Flanagan
in
the
room
who
led
phase
one
of
the
erase
data
collection
report
very
successful
and
very
difficult
implementation,
and
grateful
for
his
leadership
and
his
support
going
forward.
These
reports
and
presentations
are
also
now
available
on
our
website
for
the
public,
who
have
yet
not
yet
had
a
chance
to
fully
review
them.
There
will
also
be
a
short
presentation
by
my
team
this
evening
about
our
commitment
to
moving
forward
from
the
recommendations
to
action.
D
Both
reports
demonstrate
progress
and
both
conclude
that
we
have
work
to
do
on
this
journey
towards
professional
and
equitable
policing.
The
reports
contain
difficult
findings,
but
they
also
contain
opportunities
to
address
systemic
barriers,
which
will
help
us
to
make
policing
better
for
everyone.
The
community
and
our
members
I
think
we
all
know
that
bias.
Racial
profiling
and
other
forms
of
discrimination
exist
in
society
and
that
then,
that
means
that
they
exist
in
policing
and
in
this
organization
as
well.
These
are
not
easy
issues
to
face
in
any
profession.
D
I
think,
however,
there
has
been
an
over
focus
on
our
frontline
officers
and
members
and
their
supposed
unwillingness
or
inability
to
implement
biased,
neutral
practices
and
to
hold
themselves
to
account
and
to
maintain
a
level
of
professionalism
and
discipline.
That
has
not
been
my
experience
in
policing
in
my
previous
organization
or
in
my
short
tenure
as
chief
of
the
Ottawa
Police
Service
I've
spoken
to
many
of
our
frontline
officers.
D
I've
worked
with
them,
albeit
in
short
spurts
on
patrol
over
the
last
month
and
I,
know
they're
committed
to
this
work
individually
and
collectively
they
support
a
change
in
our
approach.
That
brings
in
more
innovative
thinking
to
address
these
issues.
They
also
need
to
know
that
they
have
my
support.
D
The
support
of
my
executive
and
the
senior
officers
and
the
support
of
the
community
and
by
support
I
mean
not
a
blank
check
being
held
to
the
highest
level
of
accountability
and
expectations
being
reasonable
in
responding
to
constructive
criticisms
and
understanding
that
there
is
a
fierce
urgency
right
now
to
improve
that.
This
isn't
something
that
we
can
kick
the
can
down
the
road
on
that
we
need
to
make
measurable,
demonstrable
and
continuous
progress
on,
but
they
want
that
support.
They
need
that
support
to
do
this.
D
Heavy
work
and
I
think
we've
got
the
right
people
both
inside
the
organization
and
outside
to
provide
that
support.
Ultimately,
this
is
an
organizational
issue
that
we
need
to
address.
It's
our
own
systems
that
select
these
officers,
it's
our
own
systems
that
train
them
and
evaluate
them,
and
it
is
our
own
systems
that
deploy
them
into
the
community
to
conduct
operations.
If
there
is
any
failure,
it
is
at
the
organization
systemic
level,
rather
than
a
indicative
of
any
deficit
for
the
individual
officer.
D
I
will
hold
myself
first
and
foremost
to
account
on
moving
this
issue
forward.
It'll
be
myself
in
this
executive
team
that
works
hard,
first
and
foremost
to
advance
these
issues.
I
know
that
we'll
have
the
effort
from
our
internal
members
on
this
and
I
know
we
already
have
through
the
CEC
and
other
invested
stakeholders,
some
of
whom
who
are
in
the
room
here
today
to
make
sure
we
advance
this
cause.
D
Many
institutions
and
sectors
are
doing
this
work
to
improve
their
systems,
including
policies,
procedures
and
training
and
development
models,
to
name
but
a
few
again,
I'm,
confident
that
the
o-p-s
has
been
and
will
continue
to
be
a
national
leader
in
this
important
work,
and
it
shows
much
courage
in
terms
of
what
we're
doing
within
the
Canadian
policing
ranks.
I
am
proud
to
be
the
member
of
this
organization,
as
we
continue
to
make
advancements
in
the
coming
days.
D
This
plan
and
the
change
it
will
bring
is
as
much
to
help
the
community
as
it
is
to
assist
our
members
to
do
their
jobs
and
to
serve
our
community.
Our
community,
in
the
most
effective
way
possible
together,
will
be
more
meaningful,
we'll
make
more
meaningful
progress
on
EDI
by
removing
barriers
and
improving
our
systems.
D
I
want
to
just
turn
briefly
now
to
gun
violence
and
Community
Safety
I
want
to
discuss
some
of
the
gun
violence,
that's
affecting
our
community
over
the
last
little,
while
on
the
good
news,
our
investigators
have
solved
all
12
homicides
that
have
occurred
this
year
in
Ottawa,
and
our
frontline
officers
are
effectively
investigating
and
incarcerating
armed
and
violent
offenders.
This
includes
the
work
of
pivot
officers,
who
made
a
routine
traffic,
stop
that
led
to
discovery
of
illegal
drugs,
a
loaded,
45,
caliber,
handgun
and
other
acts
of
crime.
D
Earlier
this
month,
so
far,
year-to-date
we've
seized
62
crime
guns.
Just
last
week
we
saw
a
targeted
shooting
at
a
West
End
gym
that
left
a
man
in
very
serious
condition
in
the
hospital.
It
was
Ottawa's,
68th
shooting
of
2019,
and
it
is
a
sobering
reminder
that
we
need
to
continue
to
our
to
do
our
work
with
our
partners
and
keep
the
focus
on
street
and
gun,
low
and
gun
violence
within
the
city
and,
most
importantly,
addressing
its
root
causes
for
the
good
of
everyone
in
our
city.
D
D
I'm
encouraged
to
see
what
we
have
a
mayor:
a
city
council
city,
general
managers,
leaders
across
our
civil
society
and
within
the
NGO
sector.
That
will
allow
this
to
happen
and
I'm
very
confident
in
the
leadership
of
deputy
chief
Bell.
To
marshal
those
resources,
we
will
be
helping
to
marshal
those
resources,
but
we're
not
intending
to
lead
that
parade
unless
its
requirement
for
us
to
do.
There
are
many
great
leading
agencies,
and
many
great
leaders
within
this
community
will
be
part
of
that
parade,
sometimes
at
the
front,
sometimes
in
the
middle,
always
moving
things
forward.
D
The
development
of
that
strategy
is
only
in
its
early
stages
and
I
expect
to
have
more
information
by
the
next
board
meeting.
It
will
require
the
support
of
the
community,
the
board
and
several
levels
of
government,
but
we
know
that
that
this
is
required
needed
and
can
get
done.
We
all
want
the
same
thing:
a
safe
and
healthy
community,
where
we
can
put
down
roots,
raise
our
families
and
start
good
businesses
and
contribute
to
society.
D
This
type
of
gun
violence
runs
counter
to
all
of
that
goal
and
we're
committed
to
reducing
that
and
living
it
as
much
as
possible.
I
want
to
conclude
my
remarks
by
talking
about
the
great
work
of
our
frontline
members,
particularly
our
frontline
officers.
One
of
the
best
parts
of
this
job
is
hearing
about
the
great
work
being
done
by
our
members
having
gone
on
a
couple
of
patrols,
already
I'm
continually
impressed
by
their
compassion
and
professionalism
in
this
month's
commendations
report,
which
I
hope
everyone
has.
D
It
had
a
chance
to
read
and
for
those
members
of
the
audience
please
do
visit
the
website
and
have
a
full
read
of
the
commendations.
A
resident
wrote
in
to
tell
us
how
one
of
our
officers
saved
her
daughter's
life.
Her
daughter
had
been
sexually
assaulted
and
had
emotionally
broken
down.
No
one
had
been
able
to
reach
her,
but
the
patience
and
compassion
of
Constable
Jessie
Hewitt
hit
home
with
her.
D
The
mother
wrote
us
to
say
that
she's
starting
to
see
a
difference
in
her
daughter
because
of
Constable
Hewitt's
kindness
that
he
took
the
time
to
sit
and
talk
with
her
daughter
and
then
get
her
to
the
hospital
and
even
gave
her
his
phone
number.
If
she
needed
to
talk
those
simple
acts
of
kindness
have
now
made
this
young
lady
feel
safe
enough
to
go
outside
again.
The
mother
wrote
and
I
quote
constable
Hewitt
is
not
just
another
officer.
D
He
saved
my
daughter's
life
for
that
he
will
always
be
a
hero
to
me
and
my
family.
Another
resident
wrote
us.
After
witnessing
our
officers
attending
a
suicidal
woman
on
a
bridge.
They
remarked
how
patient
they
were
and
how
they
consoled
the
woman,
while
one
officer
remained
on
the
ground
to
catch
her.
If
she
jumped
the
officers
troops
right,
the
mother
wrote
us
to
say
she
startled
catcher.
D
If
she
jumped
sorry
bit
of
a
missing
quote
here
anyway,
she
writes
the
officers,
truly
represent
the
best
of
our
Police
Service,
and
that's
only
two
examples
of
things
that
happened
that
you
don't
hear
about,
but
they
do
leave
a
lasting
impact
on
somebody's
life.
I
am
constantly
approached
by
residents
in
this
city
who
are
eager
to
share
their
exceptional
experience,
who
they've
had
with
Ottawa
police
service
members.
D
In
fact,
mayor
at
the
community
awards
ceremony,
I
was
approached
by
a
woman
who
pulled
me
aside
to
thank
me
for
the
care
that
an
officer
gave
her
during
a
routine
domestic
dispute
call
neighbors
had
called
the
police
after
there
had
been
a
loud
argument
between
her
and
her
husband.
The
couple
had
just
had
a
new
baby
who
was
experiencing
a
lot
of
significant
medical
issues.
The
couple
was
extremely
exhausted
and
were
not
coping
well.
D
Our
officer
sat
down
with
a
pair
and
helped
to
calm
them
both
down
the
officer
could
have
left
after
de-escalating
tuition,
but
he
took
the
time
to
stay
and
help
the
couple
figure
out
why
they
were
arguing.
To
begin
with,
the
woman
was
grateful
for
the
patience
and
kindness
of
her
officers
and
his
ability
to
help
her
and
her
husband
work
through
some
of
their
issues.
She
told
me
that
it
has
actually
changed
their
relationship
and
that
they're
now
doing
much
better
as
a
family.
D
There's
a
chance
to
praise
the
amazing
work
of
our
current
serving
members
and
the
work
of
decades
and
decades
of
former
members.
It
is
a
chance
to
celebrate
this
amazing
City,
which
I'm
getting
to
know
with
that.
That
concludes
my
verbal
report
and
I'm
happy
to
take
any
questions
you
may
have
thank.
A
E
D
F
E
D
D
Number
of
seized
crime
guns
are
about
the
same.
We
know
that
importation
and
and
to
a
lesser
extent,
conversion
of
once
legal
guns
to
crime
guns
is
still
occurring.
We,
the
number
of
shootings,
is
really
indicative
of
how
many
guns
are
out
there,
and
we
are
slightly
down
about
7%
from
this
time
last
year,
but
we
it's
still
an
issue
they're
still
one
crime
gun
out.
There
is
too
many
because
of
the
public
safety,
and
we
have
numerous
efforts
underway
to
to
address
the.
E
D
The
borders
it
is
a
border
with
the
u.s..
We
do
know
that
there's
certain
border
points
that
are
used,
none
of
them,
are
in
our
jurisdiction,
but
with
our
counterparts
with
the
provincial
police,
we
we
are
aware
it's
there's.
The
seizures
coming
across
borders
are
much
higher
than
they
have
been
in
the
past.
We
know
that
handguns
are
coming
in
because.
E
F
E
You
for
that
report
on
the
same
track
as
remember
me,
and
what
are
we
looking
at
as
far
as
knife,
violent
knife
events,
because
it
seems
to
me
maybe
it's
my
imagination
that
we're
experiencing
more
and
more
violent
crime
using
knives
as
opposed
to
using
guns
and
I'm.
Just
wanting
am
I
correct
in
that
that
we
are
increasing
that
and
it
it's
much
harder
to
control.
Obviously,
because
some
knives
are
illegal
but
most
are
not.
So
is
there
any
way
any
strategies
that
we're
looking
at
for
that
I
actually.
D
Ask
the
same
question
of
my
command
team.
Very
recently,
as
I
saw
what
seemed
to
be
a
trend
line.
I'm
gonna
ask
deputy
chief
Bell
to
speak
to
that.
Just
by
the
way,
it's
a
small
clarification.
The
knife
itself
is
not
illegal.
It's
the
intention
of
what
we're
gonna
do
with
it,
but
small
deviation
we'll
ask
the
deputy
to
speak
to
it.
So.
H
One
of
the
focuses
that
we
have
is
around
street
and
gun
violence,
so
that
we're
we
are
actually
taking
into
account
the
violence
that
we're
seeing
around
knives
and
knife
attacks.
As
the
chief
spoke
about
we're.
Looking
at
developing
our
strategies
in
certain
areas
where
we're
seeing
a
higher
number
of
knife
or
knife
attacks
or
gun
violence,
and
that's
the
work
that
we're
having
to
make
sure
that
within
the
the
communities
that
we
are
going
to
put
our
resources
in
that
we're
aligning
with
the
community
safety
and
well-being
plan.
H
A
Are
there
any
other
questions,
if
not,
then,
on
the
Chiefs
horrible
report
that
the
Ottawa
Police
Services
Board
received
this
report
for
information
received?
Thank
you.
The
next
item
on
our
agenda
is
item
5,
which
is
2020
draft
operating
and
capital
budgets.
We
have
public
delegations
and
it'll
be
up
for
approval
after
so.
A
A
A
I
Am
I
on
okay,
okay,
first
I,
think
I'll
start
with
my
colleague
Natalie's
presentation
from
Vani
Abia
Kelsey,
a
venue,
mr.
mayor
esteemed
members
of
the
Ottawa
Police
Services
Board.
Thank
you
for
the
opportunity
to
speak
to
you
today
through
my
colleague,
Gaston
Jennings
of
the
byron
market,
BIA
I
apologize
that
I
could
not
be
here
to
address
you
in
person.
I
am
addressing
you
today
as
a
representative
of
the
vibrant
Vanier
community
and
specifically
its
business
community
as
BIA
s.
We
do
much
more
than
manage
banners
and
benches
on
our
Main
streets.
I
We
are
often
frontline
workers
and
observers
of
the
challenges.
Our
communities
face
poverty,
social
issues
like
housing
and
homelessness
and,
of
course,
crime.
I
would
like
to
commend
you
on
the
return
of
the
community
policing
model
in
Vanier
in
the
few
short
weeks
that
this
program
has
returned
to
Vanier
sergeant,
Wayne
Stangl
and
his
team
have
begun
to
restore
hope
to
our
community
in
his
in
this
fight
against
crime
that
we
face
every
single
day.
I
You
all
know
the
reality
of
Vanier
and
Overbrook.
You
see
it
on
the
news
and
we
live
it
every
day.
There
are
shootings
in
our
family,
restaurants
at
4:00
p.m.
on
a
school
day.
Our
Tim
Hortons
has
had
to
change
their
bathroom
light
to
blue,
so
drug
users
can't
find
veins
our
MPP
MP
and
the
business
woman
who
owns
the
building
that
houses,
their
constituency
offices
regularly
find
needles
or
condoms
on
their
front.
Stoop
and
I
could
go
on
on
October
21st
2019.
I
After
years
of
numerous
attempts
and
desperate
requests,
our
community
policing
team
was
reinstated
here.
We
all
were
the
many
stakeholders
of
our
community
United
in
one
room
with
a
shiny,
new
policing
team,
and
we
all
have
the
common
goal
of
restoring
order
in
vain.
You,
in
a
few
short
weeks
that
our
neighborhood
resource
team
has
been
in
place.
We
have
seen
tremendous
leaps
in
the
right
direction.
We
held
a
focus
group
with
our
merchants
two
weeks
ago,
and
one
recurring
theme
and
goal
emerged.
I
A
single
most
important
thing
to
tackle,
presence,
consistent,
consistent
and
continued
police
presence
on
our
streets
presence
ensures
that
troublemakers
are
recognized,
that
there
is
consistency
in
reporting
that
links
are
made
by
officers
between
different
crimes
and
that
people
feel
safe
by
the
very
nature
of
seeing
officers
present.
There
is
a
saying,
cockroaches
scatter,
in
the
light
for
too
long
Vanya
was
left
in
the
darkness.
The
light
you
are
now
shining
through
the
nrt
is
both
essential
and
important.
I
I'm
happy
to
highlight
that,
one
month
to
the
day
of
the
official
return
of
this
program,
our
NRT
proved
the
theory.
Last
week
a
hit-and-run
occurred
on
Montreal
Road.
The
driver
was
unlicensed,
uninsured
and
had
previous
indictments
within
30
minutes
of
the
accident.
Our
nrt
located
the
subject
suspect
hiding
in
a
bus
shelter.
They
quickly
took
him
into
custody.
The
community
policing
model
works.
The
statistics
presented
here
by
my
colleagues
prove
it.
We
see
the
struggles
some
of
our
colleagues
and
be
IAS
like
rito
street
and
by
word
face
every
day.
I
I
I
Hello,
your
worship,
chief
Otto
police
services,
board
members
on
behalf
of
the
Byward
market.
Bia
are
600
plus
members,
as
well
as
the
Byward
market
safety
and
security
committee.
We
would
like
to
thank
you
for
allowing
us
to
take
this
opportunity
to
provide
comments
on
the
2020
o-p-s
budget,
but
more
specifically
on
community
policing.
I
My
name
is
Jana
Jennings
I'm,
the
executive
director
of
the
Byward
market,
BIA
I,
have
held
this
position
since
spring
2006.
In
that
time,
I
have
seen
and
been
closely
involved
with
a
variety
of
police
models
and
initiatives
deployed
in
the
Byward
market.
There
really
is
no
place
like
the
Byward
market
24
hours
a
day,
seven
days
a
week.
It
is
always
filled
with
activity.
We
are
the
historic
heart
of
the
city
home
to
one
of
Canada's
oldest
and
longest
running
farmers
markets.
I
We
are
the
city's
number
one
tourist
district,
the
byron
market
hosts
on
average
over
seven
million
tourists
a
year
from
May
to
October
or
commonly
known
in
tourism,
speak
from
tulips
tulips
to
leaves,
we
see
an
average
of
50,000
visitors
every
weekend.
The
audible
letters
alone
attract
approximately
hundred
thousand
visits
every
month.
In
that
same
time,
frame
in
four
square
blocks,
we
have
over
150
restaurants
and
cafes.
I
Add
to
this
hectic
mix
within
our
boundaries
and
just
outside
of
our
doorstep,
are
three
major
men's
shelters,
three
supervised
consumption
sites
and
dozens
of
drop-in
and
social
services.
With
all
of
this
activity
and
convergence,
one
would
assume
that
there
are
dedicated
officers
that
patrol
these
four
square
blocks
every
day,
all
day
365
days
per
year,
but
you'd
be
wrong.
The
safety
and
security
of
both
our
visitors
and
members
is
one
of
our
primary
objection
objectives.
Over
the
years
we
have
prided
ourselves
on
our
outstanding
record
of
safety.
I
This
success
was
achieved
through
the
combined
work
and
close
relationships
developed
with
our
dedicated
na
Cho's
foot
patrols
and
beat
officers
their
regular
presence
and
their
direct
interactions
with
our
office,
and
our
members
were
our
greatest
asset
in
terms
of
addressing
our
challenging
and
diverse
safety
and
security
needs.
A
senior
management
of
o
PS
strive
to
cut
costs
and
find
fiscal
and
internal
efficiencies.
Much
to
everyone's
surprise,
this
successful
model
was
axed
members
regularly
bemoaned
the
loss
of
the
officer
that
gave
me
a
cell
number
to
call.
I
I
I
All
of
these
all
of
this
needs
to
be
valued
and
measured,
which
in
turn
shows
its
invaluable
worth
this
spring.
The
byron
market
saw
two
very
tragic.
Incidences
occur
within
a
short
timeframe
of
each
other.
They
garnered
lots
of
media
and
community
attention
and
a
reactive
decision.
Additional
officers
were
assigned
to
patrol
the
area,
primarily
on
Friday
and
Saturday
nights,
to
deal
with
nighttime
challenges.
This
added
presence
was
welcomed
by
both
members
and
patrons
on
a
Friday
and
Saturday
night,
but
the
byron
market
is
much
more
than
Friday
and
Saturday
night.
I
The
market
is
bustling
seven
days
a
week
from
morning
tonight
we
need
a
return
of
dedicated
officers.
All
day
every
day
from
11
a.m.
to
approximately
8
p.m.
we
need
the
regular
presence
of
dedicated
foot
patrol
who
regularly
and
proactively
interact
with
business
members
and
visitors.
We
need
assistance
with
the
nuisance
issues
that
plague
our
streets
all
day,
long
aggressive,
panhandling,
open
drug
dealing,
nuisance,
behaviors,
thefts
from
vehicles
and
businesses.
These
were
all
stats
that
didn't
happen
when
we
had
the
NH
shows
they
weren't
qualified
or
quantified
before,
but
now
they
are.
I
Our
members
are
very
clear
and
how
to
move
forward.
Even
if
we're
going
a
little
bit
backwards,
we
need
to
get
back
to
community
policing.
We
need
to
get
back
our
dedicated
daily
foot
patrols
in
the
Byward
market
and
get
back
to
the
business
of
working
closely
and
in
lockstep
with
the
community
that
you
are
here
to
serve
I
think
I
lost
my
last
page.
A
A
E
I
Certainly
were
disappointed
and
I
think
like
I
say
the
stats
prove
that
we
desperately
need
that
regular
presence.
We
I
mean
if
you
looked
at
my
phone
right
now,
my
cell
phone
is
filled
with
numbers
with
officers
over
the
years
and
really
they.
It
was
a
quick
point
of
contact
we're
having
some
issues
on
this
corner
with
this
person
today
what-have-you
and
there
were
people
there
to
deal
with
it
immediately.
It
wasn't
an
email
that
got
passed
down
a
chain.
Things
were
dealt
with
immediately
and
again.
The
members
felt
it
right
away.
I
E
I
Say
as
of
this
point
right
now,
if
we
saw
two
guys
walking
that
beat
seven
days
a
week
from
11
a.m.
till
8
o'clock
at
night,
it
would
make
a
huge
difference.
We
understand
this
is
a
huge
organization.
There's
a
lot
of
moving
parts,
but
in
this
immediate
I
can
almost
guarantee
that
we're
going
to
be
back
to
this
bottom
line.
If
we
see
two
guys
every
day,
all
day.
E
You
have
one
of
the
best
ambassador
programs,
certainly
in
this
city,
I,
don't
know
about
others
across
Canada
that
are
similar
to
this
one,
but
I
know
firsthand
how
well
you
orchestrate
that
ambassador
program
and
I
think
for
the
benefit
of
the
audience
and
for
our
police
officers
that
are
here
today.
Could
you
briefly
describe
to
us?
What
is
the
ambassador
program,
and
why
did
you
bring
it
about
sure.
I
So
it
it
certainly
predates
my
arrival,
but
we
have
dedicated
students
and,
if
possible,
we
try
to
hire
from
either
social
services
programs
from
criminal,
Studies
programs,
people
who
might
have
an
interest
in
this
kind
of
stuff
and
they
walk
the
they
walk
the
streets
of
the
market
every
single
day
and
they
are
a
first
response
for
a
variety
of
things.
They
deal
with
anything
from
aggressive
panhandling
to
first
aid
situations.
I
If
they
see
a
situation
that
is
really
escalating
there.
There
are
first,
you
know
there
are
kind
of
our
first
responders.
If
you
will
right
on
the
scene,
they
can
call
police
for
help.
This
program
has
been
incredibly
successful
and
we
work
very
very
closely
with
police
and
police
services
board.
Police
Services
Board
has
traditionally
supported
the
program
financially
and
we
we
sort.
I
This
year
we
really
struggled
with
with
our
ambassadors,
and
this
is
why
we
really
need
that
presence,
and
we
really
need
not
dedicated
those
dedicated
officers
down
there
to
help,
because
the
program
was
intended
to
stop
calls
for
service.
So
again,
it's
our
we're
almost
victims
of
our
success
and
stopping
some
of
the
calls
for
service.
It
doesn't
necessarily
reflect
and
calls
for
service
on
on
the
planning
side
for
police
that
work.
Thank.
A
J
D
You
so
much
you're
gonna
ask
a
deputy
chief
Bell
to
speak
shortly.
First
of
all,
just
grateful
that
you
managed
to
do
two
presentations
and
I
recognize
the
first
one
was
just
handed
to
you
and
and
I'm
grateful
for
the
insights,
particularly
in
terms
of
the
positive
feedback
by
sergeant
Stangl
I,
understand
from
Deputy
Chief
Bell
that
he
has
been
one
of
the
architects
of
this
renewed
approach
to
neighborhood,
policing
and
I'm.
D
That's
not
what
was
meant,
but
I
want
to
be
clear
to
the
community
here
that
we
view
all
of
the
people
in
this
city
as
human
beings
first
and
we'll
do
our
best
to
serve
and
protect
them
regardless
of
where
and
how
we
find
them.
In
the
circumstances,
when
we
deliver
police
services,
I
am
grateful
to
see
councilman
Mathieu
flurry
here
and
we've
had
a
number
of
discussions
around
how
to
better
support
these
very
complex
series
of
neighborhoods
Vanier,
which
has
an
investment
already
but
could
be
up
for
further
investments.
D
Should
the
supply-demand
side
meet,
and
certainly
we're,
having
ongoing
discussions
right
now
around
how
to
put
more
effective
resources
into
the
Byward
market
area.
I
can't
make
any
promises
right
now,
except
to
say
we're
having
a
very
healthy
look
again
being
led
by
Deputy
Chief
Steve
Bell.
Let
me
just
talk
very
quickly
about
the
chart
up.
There
I'm
always
interested
to
see
how
we
can
measure
the
negative.
So
that's
a
very
encouraging
stat
crime
prevention
is
based
on
our
ability
to
make
a
compelling
business
case
and
at
least
on
its
surface.
D
That
is
a
very
compelling
case,
but
some
other
important
measures
crime
must
go
down
whenever
we
put
an
investment
of
resources
in
and
trust
must
also
go
up,
otherwise
that
crime
reduction
will
ultimately
turn
around
and
be
a
failure.
If
we
do
put
a
neighborhood
resource
team
anywhere
in
this
city,
I
also
want
to
see
other
measures
happening,
a
greater
number
of
integrated
services
being
delivered
not
just
by
police
but
by
police,
in
partnership
with
city
resources
and
not-for-profit
agencies.
D
The
co-production
of
a
number
of
outcomes,
including
crime
outcomes,
safety
outcomes,
well-being
outcomes,
service
outcomes,
trust
outcomes
and
public
value
outcomes,
all
of
which
must
be
necessary
in
order
for
us
to
have
any
sense
of
true
sustainable
success
in
whatever
investment
we
might
make
wherever
we
might
make,
it
turn
things
over
to
Deputy
Chief
Bell,
to
give
us
a
brief
update
on
what
he
can
disclose
right
now.
So.
H
Yes,
thank
you
Jasna.
Just
it
was
good
to
hear
the
stories
of
Ivania
we're
glad
that
we're
having
a
positive
impact
there
I
think
one
of
the
things
that's
important
to
talk
about
is
it's
not
just
the
police
providing
resources
in
that
area.
The
city's
been
a
great
partner,
that's
becoming
engaged
with
us
and
they've
actually
set
up
teams
around
a
similar
model.
So
we
have
social
services,
public
health,
Parks
and
Rec
that
are
actually
looking
at.
H
How
do
we
work
together
with
community
partners
to
better
deliver
service
to
make
the
community
safer
and
more
well
as
we're
going
through
the
evaluation
right
now?
Data
like
this
is
fantastic
and
I
hope
we
can
actually
hook
you
up
with
our
data
people,
so
we
can
share
this
and
use
this
as
one
of
the
the
inputs
for
us
we've
been
through
a
journey
of
community
policing
that
starts
in
2017
when
the
the
public
looked
at,
how
we
changed
our
model
as
a
relates
to
community
policing
and
continually
gave
us
feedback
through
that
time.
H
We've
looked
at
how
we
deliver
a
bikes
and
beats
to
to
specifically
to
the
market
area
as
well
as
other
urban
areas.
We've
looked
at
SRO
augmentation
in
that
area
to
have
more
presence.
We've
looked
at
the
presence
of
the
market
initiatives
where
we
have,
during
the
most
vulnerable,
some
of
the
most
vulnerable
hours
more
resources
put
in
that
areas.
But
we
hear
you
there
needs
to
be
there.
H
We
need
to
make
sure
that
as
we're
considering
where
we
dedicate
resources
moving
ahead,
that
the
uniqueness
of
the
market,
the
jewel
that
the
market
is
for,
our
city
is
considered
when
we
look
at
putting
boots
in
there
on
the
ground
into
communities
in
the
Byward
market
and
in
the
Lower
Town
area.
So
I
look
forward
to
having
more
conversations
with
you
getting
the
data
you
have
as
we
look
at
how
we
meet
the
needs
of
the
uniqueness
of
the
Byward
market.
A
J
Mr.
mayor
police,
chief,
slowly
honored
members
of
the
police
board,
my
name
is
Laurie
Miller
I'm,
the
executive
director
of
the
Preston
sweet
BIA
I've,
been
doing
this
job
for
18
years
and
I've
never
had
to
come
before
this
board
in
the
past,
but
I'm
here
now
because
we're
having
real
problems
in
Little
Italy.
J
For
the
past
few
years,
we've
seen
an
alarming
increase
in
crime
in
the
neighborhood,
the
bulk
of
the
crimes
have
been
smash-and-grabs
where
a
car's
window
is
broken
and
any
valuables
in
the
car
stolen.
Quite
often,
it's
been
our
patrons
who
are
the
victims?
Some
of
them
tell
us
they're,
never
coming
back
to
Preston
Street
because
it
is
no
longer
safe.
Our
businesses
and
apartment
buildings
are
also
being
broken
into
repeatedly.
J
J
She
has
walked
through
the
area
putting
the
yellow
cards
on
the
dashboards.
But
you
know
the
driver
only
sees
that
once
they
return
to
the
car-
and
you
know
it's
not
preventing
people
from
leaving
things
in
their
car.
The
BIA
is
advised
all
of
our
business
members
numerous
times
to
file
police
reports,
but
many
victims
are
not
telling
the
business
owners,
so
we
don't
know
what's
getting
missed.
J
This
discourages
a
lot
of
victims
from
reporting.
Most
people
do
not
file
reports
unless
they
plan
to
put
a
claim
into
their
insurance
companies.
The
citizens
of
Ottawa
do
not
understand
that
intelligence-led
policing
requires
reports
to
be
filed.
They
see
no
purpose
in
going
to
the
effort
of
cooling
online
when
they
get
home
to
file
a
report.
This
puts
us
in
a
position
of
not
being
able
to
get
police
resources
assigned
to
our
area.
This
is
giving
our
membership
the
perception
that
the
Ottawa
police
do
not
care
about
our
area.
J
They
are
extremely
frustrated
as
they
watch
the
area
that
they
have
invested
millions
of
dollars
into
over
40
years
slip
back
into
an
unsafe
and
undesirable
neighborhood
I'm
here
to
ask
for
two
things.
The
first
is
that
the
Ottawa
police
create
a
public
awareness
campaign
like
the
ones
you
do
around.
Don't
leave
Christmas
gifts
in
your
car,
explaining
to
the
citizens
how
intelligence-led
policing
works
and
why
it's
so
important
to
file
a
report.
J
J
A
E
B
B
B
Thought
there
was
some
program
where
you
also
check
to
see
if
a
car
is
locked
in
mind,
mixing
that
up
with
another
city
I
remember
seeing.
Thank
you
back.
Does
that
we
don't
do
that.
I've
heard
I
know
in
residential
areas.
I
remember,
I
had
a
meeting
on
this
about
a
year
ago
and
the
whole
streets
were
being
targeted
and
it
was
over.
60%
of
the
people
said
they
forgot
to
lock
their
car.
Well,
that
was
you
know.
B
D
Well,
thank
you.
I'll
just
step
high
level
appreciate
the
the
comments
reporting
online.
The
challenge
that
I
think
every
police
agency
is
finding
is
how
do
we
engage
people
both
in
the
physical
world,
traditional
sense
and
officer,
responding
or
being
available
in
the
neighborhood,
as
we
talked
about
earlier
and
leveraging
this
different
digital
platforms
which
different
people
like
the
convenience
of?
So
it's
not
for
everybody,
but
it
is
for
some
people,
so
I
think
you'll
continue
to
see
some
type
of
service
delivery
model
that
includes
ability
and
the
requirement
to
report
online.
D
It
is
also
in
the
in
the
time
of
difficult
resourcing
that
we
look
for
efficiencies.
That
is
one
of
those
going
forward.
That
said,
I
hear
clearly
that
there
is
a
level
of
extreme
to
satisfaction
and
increase
criminality,
that's
occurring
in
the
area,
and
so
we
need
to
consider
that,
first
and
foremost
before
we
need
we
move
to
a
CRM
type
of
approach.
D
What
I
will
say
is
the
area
that
you
are
living
in
I've
had
some
reports
from
my
my
command
team
is
another
one
of
those
areas.
We
need
to
carefully
consider
around
the
additional
resources
going
in
for
some
of
the
reasons
you
talked
about
and
for
additional
reasons,
but
again
not
in
a
position
right
now
to
put
forward
anything
concrete
except
to
say,
there's
a
very
live
discussion
and
looking
at
where
our
next
series
of
significant
investments
will
be
I'll.
D
F
F
I
can
tell
you
that
the
number
of
reports
that
we
receive
online
through
our
police
reporting
unit
are
much
more
than
we
ever
designed
their
system
for
so
when
we
think
about
the
service
initiative
and
the
stopping
of
those
units
how
they
were
designed
in
terms
of
their
functionality
together
we're
having
a
challenge
managing
the
cola.
So
we
are
working
right
now
in
terms
of
some
review
to
look
at
shifting
resources
and
better
triaging
some
of
those
issues.
F
D
Can
I
just
have
before
Deputy
Chief
Bell
talks
about
sort
of
the
operational
side
of
things?
I
am
going
to
take
a
healthy
review
of
this
still
outstanding
piece
of
business
where
you'll
get
resource,
depending
on
how
many
times
people
call
in
while
that
can
be
a
useful
effort
to
a
limited
degree
that
cannot
be
the
main
driver
of
police
service
delivery.
So
I
share
your
concerns
in
that
area
and
you're,
not
the
only
one
voice
net
concern
members
within
our
own
organization
have
had
spoken
about.
D
H
So,
from
an
operational
perspective,
first
of
all,
I'd
like
to
thank
you
for
hosting
that
meeting
with
councilor
McKenney
and
the
community
health
center.
Those
are
the
type
of
dialogues
and
discussions
that
we
have
to
have.
You
live
in
a
very
eclectic.
Your
your
bi
is
in
a
very
eclectic
neighborhood
that
has
its
own
unique
sets
of
challenges.
I
went
out
the
next
day
and
I
walked
with
inspector
Bryden
and
we
walked
all
across
the
street.
H
You
have
lovely
merchants,
there
is
absolutely
no
doubt
and
they
identified
some
areas
and,
as
the
chief
said
as
we
go
through
our
review,
that
they
were
pretty
vocal
and
pretty
clear
that
they
are.
You
are
an
area
because
of
the
eclectic
nature
of
it.
That
would
we
need
to
strongly
consider
when
we,
when
we
are
aligning
or
looking
at,
where
we're
going
to
go
with
our
next
set
of
neighbourhood
resource
teams.
So
from
the
walk,
what
we
did.
H
We
did
identify
some
some
quick
fixes
for
the
area,
but
I
would
encourage
you
and
your
residents
to
continue
to
have
that
dialogue
with
the
community
police
officer
so
that
when
there's
an
emerging
issue,
we
can
respond
to
it
right
away.
While
we
consider
where
our
next
set
of
NR
tees
are
going
so
again,
thank
you
for
organizing
those
meetings.
Those
are
vitally
important
to
us.
E
E
It
is
this
current
budget
2020
budget
able
to
address
that
and
some
of
the
things
that
Deputy
Chief
Bell
is
talking
about
some
of
the
initial
service
initiatives
that
could
be
taken
undertaken
for
the
BIA
in
the
Byward
market
and
on
Preston
Street.
Does
this
budget
have
the
elasticity
in
the
budget
in
order
to
address
these
issues
because
I'm
hearing
quite
an
urgent
appeal
today
for
it
for
for
help.
F
So
I
think
absolutely
some
of
the
proactive
measures
that
deputy
Bell
is
talking
about
will
have
an
impact.
One
of
the
challenges
is
to
the
service
initiative.
We
went
to
a
very
reactive
model
of
policing
and
I.
Think
you've
heard
some
of
that
today
in
terms
of
losing
some
of
the
relationships
losing
some
of
our
ability
to
be
well
positioned
within
community
to
address
some
of
these
things
in
a
very
proactive
way,
and
so
what
we've
done
is
we've
actually
created
a
system.
That's
the
that's!
F
That's
fueled
and
driven
on
demand
for
service,
so
calls
in
to
the
police
service,
and
so
part
of
the
volume
that
we're
experiencing
is
that
reactive
nature
of
the
model
that
we
adopted.
So
if
we
get
back
to
the
community
policing
model,
I
think
that'll
reduce
some
of
the
burden
and
the
pressure.
The
other
part,
is
actually
to
look
at
the
system
as
a
whole
and
make
sure
that
we
actually
are
assigning
resources
appropriately
and
that
we
are
assigning
the
right
work
tasks
to
each
group.
E
F
Iii
think
there's
you
know:
I,
don't
want
to
speak
to
what
the
solutions
are
before
we
look
at
the
review.
I
think
there's
an
ability
to
fix
some
of
those
issues
without
adding
staff,
but
likely
we'll
have
to
shift
resources
internally
to
better
address
the
demands
of
those
units
from
the
communication
center
to
front
desk
services,
the
police
reporting
unit,
the
alternative,
Response
Unit.
All
those
sections
will
have
to
look
at
how
that
staffing
is
allocated
and.
E
H
D
I'll
just
jump
in
a
lil
on
this.
First
of
all,
the
lattice
masticity
of
any
budget
particular
policing
budget
has
to
address
driving
community
safety
and
crime
issues.
So
the
short
answer
is
yes:
we'll
make
it
elastic
enough
to
address
whatever
we're
at
in
the
face,
whether
it's
a
weather
disaster
or
a
human
driven
issue.
D
Secondly,
and
I
think
to
some
degree
it's
been
it's
been
said
by
both
deputies.
If
we
deploy
ourselves
a
more
proactive
prevention
focused
way,
then
we
should
see
a
demand
drop
on
our
internal
systems.
We
should
see
a
demand
drop
in
terms
of
the
actual
crime
and
public
safety
and
wellness
issues
that
our
communities
are
facing.
Neighborhood
teams.
D
We
don't
want
to
overuse
that
that
term
or
that
particular
intervention,
but
it
is
certainly
one
of
those
more
evidence-based
proven
processes,
but
a
number
of
other
proactive
measures
will
see
us
be
able
to
drive
down
that
type
of
demand
and
increase
the
satisfaction.
Ultimately,
that's
the
model
that
we're
building
our
deployment
against
yeah.
E
I
understand
that
but
I
guess
when
I
hear
as
Dan
Jennings
talked
about
I
mean
she
read
a
letter
from
the
Vanier
BIA,
where
the
neighborhood
policing
works
and
she's
dealing
with
their
own
issues
and
then
the
Byward
market
bia.
You
know
I
know
that
there's
a
desperation
there
to
get
something
like
that
in
the
Byward
market,
and
we
can't
say
within
our
budgeting
for
2020
whether
we
can
dedicate
officers
to
the
market.
Can
we
it's
going
to
have
to
be
within
the
complement
that
we're
looking
at
for
2020?
It.
D
May
be
reframing
and
I
don't
mean
to
split
hairs
on
an
important
issue
there,
any
number
of
places
across
the
city
that
are
experiencing
what
they
would
consider
unreasonable
levels
of
safety
and
crime
and
service
issues,
and
so
we
have
to
be
very,
very
careful
in
terms
of
assessing
the
full
smoke
scope
of
pressures
around
specific
resource
deployments.
I,
don't
think
anyone
here
is
suggesting
that
we're
going
to
wait
364
days
before
we
make
a
decision
on
a
deployment.
A
K
Thank
You
mr.
chair
and
ottoman
Police,
Services
Board
members
wanted
or
directors
wanted
to
come
and
ask
a
few
questions
as
it
relates
to
the
budget.
I
have
three
questions,
so
the
first
one
is
on
page
14
and
it
really
a
specific
question
as
it
as
it
matters
to
the
modernization
roadmap.
I
guess
what
we
call
bundle
four
and
as
part
of
this
year's
funding
strategy,
it's
4.4
million.
K
My
question
is,
as
it
relates.
Maybe
the
specifics
of
what
those
efforts
are
I've
had
issues
in
the
past
and
concerns
in
the
past
and
you've
heard
from
some
of
our
our
speakers,
including
the
deputy
chief,
as
it
relates
to
some
of
our
changes
in
Ottawa
Police
Services,
where
we
had
different
teams,
different
efforts,
and
we
saw
how
the
modernization
roadmap
has
impacted
us
directly
in
the
past,
so
want
to
know
what's
planned
for
this
year.
What
are
we
planning
to
do?
Is
that
money,
and
would
there
be
impact
in
terms
of
resources.
A
K
K
I,
don't
understand,
there's
numbers
there
for
population
growth
and
but
I,
don't
know
where
we
should
be
I
know
we
were
growing
in
population
I,
don't
know
what
is
the
Ottawa
police
services
goal
as
it
relates
to
ratios
population
to
growth
and
specifically
on
the
future.
Sworn
positions
I
think
it's
important
to
identify
to
the
full
change,
because
in
some
and
some
elements
of
the
budget
it
speaks
to
the
retirement.
K
So
a
bit
of
a
bit
of
confusion,
confusion
in
those
graph
and
finally,
as
part
of
this,
if
we
could
just
have
a
better
understanding
of
the
expectation
for
the
neighborhood,
all
neighborhood,
the
acronyms
n
RT
neighborhood
resources
teams,
because
it's
it's
clear
says:
well,
it's
not
22
24
seven,
but
what
is
it
meant
to
be
because
it's
certainly
not
Monday
to
Friday
9:00
to
5:00
and
I
know
that,
but
it's
it's
unclear
as
to
what
the
goals
are
for
those
teams.
So
I
don't
know.
A
D
And
I
think
I
got
four,
not
three,
but
we'll
do
our
best
high
level,
there's
nothing
that
isn't
going
to
be
reviewed
significantly
and
certainly
nothing
significant
that
isn't
going
to
get
reviewed.
That
made
it
sound
like
baffle
yeah,
but
modernization
roadmap
is
a
multi-million
dollar
multi-year
investment
that
started
long
before
I
arrived
and
is
scheduled
to
continue
on
long
after
I
start
my
tenure
here.
It's
a
major
capital
investment
and
I'm
grateful
for
the
city
dollars
that
have
gone
into
that,
but
I
need
to
do
a
full
review
and
I've.
D
Only
just
stuck
my
big
toe
into
a
big
ocean.
I
will
say
that
again,
it's
not
going
to
have
to
be
a
very
long
time
before
I
get
to
a
point
that
we
can
make
some
considered
decisions
around
how
to
create
a
greater
return
on
investment,
both
on
what's
already
been
spent
and
what's
still
unspent
and
in
the
queue
to
go.
D
I'll
queue
up
our
CEO
just
to
follow
on.
In
my
comments
from
a
bottom-up
build
again,
I'll
rely
on
Geoff
Letourneau
to
speak
more,
but
essentially
I
would
say
it's
bottom-up
inside
outside
in.
We
want
to
make
sure
that,
from
a
ground
level
or
frontline
members,
we
have
a
full
understanding
of
the
conditions
they
find
themselves
in
the
challenges
and
opportunities
around
what
you
bought
a
budget
can
alleviate
and
from
an
outside
in
perspective.
D
What
our
community
is
experiencing,
and
we've
heard
two
excellent
deputations
already
in
terms
of
that
outside
in
approach
in
terms
of
the
number
of
officers,
yes,
again
grateful
for
a
commitment
of
thirty
thirty
sworn
officers
to
be
to
be
hired
in,
but
in
communication
with
the
board
chair
and
the
board
itself.
What
we
want
to
do
is
make
sure
that
we're
making
the
appropriate
business
case
year
in
and
year
out,
for
the
resources
that
we
need
people
money
and
time
in
order
to
address
the
expectations
and
the
realities
within
the
city.
D
I'm,
also
making
a
number
of
efforts
to
leverage
every
possible
dollar
I
can
outside
of
the
city
budget.
That
includes
provincial
and
potentially
federal
grants
to
allow
us
to
increase
our
capacity
here
in
the
city
of
auto
and
I've
mentioned
a
couple
of
those
initiatives,
one
of
which
Deputy
Chief
Steve
Bell
is
going
to
be
leading
on
our
behalf
and
finally,
I
think
you've
asked
a
healthy
question:
what
what
is
neighborhood
policing
the
neighborhood
resource
teams
are
the
current
definition
and
standard
for
the
Ottawa
Police
Service.
D
It
has
been
a
different
experience
in
the
London
met
over
in
the
UK.
It's
been
a
different
experience
in
the
in
the
City
of
Toronto
and
my
former
organization,
and
so
far
it
has
been
a
changing
experience
here
in
the
City
of
Ottawa.
I
suspect
it
will
change
again
before
the
year
is
out,
because
I
will
bring
my
own
insights
and
interventions
into
a
well
developed
program.
So
far
and
I
know,
the
team
is
open-minded
to
again
looking
at
evidence-based
best
practice
and
making
sure
that
we
continually
improve
on
the
definition
and
more
important.
C
Thank
You
chief
I'll
just
touch
on
the
first
two
questions
and
the
chief
did
do
a
pretty
good
job
of
answering
them,
but
your
first
question
related
to
bundle
four
of
the
modernization
roadmap,
so
that
four
point
four
million
dollars
was
the
final
trash
of
funding
that
completed
the
the
the
funding
of
the
forty
one
point:
three
million
dollar
roadmap
as
planned.
As
the
chief
mentioned
it,
we
will
be
doing
a
review.
C
The
plan
had
been
to
complete
some
of
the
major
projects
like
the
frontline
mobility
project,
which
involved
outfitting
all
of
our
officer
vehicles,
frontline
vehicles
with
with
a
better
in-car
cabin
design,
the
information
management
program
and
the
digital
evidence
management
program.
Those
are
what
was
was
planned
over.
As
the
chief
mentioned.
The
program
will
be
going
through
a
review
and
the
bottom-up
build
is
just
simply
a
process
by
which
we
gather
information
rake
down
at
the
at
the
grassroots
level
and
build
it
all
up,
just
to
make
sure
we're
capturing
all
of
the
requirements.
K
D
Healthy
question
I'll
be
in
the
chairs
guidance
as
to
how
much
time
he
wants
to
dedicate
to
it.
I
will
certainly
say:
first
of
all,
the
police
of
population
measure
metric
is
an
important
one,
but
not
on
its
own
substantive
to
understand
what
is
the
actual
capacity
for
a
Police
Service
to
deliver
adequate
and
effective
policing
in
any
community.
Small
medium
and
large.
Excuse
me,
an
untimely
tickle
I
would
also
suggest
crime
severity
index,
which
is
a
measure
of
our
ability
to
keep
crime
down,
particularly
severe
crime.
There's
another
important
measure,
that's
scary.
D
Edmonton
Calgary
Toronto
are
all
cities
that
have
a
lower
police
to
population
ratio,
but,
unlike
this
city,
they're
dense
urban
centres,
when
you
get
into
the
regions
like
Peel,
Halton,
Durham,
York
I,
would
suggest.
Ottawa
is
more
like
a
region
that
it
is
like
a
dense,
City,
Police
Department
as
a
differentiated
outcome
on
effectiveness
and
adequacy
of
policing.
So
we
need
to
look
at
a
number
of
combination
of
measures
before
we
say
we're
above
or
below,
where
we
should
be.
D
Ultimately,
right
now
we
have
an
inverse
relationship,
we're
at
one
of
the
lower
ends
in
terms
of
large
cities
in
quotes
for
police
to
population,
but
we're
actually
one
of
the
higher
performing
in
terms
of
addressing
crime
severity,
so
even
with
a
lower
amount
of
police,
the
population.
Thank
you.
We're
actually
doing
better
than
most
regions,
similar
sized
and
constructed
around
actually
addressing
crime
comes
back
to
the
quality
of
our
members
and
the
quality
of
the
community
partners
that
they're
working
with
at
the
bottom
line.
K
A
L
Thank
You
mr.
chair
and
it's
a
pleasure
to
see
you
again.
It
was
a
quite
a
great
honor
for
me
last
week
to
accompany
you
to
the
desk
for
you
to
receive
your
order
of
Ottawa
award
well
deserved
and
I
very
gratified
as
an
attendee,
first-time
attendee
to
that
ceremony
to
to
have
accompanied
you.
So
thank
you
so
much
for
for
the
work
that
you
do
before
I
asked
my
question.
I
just
wanted
to
really
relay
that.
Thank.
L
The
question
I
have
it
primarily
deals
with
equity
diversity
and
inclusion.
I
know
that
there
were
a
series
of
reports,
a
diversity,
audit
and
a
traffic
stop
race
data
collection
report
that
have
been
released
and
there
will
be
further
community
consultation
around
the
findings
of
that
of
that
report.
L
But
my
question
primarily
is
dealing
with
the
FT
FTE
allocation.
I
just
wanted
to
ask
the
the
police
service
and
and
the
chief,
whether
the
two
civilian
FTEs
that
would
be
allocated
to
equity,
diversity
and
inclusion.
The
inclusion
office
would
be
sufficient
based
on
the
work
that
might
emerge
from
these
reports
and
the
I
guess.
L
Subsequent
question
is:
maybe
it's
an
encouragement
to
work
with
the
new
anti-racism
Secretariat
that
will
be
formed
in
the
new
year,
ideally
passed
in
the
budget
thanks
to
community
members,
some
of
them
who
are
sitting
behind
me
counselors
and,
of
course
the
mayor's
office,
were
very
appreciative
of
the
of
the
establishment
of
this
office
and
we're
looking
for
ways
to
cross-pollinate
and
to
share
best
practices
and
in
information.
The
community
has
emphasized
that
areas
that
are
outside
of
these
cities.
L
D
D
Yes,
in
the
first
instance
its
net
new
and
it
creates
a
net
new
capability,
we
learned
from
zero
to
two
and
and
that's
a
big
step
in
any
organization
where
resources
are
fought
over
continuously.
Is
it
sufficient
in
the
long
term,
there's
there's
only
a
handful
police
agencies
that
I'm
aware
of
stand
to
be
corrected
by
others
that
have
made
a
significant
investment.
Most
recently,
my
former
organization
has
brought
on
through
board
support,
I
think
five
FTEs
for
their
organization.
D
Until
your
second
point,
we
will
very
much
like
to
leverage
existing
city
capabilities
and
experience
and
expertise
to
support
and
increase
the
capacity
of
these
initial
to
permanent
members
of
the
team.
I'll
just
ask
detective.
Sorry,
they've
done
it
twice
to
you,
deputy
chief
Jaswal,
to
comment
further
in
our
adi
strategy.
Thanks.
F
Chief,
absolutely,
as
chief
says,
we're
actually
still
developing
the
EDI
office
in
terms
of
what
the
roles
and
responsibilities
would
be
from
service
delivery
to
coordination
of
service,
and
so
a
lot
of
the
use
of
those
FTEs
would
be
based
on
that
design.
Inspector
Paul,
Burnett's
who's
here
is
actually
leading
that
effort
and
leading
that
work
around
the
design
of
that
office,
and
so
we
will
have
more
of
an
understanding
as
we
move
forward
in
the
next
few
months
of
what
that
will
look
like.
F
But,
as
we've
already
had
a
chance
to
speak
on
the
anti-racism
Secretariat,
we
absolutely
intend
to
leverage
that
resource
and
other
resources
across
the
city,
including
community
networks,
community
anti
8
networks
and
other
types
of
initiatives
to
the
United
for
all
initiative.
That
just
was
launched
to
to
bolster
the
work
that
the
police
service
is
doing.
What
also
those
FTEs
are
doing,
and.
D
H
You
well
know
the
work
we
do
on
CC
as
one
of
the
one
of
the
original
chairs
of
it.
So
what
we're
doing
is
we're
starting
to
develop
and
work
with
deputy
chief
Jaswal
and
his
EDI
team
to
make
sure
that
there
is
a
development
and
oversight
role
for
the
community
equity
Council
to
play.
As
we
look
at
developing
our
EDI
strategy
and
our
EDI
action
plan.
H
L
A
Were
there
any
questions
from
any
of
the
members?
Thank
you
very
much
awesome.
So
that
concludes
list
of
delegations
based
on
this
report
that
the
Ottawa
Police
Services
Board,
one
approved
the
2020
draft
operating
in
capital
budgets
and
to
direct
the
executive
director
to
forward
the
budgets
to
City
Council
for
approval
is
that
yes,
just.
B
A
question
first
of
all,
I'm
happy
to
support
the
motion
and
thank
the
chief
and
Jeff
and
the
deputies
and
all
of
the
staff
who
worked
very
hard
in
these
documents
and
work
for
in
a
very
collaborative
fashion,
with
the
city
treasurer
as
well.
We
appreciate
that
we
received
two
letters
from
individuals
who
are
not
able
to
attend
and
one
Melanie
white
we
spoke
to
at
committee.
The
other
was
on
idling
cars
idling,
and
we
have
this
problem
in
the
public
sector.
B
For
some
reason,
if
you
know
I
see
City
of
Ottawa
trucks,
idling
all
the
time
and
I
often
think
if
that
was
their
car,
would
they
be
idling
their
car
for
15-20
minutes?
You
know
they
were
putting
up
some
boards
on
the
Cork's
down
bridge
and
I
know
that,
because
of
the
computer
technology
and
lights,
and
so
on,
you
need
to
keep
the
car,
but
often
on
paid
duty,
I'll
see
a
carb
parked
and
it's
you
know
it's
lights
are
on
and
an
intersection
that
happened
today
on
on
alga
near
the
construction.
B
Is
there
not
some
device
that
can
be
purchased
where
you
can
power
up
your
computer?
But
they
can
turn
the
car
off
not
only
from
a
cost
savings
point
of
view,
but
also
just
the
the
ghd's
that
are
spewing
it.
This
this
woman
who
Holly
Richard
white,
said
one
such
study
on
greenhouse
gases
showed
co2
emissions.
Two
hundred
two
hundred
eleven
thousand
pounds
emitted
from
a
police
cruiser
Ford
model
over
a
five
year
period.
Now
she
suggests
electric
vehicles
and
I
know
from
a
chase
and
a
pursuit
option.
B
That's
not
not
realistic,
but
is
there
anything
that
can
be
done?
Is
there
some
kind
of
a
we're
buying
a
lot
of
vehicles
that
we
can
put
in
some
kind
of
a
battery
that
would
keep
the
lights
in
the
computer
running
with
with
your
ability
to
turn
it
off?
You
don't
see
smoke
coming
out
of
the
the
tailpipe
mayor.
D
All
good
points,
I
know
the
vehicle
that
I
was
just
issued
was
has
an
idling
device
in
it
first
time,
I've
driven
a
car
like
that.
It
kind
of
freaks
me
out
when
I
come
to
a
stop
sign
all
of
a
sudden
shuts
down,
but
very
good
for
the
environment
and
for
fuel
consumption.
That
said,
I
am
gonna,
ask
Jeff
to
speak
specifically
to
what
we're
doing
with
some
pilot
projects
and
some
ability
for
us
to
address
some,
probably
not
all,
of
what
you've
raised.
C
C
Unfortunately,
it
didn't
work
very
well
resulted
in
excessive
downtime
for
some
of
the
vehicles
we
participate
in
telematic
fueling
system
partnerships,
we're
currently
looking
at
a
GPS
system,
they're
constantly
networking
with
their
peers
across
the
country
and
across
across
North
America,
looking
at
different
options
so
far
there.
There
really
isn't
anything,
especially
for
this,
this
climate,
where
it's
hot
in
the
summer
and
where
it's
especially,
where
it's
cold
in
the
in
the
wintertime,
where
the
the
equipment
inside
needs
to
needs
to
remain
heated.
C
I
can
say
that
we
have
purchased
three
hybrid
vehicles
that
will
be
piloting
in
2020
from
a
and
looking
to
see.
If
we
can,
we
can
save
some
fuel
from
that
perspective,
but
I
can
say
that
the
fleet
team
does
regularly
work
with
their
with
their
peers,
both
at
the
city
but
also
there,
their
police
service
peers
across
North
America
to
come
up
with
the
options
from
a
fuel
efficiency
perspective
and
a
climate
and
environment
perspective.
A
F
Good
evening
pleased
to
be
here
with
inspector
Paul,
Burnett
and
manager,
Laurie
Fenton,
who
will
be
walking
through
a
presentation
today
very
high-level
overview
of
the
two
reports
that
we
made
public
last
week.
But,
more
importantly,
what
are
we
doing
with
the
information
from
those
reports
in
terms
of
how
we're
moving
forward?
I
also
want
to
thank
Laurie
and
Paul
personally
here
for
their
hard
work
in
terms
of
leading
those
that
work
and
that
effort,
but
also
to
director
David
snotty
who's
here
and
Deputy
Chief
Steve
Bell
and
the
community
equity
Council
for
their
work.
F
So
again,
we
brought
the
two
reports
to
the
community
equity
Council
on
November
18th
2019
and
released
the
report
at
the
same
time
to
some
of
our
key
stakeholders
that
in
inform
these
two
reports,
we
then
provided
a
technical
briefing.
That
I
was
pleased
to
see
memo.
Most
of
the
board
was
at
on
November
20th
and
we're
now
seized
with
information
from
the
two
reports,
though
I
must
say
the
information
not
really
surprising
in
a
sense
in
terms
of
what
the
the
findings
were.
F
The
purpose
and
the
goals
of
those
reports
has
always
been
to
number
one,
ensure
that
we're
responding
quickly
and
effectively
to
issues
and
incidents
of
racism
and
discrimination,
meaning
that
we
have
the
tools
required
to
do
this
and
what
repaired
to
hold
ourselves
to
account.
The
second
is
to
ensure
that
the
o-p-s
performance
and
operational
systems
support
equitable
outcomes
for
our
community
and
members,
and
this
is
really
an
organizational
and
leadership
concern.
F
I
think
the
chief
spoke
to
that,
while
in
his
opening
comments
it's
about
identifying
and
correcting
underperforming
and
non
performing
systems,
so
internally
that
might
be
looking
at
how
we're
recruiting
or
how
we're
promoting
and
transferring
members
across
the
organization
its
externally.
It's
how
we're
engaging
communities
and
how
we're
deploying
police
resources
and
what
we
don't
do
this
well.
We
see
that,
as
unintended
consequence
occurrences
part
of
me
of
communities
who
feel
over
policed
and
underserved.
F
The
other
byproduct
of
this
is
that
we
place
our
frontline
civilian
and
sworn
members
in
very
difficult
positions
through
no
fault
of
their
own
and
are
likely
contributing
to
some
of
the
disparate
disproportionality
that
we
see
in
the
outcomes.
So
what
we're
talking
about
here
is
actually
re-engineering
the
way
that
we
police
how
we
gather
information,
how
we
use
information,
how
we
make
decisions
and
how
we
direct
our
members
and
our
leadership
and
our
desire
to
address
the
onion
unintended
impacts
of
police
activity,
I
think
is,
is
leading
in
Canada.
It's
quite
unique
in
policing.
F
The
third
is
to
develop
the
right,
metrics
and
tracking
tools
to
ensure
that
we're
making
meaningful
progress
around
di
and
can
demonstrate
that
progress
through
the
validation
of
an
independent
third
party.
So
we
need
to
know
that
we
have
the
right
sets
of
measures
to
demonstrate
that
we're
operating
I'm,
policing
in
a
biased,
neutral
manner,
both
internally
and
externally
and
I.
Don't
know
if
we
we
understand
what
that
full
set
of
metrics
are.
At
this
point.
M
Good
evening
and
thanks
for
the
opportunity
to
give
you
guys,
an
update
on
last
week's
releases,
I
will
just
show
our
anchor
slide,
which
has
really
been
where
we
are
grounded
in
this
work
and
that's
what
the
strategic
plan
the
goal
around
to
have
to
make
meaningful
progress
on
on
EDI
and,
quite
simply
for
us.
That's
about
creating
a
police
service
that
both
our
our
members
and
the
community
deserve
that.
M
That's
been
our
plain
language
version
of
that,
so
that
has
guided
our
work
and
there
has
been
lots
of
great
work
done
if
you've
read
through
some
of
the
reports
lately
from
the
audit
team
from
the
traffic
stop
project,
there
has
been
quite
a
lot
of
work
that
o-p-s
has
done
some
of
it
leadership
work.
Some
of
it
has
been,
though,
quite
honestly
related
to
complaints
from
both
our
members
and
from
the
community.
So
we
don't
want
to
pat
ourselves
too
much
on
the
back.
M
In
terms
of
the
traffic
stop
race
data
collection
report,
the
second
report
was
released
last
week.
It
covered
three
years.
Look
we're
no
longer
in
completing
a
settlement
agreement
with
the
Human
Rights
Commission.
This
is
something
that
has
become
operational
were
six
years
in
when
we
started
this
in
2013.
Nobody
else
was
doing
it.
It
was
the
biggest
Canadian
policing,
study
of
race,
pace
data
and
since
that
time,
of
course,
it's
come
through
the
province
via
regulated
interactions
and
also
from
the
anti-racism
directorates.
M
M
M
They
spoke
very
highly
about
the
work
that
we've
been
doing,
not
just
in
addressing
racial
profiling,
but
in
terms
of
human
rights
and
organizational
change,
and
while
we're
very
happy
for
their
support
and
that
of
the
Commission
going
forward,
we,
the
findings,
still
show
that
we
have
work
to
do,
and
so
that's
what
we're
going
to
be
focused
on
just
in
terms
of
highlights
of
that,
some
of
the
positives
around
the
second
report.
One
of
the
things
York
has
pointed
out,
is
that
traffic
stops
have
gone
down.
M
M
Some
of
the
positive
findings
is
there's
there's
no
racial
disproportionality
found
in
the
reason
for
stop,
so
that
98%
of
our
stops
our
provincial
reasons,
HT
a
municipal
that
kind
of
thing,
so
there
weren't
any
disproportionality
is
found
there
as
well.
There's
no
evident
disproportionate
higher
incidence
in
charges
for
racialized
minority
drivers
in
Ottawa
when
compared
to
white
drivers.
M
Of
course,
I'm
also
going
to
tell
you
about
some
of
the
more
negative
findings
and
where
we
have
lots
of
work
to
do
so.
Last
time,
our
for
the
first
report,
we
did
have
high
disproportionate
rates
of
two
groups,
in
particular
middle
eastern
and
black
drivers
being
stopped
more
than
they
should
based
on
their
population,
they're
driving
population.
That
is
and
again
that
continued.
With
this
report
we
saw
some
modest
improvements,
but
again
their
percentage
points
around
five
percent.
M
In
in
the
larger
category-
and
this
is
where
concerns
about
racial
profiling
often
culminated
in
young
black
youth
and
young
middle
eastern
youth,
we
did
see
some
really
good
drops
here.
Thirty
percent
drop
in
the
high
disproportionate
rates
for
middle-eastern
young
males,
as
well
as
a
twenty
three
percent
drop
for
young
black
males
and
those
are
very
good
success
indicators.
However,
the
roommates
or
the
rates
do
remain
high
and
work
still
needs
to
be
done
here.
M
I'm,
just
gonna
talk
a
little
bit
about.
Where
do
we
go
from
here,
and
that
has
been
this
time,
we're
not
questioning
the
recommendations
or
that
we
have
work
to
do
that's
been
acknowledged,
but
one
of
the
things
the
York
team
and
the
Commission
have
said
is
that
we
are
and
we
have
implemented
many
of
the
best
practices
in
this
area
around
addressing
racial
profiling
concerns
things
like
training.
We
have
the
first
racial
profiling
policy
and
Canadian
policing.
We've
implemented
some
of
those
things
and
we'd
be
note.
M
We've
been
noted
for
them
just
last
month,
for
example,
the
Human
Rights
Commission
launched
policy
guidelines
for
law
enforcement
to
address
racial
profiling
for
the
province
and
o-p-s
was
recognised
in
there
on
a
few
fronts.
One
of
them
was
data
collection.
Another
one
was
the
gender
audit,
our
workforce
census
work
that
we've
done
and,
of
course,
race-based
data
collection.
M
M
There
are
the
seven
recommendations
from
York,
but
they
really
speak
to
the
need
to
do
some
pilot
or
experimental
work
to
try
to
bring
these
rates
down
for
the
communities
impacted
so,
for
example,
going
beyond
data
collection
and
best
practices
and
doing
something
like
a
pilot
in
a
neighborhood
and
using
the
community
equity
Council,
and
perhaps
a
task
force
as
well
as
some
experts
around
the
table.
That
can
help
us
drive
down
those
rates
with
some
new
and
innovative
ideas.
N
Good
evening
so
I'll
speak
to
you
briefly
about
the
diversity
audit
that
usually
comes.
It
came
from
two
places:
the
recommendation
from
the
first
traffic
stop
race
data
collection,
as
well
as
the
Coalition
for
justice
for
mr.
Abdi.
Here's
an
overview
of
what
we
hired
them
to
do
in
the
last
year
and
a
half
provide
us
with
a
comprehensive
review
and
assessment
of
current
state
of
obs,
quantitative
and
qualitative,
with
benchmarks
and
best
practices,
as
well
as
identification
of
strengths,
weaknesses
and
gaps
to
address
in
order
to
achieve
diversity
goals.
N
So
what
does
the
report
tell
us?
Last
week,
the
great
rich
Malcolm
outlined
a
number
of
their
key
findings.
While
there
are
about
97
recommendations
overall,
they
focused
on
10
vital
recommendations
and
themed
them
in
seven
areas,
including
resolute
leadership,
inclusive
hiring,
inclusive
careers
and
climate
of
openness
and
high
standards,
just
to
name
a
few.
N
In
conclusion
of
that
report,
overall,
they
concluded
that
we
have
many
strengths
in
traditional
policies
and
programs,
but
there
are
gaps
in
the
execution.
They
scored
us
at
an
above
average,
two
point:
seven
out
of
five
against
the
global
diversity
and
inclusion
benchmark.
The
team
noted
that
they
saw
signs
of
progress
and
positive
momentum,
particularly
in
last
year.
They
said
we
need
to
build
on
that
positive
momentum
to
move
forward
from
reactive
to
proactive.
N
Last
week
we
announced
that
we
would
move
forward
together
and
focus
on
action
in
the
coming
days
and
weeks.
We
will
work
closely
with
the
senior
leadership
team
and
the
community
equity
Council
to
create
a
three-year
EDI
action
plan
that
focuses
on
meaningful
progress
on
EDI
the
plan
and
the
change
it
will
bring
is
as
much
to
help
the
community
as
it
is
to
assist
our
members,
do
their
jobs
and
serve
the
community
in
most
effective
way
possible.
If
this
sounds
familiar,
it
should.
The
chief
has
echoed
this
throughout
his
brief
tenure
here.
N
N
Here
you
can
see
the
beginning
of
the
draft
framework
for
the
EDI
action
plan.
It
will
focus
on
key
areas
such
as
total
engaged
community
I.
Don't
particularly
like
that
I
think
total
community
engagement
is
probably
a
better
phrase:
their
diversity,
workforce,
diverse
competent
members,
just
to
name
a
few
of
those.
These
pillars
align
quite
well
with
the
recommendations
put
forward
with
from
the
diversity
audit,
as
well
as
the
traffic
stop
race
data.
If
the
model
looks
like
a
house,
that's
because
we've
heard
the
community.
N
In
terms
of
next
steps,
focus
on
dialogue
and
moving
forward
together,
a
collective
action
set
goals
and
prioritize
are
the
recommendations
that
have
been
put
forward.
Internal
and
external
stakeholder
engagement
meetings,
seeking
input
and
advice
and
recent
reports
and
the
recommendations
put
forward
and
last,
of
course,
the
release
of
the
draft
plan
by
January
31st
2020.
N
A
You
very
much
that
was
a
excellent
presentation
and
we
really
appreciate
you
have
done
some
amazing
work
here,
but
I
think.
As
you
said,
we
all
acknowledge
that
these
are
first
steps
and
there's
much
more
to
be
done
yet
and
I
think
I
speak
on
behalf
of
all
the
board
members
when
I
say
we
are
really
completely
committed
to
supporting
you
in
this
initiative.
So
thank
you
and
I'll
turn
it
over
to
member
vellu
kay.
You
have
a
question.
E
This
is
very
exciting.
Thank
you
very
much.
We've
been
waiting
for
this
for
quite
some
time
now
and
the
results
it
looks
positive
going
forward.
My
question
relates
specifically
to
recruits
I
think
recruits
are
probably
the
most
vulnerable
of
our
members
and
I
think
it's
really
important
that
if
we
are
going
to
fix
the
house,
as
you
mentioned,
that's
probably
one
of
the
key
areas
to
focus
on
I'm,
not
sure
that
there's
an
opportunity
for
our
recruits.
We
talked
about
this
at
the
meeting
in
September
I'm
wondering
what
is
available.
E
What
how
do
we
support
our
recruits
when
they
have
an
issue?
They
have
a
problem.
They
don't
know
who
to
go
to
I,
understand
that
there's
a
new
I'm,
not
sure
if
this
is
new
or
not,
but
I've
heard
of
the
employee
resource
group.
I've
heard
it's
a
very
positive
experience
too
for
those
racialize
members
to
be
able
to
express
what
what's
going
on
in
their
daily
lives.
E
If
they
do
have
some
issues
that
they
want
to
bring
up
so
I'm
wondering
if
you
can
speak
to
us
a
little
bit
about
that
particular
group
and
what
it
does
and
how
you
hope
to
take
it
forward
and
and
I'd
also
be
interested
in
knowing
what
the
expectations,
role
and
responsibilities
are
of
the
employee
resource
group
who
sponsors
them.
Who
are
they
accountable
to?
F
Thanks
for
your
question,
all
excellent
questions,
so
we've
had
obviously
informal
networks
in
terms
of
women,
racialized
members,
LGBTQ
members
within
our
organization
for
some
time
we're
in
the
process
right
now
of
formalizing
those
groups.
In
fact,
the
chief
just
met
with
our
employee
resource
groups.
Last
week
the
leads
of
those
employee
resource
groups
and
heard
direct
feedback
from
members
around.
What's
working
what
isn't
working
and
how
we
might
move
forward
in
fact,
and
appreciate
directors.
Naughties
come
to
the
table
here
as
well.
He's
really
leading
that
effort
internally
to
formalize
er
G's.
F
The
issue
around
recruits
and
the
support
that
are
provided
to
recruits
was
actually
discussed
at
that
meeting.
So
the
questions
quite
timely
understanding
that
it
is
a
very
vulnerable
and
challenging
time
for
many
recruits,
especially
if
they
are
racialized,
especially
if
they're
women
are
belonging
to
a
diverse
community,
and
so
we
are
looking
at
opportunities
to
partner
with
its
Superintendent
Hartley's
team
at
the
professional
development
center
to
better
support
recruits
as
they
come
in
the
door
to
make
them
aware
of
what
the
internal
support
systems
are.
F
G
Deputy
chair,
thanks
for
the
question,
remember
Valiquette,
employee
resource
groups
and
sometimes
known
as
internal
support
networks,
are
approving
better
practice
in
most
organizations
that
are
leading
the
way
in
EDI
work.
They
provide
an
opportunity
for
the
organization
to
leverage
the
assets
that
people
bring
to
their
jobs
each
and
every
day
through
multiple
identity,
markers
and
we've
had
that
informally
within
the
organization,
and
we've
sought
to
make
it
more
formal
through
employee
resource
groups
and
bringing
visibility
to
that
and
the
current
approach
that
we're
using
is.
G
There
are
a
few
folks
that
have
agreed
that
work
in
in
the
groups
that
have
been
networking
informally,
so
women
racialized
in
our
LGBTQ
members
and
each
of
them
has
a
superintendent
sponsor
either
an
inspector
or
superintendent
sponsor
that
they
have
access
to
to
help
navigate
corporate
barriers
that
might
exist.
I
want
to
stress
that
it's
a
courageous
move
by
any
organization,
but
in
particular
the
individuals
who
have
said
yes,
I
want
to
be
a
part
of
this,
because
often
it's
questioned
as
to.
G
A
O
Thanks
for
the
nice
presentation
and
I
was
going
through
the
o-p-s
diversity,
which
focus
on
representation
of
diversity
and
human
resources,
so
I
have
directed
question
to
DC
just
fall
and
the
chief
is
there
a
specified
program
in
place
in
the
OBS
for
promotions
within
the
ranks
for
members
of
visible
minority
and
HL
eyes,
communities
are
there
gaps?
If,
yes,
what
steps
being
taken
to
correct
that.
F
So,
thanks
for
your
question,
I
think
going
back
to
my
earlier
comments
about
looking
at
systems
and
making
sure
that
our
systems
are
providing
equitable
outcomes
for
all
our
members.
So
it's
very
important
that
when
we
think
about
promotion
and
transfer
policies
that
we're
thinking
about
every
member,
including
white
males,
and
that
every
member
has
an
opportunity
to
fully
participate,
be
their
authentic
selves
at
work
and
to
be
successful
in
this
organization.
F
So
I
think
part
of
the
work
that
we
want
to
engage
in
around
does
taking
the
findings
of
the
diversity
on
it
into
the
EDI
action
plan
is
making
sure
that
we
have
the
right
indicators
and
the
ability
to
monitor
those
systems,
including
transfer
and
promotion,
to
make
sure
that
the
outcomes
are
equitable
for
all
individuals
within
the
organization.
So
we
don't
necessarily
want
to.
F
E
A
P
P
The
can
I
speak
today
as
a
citizen
of
Ottawa
as
a
member
of
black
agenda
noir
and
on
my
own
behalf,
I'm
speaking,
because
as
a
citizen
of
Ottawa,
who
knows
a
bit
about
the
history
of
police,
community
relations,
I
do
not
want
the
opiates
to
continue
barking
up
the
wrong
tree,
x'
or
shunting
itself
off
or
a
sidetrack.
That
eventually
comes
right
back
at
us
because
of
its
circular
nature.
P
Last
week
we
received
two
reports
of
studies
ordered
by
the
o-p-s
one
of
the
traffic
risk
data
survey
and
one
the
other
one,
an
audit
of
diversity
in
the
o-p-s.
Both
reports
involved
a
number
of
PhDs,
five
of
them
in
all
I
think
both
reports
involved
a
significant
amount
of
taxpayer
dollars
out
of
the
o-p-s
budget.
Both
reports
were
very
well
presented.
One
of
them
even
had
97
recommendations
both
were
instigated
by
complaints
from
black
people,
and
yet
neither
report
really
served
to
advance
us
much
further.
P
Indeed,
the
presenter
of
the
traffic
stops
report
seemed
to
suggest
that
a
further
report
might
be
needed
and
the
diversity
audit,
which
proclaimed
itself
as
a
methodical
evaluation
and
review,
did
not
seem
to
begin
where
an
audit
should
begin.
It
did
not
appear
to
think
that
there
was
need
for
a
clear
baseline
statement
on
the
numerical
facts
of
diversity
of
the
o,
pious,
including
the
various
kinds
of
diversity,
and
at
which
levels
they
existed.
P
Those
metrics
I
have
not
seen
there
may
be
in
there,
but
I
have
not
seen
them
I
volunteered
many
hours
with
both
OBS
members
and
the
PhDs
as
they
prepared
for
this
audit
I
believe
the
PhDs
might
not
have
received
a
clear
statement
of
what
was
wanted.
What
were
the
deliverables?
The
o-p-s
seemed
to
know
it
wanted
a
report
on
diversity,
but
it
did
not
seem
to
know
what
that
meant
or
what
the
service
was
trying
to
achieve
in
getting
such
an
audit
or
why
or
if
it
was
really
needed.
P
All
the
blame
does
not
go
to
them.
However.
We
live
in
a
country
that
is
afraid
to
speak
the
truth
about
racism,
a
country
where
we
shy
away
from
acknowledging
color
discrimination
or
color
prejudice,
and
so
we
hide
our
narratives
and
policies
and
investigations
and
softer
words
and
terms.
We
don't
like
to
talk
about
black
issues.
P
We
talk
about
racial
issues,
we
talk
about
multiculturalism,
we
talk
about
diversity
and
the
reason
for
all
this
talk
and
the
o
pious
now
is
that
the
o
pious
has
been
involved
in
several
unnecessary
traffic
stops
of
black
and
middle-eastern
drivers.
Note
this
is
an
issue
of
color,
not
race,
and
that
is
what
the
report
should
have
been
focused
on:
color,
not
race.
P
At
least
one
of
those
ended
in
an
unknown
in
our
known
legal
expenses,
another
with
a
payment
of
$15,000
and
a
payment
of
an
undisclosed
amount
of
money
because
of
an
assault
of
a
young
woman
walking
home
one
morning,
as
well
as
the
violent
deaths
of
Abdul,
Rahman
Abdi
and
Vincent
Gardner
and
Wayne
Johnson
by
police
or
in
police
custody
and
the
shooting
by
police
of
Frances
Nichols.
While
he
was
in
his
bed,
all
these
things
had
to
do
with
race.
They
all
had
to
do
with
color.
These
were
all
black
people.
P
If
you
plant
peas,
you
cannot
expect
to
reap
corn.
It
is
a
position
of
myself
and
black
agenda
noir
that
we
must
state
clearly
what
it
is
we
are
trying
to
achieve.
The
chief
has
already
made
clear
his
task,
and
we
are
here
to
support
to
say
we
support
his
goals
of
advancing
community
policing,
making
meaningful
progress
on
equity,
diversity
and
inclusion,
supporting
o-p-s
members
and
modernizing
the
work
environment.
P
D
Briefly
again,
we're
grateful
for
all
all
inputs.
There
is
a
wisdom
and
a
and
a
fierce
focus
by
mr.
Ewart
waters
and
I'm
grateful
for
that.
It's
noted
and
we
will
do
our
very
best
to
meet
all
the
expectations
and
appreciate,
even
as
you
were,
presenting
director.
Snotty
acknowledge
the
difference
in
terms
of
definition
and
race
and
color
has
a
small
but
significant
differentiation,
and
it's
noted,
and
we
will
we'll
make
sure
that
that
is
reflected
in
not
just
the
action
plan
but
the
implementation
therein.
Thank
you.
O
Thank
you
acting
chair,
Smallwood.
My
motion
reads
as
follows:
whereas
the
Ottawa
Police
Services
Board
and
the
police
service,
Ottawa
Police
Service
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
of
the
communities
and
neighborhoods
it
serves,
and
whereas
Ottawa
Police
Service
conducts
recruitment
for
new
members,
not
only
from
our
community
but
also
nationally,
and
whereas
is
important
for
applicants
from
all
communities
to
understand.
O
A
O
You
again,
I
will
be
very
brief.
I
thank
acting
chair,
Smallwood,
mayor
Watson
and
fellow
board
members
in
supporting
this
motion
unanimously
to
move
it
forward
as
a
board.
We
have
long
called
for
a
more
representative,
Police
Service
for
our
community,
and
this
is
therefore
an
important
statement
for
us
to
make
I
believe
we
must
throw
the
door
wide
open
and
welcome
diversity
and
champion
inclusion.
O
This
motion,
I,
believe,
is
in
line
with
the
values
of
Ottawa,
Police
Service
and,
while
I
appreciate
that
it
will
largely
be
symbolic,
it
will
support
our
public
statements
around
outreach
and
recruitment
and
a
direction
to
the
o-p-s
to
make
tangible
progress
in
this
area.
I
can
say
with
conviction
that
this
statement
will
resonate
with
our
community
as
a
whole,
and
especially
with
the
racialized
and
diverse
communities
who
want
to
see
us
address
issues
of
bias
and
discrimination
in
an
open
and
transparent
way.
O
A
resolution
of
this
nature
will
reassure
the
community
that
we
take
this
issue
seriously
as
a
board
and
that
we
are
committed
to
delivering
them
as
a
police
service
that
serves
all
residents
in
a
fair
and
equal
to
equal
manner.
I
also
wish
to
place
on
record
and
convey
my
sincere
gratitude
to
our
various
community
leaders
across
Ottawa.
Few
of
them
are
present
here,
chief
slowly
DC,
just
small
and
our
executive
director
miss
Ferraro
for
their
feedback
and
support
on
this
matter.
Thank
you.
Thank.